Business and Economics Research Journal 

About: Business and Economics Research Journal is an academic journal published by Business and Economics Research Journal. The journal publishes majorly in the area(s): Panel data & Monetary policy. It has an ISSN identifier of 1309-2448. It is also open access. Over the lifetime, 602 publications have been published receiving 3959 citations. The journal is also known as: Business and economics research journal & BERJ.

Bank Specific and Macroeconomic Determinants of Commercial Bank Profitability: Empirical Evidence from Turkey

Abstract: The aim of this study is to examine the bank-specific and macroeconomic determinants of the banks profitability in Turkey over the time period from 2002 to 2010. The bank profitability is measured by return on assets (ROA) and return on equity (ROE) as a function of bank-specific and macroeconomic determinants. Using a balanced panel data set, the results show that asset size and non-interest income have a positive and significant effect on bank profitability. However, size of credit portfolio and loans under follow-up have a negative and significant impact on bank profitability. With regard to macroeconomic variables, only the real interest rate affects the performance of banks positively. These results suggest that banks can improve their profitability through increasing bank size and non-interest income, decreasing credit/asset ratio. In addition, higher real interest rate can lead to higher bank profitability.

An Empirical Study of the Relationship between Transformational Leadership, Empowerment and Organizational Commitment

Abstract: e � Abstract�� � Organizationalleadershipliteraturehighlightsthattransformationalleadership� hasfoursalientfeatures:� intellectualstimulation,� individualizedconsideration,� individualized� influencedattributed,� andindividualizedinfluencebehavior� Theabilityofleaderstoproperly� implementthisleadershipstylemayhaveasignificantimpactonorganizationalcommitment� Moreimportantly,� recentstudiesinthisarearevealthateffectoftransformationalleadership� styleonorganizationalcommitmentisindirectlyaffectedbyempowerment� Thenatureofthis� relationshipisinteresting,� butlittleisknownaboutthemediatingeffectofempowermentin� organizationalleadershipliterature� Therefore,� thisstudywasconductedtoexaminethe� influenceofempowermentintherelationshipbetweentransformationalleadershipand� organizationalcommitmentusingasampleof� 118� usablequestionnairesgatheredfrom� employeeswhohaveworkedinoneUSsubsidiaryfirminEastMalaysia,�Malaysia�Theresults� ofexploratoryfactoranalysisconfirmedthatthemeasurementscalesusedinthisstudy� satisfactorilymetthestandardsofvalidityandreliabilityanalyses� Further,� theoutcomesof� StepwiseRegressionanalysisshowedthattherelationshipbetweenempowermentand� transformationalleadershippositivelyandsignificantlycorrelatedwiththeorganizational� commitment�Statistically,�thisresultconfirmsthatempowermentactsasamediatingvariablein� therelationshipbetweentransformationalleadershipandorganizationalcommitmentinthe� organizationalsample�Inaddition,�discussion,�implicationsandconclusionareelaborated�

Airlines Performance via Two-Stage Network DEA Approach

Abstract: The performance of the airline industry has been widely studied using data envelopment analysis (DEA). Many existing DEA-based airline performance studies have used the standard DEA model, with some minor modifications. These studies have ignored the internal structure relative to the measures characterizing airline operations performance. In the current paper, airline performance is measured using a two-stage process. In the first stage, resources (fuel, salaries, and other factors) are used to maintain the fleet size and load factor. In the second stage, the fleet size and load factors generate revenue. The model used is called the centralized efficiency model where two stages are used to optimize performance simultaneously. The approach generates efficiency decomposition for the two individual stages. The use of this centralized DEA model enables obtaining insights not available from the standard DEA approach.

Mediating Role of Affective Commitment in HRM Practices and Turnover Intention Relationship: A Study in a Developing Context

Abstract: The present study was designed to examine the dimensions of HRM practices that may cause faculty turnover decision among the private university faculty members in Bangladesh. The role of affective commitment as the mediator in the proposed relationship was also investigated. A total of 317 faculty members of the private universities participated, completed and returned the questionnaire which represented 57% response rate of the study. Multiple regression analyses were used to test the hypotheses of the study. The results of the study revealed that out of six HRM practices used in this study three were found highly significant and negatively related to turnover intention. The study also found that affective commitment mediates the proposed relationship between HRM practices and turnover intention. Limitations and suggestions for future research are forwarded.

The Effects of Job Rotation Practices on Motivation: A Research on Managers in the Automotive Organizations

Abstract: Job rotation is a job design approach widely used by many companies at various hierarchical levels. By adopting the human structure of the company with technical processes, job rotation is the consequence of effort and determination. In Turkey it can be said that it is companies with a majority of foreign capital who have successfully applied this technique with the aim of improving workers performance. To reach this goal the first condition is to ensure that job rotation practices generate the expected effect on an employee’s motivation. From this angle, decreasing monotony, preparing the employee for management, defining the most productive job/position and increasing the level of knowledge and skills are the functions by which the said motivational effect will be achieved. Consequently this study aimed to test the established hypothesis expressed as ‘job rotation practices have a positive effect on motivation’. In this context, the research results verified that job rotation applications effect motivation.