ZARSMIManagement Studies and Economic Systems2408-95831220141001Determinants of Loan Repayment in Small Scale Enterprises in Developing Countries67796290ENNancy Gathoni KiliswaResearch Consultant and Academic, Cape Town, South AfricaMohamed Sayeed BayatUniversity of Fort –Hare Alice, South Africa and Visiting Professor University of Lusaka, ZambiaJournal Article20140920This study was conducted with the objective of identifying the major determinants of loan repayment in Small Scale Enterprises (SSEs) with particular reference to SSEs in one of Kenya’s most dynamic informal business hub, Kariobangi Division in Nairobi. In order to achieve this objective, primarily data were collected from 50 randomly selected respondents by using questionnaires. Descriptive statistics were used to analyze data on the socio-economic characteristics of the borrowers. The study found that personal characteristics such as education level, family size, amount of loan applied and business experience of the respondents have a positive relationship to loan repayment. Age, interest rate and change in gender had an inverse relationship to loan repayment.ZARSMIManagement Studies and Economic Systems2408-95831220141001The Social Structure of an Organization: Representation for Success81876291ENAbdelkader DerbaliHigher Institute of Management, Management and Risk Management Research Unit, University of Sousse, Sousse, TunisiaJournal Article20140920<span>Organization theory is a discipline on the boundary between economics of organizations, sociology of organizations, management and political science. She is interested in organizations, both commercial and non-commercial, in all their diversity (company, hospital, union, organization, administration, conventions). It analyzes their functioning, structure and development for the purpose of better understanding, in order, if necessary, is able to offer their corrections or improvements. The main themes of this discipline are the power relations and social reporting, analysis and communication patterns in groups. Its development followed the socio-political developments of the twentieth century, the authors articulated around empirical or theoretical work widely. The sociology of organizations can be defined as a branch of sociology that studies how actors construct and coordinate the activities organized. It can also be defined as a social science that studies specific organizations named entities, and their modes of governance and interactions with their environment, and applies sociological methods to the study of these entities. In this paper, we will try to present the different specificities of the social structure of the organization.</span>ZARSMIManagement Studies and Economic Systems2408-95831220141001Impact of Rewards and Recognition and Empowerment on Organizational Citizenship Behaviors among Technical Engineers89956292ENLara Priyadharshini SinnappanResearch Scholar, Research and Development Centre, Bharathiar University, Tamilnadu, IndiaMahadevan AmulrajDepartment of Management Studies, Sri Ganesh School of Business Management, Tamilnadu, IndiaJournal Article20140920In the present scenario each and every industrial organization is surrounded by an unbrokenable mount known as competition. To subdue this arduous mount, organizations have to encourage the citizenship behavior among employees which enhance the success and effectiveness of an organization, because employees are often viewed as invaluable assets of organizations. As an evident of this, earlier studies shows that HR practices have positive relationship with organizational citizenship behavior (OCB). They found organizational citizenship behavior to be of vital importance, which in turn is profoundly impacted by various HR practices. The objective of this study was to examine impact of selected HR practices i.e. Rewards & Recognition, Empowerment on OCB and its importance among professional engineers. Data was collected from 200 respondents of various manufacturing units such as Textile machines, Electric and motor pumps, Auto components and Home appliances especially working in Research and Development, product design and quality checking departments. The study revealed that rewards and recognition have significant relationship with all the four dimensions of OCB (Altruism, conscientiousness, teambuilding and loyalty) while empowerment shown a strong coordination with only teambuilding dimension of OCB i.e. rewards & recognition practices strongly enhance organizational OCB than that of empowerment.ZARSMIManagement Studies and Economic Systems2408-95831220141001Analysis of Credit-Strength of Cement Industry in Bangladesh971146293ENMd. Kamal HossainDepartment of Accounting, Bangladesh University