Sofiyan Sofiyan, Syaifuddin Syaifuddin, Fajar Rezeki A. Lubis
et al.
Orientation: Turnover intention and faculty poaching have become serious challenges to sustaining the quality of higher education, particularly in developing countries. Factors such as financial rewards and cultural openness patterns are suspected to influence these phenomena.
Research purpose: This study aims to examine the effects of financial rewards and cultural openness patterns on turnover intention and poaching susceptibility among tenured lecturers at five famous universities in Medan, Indonesia.
Motivation for the study: The study is motivated by the increasing incidence of poaching experienced lecturers, which results in the loss of valuable academic talent. This issue calls for a better empirical understanding of its causal factors to support more effective lecturer retention strategies.
Research approach/design and method: Adopting a quantitative explanatory research approach, data were collected from 471 tenured lecturers using a structured survey. The relationships among variables were analysed using structural equation modelling.
Main findings: The results reveal that financial rewards have a significant influence on turnover intention and poaching susceptibility. In contrast, cultural openness patterns show no significant effect on either outcome.
Practical/managerial implications: These findings highlight the importance of competitive and sustainable compensation policies in reducing turnover intentions and susceptibility to poaching. University administrators can use these insights to design more effective retention strategies.
Contribution/value-add: This study enriches the human resource management literature by providing new empirical evidence on turnover and poaching dynamics in higher education within the context of developing countries, particularly Indonesia.
Drawing on the Theory of Planned Behavior (TPB), this research examines how attitudes influence intentions and behaviors, and whether AI Chatbot serves as a contextual moderator that strengthens this linkage. Data were collected from 607 tourists at major destinations in Vietnam using systematic sampling. The hypotheses were tested with SPSS 26, AMOS 20, and the PROCESS macro to examine mediation and moderated mediation effects. The results show that e-booking intention partially mediates the relationship between e-booking attitudes and behavior. More importantly, AI Chatbot Adoption significantly enhances the intention–behavior linkage, thereby reducing the well-documented intention–behavior gap in e-booking. This result implies that tourism businesses and hotel managers can integrate AI Chatbot to provide real-time support, reduce customer hesitation, and improve booking conversion rates. Policymakers and AI developers are also encouraged to promote responsible adoption of AI in tourism to enhance service quality and customer trust.
Yuan Liang, Christof Lichtenwagner, Michal K. Lemański
et al.
The hotel sector is widely perceived as offering poor working conditions, contributing to persistent labor shortages within the industry. Transforming management practices in line with humanistic management principles has been suggested as one way to address these challenges. However, limited research has examined how hotel employees themselves perceive humanistic management relative to more traditional managerial practices and other approaches used to attract and motivate staff. This scoping study addresses this gap by surveying hotel employees in Austria, a tourism-intensive economy, to assess the perceived value of humanistic management practices. The findings show that although adopting humanistic management alone cannot fully resolve issues related to employee attraction and retention, it nonetheless has a significant positive effect on employees’ perceptions of employer attractiveness. Several humanistic practices valued by employees can be implemented without substantial increases in operational costs. These results suggest that hotel managers, even in data-driven decision environments, should integrate humanistic management practices while maintaining competitive remuneration. For policymakers in tourism-dependent destinations, the findings highlight the need to strengthen regulations that encourage more humanistic working conditions in hotels, thereby improving the overall quality of employment and enhancing the sector’s long-term attractiveness.
This paper focuses on regeneration projects in ‘first-generation’ seaside resorts in England from the perspective of those leading and managing such projects. There have been numerous recent initiatives intended to revive seaside resorts and enable them to regain competitiveness, but limited analysis of what is necessary for such regeneration projects to be successful. This paper contributes to debates about the role of critical success factors (CSFs) in regeneration by identifying issues that apply to the specific context of seaside resorts. In-depth interviews were undertaken with ten managers responsible for individual projects focusing on the CSFs necessary for regeneration projects to succeed. Four such factors were identified: (1) the need to secure appropriate funding (and associated difficulties); (2) the importance of involving stakeholders (particularly the local authority and local community); (3) the need for a strong business plan (which must evolve as the project progresses); and (4) the importance of considering best practices elsewhere. The importance of each success factor varied by the sector (public/commercial/third) leading the regeneration initiative and varied at different stages of a regeneration project. These findings have practical implications for local authorities, commercial enterprises, and third-sector bodies in seaside destinations.
