IOSR-JBM   Volume-23 ~ Issue-1 ~ January 2021

Abstract: Huge capital investments were made by Nigerian banks as a strategic decision for achieving competitive advantage and achieving defined performance goals through internationalisation. This study explores internationalisation strategies and performance in Nigeria banks. The study specifically examined the relationship between internationalisation strategies using the dimensions of market selection, mode of entry, timing of entry, degree of internationalisation and customer growth as a measure of performance in selected banks in Nigeria. Data were collected through administration of questionnaire. A sample of four hundred top-ranking employees of seven banks that have international banking license, with at least one foreign subsidiary or branch.A self-structured....

Keywords: Strategic Internationalisation, Performance, Customer growth, and Internationalisation.

[1]. Agarwal, S., &Ramaswami, S. N. (1992). Choice of foreign market entry mode: impact of ownership, location and internationalization factors. Journal of International Business studies, 23(1): 1-28.
[2]. Ajibola, J. (2015). Internationalisation and Economic Performance: A Case Study of First Bank of Nigeria Limited (2009- 2013). Canadian Open Economics Journal, 2(2), 1- 21.
[3]. Amal, M., Awuah, G. B., Raboch, H., & Andersson, S. (2013). Differences and similarities of the internationalization processes of multinational companies from developed and emerging countries. European Business Review, 25(5), 411-428.
[4]. Amungo, E. & Buck, T. (2017).International Expansion of Nigerian Banks Which Theories of Internationalisation Prevailed?Nile Journal of Business and Economics.6: 79-96. http://dx.doi.org/10.20321/nilejbe.v3i6.106
[5]. Antonio, M., Valte L.D & Alfredo D (2015). Internationalisation cultural distance and country characteristic: A Bayesian analysis of SMEs financial performance. Journal of Business Economics & Management, 16; 207 -324.

Abstract: Generally, the supplier of goods or services is liable to pay GST. However, in specified cases like notified goods and services and notified suppliers the liability may be cast on the recipient under the reverse charge mechanism. Reverse charge means the liability to pay tax is on the recipient of supply of goods or services instead of the supplier of such goods or services. Firstly, Reverse charge may be applicable in case of supply of notified goods or services or both. Secondly, Reverse charge is also applicable in case of supply by an unregistered person to a registered person, where such supply is of taxable goods or services. The purpose of this charge is to increase tax compliance and tax revenues. Earlier, the government was unable to collect services tax from various unorganized goods transport. Compliances and tax collections will therefore be increased through reverse charge mechanism. The concept of reverse charge mechanism is already present in services tax. In GST regime, reverse charge may be applicable for both services as well as goods.

Keywords: Goods and services tax (GST), Reverse Charge Mechanism (RCM), Input Tax Credit (ITC), Recipients, and suppliers.

[1]. Tharaini S and Saleem Ahmed (2017) made a study on "REVERSE CHARGE MECHANISM UNDER GST FOR GOODS AND SERVICES IN INDIA", International Journal of Current Advanced Research, volume 6, and issue 12.
[2]. Manish Jain (2017) made a study on "Reverse Charge Mechanism-Major Changes Under GST", charted secretary; 54-57.
[3]. Yashwanth J.Kesar (2017) made a study on "Reverse Charge Under GST", YKC; 1-55..

Abstract: Sales of electric vehicles (EVs) grew rapidly in recent years. The vast literature on EV adoption, however, has generated regional, mixed, and sometimes contradictory results. A careful examination of the literature reveals overreliance on quantitative research methods and a dearth of qualitative, exploratory studies. The mixed findings may not stem directly from flaws in research methodology or research design, but rather reflect the inherent nature of the domain being studied. A research agenda in the tradition of qualitative, grounded theory is proposed.

[1]. Adepetu, A. & Keshav, S. (2017) The relative importance of price and driving range on electric vehicle adoption: Los Angeles case study, Transportation, 44(2): 353-373.
[2]. Barth M., Jugert P, & Fritsche I. (2016) Still under detected – social norms and collective efficacy predict the acceptance of electric vehicles in Germany. Transp Res Part F: Traffic Psychol Behav, 37: 64–77.
[3]. Bennett, R.; Kottasz, R. & Shaw, S. (2016) Factors potentially affecting the successful promotion of electric vehicles, Journal of Social Marketing, 6(1): 62-82
[4]. Burgess M., King N., Harris M., & Lewis E. (2013) Electric vehicle drivers' reported interactions with the public: driving stereotype change? Transp Res Part F: Traffic Psychol Behav. 17:33–44.
[5]. Bühler F., Cocron P., Neumann I., Franke T. & Krems JF. (2014) Is EV experience related to EV acceptance? Results from a German field study. Transp Res Part F: Traffic Psychol Behav. 25:34–49.

