Supervisory Ratings as a Measure of Training Transfer: Testing the Predictive Validity of the Learning Transfer System Inventory

The primary purpose of this dissertation was to examine the criterion-related validity of all 16 LTSI General and Specific Scales in relation to training transfer. Using an ex-post facto design the researcher analyzed secondary data that included measures of key transfer system variables, as captured by the LTSI scales, and individual training transfer as indicated by supervisory ratings. The dataset comprised of employees from diverse organizations who had participated in different types of organizational instructor-led classroom training programs. Confirmatory factor analyses supported the construct validity of the LTSI General and Specific Scales (N = 619). Hierarchical multiple regression analysis measured the unique impact of four sets of variables (i.e., secondary influences, motivation factors, ability/enabling factors, and work environment factors) on training transfer as measured by the difference score between supervisory pre- and post-training ratings indicating the frequency in which trainees utilized the behaviors on-the-job taught in training (N = 202). Results suggested that as a group the LTSI factors explained 10.3 percent of variance in training transfer. Performance outcome expectations emerged as the only significant predictor. Supplemental analyses controlling for the impact of supervisory pre-training rating scores and using supervisory post-training ratings as the dependent variable identified four significant predictors all stemming from the LTSI General Scales: two factors reflect training-motivation constructs (i.e., performance outcome expectation and transfer effort performance expectations), and the other two reflect work environment factors (i.e., performance coaching and openness to change). LTSI factors explained 10.3% of explained variance in training transfer. Overall, the results supported the notion that the transfer system as a complex of factors is important in explaining training transfer. However, the modest variance in training transfer explained by the LTSI factors in this study should be interpreted in light of the study’s limitations. Avenues for future research are discussed

Intellectual Property, Technology Transfer, and Local Production to Increase Access to Medicines

Outlines: * INTELLECTUAL PROPERTY (IP): THE CONCEPT *QATAR and IP * WIPO *QATAR’S OTHER MEMBERSHIPS *Patent Cooperation Treaty *INTELLECTUAL PROPERTY LAWS OF QATAR * TECHNOLOGY TRANSFER (TT) IN THE PHARMACEUTICAL INDUSTRY *FACETS OF TECHNOLOGY TRANSFER IN THE PHARMA INDUSTRY : THE EXAMPLE OF IRELAN

The competitiveness of the Portuguese wine sector and a case study of exports and activity diversification in the Vinhos Verdes region

The world wine market is currently characterised by two principal wine suppliers: the European and the New World. Countries such as France, Italy, Spain and Portugal have witnessed a tremendous growth in the New World wine- makers (Australia, Chile, South Africa, etc.). As competition continues to intensify, wineries are searching for new channels to increase revenues and many vintners chose to develop other activities. Portugal is one of the European countries that present several natural and technical constraints which might be now resulting in modest performance regarding its position in the global wine market, competitiveness and dynamism required to overcome difficulties. The main objective of the study is to provide information to vintners concerning the current situation of the wine industry and possibly to present "holes" in the market which overall might be explored as new business opportunities. To that end, the research will attempt to measure the competitiveness of the Portuguese wine industry and its behaviour during a time period considered. This will be based on indices such as the trade intensity index, revealed comparative advantage, auto- sufficiency and market share ratios. This paper will also try to analyse empirically the specific case of exports and activity diversification in the Vinhos Verdes region.wine industry, competitiveness indices, exports, activity diversification, Vinhos Verdes wine, Agribusiness,

The Synergy between Minority Business Enterprises and Corporations: A Proposed Supplier Diversity Relationship Framework

Relationships between businesses as customers and suppliers have been an area of research for a long time (Hkansson, 1982; Hkansson Snehota, 1995). Some of the interacting business relation entities include corporations, small businesses, consumers and minority business enterprises. Through the years the growth of Minority Business Enterprise (MBE) movement in the United States can be traced from the 1970s when President Nixon opened the first Office of the Minority Business Enterprise. Today Minority Business Enterprises in the United States are classified as businesses that are owned and controlled by individuals identified as minorities (National Minority Supplier Diversity Council, 2011; Shah Ram, 2006). Growth is evident in underrepresented fields such as construction, industries and wholesale (Bates, 2001). This growth has led to stronger relationships between more corporate partners and MBEs (National Minority Supplier Diversity Council, 2011). Through the National Minority Supply Development Council Network (NMSDC), MBEs are connected to 3,500 corporate members including Americas top publicly-owned, privately-owned and foreign-owned companies, as well as universities, hospitals and other buying institutions (National Minority Supplier Diversity Council, 2011). To sustain this growth, the relationships between the corporate member participants and the MBEs require cultivation. Yet, no documented framework describes the relationships which are crucial to this growth. Therefore, this paper proposes to enhance the discussion on MBE-Corporation relationship. The paper explores the importance of MBE-Corporation relationship in expanding MBEs. In addition the paper develops an initial conceptual MBE-Corporation relationship framework that explains the different conceptual levels that lead to attaining and maintaining such a relationship

Impact of HR retention strategies in healthcare: The case of Qatar

Retention of healthcare workers is an international challenge. The World Health Organization (WHO) warned that in two decades, the shortage of healthcare workers will double. This puts a pressure on the policy makers to come up with serious HR interventions to retain their employees and ensure the delivery of high quality care. In Qatar, the healthcare sector depends greatly on expatriates. This unique characteristic imposes risk on the stability of the healthcare workforce. Therefore, the Qatar National Health Strategy (2011-2016) emphasises the importance of exercising effective HR retention strategies. This review tries to explain the relationship between the retention strategies and employees' satisfaction and performance and how they impact the quality of care as perceived by patients/clients.qscienc

