Organizational Structure in Indian Context

2017 ◽  
Vol 4 (2) ◽  
pp. 1-12
Author(s):  
Sayan Banerjee ◽  
Dinesh Srivastava
Keyword(s):  
Information Technology ◽  
Organizational Structure ◽  
Business Processes ◽  
Factor Model ◽  
Five Factor Model ◽  
Business Environment ◽  
Personality Characteristics ◽  
Business Organizations ◽  
Structure Information ◽  
Indian Context

After liberalization, business environment changed radically in India. Organizations faced competition and tried to improve their performance. Many organizations tried to change their business processes as well as organizational structure. Information technology played a key role in transforming organizations. Today organizations have become flat but diverse and complex. The objective of the paper is to analyze implications of personality characteristics of employees for designing an appropriate organizational structure for business organizations in India. The paper is based on review of previous research studies in the last decades. Success of any organizational structure depends upon profile of employees. Most organizations expect employees to adjust to their organizational structure. Previous studies on Five Factor Model as well as organizational structure have been reviewed and their implications for designing organizational structure in Indian context have been discussed.

Knowledge Sharing in Business Organizations

2017 ◽  
pp. 886-906
Author(s):  
Korhan Arun
Keyword(s):  
Information Technology ◽  
Knowledge Sharing ◽  
Leadership Styles ◽  
Empirical Research ◽  
Business Processes ◽  
Business Environment ◽  
Survey Method ◽  
Business Organizations ◽  
Free Zone ◽  
Leadership Dimensions

This chapter aims to explain leadship in knowledge sharing in the business environment. Knowledge sharing is not primarily an information technology issue, because knowledge exists not only in the minds of members but also in the business processes and structures of organizations. That is why Knowledge Sharing Culture (KSC) and leadership play a significant role on knowledge sharing. This chapter presents the findings of a study which was carried-out to investigate the effects of different leadership styles on knowledge sharing in business organizations. As leadership dimensions; transformational, transactional, autocratic, self-leadership and laissez-faire leadership styles were analyzed. A quantitative empirical research using the survey method was adopted to see the leadership effects on KSC in the 130 enterprises from the Aegean Free Zone/Turkey. The findings of the study revealed that trust, sharing data freely, friendship and teamwork were important in knowledge sharing.

Knowledge Sharing in Business Organizations

2017 ◽  
pp. 44-65
Author(s):  
Korhan Arun
Keyword(s):  
Information Technology ◽  
Knowledge Sharing ◽  
Leadership Styles ◽  
Empirical Research ◽  
Business Processes ◽  
Business Environment ◽  
Survey Method ◽  
Business Organizations ◽  
Free Zone ◽  
Leadership Dimensions

This chapter aims to explain leadship in knowledge sharing in the business environment. Knowledge sharing is not primarily an information technology issue, because knowledge exists not only in the minds of members but also in the business processes and structures of organizations. That is why Knowledge Sharing Culture (KSC) and leadership play a significant role on knowledge sharing. This chapter presents the findings of a study which was carried-out to investigate the effects of different leadership styles on knowledge sharing in business organizations. As leadership dimensions; transformational, transactional, autocratic, self-leadership and laissez-faire leadership styles were analyzed. A quantitative empirical research using the survey method was adopted to see the leadership effects on KSC in the 130 enterprises from the Aegean Free Zone/Turkey. The findings of the study revealed that trust, sharing data freely, friendship and teamwork were important in knowledge sharing.

The “Right Stuff”: Personality Tests and the Five-Factor Model in Landing Craft Air Cushion Crew Training

1993 ◽  
Vol 37 (13) ◽  
pp. 920-924 ◽  
Author(s):  
David R. Street ◽  
Kathleen T. Helton
Keyword(s):  
Factor Model ◽  
Five Factor Model ◽  
Personality Characteristics ◽  
Personality Testing ◽  
Personality Factor ◽  
Selection System ◽  
Factor Scores ◽  
Air Cushion ◽  
Training Success ◽  
Selection Of

