• International Journal of Advanced Culture Technology
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• v.11 no.1
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• pp.74-81
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• 2023

Based on the hypothesized model and the data obtained from the questionnaire, this paper analyzed the data using the statistical analysis software SPSS 25.0 and AMOS 20.0 to empirically prove the relationship between the variables of transformational leadership, organizational support, organizational justice, and employee engagement. It was found that: First, transformational leadership has a significant positive effect on employee commitment; Second, transformational leadership has a significant positive effect on perceived organizational support. Third, perceived organizational support has a significant effect on employee commitment; Fourth, in the relationship between transformational leadership and employee commitment, the mediating effect of perceived organizational support on them holds; At last, organizational justice plays a moderating role in the relationship between transformational leadership and the perceived organizational support. This study enriches and integrates the theoretical systems and research categories of employee engagement, organizational justice, transformational leadership, and perceived organizational support.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.20 no.43
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• pp.333-355
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• 1997

The future society is forcasted the creativity society. The employee creativity and the leadership are more important than any other factor of the organization. This research would review the antecedent study of the superordinate leadership and the employee creativity. The major purpose of this study are theorically and empirically to identify the relationship between the superordinate leadership and the employee creativity. However, this would suggest the direction of the employee creativity development for both the management and the scholars.

• Journal of the Korean Dietetic Association
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• v.3 no.1
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• pp.63-73
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• 1997

This study was conducted to evaluate the industry foodservice management practices and to suggest guidelines for the effective foodservice management. The survey for the analysis was conducted through the questionnaires to dietitians. They were divided into two groups : the site color worker and the blue color worker. The questionnaires were received for a response rate of 73.2%. Statistical data analysis was completed using the SAS programs for descriptive analysis, $x^2$ test, T-test, F-test, and Fisher's LSD. The results of the study can be summarized as follows : 1) The level of education of dietitians and food cost in the employee feeding operations for the blue color worker was lower than the employee feeding operations for the white color worker. 2) The labor productivity indices were not significantly different according to types of workers. But in the employee feeding operations for the blue color worker, full-time foodservice employees worked more than 10.7 hour per week than their counterpart. This indicates the full-time foodservice employees in the employee feeding operations for the blue color worker performed more loaded work compared to the employee feeding operations for the white color worker. 3) Equipped rate of facilities in the employee feeding operations for the blue color worker was low especially in the food preparation and cooking processes.

• Journal of Korean Society for Quality Management
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• v.48 no.3
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• pp.361-379
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• 2020

Purpose: The purpose of this study was to investigate the relationship between employee authenticity and customer loyalty. This study also examined whether rapport positively mediated the above relationship. In addition this study address the moderating role of customer emotional intelligence in the relationship between employee authenticity and rapport. By developing moderated a mediation model, we addressed indirect conditional effect of customer emotional intelligence on the relationship between employee authenticity and customer loyalty via rapport. Methods: The survey data was collected by customers who used various services in Korea. The main hypotheses were tested using a cross-sectional design, with questionnaires administered to 292 customers. Results: The result of empirical analysis has shown that employee authenticity was significantly positively related to customer loyalty. We have also found that rapport positively mediated the relationship between employee authenticity and customer loyalty. While there was a significant moderating effect of customer emotional intelligence on the relationship between employee authenticity and rapport, the moderated mediating role of customer emotional intelligence was found. Conclusion: The results provide useful theoretical and practical implications to the organizations and managers who want to improve customer loyalty. Future research directions with the limitation of the study were discussed.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.8
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• pp.577-588
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• 2020

The study investigates by empirical methods the effect of motivation, leadership, and organizational culture on job satisfaction, and employee performance at Wahana Resources Ltd North Seram District, Central Maluku Regency, Indonesia. This examination intends to be a critical review for academics researching the field of human resources management (HRM). The study's sample consisted of 155 employees who were selected using the Proportionate Stratified Random Sampling method. At the same time, data were collected using a questionnaire and then analyzed using the Structural Equation Modeling on Amos. The results of data analysis showed that work motivation and organizational culture had a positive and significant effect on performance, but did not significantly influence employee job satisfaction. While leadership has a substantial impact on employee job satisfaction, it does not affect performance. The results of testing the coefficient of determination show that job satisfaction is influenced for 57.4% by motivation, leadership, and culture variables, while employee performance variables are influenced for 73.5% by motivation, leadership, culture, and job satisfaction variables. Other factors outside this study influence the rest. Motivation, leadership, and organizational culture of employees need to be improved to increase job satisfaction. Invariably, if employee job satisfaction increases, employee performance will also increase.

