Entrepreneurship & Organization Management

This paper aims to assess the Public Sector involvement and management support in tertiary institutions of Africa. The paper discusses how poverty has a negative impact on those students who would want to further their education and are not able to do so; as a result of their parents being trapped in poverty. Some governments of Africa have their ways of reaching out to such needy students. The government decided to provide courses such as educational diploma or degree which become entry requirements for any teacher. In Namibia, a course in education at tertiary level is freely offered by the university. This government commitment is ensuring that all students who have enrolled for these two courses or disciplines have access to tertiary education on the financial ticket of government and that once they complete they will be offered educational appointments as teachers. As years progress, this government financial support would be trimmed if the private sector is not involved. It is discovered that some students have completed their tertiary diplomas and degrees qualifications, but have to this end not been able to secure the job in the market.

Having committed employees is beneficent and sometimes essential for an organization. The current study investigates the mediating role of the job satisfaction in the relationship between authentic leadership and the organizational commitment. The participants of this study were 300 job holders working in different industries in Lahore, Pakistan. The Hayes’s Process showed full mediation. In this study, factor analysis (EFA/CFA) was conducted and different dimensions of all variables were witnessed, 3 new dimensions of organizational commitment and authentic leadership and job satisfaction become unidimensional by deleting a few items. The results of the factor analysis study also support the proposed hypotheses of the study. Moreover, the job satisfaction is better predictor of organizational commitment. When the leaders are authentic and well behaved with their employees, they become more satisfied and want to stay with the organization in future.

Objective: To know the contributions of the entrepreneurial learning developed by master and undergraduate nursing students, with a view to insertion into the autonomous job market.
Method: This is a qualitative and descriptive study carried out in the period between March and November of 2017, from the insertion of five master degree nursing students and 39 undergraduate nursing students in an activity related to the idealization of a nursing company, which were linked to the disciplines of “Innovative Technologies and Entrepreneurship in Nursing and Health” and “Organization and management in health and nursing”, respectively.
Results: From the data coded by the content analysis, three categories emerged: Entrepreneurial learning environment-a creativity enhancer; Theoretical-practical artifice to transcend traditional practices; and empowering strategy of new possibilities of insertion into the job market.
Conclusion: It is concluded that entrepreneurial learning, capable of stimulating the protagonism and creativity of the student, constitutes a possibility for production and technological development in the nursing area, as well as apropulsive strategy for new spaces for professional performance.

The general aspect of entrepreneurship and its theory has gradually evolved in the past two centuries. Nonetheless, in the long transformation mainly during which a given society change from the presence of tribalism to the selfsustained economic prosperity, the closely shaped political, the social and economic based strands of the social fabric that changed their various patterns and also their relationships. In addition, the aspect of entrepreneurship within the plural and the social-oriented stratified communities like India is harder and also intriguing. Nonetheless, the impetus of this paper is to focus on the process of presenting brief concepts and philosophies of different authorities on the crucial and dynamic aspect of entrepreneurship. Entrepreneurship does play a vital role in the creation of an Avenue for the process of employability for rural-based societies, offering chances for people who are willing to venture into business and consequently it does improve the rural sector. The entrepreneurs who are in rural settings have changed their avenues into trading zones hence enabling them to become urban settings.

Organizational performance requires significant investment in employee learning. While studies on employee learning have been on the ascendancy within the domain of human resources management and development theory, there is a relative paucity of research on how employers measure the impact of employee learning programmes in Ghana. Using data from two organizations in Ghana, this paper considers the constraints and enablers that organizations face and suggests a framework to measure the impact of employee learning programmes. The findings conclude that three key factors are required in order to assess the impact of employee learning programmes within organizations namely organizational culture, theory of change and support systems.

It is believes that small scale mining entrepreneurs are pushed into entrepreneurship by poverty, culture and their values. However, argue that small scale mining entrepreneurs are pulled into entrepreneurship because of their need to diversify and to generate income. This article gives a critical review of the research that was done to explore whether small-scale mining entrepreneurs are affected more by push factors or by pull factors or whether both play a strong role. This comprised a literature review. In this paper, we highlight the findings of the systematic literature review on the push and pull elements of entrepreneurship in South Africa. It is not clear as to whether push factors or pull factors predominate or whether these key factors influence entrepreneurs equally. What emerged is that people are driven by different motives. These motives are influenced by factors such as age and gender.

The prerequisite to leave one’s job or organization is the intention to leave that can be referred as turnover intention. It is the thinking and planning of employees to leave their job and organization due to different reasons. Since turnover intention is not explicit; it is difficult to determine the factors these lead to leave one’s job and organization. So this conceptual paper tried to summarize different factors affecting turnover intention of employees which are identified by different scholars and researchers. The researcher reviewed varies empirical works focused on the relationship between job satisfaction, job stress, organizational culture, organizational commitment, salary, organizational justice, promotional opportunity, demographic variables, leadership styles, and Organizational Climate.