The purpose of our investigation was to determine if personality testing and a five-factor model could improve the selection of Landing Craft Air Cushion (LCAC) vehicle operators. Vehicle operators for the LCAC are currently selected on the basis of their performance on a computer-based psychomotor selection system. The various psychomotor tests in the selection system have demonstrated predictive validity in LCAC crew training. Certain personality characteristics may also be involved in the LCAC vehicle operator training success. In fact, various researchers have found that personality testing may improve the selection of Navy/Marine Corps aviators. There is increasing evidence that a five-factor model may be useful in describing the personality characteristics involved in training success. We believe that a five-factor model may improve the selection system used for LCAC vehicle operators. A principal component analysis with varimax rotation was conducted to determine the underlying structure of the Adult Personality Inventory (API) with 168 LCAC crew candidates. The resulting factor scores were then entered into a series of hierarchical multiple regression analyses to determine the relation of the personality factor scores and the performance-based test to an underway grade in training criterion. The results indicated that one personality factor, openness, significantly improved predictions of the criterion ( p < 0.05). Based on these results, we believe that personality testing may improve the selection of LCAC vehicle operators.

scholarly journals Sexual offending hierarchies, personality attributions, and the clinical implications

2017 ◽  
Vol 19 (3) ◽  
pp. 190-197 ◽  
Author(s):  
Laura Elizabeth Challinor ◽  
Simon Duff
Keyword(s):  
Risk Assessment ◽  
Factor Model ◽  
Sexual Offending ◽  
Five Factor Model ◽  
Personality Characteristics ◽  
Individual Risk ◽  
Sexual Offence ◽  
Content Type ◽  
Perceived Severity ◽  
The Impact

Purpose The purpose of this paper is to examine sexual offending hierarchies constructed by the general public and forensic staff based on personal attitudes and perceived severity of offence. In addition, six sexual offence perpetrators are differentiated using the Five Factor Model of personality. Design/methodology/approach Vignettes represented six sexual offence perpetrators. Participants built a hierarchy based on perceived severity of offence, before attributing personality characteristics to each offender using a Likert-type scale. Findings Contact offenders were perceived as more dangerous than non-contact offenders. Rapists were perceived as the most dangerous, and voyeurs the least dangerous. Offenders were attributed significantly different personality traits. Generally, men who sexually offend are perceived to be low in agreeableness, openness and conscientiousness and high in impulsivity, manipulativeness and neuroticism. Practical implications The research highlights the importance of individual risk assessment in determining best practice treatment for men who have sexually offended (MSO). The Five Factor Model has been proven to be a useful tool to explore the impact staff attitudes have on risk assessment and treatment. Low-risk and high-risk MSO would benefit from divergent treatment. Consideration should be given to personality characteristics in addition to level of risk. Originality/value The research determines a hierarchy of men who sexually offend, and goes beyond the “label” of sexual offenders to explore how personality impacts on formation of attitudes.

Leader personality traits and employee job satisfaction in the media sector, Kenya

2017 ◽  
Vol 29 (1) ◽  
pp. 133-146 ◽  
Author(s):  
Mary Agnes Wambui Kiarie ◽  
Loice C. Maru ◽  
Thomas Kimeli Cheruiyot
Keyword(s):  
Job Satisfaction ◽  
Personality Traits ◽  
Organizational Performance ◽  
Big Five ◽  
Factor Model ◽  
Five Factor Model ◽  
Business Environment ◽  
Emotional Stability ◽  
Content Type ◽  
Employee Job Satisfaction

