Business Administration and Management

Stable and high-quality employment relationships and increased employee retention are the increasingly fierce competition among companies. Employers need to use strategic human resource management in the organization to attract and retain talent. A good employer can enhance the competitive advantage of an enterprise and is an important strategy for motivating and attracting talent. This study looked at the connection between non-financial benefits and staff retention in the retail business using one of the biggest grocery chains in Hong Kong as the research object. A quantitative research method was adopted to get detailed information through the questionnaire with 361 employees of supermarkets. The research results show that more than half of the employees are satisfied with the non-financial rewards given by employers. Learning opportunities achieved the highest mean score, whereas recognition obtained the lowest mean score. Non-financial benefits and staff retention have a strong beneficial association. Employers should use non-monetary strategies to retain talents such as satisfying employees' sense of achievement, stimulating the potential of employees through education and training, establishing a fair and reasonable appraisal system, and facing employees' problems with sincerity.

The major objective of most employers is to obtain optimum result possible from employees. The employees aspire to obtain maximum level of compensation from their labour input. Any exercise of performance evaluation may therefore be an assesl ment of th e level of effectiveness ojjcompensation. This paper attempts to analyse th e Impact of compensation on performance of the employees. Survey research method was used'" in the conduct of the study. The researchers used questionnaires as the instrument of data collection. The data co?!ected were analysed using descriptive method and simple percentage. The hypothes is proffered was tested with th e use of chi-square. The study revealed that there a positive relationship between compensation and employees performance. That is, if employees were adequately compensated, th ey wiLL perform better than those that were poorly compensated.

The Nigerian business environment is increasingly becoming more competitive owing to the reality of perpetual dynamics and the economic burden occasioned by the recent fuel subsidy removal and steady increase in exchange rate. Hence, firms in the Nigeria manufacturing sub-sector requires to adopt re-engineering strategies to enable them strive efficiently. This study titled: Human resource re-engineering and Performance of Manufacturing Firms in North-Central Nigeria is written to examine the effect of human resource reengineering on product quality of manufacturing sub-sector in North-Central Nigeria. the study adopted the Kracie and Morgan sample size statistical formula to reach respondents numbering 302 through a ten items structured questionnaire however only 284 respondents completed and returned their questionnaire given 74% retrieval rate. The research conducted Pilot study using a test re-test method and tested using Cronbach alpha to establish the reliability of the instrument. In addition, survey research design was adopted, and the statistical tools adopted were descriptive and inferential statistics, hypothesis tested using linear regression analysis. Findings revealed that there was a significant positive relationship between human resource reengineering and Product Quality (r = .924, p-value <0.05. In view of the finding, the study concluded that there was significant positive relationship between human resource re-engineering and product quality of manufacturing firms in North-Central Nigeria. Premised on the findings the study therefore recommended that human resource re-engineering techniques should be improved and periodic review be carried out in order to sustain and improve firms' performance.

This study on the Impact of Career Plateuing on turnover intention at the Federal Polytechnic Idah, Kogi State was written to examine the extent to which employees career plateuing influences turnover intention in the Federal Polytechnic Idah, Kogi State. The study applied a descriptive research survey design, Pilot study was carried out using a test retest method and tested using Cronbach alpha to determine the reliability of the research instrument. The population of the study was 624 thus; the researcher adopts Godden sample size formula to obtain the view of respondents numbering 183 using structured questionnaire designed in a 5 points Likert scale. The analitical tools employed comprised descriptive and inferential statistics and hypothesis tested using Pearson Product Moment Correlation Coefficient. Finding revealed that there is a significant positive relationship between career plateuing and turnover intention in the Federal Polytechnic Idah, Kogi State (r = .484, p-value <0.05). Based on the finding, the study concludes that the more the employees face career plateuing the more they desire to quit such emHployment hence, career plateuing influences turnover intention. Premised on the finding the study recommends that employees prospectus should be made more articulate and be accessible, more incentives should be provided to employees who are already at the peak of their career so as to reduce employees turnover intention.

Purpose: This article is a conceptual paper based on an extensive literature review performed as a preparation for replicating a study of Japanese hybrid factories in Central and Eastern Europe. Methodology: It focuses on hybridization showing that although the concept itself originates in evolutionary biology, its application in the field of International Business bears a strong resemblance with the cultural approach and Japanization. Findings: Given some recent criticism of the hybridization studies, this article argues that the literature applying the concept would benefit from going back to its origins (i.e. the evolutionary approach), which in itself is a well know paradigm in organizational studies and could help in overcoming current conceptual limitations.

The efficient use of the economic resources of companies, both large enterprises and SMEs, as well as the different means to obtain these resources, are critical aspects. For this reason, the new generation of students of degrees such as Business Administration and Management should know in depth the different types of banking entities, the main asset and liability operations of banking entities and the existing risk, as well as the main challenges of the banking sector for the following years. In the same way, a profound comprehension about the stock market and the simulation models to analyse different financial situations are aspects highly valued by companies. Based on this, learning requirements arise to seek active methodologies that allow students to acquire the knowledge and key competencies that companies currently require. Among these methodologies, we would like to highlight the Project-based Learning (PBL) through which the teaching-learning process is carried out through the development of a project that tries to give an answer to a real problem. Through PBL, students develop a high degree of autonomy and responsibility, since they are responsible for planning, structuring the work and preparing the project to solve a specific problem or situation. The lecturers' work in this methodology is to guide and support students throughout all the process of project development. Therefore, this article defines a PBL model to satisfy the current needs of the market in terms of financials advice. The PBL model involves two subjects: (i) Banking and Stock Market and (ii) Advanced financial simulation techniques taught in the Degree of Business Administration and Management in the Campus of Alcoy of Universitat Politècnica de València (Spain). The PBL model has been defined collaboratively to be performed on both subjects during one academic year. This PBL model provides students with the necessary skills and abilities to perform financial advisory tasks in the today's business context.

