SEISENSE Journal of Management
SEISENSE Journal of Management (SJOM) peer-reviewed and published as Bi-Monthly (six issues in a year), is committed to publishing scholarly empirical and theoretical research articles that have a high impact on the management field as a whole. SEISENSE JoM covers domains such as Business strategy & policy, OB, HRM, Organizational theory, Entrepreneurship, Innovation and Technology Management, and Tourism Management.
Articles
9 Documents
Search results for
, issue
"Vol. 2 No. 2 (2019): SEISENSE Journal of Management"
:
9 Documents
clear
<![CDATA[An Investigation of the Diversification Roles of Contractor ]]>
<![CDATA[Nur Azila Adros]]>;
<![CDATA[Dr. Nazirah Zainul Abidin]]>
<![CDATA[ SEISENSE Journal of Management Vol. 2 No. 2 (2019): SEISENSE Journal of Management ]]>
Publisher : <![CDATA[SEISENSE (PRIVATE) LIMITED ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (435.384 KB)
|
DOI: 10.33215/sjom.v2i2.93
<![CDATA[The construction industry is facing a period of change due to the revolution of new technology, emphasis on strategic alliances and demanding customers. As one of the key players in the construction industry, the contractors play an important role in the development of the construction industry. They are known for their traditional roles during the construction stage by managing and production on site. Due to changes in the industry, the contractors’ role has been evolving during the years, this has impacted their roles to change as well. This paper reviews the traditional roles of the contractor and discusses the reasons for their evolving roles in the construction industry. Finally, this paper delves into the various diversification roles of the contractor in Malaysia which are categorised into two such as the management and technical.]]>
<![CDATA[Peer effects, Financial Decisions and Industry Concentration: A review ]]>
<![CDATA[Isma Zaighum]]>;
<![CDATA[Dr. Mohd Zaini Abd Karim]]>
<![CDATA[ SEISENSE Journal of Management Vol. 2 No. 2 (2019): SEISENSE Journal of Management ]]>
Publisher : <![CDATA[SEISENSE (PRIVATE) LIMITED ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (382.196 KB)
|
DOI: 10.33215/sjom.v2i2.116
<![CDATA[Purpose- This article reviews literature related to peer effects and different financial decisions. It further summarizes the theory and motives that drive peer effects. Also, the study highlights the influence of industry concentration on peer interaction in financial decision making. This content analysis of scantily available peer effect literature has been performed to highlight the significance of peer effects in financial decision making like investment, cash holding, leverage and many more. Most of the existing peer effects literature focuses on the U.S. However, peer effects also occur in other countries but empirical evidence is comparatively limited. But, managers may take into consideration their industry peers especially if their firms are operating in highly competitive environments. Design/Methodology- Content analysis approach is applied to review prevailing financial literature on peer interactions and financial decisions with a special focus on industry concentration in explaining the peer effects. Practical Implications- As the prime focus of managerial decisions is to maximize the firm’s value. Hence, information about peers would be helpful in making better decisions, especially in highly competitive environments. Also, this review of selected literature provides pathways for future research in investigating the motives of peer effects.]]>
<![CDATA[Impact of HR Policies and Practices on Employee Job Satisfaction: Evidence from Pakistan Telecommunication Ltd. (PTCL) Hyderabad, Pakistan ]]>
<![CDATA[Amir Ali]]>
<![CDATA[ SEISENSE Journal of Management Vol. 2 No. 2 (2019): SEISENSE Journal of Management ]]>
Publisher : <![CDATA[SEISENSE (PRIVATE) LIMITED ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (499.259 KB)
|
DOI: 10.33215/sjom.v2i2.117
<![CDATA[Aim - This research highlights the HR policies and practices in terms of compensation and performance evaluation and its impact on employee job satisfaction. This study will fill the gap in the literature by providing information on compensation and performance functions of human resource. Design - In this research descriptive design is taken in the collection of bias-free data. A sample of 42 respondents was taken into consideration from different management level of PTCL such as top, middle and lower level and the target population of this study was human resource department, management, and administrative staff. To collect the required information closed-ended questionnaire was used and were divided into three part; initially questionnaire identify the demographic factors of the respondents, then highlight the Likert scale options 1 being strongly disagreed and 5 strongly agree. Findings - In findings of this research we highly recommend the management to have fair and equitable compensation policies and establish performance evaluation system which can reduce to biases at all levels.]]>
<![CDATA[Impact of Organization Politics on Human Resource Management Practices and Employee Performance ]]>
<![CDATA[Rehana Yasmeen]]>;
<![CDATA[Munaza Bibi]]>;
