On a Silk Military Colour of Russia during Peter I

This paper studies a silk military colour during the reign of Tsar Peter I in the collection of the Swedish Army Museum, discussing the colour from the perspectives of several aspects including the background, the shape and form, the decorative theme, the fabric variety and the silk pattern. Analysis and researches on the fabric weave and pattern are the main focuses of this paper and the recovery of the fabric’s pattern is also included. And on the basis of physical research, combining with the comprehensive analysis of the wars and the style of the colour, the authors identify that these silk fabrics used for the Russian military colour are Chinese satin damask of late Ming and early Qing dynasties. d intrinsic rewards were strongly related to OC. Especially, intrinsic rewards had the strongest association with OC. These findings suggest that the antecedents of OC in Vietnam are different from those in the West and China. The comparison between university graduates and others showed that fatigue and autonomy had stronger influence on OC in university graduates than in others. Discussions and implications concerning human resource management in Vietnam are offered.

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Challenges of Human Resource Management in Palestine

The Journal of Management Theory and Practice (JMTP) ◽

10.37231/jmtp.2021.2.4.122 ◽

2021 ◽

pp. 17-22

Author(s):

Md. Faruk Abdullah ◽

Shaban Jamal Ayyat ◽

Bahyah Binti Abdul Halim

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

West Bank ◽

Relevant Literature ◽

Daily Practice ◽

Palestinian Authority ◽

The West ◽

Basic Functions ◽

Israeli Occupation

The study investigated the challenges faced by the Palestinian Authority Institutions (PNA) in their practice of Human Resource Management. It adopted a qualitative approach based on a review of relevant literature to find out the major challenges handicapping the efforts to improve HRM in the West Bank in Palestine. The study reflected that with a specific focus on Palestine, the daily practice of HRM is a real challenge especially under the Israeli occupation and the different strategies Israel employs to destroy any improvement plans. The study showed that in the era of global technology, the Palestinian National Authority and its organisations in the West Bank are facing both internal and external challenges, namely the low organisational position of the management of human resources and its confinement to basic functions. In addition, the Procedural aspects, lack of planning and developmental aspects, and limitation of their practice in routine matters related to employment, calculation of salaries and dues, as well as follow-up and permits which constitute a significant challenge. Moreover, the external challenges include the Israeli occupation, which has a major role in these challenges as the occupation prevents public employees of different positions and deputies from reaching their workplaces by dividing the cities of Palestine, military checkpoints, and frequent arrests of ministers and legislators.

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Conceptualising Islamic Human Resource Management Principles in the Context of Palestine

The Journal of Management Theory and Practice (JMTP) ◽

10.37231/jmtp.2020.1.2.21 ◽

2020 ◽

Vol 1 (2) ◽

pp. 9-15

Author(s):

Shaban Jamal Ayyat ◽

Md. Faruk Abdullah ◽

Bahyah Abdul Halim

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

West Bank ◽

Empirical Studies ◽

Relevant Literature ◽

The West ◽

Current Trends ◽

Primary Focus ◽

Standard Practices

Purpose - The purpose of this study is to conceptualise Human Resource Management Principles in the context of Palestine by investigating the current and standard practices of Islamic HRM principles in the West Bank in Palestine. The primary focus is more on the implementation and awareness about Islamic HRM principles in the large institutions and organisations including governmental and non-governmental influential bodies like banks, universities, ministries and other key organisations. Approach – The paper takes the form of a qualitative approach based on an extensive review of relevant literature. It examines the different available research works and studies done in the field of HRM and Islamic Human resources in the West Bank in Palestine. It aims to summarise the current trends and possible future implications of the present behaviours and practices in the Palestinian organisations and their awareness about the importance of Islamic HRM. Findings – The reviewed literature reveals a considerable misunderstanding of the critical concepts of the Islamic HRM and a lack of awareness about their nature and importance to the organisations. Although most organisations claim that their practices are in line with the principles of Islam and they care a lot about fair treatment and honesty, nevertheless the reality is that the literature reveals a minimal implementation of these principles. Furthermore, the Israeli occupation has created many limitations on Palestinian organisations. Research limitations – The limitations that this study faced are the lack of data from primary resources and official data. Furthermore, there is a lack of research papers on Islamic HRM in the Palestinian context because of the limited resources and empirical studies in this area. Value –The study has an excellent value for decision-makers and policymakers in Palestine and shows them the importance of implementing Islamic HRM for their organisations

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Organizational Commitment and Rewards in Vietnam, with Comparison between University Graduates and Others

Asian Social Science ◽

10.5539/ass.v13n8p157 ◽

2017 ◽

Vol 13 (8) ◽

pp. 157 ◽

Cited By ~ 1

Author(s):

Keisuke Kokubun

Keyword(s):

Regression Analysis ◽

Organizational Commitment ◽

Human Resource ◽

Hierarchical Regression ◽

University Graduates ◽

The West ◽

Intrinsic Rewards ◽

Japanese Companies ◽

The Relationship ◽

Social Rewards

This study investigates the relationship between extrinsic, intrinsic and social rewards, and the organizational commitment (OC) of 5,522 employees who work for 8 Japanese companies in Vietnam. Hierarchical regression analysis revealed that variables included to measure extrinsic, social and intrinsic rewards were strongly related to OC. Especially, intrinsic rewards had the strongest association with OC. These findings suggest that the antecedents of OC in Vietnam are different from those in the West and China. The comparison between university graduates and others showed that fatigue and autonomy had stronger influence on OC in university graduates than in others. Discussions and implications concerning human resource management in Vietnam are offered.

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