Showing papers in "Global Business and Management Research: An International Journal in 2017"

Would Internal Corporate Social Responsibility Make a Difference in Professional Service Industry Employees' Turnover Intention? A Two-Stage Approach Using PLS-SEM

Abstract: Purpose : The main objective of this research paper is to examine the role of Internal Corporate Social Responsibility (CSR) in the professional service industry. Professional service industry was used as the contextual background as it is often hit by the issue of high turnover. This research paper capitalizes on Stakeholder Theory and Social Exchange Theory to investigate and explain the role played by Internal CSR in professional service industry turnover intention. Design/methodology/approach: Quantitative method by way of questionnaire survey was employed to gauge the respondents’ perceptions on the effect of Internal CSR practices. Multistage sampling and judgmental sampling are adopted. The data obtained was analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Findings: Internal CSR practices are found to have a role to play in the professional service industry. Internal CSR practices could make a difference in employees’ turnover intention. This positive outcome is explained by the mediating roles of organizational commitment and job satisfaction, along with the direct relationship between Internal CSR practices and turnover intention. Besides, it was observed that the degree of Internal CSR practices is varied among the professional firms. Most of the firms are found to have implemented Internal CSR practices in the aspects of career opportunity, employee well-being, family friendly policy and organizationa l justice. Practical implications : The findings provide insights to the professional service firms on the manifestation influence of Internal CSR practices to curb turnover intention issue in the professional service industry. Global Business and Management Research: An International Journal Vol. 9, No. 1 (2017) 25 Originality/ Values: This research paper adds value to current knowledge by highlighting the importance of Internal CSR, which past research had mostly focused on external CSR. The findings also contribute to the body of knowledge on the mediating effects of organizationa l commitment and job satisfaction instead of its direct relationship which had heavy research in the past. Besides, this research paper explored the underlying research issues by utilizing PLS-SEM that is not common in the field of organizational behavior.

Employee Perceptions of Talent Management Effectiveness on Retention

Abstract: Purpose: The main purpose of this study is to understand how talent management processes contribute toward effective performance management, with regard to employee retention in Taiwanese companies. This research aims to study the value that employees place on their job design through training, performance assessment through feedback, accountability and responsibility through empowerment, equity of compensation by remuneration, and business coaching program utilization. Design/methodology/approach: This theoretical paper, and the conceptual model proposed in this study will be based on employee experiences, and perceptions of talent management processes on their retention. The planned data regarding these factors will be collected quantitatively through questionnaires completed by employees in listed Taiwanese companies. Findings: The proposed study will provide a review of the extant literature, as well as provide empirical evidence with regard to critical HR policies that have significant impact on the management of employee retention practices. Originality/value: This study aims to provide companies with a guide in targeting the most important factors that impact on their employee retention, through an increased awareness and knowledge of how employees are motivated, and thus retained accordingly. Moreover, this case study will be the first of its kind conducted in Taiwan, as it includes core HR retention practices, as well as business coaching processes (which are relatively unutilized in broader Asian contexts). Furthermore, it is anticipated to cover a large sampling of the main industries listed broadly on the Taiwanese Stock Exchange, and offer HR policy implications. Keywords: Human Resource Practices, Talent Management, Retention, Introduction The global crisis of 2008, and subsequent economic recessions, have resulted in a multitude of companies having to reduce their employee levels, by significant downscaling. Current challenges include immense organizational transformations, the rapid paced advancement of technology and unstable environments, which are further manifested by constant tumult in the economy. Consequently, employee loyalty, efficiency and turnover concerns are extremely significant management challenges (Dhanraj and Parumasur, 2014). Additionally, this is impacted by employee commitment, organizational restructuring and competition for capable talent (King, 2015). Furthermore, the retention of Generation Y employees in vulnerable, uncertain, complex and ambiguous (VUCA) environments are immense challenges which organizations are also confronting (Aruna and Anitha, 2015). Decreased organizational stability creates fragility, with an influence on relationships with customers; managers are pressurized, conflict is inexorable, and productivity is impacted. These challenges effect organizational competitiveness, creating difficultly for organizations to compete in the marketplace (Lado and Wilson, 1994; Wright, McMahan and McWilliams, 1994) The most valuable, and volatile asset of organizations, is constant, efficient and loyal employees (Elliott, 2004). Employee durability enables organizations to have significant advantage, and power through expertise and experience. Employing, and retaining the most suitable and capable employees is critical, this is why employee recruitment processes are fundamental, with regard to cost saving mechanisms relative to employee retention. It is therefore imperative that employers are certain of candidate suitability for employment, the reasons that they are selected, and consequently how they are managed (Arnold, 2005). Vast competition exists throughout industries and markets. It is thus important for organizations to strategically manage their employees' performance, due to the impact of sustainability. It is widely believed that highly talented employees are significant to organizational success. …

