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Journal articles on the topic 'Personal information management – Zimbabwe'

Author: Grafiati

Published: 30 June 2021

Last updated: 10 February 2022

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1

Mutsagondo, Samson. "Post-records survey inspections in Zimbabwe." Records Management Journal 28, no. 1 (March 19, 2018): 115–27. http://dx.doi.org/10.1108/rmj-01-2017-0001.

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Purpose This paper aims to establish public departments’ compliance with National Archives of Zimbabwe (NAZ)’s records survey recommendations as well as to find out reasons for compliance and non-compliance. Design/methodology/approach This quantitative research used a survey research design and collected data using questionnaires, which were triangulated by document reviews and personal observation. A census approach was used where all 15 public departments upon which post-records survey inspections were conducted by Gweru Records Centre in the Midlands Province in 2016 were involved in the study. Findings The study revealed that many public departments in Zimbabwe disregarded records survey recommendations given by NAZ after records surveys. This was despite the fact that NAZ was armed with the National Archives of Zimbabwe Act (1986) which in principle is supposed to induce compliance by client departments. As a result, the records management situation in public departments has not improved much, and in some cases, it has become worse. Originality/value A lot has been published about records surveys in Zimbabwe, for example, by Chaterera (2008, 2013), Dewah (2010), Karimanzira and Mutsagondo (2015), Maboreke (2007) and Mutsagondo (2012). These studies have shown the importance of records surveys. However, none of them has evaluated the effectiveness of records surveys by examining the degree of compliance to records survey recommendations by public departments. This study thus scores a first in this regard. The study will enable NAZ to make a cost-benefit analysis of records surveys as well as to use results of this study to effect necessary operational, tactical and strategic decisions as regards the exercise.

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Moyo, Zvisinei, Juliet Perumal, and Philip Hallinger. "Struggling to make a difference against the odds: a synthesis of qualitative research on women leading schools in Zimbabwe." International Journal of Educational Management 34, no. 10 (August 27, 2020): 1577–94. http://dx.doi.org/10.1108/ijem-01-2020-0015.

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PurposeThis paper reports on results of a systematic research synthesis of 25 studies on women in educational leadership and management in Zimbabwe. The aim of this systematic review of research was to report conclusions drawn from a synthesis of findings from studies of gender and educational leadership in Zimbabwe.Design/methodology/approachThe review used systematic methods to identify 25 research studies that examined women leading schools in Zimbabwe. Research synthesis methods used for qualitative research studies were employed in order to identify three broad themes and related subthemes across the studies.FindingsThe review identified three themes: (1) barriers to women gaining access to management positions, (2) female ways of leading, (3) context challenges for women leaders. Both barriers to gaining positions and context challenges faced in enactment of the leadership role are described. These consist of an intertwined web of personal, institutional and cultural challenges. Women's ways of leading were characterized as collegial, collaborative and caring.Research limitations/implicationsThree implications are identified. First is a need for better statistical information on gender representation in Zimbabwe and other African countries. Second is a need to design and implement training, mentoring and networking support programs for female leaders in Zimbabwe. Finally, the authors recommend that future research move toward the use of mixed methods research designs capable of achieving complementary research goals of gaining a broad perspective on the effects of female leadership and in-depth understanding of how those are achieved.Originality/valueEmpirical studies of female leadership is especially urgent in Africa where particular features embedded in the cultural context shape female access to leadership role and attitude towards efforts of women to lead.

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3

Chifamba, Ephraim. "Mainstreaming Gender in Pursuit of Millennium Development Goals in Water Resource Governance in Buhera, Zimbabwe." International Journal of Social Sciences and Management 1, no. 1 (January 15, 2014): 10–21. http://dx.doi.org/10.3126/ijssm.v1i1.8946.

