The study aims to study the availability of the dimensions of organizational intelligence in the private insurance companies in the Syrian coast, and study the nature and strength of the relationship between the dimensions of organizational intellige
nce and performance. To achieve this, three hypotheses were formulated. The researcher used the questionnaire technique to collect the data analyzed using statistical tests, the most important of which were: the one-sample T. test, the Pearson Correlation test, and the simple regression test. The researcher found several results, the most important of which is: Organizational intelligence in the studied companies is well evaluated, there is a positive relationship between the dimensions of organizational intelligence and performance, and there is a statistically significant effect of organizational intelligence on performance in the companies under study.
The study aimed at determining the extent of the company's commitment to social responsibility according to the following areas: Social responsibility towards: community, environment, auditors, employees, shareholders, government, suppliers, competit
ors, The study was based on the Descriptive Methodology. The research society included all the employees of Joud Trading Company, which numbered (860) workers and workers. The sample size was determined by the statistical sample law. The sample size was 266 workers, (231) complete and valid for statistical analysis, with a response rate of (86.84%). The researcher used data processing SPSS.23, which is based on the following statistical methods: arithmetic average, standard deviation, relative importance, arithmetic mean. Test t) for one sample. One of the most important results of the study is that the company in question is committed to social responsibility according to the aforementioned fields and to a large extent.
This study aims to evaluate the training programs that happened in Al Bayader International company in its various branches, it also tries to understand the relationship between the training programs that submitted to employees and its reflection on their performance at work.
This study examined the role of transformational leadership in improving the morale of the employees, through a survey study on employees in Latakia banks. This study aimed to examine transformational leadership dimensions, Identify the level of mora
le employees in the studied banks, and the study of the relationship between transformational leadership and improve the level of morale among workers in the studied banks. The research sample (276) Single, has been relying on multiple factors driving scale (MLQ Form X5) for measuring transformational leadership, and the Standart (Linz et al, 2006) and (Khalidi, 2008) to measure morale, and reached stability alfa Cronbach questionnaire coefficient prepared a whole (96.6%), and based on descriptive statistics (averages and standard deviations),( t ) test for one sample, And testing of multiple linear regression, and the researcher concluded to the following results: _ The administrative leaders in the study of banks practicing transformational leadership. _ The level of morale is fairly high in the studied banks. _ There is a positive relationship significant differences between the practice of transformational leadership and the level of morale in the studied banks. _ There is a positive relationship significant differences between the idealize influence the level of morale in the studied banks. _ There is a positive relationship significant differences between the encouragement of creativity and the level of morale in the studied banks. _ There were significant positive correlation between moral motivation and inspirational level of morale in the studied banks. _ There is a positive relationship significant differences between individual attention and the level of morale in the studied banks.
This paper aims to evaluate internal marketing practices (the service culture, the
internal training and disseminate the marketing information to employees) in all brokerage
firms in Damascus. The research adopted quantitative approach and positivi
sm philosophy
besides deductive approach as scientific methodology for the research. The research
population included employees working in all brokerage firms, (95) questionnaires were
distributed to the workers in brokerage firms, (80) questionnaires were responded, the
response rate was (84.21%).
By using appropriate statistical methods, the study reached the following results:
1. There is service culture within brokerage firms working in Damascus.
2. There is no internal marketing within brokerage firms working in Damascus.
3. All brokerage firms in Damascus disseminated the marketing information to employees.
4.There were no statistically significant differences between the averages of
employees’ evaluation of internal training in brokerage firms according to the number of
experience years, while there were statistically significant differences between the
averages of employees’ evaluation of service culture and disseminate the marketing
information to employees in brokerage firms according to the number of experience years.
This research aims to examine the concept of Employees’ Performance Evaluation,
as it is an important strategy that helps managers take an objective decision about the
employee’s performance level. Also, it informs the extent of improvement that ha
s
occurred as related to the employees’ completion of tasks and their ability to bear highlevel
responsibilities and extra duties. Such appraisal will have a positive effect on
achieving the objectives of the hospital and increasing its performance efficiency. This
research studied the most important factors that affect performance efficiency in the public
hospitals of the Syrian Coast. To conduct this research, questionnaires and descriptive,
analytical, and statistical techniques were utilized to collect statistics. They were later
analyzed by the statistical program SPSS. The findings of this research showed weak
experience in evaluation methods and techniques. It was also surmised that no feedback
was given to the employees. Such feedback should be required as it orients the employees
with the level of their performance and makes the opportunity to improve possible. The
recommendations of this research suggest that evaluators should undergo sufficient
training in order to be oriented with evaluation concepts and techniques. Also, a suitable
feedback about performance should be made available to the employees.