• The Journal of Industrial Distribution & Business
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• v.10 no.7
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• pp.29-37
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• 2019

Purpose - The purpose of this paper is to find out a range of cues that trigger employees to willingly make efforts for corporate development in small and medium enterprises. This was determined by assessing the effects of employees' value inclination on their job satisfaction and organizational citizenship behavior as well as how they perceived their organizational support. Research design, data, and methodology - A total of 126 valid questionnaire sheets collected from SME employees were analyzed with SPSS 24.0 and AMOS 24.0 involving simple regression analysis, multiple regression analysis, hierarchical moderated regression analysis and 3-step mediated regression analysis. Results - The analyses highlighted employees' personal value inclination had positive effects on their job satisfaction, which in turn enhanced their organizational citizenship behavior. Meanwhile, individualist and collectivist inclination exerted greater effects on job satisfaction and organizational citizenship behavior, respectively. The study also revealed that perceived organizational support moderated the relationship between job satisfaction and organizational citizenship behavior. Conclusion - Hence, CEOs in SMEs should avert any dichotomous analysis of their employees' value inclination, respect their personal value inclinations and also apply factors that could raise their job satisfaction. Likewise, it was shown that SME employees need to make personal efforts for organizational development.

• The Journal of Information Systems
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• v.29 no.4
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• pp.57-76
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• 2020

Purpose Although examining the antecedents of employees' extra-role behavior (i.e. information security participation behavior) in the information security context is significant for researchers and practitioners, most behavioral security studies have focused on employees' in-role behavior (i.e. information security policy compliance). Thus, this research addresses this gap by investigating how organizational information security climate influences information security participation behavior based on social information processing theory and Griffin and Neal's safety model. Design/methodology/approach We developed a research model by applying Griffin and Neal's safety model to the information security context and then tested our research model by conducting an online survey for employees of organizations with information security policies. Structural equation modeling (SEM) with SmartPLS 3.3.2 is used to test the corresponding hypothesis. Findings Our results show that organizational information security climate, information security knowledge, information security motivation are effective in motivating information security participation behavior. Also, we find that organizational information security climate positively influences both information security knowledge and information security motivation. Our findings emphasize the importance of organizational information security climate because it is capable of affecting employees on information security participation behavior. Our study contributes to the literature on information security by exploring the role of organizational information security climate in enhancing employees' information security participation behavior.

• Journal of Distribution Science
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• v.20 no.10
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• pp.31-38
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• 2022

Purpose: This article focuses on exploring the associations between job satisfaction, organizational commitment, and turnover intention. Specifically, this study estimates the impacts of Vietnamese employees' job satisfaction on their organizational commitment and turnover intention in FDI enterprises. Research design, data and methodology: The measures are adapted from previous studies to develop a questionnaire with a seven-point Likert scale. The dataset is directly collected from 227 respondents who are employees at FDI enterprises situated in the North of Vietnam. The dataset is analyzed by quantitative approaches using SPSS 24.0 and AMOS 24.0. Results: The results show that while turnover intention is positively correlated with monthly income, it is negatively correlated with job satisfaction and organizational commitment. Also, organizational commitment is positively associated with job satisfaction among employees at FDI enterprises in Vietnam. Conclusions: The findings of this study will serve as useful references for administrators of FDI enterprises and policymakers to promote employees' job satisfaction and retain skilled employees.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.2
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• pp.261-272
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• 2022

The purpose of this paper is to investigate the influence of ethical leadership in determining the organizations' individual-type ethical climate (self-interest, friendship, and personal morality ethical climate) in reducing employee turnover intention. It seeks to identify the role of individual-type climate in mediating the association between ethical leadership and employee turnover intention. Moreover, the moderation effect of emotional exhaustion among employees on the relationship between ethical leadership and turnover intention has been researched to establish the ethical degree of leadership. Using a sample of 260 questionnaires from employees working full-time in the banking sector, the results were analyzed in PLS-SEM. The results of the social exchange theory indicated that ethical leadership is vital in shaping the workplace's individual-type ethical climate and reducing employees' turnover intention. The findings demonstrate that the relationship between ethical leadership and turnover intention is mediated by an individual-type ethical climate, which means that employees in a positive ethical climate do not wish to leave immediately. Furthermore, emotional exhaustion was found to moderate the association between ethical leadership and employees' turnover intention under high emotional exhaustion, where low ethical leadership is experienced, reporting higher levels of turnover intention.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.3
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• pp.65-76
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• 2022

This study will examine the relationship between social support from the work and family domains, referred to as multiple social network ties (MSNT), and employees' job and family-related performance outcomes during the COVID-19 crisis. The study also demonstrates the importance of employees' work-family balance (WFB) in moderating the association between MSNT and job and family-related performance. A two-wave design was used to collect data from 320 managerial level personnel in Pakistan's textile sector. The path analysis technique of structural equation modelling (SEM) was used to analyze the responses. In times of crisis, social support mechanisms could potentially replace organizational support mechanisms for employees dealing with work and family obligations, according to the study. The findings of this study show that work-family balance is a significant partial mediator between MSNT and employees' job and family-related outcomes during the COVID-19 pandemic, according to a best-fit model. This research supports the pragmatic view of MSNT's action mechanism in generating jobs for employees and family-related results, especially in uncertain situations. According to the findings, employees who have a positive work-life balance are happier and more productive in both work and personal life. It has major implications for human resource management (HRM) research and practice.