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Women have the primary role for the management of household water supply, sanitation and health. Water is necessary for drinking, but also for food production and preparation, personal hygiene, care of the sick, cleaning, washing and waste disposal. Because of their dependence on water resources, women have accumulated considerable knowledge about water resources, including location, quality and storage methods. However, efforts geared towards improving the management of the finite water resources and extending access to safe drinking water and adequate sanitation, have often overlooked the central role that women play in water management. The study used both qualitative and quantitative research methodologies. The research noted that despite increased gender awareness and the availability of much more information on women’s and men’s roles in water management, gender is not yet mainstreamed into this sector. The study revealed that prospects for effective gender mainstreaming in water resource management will hinge on how the main agenda can address the transformation of gender relations and treat water as a human right so as to realize the Millennium Development Goals (MDGs) in Buhera. A gender equity approach within the water sector, should strive for a more balanced division between women and men in access to information, sharing of contribution, the degree of decision making, access to resources and benefits and the control over water resources. Addressing women’s concerns and mainstreaming gender in water governance through a livelihood approach is critical because this generates an understanding of people’s livelihood strategies and their decision making mechanisms and processes. Significant support and capacity development are required to enhance the participation in decision making processes for the success of water management initiatives.DOI: http://dx.doi.org/10.3126/ijssm.v1i1.8946 Int. J. Soc. Sci. Manage. Vol.1(1) 2014 10-21

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4

Bernard Nkala, Charles Mudimu, and Angelbert Mbengwa Mbengwa. "Human resources for health talent management contribution: A case for health systems strengthening in the public health sector." World Journal of Advanced Research and Reviews 9, no. 2 (February 28, 2021): 192–201. http://dx.doi.org/10.30574/wjarr.2021.9.2.0062.

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Talent Management is an essential component in transforming health systems if carefully implemented for the public sector especially in low income countries. In Zimbabwe public health sector, talent retention and engagement are viewed as amongst the challenges affecting the realisation of effective performance and productivity from the existing Health workforce. Largely, modern health care systems lack robust strategies to identify and utilize employee talent essential to help attain organisational citizenship. The study reviewed the relevancy and effectiveness of talent management practices in the public health sector using a case study of Parirenyatwa Group of Hospitals, one of the major referral hospitals in Zimbabwe. The study aimed at closing the talent pipe-line gaps as part of the Health Systems Strengthening initiative towards bringing about talent retention and engagement amongst the health workforce in public sector settings. The study assessed the impact of the existing talent management initiatives focusing on variables; recruitment and attraction perspective, compensation and rewarding component, health workforce succession management and implemented performance management system. The study obtained cross sectional data collected through a designed tool following a purposive (non-probability) sampling technique from a sample of n=200 existing health management team to assess the perception of implemented talent management approaches. The study further used responses from n=450 randomly selected health professionals recruited in the last 3 years prior to the survey to analyse the association between the variables on talent management practices namely (recruitment and selection, compensation and rewarding, succession management and performance management system) and the age of health workforce to employee engagement. The data on recruited cadres was obtained from the existing Hospital Human Resources for Health Recruitment Database. The research revealed that talent management in public health sector currently suffers from theoretical problems since the existing Human Resources for Health literature concentrates on anecdotal information. The human resource practitioners need to come up with more involving workplace activities to demystify the theory that millennials are generally finding it difficult to engage. In addition, the public sector succession planning strategies would need to be in place for the millennials well in time to adequately replace the considerable number of those at retiring stages. The Logistic regression analysis revealed recruitment and attraction perspective, and succession management positively influence health workforce engagement while adherence to implementing performance management system negatively affected employee engagement. Compensation and rewarding practices in a public health set up proved an insignificant variable to health workforce engagement hence study concluded further analysis on the impact on wider target group. The study revealed as the age increases, the health workforce become more engaged and self-motivated to develop their personal talent, thus theory suggests such are ‘Baby Boomers’ age group that do not need much push and are prepared to perfect their work talent for the benefit of the health system. The role of performance management system must be equally elevated within health system initiatives in order to achieve ultimate health workforce engagement. The study recommended the public health sector to incorporate in its human resources policy, a strategy for managing and utilisation of talent from the different health workforce generations within the health system. In improving the performance of public health systems, talent management need to be put forward in the health systems strengthening agenda in order to build highly engaged health teams. Talent management practices become essential and if carefully implemented, are likely to help public health systems retain rare skills especially in highly specialised functions. Furthermore, the organisations need to synchronise its strategic plan with the talent management strategy. There must be continuous capacity building of human resources departments to firstly own policies that influence talent management so as to ensure ultimate health workforce engagement.

