Social Media and The COVID-19 Response: A Case Study of Ministry of Business, Innovation and Employment (MBIE) in New Zealand

►Zarqa Shaheen Ali   
 zsha016@aucklanduni.ac.nz
►Wen Jiao Liu      
 100941@icl.school.nz

Received: 25 January 2021
Final Revision: 24 April 2021
Accepted: 02 May 2021
e Published: 04 May 2021
10.52283/NSWRCA.AJBMR.20210601A06

Abstract

COVID-19 pandemic is spreading across the globe, causing huge losses to humans and changing people’s lifestyles. New Zealand has also suffered from this fatal virus outbreak. Social media has been used by governments from many countries for communication about COVID-19, but the research on social media used in COVID-19 remains limited. This research aims to study how the leading New Zealand business agency, the Ministry of Business, Innovation and Employment (MBIE), used Facebook to disseminate COVID-19, and how businesses and the public benefitted from it. Facebook posts from MBIE published over two months from March 18, 2020, to May 12, 2020, as well as user reviews were collected and thematically analysed. Before the research was conducted, an Official Information Act request was submitted to MBIE and an approval confirmation was received for using any publicly available information released by MBIE. The findings indicate Facebook was used by MBIE as a comprehensive channel to address COVID-19, as well as being an avenue to interact with businesses and people, and businesses and people benefitted from it in multiple aspects. Keywords: COVID-19; Facebook; MBIE; social media; business, New Zealand

Performance Appraisal – A Source of Employee’s Motivation:  A Case Study of Educational Institute of Karachi
 
►Bushra Jauhar     
 bushrajauhar@gmail.com
 https://orcid.org/0000-0002-0756-2220
►Masood Hassan   
 masoodhassan1@hotmail.com; std_21855@iobm.edu.pk (Corresponding Author)
 https://orcid.org/0000-0001-6602-9672
►Muhammad Asad Ullah    
 m.asadullah@iobm.edu.pk
 https://orcid.org/0000-0002-6690-5457
►Imam Uddin
 imamuddin@iobm.edu.pk
 https://orcid.org/0000-0003-2374-7003
►Shouvik Sanyal
 shouvik@du.edu.om
 https://orcid.org/0000-0002-6855-227X

Received: 29 January 2021
Final Revision: 25 March 2021
Accepted: 29 April 2021
e Published: 04 May 2021
 10.52283/NSWRCA.AJBMR.20210601A05
 
Abstract
The organizational success is largely depending on its employees; they are considered as vital assets for any organization. Therefore, the management should know how to appraise them so that they can get the desired results. The current study aims to investigate the impact of performance appraisal on employee’s motivation in an educational institute of Karachi. The population of interest was permanent faculty, visiting faculty and non-teaching staff of the ABC institute which was selected through convenience sampling technique. A survey of 56 employees was conducted with the help of a questionnaire based on close ended items on a 5-point Likert scale ranging from strongly agrees to strongly disagree. For data analysis, SPSS was used to check the reliability test, descriptive statistics and regression analysis. The research findings provided the insights regarding the impact of performance appraisal on employees’ motivation and showed a positive significant impact. The more satisfied employees are by their appraisals, the more motivated and committed they would be. Moreover, the study also shed light for future direction by keeping in view the respondents concern regarding biasness free rating, feedback and appeal process. The educational institutes should come up with better strategies in order to build trust among employees by providing fair appraisal solely based on their performance. Keywords: Performance appraisal, Employee’s motivation, Work performance, Educational sector.