Purpose The purpose of this paper is to determine the effect of leader personality traits on employee job satisfaction. A leader personality trait on employee job satisfaction remains a cause of concern in the contemporary business environment. Design/methodology/approach The study employed an explanatory research design to establish the cause-effects between leader personality traits and employee job satisfaction. Path goal theory and Big Five-factor model of personality traits underpinned the study. Questionnaire was used to obtain data pertaining to the model’s constructs. A multiple regression equation model tested the hypotheses. Findings The study showed that leader extraversion; openness to new experiences; emotional stability; conscientiousness and agreeableness have significant effects on employee job satisfaction. The study thus concluded that leaders who portray extraversion; openness to new experiences; emotional stability; conscientiousness and agreeableness enhance employee job satisfaction. Research limitations/implications This study was only limited to leader personality traits and employee job satisfaction; as such further research area could be undertaken in leader personality traits and organizational adaptation to change. Practical implications Leaders need to communicate to employees effectively, listen to their input and feedback, mentoring and empowering them, be innovative and creative, embracing the determination of standards for task performance and be empathetic. Social implications As organizations are exposed to changes, not only to prosper but also to survive in the current dynamic changing environment, leaders must be cognizant of the fact that employee job satisfaction is the bedrock of sustainable organizational performance. Originality/value The paper enhances on how leader personality traits (Big Five-factor model of personality traits) affects employee job satisfaction and performance in organizations.

Personality Correlates Related to Tobacco Abstinence following Treatment

2005 ◽  
Vol 35 (1) ◽  
pp. 59-74 ◽  
Author(s):  
W. Michael Hooten ◽  
Troy D. Wolter ◽  
Steven C. Ames ◽  
Richard D. Hurt ◽  
Kristin S. Vickers ◽  
...  
Keyword(s):  
Multivariate Analysis ◽  
Nicotine Dependence ◽  
Factor Model ◽  
Five Factor Model ◽  
Personality Characteristics ◽  
Self Report ◽  
Smoking Abstinence ◽  
Treatment Matching ◽  
Personality Correlates ◽  
Clinical Trails

Objective: The five-factor model of personality was used to describe the correlates of smoking abstinence. Methods: Following treatment in the Mayo Clinic Nicotine Dependence Center, the six month abstinence status was determined by self-report. Sixteen months to 2.4 years following the initial treatment evaluation, and 10 months to 1.9 years after the abstinence status was determined, 475 patients were mailed a Neuroticism, Extraversion, Openness, Five-Factor Inventory questionnaire. Ninety-nine abstinent and 151 smoking patients returned a completed questionnaire. Results: Multivariate analysis showed that low scores on neuroticism and openness were associated with tobacco abstinence. In addition, high scores on neuroticism and low scores on agreeableness and conscientiousness were associated with predictors of poor outcome including greater number of cigarettes smoked per day, initiation of smoking prior to age 18, and a Fagerström Test for Nicotine Dependence score of ≥ 6. Conclusions: Personality characteristics as predictors of smoking abstinence following treatment warrant further investigation in prospective clinical trails. Treatment matching using personality profiling as a guide may be a valuable tool for improving abstinence rates following treatment for nicotine dependence.

scholarly journals Age Differences in the Variance of Personality Characteristics

2016 ◽  
Vol 30 (1) ◽  
pp. 4-11 ◽  
Author(s):  
René Mõttus ◽  
Jüri Allik ◽  
Martina Hřebíčková ◽  
Liisi Kööts–Ausmees ◽  
Anu Realo
Keyword(s):  
Individual Differences ◽  
Age Differences ◽  
Factor Model ◽  
Five Factor Model ◽  
Personality Development ◽  
Personality Characteristics ◽  
Group Differences ◽  
Age Group ◽  
Personality Psychology ◽  
Model Domain

In contrast to mean–level comparisons, age group differences in personality trait variance have received only passing research interest. This may seem surprising because individual differences in personality characteristics are exactly what most of personality psychology is about. Because different proposed mechanisms of personality development may entail either increases or decreases in variance over time, the current study is exploratory in nature. Age differences in variance were tested by comparing the standard deviations of the five–factor model domain and facet scales across two age groups (20 to 30 years old versus 50 to 60 years old). Samples from three cultures (Estonia, the Czech Republic and Russia) were employed, and two methods (self–reports and informant–reports) were used. The results showed modest convergence across samples and methods. Age group differences were significant for 11 of 150 facet–level comparisons but never consistently for the same facets. No significant age group differences were observed for the five–factor model domain variance. Therefore, there is little evidence for individual differences in personality characteristics being systematically smaller or larger in older as opposed to younger people. We discuss the implications of these findings for understanding personality development. Copyright © 2015 European Association of Personality Psychology

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