Business Administration and Management

Organizations are facing more challenges than they ever did due to the rapid, dynamic growth of e-business which has lead companies to seek greater opportunities to run HR operations more effectively by implementing technology in the Human Resource department. Nowadays top leaders fully realize the power of information technology (IT) tools for reaching business targets. Therefore the purpose of this paper is to evaluate the present and emerging concepts of the Electronic Human Resource Management in the Lebanese organizations and study how it shapes employees values, perceptions, and behavior. The aim of this paper is to examine the successful factors that influence the effectiveness of human resource (HR) dashboards and the antecedents which motivate employees to use them, and to see the impact and outcomes that technology has on the level of employee's motivation. A survey was carried out; many techniques were used to examine the impact of implementing technology on employee's motivation, such as the descriptive statistics, hypothesis t-test, Pearson correlation and factor analysis. The paper results suggested a strong influence of perceived ease of use of electronic human resource management on the employee's attitudes of using E-HRM. The paper revealed that perceived ease of use is more important than perceived usefulness; it is the main predictor of the attitude towards implementing electronic human resource management. We have examined research done on executive information systems (EIS) and have developed models of the factors which lead to HR electronic use and success. The following paper gives a brief overview about possibilities of IT usage in HR field for measuring and tracking human capital and using the HR information system generally in Lebanese firms focusing on motivational factors.

Organizations are increasingly becoming dynamic and unstable. This evolution has given rise
to greater reliance on teams as crucial elements in problem solving and in helping businesses move
forward in their intended directions. However, the study of the teamwork within workplace is still in
its infancy especially in the Arab countries where teams have been used just recently in many
departments and many service functions such as sales, marketing and finance, as well as in the more
traditional production functions. So, most organizations in the Arab world, including Lebanon,
realize that effective teamwork is an important aspect for their success, but they found that the reality
of working in teams is a big challenge as it presents many practical difficulties.
Therefore, this study comes to measure what factors are considered critical attributes for the
success of teamwork implementation within Lebanese organizations. To do so, several attributes that
are required for successful teamwork and are investigated throughout literature as critical elements
for the teams to succeed within organizations were measured through a questionnaire that was
distributed among employees working within Lebanese organizations.
Results of data analysis implied that the most critical attributes that contribute to the success
of teamwork implementation within Lebanese organizations include providing informal, relaxed,
and comfortable team atmosphere, empowering team members through granting them the
responsibility to take actions to solve problems without waiting for direction from senior levels,
encouraging team members to listen to their partners ideas and to group feelings, and finally
rewarding team members for achieving intended team goals and objectives efficiently

People are at the core of every organization, they are integral part of any organization
today. Organizations cannot exist without staff to complete the production cycle. Therefore
the organizations do not take their staff for granted. Choosing the right candidate at the right
place has implications for an organization’s goals. Employee well selected and well placed
would not only contribute to the efficient running of the organization but offer significant
potential for future replacement. The recruitment strategy needs to be dynamic to let the
organization grow.
This research aims to help professionals in the HR departments and management to
consider and improve how they recruit, develop and look after their staff.
E-Management is one of the most challenges that organizations are facing in their
businesses processes. Those processes are supported by the usage of electronic information
system and applications. New technologies have been increasingly facilitated and speed up
the communication and business process between the internal and external users.
E-recruitment considered as a part of e-HRM and defined as the implementation of
recruitment activates by involving the internet and using web solutions to operate and at the
end it has the same goals of the traditional recruitment.
Online recruitment is becoming more attractive for the employers and job seekers.
Advantages and disadvantages of e-recruitment system were determined by examining the
overall process. Throughout this research we will identify the influential factors that affect the success
of using online recruitment instead of traditional recruitment and measure the effectiveness of
each factor. The research is going to provide the organizations and HR members a wider
vision how would they set up their recruitment strategies and retain their employees.

This study develops and empirically tests the interrelationships between service quality, customer satisfaction, and customer loyalty in a retail banking context. Increasingly intense competitiveness and fundamental changes in the business environment nowadays are forcing firms to implement a customer-focused strategy which raises the importance of customer-related constructs such as customer satisfaction, service quality, and customer loyalty in explaining a firm's performance. In particular, they are essential for competitiveness in industries where the exchanges are complex and customers are closely involved in the decision-making process, such as the banking industry. In this study, first, a research model about the interrelationships between service quality, customer satisfaction, and customer loyalty is suggested. Then a survey is conducted with retail banking customers about these constructs, which results in 261 valid respondents. The hypotheses are then proposed and tested using confirmatory factor analysis (CFA) and the structural equation modelling technique (SME). The analysis reveals that service quality and customer satisfaction are important antecedents of customer loyalty and customer satisfaction mediates the effects of service quality on customer loyalty. These findings suggest that there are non-linear relationships between three constructs and emphasize the need to treat customer loyalty management as a process which includes plenty of factors interacting with each other.

