Global journal of Business and Integral Security 2023-05-15T06:02:03-07:00 GBIS Journal Open Journal Systems <p><img src="" alt="" width="200" height="283" /></p> <h2>About the Journal</h2> <p>Global Journal of Business and Integral Security - GBIS (ISSN 2673-9690 Online) is an international, double-blind peer-reviewed, open-access journal published by the Swiss School of Business and Management (SSBM Geneva) and the University of Applied Sciences in Security and Safety.</p> <p>GBIS aims to provide a valuable outlet for research and scholarship on management-orientated themes and topics. It publishes articles of of multi-disciplinary and interdisciplinary nature as well as empirical research from traditional and managerial functions. With contributions from around the globe, the journal includes articles across the full range of business, management and integral security disciplines.</p> <p>The journal covers topics in the areas of business, management, finance, corporate governance, corporate security, health security, environmental safety, human resource management, marketing, organizational behavior, organization theory, strategy, technology management, and related areas. </p> <p><strong>Aims</strong></p> <p>The aim of GBIS is to provide a platform where academics and practitioners can present their research in the fields of business, management and integral security. The journal will provide new methods and methodologies for analysis, integration and implementation of business, management and integral security.</p> <h4>Focus and Scope</h4> <p>The journal aims to provide an outlet for research and scholarship on management-related themes and topics. With contributions from around the globe, the journal includes empirical, conceptual and methodological articles across the full range of business and management disciplines, including:</p> <ul> <li>Accounting and Finance</li> <li>Business Economics</li> <li>Business Ethics</li> <li>Corporate Governance</li> <li>Environmental Health and Safety</li> <li>Entrepreneurship &amp; SME managemen</li> <li>General Management</li> <li>Human Resource Management</li> <li>Integral and corporate security </li> <li>Knowledge Management</li> <li>Management Development</li> <li>Marketing</li> <li>Operations Management</li> <li>Organization Theory</li> <li>Organizational Behaviour</li> <li>Public Sector Management</li> <li>R&amp;D Management</li> <li>Research Methods</li> <li>Strategic Management</li> <li>Technology Management</li> </ul> <p>Other themes associated to the above or emerging topics will also be considered. </p> <p>All papers submitted to GBIS are submitted to double-blind peer review. </p> <p><strong>Indexed and Abstracted Information</strong></p> <ul> <li>Academic Journals Database</li> <li>COPAC</li> <li>Electronic Journals Library</li> <li>Elektronische Zeitschriftenbibliothek (EZB)</li> <li>Google Scholar</li> <li>JournalTOCs</li> <li>Ulrich's</li> <li>Universe Digital Library</li> <li>WorldCat</li> <li>ZBW-German National Library of Economics</li> </ul> DRAMATURGY AND THEATRE AS STRUCTURE INTERVENTIONS IN DRIVING ORGANISATIONAL CHANGE - A QUALITATIVE STUDY 2023-05-15T03:13:40-07:00 Anil Reynold D’Souza <p>The application of drama in a sociological context was influenced by Erving Goffman and Kenneth Burke through their development of understanding human engagement through social action. When change is not systemically driven at the level of individual values &amp; beliefs, there continues to be tension due to the gap caused by current behaviour in the workplace and what is ‘desired / preferred behaviour’. This tension, which is largely mitigated through external symbols and reward, creates a lack of authentic relationships and behaviours that people are compelled to demonstrate. Since these behaviours may not authentic, the effectiveness criteria requires external levers and authority to drive performance. Performance is thus, not a joyful process of authentic self-expression, thereby causing anxiety, stress and greater potential for conflict, confrontations, lower job satisfaction and attrition. The study emanates from the submission that change management interventions need to employ a greater focus on developing value congruence through a significant emotionally compelling device rather than a pure cognitive learning devices. The Theatre Arts are an art based dialogic intervention and can applied as a distinctive change inducing intervention that emphasizes on changing the nature of conversations that usually take place in an organization.