• The Journal of Asian Finance, Economics and Business
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• v.7 no.10
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• pp.339-345
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• 2020

Human resource is considered as an important resource that enables organizations to achieve competitive advantage. As such, it is important to have engaged employees to drive the strategic objectives of the organization. The study focuses on variables that can promote employee engagement. Work-life balance and employee engagement have received attention in both academia and practice. Engaged employees are crucial in the achievement of the strategic objectives of organizations. Besides, the role of religious orientation in life and work has been gaining attention from management scholars. The paper attempts to fill the research gap by developing a conceptual model and propositions for empirical testing. Specifically, the study proposes that work-life balance is expected to act as a mediator in the relationship between religiosity and employee engagement. Furthermore, religiosity is included as a moderator since religious belief can strengthen the positive relationship between work-life balance and employee engagement. A systematic literature review was carried out. A framework and propositions for future studies have been developed. The proposed framework provides direction for scholars to empirically test the indirect relationship between work-life balance, religiosity and employee engagement. Empirical testing of the framework could provide insights into how work-life balance and religiosity promote employee engagement.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.12
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• pp.141-151
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• 2021

This study aims to: 1) analyze the effect of leadership style on job satisfaction and organizational commitment, 2) analyze the effect of leadership style, job satisfaction and organizational commitment on employee performance, 3) examine the indirect effect of leadership style on employee performance mediated by job satisfaction and organizational commitment. The population of this research is all employees who have structural positions totaling 95 respondents. The sample was selected using the census technique, resulting in a total of 95 respondents in the research sample. Methods of data collection was using a questionnaire. The research model is structural so that the research data is analyzed using SEM Smart PLS 2. Research results: 1) leadership style has a positive and significant effect on job satisfaction and organizational commitment, 2) leadership style, job satisfaction, and organizational commitment have a positive and significant effect on employee performance, 3) Job satisfaction and organizational commitment mediates the influence of leadership style on employee performance, and has a positive and significant effect. Indirect influence gives stronger results than direct influence. As a result, it is hoped that university leadership will use an effective leadership style and pay attention to employee work satisfaction and commitment to boost employee performance.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.10
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• pp.147-158
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• 2022

This study examines the relationship between employee engagement and goal orientation toward competence. In addition, it also examines the relationship between competence and employee performance in financial institutions in Indonesia. Questionnaires were distributed to several employees who work at financial institutions in Aceh, North Sumatra, and Riau. The basis for selecting the research object was that most financial institutions have similar business products. The similarities are the marketing of home loan ownership products and multipurpose investments. The three study regions are located in western Indonesia's most central provinces and have a significant amount of trade. The sampling technique used was purposive sampling based on specific criteria for the respondents. 275 employees made up the research sample, and partial least squares data analysis methods were applied. In data analysis, initial testing was carried out on the components of the research statement items to see their validity and reliability. The results of this study indicate that employee engagement behavior can improve employee performance, which improves financial institutions' organizational performance. The study's findings offer suggestions for policies and guidelines that will encourage productive work behavior among employees and boost organizational performance. The fact that employees must think and act creatively to develop their competence and become superior employees is another distinctive feature of this research.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.3
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• pp.595-604
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• 2021

This research aimed to explore the relationship between the challenge and enjoyment dimensions of intrinsic motivation and employee creativity at an individual level. Besides, the study focused on investigating the moderating role of empowering leadership in promoting employee creativity at work. In particular, in the context of Vietnam's electricity industry, the power generation stage faces significant challenges, forcing to innovate and restructure strongly to respond flexibly to the requirements of the electricity market development in Vietnam as well as gradually integrate with other countries in Southeast Asia. The authors used structural equations modeling (SEM) combined with Hayes' moderator variable analysis method (2017) based on primary data. The data included 550 questionnaires from technicians, engineers, and experts directly involved in the operation and production of 36 power generation businesses Vietnam. The results showed the relationship between the enjoyment dimension of intrinsic motivation and employee creativity is not statistically significant, which partly explains the instability of the link between intrinsic motivation and employee creativity. Meanwhile, the challenge dimension is positively associated with employee creativity, but this relationship is more robust in empowering leadership. The study also indicated the challenge dimension of intrinsic motivation is an important predictor of employee creativity.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.7
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• pp.357-364
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• 2021

This study examines the role of effective human resource practices and work-life balance in various organizations and their relationship with employee engagement. The data for this study were obtained from 723 employees from various industries in Java. The result suggests that human resource practice alone did not influence employee engagement. However the human resource policy helps develop a sense of WLB for an employee, which in the long run will affect the level of engagement. Thus, work-life balance enables the relationship between employees and their workplace. This study also encompasses current literature regarding huan resource policies in understanding employee engagement through work-life balance. This study provides exploratory findings regarding HR function practices, WLB, and employee involvement in service organizations. It proved that participants from four organizations reported very positive impressions about HR practices and they were also very involved in their work and organization. While their balance still needs to be improved, this may imply that the participants are not happy with their work lives. The main finding of this study is that WLB plays a mediating role in the relationship between HR practices and employee engagement. This means that organizations need to find ways to help employees achieve a better WLB.