Tourism development should be economically viable, environmentally responsible, and aligned with community goals. Participation in decision-making ensures that community values are reflected in sustainable tourism guidelines. Traditional methods of public engagement in tourism planning include public meetings, focus groups, and interviews, as outlined in the International Association for Public Participation (IAP2) framework, which ranges from education to empowerment. However, the rise of information technology and digital platforms has brought about new participatory channels, such as Public Participation Geographic Information Systems (PPGISs), which use geospatial technologies to improve decision-making. This paper investigates the use of PPGISs in the tourism industry based on a thorough review of peer-reviewed literature from 2000 to 2024. By examining the use of PPGISs in tourism, the study identifies common characteristics and the scope of existing research, emphasizing how PPGISs can be applied across various tourism sectors. The study discovered that PPGIS is a credible alternative to traditional public participation methods and provides useful insights into residents’ perspectives on tourism-related issues. This study contributes to the tourism field by thoroughly understanding PPGIS applications, proposing future research strategies, and suggesting how these technologies can enhance public engagement and decision-making in tourism planning.
Wisam Rizqullah, Muhardi Muhardi, Agus Hadian Rahim
Digital hospital is a leading concept that has been invested by developed countries in recent years. One of the hospitals that has started using the concept is Subang Mutiara Hati Hospital. The aim of this research to examine the digital hospital modeling implementation of improving the medical personnel quality services at Subang Mutiara Hati Hospital. This research used mixed methods with concurrent triangulation design consisting interview, observation, documentation & questionnaire technique. The samples were 46 informants & 46 respondents. The results showed that the digital hospital modeling at Subang Mutiara Hati Hospital had been running well & based on HIS (Hospital Information System) which consisted of non-medical & medical. HIMSS EMRAM digital hospital stage & criteria showed that Subang Mutiara Hati Hospital was appropriate at stage 1 with appropriate category (274), and was heading to stages 2, 3, and 4. Digital hospital modeling had improved the medical personnel services quality in all its dimensions which include: patient safety, effectiveness, patient-centeredness, punctuality, efficiency & equity with all categories were good score. In addition, digital hospital modeling provided many advantages, including paperless, faster service, providing convenience for medical personnel and patients, reducing human error, more secure data storage, accurate information & data.
Fair Tourism (FT) is an emerging form of tourism in Korea. It serves as a response to the unethical and unsustainable practices of Korean tour operators by incorporating various sustainable tourism practices. Sustainable supply chain management is a vital element in the operationalization of FT, and yet, despite the increasing significance of FT, there is a dearth of research on the phenomenon. This research aims to bridge this gap by examining how practitioners define and implement FT. The current analysis is based on semi-structured interviews with 15 CEOs of FT companies. Through thematic analysis of the interviews, valuable insights into the establishment and execution of FT are uncovered. Tourism operations like FT promote positive outcomes in destination communities. The study defines FT as tourism where travelers contribute to the local economy while also promoting environmental and social sustainability. The study also examines the sustainable supply chain management operations of FT practitioners, using the Supply Chain Operations Reference (SCOR) model as a framework. It is evident that FT practitioners recognize the significance of sustainable supply chain management and strive to foster a culture of mutually respectful relationships, setting them apart from traditional sustainable tourism practices. Furthermore, this article highlights how FT practitioners incorporate sustainable tourism and sustainable supply chain management (SSCM) in their programs. They achieve this by collaborating with local partners, utilizing local resources, and actively engaging with their partners within the destinations in which they operate.