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5

Arth, Janet M. "Personal Information Management:." Medical Reference Services Quarterly 5, no. 1 (May 20, 1986): 51–56. http://dx.doi.org/10.1300/j115v05n01_04.

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6

Jones, William. "Personal Information Management." Annual Review of Information Science and Technology 41, no. 1 (2007): 453–504. http://dx.doi.org/10.1002/aris.2007.1440410117.

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7

Bolstad, Judy P. "Personal Information Management." Journal of the American Society for Information Science and Technology 59, no. 13 (November 2008): 2192–93. http://dx.doi.org/10.1002/asi.20919.

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8

Pratt, Wanda, Kenton Unruh, Andrea Civan, and Meredith M. Skeels. "Personal health information management." Communications of the ACM 49, no. 1 (January 2006): 51–55. http://dx.doi.org/10.1145/1107458.1107490.

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9

DENG, Chang-Zhi. "Activity-Centered Personal Information Management." Journal of Software 19, no. 6 (October 21, 2008): 1428–38. http://dx.doi.org/10.3724/sp.j.1001.2008.01428.

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10

Fourie, Ina. "Personal information and reference management." Library Hi Tech 29, no. 2 (June 14, 2011): 387–93. http://dx.doi.org/10.1108/07378831111138242.

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11

Whittaker, Steve, Victoria Bellotti, and Jacek Gwizdka. "Email in personal information management." Communications of the ACM 49, no. 1 (January 2006): 68–73. http://dx.doi.org/10.1145/1107458.1107494.

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12

Pfeiffer, Heather D., and Emma Tonkin. "Personal and professional information management." Bulletin of the American Society for Information Science and Technology 38, no. 2 (January 13, 2012): 22–23. http://dx.doi.org/10.1002/bult.2012.1720380207.

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13

Teevan, Jaime, William Jones, and Robert Capra. "Personal information management (PIM) 2008." ACM SIGIR Forum 42, no. 2 (November 30, 2008): 96–103. http://dx.doi.org/10.1145/1480506.1480524.

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14

Jaffe, Sharon Hardof, and Rafi Nachmias. "Personal information management and learning." International Journal of Technology Enhanced Learning 3, no. 6 (2011): 570. http://dx.doi.org/10.1504/ijtel.2011.045453.

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15

Whittaker, Steve. "Personal information management: From information consumption to curation." Annual Review of Information Science and Technology 45, no. 1 (2011): 1–62. http://dx.doi.org/10.1002/aris.2011.1440450108.

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16

Khumalo, Njabulo Bruce, and Nathan Mnjama. "The Effect of eHealth Information Systems on Health Information Management in Hospitals in Bulawayo, Zimbabwe." International Journal of Healthcare Information Systems and Informatics 14, no. 2 (April 2019): 17–27. http://dx.doi.org/10.4018/ijhisi.2019040102.

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EHealth information systems have brought about a lot of positives which include timeous reporting, efficient data analysis, better decision making, coordination and better work processes. Zimbabwe has also adopted the eHealth information systems and this study sought to establish the effects of eHealth information systems on the management of health information in hospitals in Bulawayo, Zimbabwe. The study applies a qualitative research methodology in which a case study research design and a purposive sampling technique were used. Document analysis and face to face interviews were held with a total of eleven research participants.

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17

Njovana, Samuel. "The International Records Management Council in Zimbabwe." Information Development 10, no. 1 (March 1994): 23–24. http://dx.doi.org/10.1177/026666699401000107.