Entrepreneurship is a key component of a growing economy and graduate entrepreneurs are seen as valuable contributors to these economic goals. To facilitate this, entrepreneurship educa on is widespread at universi es encompassing both on-curricular courses and extracurricular ac vi es. However, there is not a uniform approach to entrepreneurship educa on with different topics, different objec ves, and different metrics for success, taught by educators from vastly different backgrounds. An entrepreneurship course could conceivably have an objec ve of knowledge acquisi on, upskilling, changing mindset, increasing entrepreneurial inten on, or simply the awareness of entrepreneurship as a career. There are also a variety of metrics that are used to measure the success of entrepreneurship educa on interven ons from venture crea on to entrepreneurial inten on and self-efficacy. This paper a empts to understand the views of current educators and suggests what can be done to improve from an understanding what is effec ve. To this end, entrepreneurship educators working at UK universi es were interviewed consis ng of research focussed lecturers, teaching focussed lecturers, senior managers, support staff, and incubator managers. The findings suggest that there are a wide variety of backgrounds for entrepreneurship educators, with very few from an academic business strategy background as others have found, but from sciences, economics, as well as a small number from business areas such as marke ng. They have transi oned into entrepreneurship through a variety of means e.g. an interest in sustainability, or from an experience of science spin-outs and a surprising number had family members who were entrepreneurs. Many have come from a prac cal background and use this as part of their educa onal offering. Educators generally believed in experien al learning rather than theory, and mostly suggested they wanted to give students skills that can be applied during the course and a erwards, although most also included teaching some theore cal models. Staff showed evidence of tuning their offerings to their audience with case studies or live company projects where appropriate, with early years courses o en focused on raising awareness of entrepreneurship as a career, whilst later years build skills for star ng a venture or encourage venture crea on itself. We conclude by understanding the mo va ons that entrepreneurship educators have for undertaking entrepreneurship educa on, discussing how these differing backgrounds can be u lised effec vely and what part of the background, and suggest what ac vi es and approaches they take are most effec ve in helping entrepreneurship educators enable successful student entrepreneurship.

The aim of this paper is to explore the phenomenon of an advanced form of internationa lization: foreign direct investment (FDI) in a distant location. We label this transaction "adventurous FDI", and explain how this new concept is related to, yet distinct from, other widely studied theories: born global companies, the LLL model, and the Uppsala model. We propose a theoretical typology of adventurous FDI based on two critical factors for risktaking: distance and embeddedness. Methodology: We present a theoretical proposal of a typology of AFDIs. To support our proposal, we illustrate the typology with examples from a longitudinal study of foreign direct investments undertaken in the years 2007-2009 by Polish firms. Selection of the time period for this study is justified by the fact that the number of FDI transactions and AFDIs has almost doubled in the observed time period. We apply methods of social network analysis to identify embeddedness of FDIs and use geographic distance measures to classify transactions on a distance scale. Originality: Current theories of foreign direct investment (FDI) focus broadly on either gradual learning or instant globalization. We identify a new category which we term "adventurous FDI". The distinctive features of adventurous FDI includes the exploration of many unknowns related to distant locations and the use of advanced internationalization forms. We propose that embed dedness in country networks is instrumental to adventurous FDI, as the rapid learning inherent in such network arrangements enables firms to overcome the ambiguity associated with vast geographic, psychic, and cultural distance.

Present day markets are characterized by increased global integration, innovation and new forms of technology which presents challenges for firms to survive and prosper during times of change. This paper seeks to explore the dynamic capabilities in terms of its relationship with performance, sources of the different perspectives presented through empirical research and theories, its criticisms and explores areas of future research. Dynamic capabilities theory emerged as a complement to Resource Based View (RBV) in an attempt to explain competitive advantage in rapidly changing environment. RBV of the firm conceptualizes the firm as bundle of resources which include assets, capabilities, organizational processes, firm attributes, information, knowledge among others. However, RBV does not adequately explain the reason for competitive advantage during rapid and unpredictable change. This is where the dynamic capability theory comes to provide some explanations. Dynamic capabilities refer to the ability of the firm to utilize its resources effectively so as to achieve congruence with the changing business environment. Further theoretical work is needed to tighten the dynamic capabilities framework, and empirical research is critical to helping us understand how firms get to be good, how they sometimes stay that way, why and how they improve, and why they sometimes decline. As dynamic capabilities are intended to align the internal resource configuration with the firm's environment, the quality aspect of dynamic capabilities indicates to what degree this intended effect is fulfilled. It is not their mere existence but rather their quality that determines the impact of dynamic capabilities on firm performance. The paper also includes a conceptual model which operationalizes dynamic capabilities and explains their effect on firm performance.

