• The Journal of Asian Finance, Economics and Business
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• v.10 no.1
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• pp.111-121
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• 2023

Given the gaps in the link between leadership, knowledge resource, and innovation capability, this study aims to examine the potential mediating role of knowledge sharing and moderating role of knowledge-centered culture in the relationship between transformational leadership and a firm's capability for innovation. This study applied the Structural Equation Modeling to try out proposal hypotheses in the research model through a questionnaire survey from a sample of 301 participators in 115 small and medium firms in the field of tourism and hotel. The findings disclosed that knowledge-sharing behaviors significantly mediate the transformational leadership-innovation relationship. It highlights the significant impact of explicit knowledge sharing in comparison with the influence of tacit knowledge sharing on innovation capability. The paper also reveals the crucial role of knowledge-centered culture in boosting the knowledge-sharing-innovation relationship. By exploring the mediating role of knowledge sharing and the moderator of knowledge-centered culture, the paper significantly brings insight into different mediating and moderating mechanisms to improve innovation capability. The paper significantly fills up the gaps and provides valuable initiatives on the mechanism of how transformational leadership and specific forms of knowledge-sharing behaviors positively affect innovation capability under the moderating role of knowledge-centered culture.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.7
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• pp.303-311
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• 2021

Ambidexterity and leadership agility have become the most researched topics to analyze their application in companies, especially in this dynamic era. Several researchers have analyzed it in large companies. However, only a few have discussed the two topics simultaneously and at the MSME level. This study aims to analyze the relationship between ambidexterity and leadership agility and innovation capability and performance at MSMEs in Yogyakarta and East Java, Indonesia. This study is analyzed by using quantitative methods with SEM (Structural Equation Model) methods. The data in this study is primary data that is obtained through distributing 230 questionnaires to MSME managers in Yogyakarta and East Java, Indonesia. From 230 questionnaires distributed, 200 questionnaires are returned and completed, so the response rate in this study is 86%. The results in this study indicate that ambidexterity and leadership agility have a significant effect on innovation capability and MSME performance. This study also proved that innovation capability has a significant effect on MSME performance. Therefore, it is recommended for MSME managers to develop ambidexterity and leadership agility so they can create innovation and good performance. In the end, this study has provided findings related to the combination of ambidexterity and leadership agility variables.

• The Journal of Asian Finance, Economics and Business
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• v.10 no.1
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• pp.19-29
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• 2023

Logistics industry is being an important industry in Vietnam with the contribution from 8-10% of GDP recently. This industry employs about 15 millions people. Increasing the employees' job satisfaction is become one of the most concerns of managers in logistics companies to strengthen the employee engagement and improve their business performance. The aim of this study is to investigate how employees' perceptions of job satisfaction are influenced by factors such as job stress, leadership capability, work-life balance, and demographics. 426 workers in the logistics sector in Vietnam were surveyed online. The acquired data was analyzed using a structural equation model. In total 16 hypotheses were established, 13 of which were deemed to be significant. The results demonstrate how the literature-informed second-order constructs can potentially explain the overall job stress, leadership capability, and work-life balance of employees in the Vietnamese logistics industry. These variables account for 54.8% of job satisfaction. This study makes a theoretical contribution to the extant literature by showing how researching second-order constructs can improve the theory's capacity to predict employees' job satisfaction. The paper concludes with a set of recommendations for the management of logistics firms in Vietnam.

• The Journal of Small Business Innovation
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• v.20 no.2
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• pp.1-16
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• 2017

The purpose of this study is to investigate the factors affecting innovation capability and innovation performance of midsize company entering overseas market. More specifically, in terms of managerial, organizational, and employee - level factors, we set leadership, operating system, and taking charge at work as variables influencing innovation capability and tried to understand the effect of innovation capability on innovation performance through empirical studies. In addition, we examined the differences in the influence factors on innovation capability and the effect on innovation performance in the home country and overseas countries. As a result of the empirical analysis, all of the influence factors had a positive effect on the innovation capability and the innovation capability had a positive effect on the innovation performance. The degree of influence was in the order of operating system, leadership and taking charge at work. In China, there is no significant difference in the order of operating system, leadership and taking charge at work. In the case of Korea, operating system and leadership have a positive effect, but the employee's taking charge at work does not affect innovation capability. The results of this study are as follows. First, it is necessary to enhance innovation capability in accordance with local characteristics. In Korea, there are additional activities to induce employee's taking charge at work is required for improved innovation capability and innovation performance.

• Journal of Fisheries and Marine Sciences Education
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• v.28 no.1
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• pp.300-314
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• 2016

The purpose of this study was to examine the effects of small-group discussion and panel discussion as teaching and learning methods on college students' competencies of communication, problem-solving and leadership in a general education course. Participants were 52 college students, and they participated in the 13-session lessons. The data from questionnaires collected before and/or after the experiment were analyzed using a paired t-test and percent. The results were as follows. First, each 'total' competency in communication, problem-solving and leadership was increased statistically significant after the experiment. Second, in subdomains of each key competency, 'directed communication' and 'understanding the perspective of others' in communication, and 'divergent thinking', 'decision-making' and 'assessment' subdomains in problem-solving, and all subdomains in leadership were increased statistically significant after the experiment. Based on the results and students' opinions about discussions, the education implications for small-group discussion and panel discussion were discussed.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.2
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• pp.555-562
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• 2021

This study aims to understand the effect of millennial transformational leadership (MTL) on organizational performance in Indonesian Fishery startups. The population of this study included select fishery startups in Indonesia based on the data released by the Ministry of Marine Affairs and Fisheries of the Republic of Indonesia and Digital Fishery Network. This study used the statistical method of PLS-SEM to analyze the data. The findings show that the MTL has no direct positive relationship with organizational performance; MTL has a direct positive relationship with organizational agility; MTL has a direct positive relationship with IT capability; IT capability has a direct positive relationship with organizational agility; organizational agility has a direct positive relationship with organizational performance in fishery startups in Indonesia during this pandemic era. It is suggested that future researches use covariance-based-structural equation modeling which is able to test the research model's feasibility. Roles of mediating variables in addition to the main variables-for example, organizational agility as a mediating variable on the relationship between MTL and organizational performance - are also suggested to be examined. In spite of the limitations, the model developed is still interesting to investigate and is expected to enhance the literature on transformational leadership.

