Cork College of Commerce is a college that was established in December 1908 in Cork, Ireland. It was originally named the "School of Commerce and Domestic Science".
The study aimed to identify important variables associated with policies, processes and procedures for culturally diversified organizations. Further to identify which factor among the policies, processes and procedures is the most prerequisite for culturally diversified organizations. For the study, a survey method was employed. 153 Data were collected from companies in the service industry. For the study HR managers were considered as the samples. The data samples were chosen using a simple random sampling technique. From the result obtained, it was found that; the Retention Strategies, Talent Management and Salary Reviews policies are most important for the culturally diversified organization. Also, evaluation by observing how people spend their time in the job, interviewing with existing company people periodically and Understand the career path progression of employees and their desire are important process to be considered for a culturally diversified organization. Similarly, the Compensation system, hiring guidelines and Chain of Command procedures are considered to be important for evaluating procedure in a culturally diversified organization. It can be further perceived that the male HRs indicates Procedure and Policy are an important factor to be considered for a culturally diversified organization. While the female HRs indicates Procedure and Process are an important factor to be considered for a culturally diversified organization.
The importance of Micro, Small, and Medium Enterprises (MSMEs) in economic development and their access to finance post-COVID-19 has been highlighted in this study. The availability of finance is a critical factor for MSMEs to flourish, and they are mostly severely affected by the economic recession. The purpose of this study was to ascertain how the firm-specific factors such as Location, Industry, Size, Age, Ownership, Collaterals, and Business information affect their access to finance in India. This study used a survey to collect primary data from 200 MSMEs in India. Descriptive and logistic regression analysis was used to analyze the data. Results show that firms with collateral, larger and older firms, and private limited firms are less likely to face problems in raising finance, while service firms are more likely to face problems in raising finance. The results from this study will add to the understanding of the financing problems faced by MSMEs in India. The study recommends that firm attributes are important for accessing finance and help policymakers and researchers develop new strategies and policies to support the financing of MSMEs in India. Received: 23 September 2021 / Accepted: 7 March 2022 / Published: 5 May 2022
The aim of this study is to analyse the reliability and validity of job factors in relation to the impact of occupational stress on employees’ somatic symptoms, job anxiety and turnover intention through a two time cross-sectional study of the Water and Power Development Authority (WAPDA). The method employed consisted of two times self-reported cross-sectional surveys that covered 420 respondents at T1 and 388 respondents at T2. Results: Appropriate internal consistencies of the seven scales i.e. demands, control, job stress, social supports, employees’ somatic symptoms, job anxiety and turnover intention were obtained. Zero-order correlation and linear and multiple regressions analysis replicated the theoretically assumed structure of the job factors and employees’ somatic symptoms, job anxiety and turnover intention construct in men and women collectively. Evidence of criterion validity was obtained from cross-correlations of the scales and from their linear and multiple regression analysis. Finally, all seven measures were associated with a highly significant ratio of job stress, and the effect was strongest for the job stress ratio as predicted by the fundamental theory of Karasek. Conclusion: We examine how users, who are assimilating job factors into their work, experience the level of work related demands in their jobs, the level of autonomy/control they have over their work, and how these relate to outcomes, such as employees’ somatic symptoms, job anxiety and turnover intention. Based on the results of this study the seven-version scale is considered reliable and serves as a valid instrument for measuring psychosocial pressure in work environment. These outcomes and measures are applicable to all services and manufacturing industries. Keywords: Work Overload, Work Control, Organisational Support, Job Stress, Somatic Symptoms, Job Anxiety, and Employees Turnover Intention (ETI)
High-efficiency deep-blue organic light-emitting diodes (OLEDs) play a crucial role in realizing ultra-high-definition (UHD) flat-panel displays and reducing power consumption. Generally, most reported OLEDs with a Commission Internationale de L’Eclairage (CIE) y coordinate < 0.06 are achieved by traditional fluorescent deep-blue emitters. However, it is challenging to obtain deep-blue fluorescent OLEDs with a high external quantum efficiency (EQE) (reaching the theoretical limit of 5%). In this work, we have successfully employed a hole-transporting material for an emitter, which can increase the efficiency in deep-blue OLEDs. The device employed with the proposed hole-transporting material exhibits deep-blue emission peaks at 427.0 nm with CIE coordinates of (0.155, 0.051), a turn-on voltage (Von) of 4.5 V, and an EQE of 4.5%. The performance of the OLED can be improved by 5.0% by optimizing the device structure. Finally, the flexible display when using the OLED devices exhibited a high image quality.