Management scholars have established the importance of reputation for firm performance but the mechanisms through which reputation can be accumulated are still to be explored. While some researchers have proposed that reputation accumulates through causally ambiguous social processes and can be built through continuous investments over time, there is little evidence regarding the nature of firm activities that may serve as strategic investments in reputation building. Prior research has focused primarily on studying reputation in large established firms that have both their prior performance, which can guide public perceptions and opinions, and substantial resources to make costly investments in product quality and advertising, which serve to increase their reputation. The tendency to study reputation among firms that already have accumulated some reputation does not allow for examining how this critical intangible asset comes into being and what factors account for the variance in the levels of reputation among young firms in an industry. This gap in the literature can be addressed by studying the process of reputation building in the context of new ventures (NVs), because such a context allows for examining the processes and different paths that may evolve from day one in the life of a firm. Specifically, my dissertation addresses these gaps in the current state of knowledge by examining the critical factors that determine the variations among NVs in their reputation building efforts, the factors that account for the relative efficiency of these efforts, and the performance implications of reputation building activities and reputational capital at different stages of the life of NVs. The dissertation is composed of three essays. The first essay describes the exploratory stage of this dissertation and provides initial insights regarding the activities that help NVs develop reputation early in their lives. The second essay provides a theoretical framework to understand the process of reputation building by NVs. I propose that NVs can build their initial reputations by investing in symbolic activities and critical resources that serve as signals of NVs' underlying quality and potential. The patterns and efficiency of such investments are likely to vary systematically depending on the founders' entrepreneurial experience and the technology and market uncertainty faced by Rindova, for their deep involvement with my dissertation and for all the efforts they invested in my development as an academic professional. Specifically, I am indebted to Anil for all the time he spent helping me shape the exploratory stage of this study and challenging me to think critically about the theoretical framework of this dissertation, as well as for being my coauthor on other projects and my mentor on all issues related to the academic profession. I must also thank Anil for securing the funds for the dissertation data collection, which made the empirical study of this dissertation possible. Very special thanks to Violina, who has been my best friend and my role model during the last five years. She not only encouraged my interests in studying the intangible firm assets but also opened my eyes to new directions, research ideas, contexts, and methods. Most of what I know about conducting qualitative research and holding the highest standards in academic writing I learned from Violina. I am also very deeply indebted to her for teaching me how to make academic research exciting by combining rigor and persistence with inspiration and creativity. I must also acknowledge Violina's generosity and patience during the three years she adopted me to work in her office. Also, special thanks to the members of my dissertation committee, Ian Williamson, Brent Goldfarb, and James Grunig, for taking the time to provide the thoughtful criticism and suggestions that pushed this work ahead. I greatly enjoyed working with Ian, who has been a great coauthor, a mentor, and a good friend. I am Provance for their genuine help and feedback on developing the early ideas of this dissertation. Let me also acknowledge my undergraduate research assistants, Debby Man,

This 1 year pre-business incubation project addressed the problem of unemployment of young agriculture graduates and their inability to generate viable and sustainable agribusiness enterprises for employment generation. The gap in commercial livestock feed production was perceived as an opportunity for entrepreneur development among these graduates. The overall objective was to develop and test a livestock feed manufacturing business incubation model for graduate youths in Zimbabwe. A survey was conducted through key informant interviews and a questionnaire to investigate opportunities and constraints to entrepreneurship development of agriculture graduates. Survey subjects were current and former university and college students, lecturers, agribusiness entrepreneurs, agribusiness employees, civil servants and agricultural consultants. The most common forms of agribusiness entrepreneurship among graduates were primary production (80%), processing (32%), manufacturing (19%) trading and retailing (18%). There is thus scope for value addition related agribusiness enterprises. Constraints to entrepreneurship were lack of finance, poor access to land, lack of business skills, lack of business exposure, markets, poor management skills and lack of mentorship. 15 candidate incubatees of diverse age, educational and occupational experiences were recruited through newspaper advertisements and an average of 9 participated in the all project activities. Four approaches for identifying entrepreneurial skills development needs and hence the content of the training modules were used namely: graduate needs that were identification through a surveys, a self administered baseline questionnaire, plenary brainstorming and discussions and training needs assessment during the agribusiness training workshops. Four training workshops were conducted for the incubatees in agribusiness development, feed formulation and feed manufacturing. After the training activities, the incubatees produced business plans of which 57% were rated as bankable. Unbankable business plan were characterized by lack of focus and poor cash flow analyses. Project success factors included a multistakeholder partnership and continuous incubatee skills needs assessment. Project challenges included lack of access to financing to implement incubatee enterprises and inadequate time and resources to go through a full incubation. This business incubation intervention has the potential of solving unemployment problems among the agriculture graduates but the scope of enterprises should be broadened.

The presence of women in various fields of employment and aspects of public life in Saudi Arabia has been increasing continuously, with the last 10 years witnessing considerable growth in the participation of women in senior management positions and in the decision-making process in public and private sectors. In response to this trend, this paper attempts to explore women leadership opportunity in the Saudi environment. The paper highlights the fact that although there are many obstacles for Saudi women who are seeking to lead, there is still considerable scope for them to be appointed as leaders in the social, political and economic spheres. Women first joined the consultative assembly in 2013; in the same year women were appointed as deputy chairpersons of related committees. In 2015, women voted and ran for office in the municipal elections. Such developments indicate considerable progress in terms of the willingness of organisations to grant Saudi women the chance to occupy managerial positions.

The management of project baseline schedules has evolved significantly since the development of the Gantt chart in the early 20th century (Gantt, 1919). In the next few decennia, the Program Evaluation and Review Technique/Critical Path Method and the Precedence Diagram Method (Fondahl, 1987), and more recently, the Critical Chain Project Management technique (Goldratt, 2002) saw the light.

The organization of this article was subordinated to the connections between the govern ment program documentation related to the state social objectives and their implementation at the budgetary level. The article shows the necessity of perceiving fiscal policy as an instrument to implement government programming objectives. The aim of the article is to assess the degree of implementation of social objectives on the basis of information resulting from the experience gained in the area of performance budgeting in Poland. Methodology: To assess the scale of financing of social objectives in Poland in comparison with other European countries, the author used Eurostat data from COFOG (Classification of the Functions of Government). To assess the effectiveness of state operations related to the achievement of social objectives, the author used information from the implementation of the performanceoriented state budget. It was assumed that the performanceoriented system linking the clear structure of public expenditure with the objectives and measures assigned to them to assess the effectiveness of fiscal policy in particular areas of government intervention. Findings: The relations between individual strategic documents related to social objectives and performanceoriented budgetary structure are presented. The results indicate that the scale of financing of social tasks in Poland is at a lower level than the average for European countries. The author points out the functions related to the achievement of social objectives whose effectiveness could be improved. Originality: Using information from the implementation of the performanceoriented budget to compare the individual budget functions of social character on the basis of the evaluation of the degree to which the measures for these functions' operations have been implemented.