• Korea Journal of Hospital Management
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• v.18 no.4
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• pp.54-77
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• 2013

This paper is a comparison study about leadership training transfer factors between physicians working in large scale hospitals and managers working in firms. To fulfill this purpose, this study conducted a regression analysis on 101 managers and 59 physicians who had attended similar leadership training programs more than 16 hours recently in order to identify the differences on the learning transfer factors. 6 factors such as Learner readiness, Performance self-efficacy, (so far as Trainee Characteristics group), Organization Culture, Supervisor's tangible incentives and Supervisor's intangible support, (so far as Work environment group), Content Validity & Transfer Design (so far Training Design group) were used as independent variables while the personal Managerial Capability Increase and Leadership Capability Increase were used as dependent variables. And also we used 5 factors as control variables ; Job style (Manager or Physician), Age, Gender, Working years and Organization size. Here are the summary of major findings ; first, there were statistically significant differences between the learning transfer factors in leadership training programs for managers and those of physicians. Second, there were also statistically significant differences among trainees' working years and their organization size factors while age and gender do not affect the learning transfer factors. Third, for the physician's leadership training the practitioners should focus on two factors ; Organization Culture and Learner readiness.

• The Journal of Asian Finance, Economics and Business
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• v.6 no.3
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• pp.295-304
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• 2019

The study aims to investigate the determinant factors in the organisation of a firm's innovative activities, and the impact of innovation capability on firm's performance of electronic firms in Ho Chi Minh city, Vietnam. How is the performance of electronic companies after delivering an innovation project? How will innovation capability affect firm's performance in electronic companies? This study aims to seek the answer of these questions. We employ a Structural Equation Model and the PLS technique in order to validate the theoretical model proposed in this study. With observation of 374 valid firms, based on Cronbach's Alpha analysis, EFA analysis, CFA analysis and SEM analysis, this study discovers 5 groups of factors including: (i) Institution factors; (ii) Attitude of leadership factors; (iii) Marketing factors; (iv) Technological resources factors; (v) Combination factors, which have direct impact on innovation capability of firms. There are 4 groups of factors that have positive impacts on financial performance of electronic firms, with descending order of importance as follows: (1) Attitude of leadership factors; (2) Quality of human resources factors; (3) Innovation capability; (4) Marketing activities factors. Research results are important implications for Government administrative agencies for business to consult and introduce effective support policies.

• Asia Pacific Journal of Business Review
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• v.6 no.2
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• pp.27-60
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• 2022

Previous studies stated that low carbon innovation performance could be influenced by government regulations and the green market, which is the new trend of consumer consumption in the present time, mainly focusing on external factors. Before study augured that low carbon innovation performance could be driven by internal and external factors of cooperation such as institutional pressure, stakeholder pressure, and innovation resources. However, the study of green transformational leadership and organizational environmental culture on low carbon innovation performance is rare, especially in Chinese manufacturing, as well as the effect of influencing factors of TPB model: environmental attitude, subjective norm, and perceived behavior capability on low carbon innovation performance. Previous studies mostly used the TPB model for predicting individual behavior. This study established a theoretical model combining the TPB model with green transformational leadership and organizational environmental culture of Chinese automobile manufacturing on low carbon innovation performance. This study consists of two sections of research methodology: section 1 related to questionnaire design and data collection. We established a questionnaire and distributed it online, targeting responses from the managerial level working in Chinese automobile manufacturing. Eventually, 155 valid questionnaires were used for analysis. Section 2 involved data analysis using statistical software. Reliability and data validity was examined by reliability analysis and factor analysis. Correlations and convergent validity analyses were applied, and structural equation modeling was conducted to test the proposed hypotheses. The findings indicated that green transformational leadership, organizational environmental culture, and essential factors of TPB model; environmental attitude, subjective norm and perceived behavior capability positively affect low carbon innovation performance. In addition, the indirect effect of green transformational leadership was tested and found that organizational environmental culture and TPB factors mediated the relationship between transformational leadership and low carbon innovation performance.

• Knowledge Management Research
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• v.17 no.4
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• pp.1-25
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• 2016

The main purpose of this study is to examine relations among authentic leadership, trust for leaders, psychological well-being, and knowledge sharing. Authentic leadership proposes positive and interactional approach between leaders and subordinates. Authentic leaders are aware of their values and belief, and they keep their personal goals and support their followers. Such behaviors boost psychological well-being, knowledge sharing, and trust for leaders. To analyze the framework proposed, survey data was collected from 164 employees of three companies. In particular, this study designed a robust research method by assessing model fit and avoiding common method bias issues. The empirical results of this study are as follows. Authentic leadership positively influences trust for leaders and psychological well-being. Trust for leaders is shown to have positive impacts on psychological well-being and knowledge sharing. In addition, followers' psychological well-being positively influences knowledge sharing activities. This study contributes to the comprehension of the structural relationships among authentic leadership, trust for leaders, psychological well-being, and knowledge sharing. The results suggest that authentic leadership and trust for leaders were key success factors of building positive mindset and capability of employees in the forms of psychological well-being and knowledge sharing activities.