<rdf:RDF xmlns:rdf="http://www.w3.org/1999/02/22-rdf-syntax-ns#" xmlns:dcterms="http://purl.org/dc/terms/">
<rdf:Description rdf:about="https://omeka.ibu.edu.ba/items/show/1741">
    <dcterms:title><![CDATA[The Relation between Self-Esteem in Decision Making,  Decision Making Styles and Problem Solving Skills]]></dcterms:title>
    <dcterms:abstract><![CDATA[The aim of this study is to examine whether a relationship between Self-  Esteem in Decision Making, Decision Making Styles and Problem Solving  Skills. The importance of this study stems from the fact that there are very  few studies in national and international literature regarding self-esteem,  decision making styles, and problem solving skills of employees working in  the tourism sector. In this respect, this study shall greatly contribute to the  literature. The working group of the study consists of 442 participants who  are working actively as tourist guides in the provinces of Antalya, Ankara,  Muğla and Antalya. Correlation analysis was applied to testing hypothesis.  Keywords: Professional Tourist Guide, Self-Esteem, Problem Solving,  Problem Solving Skills, Decision Making, Tourism Management.]]></dcterms:abstract>
    <dcterms:publisher><![CDATA[International Burch University]]></dcterms:publisher>
    <dcterms:date><![CDATA[2013-05-10]]></dcterms:date>
    <dcterms:extent><![CDATA[1686]]></dcterms:extent>
    <dcterms:identifier><![CDATA[ISSN 2303-4564     ]]></dcterms:identifier>
</rdf:Description><rdf:Description rdf:about="https://omeka.ibu.edu.ba/items/show/2947">
    <dcterms:title><![CDATA[The Relations among Individual and Organization by Method of the Myers-  Briggs Personality Indicator]]></dcterms:title>
    <dcterms:abstract><![CDATA[Personality type is a concept which, in the field of research of the  organizational culture, could be related to the Briggs &amp; Myers model of  personality development. Briggs and Myers were the authors of the world’s  most extensive database of the MBTI or the Myers-Briggs personality type  indicators. Today, the appliance of the MBTI model is supported by the  observation of typological code for 16 types of personalities, while  dichotomy of these four preferences results in 16 types of personality that  form the base of the Myers model and the MBTI indicator. Based on the  observation of a typological code for 16 personality types and by  permutation of dichotomies of these four preferences, 16 personality types  which form the base of the Myer’s model and the MBTI indicator were  defined. Nowadays, it is well-known, that dominance of personality types  among individuals, as well as among personality types of organizations,  could vary from culture to culture. On the basis of these researches it was  confirmed that specific quality of a culture and characteristics of the climate  in which the culture has been developing (specific beliefs, system of values  and patterns of behavior) determine the way in which the organizational  culture will develop and the directions which it will follow. They also define  the relations between an individual and an organization, among individuals,  especially in the sense of defining freedoms, rights and power relations.  The aim of this research is to investigate the possibility of appliance of the  MBTI personality indicators, to both, individuals and school organizations.  Using the results of this widespread and cross-culturally applied indicator, it  is possible to establish a unique profile of schools and individuals employed  there. It is also possible to establish characteristic strengths and weaknesses,  work environment, communication styles, management types, and by  recognizing a dominant profile, it is possible to influence the improvement  of the work quality of an individual and of the whole school organization.]]></dcterms:abstract>
    <dcterms:date><![CDATA[2010-06]]></dcterms:date>
    <dcterms:extent><![CDATA[704]]></dcterms:extent>
</rdf:Description><rdf:Description rdf:about="https://omeka.ibu.edu.ba/items/show/941">
    <dcterms:title><![CDATA[THE RELATIONSHIP AMONG EFL LEARNERS’ CREATIVITY, EMOTIONAL INTELLIGENCR, AND SELF-EFFICACY]]></dcterms:title>
    <dcterms:abstract><![CDATA[The thrust of the current study was to investigate the relationship among EFL learners&#039; creativity (CR), emotional intelligence (EI), and self-efficacy (SE). To this end, a group of 120 male and female learners, between the ages of 19 and 35 studying BA in English Translation and MA in Teaching English at Islamic Azad University, Central Tehran were selected using convenient sampling and were given three questionnaires: Bar-On’s EQ-I questionnaire by Bar-On (1997), the General Self-Efficacy Scale questionnaire (SGSES) by Sherer et al. (1982), and a questionnaire of creativity (CR) by O&#039;Neil, Abedi, and Spielberger (1992). Analysis of the results through Pearson Moment Correlation Coefficient showed that there was not a significant relationship between students’ CR and EI, and EI and SE. In addition, CR and SE were correlated significantly but negatively. Multiple regressions revealed that CR could significantly predict SE. Regarding the findings of the study, the obtained results may help EFL teachers, teacher trainers, materials developers, and educational policy makers to possess a broader perspective and heightened degree knowledge toward the TEFL practice and to take practical steps toward the attainments of the desired objectives of the profession.]]></dcterms:abstract>