Received: 22 January 2021
Final Revision: 09 March 2021
Accepted: 15 April 2021
e Published: 03 May 2021
 10.52283/NSWRCA.AJBMR.20210601A04
 
Abstract In this study, the relationship between income and environmental degradation is discussed. In this study, the Kyoto Protocol is investigated by using Pooled Mean Group Estimator based on Error Correction Model by Pesaran, Shin and Smith, Cross-Sectional Augmented Distributed Lag estimator by Chudik et al. (2016), Cross-Sectional ARDL estimator based on ARDL model by Chudik et al. (2016) and Dynamic Common Correlated Effects Estimator model by Chudik and Pesaran (2015) to cover the gaps in the Environmental Kuznets Curve literature. Kyoto Protocol’s effects for developing countries and developed countries are analyzed for the period between 1980 and 2014, and 1971 and 2014, respectively. Since no significant relationship between GDP and CO2 is found for developed and developing countries in the analysis, it is concluded that Kyoto Protocol did not have a significant effect on CO2 emissions for the relevant countries in the study. This study contributes to the current literature by verifying no significant effect of Kyoto Protocol on CO2 emissions as compatible with most up-to-date studies. The limitations of this study are the studied countries and the period studied for these studied countries. Keywords: Kyoto Protocol; Environmental Kuznets Curve; Developing Countries; Developed Countries; Economic Growth
JEL Classifications: Q4, Q5, O5

Mediation of Employ Satisfaction in The Influence of Employee Motivation on Organizational Excellence

 

►Sony Kumari
►Raghavendra Suresh Bendigeri
raghavendra.bendigeri@gmail.com (Corresponding Author)
 https://orcid.org/0000-0002-1712-8604
►Mukund Chandra Mehta
►Lakshmi Narayan Bhagat
 
Received: 22 December 2020
Final Revision: 05 March 2021
Accepted: 06 April 2021
e Published: 03 May 2021
 10.52283/NSWRCA.AJBMR.20210601A03
 
Abstract The aim of this study is to introduce the concept of organizational excellence, conceptualised only is 21^st Century, in organizational studies and it’s relationship with employee motivation and employee satisfaction in the case of an Indian public sector organization in coal sector. The study is based on primary data collected from 50 sample respondents (i.e. executives) using well-structured questionnaire of Likert type. The cross – sectional Likert scale prepared for each of 50 respondents, as per the respondent’s perceptions revealed towards employee motivation, employee satisfaction and organizational excellence, and used for further statistical analysis. The standard statistical methods like regression, t-test, F-test and Sobal test used for testing the inter – relationships between the variables and testing the presence & significance of mediation effect. Empirical findings confirming significantly positive association between employee motivation, employee satisfaction and organizational excellence and mediation effect of employee satisfaction in explaining the relationship between employee motivation and organizational excellence provides extension in the existing knowledge in the field of organizational studies and fulfils the research gape that existed in the coal sector. The validation of organizational excellence scale in the Indian context may also be considered as a noble attempt in this field. Limitations and suggestions for further researches also indicated. Keywords: Employee Motivation, Employee Satisfaction, India, Mediation, Organizational Excellence, Validation.

Factors Affecting Organizational Commitment of Employees: Evidence from Pakistan
 
►Bilal Nawaz Kayani   
Received:08 December 2020
Final Revision: 02 March 2021
Accepted: 09 March 2021
e Published: 03 May 2021
  http://doi.org/10.52283/NSWRCA.AJBMR.20210601A02

Abstract Organizational commitment is important for overall performance of an organization and wellbeing of its employees. Organisational commitment has gained much importance and it can lead to the positive and favourable outcomes for an organisation like improved employees’ performance, increased organisational effectiveness, decreased employee turnover ratio, increased organisational financial revenues and decreased absenteeism among employees. This study identifies the important organisational factors from prior literature and using a questionnaire survey examines the influence of these factors on the organisational commitment among employees of software industry of Pakistan. Results revealed that all the identified factors except gender affects organisational commitment among the employees of software industry of Pakistan. Recommendations were also made for making the organizational commitment practices and their implementation more vibrant and stronger within an organization based on research results and in relation with prior research studies. A summary table with all the identified factors is presented in this paper for helping other researchers doing research for knowing about different factors that can affect organizational commitment. Keywords: Organizational commitment; software industry; performance; wellbeing; employees