Abstract: This study sought to establish the influence of inspirational motivation on employee engagement in Public Universities in Kenya. The study adopted a descriptive survey research design. This study sampled 20 Chairpersons of Departments, 5 Registrars of Academic Affairs, 5 Deans of Students, 5 Quality assurance officers and 313 Lecturers. A total sample of 348 respondents were drawn using stratified random sampling techniques from a target population 5 out of the 31 public university that included; University of Nairobi, Moi University, Egerton University, Kenyatta University and Masinde Muliro University of Science and Technology. Data was collected using questionnaires......

Key Words: Motivation, Inspiration, Employee Engagement and Public Universities

[1]. Andrew, O.C., & Sofian, S. (2011). Engaging People who Drive Execution and Organizational Performance. American Journal of Economics and Business Administration, 3(3), 569-575.
[2]. Anthony‐McMann, P. E., Ellinger, A. D., Astakhova, M., & Halbesleben, J. R. (2017). Exploring different operationalizations of employee engagement and their relationships with workplace stress and burnout. Human Resource Development Quarterly, 28(2), 163-195.
[3]. Avey, J.B., Hughes, L.W., Norman, S.M., & Luthans, K.W. (2008). Using positivity, transformational leadership and empowerment to combat employee negativity. Leadersh. Organ. Dev. J., 29(2): 110-126.
[4]. Avolio, B.J., Zhu, W., Koh, W., & Bhatia, P. (2004). Transformational leadership and organizational commitment: mediating role of psychological empowerment and moderating role of structural distance. J. Organ. Behav., 25: 951-968.
[5]. Avolio, B.J., & Bass, B.M. (1991). The full range of leadership development. Binghamton: Center for Leadership Studies.

Abstract: Bangladesh Pharmaceutical sector has recently shown increased activity and highly potential as a future growth area. This sector is one of the most developed hi tech sectors which is contributing in the country's economy to a great extent. After the promulgation of Drug Control Ordinance - 1982, the development of this sector was accelerated. Many factors including social, economic and environmental factors affect the prospect of the pharmaceutical industry in Bangladesh. Since the industry is knowledge driven, the prime focus of all organizations is on the development and engagement of its people which is regarded as one the most important assets. Retaining and engaging efficient and experienced workforce has become one of the major challenges for the leaders and managers of the industry. Effective Training and Development interventions help organization working.......

Keywords: Training and Development, Employee Engagement, Pharmaceutical Sector

[1]. Shantz, A., Alfes, K., Truss, C., & Soane, E. (2013). The role of employee engagement in the relationship between job design and task performance, citizenship and deviant behaviors. The International Journal of Human Resource Management, 24(13), 2608-2627. https://dx.doi.org 10.1080/09585192.2012.744334
[2]. Otieno, B. B. A., Waiganjo, E. W., & Njeru, A. (2015). Effect of Employee Communication on Organization Performance in Kenya's Horticultural Sector. International Journal of Business Administration, 6(2), 1-138. Retrieved from: http://www.sciedu.ca/journal/index.php/ijba/article/view/6652
[3]. Paradise, A. (2008). Influences engagement, ASTD. Training and Development, 62(1). 54-59. From https://www.td.org/magazines/td-magazine/learning-influences-employee-engagement
[4]. Wright, P. & Geroy, D. G. 2001. Changing the mindset: the training myth and the need for word-class performance. International Journal of Human Resource Management 12,4, 586–600.
[5]. Swart, J., Mann, C., Brown, S. & Price, A. 2005. Human Resource Development: Strategy and Tactics. Oxford. Elsevier Butterworth-Heinemann Publications..