Objective: The aim of this study was to determine the influence of intrinsic factors (proactiveness, motivation, creativity) on the personal attitude of agricultural students to start a farming business in South Africa. This relationship was looked at from gender perspective. Research Design & Methods: An estimated 3,486 students were enrolled for various agriculture-related qualifications in various 27 institutions of higher learning in South Africa when this cross-sectional, quantitative study was carried out. Data from 421 agricultural students were collected through a Prospective Farmers Profile Questionnaire at six institutions of higher learning in South Africa. Findings: The study finds no significant gender influence on all intrinsic factors and also on the personal attitude of agricultural students to start a farming business. The results further revealed that personal attitude to start a business is predicted by intrinsic factors, motivation, and creativity, but not proactiveness. Implications and Recommendations: Entrepreneurial syllabi should aim to equip students with intrinsic factors as these shape the personal attitude to start a business. It is a positive personal attitude that will likely result in a start-up. Farming entrepreneurship, especially among the youth will assist in employment creation as well as food security, two problems that many countries are currently facing. Contribution & Value Added: Proactiveness is one of the most important dimensions of entrepreneurship but agricultural students do not consider it significant in their personal attitude to start a business. Proactiveness should be built into the syllabi for students to be better acquainted with this critical business start-up element.
Purpose This study aims to critically evaluate the factual triple bottom line (TBL) sustainability performance of commercial foodservices as featured in peer-reviewed academic publications. Design/methodology/approach The commercial foodservices’ sustainability performance-related articles were collected for a systematic review. An inductive thematic analysis was applied to the eligible articles. Findings The contribution of the commercial foodservice sector to the TBL sustainability is highlighted through eight themes: food waste management; food safety and hygiene; food allergy management; provision of healthy meals; local food use; employment of the disadvantaged; well-being of (non)managerial personnel; and noise level management. Originality/value The critical evaluation of the actual TBL sustainability measures adopted by commercial foodservice providers highlights the feasibility of the measures, thus calling for their broader industry uptake. Research gaps and issues for future investigations are accentuated for scholars to support the industry in its progress towards the goals of the TBL sustainability.
Orientation: The South African Police Service is facing significant challenges in retaining its staff. A total rewards strategy could help the South African Police Service to enhance staff retention.
Research purpose: This study explored the role of a total rewards strategy in retaining South African police officers in Limpopo province.
Motivation of the study: The shortage of police officials has a negative effect on the South African Police Service’s endeavours to retain its employees.
Research approach, design and method: This was a qualitative research study where semi-structured interviews were conducted on the sample size of 14 police officers in Limpopo.
Main findings: The outcomes revealed that performance management, career development and employees’ compensation were ineffectively applied to police stations. Employees were firmly thinking about leaving the police because of poor rewards. The members were genuinely happy with their work benefits and work–life balance.
Practical/managerial implications: The South African Police Services should implement total reward strategy to improve staff retention.
Contribution/value-add: This study presented challenging areas in the reward framework of the South African Police Service employees and the subsequent impact thereof on their turnover intentions.
Karina Olivier, Antoni Barnard, Annelize van Niekerk
Orientation: Valid selection of master’s students is essential to the training and development of competent Industrial and Organisational Psychologists.
Research purpose: To validate a person-job fit data aggregation approach based on an integration of psychometric results in the selection of Industrial and Organisational Psychology master’s students.
Motivation for the study: The Employment Equity Act requires psychological assessment to be valid, reliable, culturally fair and based on the inherent requirements of the job. This mandates context-specific validation research, such as the current study.
Research approach/design and method: A non-experimental design was applied to secondary data (N = 133) derived from the Occupational Personality Questionnaire, Verify Ability Tests and academic success results of 5 student cohorts registered in the years 2012 to 2016. Data was analysed by means of descriptive and correlation statistics.
Main findings: The overall Person Job Match score did not show a statistically significant relationship with academic success. A significant relationship was observed between cognitive ability and academic success. Specific Person Job Match competencies presenting a significant relationship with academic success, contained scores from both personality and cognitive measures.
Practical implication: Ability tests should be weighted more strongly in selecting master’s students. A review of the master’s students’ competency profile may be needed to align with future world of work demands, and to improve its predictive role in academic success.
Contribution/value added: This study contributes to the predictive validity of the selection criteria for Industrial and Organisational Psychology master’s students.