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18

Pauleen, David. "Personal knowledge management." Online Information Review 33, no. 2 (April 17, 2009): 221–24. http://dx.doi.org/10.1108/14684520910951177.

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19

Kim, Jae-Woo, Don-Go Kim, Sang-Gil Kang, Dong-Hyun Kim, and Won-Il Kim. "Database using Personal Information Management System." International Journal of Fuzzy Logic and Intelligent Systems 8, no. 4 (December 1, 2008): 260–63. http://dx.doi.org/10.5391/ijfis.2008.8.4.260.

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20

Perez, Juan. "A Personal Interactive Information Management Site." Ubiquitous Learning: An International Journal 3, no. 1 (2011): 1–10. http://dx.doi.org/10.18848/1835-9795/cgp/v03i01/40258.

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21

Fourie, Ina. "Collaboration and personal information management (PIM)." Library Hi Tech 30, no. 1 (March 2, 2012): 186–93. http://dx.doi.org/10.1108/07378831211213292.

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22

Cutrell, Edward, Susan T. Dumais, and Jaime Teevan. "Searching to eliminate personal information management." Communications of the ACM 49, no. 1 (January 2006): 58–64. http://dx.doi.org/10.1145/1107458.1107492.

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23

Karger, David R., and William Jones. "Data unification in personal information management." Communications of the ACM 49, no. 1 (January 2006): 77–82. http://dx.doi.org/10.1145/1107458.1107496.

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24

Diekema, Anne R., and M. Whitney Olsen. "Personal information management practices of teachers." Proceedings of the American Society for Information Science and Technology 48, no. 1 (2011): 1–10. http://dx.doi.org/10.1002/meet.2011.14504801189.

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25

Bergman, Ofer. "Variables for personal information management research." Aslib Proceedings 65, no. 5 (September 16, 2013): 464–83. http://dx.doi.org/10.1108/ap-04-2013-0032.

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26

Donner, Philip. "Anthropological Documentation and Personal Information Management." Etnomusikologian vuosikirja 5 (December 1, 1993): 301–14. http://dx.doi.org/10.23985/evk.101034.

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27

Lansdale, M. W. "The psychology of personal information management." Applied Ergonomics 19, no. 1 (March 1988): 55–66. http://dx.doi.org/10.1016/0003-6870(88)90199-8.

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28

Bradford, Mike. "Personal credit information." Business Information Review 24, no. 4 (December 2007): 253–56. http://dx.doi.org/10.1177/0266382107084893.

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29

Sun, Si, and Nicholas J. Belkin. "Information attribute motivators of personal health information management activities." Proceedings of the Association for Information Science and Technology 52, no. 1 (January 2015): 1–10. http://dx.doi.org/10.1002/pra2.2015.145052010046.

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30

Ko, Youngdai-Dai, and Sang-Jin Lee. "A Proposal of Enhanced Personal Information Security management Framework of Consigning of Personal Information." Journal of the Korea Institute of Information Security and Cryptology 25, no. 2 (April 30, 2015): 383–93. http://dx.doi.org/10.13089/jkiisc.2015.25.2.383.

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31

Kim, Sujin, and Erin Abner. "Predictors affecting personal health information management skills." Informatics for Health and Social Care 41, no. 3 (August 13, 2015): 211–29. http://dx.doi.org/10.3109/17538157.2015.1008490.

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32

Elsweiler, David. "Supporting human memory in personal information management." ACM SIGIR Forum 42, no. 1 (June 2008): 75–76. http://dx.doi.org/10.1145/1394251.1394270.

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33

Kelly, Diane. "Evaluating personal information management behaviors and tools." Communications of the ACM 49, no. 1 (January 2006): 84–86. http://dx.doi.org/10.1145/1107458.1107497.

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34

Elsweiler, David, Ian Ruthven, and Christopher Jones. "Towards memory supporting personal information management tools." Journal of the American Society for Information Science and Technology 58, no. 7 (2007): 924–46. http://dx.doi.org/10.1002/asi.20570.