<![CDATA[Ali Raza]]>
<![CDATA[ SEISENSE Journal of Management Vol. 2 No. 2 (2019): SEISENSE Journal of Management ]]>
Publisher : <![CDATA[SEISENSE (PRIVATE) LIMITED ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (455.991 KB)
|
DOI: 10.33215/sjom.v2i2.118
<![CDATA[Purpose- The purpose of this study was to investigate the impact of nepotism & favoritism as a form of organization politics on HRM practices and employee performance. Design/Methodology- Explanatory research design was employed to determine the effect of nepotism & favoritism on HRM practices and employee performance. Primary data collection method was used among employees working in different public-sector hospitals based on their accessibility. For this study, the sample of 150 employees was used. The adapted questionnaire was used for data collection. Data were analyzed using SPSS. Findings- The correlation analysis revealed a significant relationship between favoritism, employee performance & HRM practices whereas nepotism has a significant association with employee performance but the insignificant relationship with HRM practices. The outcomes of the study unveiled a significantly negative effect of nepotism on employee performance & HRM practices while favoritism has a significantly positive effect on employee performance & HRM practices. Practical Implications- The study outcomes might help public sector hospitals HR department to incorporate some changes regarding their policies to prevent the nepotistic & favoritism practices which can lead to creating a politics in the organization in which everyone works to fulfill his or her self- interest without focusing towards organizational goals achievement.]]>
<![CDATA[The Relationships between Leader Creativity Expectations, Intrinsic Motivation, and Creative Performance ]]>
<![CDATA[Muhammad Shahnawaz Adil]]>;
<![CDATA[Kamal Bin Ab Hamid]]>
<![CDATA[ SEISENSE Journal of Management Vol. 2 No. 2 (2019): SEISENSE Journal of Management ]]>
Publisher : <![CDATA[SEISENSE (PRIVATE) LIMITED ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (781.381 KB)
|
DOI: 10.33215/sjom.v2i2.123
<![CDATA[Objective: The objectives of this conceptual paper are two folds: to propose and argue a) the direct relationship between leader creativity expectations and creative performance; and b) the mediating role of intrinsic motivation between leader creativity expectations and creative performance. Design: Drawing upon Pygmalion effect, Herzberg’s two-factor theory of motivation, and componential theory of creativity, two propositions are suggested. Findings: It is proposed that there will be a positive relationship between leader creativity expectations and creative performance. In addition, the authors also make the case that intrinsic motivation will mediate the relationship between leader creativity expectations and creative performance. Originality: The significant original contribution of this article is that it suggests a theoretical relationship of Pygmalion effect with Herzberg’s two-factor theory of motivation and componential theory of creativity to propose a new conceptual framework. In addition, this paper extends our knowledge regarding the pertinent role of leader creativity expectations in stimulating the divergent thinking process of people in the workplace. Policy Implications: This article attempts to provide a clear guideline to both practitioners and academicians to better explore the relationship between expectations and employee creativity. The proposed framework may be applied in various social contexts such as healthcare, education, creative advertising, research and development, hospitality and new business incubation.]]>
<![CDATA[The Impact of Regulatory Capital on Risk Taking By Pakistani Banks: An Empirical Study ]]>
<![CDATA[Muhammad Sajjad Hussain]]>;
<![CDATA[Dr. Muhammad Muhaizam Musa]]>;
<![CDATA[Dr. Abdelnaser Omran]]>
<![CDATA[ SEISENSE Journal of Management Vol. 2 No. 2 (2019): SEISENSE Journal of Management ]]>
Publisher : <![CDATA[SEISENSE (PRIVATE) LIMITED ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (556.943 KB)
|
DOI: 10.33215/sjom.v2i2.124
<![CDATA[Objective - The objective of this study is to examine the relationship between capital regulation and risk-taking by the banks of Pakistan. Design - This study was conducted on all the commercial banks of Pakistan and data were collected from the year 2005 to 2016. Findings - This study concluded the significant positive relationship between regulatory capital and risk-taking by banks in Pakistan. The findings of this study play a key role in the implementation of capital regulations in the banks of developing countries. Policy Implications - In the light of this study, the regulators must revise their implementation process of the Basel Accord capital regulations in the banks of developing countries. The prime intention of regulators are only on to maintain the minimum capital ratios but must be conscious of other important elements of capital regulation implications. Originality - This study is one of the first attempts that investigated the crucial role of regulatory capital towards risk-taking in the Pakistani context.]]>