BackgroundWork in the wood industry is often associated with exposure to wood dust and formaldehyde. The aims of this study were to describe the Knowledge, Attitude and Practice (KAP) concerning chemical health hazards among particleboard workers and to compare the KAP among temporary and permanent workers.MethodsA cross-sectional study design was used to collect data by structured questionnaires in two particleboard factories in Ethiopia. A total of 159 workers and 13 management personnel participated in this study. Both closed-ended and open-ended questions were included in the interviews. Chi-square tests, T tests and correlation analyses were used for categorical and continuous data. Total knowledge score (range 0–8) was calculated as the sum score of 8 items weighing one point each. Multiple linear regression was applied to estimate the impact of employment status on total knowledge score adjusted for level of education. Content analysis was applied to analyse collected data from open-ended questions.ResultsThe mean age of the respondents was 28 (SD = 6) years and on average they had 3.7 [3] years of service. The permanent workers were older than the temporary workers (29 vs 26 years, p = 0.001), and a considerably high fraction of the permanent workers had vocational education (90%) compared to the temporary workers (11%). Permanent workers had higher proportion of response on knowledge of 10 of 12 topics regarding chemical hazards and attitudes on 6 of 11 of these topics than temporary workers. Permanent workers had higher knowledge scores (3.7) compared to temporary workers (1.3) (p < 0.001), also after adjusting for education (p = 0.011). Permanent workers were provided with personal protective equipment (PPE) while temporary workers were not. The qualitative data helps to understand the workers and administrative personnel attitude and thinking regarding chemical hazards and PPE.ConclusionsThe findings revealed that permanent workers have higher proportion of positive response on knowledge and attitude towards chemical health hazards than temporary workers. However, practice in use of PPE depended on access to PPE. Few temporary workers were provided with PPE.
Orientation: Turnover intention, a precursor of employee turnover, comprises some of the challenges experienced by the 21st-century organisation – the aviation industry has not been spared.
Research purpose: The primary goal of this study was to conduct an analysis of the relationships between perceived organisational support (POS), organisational commitment and turnover intention at a selected organisation within the aviation industry.
Motivation for the study: Relatively, little attention has been directed at examining employees’ POS and organisational commitment on turnover intention in the aviation sector.
Research approach/design and method: A quantitative research design was used. The sample composed of employees (N = 240) employed at an international aviation organisation, which operates in Cape Town, Brno and Istanbul. The participants were drawn using convenience sampling. Data were analysed using the Pearson correlation and multiple regression techniques.
Main findings: High levels of reliability were found for the scales used in this study. Significant correlations were found among POS, organisational commitment and turnover intention. A linear regression analysis indicated that both organisational commitment and POS are significant predictors of turnover intention.
Practical/managerial implications: The findings of this study suggest that POS and commitment play a significant role in reducing turnover intention. Employee support programmes should be offered as a panacea for turnover intention given the need for employee retention and commitment in this industry.
Contribution/value-add: The aviation industry strives to retain employees, by investing in employees’ training and development. The contribution of the study can ensure passenger safety and avoid aircraft disasters. Perceived organisational support is likely to enhance commitment and reduce staff turnover.
The first purpose of this paper is to find the reasons why subordinates trust their managers in private organizations. The second purpose is related to whether there are national differences in the degree of subordinates’ trust in their managers. Studies from two European countries are presented which were based on the same instrument for measuring subordinates’ trust. These studies concluded that managers’ actions are the antecedent to trust. Managers are, however, trusted to different degrees. It appears that managers need to show by their actions that they trust their subordinates, offer help and guidance, show appreciation to the subordinates, and solve problems adequately. The antecedent was the managers’ proximity to the subordinates. Other studies found more antecedents. Additionally, a number of positive consequences of trust in managers – reported in other studies – are work performance, job satisfaction, and subordinates’ motivation. Some questions regarding trust in managers still need answers. They are formulated but not answered in this paper.
