Replica Creation Algorithm for Data Grids

Data grid system is a data management infrastructure that facilitates reliable access and sharing of large amount of data, storage resources, and data transfer services that can be scaled across distributed locations. This thesis presents a new replication algorithm that improves data access performance in data grids by distributing relevant data copies around the grid. The new Data Replica Creation Algorithm (DRCM) improves performance of data grid systems by reducing job execution time and making the best use of data grid resources (network bandwidth and storage space). Current algorithms focus on number of accesses in deciding which file to replicate and where to place them, which ignores resources’ capabilities. DRCM differs by considering both user and resource perspectives; strategically placing replicas at locations that provide the lowest transfer cost. The proposed algorithm uses three strategies: Replica Creation and Deletion Strategy (RCDS), Replica Placement Strategy (RPS), and Replica Replacement Strategy (RRS). DRCM was evaluated using network simulation (OptorSim) based on selected performance metrics (mean job execution time, efficient network usage, average storage usage, and computing element usage), scenarios, and topologies. Results revealed better job execution time with lower resource consumption than existing approaches. This research contributes replication strategies embodied in one algorithm that enhances data grid performance, capable of making a decision on creating or deleting more than one file during same decision. Furthermore, dependency-level-between-files criterion was utilized and integrated with the exponential growth/decay model to give an accurate file evaluation

Interactive effects of organizational structure and performance evaluation styles on job-related tension and performance

Previously conflicting results of Hopwood (1972) and Otley (1978) have provided exciting research opportunities in the area of management accounting systems. A number of subsequent research projects have attempted to offer possible explanations by introducing either intervening or moderating variables. Like previous research,this study also attempted to reconcile the conflicting findings by introducing a moderating variable: organizational structure. The study followed the argument of Otley (1980) who suggested that organizational structure may have an important impact on the way in which an accounting system functions. It was hypothesized that high (low) emphasis on the budgets would be congruent in a situation of low (high) degree of decentralization. A sample consisting of middle-level managers from 139 companies listed on the Kuala Lumpur Stock Exchange was selected for data collection purposes. The findings, however, failed to confirm the presence of interactive effects of organizational structure and performance evaluation styles on job performance and job related tension. This was attributed to the poor response rate

Challenges in the Optimal Management of Human Resources in Hospitals: A Qualitative Study

Introduction: Optimal management of human resources is considered as a basic and most fundamental principle of management of the health services because manpower is the most important organizational resources. The aim of this study was to identify the challenges in the optimal management of human resources in hospitals. Method: This qualitative study was conducted in hospitals affiliated to Tehran University of Medical Sciences and all experts who had sufficient knowledge of the human resources management programs were included. Nineteen participants were selected using non-probability purposive sampling. Data were collected through semi-structured interviews. Qualitative content analysis was used to analyze the data. Results: Three major themes emerged: organizational, motivational, and knowledge-related factors. Organizational factors included lack of up-to-date job descriptions, staff recruitment through university and hospital constraints in the selection of employees, lack of the culture of team working and process attitudes, incomplete establishment of occupational health and safety, and deficiencies in the evaluation system. Motivational factors included absence of a performance-based pay system, lack of communication between evaluation and incentive systems, and lack of motivation and confidence of the staff in solving problems. Knowledge-related factors included old human resources and resistance to change, lack of knowledge, and non-learner hospital environment. Conclusion: Clear job description, implementation of dynamic organizational culture, safe environmental conditions, performance-based pay system, and directing hospitals towards becoming learning organizations play an important role in reducing the challenges of human resources management. Keywords: Challenge, Management, Human resources, Hospita

The impact of organisational antecedents on employee job The impact of organisational antecedents on employee job satisfaction: An empirical evaluation of public sector employees in Pakistan

Human resource development is one of the important issues in the field of organisational behaviour. It affects employee performance in the organisation. Job satisfaction is one of the important issues in the developing country particularly for Pakistan. This study focuses on the employee perception towards job satisfaction. In this regard procedural justices, on job training, esprit de corps and job clarity variables have been examined. This study is a cross sectional study which applied a survey questionnaire for data collection. In this regard employee of public sector health organisations selected for data collection. Based on one hundred ten randomly selected participants, results show significant and positive impact of procedural justices, on job training, esprit de corps for job satisfaction. However, employees reported less job satisfaction with their jobs due to lack of fairness. With few limitations this study contributes to literature in the field of human resource management and organisational behaviour and can support public sector management to design policies that may help to enhance employee job satisfaction in the context of developing countries i.e. Pakistan

Do Competency Frameworks Influence Business Performance? An Empirical Study of the Nigerian Banking Sector

The competency-based management system has grown to become one of the most influential HRM tools of the 21st century. However, there remains limited empirical data addressing the relationship between the adoption of a competency framework and organizational performance. The study reported upon in this paper is based within the Nigerian banking sector. A qualitative methodological approach was adopted, employing interviews with employees of the top ten high street banks in Nigeria. The result of the field data was subsequently analyzed using NVivo in order to achieve the aim of the research. The findings revealed that competency-based management frameworks are being used and that indeed they are a key management tool within the selected Nigerian banks. Importantly, the findings clearly suggest the adopted competency frameworks are having a positive impact on the banks’ performance

The Role of Measuring and Evaluating Performance in Achieving Control Objectives- Case Study of "Islamic University"

The study aimed to identify the role of measuring and evaluating performance in achieving the objectives of control and the performance of the job at the Islamic University in Gaza Strip. To achieve the objectives of the research, the researchers used the descriptive analytical approach to collect information which is the questionnaire that consisted of (22) phrases were distributed to three categories of employees of the Islamic University (Faculty Members and Their Assistants, Members of the Administrative Board, Senior Management). A random sample of (314) employees was selected and 276 responses were retrieved with a recovery rate of 88.1%. The Statistical Analysis Program (SPSS) was used to enter process and analyze the data. The results of the research showed a positive role between measuring and evaluating the performance and achieving the objectives of the control of performance in the Islamic University from the point of view of the members (senior management, faculty and their assistants, and members of administrative board). The researchers also recommended a number of recommendations, most notably the provision of an appropriate level of the elements of the control systems today through the modernization and continuous development of performance measures and the need to provide the physical and financial resources necessary to continue the development and achievement within the university, to expand the development of technology in the various activities of the university through the construction of a complete and integrated system to support supervision systems in the university to suit the size of the university. The researchers also recommended following up and reviewing the performance measures and work to modify them in line with the mission and the goals of the university that it seeks to reach

Contemporary performance measurement systems: A review of their consequences and a framework for research

The main purpose of this paper is to develop a conceptual framework for understanding the literature on the consequences of contemporary performance measurement (CPM) systems and the theories that explain these consequences. The framework is based on an in-depth review of 76 empirical studies published in high-quality academic journals in the areas of accounting, operations, and strategy. The framework classifies the consequences of CPM into three categories: people's behaviour, organizational capabilities, and performance consequences. This paper discusses our current knowledge on the impact of CPM, highlighting inconsistencies and gaps as well as providing direction for future research