of Business and Technology, Dhaka, BangladeshSyed Moudud- Ul-HuqDepartment of Business Administration, Mawlana Bhashani Science and Technology University, BangladeshJournal Article20140920In this study it has been initiated to find out the credit strength and financial performance of cement industries in Bangladesh through investigating the financial report for the period from 2007 to 2011. Financial ratios are employed to measure the Liquidity (Working capital to Total Assets), Profitability (Retained Earnings to Total Assets), Efficiency (Earnings before Interest and Taxes to Total Assets), Volatility (Market Value of Equity to Book Value of Total Liabilities) and Total Asset Turnover analysis (Sales to Total Assets). For analyzing, the credit strength of the cement industry in Bangladesh, a renowned model of predicting credit strength named “Altman Z Score Model” has been used. The collected data are also analyzed by using statistical tool. The study has found that the cement companies in Bangladesh are mostly on financial Distress Position because the sample industry held about 48% over the last 5 years where about 32% of the companies are in the Grey Zone and only 20% of the companies are in Safe Position. So, the credit strength of cement industry in Bangladesh is far behind of its landmark. ZARSMIManagement Studies and Economic Systems2408-95831220141001Edifying the Culture of Innovation in Entrepreneurship Development in Nigeria1151256294ENIssac Olugbenga FadeyibiDepartment of Business Administration, College of Management and Social Sciences, Fountain University, Osogbo, Osun State, NigeriaManodip Ray ChaudhuriFuture Business School, Kolkata, West Bengal, India; Graduate Alumnus, University of Guelph, Ontario, CanadaJournal Article20140920Innovation is the key to growth, without it, most organization would forever be stuck doing the same old things the same old way. New products, new services and new ways of doing business would never emerge. Entrepreneurship activities brings about business innovation with resultant development in enterprises which also serves as a panacea to economic growth in developing countries. Entrepreneurship development in Nigeria came up early in the 70s immediately after independence. The promulgation of Nigeria Enterprises Promotion Decree of 1972 provides stimulus for entrepreneurship development via Small and Medium Scale Enterprises (SMEs) promotion. This paper attempts to examine the culture of innovation in entrepreneurship development using Osun State in Southwest Nigeria as a case study. Personal interview combined with analysis of primary and secondary data were applied to reach to this understanding. It was discovered that entrepreneurship development still remains the strong policy option for developing Nigeria’s manufacturing, service and industrial sectors. The finding shows that dedicated people achieve innovation with a shared passion for problem solving and for turning ideas into realities. Companies that continuously innovate will create new markets, products, services and business models that lead to undeniable growth.ZARSMIManagement Studies and Economic Systems2408-95831220141001Impact of Psychological Capital on Employee Engagement: A Study of IT Professionals in Indian Context1271396295ENPriyanka SihagSchool of Management, Gautam Buddha University, Greater Noida, IndiaLovy SarikwalSchool of Management, Gautam Buddha University, Greater Noida, IndiaJournal Article20140920Psychological Capital (PsyCap) construct is a core concept of positive psychology consisting of the positive psychological resources of self-efficacy, hope, optimism, and resilience. Previous studies confirmed link of PsyCap with employee attitude, behavior, workplace outcomes and job performance. In today's competitive environment, it is a challenging task for all organizations to enhance the level of engagement of employees. Employee engagement (EE) contribute positively to different workplace outcomes and performance level of employees. The current study focuses on the relationship between PsyCap and employee engagement. Data from 420 middle level IT professionals (working in different IT industries in Indian context) were collected for current study. Regression analysis, basic descriptive analysis, Confirmatory factor analysis, model fit analysis etc. analysis were performed. Results revealed positive impact of PsyCap on Employee Engagement. Moreover a fit model was also identified between PsyCap and EE with both construct's factors. Results of current study demonstrated that employee with higher level of PsyCap (in terms of hope, confidence level, bounce back capability and optimistic view) show higher level of work engagement at workplace in IT industries.