Perceived organizational support

linkages work so it shows their initiative between activity-based team The top management support, technology sophistication, large size firms, and integration with the financial system were the factors affecting the usage of the activity bases costing. The use of activity based cost system is found to be positively correlated with the firm size. The organizational factors such as top management support, ‘non-accounting ownership’ and the training were found to be vital in the successful implementation

Steers (1977) is among the first to view organizational commitment as an employee attitude and as a set of behavioral intentions; the willingness to exert considerable effort on behalf of the organization and a strong desire to maintain membership of the organization. According to Mowday, Steers and Porter (1982) organization commitment is characterized by at least three factors: (a) a strong belief in, and acceptance of, the organization’s goals and values, (b) a willingness to exert considerable

vitaCultural diversity in a Danish MNC Vasilisa Sayapina and Katya Christensen Introduction Workforce diversity is a complex phenomenon and a major challenge for HR managers in MNCs. The case presents a Danish MNC, Danvita (not its real name)that has committed to pursuing a diversity strategy. The essence of a diversity strategy is a commitment to providing equal opportunities for employees regardless of their gender, age, nationality, disability and political and sexual orientation. In this case

disaster. Although mechanical failure of an O-ring seal in one of the rocket boosters was identified as the physical cause, the investigation revealed something much more disheartening; organizational deficiencies at NASA had allowed potential safety hazards to be disregarded. The disastrous consequences of NASA’s organizational failure prompted calls

organizational context. Design and Methods Using a modified survey by Engelbrecht and Mahembe (2013), the following hypotheses were addressed: Hypothesis 1: The facilitation of on-the-job learning and the transfer of knowledge occurs when employees perceive leader support. Hypothesis 2: Organizational learning was conducive to employee growth and development. Hypothesis 3: Servant leadership environments aid the transfer of knowledge by building a culture of learning whereby employees perceived

individual is crucial for enhancing individual, team, and organizational effectiveness (Hellreigel & Slocum, 2011, p. 7). Therefore, fostering a transformational leadership style and creating a culture of shared governance is recommended. Another recommendation is providing an unbiased job evaluation system Promotion and recognition should be done in a timely manner (Rani et al., 2016). Problem # 2: poor internal communications and HR support. Nursing leaders must communicate with staff and provide

Presented in the nursing study, Nursing activities, nurse staffing and adverse patient outcomes as perceived by hospital nurses, the research gives evidence that indicates nurse staffing levels can have direct effect on patient care. Therefore, in correlation to the question and point of study, the research pointed at the fact that inadequate staffing and unrealistic workloads place an burden on nursing staff, reducing the quality of care that nurses are able to provide. The patient-to-nurse ratio

Attitude is a major factor affecting behaviour. Attitude is an evaluate statements or judgements concerning objects, people or events. Attitudes are evaluates statements- either favourable or unfavourable-concerning objects, people, or events. They reflects how one feels about something. Attitudes are not the same as values, but the two are interrelated. 1.3.1Structure of Attitudes

Enterprise asset management (1) GIS for utility tracking The integration of GIS and EAM (enterprise asset management system) are both perceived as highly suitable solutions to supporting overall organizational success. Still, while they both seek to support organizational gains, the two systems do this is various manners. The EAM system for instance is more applicable in the context of information tracking for equipment and inventory. In the case of GIS however, the better applicability is

are several strategies to consider in the implementation of such a program, one strategy is to ensure the program is founded on an organizational culture of shared values, beliefs, attitudes, and behaviors that support diversity and inclusiveness. Gotsis & Grimani (2016) suggest leadership styles and principles help shape inclusive climates that value, affirm, and support workplace diversity (p. 242). As such, development of a comprehensive diversity program should be a strategic priority that moves