High rates in turnover of skilled employees can turn to be a very significant concern in organizations world-wide. Turnover affects productivity, product or service quality and of course profitability. As Human Resources (HR) activities can be considered as a primary source of sustainable competitive advantage in organisations, it would also play a major role in employees’ intention to stay or to leave. This paper examines the influence of different human resource practices on employees’ job satisfaction and organizational commitment and eventually on job turnover with a focus on the governmental sector in the State of Qatar. In order to develop such investigation, a model was suggested and an online questionnaire was developed and distributed. Hypotheses were tested on a sample of more than 250 highly ranked employees in Qatar. Statistical correlations were conducted to examine the relationships among variables under investigation. The results show that positive relationships were observed between the HR practices under investigation and job satisfaction and organizational commitment which indicate intention to stay.

In facing business competition in the manufacturing industry, it continues to adapt. Demands start from employees who are expected to continue to grow and leaders who are also changing. This is aimed at staying in business and also retaining the best employees by planning some changes in how to train and assign employees electronically as well as changing leadership styles to adapt to today's digital era. This study aims to determine the influence of E-learning, e-task and leadership style in the manufacturing industry in Indonesia. The data collection method in this study uses a questionnaire with 130 respondents. in this study using four variables, namely thirteen dimensions and twenty-six indicators. The analytical method used is descriptive analysis, and the test instrument uses SEM AMOS. The results showed that e-learning organization and e-task as well as leadership style had a significant and significant effect on Employee Engagement. the most factor great influence is the leadership style; This means that employees expect to get a new style in accordance with this digital era since there has been a change in the concept of employee engagement, where employees will feel they do not have a sense of engagement with the company if the attitude of the leader who is not sensitive to all aspects of changes in the effects of the digital era is caused by changes in employee behavior in this era where information is very easy to obtain for employees to know the conditions anywhere else that offers an advantage. compared to where they work now.

This paper presents a study to find the effects of human resource management on empowering employees in banking industry. The proposed study designs a questionnaire and distributes it among 243 randomly selected employees of the first Iranian private banks called Saman. There are four hypotheses in this survey. The first hypothesis investigates whether employment type influences customer satisfaction or not. The second hypothesis of the survey studies whether training as well as empowering employees could increase organizational commitment or not. The third hypothesis of the survey investigates whether there is a positive relationship between creating motivation as well as job security and profitability. Finally, the last hypothesis of this survey tries to find out whether there is a positive and meaningful relationship between leadership style and supplier satisfaction. The implementation of some statistical tests confirms all four hypotheses of the survey.

Leadership style plays essential role on the success of organizations. The proposed study of this paper compares the efficiency of leadership study based on EFQM and Bass models in national land and housing organization of Iran. The proposed study of this paper designs a questionnaire and distributes it among all managers on this organization. The study covers all different levels of management including middle and top-level management. The results of the survey indicate that the average efficiency of EFQM model is located in 2.7276

Leadership is one of the most important components of management in any business unit. An organization with good leadership tends to have a better chance to survive in todays’ competitive environment. This paper considers the effects of leadership style on innovation in one of the biggest automakers in Iran named Iran Khodro. The proposed study of this paper designs a questionnaire and distributes it among a sample of 278 regular employees and 61 middle level managers of this firm. The results of the survey indicate that there is a meaningful difference between leadership style and standard leadership style among middle level managers when the level of significance is five percent. In addition, there is a meaningful difference between innovation and its components with standards among regular employees. Finally, leadership has positive and meaningful impact on employees’ innovation.

During the past few years, there have been tremendous efforts on leadership style and various aspects of different leadership style. Some firms can achieve effective business performance by developing strong organizational culture and effective leadership while many studies indicate that firms can achieve effective business performance by developing strong organizational culture and effective leadership. This paper reviews recent advances on leadership style and various aspects of organizational cultures completed during the past few years. The paper concentrates on recently published articles appeared in the world.

The present study aims at investigating the relationship between the moral leadership style of mangers and organizational confidence of Shahre-Kord high school teachers. The population includes 590 teachers of district 1 , 2 in Shahre-Kord and 230 teachers are selected for the study sample. The model is based on the effect of moral leadership parameters on organizational confidence factors. The instruments used in this study is a moral leadership questionnaire based on the theory of North house comprising 30 questions for five parameters as well as an organizational confidence standard questionnaire based on Gidnez’s theory, which comprises 30 questions and five parameters . The content and face validity of the questionnaires are established through professors’ opinions. The reliability of the study was 82%, which was calculated through Cronbach Alfa formula. The findings show that the impact of moral leadership along with its parameters on the organizational confidence and its parameters are significant.

Leadership style plays an essential role on personality trait in educational systems. In this paper, we present a study among 180 school principals in city of Khomeinishahr, located in province of Esfahan, Iran. The study selects a sample of 123 principals and examines ten hypotheses including the effects of personality trait neuroticism, extroversion, resilience, participative, conscientiousness on leadership style. The study examined the effects of two groups of leadership, namely transactional leadership and Laissez-fair leadership styles on five personality traits. The results have shown that there were some meaningful relationship between transactional leadership and personality trait extraversion, resilience, participative and consciousness but there was not meaningful relationship between transactional leadership and personality trait neuroticism. In addition, while there were meaningful and positive relationship between Laissez-fair leadership style and personality trait extraversion as well as being resilience, our survey did not find any meaningful relationship between Laissez-fair leadership style and personality trait neuroticism, extraversion and being consciousness.

Leadership style plays an important role on job satisfaction in educational systems. In this paper, we present a study among 180 school principals in city of Khomeinishahr, located in province of Esfahan, Iran. The study selects a sample of 123 principals and examines ten hypotheses including the effects of personality trait neuroticism, extroversion, resilience, participative, conscientiousness on job satisfaction. The study also investigates the impacts of transformational leadership style, transactional leadership style and Laissez – fair leadership style on job satisfaction. Finally, the study considers the relationship between personality trait neuroticism and transformational leadership style as well as personality trait extraversion and transformational leadership style. The study uses Pearson correlation test and verify that nine out of ten hypotheses have been confirmed and the relationship between Laissez – fair leadership style and job satisfaction is not confirmed.