    <dcterms:date><![CDATA[2014]]></dcterms:date>
    <dcterms:extent><![CDATA[3559]]></dcterms:extent>
</rdf:Description><rdf:Description rdf:about="https://omeka.ibu.edu.ba/items/show/479">
    <dcterms:title><![CDATA[The Relationship among Ethical Leadership and Organizational Citizenship Behavior: a study of private primary and high school teachers in Bosnia and Herzegovina]]></dcterms:title>
    <dcterms:abstract><![CDATA[As a recent modern concept, ethical leadership inspires researchers in many ways. Relations between ethical leadership and organizational citizenship behaviors, though a new field of study, is a big mine that requires some digging. The so-called extra-role or pro-social actions of employees is called the organizational citizenship behavior meaning that whatever extra job they do than what they are supposed to do is within Organizational Citizenship Behavior. Namely, how the school teacher’s perception of his/her superior’s ethical behavior influences the organizational citizenship behavior has evoked curiosity in the developing country context. This study tries to examine the effects of the ethical leadership on Organizational Citizenship Behavior of private primary and high school teachers in Bosnia and Herzegovina which is a developing and transitional country. Data collected from 80 teachers. The relationship among multiple variables is evaluated on the basis of factor analysis, reliability, descriptive statistics, correlations, and linear regression. The study showed a positive and strong influence of ethical leadership on teachers’ organizational citizenship behavior in private primary and high schools.     Keywords: Organizational citizenship behavior, ethical leadership, factor analysis, correlation, regression.]]></dcterms:abstract>
    <dcterms:publisher><![CDATA[International Burch University]]></dcterms:publisher>
    <dcterms:date><![CDATA[2015]]></dcterms:date>
    <dcterms:extent><![CDATA[3234]]></dcterms:extent>
</rdf:Description><rdf:Description rdf:about="https://omeka.ibu.edu.ba/items/show/239">
    <dcterms:title><![CDATA[THE RELATIONSHIP AMONG PERSONAL BACKGROUND, PERSONALITY  TRAITS, ENVIRONMENTAL FACTORS AND ENTREPRENEURIAL INTENTION OF  WOMEN IN NORTHERN MONTENEGRO]]></dcterms:title>
    <dcterms:abstract><![CDATA[Abstract: Entrepreneurs are imperative for the long-term economic growth of every  country. Researchers are trying to explain how important entrepreneurial intention is  by taking different factors in considerations. This paper will discuss three most important  groups of factors affecting entrepreneurial intention of unemployed women in the north  of Montenegro. Based on literature review, those factors are personal background,  personality traits and environmental groups of factors. In this study, focus will be on  four factors from each group which are perceived as most important according to  researchers. The study will provide new framework in this field. The main research focus  will be on women since majority of unemployed people in the north of the country is  women whose small proportion is entrepreneur.]]></dcterms:abstract>
    <dcterms:date><![CDATA[2016]]></dcterms:date>
    <dcterms:extent><![CDATA[3330]]></dcterms:extent>
</rdf:Description><rdf:Description rdf:about="https://omeka.ibu.edu.ba/items/show/237">
    <dcterms:title><![CDATA[The Relationship among Transformational Leadership, Gender and Performance in Finance Sector]]></dcterms:title>
    <dcterms:abstract><![CDATA[In today’s competitive business, the performance of employees has become vital in finance sector. Some studies have suggested that employees’ perceptions of the transformational leadership and gender in their organizations have relationship with organizational performance. Although a plenty of studies support this relationship in developed countries, there is scarce empirical evidence in developing countries. This study tries to examine the relationship among the transformational leadership, gender perceptions and performance in Bosnia and Herzegovina which is a developing and transitional country. Questionnaires were distributed to 150 employees in finance sector. The relationships among variables are evaluated by exploratory factor analysis, reliability test, descriptive statistics and correlations. The study demonstrated a positive and significant relationship between transformational leadership and task performance type of job performance of employees. It also found a positive gender job performance relationship among the employees working in public and private banks of BiH.     Keywords: Bosnia and Herzegovina, finance sector, gender, job performance, transformational leadership]]></dcterms:abstract>