</p> 2023-05-15T00:00:00-07:00 Copyright (c) 2023 Anil Reynold D’Souza HUMAN RESOURCE MANAGEMENT PRACTICES OF EMPLOYEE RETENTION IN RESEARCH UNIVERSITIES IN ISRAEL 2023-05-15T03:10:33-07:00 Amir Harpaz <p>Higher education systems, and universities among them, are experiencing high competition in recent years in retaining their employees. Universities are facing challenges from other competitive markets and the private sector. Failure to address and resolve retention issues can cause short- and long-term impacts on the organization’s performance. There is a lack of empirical data regarding Human Resource Management (HRM) strategies, perspectives, practices, and their effects on employee retention within universities in general and in Israel. This lack of data and understanding contributes to employee turnover. To date, no comprehensive, in-depth research has been conducted on the reasons for administrative staff turnover in universities in Israel.</p> 2023-05-15T00:00:00-07:00 Copyright (c) 2023 Amir Harpaz A STUDY OF REVENUE DIVERSIFICATION FOR ECONOMIC SUSTAINABILITY IN NON PROFIT ORGANISATIONS IN SINGAPORE 2023-05-15T03:06:06-07:00 Alan Wong <p>This qualitative study revisits the revenue diversification effect on NPOs and their sustainability. It looks into recent developments to focus if there have been new research and considerations explored by Profit organisations, has recent scholars offered new insights into what these success factors are, whether the quality of an NPO is determined by its ability to fundraise or is it a consideration of trans disciplinarian factors. We conducted a desktop survey of Singapore’s NPOs (Focus sector are NPOs for private education and aged care between 2016 to 2020) and applied the research methods and conducted a survey to understand if factors of managerial talent, quality of programs and missional focus supports NPOs who continue to do well. Participants in the surveys will allow us to understand if these traits which appeal to donors and policies to guide subvention from government ensures that resource allocation is done with a set of metrics to ensure better run NPOs continue to do good. Through this research, I am hoping to uncover findings that could point to clearer policy execution and NPO managerial leadership thinking that could guide develop better NPOs in Singapore.<br><br></p> 2023-05-15T00:00:00-07:00 Copyright (c) 2023 Alan Wong PREPARATION OF OCCUPATIONAL HEALTH AND SAFETY RISK ASSESSMENT IN THE REPUBLIC OF CROATIA 2023-03-19T07:04:50-07:00 Tomislav Katić Darko Palacic <p><em>According to national regulations, all employers in the Republic of Croatia are obliged, taking into account the jobs and their nature, to assess the risks to the life and health of workers and persons at work. The introduction of the paper will present and describe the legal requirements, as well as the main terms and definitions. In the continuation of the work, the concept of risk, risk management and knowledge of risk within the framework of Croatian legislation will be discussed. The process of preparation a risk assessment by an authorized legal entity will also be presented. Risk assessment is a process that determines the level of danger, harm and effort in terms of injury at work, occupational disease, work-related illness, and disturbances in the work process that could cause harmful consequences for the safety and health of workers. Given that national regulations determine the concrete method by which risks must be assessed, a critical review of the process of risk assessment in the Republic of Croatia is given. Based on the analysis carried out, the conclusion states the possibilities for improving the risk assessment of occupational safety in the Republic of Croatia and guidelines for further possible research.</em></p> 2023-04-28T00:00:00-07:00 Copyright (c) 2023 Darko Palacic, Tomislav Katić REGULATION AND SUPERVISION OF OCCUPATIONAL HEALTH AND SAFETY IN THE REPUBLIC OF CROATIA 2023-03-07T04:52:11-08:00 Marin Slijepčević Filip Kovačić Darko Palacic <p class="Basictext"><em><span lang="EN-GB">The aim of the paper is to present the existing system of regulation and supervision of occupational health and safety in the Republic of Croatia and to present opinions on possible improvements to that system. Occupational health and safety is an integral part of Croatian legislation and health protection of working people, which is reflected in numerous laws and ordinances. Regulating issues related to occupational safety means prescribing the rights, obligations and responsibilities of all entities participating in the implementation of measures aimed at preventing occupational risks and their harmful consequences. Understanding the theoretical settings is necessary for the implementation of a systematic analysis of the occupational health and safety management process model. Therefore, the paper presents the theoretical settings of occupational health and safety and the basic elements and key components of the regulation and supervision of occupational health and safety. At the same time, an opinion is presented on the challenges brought by the future of work and the need to adapt and improve the arrangement and supervision of occupational health and safety. Based on the analysis carried out, the conclusion states the possibilities for improving the field of regulation and supervision of occupational health and safety in the Republic of Croatia.