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35

Lahtiranta, Janne. "Current challenges of personal health information management." Journal of Systems and Information Technology 11, no. 3 (August 14, 2009): 230–43. http://dx.doi.org/10.1108/13287260910983614.

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36

Carrino, Francesco, Maria Sokhn, Anne Le Calvé, Elena Mugellini, and Omar Abou Khaled. "Personal information management based on semantic technologies." Journal of Ambient Intelligence and Humanized Computing 4, no. 3 (January 8, 2012): 401–7. http://dx.doi.org/10.1007/s12652-011-0102-y.

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37

Conger, Sue. "Personal Information Privacy." Journal of Electronic Commerce in Organizations 7, no. 1 (January 2009): 71–82. http://dx.doi.org/10.4018/jeco.2009010106.

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38

Kim, Youngki, and Youngju Hur. "The Effect of Personal Information Management Tool Usage, Personal Information Sensitivity, and Information Ethics Awareness on Information Security Awareness." International Journal of IT-based Social Welfare Promotion and Management 3, no. 1 (December 30, 2016): 239–46. http://dx.doi.org/10.21742/ijswpm.2016.3.38.

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39

Chaudhry, Abdus Sattar, Sajjad ur Rehman, and Lulwh Al-Sughair. "Using Personal Information Management to Strengthen Information Literacy at Work." International Journal for e-Learning Security 5, no. 1 (March 1, 2015): 421–28. http://dx.doi.org/10.20533/ijels.2046.4568.2015.0054.

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40

Dewah, Peterson. "Records management consultancy service in Zimbabwe: The consultants’ view." Journal of Librarianship and Information Science 50, no. 1 (August 22, 2016): 68–76. http://dx.doi.org/10.1177/0961000616664399.

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This article reports the results of a study aimed at establishing the records consultants’ views on records management consultancy services in the Zimbabwean information society. The participants included three records consultancy companies and nine archivists who were purposively sampled. Using a qualitative exploratory study design data were gathered through interviews. The results suggest that there are a plethora of records management problems in both public and private sectors and concludes that the prevailing economic situation is hampering records management consultancy such that organisations’ executives are not allocating resources towards records management and as such consultancy work is adversely affected due to prioritisation of company resources. The study recommends that organisations need to recruit professional records managers and utilise consultants’ expertise to solve some of their records management problems.

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41

Karimanzira, Judith Vonai, and Samson Mutsagondo. "Perceptions of public sector practitioners about records and information management surveys in zimbabwe." Journal of Management and Science 1, no. 4 (December 30, 2015): 329–39. http://dx.doi.org/10.26524/jms.2015.30.

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This article aims at establishing public sector records practitioners‟ perceptions about records and information management surveys which are periodically heldby the National Archives of Zimbabwe (NAZ). The urge to carry out the study emanated from the continuing poor records management practices in public sector departments in Zimbabwe despite the fact that NAZ carries out periodic records and information management surveys. This study was carried out in the City of Gweru in Zimbabwe and it employed a survey research design where data were collected using questionnaires and interviews. The study revealed that public records practitioners largely had negative perceptions about NAZ records surveys as they saw the exercise as intrusive and faultfinding. NAZ officers blamed the impasse on lack of knowledge about the importance of records and lack of professional training in records management. The study recommends that NAZ officers should be sleuth and diplomatic when conducting records surveys to promote good relations and as well, there is need for behavior change on the part of public recordspractitioners for them to develop positive perceptions about NAZ records and information management surveys.

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42

Hoek, Janneke, Paula O'Kane, and Martin McCracken. "Publishing personal information online." Personnel Review 45, no. 1 (February 1, 2016): 67–83. http://dx.doi.org/10.1108/pr-05-2014-0099.

