• Child Health Nursing Research
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• v.25 no.1
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• pp.9-16
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• 2019

Purpose: Childhood leukemia is a serious trauma affecting both adolescents and their parents, who experience painful process. However, adolescents with leukemia and their parents also experience positive changes, which is referred to as posttraumatic growth. We examined posttraumatic growth, core beliefs, impact of event, and event-related rumination in adolescents within 5 years of a diagnosis of childhood leukemia and their parents. Methods: The participants were 68 adolescents with childhood leukemia (aged 13~18 years) and their parents, who were recruited from C university hospital in Korea from May to September 2016. The Posttraumatic Growth Inventory, Core Belief Inventory, Impact of Event Scale-Revised, and Event-related Rumination Inventory were completed by the adolescents and their parents. The mean scores and correlations between variables were investigated for both set of participants. Results: Parents showed significantly higher levels of posttraumatic growth, disruption of core beliefs, impact of event, and invasive rumination than adolescents. Disruption of core beliefs and deliberate rumination were positively correlated with posttraumatic growth in both groups. Conclusion: Nursing intervention programs that involve modifying core beliefs and inducing a positive thought can help adolescents with leukemia and their parents grow after traumatic events.

• Korea Trade Review
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• v.44 no.5
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• pp.107-125
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• 2019

This study analyzes the effects of FDI on the global value chain (GVC) using participation and export value added using panel data from 2005 to 2016 for 63 countries. This study used the GLS method. Results are as follows: First, foreign direct investment had a positive impact on the global value chain (GVC) participation and export value added of non-OECD economies. Furthermore, tariff rates were more sensitive to non-OECD countries than OECD countries. In addition, logistics infrastructure had a negative impact on global value chain (GVC) participation and export value added, while developed countries, such as OECD countries, with good infrastructure, had a positive impact on non-OECD countries. Finally, research and development costs have been shown to play a very important role in non-OECD countries. This study found that various service sectors, such as research and development (R & D) as well as the general manufacturing industry, are expanding beyond two countries to form global value chains (GVC) in which several countries are connected from production to consumption.

• East Asian Journal of Business Economics (EAJBE)
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• v.9 no.2
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• pp.21-30
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• 2021

Purpose -The purpose of this paper is to advance the understanding of affective commitment in employees of Korean companies' subsidiaries in Mexico. Specifically, we study the moderating effects of cultural orientation on the relationship between perceived corporate social responsibility (CSR) and affective commitment among these Mexican employees. Research design and methodology - This study was designed to explore the impact of perceived CSR on affective commitment and the moderating roles of collectivism and power distance on the employer-employee relationship. We applied hierarchical regression to survey data collected from 296 employees working for Korean company subsidiaries in Mexico to examine the proposed hypotheses. Results - The results show a significant positive effect from perceived CSR on affective commitment. In addition, this study confirms a positive moderating effect from collectivism and a negative moderating impact from power distance on the relationship between perceived CSR and affective commitment. Conclusions - Drawing upon social identity theory, this study found that Mexican employees' perceptions of their company's CSR and their own cultural value orientations influence affective commitment to the organization. This study extends the understanding of perceived CSR and affective commitment, and particularly demonstrates that the relationship between perceived CSR and affective commitment is influenced by employee collectivistic and power distance orientation.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.3
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• pp.771-780
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• 2021

The study assesses the impact of tariffs on Vietnam's trade in the Comprehensive and Progressive Agreement for Trans-Pacific Partnership (CPTPP). Research data was conducted between 2001 and 2018 on the official website of the Uncomtrade and the World Bank. This paper uses the gravity model to estimate the relationship between data series and considers the impact of factors on Vietnam's trade with CPTPP countries. The results have proven that tariff reductions have a positive effect on Vietnam's trade. Besides, the trade openness of Vietnam and CPTPP countries has positive impacts on Vietnam's trade. The study also shows that Real Effective Exchange Rate (REER) between Vietnam's and CPTPP countries' currencies has no strong effect on Vietnam's trade. Based on these findings, the article also suggests a number of policies to promote Vietnam's trade in future. In order to support businesses to better utilize opportunities and promote exports to CPTPP countries, the government of Vietnam should: (1) focus on reducing costs and time to participate in the market for production and business investors; (2) improve business investment environment to mobilize resources for production; and (3) continue to organize information campaigns to raise businesses' awareness of how to take advantage of CPTPP preferences.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.2
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• pp.401-410
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• 2021

The study tests resilience and work ethics as mediators between charismatic leadership and affective commitment to change. Many organizations, such as banking, insurance companies, and financial institutions, face strong competition and consequently need to effect considerable change within the organization. Many variables have a significant impact on the success of organizational change, and people (resilience and work ethics) as well as change leaders are primary variables in this research. This study, using structural equation modeling, was conducted on a sample of 355 employees from banking and insurance companies. In this study, the inventory of affective commitment to change, the Conger-Kanungo charismatic leadership scale, resilience, and work ethic inventory was used. The results showed that resilience is a partial mediator between charismatic leadership and affective commitment to change. Meanwhile, work ethic was not a mediator between the two variables. The results showed that charismatic leadership can have a direct, positive, and significant impact on affective commitment to change without mediators, and that resilience can act as partial mediator. Furthermore, work ethic had a significant and positive effect on affective commitment to change through resilience. In other words, resilience is a full mediator for the impact of work ethic on affective commitment to change.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.4
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• pp.163-172
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• 2022

