INFLUENCE OF ORGANIZATIONAL CLIMATE ON EMPLOYEE PERFORMANCE IN STATE CORPORATIONS IN KENYA: A CASE OF KENYA INDUSTRIAL ESTATES LIMITED

NAOMI WANJIKU GITHINJI

Abstract


Organizations in the 21st century are facing more challenges than ever before. These challenges are not unique to any specific organization or industry, but affect all organizations, regardless of their structure or size. Organizational climate in particular is constantly challenged by changes impacting organizations today. The State Corporations should create a more favorable organizational climate for career advancement and job satisfaction and also embrace such practices as job security and quality of work by ensuring availability of work tools, safe and healthy work environments. The general objective of this study was to establish the effect of organizational climate on employee performance in State Corporations in Kenya, with special focus on Kenya Industrial Estates Limited. A descriptive research design would be adopted. The study population for this study was 172 employees of Kenya Industrial Estates at their Head Office in Nairobi. Census survey design technique was used and questionnaires were used as instruments for data collection. A pilot study was conducted to pretest and validate the questionnaire. Quantitative data was analyzed using SPSS (Version 22) and presented through percentages, means, standard deviations and frequencies. The information would be displayed by use of bar charts, graphs and pie charts. Multiple regression analysis was be used to establish the relationship between dependent and the independent variables. It is notable that there exist strong positive relationship between the independent variables and dependent variable as shown by R value (0.822). The coefficient of determination (R2) explains the extent to which changes in the dependent variable can be explained by the change in the independent variables or the percentage of variation in the dependent variable and the four independent variables that were studied explain 67.60% of the employee performance in state corporations as represented by the R2. This therefore means that other factors not studied in this research contribute 32.40% of the employee performance in state corporations. This implies that these variables are very significant therefore need to be considered in any effort to boost employee performance in state corporations in the study area. The study therefore identifies the variables as critical factors of organizational climate that influence employee performance in state corporations. The analysis showed that supervisory support had the strongest positive (Pearson correlation coefficient =.787, p-value= .000< .05 ) influence on employee performance in state corporations. Additionally, work life balance, workforce diversity and job autonomy are positively correlated to employee performance in state corporations with Pearson correlation coefficient of .743, .712 and .625 with p-values of .001 < .05, .002< .05, .005 < .05 respectively. The study recommends that effective supervisor support is necessary as it will facilitate employee performance in state The management at work place should respect employees and treat them fairly by appreciating their input to ensure they feel valued by the organizations which they serve. The study recommends for the provision of enough work life balances to enhance employee performance in the organization. The employee need to have adequate balance between work and personal life in the organizations The organizations should provide adequate annual /sick leave/ compassionate leaves and offer a variety of flexible working arrangements The organization need to embrace workforce diversity management strategies as this can contribute to employee performance

Full Text:

PDF

References


Abdulla, Z. A. (2009). The Effects of Human Resource Management Practices on Business Performance among Private Companies in Malaysia. Malaysia: Selangor.

Adams, J. S. (1963). Towards an Undestanding of Equity. Journal of Abnormal and Social Psychology, 422-436.

Adenike, A. (2011). Organizational Climate as a Predictor of Employees Job Satisfaction. Business Intelligence Journal, 151-165.

Alderfer, C. P. (1972). Existence, Relatedness and Growth: Human Needs in Organizational Settings. New York: Free Press.

Alesina, A. and La Ferrara E. (2000). “Participation in Heterogeneous Communities”. Quarterly

Journal of Economics. 115 (3), 847-904.

Al-Omari, A. A., Qablan, A. M., Khasawnneh, S. M. (2008). Faculty Members Intention to Stay

in Jordanian Public Universities. International Journal of Applied Educational Studies. Vol. 1(1). 26-42

Al-Saudi, M. A. (2012). The Impact of Organizational Climate upon the Innovative Behavior at Jordanian Private Universities as Perceived by Employees. International Business and Management. 14-26.

Amadeo, K. (2013). Cultural Diversity. Retrieved from Com/Od/Suppll/G/Cultural-Diversity.Htm: Http://Useconmy

Amin, M. E. (2005). Social Science Research: Conception, Methodology and Analysis.

Kampala: Makerere University Printery.

Amutuhaire, T. (2010). Terms of Service and Job Retention among Academic Staff in Makerere University.

