IMPACT : International Journal of Research in Business Management

9-20

Authors: GLORIA S. SANTOS

Baby boomers, Generation X and Generation Y are working together in today’s organizations. The study was undertaken to determine the specific characteristics and motivation of each generation, compare the Business Administration, major in Human Resources Management Development (BSBA-HRDM) Curriculum with the CHED Policy Standards in terms of its subject contents and to identify its responsiveness to the employment needs of its graduates. To do so, quantitative, descriptive and phenomenology research designs were used. Findings from the validated questionnaires revealed that only one from the 39 respondents was from the Baby Boomer generation, two of the three managers were from Generation X, nine from the 13 supervisors were Generation Y, and 17 from the 23 office staff were also Generation Y. The lone Baby Boomer and the Generation X were seen to be highly confident, however, in terms of goal orientation and technology enthusiasm, the Generation Y got a higher computed weighted mean than the X Generation but both groups have the same level of self-esteem at a WM of 4.333. Both X and Y agreed that benefits including salary, growth opportunities and work schedule highly motivated them, however, they differ in their secondary motivating factors, work atmosphere and autonomy for Generation X and responsibility and respect for the Generation Y. In conclusion, a few Baby Boomers were still employed, Generation X were managers while Generation Y were mostly supervisors and office staff but seek more responsibilities and aspire for respect. The BSBA-HRDM curriculum prepares graduates to handle diverse workforce. It is recommended that an in-depth studies on the management aspect of the three generations be made in the future.

27-40

Authors: ZIVANAYI FRANCIS NYANDORO, GABRIEL GANYANHEWE MASANGA, GERALD MUNYORO & PRUDENCE MUCHOPA

The study explores the factors that influence the retention of health workers in rural areas in Zimbabwe. Critical shortages of health workers in developing countries have been widely researched and a plethora of strategies proffered however the situation remains unabated in the face of evolving dynamic factors. A sample of thirty-four (34) health workers based in Makonde Rural District in Mashonaland West Province were interviewed using self-administered questionnaires. Data were analysed using descriptive statistics. The key study findings showed the main factors influencing the retention of health workers in rural areas as inter alia: poor salaries and incentives, inadequate, obsolete and often unavailable work-related infrastructure, medical supplies and drugs, inadequate career prospects, poor living conditions and lack of basic recreational amenities. The key recommendations are that to attract and retain health workers in rural areas the government and key stakeholders should continuously review and improve salaries and incentives, career developmental opportunities and socio-economic needs of health workers.

51-66

Authors: IKPOR ISAAC MONDAY & AGHA NANCY

The main objective of this study is to analyze the determinants of voluntary disclosure quality among listed firms in emerging economy. Unweighted voluntary disclosure quality index was used as the dependent variable, while firm disclosure quality determinants such as size, profitability, Board Composition and Gearing constitute the independent variables. Ex-post facto research method was employed as the research design. Data was sourced from 793 corporate annual reports of firms listed in the Nigeria stock exchange between 2000 to 2014.Two models; one based on the combined sample and the other on the non-financial companies only were developed. Generalized Method of Moment (GMM) regression techniques is used to test the statistical significance of the hypotheses of the study. Using the reduced model and full model, the results indicate that firm size and Board Composition has significant and positive relationship with voluntary disclosure quality. On the other hand, profitability and gearing were found to be significant and negatively related to the voluntary disclosure quality of listed firms in Nigeria. The implication of these findings is that large firm discloses more extensive information than do small firms. Moreover, highly profitable firms in Nigeria tend to disclose less information to avoid political attention in the form of pressure for the exercise of social responsibility and greater regulations such as price control and higher corporate taxes. Moreover, high number of non-executive independent directors on the board promotes extensive disclosure than do firms with less number of non-executive independent directors and finally, firms with more debt in their capital structure tend to provide less information to gain access to the capital markets and to reassure investors of the possibility of continuous going concern by the firms.

75-82

Authors: HARIDAS P.K

In India, IT sector has developed valuable trademark equity for itself in the global markets and offers a variety of services, products and technologies. Information technology industry in India includes IT services and software industry, BPO (Business Process Outsourcing) and ITES (Information Technology Enabled Services). The aim of this study was to identify the key organizational factors contributing to the attrition of IT employees in Kerala. This study was based on both primary and secondary data. In this study, data from 381 IT employees were used. Regression analyses were used to examine the factors that affect the attrition of IT workers. The regression analysis shows that, the organizational factors such as Organizational Commitment, Work Environment and Work Place Stress are the significant factors affecting the attrition of IT industry.