This paper applies dynamic panel estimates on 22 commercial banks in Pakistan to determine the factors that affect their asset quality. Consequently, the study tests for a comprehensive array of both bank-specific and macroeconomic variables collected quarterly from 2008 to 2016. The empirical analysis confirms that bad asset quality can be explained by retarded GDP growth and unfavorable movement in exchange and lending rates. Within the bank-specific variables, non-performing loans are the most responsive to loans to the agriculture and energy sectors, level of capitalization, size of the lending institution and quality of management.
Organizational behaviour, change and effectiveness. Corporate culture, Marketing. Distribution of products
This paper presents a protocol through which it is intended to know the perception that students of a University Degree have of a specific subject. Once this perception is known, decisions can be made and actions taken to improve the teaching-learning process. Although the protocol is presented focused on a public higher education organization, and a specific degree and subject, this protocol can be applicable without requiring too many adaptations, to any subject and degree.
Wiseman Ndlovu, Hlanganipai Ngirande, Sam T. Setati
et al.
Orientation: Transformation is a topical issue in South African higher education institutions. The slow and sluggish progress in attempts to transform the sector can be attributed to leadership and commitment of staff in these institutions.
Research purpose: The study investigated perceptions of employees and managers on the connection between transformational leadership style and employee organisational commitment in a selected rural-based higher education institution in South Africa.
Motivation for the study: This study was conducted to determine whether a perceived lack or the presence of transformational leadership style influences the level of organisational commitment of academic and non-academic staff members of a rural-based university. It is believed that in this way, the study may assist in determining and identifying the strategies to be used to improve the commitment of the staff members to attain the much needed transformation in higher education institutions.
Research design, approach and method: A self-administered questionnaire was used to gather data following a quantitative research design. The target population was divided into academic and non-academic strata. Pearson product moment correlation and multiple regression analysis were performed.
Main findings: The study found that transformational leadership style has a positive and significant relationship with affective commitment and moderate relationship with continuance commitment. On the contrary, it had no relationship with normative commitment. The study further revealed that perceived transformational leadership style explained the variance on employee organisational commitment. Therefore, the study concludes that effects of perceived transformational leadership style on employee commitment cannot be the same in different institutions and settings.
Practical and managerial implications: The study recommends that each institution should diagnose its situation for a better pictorial view of how transformational leadership affects employee organisational commitment in their organisation.
Contribution: The results of the study may assist leaders and employees in higher education institutions to enhance commitment for both academic and non-academic staff members through transformative leadership style to attain transformational goals of the South African higher education institutions as projected by the national government. Furthermore, this study will ensure the promotion and creation of transformative leaders who are adaptive and proactive in dealing with challenges of transformation in the former ‘black’ higher education institutions in South Africa and who also have staff members committed to this higher education transformation agenda.
Applicants use honest and deceptive impression management (IM) in employment interviews. Deceptive IM is especially problematic because it can lead organizations to hire less competent but deceptive applicants if interviewers are not able to identify the deception. We investigated interviewers’ capacity to detect IM in 5 experimental studies using real‐time video coding of IM (N = 246 professional interviewers and 270 novice interviewers). Interviewers’ attempts to detect applicants’ IM were often unsuccessful. Interviewers were better at detecting honest than deceptive IM. Interview question type affected IM detection, but interviewers’ experience did not. Finally, interviewers’ perceptions of IM use by applicants were related to their evaluations of applicants’ performance in the interview. Interviewers’ attempts to adjust their evaluations of applicants they perceive to use deceptive IM may fail because they cannot correctly identify when applicants actually engage in various IM tactics. Helping interviewers to better identify deceptive IM tactics used by applicants may increase the validity of employment interviews.
The purpose of this study is to find out how marketing and operations integrate to provide high-quality fast food delivery service. Based on survey data for three different restaurants that offer a telephone ordering service, we analyze the degree and strength of integration between marketing and operations and the relationship with customer behavioral intention. The results show that telephone customer care quality has a direct relationship with product quality and service quality. Both product and service quality have a significant relationship with consumer behavioral intention. We develop a model that integrates marketing and operations with accessibility and consumer attitudes to telephone ordering as moderator variables. Finally, the study suggests that each sample restaurant has a different operational strategy and needs to focus on different business factors.
Organizational behaviour, change and effectiveness. Corporate culture, Marketing. Distribution of products