Armstrong, M. (2006). A Handbook of Human Resource Management Practices. London: Kogan Page.

Asif, F. (2011). Estimating the impact of Denison’s (1996), “What is the Difference Between

Organizational Culture and Organizational Climate? A Native’s Point of View on a Decade of Paradigm Wars”. Journal of Business Research. Vol. 64. 454-459.

Bakker, A. B. (2011). Key Questions Regarding Work Engagement. European Journal of Work and Organizational Psychology. Vol 20. PP 4-28.

Baran B., Shanock L., Miller L. (2012). Advancing Organizational Support Theory into the

Twenty-First Century World of Work. Journal of Business Psychology. Vol. 27. 123–147.

Beardwell J. (2007). Human Resource Management. A Contemporary Approach. London: Prentice Hall.

Bogdanowicz, M. S & Bailey, E. K. (2002). The Value of Knowledge and the Values of the

New Knowledge Worker: Generation X in the New Economy. Journal of European Industrial Training. 26(2). 125-9.

Bosch, M., Dijkstra, R., Wensing, M., Van der Weijden, T., and Grol1, R. (2008).

“Organizational Culture, Team Climate and Diabetes Care in Small Office-Based Practices”. BMC Health Services Research 2008. Vol. 8:180.

Bratton, J. and Gold, J. (2007). Human Resource Management: Theory and Practice. 4th Edition.

Houndmills: Macmillan.

Cahalane, H. (2008). The Climate of Public Child Welfare Employee Retention. Child Welfare. Vol. 87. 114.

Castro, M., & Martins, N. (2010), “The Relationship between Organisational Climate and

Employee Satisfaction in a South African Information and Technology Organization”.

SA Journal of Industrial Psychology/SA TydskrifvirBedryfsielkunde. Vol 36(1). A. 1-11.

Chalhoub, M. (2009). The Effect of Management Practices on Corporate Performance: An Empirical Study of Non-Governmental Organizations in the Middle East. International Journal of Management. Vol. 26.

Choudry, M. (2009). Determinants of Labor Productivity: An Empirical Investigation of Productivity Divergence.

Christian, M. S. (2011). Work Engagement: A Quantitative Review and Test of its Relations with Task and Contextual Performance. Personnel Psychology. PP 89-136.

Chuang, C. (2010). Strategic Human Resources Management in service. Context: Taking Care of Business by Taking Care of Employees and Customers. Journal on Personnel Psychology. 153 - 196.

Cleveland, J. N., O'Neill, J. W., Himelright, J. L., Harrison, M. M., Crouter, A. C., & Drago, R.

(2007). Work and Family Issues in the Hospitality Industry: Perspectives of Entrants, Managers, and Spouses. Journal of Hospitality & Tourism Research. Vol.31(3). 275-298.

Crandall, A and Mutuku, L. (2011). M-governance: Exploratory Survey on Kenyan Service

Delivery and government interaction. IST-Africa 2012 Conference Proceedings.

Dockel, A. (2003). The Effect of Retention Factors on Organizational Commitment. An

Investigation of High Technology Employees. Masters Dissertation. University of Pretoria. Retrieved From: Http://Pretoria.Upetd.Up.Ac.Za/Thesis/Available/Etd-08282003 103618/.../Dissertation.Pdf

Dysvik, A., Kuvaas, B., & Buch, R. (2014). Perceived Training Intensity and Work Effort:

The Moderating Role of Perceived Supervisor Support. European Journal of Work and Organizational Psychology. Vol 23. 729-738.

Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived Organizational Support

and Employee Diligence, Commitment and Innovation. Journal of Applied Psychology. 75 (1). 51.

Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002).

Perceived Supervisor Support: Contributions to Perceived Organizational Support and Employee Retention. Journal of Applied Psychology. 87(3). 565.

Friedman, T. L. (2005). The World is Flat: A Brief History of The Twenty-First Century. New

York: Farror, Straus and Giroux.

Hakonsson, B. O. (2008). Can organizational Climate be Managed? Making Emotions Rational. Journal of Leadership Studies. 62-73.

Hakonsson, R. M. (2008). How Failure to Align Climate and Leadership Style Affects Performance. Management Decisions. Vol 46. 406 432.

Daly, C. J. (2006). Greener Pastures: Faculty Turnover Intent in Urban Public Universities. Journal of Higher Education. 59-64.

