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Purpose: The study empirically analyzes the moderating role of government support policy on the relationship between entrepreneurial orientation, technology orientation and performance of small and medium enterprises (SMEs) in northeast Nigeria. Design/Methodology/Approach: The paper adopts quantitative survey method using structured questionnaires, data was collected from 240 SME owner-managers in northeast Nigeria. The data collected was analyzed using Partial Least Squares PLS-SEM. Findings: The findings of the study indicates a significant positive relationship between EO, TO and Performance of SMEs. Additionally, the outcomes of the study authenticate that government support policy moderates the relationship between EO, TO and performance of SMEs in Nigeria. Implications/Originality/Value: The study have practical implication for government, policy makers, regulators, SMEs owner-managers and other stakeholders to recognize government support as it affects SMEs performance. The study further add to the frontier of knowledge on the importance of GSPs in strengthen the relationship between the variables and SMEs performance. This is the first study that focuses on testing the moderating role of government support policy on the relationship between entrepreneurial orientation, technology orientation and SMEs performance in Nigeria.

PurposeThe purpose of this article is to examine the outcomes of a substantial broad‐based employee share‐ownership scheme for employee attitudes and behaviour in a privatised firm.Design/methodology/approachResults are based on a survey of 711 employees in Eircom, an Irish telecommunications firm, which is 35 percent employee‐owned.FindingsThe ESOP has created sizable financial returns and has had extensive influence in firm governance at the strategic level. However, findings show only a limited impact on employee attitudes and behaviour. This is attributed to a failure in creating a sense of employee participation and line of sight between employee performance and reward.Practical implicationsThe aim of employee share‐ownership often includes aligning employee objectives with those of other shareholders, and thus improving labour performance. The findings in this study highlight a need to provide employees with a sense of ownership and control. Findings also question the assumption that where employees have a substantial shareholding, they will focus on securing the long‐term prospects of the firm.Originality/valueLittle research has examined the impact of a large employee shareholding on attitudes and behaviour within a public‐quoted firm. The substantial and unparalleled size of the Eircom ESOP presented a unique opportunity to conduct such a study.

Job Satisfaction perhaps the major area where academicians are trying to define, identity and measure the industrialists are seeking it and government is enthusiastically supporting it. Job satisfaction - or lack of it - hinges on a productive, accomplishing relationship between staff and management; indeed, the success of any organization depends on staff members who enjoy their jobs and feel rewarded by their efforts. Ultimately, of all the people in the marketplace may suffer the most when this vital success factor is lacking. In earlier ages, many researchers have been directed on job satisfaction but this still remains an issue for many organizations. The ambition of this research paper is to examine the satisfaction level of the employees and helps organizations to know about the elements that influence job satisfaction.

Based on a review of the literature within the field of job satisfaction and organizational commitment this paper proposes a generic model for measuring employee perceptions. The model consists of seven latent constructs operationalised through 29 manifest indicators. This model is subsequently tested on data from a questionnaire survey to which approximately 9,600 employees from the Nordic countries responded. The statistical technique applied for this analysis is partial least squares (PLS), which is well suited for structural equation modelling when the focus is on prediction. The results support the structure of the suggested generic model but reveals differences between the Nordic countries with regard to strength of the relationships as well as the average case value of the seven latent constructs.

Optimal public service activities that will be carried out by local government organizations such as sub-districts require qualified state civil servants. This study aims to analyze the effect of employee empowerment and organizational learning on employee performance. The population of this research is employees in Central Semarang District as many as 158 people, the number of samples is 123 people who are selected by using proportional random sampling. The analysis technique used is multiple linear regression with SPSS Version 22. The results show that employee empowerment and organizational learning have a significant effect on employee performance.

This article offers an in-depth study of self-regulation of a bank's employee volunteers as a modality of organizational control from the late 1970s onwards. It also seeks to discuss the affinity between these methodical and intentional organizational practices and other parallel formative events in the sphere of the bank's industrial relationships. The paper is based on a case study in a privately-owned Israeli bank, from its establishment in 1935 until the late 1970s. Research data was collected using semi-structured interviews and archive material, including dozens of bank bulletins published from 1964 onwards. The article follows the transformation in the self of the bank's employee, from a passive object of generous workplace health, education, and financial aid welfare programs – established together with the bank itself – to an autonomous and competitive individual who, from the late 1970s onwards, was required to initiate, plan, and participate in community volunteering, to advance bank sales. The article also demonstrates that organizational control of the employee's self-intensified parallel to greater political status and importance of employee representation during the 1970s. The study challenges positivistic managerial literature that avoids discussing social repercussions of managerial practices of self-construction for volunteering employees. Furthermore, the study raises questions for further research about the nature of the link between corporate volunteering and issues concerning labor relations, such as acceptance or resistance by employees and their representatives of managerial control of self