The thesis examines the systemic challenges in the North Texas roofing industry, focusing on the reliance on undocumented labor (85–95% of the workforce) and insurance practices like the three-bid system and actuarial pricing models. These factors perpetuate wage disparities, undercut legal labor, and incentivize non-compliance. The study analyzes economic, legal, and social implications, including labor displacement, wage suppression, and market inequities. It also explores potential consequences of labor reforms and mass deportations, highlighting short-term disruptions and long-term benefits like wage stabilization and industry sustainability. Recommendations emphasize coordinated actions by insurers, policymakers, and contractors to foster fairness, compliance, and equity.

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The glass ceiling is a social taboo and its blatant effect on industry has been a subject of concern during the last few decades. The existing regulatory framework lacks adequate rules to curb glass ceiling practices. Glass ceiling is a hurdle which is created artificially by top management in any organization that restricts women to be ranked at higher levels. There is a need to eliminate glass ceiling practices in the corporate sector to keep female employees motivated and bring them at par with male co-workers. Equality at work place in terms of opportunities creates congenial working environment and leads to significant improvement in female employee's attitude, commitment and ownership. The objective of this study is to bring on the surface the glass ceiling practices and suggest ways to overcome this evil by strong HR policies and positive attitude towards female. Glass ceiling impedes the career progression of female employees in the organization and must be completely eradicated from the society to ensure the work engagement and commitment of employees. This study is aimed at drafting the guidelines for working environment that ensures equal employment opportunity for female employees should prevail.

All the headings should be in a 10 point Calibri Font. These must be bold-faced, aligned left and fully capitalised. Leave a blank line before each heading. SUB-HEADINGS: All the sub-headings should be in a 8 point Calibri Font. These must be bold-faced, aligned left and fully capitalised.

Management scholars have established the importance of reputation for firm performance but the mechanisms through which reputation can be accumulated are still to be explored. While some researchers have proposed that reputation accumulates through causally ambiguous social processes and can be built through continuous investments over time, there is little evidence regarding the nature of firm activities that may serve as strategic investments in reputation building. Prior research has focused primarily on studying reputation in large established firms that have both their prior performance, which can guide public perceptions and opinions, and substantial resources to make costly investments in product quality and advertising, which serve to increase their reputation. The tendency to study reputation among firms that already have accumulated some reputation does not allow for examining how this critical intangible asset comes into being and what factors account for the variance in the levels of reputation among young firms in an industry. This gap in the literature can be addressed by studying the process of reputation building in the context of new ventures (NVs), because such a context allows for examining the processes and different paths that may evolve from day one in the life of a firm. Specifically, my dissertation addresses these gaps in the current state of knowledge by examining the critical factors that determine the variations among NVs in their reputation building efforts, the factors that account for the relative efficiency of these efforts, and the performance implications of reputation building activities and reputational capital at different stages of the life of NVs. The dissertation is composed of three essays. The first essay describes the exploratory stage of this dissertation and provides initial insights regarding the activities that help NVs develop reputation early in their lives. The second essay provides a theoretical framework to understand the process of reputation building by NVs. I propose that NVs can build their initial reputations by investing in symbolic activities and critical resources that serve as signals of NVs' underlying quality and potential. The patterns and efficiency of such investments are likely to vary systematically depending on the founders' entrepreneurial experience and the technology and market uncertainty faced by Rindova, for their deep involvement with my dissertation and for all the efforts they invested in my development as an academic professional. Specifically, I am indebted to Anil for all the time he spent helping me shape the exploratory stage of this study and challenging me to think critically about the theoretical framework of this dissertation, as well as for being my coauthor on other projects and my mentor on all issues related to the academic profession. I must also thank Anil for securing the funds for the dissertation data collection, which made the empirical study of this dissertation possible. Very special thanks to Violina, who has been my best friend and my role model during the last five years. She not only encouraged my interests in studying the intangible firm assets but also opened my eyes to new directions, research ideas, contexts, and methods. Most of what I know about conducting qualitative research and holding the highest standards in academic writing I learned from Violina. I am also very deeply indebted to her for teaching me how to make academic research exciting by combining rigor and persistence with inspiration and creativity. I must also acknowledge Violina's generosity and patience during the three years she adopted me to work in her office. Also, special thanks to the members of my dissertation committee, Ian Williamson, Brent Goldfarb, and James Grunig, for taking the time to provide the thoughtful criticism and suggestions that pushed this work ahead. I greatly enjoyed working with Ian, who has been a great coauthor, a mentor, and a good friend. I am Provance for their genuine help and feedback on developing the early ideas of this dissertation. Let me also acknowledge my undergraduate research assistants, Debby Man,