Dambisya, Y. (2007). A Review of Non Financial Incentives for Health Worker Retention in East and Southern Africa. Proceedings of Equinet Discussions. University of Limpopo. South Africa. Paper No. 44.

Dessler G. (2011). “Human Resource Management” 12th Edition. Harlow: Pearson Education.

Dessler, G. (2000). Human Resource Management. Prentice Hall learning on the Internet

Partnership: PHLIP. (8th Edition). Prentice Hall. West Alabama.

Dorthe, D. H. (2008). How Failure to Align Organizational Climate and Leadership Style affects Performance. Management Decisions. 258-266.

Douglas, S. (2010,). Growing the Corporate Culture. Retrieved from https://www.wachovia.com/foundation/v/index.

Edvardsson, B. (2005). Service Quality: Beyond Cognitive Assessment. Managing Service Quality. Vol. 15. 127-131.

Ehimare, Omankhanlen Alex & Joshua O. Ogaga-Oghene. (2011). The Impact of Workforce Diversity on Organizational Effectiveness: A Study of a Nigerian Bank. Annals of the University of Petroşani, Economics. 11(3). 2011: 93-110.

Fenwick, F. J. (2008). Missing Links in Understanding the Relationship Between Leadership and Organizational Perormance. International Business Economics Research Journal.

Forehand, G. A. (1964). Enviromental Variation in Studies of Organizational Behaviour. Psychological Bulletin.

Fraenkel, J. R., & Wallen, N. E. (2010). How to Design and Evaluate Research in Education.

(7th Ed). New York: McGraw-Hill.

Frankfort-Nachmias, C. & Nachmias, D. (2008). Research Methods in the Social Sciences.

(7th Ed.). New York: Worth.

Freedman, D. A. (2005). Statistical Models: Theory and Practice.

Gay, L. R. (2011). Educational Research: Competencies for analysis and application

(5th Ed.). New York: Macmillan.

Gaiduk, R. (2009). Limiting the Brain Drain. Determinants of Employee Organisational Attachment in Lithunia. Baltic Journal of Management. 149-168.

George, J. M. (1999). Essentials of Managing Organizational Behaviour. New Jersey: Prentice-Hall.

Gibson, J. I. (2000). Organizations-Behaviour-Structure-Processes. Boston.: McGraw-Hill.

Giles P. (2010). The Impact of Adult Degree-Completion Programs on the Organizational Climate of Christian Colleges and Universities.

Gilmer, G. F. (1964). Environmental Variation in Studies of Organizational Behavior. Journal of Applied Psychology. 459-465.

Giri, V. N. (2007). Impact of Organizational Climate on Job Satisfaction and Job Performance. Psychological Studies. 155-168.

GOK. (2007). Kenya Vision 2030: A globally competitive and prosperous Kenya . Nairobi, Kenya: Ministry of Planning and National Development and the National Economic Social Council (NESC).

Gordon, J. R. (2001). Organizational Behavior: A Diagnostic Approach. Upper Saddle River: Prentice Hall.

Greenhaus, J. H. & Beutell, N. J. (1985) ‘Sources of conflict between Work and Family Roles’.

Academy of Management Review, 10 (1): 76-88.

Gwendolyn, M. (2002). Meeting the Leadership Challenge of a Diverse and Pluralistic

Workplace: Implications of Self-Efficacy for Diversity Training. Journal of Leadership & Organizational Studies. 8 (4). 1-16.

Haakonsson, D. D. (2008). How Failure to Align Organizational Climate and Leadership Style Affects Performance. Management Decisions. 406-432.

Halpin, A. W. (1963). The Organizational Climate of Schools.

Hellriegel, D. &. (2007). Organizational Behaviour. South Western.

Herzberg, F. B. (1959). The Motivation to Work. New York: Mcgraw-Hill.

Ilhaamie, A. G. (2010). Service Quality in Malaysia Public Service. International Journal of Trade, Economics and Finance .

Campbell, M. D. (1970). Managerial Behaviour Performance and Effectiveness. New York: Mcgraw-Hill.

Jain, H. C., and Verma. A. (1996). Workforce Diversity, Employment Equity/Affirmative Action

Programs and Public Policy in Selected Countries. International Journal of Manpower. 17(4/5):14–29.

James, L. (1974). Organizational Climate. A review of Theory and Research. Psychological Bulletin. 1096-1112.