Abstract: The business world is now recognizing the significance of ethics and values. The mission, vision and purpose of the organizations are based on the values that have lasted through decades and through highs and lows of business. In the era of global competition, organizations need to adopt ethical standards for organizational excellence and sustenance. Therefore it is found highly desirable, imperative, important and necessary to conduct a study on the effectiveness of organizational ethics which would be useful for the public sector for better service delivery in the state at large. The literature of the study revolves around with the magnitude of democratic ethics, emotional ethics and essence in organizational domain, organizational commitment, waves of ethical values at public sector.

Keywords: ethics, organisation, public, department, government

[1]. Alford, C. F. (2001). Whistle blowers and the narrative of ethics, Journal of Social Philosophy 32, pp. 402-418.
[2]. Barnett, Tim and Vaicys, Cheryl (2000) "The moderating effect of individuals' perceptions of ethical work climate on ethical judgements and behavioral intentions", Journal of Business Ethics 4 No 27 pp 351 – 362
[3]. Becker, T. E. 'Integrity in Organizations: Beyond Honesty and Conscientiousness' Academy of Management Review, Vol. 23, No. 1, 1998, pp. 154–160
[4]. Bok, S. (1983). Secrets: On the ethics of concealment and revelation. Pantheon Books.
[5]. Cook, John D and Wall, Toby D (1980)" New York attitude measures of trust, organizational commitment and personal need non-fulfilment", Journal of Occupational Psychology 53 pp 39 – 52.

Abstract: PT. Semen Bosowa Banyuwangi was established to meet the needs of consumers in the Java, Bali and Nusa Tenggara regions. The large number of demands from consumers makes this industry have to maximize production. The achievement of production targets is related to employee performance, and performance can be influenced by several factors, including: leadership style, knowledge sharing, and organizational culture. The sample used in this study was 94 respondents. Determination of the sample using judgmental sampling technique. The analytical tool in this research is PLS (Partial Least Square) using SmartPLS version 3. The results of this......

Keywords: Knowledge Sharing, Organizational Culture, Leadership Style, Employee Performance

[1]. Alavi, M., & Leidner, DE 2001. Review: Knowledge Systems: Management Knowledge and Foundations Conceptual. MIS Quarterly, 25(1), 107–136.
[2]. Amirullah. 2015. Introduction to Management. Jakarta: Mitra Wacana Media.
[3]. Ashkanasy, NM, Wilderom, CPM, & Peterson, MF 2011. The Handbook of Organizational Culture and Climate (Second Edi). SAGE.
[4]. Bernardin, & Russel. 2006. Human Resource Management. Bandung: Armico.
[5]. Busro, M. 2018. Human resource management theories. Jakarta: Golden.

Abstract: This study examined work-life conflict (WLC) and its impact on the commitment of workers of Imo State Civil Service Commission Board, Nigeria. Through a purposive sampling method a total of seventy-one (71) copies of questionnaire were distributed, but sixty-one (61) copies were duly completed and returned, recording 87% success rate. The followings were the objectives of the study: to determine the effect of family- to-work interference on affective commitment; to examine the effect of family- to-work interference on normative commitment and finally to determine the effect of family- to-work interference on continuance commitment. Data were analyzed using SPSS 23.0. Descriptive statistics such as frequencies and percentages were applied to examine the research questions.......

Keywords: Work-life conflict, Commitment, Civil Service, Nigeria

[1]. Akintayo, D. I. (2010). Work-family role conflict and organizational commitment among industrial workers in Nigeria. Journal of Psychology and Counseling, 2(1), 1-8.
[2]. Alam, R., Shumaila, S., Azhar, M. &Sadaqat, S. (2011). Work-Family Conflicts: Relationship between Work-Life Conflict and Employee Retention – A Comparative Study of Public and Private Sector Employees. Interdisciplinary Journal of Research in Business, vol.12.18-29.
[3]. Allen, N.J. & Meyer, J.P. (1990). The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization. Journal of Occupational Psychology, Vol. 63, 1-18
[4]. Allen, T. D. (2001). Family supportive work environments: the role of organizational perceptions. Journal of Vocational Behaviour,58, 414–435.
[5]. Allen, T.D., Herst, D.E.,Bruck, C., & Sutton, M. (2000).Consequences associated with work to-family conflict: A review and agenda for future research. Journal of Occupational Health Psychology, 5(2), 278-308.