Management scholars have established the importance of reputation for firm performance but the mechanisms through which reputation can be accumulated are still to be explored. While some researchers have proposed that reputation accumulates through causally ambiguous social processes and can be built through continuous investments over time, there is little evidence regarding the nature of firm activities that may serve as strategic investments in reputation building. Prior research has focused primarily on studying reputation in large established firms that have both their prior performance, which can guide public perceptions and opinions, and substantial resources to make costly investments in product quality and advertising, which serve to increase their reputation. The tendency to study reputation among firms that already have accumulated some reputation does not allow for examining how this critical intangible asset comes into being and what factors account for the variance in the levels of reputation among young firms in an industry. This gap in the literature can be addressed by studying the process of reputation building in the context of new ventures (NVs), because such a context allows for examining the processes and different paths that may evolve from day one in the life of a firm. Specifically, my dissertation addresses these gaps in the current state of knowledge by examining the critical factors that determine the variations among NVs in their reputation building efforts, the factors that account for the relative efficiency of these efforts, and the performance implications of reputation building activities and reputational capital at different stages of the life of NVs. The dissertation is composed of three essays. The first essay describes the exploratory stage of this dissertation and provides initial insights regarding the activities that help NVs develop reputation early in their lives. The second essay provides a theoretical framework to understand the process of reputation building by NVs. I propose that NVs can build their initial reputations by investing in symbolic activities and critical resources that serve as signals of NVs' underlying quality and potential. The patterns and efficiency of such investments are likely to vary systematically depending on the founders' entrepreneurial experience and the technology and market uncertainty faced by Rindova, for their deep involvement with my dissertation and for all the efforts they invested in my development as an academic professional. Specifically, I am indebted to Anil for all the time he spent helping me shape the exploratory stage of this study and challenging me to think critically about the theoretical framework of this dissertation, as well as for being my coauthor on other projects and my mentor on all issues related to the academic profession. I must also thank Anil for securing the funds for the dissertation data collection, which made the empirical study of this dissertation possible. Very special thanks to Violina, who has been my best friend and my role model during the last five years. She not only encouraged my interests in studying the intangible firm assets but also opened my eyes to new directions, research ideas, contexts, and methods. Most of what I know about conducting qualitative research and holding the highest standards in academic writing I learned from Violina. I am also very deeply indebted to her for teaching me how to make academic research exciting by combining rigor and persistence with inspiration and creativity. I must also acknowledge Violina's generosity and patience during the three years she adopted me to work in her office. Also, special thanks to the members of my dissertation committee, Ian Williamson, Brent Goldfarb, and James Grunig, for taking the time to provide the thoughtful criticism and suggestions that pushed this work ahead. I greatly enjoyed working with Ian, who has been a great coauthor, a mentor, and a good friend. I am Provance for their genuine help and feedback on developing the early ideas of this dissertation. Let me also acknowledge my undergraduate research assistants, Debby Man,

In recent years, green marketing has been evolved, & many companies practice embracing green marketing. Companies develop new or improved products such as green eco lighting products that protect the environment by reducing energy consumption & meeting consumers' environmental needs. Green eco lighting products are energy-efficient lighting products that reduce energy consumption & are harmless products to the environment. The growing concern of companies & consumers towards the natural environment indicates consumer perception of green products. Hence, companies need to understand consumer perception towards green products to comprehend their needs &wants. Thus, this research aims to study consumer perception towards purchase intention for green eco lighting products. There are two research objectives: to understand the effect of demographic characteristics towards awareness of green eco lighting products & to investigate the relationship between consumer perception & purchase intention towards green eco lighting products. In this study, the researcher has selected 384 respondents as a sample to answer the questionnaire. For finding analysis, the researcher has used descriptive statistics, cross-tabulation, Cornbrash's alpha, Pearson's correlation coefficient analysis, & multiple regression analysis by SPSS software to analyse the data. The findings show a significant positive relationship between eco-labels, green prices, green advertising, perceived environmental responsibility, & environmental knowledge regarding green purchase intention for green eco lighting products. To encourage consumers to make green purchases, the researcher suggests that marketers invest more in eco-labels & green advertising. Besides, the future researcher should study other factors that may influence green purchase intention, such as demographic & psychological factors.

Стаття присвячена дослідженню питань, пов’язаних із правовим статусом незалежних членів наглядових рад підприємств державного сектора економіки. Доцільність створення наглядової ради як органу контролю, що покликаний захищати інтереси власників компанії, визнана у багатьох країнах світу. Поява наглядових рад серед органів управління державними унітарними підприємствами
дає можливість залучати до управління професійних та незалежних фахівців, а це має підвищити економічні показники діяльності суб’єктів державного сектора економіки.
Інституційні та кваліфікаційні вимоги до членів та незалежних членів наглядових рад не вимагають наявності в особи, що призначається (обирається) на посаду незалежного члена наглядової
ради громадянства України. Іноземні громадяни та особи без громадянства мають право нарівні з громадянами України брати участь у конкурсі, але виключно на посади незалежних членів наглядової ради. Членство в наглядових радах не є державною службою, тому у конкурсному відборі таких осіб мають переважати професійні критерії, такі як освіта, досвід роботи та професійні навички у суб’єктах господарювання корпоративного типу відповідної галузі економіки, а також особисті якості кандидата.
Призначенню іноземців незалежними членами сприяє відсутність спеціалістів потрібного рівня в Україні та той фактор, що іноземці більш незалежні від впливу різних політичних сил. Нині іноземці становлять більшість у наглядових радах державних підприємств. Але призначення до складу наглядових рад іноземних громадян створює ризик та може завдати шкоди національним інтересам України в інформаційній сфері, тому потрібно включити до договору з незалежним членом наглядової ради зобов’язання про збереження конфіденційної інформації та комерційної таємниці та відповідальність за їх розголошення.
Розмір винагороди незалежних членів наглядових рад має визначатись у відсотках від чистого прибутку суб’єкта господарювання за попередній звітний період (рік), оцінки ефективності діяльності наглядової ради в цілому, її комітетів і кожного члена наглядової ради. При цьому розмір відсотку має залежати від галузі економіки та фінансово-економічного стану суб’єкта господарювання.
Максимальний розмір винагороди має бути обмежено законом. Умови договору з незалежним членом наглядової ради обов’язково повинні містити обмеження щодо компенсації витрат, пов’язаних з виконанням його обов’язків.
Ключові слова: державне підприємство, корпоративне управління, наглядова рада, незалежні члени наглядової ради.