James, H. R. (2008). “If you are attractive and you know it, please apply: Appearance Based

Discrimination and Employer Discretion”. Valparaiso University Law Review. Vol. 42. Pp. 629‐77.

Johnshrud, L. (2002). Faculty Members Morale and their Intention to Leave: Multilevel Explanation. Journal of Higher Education. 518-542.

Johnson, R. B. & Christensen, L. B. (2010). Educational Research: Quantitative, Qualitative, and

Mixed Approaches (4th Ed.). Thousand Oaks. CA: Sage

Jones, L. (1974). Organizational Climate: A review of Theory and Research. Psychological Bulletin. 1096-1112.

Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal. Vol 33. PP. 692-724.

Kenya Information Communication Technology (K.I.C.T). (2010). Annual Report.

Kidwell, R. E. (2009). Positive Group Context, Work Attitudes and Organizational Misbehaviour: The Case of Withholding Job Effort. Journal of Business Ethics. 15-28.

Kiige J. (2013). Influence of Principal's Leadership Styles on Organizational Climate in Public Secondary Schools in Nyahururu District, Kenya.

Kipkebut, D. J. (2010). Organizational Committment and Job Satisfaction in Higher Educational Institutions: The Kenyan Case.

Khan, A. (2006). Performance Appraisal's Relation with Productivity and Job Satisfaction. Journal of Managerial Sciences.

Khan, R. A. (2011). Compensation Management: A Strategic Conduit Towards Achieving Employee Retention and Job Satisfaction in Banking Sector of Pakistan. International Journal of Human Resources Studies.

Khanka, S. S. (2006) Human Resource Management, Sultan Chand & Sons.

Kobia M. (2006). " The Kenyan Experience with Performance Contracting". African Association for Public Administration and Management. 28th AAPAM Annual Roundtable Conference. Arusha. Tanzania.

Kottke, J. L. & Sharafinski, C. E. (1988). Measuring Perceived Supervisory and Organizational

Support. Educational and Psychological Measurement. Vol. 48. 1075–1079.

Kuenzi, M. (2009). Assembling Fragments into a Lens: A Review, Critique and Proposed Research Agenda for the Organizational Climate Literature. Journal of Management, Vol. 35. 634-717.

Kvale, S. (2007). Doing interviews. London: Sage.

Leach, D. and Wall, T. (2004). What is Job Design? Retrieved from:

http://www.shef.ac.uk/~iwp/publications/whatis/job_design.pdf.

Litzky, B. E. (2006). The Good, The Bad, The Misguided: How Managers Inadvertently Encourage Deviant Behaviours. Academy of Management Perspectives. 91-103.

Locke, E. A. (1968). Toward a Theory of Task Motivation and Incentives. Organizational Behavior and Human Perfomance.

Lockwood, M. A. (2008). The Relationship of Self-Efficacy, Perceptions of Supervisor Leadership Styles and Blue-Collar Employee Engagement.

Maslach, C. S. (2001). Job Burnout. Annual Review of Psychology. PP 397-422.

Maertz, C. P., Griffeth, R. W., Campbell, N. S., Allen, D. G. (2007). The Effects of Perceived

Organizational Support and Perceived Supervisor Support on Employee Turnover. Journal of Organizational Behavior. Vol. 28. 1059-1075.

McDonald, R. P. (1999). Test Theory: A Unified Treatment. Mahwah: Erlbaum Associates.

Mcnamara, C. (2011). Historical and Contemporaries Theories of Management. www.authenticityconsultant.com

Mohammed S. M., Julian S. G. and Paul B. (2015). High-Performance Human Resource Practices and Employee Outcomes: The Mediating Role of Public Service Motivation. Public Administration Review.

Momeni, N. (2009). The Relation Between Manager's Emotional Intelligence and the Organizational Climate they Create. Public Personnel Management. 35-48.

Mugenda, O. M. (1999). Research Methods. Quantitative and Qualitative Approaches. Nairobi: Acts Press.

Mugenda, O. M. (2003). Research Methods, Quantitative & Qualitative Approaches. Acts Press: Nairobi.

Mutsostso, S. (2010). Relationship Between Capacity Building and Employee Productivity on Performance of Commercial Banks in Kenya. African Journal of History and Culture. 73-78.

Mwaura, G. (2012). http://www.businesstoday.co.ke/news/20112/02/29.

