Climate change has become one of the main challenges facing humanity. Over the past decade, this phenomenon, which may have been caused by natural variability and/or human activity, has attracted many scholars from different scientific disciplines to warn of its potential consequences. The author of this paper has decided to address the existence of this important phenomenon in organizational literature. However, upon exploring different academic databases, the rarity of research focusing on climate change and its relationship and/or effect on HR or organizational aspects became obvious. Accordingly, the author recommends other HR and organizational scholars devote considerable space to this phenomenon in their field.
Climate change has become one of the main challenges facing humanity. Over the past decade, this phenomenon, which may have been caused by natural variability and/or human activity, has attracted many scholars from different scientific disciplines to warn of its potential consequences.
The author of this paper has decided to address the existence of this important phenomenon in organizational literature. However, upon exploring different academic databases, the rarity of research focusing on climate change and its relationship and/or effect on HR or organizational aspects became obvious. Accordingly, the author recommends other HR and organizational scholars devote considerable space to this phenomenon in their field.
As a result of the attention paid to the concept of ethics over the past decade, responsible leadership has come to be a focus of research interest for management scholars. The concept entails the degree of stakeholder engagement besides the sense of societal obligation organizations have to fulfill. The growing concept also assumes that focusing only on maximizing shareholder profit is no longer acceptable in the global business and economic sphere. That is why the concept has found a place in management literature as mentioned. Over the past four decades, organizational commitment has come to be considered a buzzword in both management and organization studies. The concept was developed in 1960 to assess employee emotional attachment to their workplace, and currently its scope has been extended to include all employee-employer relationships. The importance of the concept stems from its strong correlation with many wanted and unwanted workplace behaviors like absenteeism, turnover, performance levels, citizenship behaviors and justice as proved by many quantitative studies. This study focused on Kasr El Eini hospital (Egypt) and identified the effect of responsible leadership on physicians’ affective, continuance and normative commitment through mediating the role of an inclusive diversity climate by conducting a quantitative study. Upon collecting 140 questionnaire forms and using chi-square analysis followed by multiple regressions, it appears that responsible leadership has a positive association with an inclusive diversity climate, an inclusive diversity climate has a positive association with physicians’ organizational commitment and finally, responsible leadership affects physicians’ organizational commitment through mediating the role of an inclusive diversity climate.
As a result of globalization and interactions of people with various identities, cultural diversity has become a noticeable norm in today’s business life. Accordingly, managing such cultural diversity requires a dependence on a much more tolerant culture in which employees seek to attain both career and organizational objectives without being hurdled by irrelevant factors of religion, race, ethnicity and so on. During the last two decades, organizational cynicism has found a place in academic management literature. It has a vital role in interpreting many organizational unwanted behaviors such as: absenteeism, day dreaming and the state of being careless when doing work. This study investigates the association between cultural diversity challenges and organizational cynicism dimensions by conducting a quantitative study of physicians in Kasr El Eini public hospital in Egypt. Upon using correlation and regression analysis for the collected data, it appears that not all cultural diversity challenges have a negative impact on organizational cynicism dimensions.
Objective: the present paper aims to explore the main motives behind Cairo bank’s attempts to raise its senior bankers’ level of organizational resilience.
Methodology: after gathering and investigating all relevant literature about organizational resilience, semi-structured interviews were conducted with 24 of the senior bankers who work at Cairo bank at 6 October city, Giza, Egypt. All interviews were conducted in the Arabic language.
Findings: the findings of this study show that senior bankers at Cairo bank, like many other Egyptian classes, struggle in a state of uncertainty and consider it the main motive behind their bank’s attempt to raise their resilience level. The pressure of stakeholders is, to a large extent, present, and there is a thought that fulfilling different societal obligations is a source for economic gains and accordingly, stakeholders’ pressure is a second motive behind raising employees’ organizational resilience. Furthermore, organizational culture adaptability and the tendency to responsively act in line with unpredicted events is a third motive. Finally, senior bankers’ loud voice in calling for continuous grants for education and training has come to be the fourth motive.
Value added: the paper is considered the first to qualitatively investigate organizational resilience in Egypt.
Recommendations: The researchers are of the view that the development of every departmental agenda for needed resilience is a priority for improving organizational capacity. Moreover, reformulating the bank’s values, operations and activities should also be considered to create a harmony between the external threats and the internal duties. Furthermore, there should be also an orientation to redefine the concept of “uncertainty” from time to time to include socio-political and socio-economic types of risk.
Cystic echinococcosis is an important cosmopolitan parasitic zoonosis that causes public health and economic problems in Egypt. The present study was undertaken to identify genotypes of hydatid cyst (HC) DNA isolated from different animal isolates and to identify the genotype of secondary hydatid cysts (HCs) developed in rabbits experimentally infected with camel HC for detection of any genetic mutation. In the present study, we extracted DNA from the germinal layers of 8 HCs collected from 3 camels, 1 cattle, 1 sheep and 3 donkeys in addition to 3 secondary HCs collected from rabbits experimentally infected with camel HC. PCR amplification of the ITS1 gene of all examined samples showed an amplified DNA band at 1115 bp. The partial nucleotide sequences of the ITS1 gene of all isolates were aligned and compared with the reference sequences of the genotypes G1–G8 in GenBank. The camel and rabbit samples were identified as Echinococcus canadensis genotype 6 (G6), while the cattle and sheep samples belonged to E. granulosus sensu stricto (G1). The donkey isolates belonged to E. equines (G4). Alignment of the ITS1 partial nucleotide sequences of the camel HCs and rabbit secondary HCs isolates with the G6 partial nucleotide sequence in GenBank was performed. Both camel HCs and rabbit secondary HCs isolates exhibited the same sequence identity matrix, which indicated the absence of mutation in the rabbit secondary HCs. It can be concluded that camel and rabbit samples were identified as E. canadensis (G6), the cattle and sheep samples belonged to E. granulosus sensu stricto (G1) and donkey isolates belonged to E. equines (G4). No mutation occurred during HCs transmission from camel to rabbit.