У статті досліджено правовий аспект
корпоратизації державних підприємств і повʼязані
з цим питання правового режиму майна державних
акціонерних товариств. Окреслено загальнотеоретичні підходи до визначення правового режиму
майна та його особливостей у частині державних
акціонерних товариств. На підставі системного
правового аналізу законодавства, що регулює
порядок приватизації (корпоратизації) державних
підприємств, визначено корпоратизацію способом
реорганізації державного підприємства в АТ або
ТОВ, у процесі якого змінюється правовий режим
державного майна, переданого до статутного
капіталу господарського товариства, з державної
на приватну власність товариства. Управління
майном, переданим до статутного капіталу державних акціонерних товариств, здійснюється на
засадах корпоративного управління акціями у
статутному капіталі товариства. Проаналізовано
правозастосовчу практику, повʼязану з формуванням майна державних акціонерних товариств.
Гіпотеза: майно, передане до статутного капіталу
державних акціонерних товариств, є приватною
власністю товариства. Інше майно використовується товариством на праві оренди або господарського відання. Внесками до статутного
капіталу державних акціонерних компаній можуть
бути також майнові права на нерухоме майно –
право господарського відання, право постійного
користування, оренди. Передача майнових прав
до статутного капіталу не є підставою зміни
правового режиму державного майна на приватну
власність товариства. Способами зміни правового
режиму державного майна визначено: приватизацію майна державних підприємств, пакетів
акцій (часток) держави у статутних капіталах
господарських товариств, передачу ЦМК державного підприємства в оренду, приватизації
(корпоратизація), продаж державного майна,
передачу в найм (оренду) обʼєктів державної
власності на конкурентних засадах шляхом проведення електронних аукціонів (публічних торгів),
безоплатну передачу в комунальну власність.

Purpose: The purpose of the research was to find out the correlation between the motivation and costs of internal or external locus of control and the propensity to mentor. Investment of time and personal energy was regarded as factors with an internal locus of control, whereas a lack of mentee's achievement, problems caused by a mentee, unhealthy or unfriendly relation, and a risk to be replaced by a mentee were regarded as factors with an external locus of control. In the case of internal factors, their locus of control is the mentor him/herself while, in external factors, their locus is outside of the mentor and lies in a situation or an environment. Methodology: A quantitative cross-sectional study among Polish managers. Findings: First, the results show that uniquely intrinsic motivation relates to the propensity to mentor, while extrinsic motivation has no importance. Second, before deciding to mentor, managers estimate the costs of mentoring: the higher they are the lower the propensity to mentor. Third, the costs related to the internal locus of control-time and personal energy invested by a mentor in mentoring-are most important when deciding to mentor. The risk of destroying a mentor's reputation, problems caused by a mentee, unfriendly or unhealthy relationship and a risk to be replaced by a mentee emerged as of little importance. Fourth, previous experience as a mentor or mentee positively influences the propensity to mentor. Value: The study contributes to existing research, theory, and practice in the field of organizational behavior in the context of mentoring. The findings shed light on decision patterns in managers' propensity to mentor and thoroughly explore the role of the anticipated cost of mentoring.

Purpose: The purpose of the research was to find out the correlation between the motivation and costs of internal or external locus of control and the propensity to mentor. Investment of time and personal energy was regarded as factors with an internal locus of control, whereas a lack of mentee's achievement, problems caused by a mentee, unhealthy or unfriendly relation, and a risk to be replaced by a mentee were regarded as factors with an external locus of control. In the case of internal factors, their locus of control is the mentor him/herself while, in external factors, their locus is outside of the mentor and lies in a situation or an environment. Methodology: A quantitative cross-sectional study among Polish managers. Findings: First, the results show that uniquely intrinsic motivation relates to the propensity to mentor, while extrinsic motivation has no importance. Second, before deciding to mentor, managers estimate the costs of mentoring: the higher they are the lower the propensity to mentor. Third, the costs related to the internal locus of control-time and personal energy invested by a mentor in mentoring-are most important when deciding to mentor. The risk of destroying a mentor's reputation, problems caused by a mentee, unfriendly or unhealthy relationship and a risk to be replaced by a mentee emerged as of little importance. Fourth, previous experience as a mentor or mentee positively influences the propensity to mentor. Value: The study contributes to existing research, theory, and practice in the field of organizational behavior in the context of mentoring. The findings shed light on decision patterns in managers' propensity to mentor and thoroughly explore the role of the anticipated cost of mentoring.

This paper examines the impact of the entrepreneurial coaching relationship on entrepreneurs' learning. We use the structural equation method with the partial least squares technique to test our hypotheses on a set of Tunisian novice entrepreneurs. The results are generally in line with theoretical predictions and highlight the key role that the coaching relationship plays in the learning of the entrepreneur.

In this paper, it focusses on studying the job prediction using different deep neural network models. To predict the future jobs based on Dataset which contains the previous year’s job opportunities, locations, packages, eligibility criteria and sectors. It focuses that in future which Technology place a major role to get the quality jobs in several sectors. And also analyse the required knowledge to get a qualified job based on eligibility. In future how the graduates get jobs based on their skills with the help of the dataset which collects from the different job sites like first Naukri, LinkedIn, Monster etc. The trends of quality-oriented jobs can be analysed and easily predict the future job opportunities by applying machine learning techniques.

In the intricacy of organizational dynamics, the role of leadership
cannot be overstated. Leadership is the linchpin that holds together the fabric
of any team or organization, directly influencing followers’ performance,
engagement, and productivity. The essence of effective leadership lies not
merely in the ability to direct but in the power to inspire, motivate, and
transform. “Leading by Example - Strategies to Transform Followers for
Greater Role and Productivity” delves into the profound impact of leadership
on the collective output and the individual growth of team members.
At the heart of this exploration is the concept of leading by example,
a timeless and powerful approach to leadership. This method transcends
traditional directive models, advocating instead for leaders to embody the
qualities, ethics, and behaviors they wish to see in their followers. It’s a
call to action for leaders to be the first to embrace change, demonstrate
resilience, and uphold the highest standards of integrity and work ethic.
Leading by example is not just about what leaders do; it’s about who they
are and how they inspire others to become the best versions of themselves.
The purpose of this book is twofold: to underscore the importance of leading
by example and to equip leaders with practical strategies to inspire and
transform their followers. Through a blend of theoretical insights and realworld applications, this book aims to guide leaders in enhancing their influence
and impact. By adopting the strategies outlined herein, leaders can foster
environments where followers are not only more engaged and productive
but are also empowered to take on greater roles and responsibilities.
“Leading by Example” is designed for current and aspiring leaders
who seek to leave a lasting positive impact on their organizations and teams.
Whether you are leading a small group or an entire enterprise, the principles
and strategies shared in this book will illuminate the path to a more effective,
inspiring, and transformative leadership approach.