<![CDATA[Sharī‘ah Analysis of Acquisition of House Financing Portfolio: A Case Study of Bank Islami and Citi Bank Pakistan ]]>
<![CDATA[Muhammad Asghar Shahzad]]>;
<![CDATA[Syed Kashif Saeed]]>;
<![CDATA[Asim Ehsan]]>
<![CDATA[ SEISENSE Journal of Management Vol. 2 No. 2 (2019): SEISENSE Journal of Management ]]>
Publisher : <![CDATA[SEISENSE (PRIVATE) LIMITED ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (732.354 KB)
|
DOI: 10.33215/sjom.v2i2.126
<![CDATA[Purpose - The Objective of this study is to provide a comprehensive scenario of the Acquisition of House Financing transaction taken place between Bank Islami and Citi Bank during 2010 in the light of Sharī’ah guidelines. The purpose of this whole complex transaction was to acquire Citi Banks house financing portfolio. The successful completion of such a transaction is an important milestone for Islamic Banking. The complete understanding of such transactions is of prime importance for Islamic banking academia. Findings - The study concludes that the transaction based on Hawalah (assignment of debt) and Wakalah Lil Qabz (recovery agency) is very complex and intelligently designed to conduct these transactions. Policy Implications - This study will enable the policymakers, Sharī’ah Advisors, and bankers to explore new avenues for investment in Islamic Banking Institutions. This study will also enable academicians and research students to conduct research for product development in related areas with conventional banks. The complete understanding of such transactions is of prime importance for the product development department of Islamic Banks.]]>
<![CDATA[Assessment of Quantity Surveying Firms' Process and Product Innovation Drive in Nigeria ]]>
<![CDATA[Onyeagam Onyealilam Peter]]>;
<![CDATA[Emmanuel Chidiebere Eze]]>;
<![CDATA[Adegboyega Adesoji Anthony]]>
<![CDATA[ SEISENSE Journal of Management Vol. 2 No. 2 (2019): SEISENSE Journal of Management ]]>
Publisher : <![CDATA[SEISENSE (PRIVATE) LIMITED ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (701.831 KB)
|
DOI: 10.33215/sjom.v2i2.111
<![CDATA[Purpose- Innovation repositions and strengthens the competitive advantage and revenue drive of corporate businesses. The aim of this study is to assess the extent of the process and product innovation in Nigerian Quantity Surveying firms with a view to determining the innovative tools/concepts used. Design/Methodology- The study adopted a questionnaire survey in which simple random sampling was used to collect data from Quantity Surveyors working with Quantity Surveying firms in the study area. Relative importance Index, mean score, frequencies, andpercentages were used to analyze the data collected, and Rogers' innovation adopters categorization was employed to determine the level of adoption of innovation by Quantity Surveyors. Findings- The study found that Quantity Surveying firms do not engage the services of innovation specialist because of financial constraint. The most adopted innovative tools/concept by Quantity Surveying firms are MS Excel, Computer Aided Taking-off, CATO, and CA Estimating, and these firms are an early majority in the adoption of process and product/technological innovations. Practical Implications- The study would assist Quantity Surveying firms who have notembraced innovation to do so, by adopting and incorporating innovative practices in the running of the business transactions and operations to improve clients' satisfaction, profit generation, andcompany image.]]>
<![CDATA[The Impact of Employees’ Recognition, Rewards and Job Stress on Job Performance: Mediating Role of Perceived Organization Support ]]>
<![CDATA[Syed Durrab Hussain]]>;
<![CDATA[Dr. Abdul Khaliq]]>;
<![CDATA[Qasim Ali Nisar]]>;
<![CDATA[Aamir Zamir Kamboh]]>;
<![CDATA[Shahzad Ali]]>
<![CDATA[ SEISENSE Journal of Management Vol. 2 No. 2 (2019): SEISENSE Journal of Management ]]>
Publisher : <![CDATA[SEISENSE (PRIVATE) LIMITED ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (765.227 KB)
|
DOI: 10.33215/sjom.v2i2.121
<![CDATA[Aim - the purpose of this study is to examine the role of employee rewards, recognition, and job-related stress towards employee performance considering the mediating role of perceived organizational support in the call-centers located in Lahore, Pakistan. Design - The data has been gathered through the survey method of the questionnaire. A simple random sampling technique is used for this study. Confirmatory factor analysis (CFA) and structure equation modeling (SEM) techniques have been used for statistical analysis. Findings - Results showed that employee rewards and recognition have a significant and positive effect on employee performance whereas job stress has a significant and negative effect on employee performance. Findings also revealed that perceived organizational support significantly and fully mediates the relationship between employee rewards, recognition, and job stress and employee performance. So this study puts light on crucial factors that lead to better employee performance. Implications - Employee rewards and recognition play an important role in overall employee performance. If the companies will not take it seriously, then it might lead to negative consequences. On the other hand, job stress also plays a vital role in employee performance.]]>
