International Journal of Management and Business Research
Volume:4 Issue: 2, 2014

Modern societies belief life insurance scheme, which is designed to be backbone of man survival, ensure financial security and offers readymade source of long term capital financing for the infrastructural project is capable of combating the besetting problem of man so that life can be made easy and continuous. The dramatic increase in competition within the insurance sector and the needs of insurance by people has concurrently resulted in more policy options being available in Nigeria market. The different types and attributes of life insurance plans are to provide quality in the products, so as to satisfy human wants. This study is carried out to measure the buyers'' trade-offs among multi-attributed products and services (utilities) that are derived from purchasing a particular life insurance plan using descriptive statistical analysis (Mean Score). The result show that the policyholders generally are not satisfied with the Life insurance products based on the attributes attached to each of the product.

The study elucidates that the Malaysian retail sector has experienced dramatic changes in the last few decades with the emergence of new retail formats such as hypermarkets, large scale supermarkets, and convenience stores. As a result, it has affected the way employees work and their commitment to their organization. Thus, it is important for the retailers know the reasons for employee motivation, job satisfaction and organizational commitment. The objective of this study is to investigate the various Motivating and De-motivating factors influencing job satisfaction and to identify the relationship between Motivation, job satisfaction and organizational commitment. Further to understand the impact of demographic factors on Retail employees motivation, job satisfaction and organizational commitment. The study concludes that motivating variables namely Good salary, Monetary benefits, Non-monetary benefits, prospect of promotion, job training and development and Challenging task were the variables that is specifically responsible for overall motivation and satisfaction of employees in the current job. It has also been further concluded that variables responsible for organizational commitment are Good salary, Non-Monetary benefits, Poor relationship with colleagues, career growth, Job training and development, Challenging task, recognition from peers and top management, poor relationship with colleagues and Working long hours, Lack of recognition from top management, Disrespect from top management, Poor working Conditions, Inadequate managerial competence of top management. So, motivation is a psychological trait leading to organizational commitment. This research supports the stated view and proved the hypothesis that there exist a strong relationship between motivation, job-satisfaction and organizational commitment.

The study is focused on the public-private partnership in health sector in Sri Lanka. As a developing country, Sri Lanka faces a challenging task in order to improve the infrastructure facilities of the country after ending the thirty years of war. There is a requirement to develop the country as a whole along with all the industries such as education, health, transport, agriculture, etc. to meet the existing demands of the general public. Sri Lankan government alone cannot fulfill the ever rising demand for product and services to its populace. Healthcare being one of the primary responsibility of the government, Sri Lanka have been able to maintain the health indicators in-par with many of the developed countries. But with the life style changes of the populace, Non-Communicable Diseases (NCD) and the ageing population has increased during the past decade. It is also noticeable that the private health expenditure has drastically increased during last few years while the government health expenditure has reduced during same period. Private sector investments on health are mainly on capital investments, expanding the bed capacity, expanding the technology etc. The need of the public private partnership arise in this situation to fill the gap in the health sector in the country.

Information technology growth and development has caused to significant revolution in the daily life of the modern societies. Changing organizational approaches in their activities methods has been presented with IT development simultaneously by scholars and endeavors have been continued to discover its various dimensions. E-Readiness, a concept that has been stated 3 decades ago, means the degree which a country, society, an organization utilizes and accepts ICT (Information and Communication Technology). The present research aims at assessment of municipality E-readiness as a public and nongovernmental organization which is commuting with citizens increasingly. Thus, all organizational E-readiness models have been reviewed and an E-readiness assessment model has been created for municipality after taking experts’ opinions into consideration. The model, then, has been weighted and has assessed municipality. The results, then, have been analyzed and some suggestions have been presented according to the analysis for the municipality. The model has four dimensions: «Security and Technical Infrastructure», «Human Resources Readiness», «Legal and Judicial Framework», «Policies, Strategies and Management Readiness». This model has been created for a public organization such as municipality for first time and presents a great tool to recognize municipality’s weakness and strengths.

This study used the partial least squares (PLS) approach to examine the effect of corporate reputation on the customer loyalty of the Food and Beverages Industry in Nigeria. The data for this study were collected from the customers in Kano State Nigeria. Out of 250 distributed questionnaires, 212 usable questionnaires were returned. Before examining the effect of corporate reputation on the customer loyalty of Food and Beverages Industries, the validity and reliability of the measurement, outer, model was investigated and confirmed in line with the standardized reporting style of PLS structural equation modeling. The results of the study concerning to the impact of corporate reputation on the customer loyalty of Food and Beverages Industries was confirmed in line with the premises of the theory of planned behavior that looks intention could be the best determinant of an individual’s behavior. The last section of the study discusses the findings and provides further insights into the future research were also discussed.

The need to develop the required human resources in the tourism industry has become imperative as a consequence of rapidly changing technology and dynamic changes in the international tourism market. And in this regard the role and commitment of the top management towards developing the human resources cannot be undermined. A study has been conducted to assess the perception of the top management towards training among travel agencies across India. Results indicate that the top management faces several issues in imparting trainings to the employees. The key problems contributing to the perception of the top management towards training and development are Industry Impediments, Cost Issues, Employee Attitude and Managerial Myopia. Since training plays a significant role in the tourism industry, the top management needs to shed the inhibitions and make a concerted effort to implement training so as to derive its benefits.

Research has consistently indicated that worker turnover intentions are factors external to an employee; however, little work has investigated turnover intention behavior from personality perspective in a context of a private university in a low resourced country like Uganda. The purpose of this study was to investigate the effect of individual personality dimensions and job turnover intentions among Busoga University staff. Correlations and regression analysis methods were used in the analysis. The study adopted a cross – sectional survey design and used probability sampling approach. A survey questionnaire was used in data collection on a sample of (n = 133) drawn from a total population of 200 staff. The findings revealed that apart from emotional stability (neuroticism), all the other four personality dimensions of (openness, conscientiousness, extroversion, and agreeableness), positively and significantly predicted job turnover intentions among the staff of Busoga University in Uganda. This study contributes to knowledge of turnover intention by aligning individual personality dimensions as significant predictors of turnover intentions within the context of Busoga University. This study underscores the fact that workers’ personality issues, matter for organizations and can be instrumental in furthering managerial decisions relating to turnover intentions. One of study limitations was a small sample size that was less than 200 cases to support Structural Equation Modeling (SEM) with AMOS (Analysis of Moment Structures) which would have been an appropriate tool to test the hypotheses considering the fact that the study had multiple constructs. Also, this study was limited to the effect that it used cross – sectional design.