Organizational culture is one of the factors which affect employee&#39;s behavior. Culture is the most important factor accounting for success or failure in organizations and it is even more important today than it was in the past because of increased competition and changes. Studies in the organizational psychology literature have shown that organizational culture and HRM practice are major factors to the Organizational Success. Organizational culture encompasses values and behaviors that contribute to the unique social and psychological environment of an organization. Organizational culture also represents the collective values, beliefs and principles of organizational members. Culture and HRM are connected to each other from many ways and as pointed out by Jackson and Schuler organizational culture and HRM cannot be separated in an organization and culture has influential effect on the administration of HR. This paper shows the results of the influence of organizational culture o...

This study examines the influence of Talent Management practices on commitment of non-critical employees in IT industry in Chennai, India. All employees have their own contribution to meet the success in long-term by any organization. HR managers of 60 large IT companies, located in Chennai were interviewed and surveyed to get better insights on Talent management practices and in addition, they provided a sample of their critical and a sample of their non-critical Employees. Commitment questionnaire was administered with 250 non critical employees. The results show that there is a significant difference between socio-economic features of non-critical employees and preference of talent management practices in IT companies. The regression analysis implies that job rotation and shadowing, mentoring and buddying, high potential development schemes, graduate development programmes and development centers are positively and significantly influencing the commitment of non-critical employee...

Kashmir is "Paradise on the Earth" due to its attractive and mesmerizing natural beauty. In Kashmir valley, there are several other famous fabricated tourist attractions as well which motivates tourists nationwide and across the globe to visit valley in which Houseboats have unique place. The houseboats are the special form of accommodation in Kashmir valley that originated in Indian administered Kashmir by the coming of Britishers to Kashmir. These houseboats became unique attraction to the tourists of their unique experience in Kashmir valley. However, this houseboat heritage is representing the pure craft, culture and architecture in water bodies (lakes and river) of valley. The study aims to know the tourist perception towards houseboats as attraction and to examine the tourist satisfaction after consuming services in houseboats. In order to get the results of this study, extensive literature review based questionnaire was administered, later on, which was filed by 60 respondents in which 44 were Indian and 16 were foreign tourists. A 5 point likert scale was used to get the resonances for tourists and. However, before visiting Kashmir houseboat was in mind, food quality, behavior of staff, room service, communication services and so on were the statements asked to the tourists; the results of this study indicates that houseboats are the tourist attraction and tourists are satisfy with regard the services rendered in houseboats of Kashmir valley; but still there is need of improvement in houseboat services as results showed several tourists are neutral and dissatisfy. This study could be a good tool for the houseboat owners and service providers in understanding how to conduct or modify the existing houseboat services in future for making the loyal customers.

The Kerala model exemplifies the transformative power of women's empowerment in fostering progressive development. Central to this model is Kudumbashree, the State Poverty Eradication Mission, acclaimed for its initiatives in poverty alleviation and women's empowerment. Despite Kudumbashree's promotion of women's entrepreneurship, challenges among micro-enterprises persist, necessitating an exploration of factors influencing their performance. This study examines the entrepreneurial dynamics within Kudumbashree, focusing on how entrepreneurial behaviour and competency impact micro-enterprise performance. Findings indicate that innovativeness, opportunity recognition, and business skills significantly drive revenue growth, while the roles of initiative, risktaking, and management skills need further study. Recommendations include fostering innovation, encouraging initiative, offering risk management training, and enhancing management and business skills. The study highlights the need for targeted interventions to empower women entrepreneurs, promoting economic empowerment, gender equality, sustainable development, and community empowerment in Kerala.

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The implementation of the European Higher Education Area (EHEA) resulted in a change in the concept of teaching-learning, from a traditional teacher-centered model to a current model focused on student learning. In this new model, the student takes an active role in acquiring competencies to process information, while the teacher is the facilitator of learning. In competence-based teaching, knowledge is approached through its interrelationship with other elements and at the same time bringing into play both knowledge and skills, abilities, and values, thus contributing to learning of great relevance to be transferred to the professional activity. Within the framework of the EHEA, the Project Based Learning (PBL) methodology is an effective tool for the acquisition of knowledge and skills that society is demanding from students, preparing them for their professional future. The PBL is a learning methodology in continuous growth and evolution, becoming one of the most used methodologies in the current educational systems. This methodology is focused on the resolution of projects based on real problems by the students, mainly combined in groups. The PBL methodology allows students to acquire knowledge, develop different specific skills, increase their analysis and synthesis capabilities, and the development of research skills. In addition, PBL offers a number of advantages, as it allows students to become protagonists of their own learning, encouraging teamwork and leadership, and generating an active, dynamic, and participatory teaching environment in which feedback occurs between teachers and students, contributing to improved student learning. For all these reasons, it is considered that this learning methodology can be interesting and appropriate for its implementation in university degree subjects, as it allows students to prepare for real situations that they will later experience in their professional lives. The main aim of the present work is to describe the experience of the application of the PBL learning method in the subject of "Materials. Design and Restyling", an optative subject framed within the module of "Design and Engineering of Vehicles" belonging to the Mechanical Engineering Degree taught at the Higher Polytechnic School of Alcoy of the Universitat Politècnica de València (UPV). In this case for the implementation of the PBL methodology, the redesign and analysis of a part of the automotive sector was proposed as a project to be carried out by the students.