National Council of Higher Education (NCHE) Council 2014

Ogula, P. A. (2005). Research Methods. Nairobi: CUEA Publications.

Okwakol M. (2009). The need for Transformative Strategic Planning in Universities in Uganda. NCHE Journal.

Olum, Y. (2004). Modern Management Theories and Practices. Uganda: Makerere University.

Orodho, A. J. (2003). Essentials of Educational and Social Sciences Research Method. Nairobi: Masola Publishers.

Osterman, P. 2008. Work/Family Programs and the Employment Relationship. Administrative Science Quarterly, 40(4): 681-700.

Ozbag, G. K. (2014). Research on the Relationships among Perceived Organizational Climate: Individual Creativity and Organizational Innovation. Journal of Business Research. Vol 6. 21 – 31

Parasuraman, Z. (1988). Communication and Control Processes in the Delivery of Service Quality. Journal of Marketing. pp. 35-48.

Parasuraman M. (2015). A Strategy to Secure Customers' Loyalty Via Customer Satisfaction. International Journal of Marketing Studies. Vol. 7 pp. 78.

Patnaik, A. (2014). Influence of Organizational Climate and Organizational Culture on Managerial Effectiveness: An Inquisitive Study. The Carrington Rand Journal of Social Sciences. PP. 1-20.

Patrick, H. (2008). Psychological Contract and Employee Relationship. Journal of Organization and Behaviour. Vol. 7. PP. 30.

Patterson, M. W. (2004). Organizational Climate and Company Productivity. The Role of Employee Affect and Employee Level. London.

Patterson, M. W. (2005). Validating the Organizational Climate Measure: Links to Managerial Practices, Productivity and Innovation. Journal of Organizational Behaviour. Vol 26. 379-409.

Perry, J. L., Hondeghem, A., & Wise, L. R. (2010). Revisiting the Motivational Bases of

Public Service: Twenty years of Research and an Agenda for the Future. Public Administration Review. Vol. 70. 681-690.

Politis, D. (2005). The Process of Entrepreneurial Learning: A Conceptual Framework. . Entrepreneurship Theory and Practice. Vol. 29. 399-424.

Pritchard, R. D. (1973). Effects of Organizational Climate on Managerial Job Performance and Job Satisfaction. Organizational Behaviour and Human Decision Processes. Vol. 9.

pp 126-146.

Rau, B. L., & Hyland, M. M. (2003). Corporate Teamwork and Diversity Statements in College

Recruitment Brochures: Effects on attraction. Journal of Applied Social Psychology.

(12). 2465−2492.

Redman, T. (2010). HRM Practices, Organizational Citizenship Behavior and Performance. Journal of Management Studies.

Robbins, S. P. & Coulter, M. (2006). Management (8th Ed.). United States: Prentice Hall.

Robbins, S. P. (2007). Organizational Behaviour. New Delhi: Pearson Education.

Robinson, D. L. (2005). Validating the Organizational Climate Measure: Links to Managerial Practices, Productivity and Innovation. Journal of Organizational Behavior. 379-408.

Rosenblatt, V. (2011). The Impact of Institutional Processes, Social Networks and Culture on Diffusion of Global Work Values in Multinational Organizations. Cross Cultural Management: An International Journal. Vol 18.

Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology.

Salanova, M. A. (2005). Linking Organizational Resources and Work Engagement to Employee Performance and Customer Loyalty. Journal of Applied Psychology. Vol. 90. PP. 1217-1227.

Saunders M. (2009). Research Methods for Business Students. Prentice Hall.

Schneider, B. (2013). Organizational Climate and Culture. San Francisco: Jossey-Bass.

Shahzad F. (2012). Impact of Organizational Culture on Organizational Performance. Journal of Contemporary Research in Business.

Shani, A. B. and Lau, J.B. (2005). Behavior in Organizations: An Experiential Approach.

(8th Ed), New York: McGraw-Hill Irwin.

Shrotriya, V. (2009). Balancing the See-Saw of Work and Life. HRM Review, 42. ICFAI University Press.

Shuck, B. (2010). Employee Engagement and HRD: A Seminal Review of the Foundations. Human Resource Development Review. PP 89-110.

Smith, K. G. (2005). Existing Knowledge, Knowledge Creation, Capability and the Rate of New Product Introduction in High Technology Firms. Academy of Management Journal. Vol 48. PP 346-357.

