Business
https://dspace.aiias.edu/xmlui/handle/20.500.12977/10
2024-03-29T01:27:44ZFactors affecting employee retention in nonprofit organizations
https://dspace.aiias.edu/xmlui/handle/3442/495
Factors affecting employee retention in nonprofit organizations
Kyi, Khin Maung
This study identifies factors that affect employee retention in nonprofit
organizations. It also provides suggestions for improving retention conditions to
nonprofit managers and administrators.
Using structural equation modeling (SEM) approach for data analysis and
hypothesis testing, this study investigated the relationships between turnover intention,
normative commitment propensity, instrumental commitment propensity, mission
attachment, job embeddedness, job satisfaction, and organizational commitment.
Turnover intention is used as dependent variable of this study.
A questionnaire survey composed of 7 instruments was utilized to collect data
regarding respondents’ demographic information, pre-entry responses, and post-entry
responses. A total of 279 out of 310 employees from higher education, healthcare, and
human relief organizations in the Philippines and India completed the survey.
The results revealed that 93% of variance in job satisfaction is explained by
mission attachment and job embeddedness. Mission attachment alone is accounted for
explaining 91% of variance in organizational commitment. Most importantly, 46% of
variance in turnover intention referring to employee retention is explained by
organizational commitment, job embeddedness, and mission attachment. Employee
retention, therefore, is predicted by organizational commitment, job embeddedness, and
mission attachment, among which organizational commitment is the best predictor.
Unpublished Dissertation (PhD Business)
Shelf Location: HF5549.5.R58 .K95 2011 ATDC
2011-02-01T00:00:00ZConsequences of ethical climates configurations
https://dspace.aiias.edu/xmlui/handle/3442/485
Consequences of ethical climates configurations
Musabyimana, William Ruzima
The relationship between ethical climate and negative work outcomes such as employee turnover remains largely understudied and mostly unexplained. Furthermore, the question on whether ethical climate configurations can explain variance in turnover intentions has been poorly understood. In order to address this gap in knowledge, a model of ethical climate configurations-employee turnover intentions was developed. Using a positivistic research paradigm, the study adopted a quantitative cross-sectional design and a survey data collection strategy to test seven hypotheses. Structural equation modeling was utilized to determine the nature of hypothesized relationships.
The structured model was specified with six fit indices: chi-square value /degree of freedom = 1.958, GFI = 0.920, incremental fit index = 0.940, Tucker-Lewis Index = 0.924, comparative fit index = 0.939, and root mean square error of approximation = 0.057. This model explained 33% of the variance in employee turnover intentions. The results showed a direct negative influence of organizational commitment ( = -0.302, p < .001) on employee turnover intention. In like manner, the effect of organizational trust ( = -0.369, p < .001) on employee turnover intention—direct and indirect through organizational commitment—was negative and significant. The results also revealed that benevolent and egoistic climates had rival effects on organizational commitment and organizational trust. However, no significant relationship was identified between job satisfaction and employee turnover intention.
The findings if this study contribute to the literature of consequences of ethical climate in three important ways: (a) understanding the mediating role of organizational commitment—between two antagonist ethical climate configurations and employee turnover intentions and between organizational trust and employee turnover intention—provides an insight to the importance of organizational commitment in the studies of employee turnover intentions, (b) the identification of a direct positive significant influence of principled climate on employee turnover intentions reveals that utilizing the promotion of independence climate for enhancing employee retention should be used with caution, and (c) understanding the relationships between ethical climate configurations, organizational trust, and organizational commitment provides insight to
the importance of organizational trust in the organization. Implications for further research and some implications for practice were discussed in this study as well.
Unpublished Dissertation (PhD Business)
Shelf Location: HF5549.5.T8 .M88 2018 ATDC
2018-05-01T00:00:00ZEffects of environmental turbulence, strategic leadership, strategy implementation, and formal strategic planning on organizational performance
https://dspace.aiias.edu/xmlui/handle/3442/475
Effects of environmental turbulence, strategic leadership, strategy implementation, and formal strategic planning on organizational performance
Edmond, Ruthe Pierre
Although planning remains a core function in the management process, the planning-performance relationship found in literature is both diverse and inconsistent. To address these inconsistencies, scholars have suggested examining the role of strategy implementation in the planning-performance relationship as it supports the realization of stated plans. Another critical dimension in understanding the planning-performance relationship is the role of strategic leadership. Although it is found in current literature, it is not adequately tested. To address this gap in knowledge, the study sought to investigate the effect of environmental turbulence, strategic leadership, strategy implementation, and formal strategic planning on non-financial organizational performance to build a good predictive model. The literature review focused on the concepts, definitions, theories, and
indicators of the variables under study. It also reviewed the theoretical and empirical findings on the relationship between those variables.