To achieve organizational goals requires a good performance from its employees. Employee performance factors are strongly influenced by the work environment, work facilities and employee motivation. The purpose of this study was to determine how much influence the Work Environment, Work facilities and Work Motivation on Employee Performance in the Secretariat of the Bondowoso Regency DPRD either partially or simultaneously. Respondents in this study were 65 civil servants with civil servant status in the Secretariat of the DPRD Bondowoso Regency as many as 65 people who were determined using saturated sampling techniques, where all populations were sampled. The data analysis used in this study is multiple linear regression analysis to determine the level of influence of the independent variable on the dependent variable with the help of the SPSS for Windows program. The partial test results for the influence of work environment variables on employee performance, it is known that the...

This  study  aimed  to  analyze  the  extent  to  which  performance  of  the PT. BPR Sinar Artha Wuluhan when measure d using the four perspectives of the Balanced Scorecard. The research was conducted on the company&#39;s performance in 2013-2014. The data used are primary data obtained from interviews with the resource persons and distributing questionnaires to the respondents as many as 130 respondents, ie 95 respondents and 35 respondents. This study also used secondary  data  obtained  from  various  sources  such  as  the  internet,  books, journals, theses, and others associated with this research. Data processing method using test data quality, the data validity test and reliability test data to test the questionnaire with the help of analysis tools SPSS version 20. The data processing also uses four perspectives of the Balanced Scorecard, the financial perspective using ROA, ROE and NPM. Customers use the perspective of customer acquisition, customer retention and customer...

This study aims to determine the effect of the application of SOP, reward system, training and work environment on employee work productivity at PT. BPR Willis Jember. The data used in this study are primary data obtained from respondents&#39; responses to the questionnaire. Samples taken as many as 40 respondents with sampling techniques using probability sampling, namely by purposive sampling method. The data obtained is then processed using the SPSS analysis tool, this analysis includes validity test, reliability test, multiple linear regression analysis, classic assumption test, and statistical test through t test, F test and coefficient of determination (R2). The results of the study show that the factors of the application of SOP, reward systems, training and work environment simultaneously affect work productivity, whereas if partially the factors for the application of SOP and training have no significant effect on work productivity, but for reward system factors and work en...

This study seeks to investigate the entrepreneurial perceptions among the students regarding their professional careers analyzing macro, micro and entrepreneurial education factors in Latvia, including the analysis of gender differences. The research is based on the analysis of data collected through a survey. The paper uses statistical analysis involving the measures of descriptive statistics (absolute and relative frequencies, means and respective standard deviations) and inferential statistics to examine the differences within an original dataset of 360 young people in Latvia. The results reveal several statistically significant gender differences. This research contributes to enriching literature and also adds value to studies on entrepreneurial perceptions divided by gender. Understanding the factors which shape entrepreneurship education, macrofactors and microfactors affecting young people's decisions and perceptions, education systems and public policies would allow adjusting and designing policies aiming to boost entrepreneurship education and enhance entrepreneurship as a career choice and balance it in a gender context.

The aim of this paper is to explore the phenomenon of an advanced form of internationa lization: foreign direct investment (FDI) in a distant location. We label this transaction "adventurous FDI", and explain how this new concept is related to, yet distinct from, other widely studied theories: born global companies, the LLL model, and the Uppsala model. We propose a theoretical typology of adventurous FDI based on two critical factors for risktaking: distance and embeddedness. Methodology: We present a theoretical proposal of a typology of AFDIs. To support our proposal, we illustrate the typology with examples from a longitudinal study of foreign direct investments undertaken in the years 2007-2009 by Polish firms. Selection of the time period for this study is justified by the fact that the number of FDI transactions and AFDIs has almost doubled in the observed time period. We apply methods of social network analysis to identify embeddedness of FDIs and use geographic distance measures to classify transactions on a distance scale. Originality: Current theories of foreign direct investment (FDI) focus broadly on either gradual learning or instant globalization. We identify a new category which we term "adventurous FDI". The distinctive features of adventurous FDI includes the exploration of many unknowns related to distant locations and the use of advanced internationalization forms. We propose that embed dedness in country networks is instrumental to adventurous FDI, as the rapid learning inherent in such network arrangements enables firms to overcome the ambiguity associated with vast geographic, psychic, and cultural distance.

This research explored Emotional Intelligence and entrepreneurial intention: An empirical viewpoint.
The goals of the research were to find out the association between emotional intelligence and entrepreneurial
intention and examine entrepreneurial physical health and entrepreneurial intention. In the research, it was
observed that entrepreneurial emotional sentiments towards change was dependent on the overall view of the
change with respect to how they are influenced by it. It is not out of place to turn these negative sentiments into
positive support for the change. The research had a population of 213 out of which a sample size of 138 was
taken. Questionnaires were presented to the respondents and only 102 were recovered. The researcher applied
Descriptive Statistics and correlation matrix to confirm the association. The study demonstrated that there is a
favorable association between emotional intelligence and entrepreneurial intention. The research consequently
indicated that there was effect of entrepreneur physical health, entrepreneur mental well-being and human
interactions had favorable link with entrepreneurial purpose. It was proposed that emotional quotient
programme should be utilized by the management to improve the ability of the company to bringing out the best
in the people and building strong workplace connections. This helps to increase participation, confidence, and
honesty to establish more effective teams, keep great employees, provide emotional and practical support and
effectively manage transformation and emotional intelligence test ought to be utilized in the workplace for
promotion, recruitment, thus, emotional intelligence is an indicator of entrepreneurial intention.

Keywords: Emotional Intelligence, Entrepreneurial intention, correlation matrix, entrepreneur mental well-being,
relationship management.