• The Journal of Asian Finance, Economics and Business
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• v.8 no.4
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• pp.993-1001
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• 2021

This study aims to determine the factors influencing student performance using the teaching and learning process through e-learning based on the unified theory of acceptance and use technology (UTAUT). This study also sets out to propose additional variables to expand the UTAUT model to be more suitable to use in higher education. This research conducted a literature review, expert interviews, and a self-administered survey involving 200 students at tertiary institutions in Riau province, Indonesia. The questionnaire data were analyzed using SmartPLS 2. This study shows that UTAUT constructs, namely, social influence, facility conditions, and effort expectancy have a significant influence on student behavior and performance, while the performance expectancy variable shows no significant effect. The additional variables, including lecturer characteristics, external motivation, and organizational structure, directly affect student performance. However, concerning student behavior, motivation and environment are the only variables with a significant effect. The results of this study suggest the behavior deteminant such as lecturer characteristics, motivation and environment, and organizational structure improve student performance. This study investigates factors affecting the performance of university students through the learning employing e-learning by developing the UTAUT constructs to include the lecturer characteristics, motivation and environment, and organizational structure in improving student performance.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.11
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• pp.1021-1031
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• 2020

This study aims to invest in empirical relationships in a model that becomes the process of Team-Performance due to participation in practical training through causality between Training Effectiveness variables, soft-skill competence, Employee-Creativity, and team performance. This study uses a quantitative approach. The analytical tool used is structural equation modeling (SEM) using AMOS version 23 software. Accidental sampling technique is used to collect the sample. As many as 202 respondents filled up a survey questionnaire with complete and valid answers. This study's results significantly contribute to fill the gap of inadequate empirical evidence that can answer critical questions about the missing link between training and employee-performance, more specifically between training-effectiveness and team-performance. The results showed that practical training would encourage employees' soft-skill competence, improve Employee-Creativity, and improve Team-Performance. Furthermore, training-effectiveness also plays a significant role in enhancing employee-creativity and helping in optimal team-performance. This study also found that the relationship between employee-creativity and team-performance did not show positive and significant results; therefore, empirically, it did not support the hypothesis built in this study. Practical training targeted towards increasing soft-skills and creativity is a fundamental reason which not only aims to contribute toward organizational performance but also provides personal feedback for self-development.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.11
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• pp.75-81
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• 2020

This study aims to empirically test the effect of liquidity and adequacy on bank performance through interest rate risk and credit risk. Capital adequacy and liquidity are variables that can affect the ups and downs of opinion, where the bank's performance in this study is the dependent variable. Good credit distribution can minimize the occurrence of defaults. This study uses banking companies in Indonesia that are listed on the Indonesian stock exchange, with a total number of 43 banking companies, this study however, uses only 30 companies ranging from years 2014 to 2019, primarily due to the availability of the limited data. The data analysis techniques used in this study is PLS-SEM with the WarpPLS application. The research results show that capital adequacy and liquidity has a positive effect on bank performance, interest rate risk and credit risk can mediate capital adequacy on bank performance, interest rate risk can mediate liquidity on bank performance, and interest rate risk has a positive effect on bank performance. However, credit risk can't mediate liquidity on bank performance and credit risk does not have a positive effect on bank performance. This is in line with the commercial loan theory, shiftability theory and the doctrine of anticipated income, which explains how best to give credit, both in longer and the shorter term.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.10
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• pp.401-411
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• 2020

Recognizing the vital role of employees in achieving optimal performance and sustainable competitive advantage as expected, organizations need to facilitate high support for employees, implement appropriate leadership styles, and increase affective commitment within the organization. Therefore, the objective of this study is to analyze and explore: (1) the effect of perceived organizational support (POS) on employee performance and affective commitment; (2) the effect of transformational leadership on employee performance and affective commitment; and (3) the effect of affective commitment on employee performance. The covered population in this study were all employees (including managers, supervisors, and functional staff) who worked in the stone milling companies in Central Java, Indonesia. Data obtained in this study were processed statistically employing structural equation modeling (SEM) with the SmartPLS 3 software package. Based on the data analysis results on 103 respondents, this study concluded that POS had a significant effect on affective commitment and employee performance as well as transformational leadership on affective commitment and employee performance. Furthermore, affective commitment also had a significant effect on employee performance. Thus, the results of this study, theoretically and practically, can be used by all parties concerned to improve employee performance and maintain a sustainable competitive advantage.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.495-503
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• 2021

Business leaders have made great efforts to increase their organizations' competitive capability, and raising employees' job performance is considered as one of the essential solutions. Thus, it is vital to properly identify factors that affect the job performance since this will be the basis for managers to propose recommendations to increase employees' job performance. The study seeks to investigate the relationships between psychological capital, job satisfaction, and job performance of employees in Vietnam, a developing country in South-East Asia. In this study, psychological capital is considered as a high-order construct. The mixed research method is used in this study. Qualitative research method is used to form the official survey questionnaire. Quantitative research method is used for investigating the relationships between concepts. Research data are collected from 848 interviewees via both face-to-face and email surveys. The findings show that psychological capital has positive relationships with job satisfaction and job performance. Job satisfaction also has a positive impact on job performance. In particular, job satisfaction shows the mediating role in the impact of employees' psychological capital on their job performance. Based on the results, the study also provides recommendations related to psychological capital and job satisfaction assisting managers to increase employees' job performance.