Stinglhamber, F., & Vandenberghe, C. (2003). Organizations and Supervisors as Sources of

Support and Targets of Commitment: A longitudinal Study. Journal of Organizational Behavior. Vol 24. 251-270.

Sutherland, M. (2004). Factors Affecting the Retention of Knowledge Workers.

Svyantek, D. J., & Bott, J. (2004). Received wisdom and the relationship between Diversity and

Organizational Performance. Organizational Analysis. Vol. 12. 295-317.

Tepper, B. J., Moss, S. E. and Duffy, M. K. (2011). “Predictors of Abusive Supervision:

Supervisor Perceptions of Deep-Level Dissimilarity, Relationship Conflict, and Subordinate Performance”. Academy of Management Journal. Vol. 54. No. 2. pp. 279-294.

Thompson CA, Prottas D. (2005). Relationships among Organizational Family Support, Job

Autonomy, Perceived Control and Employee Well-Being. Journal of Occupational Health Psychology. 11(1):100–118.

Torraco, R. (2008). Research Methods for Theory Building in Applied Disciplines: A

Comparative Analysis. Advances in Developing Human Resources. pp. 355-376.

Truong, C. N. (2012). The Impact of Organizational factors on Employees’ Performance in

Vietnamese Companies. University of Economics.

Udi, G. (2010). Determinants of Staff Retention in Service Organizations.

Wanyama N. (2010). Effects of Organizational Climate on Job Satisfaction among Middle Level employees of the Higher Education Loans Board in Kenya.

Walton, G. M., & Cohen, G. L. (2007). A Question of Belonging: Race, Social Fit and

Achievement. Journal of Personality and Social Psychology. Vol. 92. 82-96.

Wilton, N. (2008). Business Graduates and Management Jobs: An Employability Match made in

Heaven? Journal of Education and Work. Vol 21 (2):143-158.

Wilton, N. (2011) Do Employability Skills really matter in the Graduate Labour Market? The

Case of Business and Management Graduates, Work, Employment and Society. 25:1.

Wolf, D. A. (2012). Empirically Supported Treatment's Impact on Organizational Culture and Climate. 665-671.

Wright, P. (2007). Strategic HRM and Organizational Behaviour: Integrating Multiple Levels of Analysis. New York: Cornell University.

Yin, R. K. (2003). Case study research: Design and methods (3rd Ed.). Thousand Oaks

Yin, R. K. (2009). Case study research: Design and methods (4th Ed.). London: Sage

Publications Ltd.

Zima, P. V. (2007). What is Theory? Cultural Theory as Discourse and Dialogue. Indianapolis. Indian University Press.

Zhang, J. (2010). Organizational Climate and its effects on Organizational Variables: An Empirical Study. International Journal of Psychological Studies. 189-201.




DOI: http://dx.doi.org/10.61426/sjbcm.v4i2.438

Refbacks

  • There are currently no refbacks.


Creative Commons License
This work is licensed under a Creative Commons Attribution 3.0 License.

PAST ISSUES:
20242023202220212020201920182017201620152014
Vol 11, No 2 [2024]Vol 10, No 4 [2023]Vol 9, No 4 [2022]Vol 8, No 4 [2021]Vol 7, No 4 [2020]Vol 6, No 4 [2019]Vol 5, No 4 [2018]Vol 4, No 4 [2017]Vol 3, No 4 [2016]Vol 2, No 2 [2015]Vol 1, No 2 [2014]
 Vol 11, No 1 [2024] Vol 10, No 3 [2023] Vol 9, No 3 [2022]Vol 8, No 3 [2021]Vol 7, No 3 [2020]Vol 6, No 3 [2019]Vol 5, No 3 [2019]Vol 4, No 3 [2017]Vol 3, No 3 [2016]Vol 2, No 1 [2015]Vol 1, No 1 [2014]
  Vol 10, No 2 [2023] Vol 9, No 2 [2022]Vol 8, No 2 [2021]Vol 7, No 2 [2020]Vol 6, No 2 [2019]Vol 5, No 2 [2018]Vol 4, No 2 [2017]Vol 3, No 2 [2016]  
  Vol 10, No 1 [2023] Vol 9, No 1 [2022]  Vol 8, No 1 [2021]Vol 7, No 1 [2020]Vol 6, No 1 [2019]Vol 5, No 1 [2018]Vol 4, No 1 [2017]Vol 3, No 1 [2016]   


Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.