Adopting a positivist perspective, the study followed a quantitative approach, using a cross-sectional design and survey as strategy in collecting data to test 6 hypotheses. Using structural equation modeling, this study developed a model to explain non-financial organizational performance by studying its antecedents. Data for this study was collected in Haiti using a 5-point Likert Scale rated questionnaire from 274 respondents. Stratified random sampling was used to select the institutions and convenience sampling to select the respondents for the study.
The structural equation modeling was used to analyze the data and answer the research questions of this study. Environmental turbulence directly and positively influences strategic leadership and strategy implementation. It also indirectly influences formal strategic planning and organizational performance. Strategic leadership directly and positively influences strategy implementation, has direct and indirect effects on formal strategic planning, and indirectly affects organizational performance. Strategy implementation directly influences formal strategic planning and indirectly organizational performance. Particularly, formal strategic planning was the only variable that has a direct effect on organizational performance. Further, environmental turbulence was found to be a good predictor for organizational performance in this model. The model that emerged explained 94% of the variance observed in non-financial organizational performance.
The findings contribute significantly to the body of knowledge on strategic management and organizational performance. The practical implication of the study is in
the area of understanding environmental turbulence, playing strategic leadership roles, detailing action plan for strategy implementation, and formalizing strategic planning processes. First, managers, CEOs, directors, and board members playing leadership roles should learn to interact with environmental turbulence because it influences formal strategic planning and ultimately organizational performance through strategy implementation and strategic leadership. Second, managers, CEOs, directors, and board members need to assume strategic leadership roles as it influences organizational performance through formal strategic planning. Third, organizations need to have a detailed action plan for strategy implementation as it influences organizational performance through formal strategic planning. Fourth, organizations need to strengthen their formal strategic planning processes as it directly influences organizational performance. Future studies can consider adding strategy evaluation and control to the model to enhance its usefulness. In addition, future researchers can also consider the internal environment of the firm in developing a more complete model.
Unpublished Dissertation (PhD Business)
Shelf Location: HD58.7 .E36 2018 ATDC
2018-11-01T00:00:00ZRelationship between Fintech companies and growth and banks listed in NASDAQ
https://dspace.aiias.edu/xmlui/handle/3442/456
Relationship between Fintech companies and growth and banks listed in NASDAQ
Same Dan, Esperant
The financial sector witnessed significant events, such as the 2009 economic crisis. Such events reshaped the financial landscape and led to expanding a particular type of company called FinTech. FinTech stands for financial technologies. FinTech companies are identified as relatively new actors in the financial sector, and their relationship with other actors such as banks becomes significant. Due to the nature of their activities, FinTech companies are assumed to be disruptors of traditional banks. Recent studies have used several methods, such as market share analysis, to examine the relationship between FinTech and banks. This study investigated the relationship between FinTech growth and bank growth using data available in financial statements. It analyses the disruptive nature of FinTech through the lenses of Schumpeter’s creative destruction theory and Christensen’s disruptive innovation theory.
A quantitative mono-method with a deductive approach was used as a methodology in this study. Four indicators (revenue, total assets, cash flows allocated to investment, and employee number growth) for both banks and FinTech were used in this study. Due to the limited number of data points, nonparametric tests (Mann-Whitney U test and Spearman’s Rho correlation) were used to answer the research questions.
The results showed significant correlations between FinTech growth and bank growth. In particular, FinTech revenue growth is significantly correlated to bank total assets growth. There was also a significant correlation between the investment cash flow growth of FinTech and the investment cash flow growth of banks. The main implication of these findings is that although FinTech is a disruptive innovation, the disruption has not yet happened.
Unpublished Thesis (MBA)
Shelf Location: HD45 .S24 2021 ATDC
2021-05-01T00:00:00Z