• Journal of Distribution Science
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• v.21 no.10
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• pp.11-19
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• 2023

Purpose: Personality qualities are essential to the prosperity of any contemporary company because they foster the growth of pleasant emotions in telecommunications distribution employees. Research design, data and methodology: Thus improving their overall psychological well-being and productivity. Talent retention is facilitated by mutual respect between management and staff. The success of the company as a whole, including the development and maintenance of emotions with customers, also depends on the psychological well-being of employees. The aim is to demonstrate how a positive and satisfied emotional workforce contributes to psychological well-being in the 21st century. Result: The research aims to better understand the personality traits that influence the psychological well-being of employees. In addition, between January and March 2023, a total of 179 employees in the telecommunications distribution industry in the Peruvian city of Chiclayo were surveyed using structural modelling methods to measure employee satisfaction. It also shows how various ideas, approaches and models can be used in the real world. Conclusion: The significance of the model on the perception of telecommunications workers in Peru is demonstrated by the results, which indicate an R² value of 0.681 for positive emotions and an R² value of 0.792 for employees' psychological well-being.

• International Journal of Advanced Culture Technology
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• v.11 no.4
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• pp.193-201
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• 2023

With the end of global COVID-19 epidemic, hospital staff are likely to be "physically and mentally exhausted" after three years of grueling work in the fight against the epidemic. At this point, it is especially important to enable them to continue to maintain their previous proactive work behavior. This study focuses on 400 employees of various types in three-A grade hospitals in Zhanjiang, Guangdong Province, through the proactive motivation model. Statistical software SPSS 25.0 and AOMS 22.0 were used to analyze the survey data to test whether role modeling in hospital management can have an impact on employees' proactive behaviors, in addition to verifying the mediating role of transactional psychological contract. The results of this study show that: First, role modeling of hospital leaders has a positive effect on employees' proactive behavior and a negative effect on their transactional psychological contract; Second, transactional psychological contract has a negative effect on employees' proactive behavior; Third, the transactional psychological contract mediates the effect between role modeling of leaders and employees' proactive behavior. The results of this research add to the F-path of proactive motivation model, and provide enlightenments and implications for hospital management.

• Korean Security Journal
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• no.4
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• pp.257-277
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• 2001

The purpose of this study was to examine effects of practicing martial arts upon job performance of employees engaged in security industry. For positive investigation, 400 employees were questioned using some questionnaires; as a result, we obtained the following conclusion of the relation between the extent of the practicing martial art and the ability of performing their jobs. First, the more they practice martial art, the better and higher their mental health and psychological stability more than control group. Especially, when crime is reported to them or they arrest a criminal taken in an act of crime, the degree of their anxiety was low and they strongly expose self-confidence, their view of moral achievement and their sense of morality. Second, the more they practice martial art, the higher their ability of arrestment a criminal in an act and self-defense is. Because practicing martial art make their vital power and physical strength promoted. Third, the more they practice martial art, the more sincere the trust and friendship among colleagues are. As well they seem to feel strong solidarity oneanother. But practicing martial art appeared that it doesnt have an effect on coping with complications among generations and the gaps between master sergeant and them. Fourth, employees engaged in security industry practicing martial art is not only used in job performance merely as a technique; it is also effective on the mind that it make their anxiety dissolved and give them self-confidence.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.24 no.1
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• pp.62-70
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• 2016

Perception of outsource workers among Incheon Int'l airport employees was reviewed about the service performances of winning the ASQ awards in 11 consecutive years. 85% of Incheon airport operating authority(Incheon International Airport Corp.) and its outsource companies employees was composed of outsource workers. Thus, their thoughts might represent the overall perception of airport operating authority employees. The perception on the service performances of winning the ASQ awards was analyzed by researchers using attribution theory model. It is useful to apply attribution modeling in order to analyze the causal relationships among variables. Attribution is the process by which individuals explain the causes of behavior and events. Attribution theory is the study of models to explain those processes. According to empirical analysis, it was found outsource workers attributed the excellent service performance of Incheon airport to such an internal factor as service competence. However it was also implied they attributed to such external factors as the positive relationship and institutional support from airport and government authorities.

• Journal of the Korean Society for Aviation and Aeronautics
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• v.25 no.1
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• pp.11-22
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• 2017

Aviation/tourism industry has a unique characteristic of high inter-dependance between customer and service-provider. It is the mental condition of service-provider that could influence on the attitude of the service-provider. Thus, it is important to manage the mental condition of the service employees to enhance a company's financial performance. This paper tries to analyze the combined model of both policy acceptance and service profit chain(SPC) models. First, service policy acceptance model tells how the service policy acceptance, which consists of policy compliance, trust, participation and policy failure, would influence on SPC model. According to empirical research, it was found that both the employees' policy compliance and the policy trust have a positive significant impact on their participation on service policy. In the policy acceptance model, the employee's voluntary participation based on their trust and compliance of the policy was proven to have a positive effect on increasing job satisfaction and customer orientation. Regarding SPC model, their participation in the policy had the strongest impact among variables on customer orientation. Such results implies the employees' participation on the policy could become the starting point to enhance the customer value.