A Study on Toxic Leadership Perceptions of Healthcare Workers

Abstract: Purpose: The main purpose of this study is to determine the toxic leadership perceptions of health care workers and to reveal whether the evaluations of the workers about toxic leadership subdimension differ according to individual and demographic characteristics or not. Another purpose of the study is to evaluate whether a scale that measures toxic leadership, validity and reliability revealed in other sectors can be used in the health care sector or not. Design/methodology/approach: The population of the study covers doctors, nurses and other health care workers who work in a state hospital operating in the province of Ankara, Turkey. The study was performed by convenience sampling. The data collection period covers between January-March 2016 and 292 usable surveys are attained. In order to reveal whether the evaluations of health care workers about toxic leadership and sub-dimensions differentiate or not in terms of individual and demographic characteristics, significance test of the difference between two means and one way analysis of variance were used. Findings: As a result of the conducted analyses, it was found that the scale used in the study was valid and reliable for health care sector as well. Additionally, it was revealed that toxic leadership perceptions of the participants had statistically significant differences in each of four dimensions in line with the age and total working experience, selfishness and negative state dimensions according to their profession. Originality/value: The lack studies examining the toxic leadership in the health sector in Turkey is the most important value of this study. Global Business and Management Research: An International Journal Vol. 9, No. 1 (2017) 13

What Is Neuromarketing? A Proposal for a Broader and More Accurate Definition

Abstract: Purpose: The aim of this theoretical paper was to provide a broader and more accurate definit ion for Neuromarketing, after analyzing a 10-year time frame of research studies on the subject. Design/methodology/approach: This paper has analyzed the conceptual evolution of the Neuromarketing term over a 10-year time frame, through a theoretical review in the Web of Sciences and Scopus database, by addressing and discussing the current state of definitions. Findings: It was considered the Neuromarketing definitions declared by several authors and their understanding of what is the research domain of the discipline. The results demonstrate that there are still many difficulties in defining this discipline and its application field. Practical implications: An important consequence of the definition developed in this article is that Neuromarketing research studies can and should take advantage of traditional marketing research and still remain the Neuromarketing area. Originality/value: The authors propose a broader and clearer definition, in an attempt to achieve greater coherence of its comprehensiveness and scope, which considers both neurofeedback and biofeedback measures, and metabolic processes.

Conceptualizing the influence of network competence on entrepreneurship growth in small and medium enterprises

Abstract: Purpose--This paper proposes a conceptual model about the influence of network competence on entrepreneurship growth in manufacturing sector of small and medium sized enterprises (SMEs). Design/methodology/approach--This study is based on an extensive review of past research on network competence and entrepreneurship growth using human capital theory and resource-based theory. To conduct the literature review, we used keywords such as network competence, task performance, and entrepreneurship growth in the SMEs. Findings--From the literature reviewed, four predictors of SMEs growth have been identified. They are availability of resources, network orientation in managing human resources, integration of communication system and openness to corporate culture, which are based on human resource development (HRD) perspective. The framework offers a number of propositions, which explain the proposed model of entrepreneurship growth in SMEs as predicted by the network competence factors. Practical implications--Further research is suggested to test and validate the framework to provide empirical evidence. Upon model validation, the paper could offer practical interventions for HRD practitioners to assist SME managers towards developing and managing network competence to ensure entrepreneurship growth of SMEs. Originality/value--The paper adopted four factors of network competence to predict entrepreneurship growth in the SMEs. It uses human capital theory and resource-based theory to explain the influence of the four predictors. The research contributes to literature on the significance of network competence in promoting growth in SMEs Keywords: Network competence, task performance, entrepreneurship growth, small and medium-sized enterprise (SME) Introduction This study focusses on the role of network competence on entrepreneurship growth in small and medium sized enterprises (SMEs). The thematic issue is how network competence, which is considered from the perspective of human resource development (HRD), influences entrepreneurship growth in the SMEs. Network competence is conceptualized as the degree of network management, task performance, and network management qualification possessed by individuals handling the enterprises (Ritter, 1999). Entrepreneurship growth generally refers to the rate at which a new firm positively contributes to job creation, increase in employment rate, productivity, and sustenance of knowledge base for competitive advantage (Rahman & Fatima, 2011). Hence, this study adopts this meaning of entrepreneurship growth but without the dimension of productivity as the interest of this study focuses only on the dimensions of human resources. Studies show that organization does not exist in isolation. For instance, researchers including Ritter (1999) and Pena (2002) assert that organizations are now seeking interdependence of each other to succeed as business owners do not have all required knowledge and skills to grow. It is also thought that organizations can no longer develop nor create enough knowledge base alone in the areas of technological fields and specialist skills. For that reason, networking becomes inevitable (Jagongo & Kinyua, 2013; Pena, 2002; Ritter, 1999). This understanding suggests that network competence supports utilization of management and development skill of employees for interaction with customers, end-users, suppliers, competitors and research institutions. Therefore, this paper addresses a vital question: How do network competence factors influence entrepreneurship growth in the manufacturing sector of SMEs? Previous studies show that there is an extensive interest by researchers, industry players and policy makers on engagement of SME managers to growth-oriented training program (Bager, Jensen, Nielsen, & Larsen, 2015). Other researchers have focused on knowledge networks as part of integrated knowledge management approach, (Pena, 2002). …

