@Research Paper
<#LINE#>The impact of recruitment and selection in Nigeria<#LINE#>Anyim@Edwin ,Mirabel @Nwosu ,Anyim@Edwin  <#LINE#>1-4<#LINE#>1.ISCA-RJMS-2018-016.pdf<#LINE#>Noun Nigeria@Noun Nigeria@Noun Nigeria<#LINE#>3/6/2018<#LINE#>11/5/2019<#LINE#>The research is focused on the importance recruitment plays in Nigeria as well as Selection in getting the right Candidates. Care must be taken to ensure that only prospective candidates who are qualified to get employed in an organization. The prospective job seeker should have the right skills ad qualification and also possess good character and clean record. If an error is made at this stage, by way of bringing in a bad character, it could cause danger for the organization because, as the English people would say: one bad apple can spoil the whole bunch. Recruitment could be seen as the process of finding and hiring candidates for a job opening while Selection is the process of choosing from a pull of candidates the one that fit the best within the organization. The data gathered were analyzed using frequency and percentages. The hypothesis formulated for the study was tested using chi-square method to arrive at the research result. Findings revealed at the research result. Findings revealed that an organization must have a good policy that handles issues of recruiting and selecting, and put procedure in place in order to attract qualified employees.<#LINE#>Armstrong, M. (1977).@A Handbook on Personnel Management Practices.@6th ed., Kogan page, London.@No$Costello D. (2006).@Leveraging the employee life cycle.@CRM Magazine, 10(12), 48.@Yes$Fillipo E.B. (1984).@Personnel Management.@5th ed. McGraw Hill inc. Book Co. New York.@No$Abraham P.J. (1998).@Scouting for Talent.@Human Capital Sourcing. Dorrance Company Inc, London.@No$Adler L. (2002).@Hire with your head: Using Power Hiring to Build Great Companies.@2nd Edition, John Wiley of Sons Inc. Hobokeu, New Jersey.@Yes$Anderson D. (2007).@Up your business! Seven steps to fix, build, or stretch your organization.@2nd Edition John Wiley of sons Inc. Canada.@No$Chapman R.J. (1999).@The likelihood and impact of changes of key project personnel on the design process.@Construction Management & Economics, 17(1), 99-106.@Yes$Dessler G. (1984).@Personnel Management.@Reston, Va: Reton Publishing Co.@Yes
<#LINE#>The effect of organizational affective commitment on adopter categories by hospital personnel in Turkey<#LINE#>Sicakyuz @Cigdem ,Yuregir@Oya Hacire  <#LINE#>5-12<#LINE#>2.ISCA-RJMS-2019-010.pdf<#LINE#>Department of Industrial Engineering, &Ccedil;ukurova University, Balcal&#305; 01330 Sar&#305;&ccedil;am, Adana, Turkey@Department of Industrial Engineering, &Ccedil;ukurova University, Balcal&#305; 01330 Sar&#305;&ccedil;am, Adana, Turkey<#LINE#>1/4/2019<#LINE#>5/7/2019<#LINE#>The purpose of this study is to examine the potential relationship between the adopter categories, which are based on Roger\'s Diffusion of Innovation Theory, of healthcare personnel and their affective commitment to hospitals in Turkey.  One hundred and forty-nine healthcare personnel from Adana Numune Hospital in the city of Adana, Turkey, were randomly surveyed.  Chi-square analysis was carried out to test the research hypothesis that &Prime;there is no relationship between the adopter categories and affective organizational commitment&Prime;. According to the test results, there was an association between the adopter categories and affective organizational commitment of the healthcare personnel. This study highlights important aspects of change management processes for healthcare personnel. It may help hospital managements redefine and reassess their current and future healthcare personnel regarding change resistance to Information Technologies (IT). This can consequently guide managers in the management of change process.<#LINE#>Krovi R. (1993).@Identifying the causes of resistance to IS implementation: A change theory perspective.@Information and Management, 25(6), 327-335.@Yes$Walter Z. and Lopez M.S. 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<#LINE#>Change of work ethics and values across different generations<#LINE#>Dutta@Nayanika  <#LINE#>13-18<#LINE#>3.ISCA-RJMS-2019-011.pdf<#LINE#>Symbiosis School for Liberal Arts, Symbiosis International (Deemed University), Pune, MS, India<#LINE#>24/4/2019<#LINE#>4/8/2019<#LINE#>Studying generational differences are a topic of interest for many researchers, organisations and practitioners today. The objective of this research was to analyse the change of work ethics, values and patterns of communication of generations - Baby Boomers, Gen X and Gen Y in a workplace and analyse the experiences that shaped their perceptions, belief systems, norms and values. Most researches on this topic have been in the context of generational differences in workplaces of western countries. The socio-economic and political experiences of states are different from each other.  My research aims to understand the differences pertaining to generations in ethics, values and communication in the workplace within the framework of Indian socio-economic and political conditions. The Indian experiences that shaped the values and perceptions in different generations are not similar to that of the Western countries. No generational difference could be traced in terms of quality of work. Differences exist in terms of punctuality, dress preferences and communication. Boomers and Gen X have greater knowledge owing to their experiences where as Gen Y and Millenials are expert in using technology. Both of these qualities, when combined can incur huge advantages to the company as well as benefit the workforce in developing good inter-personal skills. Gen Y makes use of informal literary languages as opposed to Boomers and Gen X who prefer to write messages using full words and full sentences. Employees from all generations identify rewards and recognition as means of motivation.