</span></em></p> 2023-04-28T00:00:00-07:00 Copyright (c) 2023 Marin Slijepčević, Filip Kovačić, Darko Palacic THE RISING POPULARITY OF SPECIAL PURPOSE ACQUISITION COMPANIES: HIDDEN DANGERS, REGULATORY CHANGES, AND A LOOMING BUBBLE 2022-12-29T05:41:52-08:00 Patrick J. Saul <p>Special-purpose acquisition companies, or SPACs, have existed in various<br>structures for decades. SPACs, often referred to as blank-check companies, are an<br>unconventional investment to make a company public. Instead of the traditional IPO<br>route, the SPAC is a shell structure that raises capital by buying or merging with an<br>existing company in under two years. SPAC investments soared to new records during<br>the COVID-19 pandemic in 2020 and 2021. This research analyzes the hidden dangers<br>specific to retail investors and the actions regulators may take to protect the retail<br>investor given that SPACs are likely the next bubble to burst. The research uses<br>quantitative SPAC data on post-merger returns, SPAC index, deal size, and bookrunner<br>count. The research also consults two openly available surveys examining retail investor<br>knowledge of SPACs.<br>This research suggests that regulators and SPAC sponsors endorse more stringent<br>disclosure and reporting requirements around costs, fees, and sponsor incentives. This<br>research concludes by suggesting that if SPAC transactions come to a pause or return to<br>normal levels, there could be retail investors holding losses and, like all bubbles, the<br>SPAC bubble could burst.</p> 2022-12-29T00:00:00-08:00 Copyright (c) 2022 Patrick J. Saul SMART SERVANT LEADERSHIP IN PROJECT MANAGEMENT 2022-12-21T05:41:58-08:00 Aaron Nyanama <p>In the modern era and competitive marketing world, Project Management and Leadership<br>play a vital role in the organization's development of quality processes, products, and<br>services. Leadership in project management is a key role in project success. So much<br>literature is available on different leadership styles at different management levels. Project<br>management is middle-level management in an organization and servant leadership is more<br>suitable for project management. But no sufficient literature review is available on the<br>combination of Project Management and Servant Leadership. This research paper aims to<br>describe new leadership skills with Smartness for further extension of servant leadership in<br>project managers adopting more quality skills such as SMART – Strategic, Mentor,<br>Appreciative, Risk-control, and Teamwork. This research paper explores the concept of<br>SMART servant leadership in project management. How is this leadership style unique and<br>works for personnel, operational and organizational growth? And why SMART Servant<br>leadership is more suited to project management.<br><br></p> 2022-12-21T00:00:00-08:00 Copyright (c) 2022 Aaron Nyanama CORPORATE DATA GOVERNANCE, AN EVOLUTIONARY FRAMEWORK, AND ITS INFLUENCE ON FINANCIAL PERFORMANCE 2022-11-30T02:22:28-08:00 Tejasvi Chandrarkar Addagada <p>Data is considered one of the assets that organizations have to protect through a good corporate<br>governance framework. Organizations must ensure that procedures and practices are in place to<br>assess, direct, monitor, and protect data and related infrastructure, for the value data provides to a<br>corporation and thereby its stakeholders. The objective of a good data governance framework has to<br>be in line with the corporate governance objectives of maintaining and strengthening its contribution<br>to market integrity and the firm’s economic performance. Moreover, data governance influences firms'<br>performance by influencing the quality of data used for financial reporting and corporate takeover<br>markets as internal governance mechanisms.</p> 2023-04-28T00:00:00-07:00 Copyright (c) 2023 Tejasvi Chandrarkar Addagada AN EXPLORATORY STUDY OF REMOTE OFFSHORE EMPLOYEE’S ENGAGEMENT: A STUDY ON NORTH SEA OFFSHORE REMOTE WORKFORCE 2022-11-30T01:05:50-08:00 Manjusree Beena <p>Popularly known as Oil capital of Europe, the Oil and Gas industry in the UK North Sea is an integral part of UK’s economic system contributing 49% of total offshore employment. Oil and Gas UK (OGUK) reports that economic downturn in the recent years and pandemic impacted the industry contributing to low employee – employer relationship, low engagement, and high turnover rate. Given the difficulties experienced within offshore industry, the research aims to explore the management and experience of employee engagement amongst offshore remote workforce in the North Sea offshore Oil and Gas industry.