Commerce and Management

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    Effect of Government Efficiency, Infrastructure, and Resiliency on Economic Dynamism Among Cities in Mindanao (2017-2020)
    (Department of Marketing Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2021) V, Gavya; A, Seema
    The Cities and Municipalities Competitiveness Index (CMCI) in the Philippines consists of four pillars namely Economic Dynamism, Government Efficiency, Infrastructure, and Resiliency. As Mindanao participates in the CMCI survey, cities continually increase their participation on the survey, and there are emerging changes in the indicators that evaluate competitiveness as time goes by to fulfill the necessary factors of competitiveness scale. Thus, this study aims to examine how government efficiency, infrastructure, and resiliency together with their indicators affect the economic dynamism among Mindanao cities using secondary data from 2017 to 2020. Data of CMCI survey results gathered from Department of Trade and Industry (DTI) were analyzed using the Panel-Corrected Standard Error (PCSE). Analysis found that Government efficiency, Resiliency and Infrastructure have positive effect on economic dynamism among Mindanao Cities, but only infrastructure appeared to be significant. Moreover, indicators under each pillar vary on how significantly it contributes to economic dynamism. Government efficiency indicators such as Business registration efficiency, Capacity to Health Services and Presence of Investment Promotion as well as Infrastructure indicators including Availability of basic utilities, financial technology capacity, Road Network, and Health Infrastructure significantly contribute to the economic dynamism among Mindanao Cities. Resiliency Indicators particularly Disaster Risk Reduction Management Plan (DRRMP), Emergency Infrastructure, Employed Population, and Utilities have positive and significant effect on economic dynamism. However, Budget for DRRMP and Land Use Plan have negative and significant effect economic dynamism. Hence, this study suggests that the local government must evaluate those significant indicators and develop policies and programs that boost their economic dynamism. Using those significant indicators, they may be able to see the weak points where they should need to improve while continuing to develop and sustain the indicators where they are strong.
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    The Impact of Workplace Bullying on Organizational Commitment
    (Department of Marketing Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2021) V, Gavya; A, Seema
    Over time, the main reason for employee dissatisfaction, absenteeism, reduction in employee performance is due to the bullying factor at the workplace. Unfortunately, unlike school bullies, workplace bullies are typically difficult to handle since the offenders operate within the workplace's rules and procedures. Bullying at work is best seen as a manifestation of power in the workplace, and the ramifications of bullying can last a lifetime for employees. It causes harm to the organization, to the target as well as to the witness. Many studies in India, has focused only on understanding the concept of workplace bullying and the effects it may cause. Though there is a law for sexual harassment in workplace there is no specific law for bullying and non-sexual harassment in India. Despite widespread awareness campaigns on social media and the activity of many Human Rights organizations, India recorded 55 percent of workplace bullying in 2020. Many organizations are still unable to address workplace bullying, which has a bad impact on employees and has a significant impact on the work environment. It also creates social stress, which affects both the employees and the organization. This study is based on secondary data. As a result, in this paper, we will study the impact of workplace bullying on Organizational Commitment. Employees' commitment to their employer is referred to as organizational commitment. Employee engagement and satisfaction, performance, and leadership distribution can all be influenced by the level of organizational commitment. This is likely to increase productivity, engagement, commitment, and morale, as well as an employee's likelihood of staying with the company for a longer period of time.