<#LINE#>George J.M. and Gareth R. Jones (1999).@Understanding and Managing Organizational Behavior.@Addison - Wesley Publishing Company, United States of America.@No$Dose J.J. (1997).@Work values: An integrative framework and illustrative application to organizational socialization.@Journal of occupational and organizational psychology, 70(3), 219-240.@Yes$Collis J. and Hussey R. (2003).@Business Research: A Practical Guide for Undergraduate and Postgraduate Students.@Palgrave Macmillan, Houndmills, Basingstoke, Hampshire.@Yes$Seung-Bum and Mary E. Guy (2006).@GenXers Versus Boomers: Work Motivators and Management Implications.@Public Performance and Management Review - Florida State University, 29(3), 267-284.@Yes$Rodriguez R.O., Green M.T. and Ree M.J. (2003).@Leading Generation X: Do the old rules apply?.@Journal of Leadership and Organizational Studies, 9(4), 67-75.@Yes$Jurkiewicz C.L. (2000).@Generation X and the Public Employee.@Public Personnel Management, 29(1), 55-74.@Yes$Verschoor Curtis C. (2013).@Ethical Behavior Differs Among Generations.@Accounting Web https://www.accountingweb.com/practice/practice-excellence/ethical-behavior-differs-among-generations  01.05.2019.@Yes$Cordeniz J.A. (2002).@Recruitment, Retention, and Management of Generation X: A Focus on Nursing Professionals.@Journal of Healthcare Management, 47(4), 237-249.@Yes$Fried Y. and Ferris G.R. (1987).@The validity of the job characteristics model: A review and meta&#8208;analysis.@Personnel psychology, 40(2), 287-322.@Yes$Wright M. Patrick, Snell A. Scott and Dunford Benjamin B. (2001).@Human Resources and the Resource Based View of Firm.@CAHRS Working Paper Series -@Yes$Hulin C.L. and Judge T.A. (2003).@Job attitudes: A Theoretical and Empirical Review.@In W. C. Borman, D. R. Ilgen, and R. J. Klimoski (Eds.), Handbook of psychology- Industrial and Organizational Psychology, 12, 255-276.@Yes$Davis J.B., Pawlowski S.D. and Houston A. (2006).@Work commitments of Baby Boomers and Gen-Xers in the IT profession: Generational differences or myth?.@Journal of Computer Information Systems, 46(3), 43-49.@Yes$Erikson Tammy (2001).@Generational Differences between India and the US.@Harvard Business Review. https://hbr.org/2009/02/global-generations-focus-on-in 01.05.2019@Yes
@Short Communication
<#LINE#>Impact of efficient labour management on construction project delivery in Nigeria<#LINE#>Chinedum@Nwokenkwo Ben  <#LINE#>19-21<#LINE#>4.ISCA-RJMS-2018-029.pdf<#LINE#>Department of Estate Management & Valuation, Federal Polytechnic Bida, Niger State<#LINE#>20/11/2018<#LINE#>6/6/2019<#LINE#>This work examines the influence of labour management in construction industries of Nigeria with a view to achieving affordable investments, low rate in delay of contract and value for money. The high rate poor project delivery in construction industry in Nigeria, which at times is as a result of inefficient labour management needed for the project and component labour management tools to arrest the ugly trend of project failures is having serious effects on the economic growth of the country. The study was therefore guided by some research questions, which it sought to answer using a well structure questionnaire distributed to respondents. It was therefore recommended that relevant and professionally qualified contractors should be involved in projects to ensure that there is strict work programme, proper work amongst others.<#LINE#>Andawei M.M. (2001).@Application of Network-based Techniques in the Cost Control and Management of Construction Work.@The surveying, 4(37), 24-27.@Yes$Fagbenle O.I. (1997).@The Use of Large Unskilled Labour Force for Non-Traditional Residential Projects in Nigeria.@Unpublished M.Sc Thesis,Obafemi Awolowo Univeristy, Ile-Ife, Nigeria.@Yes$Ruch W.A. (2008).@Productivity Measurement.@London, Arizona Business.@No$Anderson R. (1994).@Atlas of the American Economy: An Illustrated Guide to Industries and Trends.@Washington: Congressional Quarterly.@Yes$Parker N.A., Lema N.M. and Mligwa O. (1986).@An Analysis of Labour Productivity in Tanzania.@University of Dares Salam and National Construction Council.@Yes$Barry S.E. (1998).@U.S Industry and Trade Outlook.@Newyork: DRJ/McGraw Hill.@Yes$Jablonski M. (1998).@Productivity Measures: Business Sector and Major Subsectors.@www.bls.gov/opub/hom/ pdf/homch 10.pdf. accessed 02/02/2014 (6 August 2018)@No$Harris F. and McCaffer (1979).@Modern Management Theory.@Wiley Publishers, NY.@No$Anyanwu C. and Ebiringa T. (2003).@Management Theory and Practice.@Owerri: Jones publishers@No$Butler T. (2001).@Elements of Administration for Building Students.@Newyork: Macmillian.@No$Oladapo M.A. (1995).@Construction Project Management-An Overview.@Paper Presented at the Seminar on Construction Project Management and Development, London, Arizona Business@Yes$Emiowelle S.E. (1995).@Labour Productivity and Economic Development: Address Presented at the Seminar on Project Mnagement and National Development.@Department of Project Management Technology, Federal University of Technology, Owerri. 2nd -3rd November.@No$Andrew S. (2001).@Productivity Trends in the Construction Sector in Canada.@International Productivity Monitor, 4, 54-67.@Yes$Spinner M. (1981).@Elements of Project Management.@First edition, London Prentice-Hill lnc.@No