The Mediating Effect of Work Engagement on the Relationship between Islamic Religiosity and Job Performance

Abstract: The issues regarding job performance as well as work engagement have been widely discussed, yet surprisingly little research from an Islamic perspective conducted, especially Islamic religiosity and spirituality.Whereas, job performance and engagement of a Muslim should be examined based on Islamic perspective in order to sustain the productivity.Islam obligates all Muslim to perform the trust (amanah) given and work as a form of worship.While in dealing with difficulties, a Muslim is obligated to be patient, self-control, tawakal (trust) to Allah’s will, and believe that there is great wisdom behind everything that Allah does.These obligations can be fulfilled through the great awareness of Islamic religiosity.In fulfilling these obligations, the individual will put the best effort to engage and simultaneously perform well in their work.Therefore, in response to the impact of Islamic religiosity in enhancing work engagement towards sustaining job performance, this paper discussed this relationship empirically.Smart-PLS have been used as analytical tool.The data analysis results from a questionnaire survey on 150 Muslim employees indicates the significance of the proposed model.Future researchers are expected to study the issues in the workplace from Islamic perspective, such as Islamic job performance, Islamic work engagement, and so forth.

Factors Leading to Consumer Perceived Value of Smartphones and Its Impact on Purchase Intention

Abstract: Purpose - The aim of this research is to find the impact of consumer perceived value (CPV) on smartphone purchase intention among Malaysian working professionals. The research intends to find whether or not social value, perceived usefulness, perceived ease of use, economic value and brand image have a direct or indirect effect on smartphone purchase intention. Design/methodology/approach - Data is collected through an administered online survey with convenience sampling. A total of 302 samples were collected in Kuala Lumpur area. Demographic profile classification, reliability test, sample adequacy, confirmatory factor analysis (CFA) and structural equation modeling (SEM) path analysis is conducted to analyze the data using IBM Amos statistic 22. Findings - The findings show that social value and perceived ease of use do not have a direct or indirect effect on smartphone purchase intention among Malaysian working professionals. However, perceived usefulness, economic value and brand image have an indirect effect on smartphone purchase intention. Practical implications--The research is useful for managers and marketers, to understand the consumer perceived value (CPV) of latest generation smartphone among Malaysian working professionals. These type of consumers in the smartphone industry are important and vital for smartphone companies due to their high income and purchase decision making power. Originality/value--The study proposes and validates a new model by combining Technology Acceptance Model (TAM) and selected CPV variables which may impact Smartphone purchase intention among working professionals. Keywords: Purchase Intention (PI), Consumer Perceived Value (CPV), Social Value (SV), Economic Value (EV), Perceived Usefulness (PU), Perceived Ease of Use (PEU) and Brand Image (BI) Introduction Nowadays, maximizing consumer Perceived Value (CPV) by identifying factors influencing it is one of the biggest challenges that companies are facing around the globe. They have seen their product image that is projected to the public leading to failure and brand unpopularity. Perhaps, this concern is nowhere more evident than in the smartphones Industry where the world global consumers have witnessed the failure of phone industry giants such as Nokia and Motorola due to the inconsistent analysis of consumer perceived value evolution related to new technology (Fishman, 2014; Surowiecki, 2013). A smartphone is a user friendly cellular telephone and is a revolutionized new invention with an integrated computer and other features not originally associated with the telephones such as a web browsing, an operating system and the ability to run software applications (Margaret, 2007). The smartphone has become extremely popular today and still growing, nevertheless, the notion of CPV in the smartphone industry has captured the attention of several smartphone manufacturers. Several researchers have been interested in the notion of CPV associated with purchase intention. The first author who addressed the importance of the CPV was Zeithaml (1988) as consumer's overall evaluation of the utility of product based on perceptions of what is received and what is given, Monroe (1990) established a simple concepts of the ratio between perceived benefits and perceived sacrifices which drive purchase intention, then Sheth et al (1991) introduces the five dimensions value of consumers viz. social, epistemic, conditional, functional and emotional value), Woodruff (1997) talks about the value hierarchy of the model, Holbrooks (1994) takes about the typology of costumer value, also several other theories have been developed recently such as the theory of personal related value and the perceived value purchase (Sanchez and Iniesta, 2006). According to International Data Corporation (IDC) (2015), 4.8 million units of smartphones were shipped in Malaysia in 2015. …