国际经济与管理科学杂志

Internet users need methods to ascertain web browser performance in a simple manner. The objective of this study was to construct a practical approach based on fuzzy analytical hierarchy process for selecting the best web browsers. In this paper five alternatives and five criteria are considered. These alternatives and criteria, synthesize from experts? knowledge and judgments. Fuzzy AHP has chosen to calculate the relative weights of selecting methods in order to reduce vagueness and ambiguity of information and ranking. It shows that the proposed fuzzy AHP model for selecting the web browsers can be a useful and effective assessment tool.

Academic staff in Ugandan universities face a number of challenges that affect their career growth. Some of the challenges that affect their career growth include their individual ethical orientations and the culture of their universities. This study attempts to examine the relationship between individual ethical orientations, organizational culture and career growth of academic staff in Ugandan universities. Career growth is a very important area reason being universities have to ensure continuous learning takes place so as to match the changes in the market place. The research was based on academic staff in universities in Uganda. A Sample of 300 was taken composed of academic staff in these institutions. A survey questionnaire was used which was adopted from those used by previous scholars and was modified to suit the local setting. A response rate of 73% was achieved. The study established that individual ethical orientation explained 27 % of the variation in career growth of academic staff and organizational culture was introduced, both individual ethical orientation and organizational culture explained 43% of the variation in career growth of academic staff. The results show that organizational culture affects their career growth more than their individual ethical orientations. According to the results, when organizational culture was introduced the beta coeffients for individual ethical orientation dropped from 0.32 to 0.24. These results raise implications to the managers in these Universities. This is the first study to document the effect of individual ethical orientations and organizational culture on career growth of academic staff in Universities in Uganda. Universities in Uganda have failed to adopt the lifespan theory and also make the culture in the universities fit the interests of academic staff. A number of academic staff have resigned and many are yet to resign due to the poor culture in the universities which does not match or fit the self interests of academic staff. Academic staff in the universities put more emphasis on accumulating wealth rather than focusing on career growth. This has made academic staff in the institutions lose or put less emphasis on career growth. Despite the increasing resignations of academic staff in these Universities, the staff concerned with the administrative issues in the universities have neglected the issues of individual ethical orientations and organizational culture which have really stagnated career growth among the academic staff. The results show a correlation among the variables.

Career growth of academic staff in Uganda is influenced by a number of factors. Some of these factors include ethical sensitivity and academic dishonesty of academic staff. This study attempts to examine the relationship between ethical sensitivity, academic dishonesty and career growth of academic staff in Ugandan institutions of higher learning. Career growth is important because academic staff have to keep on learning in order to meet the demands for the market. The research was based on academic staff in institutions of higher learning in Uganda. A Sample of 300 was taken composed of academic staff in these institutions. Both private and public institutions were considered and priority was given to all the institutions of higher learning in all the regions that are the west, east, central, north and south. A survey questionnaire was used which was adopted from those used by previous scholars and was modified to suit the local setting. A response rate of 73% was achieved. The study established that ethical sensitivity and academic dishonesty explained 65 % of the variation in career growth of academic staff .The results show that ethical sensitivity affects their career growth more than academic dishonesty. According to the results, when academic dishonesty was introduced the beta coeffients for ethical sensitivity dropped from 0.48 to 0.44. These results raise implications to the managers in these institutions of higher learning. This is the first study to document the effect of ethical sensitivity and academic dishonesty on career growth of academic staff in institutions of higher learning in Uganda. Some the academic staff in these institutions have failed to potray good ethical behavior in their profession which has resulted into their dismissal from these institutions. Though some have been dismissed, this has been done on discretional basis because others have been left to stay in these institutions despite the unethical conduct they posses. Institutions have not communicated the ethical code of conduct for the profession and this has left the ball in the hands of the academic analyse the ethical issue and take a position whether ethical or not. Other academic staff have found it hard to analyze the ethical situation due to lack of enough information as regards the ethics of their profession. Academic staff in the institutions put more emphasis on accumulating wealth rather than focusing on career growth. This has made academic staff in the institutions lose or put less emphasis on career growth. Despite the increasing dismissals of academic staff and the increased resistances by academic staff to embark on career growth,, the staff concerned with the administrative issues in the institutions have put no focus on the issues of ethical sensitivity and academic dishonesty which have really acted as a stumbling block for career growth among the academic staff. The results show a correlation among the variables.

The social-order argument for compulsory income redistribution claims that redistribution is necessary in order to mitigate social conflict generated by excessive income disparity. This argument may have some validity in underdeveloped nations, but its accuracy is dubious for modern, market-based democracies with a rule of law. Indeed, strong reasoning and evidence is developed in this paper to show that, by the most appropriate measure, income redistribution in late 20th century America generated more, not less, social conflict and disorder.

The purpose of this paper is to demonstrate the impact of Islamic work ethic (IWE) on innovation capability (IC) and sharing knowledge (SK) playing moderate role between their relationships in the Public sectors? organizations in Pakistan. The valid and reliable scales were used for measuring the IWE, IC and SK. 150 questionnaires were distributed among the officers of grade 17, grade 18, grade19 and grad 20 in different public sectors? organizations and 102 officers responded among them. The results (Adjusted R square = 0.48) founded that there was significantly positive relationship between Islamic work ethics on innovation capability and when sharing knowledge enter as moderator between their relationships the result (Adjusted R square = 0.57) was also positively significant on Innovation capability and this results (R square change 0.09) shown that knowledge sharing was played moderate role, hence all the hypothesizes of this study were significantly confirmed at p value (p < 0.001). While the study was limited to the Pakistani public sectors? organizations and sample size is too short, it has considerable implications for the development of a bright workforce in other cultures and multinational organizations. An interpreting of the commitment of the manpower to the IWE and it?s on innovativeness by sharing knowledge as well as helps HR managers in designing the intervention, and implementation of this intervention to bring changes in public sector organizations for development of the employees and organizational effectiveness. In the results there is very strong necessary for the public sectors? organizations in Pakistan as well as other non-western countries that examine the link of IWE and innovation capability by creating flexible environment among employees to share their innovative knowledge with the bosses, colleagues and subordinates. This paper emphasizes on IWE to improve the innovation capability by creating knowledge sharing environment among employees in public sector organizations.

This study investigates the comparative value relevance of historical cost accounting and inflation adjusted accounting information in Nigeria. Historical cost financial statements of a sample of companies obtained from the Nigerian Stock Exchange were restated using the Parker 1977 approach and instrumental variable equations were constructed to adjust the independent variable for measurement errors. Regression analysis has been used to measure the joint effect of the earning numbers on security prices. Our results show that historical cost information has the potency of distorting, though not significantly, the accounting information provided to decision makers. Our findings also show that historical cost information is more value relevant than inflation adjusted accounting information. However, the value superiority was not found to be statistically significant. Furthermore, our findings show that the information content of inflation adjusted data beyond those of historical cost have statistically significant incremental explanatory power over and above those of historical cost. Consequently, it is recommended that policy makers in Nigeria should encourage firms to provide inflation adjusted information to compliment, rather than replace, the conventional historical cost financial information provided in annual reports.

Total quality management is a business approach aiming at providing quality products to achieve customer satisfaction. The paper is literature review based. The survey of the researches has helped in the development of proposed framework. It shares past practices and approaches to help managers and academicians to understand and implement TQM practices for profit maximization.