The purpose of the study is to determine the impact of several factors on employees' job commitment in ten FDI manufacturing businesses in Vietnam's Nghi Son Economic Zone during the COVID-19 Pandemic. The researchers used reliability tests, exploratory factor analysis, confirmatory factor analysis, and structural equation modeling to confirm the relationships between factors when analyzing the effect of variables on job commitment in FDI enterprises. Based on a poll of 481 respondents, the test findings showed that 07 parameters have positive effects on job satisfaction. Professional assurance, compensation, fringe benefits, supervisor, promotion, coworkers, and working conditions all have varying levels of impact. Job satisfaction, in particular, has a significant and positive impact on employees' commitment to their jobs. According to research findings, the COVID-19 pandemic has been and continues to be a unique burden for Vietnamese firms in general and FDI manufacturing enterprises in Nghi Son EZ in particular. As a result, businesses must have appropriate HRM strategies to incentivize employees to recover, stabilize, and develop in the new normal, ensuring employee loyalty to the company.

• Asian Journal of Business Environment
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• v.12 no.4
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• pp.1-12
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• 2022

Purpose: This study mainly aims to investigate the connection between job satisfaction and organizational citizenship behavior of bank employee. Another objective of this study is to check out the mediating impact of perceived organizational politics of bank personnel on the connection between their job happiness and citizenship behavior. Research design, data and methodology: Snowball sampling is utilized in this study, which is done among bank personnel at different public and private banks across north-eastern region of Bangladesh as well as information is accumulated through the use of a five-point Likert-scale questionnaire. IBM SPSS v22, Andrew F. Hayes process macro v3.5 and SmartPLS 3 are used to complete descriptive and inferential statistics. Results: The study results explore that employees' political perception has a negative influence on organizational citizenship behavior where bank employees' job happiness has a positive impact on structural citizenship manners and negative impact on perceived organizational politics. Surprisingly, perceptions of organizational politics were found to have an insignificant mediating effect on the connection between job satisfaction and organizational citizenship behavior. Conclusions: The present study reveals that satisfied bank personnel shows positive and constructive actions toward their organization where their political perception has an insignificant mediation.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.6
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• pp.447-453
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• 2021

Human resources play a key role in developing and enhancing the manner in which an organization change. In fact, the role of human resource-related quality management has contributed greatly to the growth of the organization in both the short and long term. The purpose of the current study is to identify factors that influence human resource retention in Hanoi in the backdrop of growing economic performance of Hanoi in Vietnam's economy. Primary data was collected through questionnaires of 280 respondents from the four districts in Hanoi, including 25.2% of respondents working in Cau Giay district, 21.2% in Dong Da district, 34.2% in Ha Dong district, and 19.4% in Thanh Xuan district. After applying Cronbach's Alpha and Explore Factor Analysis (EFA) analysis, Durbin-Watson test, empirical results demonstrate that relationship among co-workers has a significant and positive contribution on the maintenance of human resources in the organization. Additionally, higher welfare facilities for an employee are more likely to impact the maintenance of human resources in the organization. Factors such as working environment, job placement, and leadership relationship have no adverse effect on the maintenance of human resources, although a positive impact could be established in all cases.

• Atmosphere
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• v.32 no.3
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• pp.191-206
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• 2022

Assimilation trials were performed using the Korea Institute of Atmospheric Prediction Systems (KIAPS) Korea Integrated Model (KIM) semi-operational forecast system to assess the impact of ground-based Global Navigation Satellite System (GNSS) Zenith Total Delay (ZTD) on forecast. To use the optimal observation in data assimilation of KIM forecast system, in this study, the ZTD observation were pre-processed. It involves the bias correction using long term background of KIM, the quality control based on background and the thinning of ZTD data. Also, to give the effect of observation directly to data assimilation, the observation operator which include non-linear model, tangent linear model, adjoint model, and jacobian code was developed and verified. As a result, impact of ZTD observation in both analysis and forecast was neutral or slightly positive on most meteorological variables, but positive on geopotential height. In addition, ZTD observations contributed to the improvement on precipitation of KIM forecast, specially over 5 mm/day precipitation intensity.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.5
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• pp.213-224
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• 2022

In recent years, gamification has been a hot issue due to its positive impact on organizational success. The proper application of game elements in an organizational context is required for gamification implementations. Gamification remains an area of active research for its behavior molding potential. Employee engagement is a critical component in assessing employee behavior and is considered crucial for organizational success. Research questionnaires were completed online between March 2021 and February 2022. Our targeted sample encompassed low and mid-level personnel of Asian and Middle eastern employees working in Hungary. The questionnaire was introduced using google forms. Our sample size consisted of 203 respondents (N = 203). Research results indicated gamification's significance in increasing employees' intrinsic motivation and therefore boosting organizational engagement levels. Gamification improved employees' task performance and the overall quality of work. Organizational culture had a mediating role between gamification and employees' behavior. Organizational culture and employee behavior are in close correlation. Research findings also proved engagements' mediating effect on employees' behavior. The results of the research showed that gamification in human resources has risen in popularity, especially in terms of its impact on employee behavior and performance. The study's findings demonstrated that gamification has a positive impact on organizational performance and collaboration.