    <dcterms:date><![CDATA[2016]]></dcterms:date>
    <dcterms:extent><![CDATA[3232]]></dcterms:extent>
</rdf:Description><rdf:Description rdf:about="https://omeka.ibu.edu.ba/items/show/1528">
    <dcterms:title><![CDATA[The Relationship between Affective Commitment (Ac) and  Organizational Citizenship Behavior (Ocb): A Study on  Public and Private Enterprises in Dinar District]]></dcterms:title>
    <dcterms:abstract><![CDATA[Meyer and Allen (1991) suggested a model of organizational commitment with  three dimensions: Affective commitment, continuance commitment and  normative commitment. The first one is related to willing to stay in  organizations. The employee wants to stay in his or her organization because  he or she loves his or her organization. Even if other organizations give better  job offers, they keep working in their organizations. So, this type of  organizational commitment is very important for organizations. Especially to  retain well-educated and hard-working human resources in organizations,  organizations must have employees that committed to their organizations by  affective.  Organizational citizenship behavior (OCB) can be defined as “the individual  behaviors not defined directly or clearly in formal reward system but  contribute to the organizational effectiveness”. Organ (1990) suggested a  model of organizational citizenship behavior with five dimensions:  Conscientiousness, altruism, civic virtue, sportsmanship, and courtesy.  The objective of this paper is to determine the relationship between affective  commitment (AC) and organizational citizenship behavior (OCB). The  importance of the study is great for especially enterprises operating in crisis.  Employees committed to their organizations by affective and acting OCB will  probably keep working in the same organization even if there is economic  crisis.  The area of the study is public and private enterprises in Dinar district of  Afyonkarahisar. The samples will be selected from the population by the  method of decisional sampling.  To determine the relationship between affective commitment and  organizational citizenship behavior, the analysis of regression and correlation  will be performed. The data will be entered into the Statistics Program of  Social Sciences and processed. Finally, the findings, conclusions and  recommendations will be presented. ]]></dcterms:abstract>
    <dcterms:publisher><![CDATA[International Burch University]]></dcterms:publisher>
    <dcterms:date><![CDATA[2013-05-10]]></dcterms:date>
    <dcterms:extent><![CDATA[1661]]></dcterms:extent>
    <dcterms:identifier><![CDATA[ISSN 978-9958-834-23-3     ]]></dcterms:identifier>
</rdf:Description><rdf:Description rdf:about="https://omeka.ibu.edu.ba/items/show/2360">
    <dcterms:title><![CDATA[The Relationship Between Career Planning And Culture: A Research On French And  Turkish Business Administration Students]]></dcterms:title>
    <dcterms:abstract><![CDATA[Career is a concept that explain the preferences of individuals throughout their life span. It is  considering from a professional angle, career is the set of attitudes and behaviors in relation to  work experiences and activities which are perceived by person during his or her life. Career  planning is the personal process of planning one&#039;s life work. Career planning is not a one-time  event, but rather is a process that depends on one’s values, beliefs and skills. It is a very  important step in career planning assessing skills, knowledge, values, constraints and  interests. Values and beliefs terms suggest that “culture”. Culture is explained that shared  values and beliefs in a group. It is a way of life of a group of people including the patterns of  thought, behaviors, customs, language, traditions. In this respect a question comes to the  mind: Is culture affect the one’s career planning and how valuable his/her work in his life?  In this study; cultural dimensions is used (power distance, masculinity/effeminacy,  uncertainty avoidance, long term/short term orientation) that served to distinguish one culture  from another with access to people working for the same organization in over 40 countries of  the world by Hofstede collecting data and analyzed his findings. Hofstede cultural dimensions  questionnaire asked French and Turkish Business Administration students in universities. To  determine personal career planning and importance of work in one’s total life Career Salience  questionnaire (Greenhaus, 1971) that is composed three dimensions- Relative Importance of  Work and Career Component, Planning and Thinking about Career Component, General  Attidutes toward Work Component- is asked same students also.  The study aims to determine whether a difference between cultures about making career plans  and positioning work in total life. Keywords: Career, Career planning, Career Salience, Culture, Cultural dimensions]]></dcterms:abstract>