<br>This is an exploratory study and to accomplish the research aim and objectives, both qualitative and quantitative approaches using interviews and questionnaire survey are used. Due to the diverse nature behind employee engagement, this research adopted a sequential mixed methods to examine employee engagement. The interview findings are used along with literature evidence to develop quantitative research. 7 interview participants and 70 questionnaire participants comprising<br>Page 3 of 342<br>offshore remote workforce of different level positions from various Oil and Gas companies in the Northeast of Scotland have participated in the research study. Additionally, 3 interviews with senior leaders were also conducted. The questionnaire and interview participants were accessed via social media.<br>The collected qualitative data were summarized to key points and key themes and patterns were explored. The interview data were analyzed using Braun and Clarke’s thematic analysis. The quantitative data were gathered through the questionnaire analysis.<br>This research produced a number of key findings: (a) internal and external factors including organizational factors affect engagement drivers (b) the alignment between an employee’s values, their organization’s values and culture plays an important role in employee engagement (c) communication and keeping the employees informed of any organizational change plays a vital role in keeping employees engaged (d) to reduce attrition rates and retain passionate employees, effective management strategies should be executed into organizations.<br>The main conclusion drawn from this research was that the current approaches used to drive employee engagement in the Oil and Gas industry should be revised. Greater efforts must be made to foster a trusting and quality relationship between employees and the organization.<br>Key findings and recommendations from the research will contribute to the enhancement of employee engagement among offshore remote workforce.</p> 2022-11-30T00:00:00-08:00 Copyright (c) 2022 Manjusree Beena MODEL OF TRANSFORMATION TO GREEN HYDROGEN ECONOMY IN EMERGING COUNTRIES 2022-11-24T01:06:49-08:00 Barunava Banerjee <p>1.1 Introduction<br>Green hydrogen holds significant promise in meeting our planet’s energy demands. This research paper searches for avenues and will offer a model of making the green –hydrogen transformation in the emerging countries of Asia, Europe and Africa, economically viable, less costly, environment friendly and lead to a contributor to a more sustainable economy.<br>1.2 Objective<br>1.2.1 This research paper will offer a model of making the green –hydrogen transformation in the emerging countries of Asia, Europe and Africa, less costly and environment friendly.<br>1.2.2 This research paper will also explore and suggest necessary steps to be taken so that green hydrogen contributes to 25% of the total world economy by 2035.<br>1.3 Methodology<br>1.3.1 Critical analysis of the literature review papers on the subject was undertaken, to draw conclusions on what more needs to be done to achieve a Green Hydrogen Economy of about 25% of the world economy by 2035, in the emerging countries.<br>1.3.2 Based on the feedback on the questionnaire, a statistical model has been projected to suggest the requirements based on the following five parameters: Cost of production, Expenditure / Investments, Innovation on tech expansion, Time and Stakeholders (private, public) participation<br>viii<br>1.4 Conclusions and Results<br>1.4.1 The responses from 75 persons on the questionnaire, supports our findings from our research model and our conviction that a “Green Hydrogen Economy is possible by 2035” is confirmed. The cost reduction to about USD 2 per Kg by 2035, predicted by our model is also supported by the survey.<br>1.4.2 For emerging nations of Asia, Africa &amp; Europe to have a 25% contribution from green hydrogen of their total energy requirements, they would spend about USD 500-600 billion on green hydrogen and other renewable energies during 2030-2040. Support from developed countries in this matter is also a must.<br>1.4.3 The survey also supports that a larger public-private participation is required in all the emerging nations, to contribute to enhanced production of electrolyzers and for funding of a larger infrastructure to enable green hydrogen production , storage and transportation</p> 2022-11-24T00:00:00-08:00 Copyright (c) 2022 Barunava Banerjee