• East Asian Journal of Business Economics (EAJBE)
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• v.9 no.3
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• pp.71-82
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• 2021

Purpose - The purpose of this study is to examine the intermediary role of job satisfaction between job autonomy and job performance and whether the process was adjusted based on the work context. Research design, data, and methodology - This study was conducted by sample survey method on 334 supervising engineers. Data analysis methods were frequency analysis, confirmatory factor analysis, reliability analysis, correlation analysis, and structural equation model analysis. Result - The results of this study suggest that: (1) after controlling for age, position, and working years, job autonomy had a significant positive impact on job performance, (2) job autonomy can not only directly affect job performance but also indirectly affect performance through job satisfaction, (3) job satisfaction has an intermediary effect on job autonomy and job performance, and (4) the relationship between job autonomy and job satisfaction is moderated by the work context, and the result showed a negative moderating effect. Conclusion - This study suggests that job autonomy significantly improves job performance, and the higher job autonomy a supervising engineer has, the more satisfied they are with their work, thus enriching the precursor research on dynamic changes in job performance. When the working environment is poor, supervisors are more sensitive to the perception of job autonomy and have a stronger impact on job satisfaction and performance.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.1
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• pp.781-790
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• 2021

The purpose of this study is to test empirically the effect of Islamic business ethics and market conditions on organizational performance in state-owned construction companies in Indonesia. Data collection in this study was conducted online and the total number of data used was 81 respondents, both directors, heads of departments, and managers (general and project). This study uses a partial least squares structural equation model (PLS-SEM) with a quantitative approach that aims to test hypotheses and relationships between variables, such as Islamic business ethics, market conditions, project management, organizational culture, competitive strategy, and organizational performance. This study shows Islamic business ethics has a significant direct effect on organizational performance. Market conditions do not have a direct significant effect on organizational performance. Meanwhile, the mediating variables of project management and competitive strategy have a significant direct effect on organizational performance. Organizational culture does not have a significant influence on organizational performance. Conversely, market conditions have a significant influence through the mediating variables of project management and competitive strategy on organizational performance. Besides, this study is an attempt to determine the impact of the criteria factors affecting the measurement of the performance of construction organizations in Indonesia in terms of the external environment and organizational structure.

• Knowledge Management Research
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• v.9 no.1
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• pp.61-76
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• 2008

The purpose of this study is to examine the effects of lifelong learners' learned helplessness and failure tolerance on academic achievement and job performance. The result of this empirical study exhibits that learned helplessness has negative effects on their academic achievement and job performance. Failure tolerance, however, has positive effects on their academic achievement and job performance. In addition, their academic achievement has mediated between learned helplessness and/or failure tolerance, and job performance. This study suggests that lifelong learners' positive response to failures is helpful for both learning and working performances.

• The Journal of Information Systems
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• v.26 no.4
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• pp.1-15
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• 2017

Purpose Through the provision of real time performance information about who is contributing and who is not in Electronic Brainstorming, prior studies evidenced a significant performance gain. However, it has been observed that the quantity-based performance feedback alone does not have enough restrictiveness to guide the performance behavior throughout the idea generation session. We included the notion of goal setting into the process performance feedback mechanism in an effort to regulate performance behavior and to better understand why individuals in Electronic Brainstorming are not obtaining enough stimulation benefits in the group interaction process. Design/methodology/approach We had developed real-time visual process performance feedback and modified to include goal setting. This mechanism visually displays individuals' performances two-dimensionally (quality for each idea vertically and quantity of ideas horizontally along with their goals). As individuals' contributions accumulate, the mechanism reveals performance histories by connecting the sequence of ideas in a time-series format, telling stories of individuals' performances. Then, we compared the performance outcome from this study with the outcomes from two prior studies (i.e., Jung et al., 2010 and Jung, 2014). Findings The results showed that the inclusion of goal setting into the process performance feedback solved the issue in the previous study. That was the lower than expected magnitude of performance enhancement of process performance feedback when compared to that of quantity-based feedback. It appears that goals as a motivational technique provide standards for systematic self-evaluation, serving as a cue to regulate performance behavior by strengthening the linkage between effort and performance. Thus, goals seem to set up a self-fulfilling prophecy, preconditioning better performance. However, the outcome still showed that its performance magnitude is unsatisfactory because the outcome of this study turned out to be close to the outcome of just quantity-based performance feedback in Jung et al.'s (2010) study.

• Asia-Pacific Journal of Business
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• v.10 no.3
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• pp.125-142
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• 2019

The study wanted to verify the effect of emotional sub-compression, a negative variable of emotional labor, on job performance, on security personnel working at private security companies, and further to verify how the impact on emotional sub-compression can affect job performance through the first draft of regulation. Empirical analysis through the study model showed that emotional edema was not a significant effect, but a negative effect on job performance, and that it did not affect the control focus itself. This revealed that emotional harmony has been shown to have a negative impact on performance due to the present state and conflicting situations in one's emotions, which means that emotional harmony does not affect negative or positive effects depending on a person's attributes. It also showed that the temperamental control focus on job performance had a positive impact on employees with an improvement focus and had a negative impact on employees with a preventive focus, and that a temperamental control focus between emotional dissonance and job performance had an effect. This indicated that job performance was affected by a temperamental control focus and that employees with an improvement focus had a positive effect and had a positive effect on performance. The implications of the study in this study are that it can have target differentiation in the areas where the study was conducted on guard workers, a social issue related to the study of emotional labor, and it can be meaningful that the study of emotional labor had a control focus and measured both positive and negative tendencies. It is also believed that there will be contributions to the verification of differences in performance resulting from employee propensity and by linking it with a variable called emotional instability. However, the data collected have the limitations of the subject and region, and the emphasis on cross-sectional analysis and the representative of the various emotions to verify the negative effects of emotional labor, and the problem of securing reliability related to the adjustment focus verification are the limitations of the research.