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Purpose – The purpose of this paper is to examine employers’ use of social networking sites (SNSs) within employee selection. Design/methodology/approach – In-depth interviews were conducted with 15 organisations to gain an understanding of how they accessed, observed and utilised data from SNSs in their selection procedures, as well as gaining an insight into employers’ perceptions of candidate privacy and discrimination. Findings – SNS profiles were either accessed as part of an organisation’s official selection process, through integrating internet screening as part of the formal process and obtaining candidate permission, or through covert (without consent) observation. Facebook was primarily used to identify a candidate’s organisation fit and make assessment of their soft skills, whereas LinkedIn distinguished their professional attributes and their job fit. Problems were associated with the extent to which SNSs were reflective of the person and whether a candidate’s personal life reflected their work persona. Respondents focused more upon the legality, rather than the ethics, of accessing “private” information via SNSs. Research limitations/implications – Further research is needed to consider the content and predictive validity of SNSs as a selection tool before their utility can be ascertained. Practical implications – Organisations should have a clear goal when utilising SNSs, be aware of the value of the information and consider how it complements other selection tools. Selectors should have integrity throughout the selection process, view SNSs as a support tool and use their common sense. Originality/value – The in-depth nature of this research enabled the authors to understand how and why organisations are currently utilising SNSs within selection.

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43

Jones, Rachel. "Personal knowledge management through communicating." Online Information Review 33, no. 2 (April 17, 2009): 225–36. http://dx.doi.org/10.1108/14684520910951186.

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44

Beynon‐Davies, Paul. "Personal identity management and electronic government." Journal of Enterprise Information Management 20, no. 3 (April 24, 2007): 244–70. http://dx.doi.org/10.1108/17410390710740727.

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45

Jaisingh, Jeevan, Jack Barron, Shailendra Mehta, and Alok Chaturvedi. "Privacy and pricing personal information." European Journal of Operational Research 187, no. 3 (June 2008): 857–70. http://dx.doi.org/10.1016/j.ejor.2006.03.062.

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46

Bowman, Katherine. "Personal Information Management for Nurses Returning to School." Journal of Continuing Education in Nursing 46, no. 12 (December 1, 2015): 557–61. http://dx.doi.org/10.3928/00220124-20151112-08.

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47

Jeon, Byung-Jin, Seung-Soo Shin, and Jun-Yeon Lee. "An IPIMS Design for Efficient Personal Information Management." Convergence Society for SMB 7, no. 3 (June 30, 2017): 83–90. http://dx.doi.org/10.22156/cs4smb.2017.7.3.083.

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48

Lee, Jongwon, Hyunju Lee, Donggyun Yu, and Hoekyung Jung. "Body Information Analysis based Personal Exercise Management System." International Journal of Electrical and Computer Engineering (IJECE) 8, no. 2 (April 1, 2018): 651. http://dx.doi.org/10.11591/ijece.v8i2.pp651-657.

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<p>Recently, people's interest in health is deepening. So health-related systems are being developed. Existing exercise management systems provided users with exercise related information using PC or smart phone. However, there is a problem that the accuracy of the algorithm for analyzing the user's body information and providing information is low.In this paper, we analyze users' body mass index (BMI) and basal metabolic rate (BMR) and we propose a system that provides the user with necessary information through recommendation algorithm. It informs the user of exercise intensity and momentum, and graphs the exercise history of the user. It also allows the user to refer to the fitness history of other users in the same BMI group. This allows the user to receive more personalized services than the existing exercise management system, thereby enabling efficient exercise.</p>

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49

Jones, Stephen R., and Peter J. Thomas. "Empirical assessment of individuals' 'personal information management systems'." Behaviour & Information Technology 16, no. 3 (January 1997): 158–60. http://dx.doi.org/10.1080/014492997119888.

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50

Karat, Clare-Marie, Carolyn Brodie, and John Karat. "Usable privacy and security for personal information management." Communications of the ACM 49, no. 1 (January 2006): 56–57. http://dx.doi.org/10.1145/1107458.1107491.

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