Medication Sector in Qatar: Hand in Hand Facing the Blockade

Conference agend

The management of corporate social responsibility through projects : a more economically developed country perspective

Corporate social responsibility (CSR) is an increasingly influential concept, claimed to be implemented more in the West than in the Gulf Cooperation Community (GCC) and Middle East and North Africa (MENA) region where CSR is often portrayed as less developed and mainly philanthropic. The research reported in this paper investigates capacity building for CSR in organizations and examines the research question as to whether the project management of CSR can contribute to increasing levels of awareness, engagement, and implementation. The empirical study therefore examines the management of CSR through projects and consists of data analysed from 29 interviews conducted during 2011–2016 with CSR representatives for organizations operating in the United Arab Emirates (UAE), which is a member of the GCC, located in the MENA region, and categorized as a more economically developed country. The findings reveal evidence supporting the argument that organizations with capabilities in the project management of CSR are in the position to develop capacities for strategic CSR. This empirical analysis of CSR capacity development across varying degrees of sophistication in the project management of CSR activities implies a more developed stage of CSR engagement, at least in the sample of organizations studied, than is expressed in the extant literature on CSR in the UAE, and elsewhere in the MENA region. The use of project management to organize, implement, align, and monitor CSR activity supports capacity development in CSR and can contribute to its sustainability. We recommend that future research examines the political, business, and institutional factors that could further develop CSR in organizations when managed through projects

Towards the Development of an Empirical Model for Islamic Corporate Social Responsibility: Evidence from the Middle East

Academic research suggests that variances in contextual dynamics, and more specifically religion, may lead to disparate perceptions and practices of corporate social responsibility (CSR). Driven by the increased geopolitical and economic importance of the Middle East and identified gaps in knowledge, the study aims to examine if indeed there is a divergent form of CSR exercised in the region. The study identifies unique CSR dimensions and constructs presented through an empirical framework in order to outline the practice and perception of CSR in a context with strong Islamic beliefs. The framework goes beyond the platform of mere Islamic philanthropy and is based on CSR-stakeholder management practices. Following an exploratory research design and collecting interview data from representatives of 63 organisations from Saudi Arabia, the United Arab Emirates and Oman, the study offers a snapshot of the CSR reality from the perspective of those living the phenomenon. The results suggest that the practice and perception of CSR in the examined context are largely grounded in the areas of social and altruistic actions but they cannot be examined in isolation from the religious context of CSR operation. This focus is mainly attributed to the dominant role of Islam in the examined sample, which leads to forms of non-structured or semi-structured approaches to CSR. Apart from the theoretical advancements offered to the CSR literature, the study also provides contributions for practitioners and policy makers.</p

Managing Development Banking Institutions in developing countries through coordinated networks: The case of the Cyprus Development Bank

This dissertation explores the nature of coordinated networks as an alternative organizational device for Development Banking Institutions (DBIs) management organization, in developing countries (DCs), rather than the traditional hierarchical organization. The above problem statement led to the formulation of two hypotheses: First, the DBIs\u27 pathological areas are created by the limited administrative capability of the existing, highly inflexible and hierarchical DBIs; and second, a DBI is more effective when organized according to coordinated network rather than hierarchical principles and concepts. The research context is the Cyprus Development Bank (CDB). The CDB is treated for research purposes, as an experiment in formulating the performance criteria and success factors for its idealized redesign. The study employs several research methods, including interviews, active participant observation, and archival review. Perspectives from development administration, coordinated network theories and concepts, interorganizational relations, and domain theory, are applied and related. Following a literature review and field research, the dissertation presents an idealized redesign of the CDB based on the aforementioned concepts and theories. The study is a synthesis of contributions in the areas of organizational development and coordinated networks within the context of development planning and development banking in DCs. The idealized redesign of the CDB calls for high standards of group performance and intergroup collaborations, participative management, a high degree of achievement motivation, a continuing innovation of the CDB in meeting internal needs and external environmental changes, and coordinated efforts of all organizations in the domain of development planning

Managing Development Banking Institutions in developing countries through coordinated networks: The case of the Cyprus Development Bank

This dissertation explores the nature of coordinated networks as an alternative organizational device for Development Banking Institutions (DBIs) management organization, in developing countries (DCs), rather than the traditional hierarchical organization. The above problem statement led to the formulation of two hypotheses: First, the DBIs\u27 pathological areas are created by the limited administrative capability of the existing, highly inflexible and hierarchical DBIs; and second, a DBI is more effective when organized according to coordinated network rather than hierarchical principles and concepts. The research context is the Cyprus Development Bank (CDB). The CDB is treated for research purposes, as an experiment in formulating the performance criteria and success factors for its idealized redesign. The study employs several research methods, including interviews, active participant observation, and archival review. Perspectives from development administration, coordinated network theories and concepts, interorganizational relations, and domain theory, are applied and related. Following a literature review and field research, the dissertation presents an idealized redesign of the CDB based on the aforementioned concepts and theories. The study is a synthesis of contributions in the areas of organizational development and coordinated networks within the context of development planning and development banking in DCs. The idealized redesign of the CDB calls for high standards of group performance and intergroup collaborations, participative management, a high degree of achievement motivation, a continuing innovation of the CDB in meeting internal needs and external environmental changes, and coordinated efforts of all organizations in the domain of development planning