    <dcterms:date><![CDATA[2012-05-31]]></dcterms:date>
    <dcterms:extent><![CDATA[1218]]></dcterms:extent>
</rdf:Description><rdf:Description rdf:about="https://omeka.ibu.edu.ba/items/show/2576">
    <dcterms:title><![CDATA[The Relationship between Cognitive Process and Fuzzy Logic in The Process Of Second Language Learning ]]></dcterms:title>
    <dcterms:abstract><![CDATA[Philosophy has been encountering the rules of language acquisition for long time due to the relationship between philosophy and language. Primary proof for this is link between object and subject and how the object is defined. Idealizing, defining and verbalizing are crucial aspects of philosophy and language acquisition as well. These aspects of philosophy have been shaped by Plato and Aristotle in the Antiquity. While Plato put the emphasis on nature regarding acquiring knowledge, Aristotle put it on nurture. Later on philosophy embarked on a linguistic orbit with Wittgenstein.  We had been come across the rules and bases of language acquisition by the early years of philosophy. The essential relationship between philosophy and language is logic and the symbolic acquisition. Logic has been known by everyone as the name of the &quot;truth&quot; of reasoning. Logic can tell us to evaluate the truth or falsity of any statement or group of statements .Aristotelian logic is mainly confined to the analysis of short statements and not to be extended one. Learning of conceptual contents of the surrounding world depends on language and vice versa. The essential point that   recognizing objects in surroundings and understanding the meaning of them for the human mind. Sign and symbols are important for working of human mind. Mostly cultural and religious symbols influenced the language and cognitive process. The perception signals, like teacher talking cognitive involves lots of different sub-process, like symbols and signs mean logic. But logic clarify that the black and white thing, true or false. In learning input, process and output are so important themes for cognitive and learning. So logic tells that this is true and that is false. What about the middle sides? Nowadays this question is being asked by the people. Like fuzzy logic this is black and this is white, what about the grey?    In this paper the relation between logic and language is studied. It analyzes logics are related with language and also second language acquisition. But we are learning not only like classical logic acquisition, but also like fuzzy logic process.  ]]></dcterms:abstract>
    <dcterms:date><![CDATA[2012-05]]></dcterms:date>
    <dcterms:extent><![CDATA[815]]></dcterms:extent>
</rdf:Description><rdf:Description rdf:about="https://omeka.ibu.edu.ba/items/show/1586">
    <dcterms:title><![CDATA[The Relationship between Corporate Governance and  Performance of Insurance Firms: Evidence from Turkey]]></dcterms:title>
    <dcterms:abstract><![CDATA[There are many studies in the field of corporate governance from all  around the world. In accordance with these studies, it is emphasized that it  cannot be mentioned about any single corporate governance model which  is valid for all countries. Thus, this study aims to research the relationship  between corporate governance and performance of insurance firms. Data  used in this study is derived from seven insurance firms listed on İstanbul  Stock Exchange (ISE) and it is limited to 2005-2011 periods. The effects of  corporate governance on performance of insurance firms are analyzed by  correlation and multiple regression analysis. In the study, Return on Asset  (ROA) and Return on Equity (ROE) are used as performance indicators of  insurance firms, namely the dependent variables. The variables such as  number of employees, size of assets, free float rate, size of board of  directors, number of independent members and CEO duality of insurance  firms are used as corporate governance indicators, namely the  independent variables. According to the hypotheses developed, the  relationships between corporate governance and performance of  insurance firms will be analyzed and findings will be reported.  Keywords: Corporate Governance İnsurance Companies Firm Performance.]]></dcterms:abstract>
    <dcterms:publisher><![CDATA[International Burch University]]></dcterms:publisher>
    <dcterms:date><![CDATA[2013-05-10]]></dcterms:date>
    <dcterms:extent><![CDATA[1663]]></dcterms:extent>
    <dcterms:identifier><![CDATA[ISSN 978-9958-834-23-3     ]]></dcterms:identifier>
</rdf:Description></rdf:RDF>