Mediating Effects of Job Demands on the Relationship Between Type A Personality and Workaholism: A Study on Turkish Workers

-- Nil Selenay Erden, Duygu Toplu and M Murat Yaşhoğlu

Individuals spend most of their time in organizations, facing more demanding work due to increasing competition in the global environments. In order to keep up with the rising competition in the marketplace, organizations need dedicated employees who are willing to go beyond their work boundaries. As work gets more demanding, individuals with type A personality characteristics become more suitable to act as the high performers in the intense work conditions. Based on that idea, the aim of the study is to investigate the link between type A personality and workaholism through the perceived job demands at work. The results support that job demands act as a mediator between type A personality and workaholism. Implications for further studies are discussed in line with the findings of the study.

© 2013 IUP. All Rights Reserved.

Status of Human Resource Information Systems (HRIS) in Universities and Affiliated Colleges in Hyderabad

--Sistla Samkarpad

Information Technology (IT) is a critical resource for today’s businesses (Pearlson, 2009). It supports and consumes a significant amount of an organization’s resources just like other resources such as people, money and machines. Technology facilitates the work that people do. Incorporating Human Resource Information System (HRIS) correctly into the organizations enables people to focus on their time and resources. The main purpose of this study is to explore the extent to which various universities and their affiliated colleges situated in Hyderabad have adopted HRIS, and also to examine the applications, benefits and barriers thereof. The findings from the study clearly revealed that there is no significant association between perception of respondents regarding the applications, benefits and barriers of HRIS. The present study provides some insights into the performance and application of HRIS in universities and their affiliated colleges and helps HRM practitioners to get better understanding of the uses, benefits and problems in its adoption.

© 2013 IUP. All Rights Reserved.

A Study of OCTAPACE Culture in Civil Hospital, Gandhinagar

--Jallavi Panchamia

The study analyzes the work culture of Civil Hospital of Gandhinagar using OCTAPACE profile, and it shows how much each ethos is valued and believed which indicates culture of an organization. The uniqueness of the hospital is that the working environment is unpleasant and the client system that one deals with is sick (unhealthy). This makes the working environment difficult and demanding for an individual. A sample of 87 staff members, including doctors and nurses, was taken and a survey was done using judgmental sampling. For the study, OCTAPACE profile is used as an instrument to collect the data which shows the organization’s ethos in eight values. Those eight values are: Openness, Confrontation, Trust, Authenticity, Proaction, Autonomy, Collaboration and Experimentation. The major findings arrived at using statistical methods, confirmed that autonomy and authenticity are valued less compared to other ethos such as collaboration and trust which are highly valued among the employees in Civil Hospital, Gandhinagar. From the correlation analysis, it is observed that the highest positive correlation is between confrontation and trust, and the highest negative correlation is between collaboration and confrontation.

© 2013 IUP. All Rights Reserved.

Use of Non-Financial Performance Measures in Managers’ Compensation Contracts as Earnings Management Constraints

--Amine Koubaa, Kolsi Med Chakib and Khammoussi Halioui

Earnings management literature argues that managers’ compensation contracts are based on Financial Performance Measures (FPM). Indeed, the accounting earnings have been the subject of several studies. A few of them have attempted to check whether to introduce the Non-Financial Performance Measures (NFPM) as a constraint on earnings management. The aim of this paper is to empirically test the impact of NFPM on earnings management behavior. Our sample consists of 89 Canadian listed firms pertaining to three sectors for the period, 1997-2006. The results are conclusive and showed that there is a negative relationship between Discretionary Accruals (DA) as a proxy for earning management and the relative importance of NFPM in managers’ compensation contracts, suggesting that NFPM acts as an additional earnings management constraint.

© 2013 IUP. All Rights Reserved.