This study aims to examine the attitudes of Lebanese working students towards e-leadership in small and medium enterprises (SMEs). A survey questionnaire is designed and distributed to a representative sample of 322 employed students in SME. The study tests three hypotheses using several statistical techniques based on SPSS software. The descriptive analysis reveals that most respondents use the web widely in their daily work. However, respondents are not commonly aware of virtual organizations and trust to work in virtual environment. In addition, the analysis supports the hypotheses regarding the significant positive attitudes towards ICT, eleadership, and the factors influencing e-leadership. This research ends with implications, limitations, and future research.

The purpose of this study is to examine the perception of business students, of the different Lebanese universities, of entrepreneurship. It focuses on students' career as entrepreneurs, their opinion as to entrepreneurial characteristics, and the external factors that influence such a choice. The main significance of this study is to fill the gap in the current literature about entrepreneurship in Lebanon, since few studies have been conducted based on the Lebanese culture. A questionnaire is given to a sample of 800 senior and graduate business students from six main universities. A Cronbach Alpha test is used to confirm the internal reliability of the questionnaire. The results of the implemented descriptive statistics and chi-square technique proved the formulated hypotheses, namely, 1) students perceive entrepreneurial career as a primary choice, and highly is preferred by male graduate and working students; 2) students prioritize the entrepreneurial characteristics in the following order: motivation to attain wealth, autonomy, achievement, locus of control and innovativeness, selfefficacy, risk-taking, and pro-activeness. Gender and parents' background proved to be similar among students in almost all characteristics, but not as to the level of education, working experience, and university type; 3) students perceive financial capital as the most important factor to entrepreneurship; and 4) they consider political and economic climate as barriers to entrepreneurship and business growth in Lebanon. This research ends with implications, including the significance of reformulating governmental policies to support new entrepreneurs' opening new ventures; and, universities' top administrators are to enhance curriculum by introducing courses in entrepreneurship and adopting training programs to stimulate entrepreneurial behavior.

Reference checks: Employment dates;Appraisal of an applicant's claim against the key selection criteria (KSA); Estimates of an applicant's job reference capabilities;Employer's willingness to rehire the applicant/Advantages of using telephone as a RC: .High return rate;.Allows the reference checker to ask follow up questions for clarification;.Inexpensive to conduct/ Selection Decision: numerically combine all ratings for each applicant through the recruitment selection process to provide the basis for a selection decision/Tools and techniques for recording applicant's scores: M1: Individual applicant scoring template.This template can be used to combine the scores on each selection method arrive at an overall score for an applicant. .In the top row enter the applicant's name, and the key selection criteria (KSC)for assessment;On the left hand side column, enter the selection techniques used to assess the KSC;.Each selection technique will assess each KSC;Enter the scores for each KSC assessed;Combine and then averaged across each KSC to create the overall scores; Include any comments to explain the ratings including areas that need improvements M2: Comparative applicant scoring template,This template can be used to compare numerous applicants to make a more objective selection decision: In the top row enter the applicants' name, and the KSC for assessment;Each selection technique will assess each KSC;On the left hand side column, enter the selection techniques used to assess the KSC;Enter the scores for each KSC assessed;Combine and then averaged across each KSC to create the overall scores for each applicant On boarding is an investment in the employee's retention, morale and Productivity:O1Structured induction process it's period is 3 months,O2: The Buddy System: It is designed to provide new starters with guidance and information;The buddy's relationship with the new starter is ongoing, but it is most significant in the first three months.; O3: managing job expectations: assessing whether employees are culturally, intellectually and emotionally aligned with the organization, this is called the psychological contract between the employee and the employer.; O4: Probation Period; Gap Analysis Assessment Tool: It is a tool that has been developed to assess the recruitment selection process. its dimensions: Job analysis and key selection criteria; Screening and short listing; Interviewing; On boarding; Evaluation of the selection process; STEPS: Identify the Five Dimensions; answer the questions with AUSRN,Score the answers; put subtotal for scores of each dimension's relevant questions;Weight the subtotal scores; Multiply the subtotal score by the weight;assess the weighted score out of 100.position description: Clearly outline the tasks required of the role as determined through the job analysis process; Clearly outline the requisite knowledge, skills and attributes (KSA) as are determined by the job analysis process; Include key selection criteria (KSC) that measure the KSA required for the role in clear and unambiguous language with no jargon; Clearly state organizational values in the position description so candidates can self-assess their degree of fit with the organization; State the job outcomes/key result areas in the position description.

In light of insufficient traditional methods of funding of entrepreneurial projects and ventures in Lebanon, crowdfunding is proposed as an alternative funding mechanism. Crowdfunding is a way for entrepreneurs to fund their projects via dedicated online platforms where the needed capital is accumulated from small contributions from a large number of interested individuals: the crowd. Since the people are at the center, it is vital to address their attitudes toward participating as funders. For this aim, the researcher derives from previous studies and the present literature a conceptual framework that proposes to explain what impacts attitudes toward participating as funders in crowdfunding. The model is tested via a questionnaire targeted to 457 workers located in the four main regions of Lebanon. Results of the statistical analysis confirmed the proposed model and confirmed 3 out of 4 of the hypotheses pertaining to the variables (enthusiasm, trust, and experience) and gave insig...