Halal-friendly hotels: impact of halal-friendly attributes on guest purchase behaviors in the Thailand hotel industry

This study was designed to identify the attributes of a halal-friendly hotel and evaluate the role of these attributes in motivating the behavioral intentions of Muslim customers. Qualitative and quantitative approaches identified 30 validation and reliability items involving five distinctive dimensions, which included halal-friendly service, facilities, foods and beverages, privacy, and customer-service equality. The findings from the structural model indicate that the proposed model sufficiently explains the variance in intentions; three attributes were positively related to cognitive evaluation, and four attributes had significant influence on affective evaluation. In addition, the results indicated that cognitive and affective evaluation worked as mediators.     

Discretionary HR practices and proactive work behaviour: the mediation role of affective commitment and the moderation roles of PSM and abusive supervision

Proactive work behaviour may drive public employees to proactively improve public service quality. This research seeks an insight into the role of discretionary human resource (HR) practices in fostering proactive work behaviour among public employees through the mediation mechanism of affective commitment. The data for the research variables were harvested from public employees and their direct managers from local governments at the district level in Ho Chi Minh City of Vietnam. The research results shed light on the positive association between discretionary HR practices and public employees’ proactive work behaviour, which was mediated by affective commitment. The research results also supported the role of public service motivation (PSM) as an intensifier and abusive supervision as a negative moderator for the effect of discretionary HR practices on affective commitment and proactive work behaviour. Our research model integrates discretionary HRM and proactive work behaviour research streams into public management literature.     

Linking employer branding orientation and firm performance: Testing a dual mediation route of recruitment efficiency and positive affective climate

Faced with competitive labor markets, firms increasingly use employer branding to build a qualified workforce and engage their employees. However, our understanding of the impact of employer branding orientation on firm performance and the theoretical firm-level mechanisms underlying this potential impact is very limited. To address this gap, we integrate brand marketing theory with human resource management (HRM) research to develop a model explicating how employer branding orientation is linked to firm performance through a dual route by enhancing both recruitment efficiency (i.e., external route: applicants) and positive affective climate (i.e., internal route: incumbent employees). The results of a multisource study (i.e., top management, human resource managers, employees) with 93 firms show employer branding orientation is positively related to firm performance through positive affective climate but not recruitment efficiency. Using a brand equity approach to HRM, our results advance the literature by demonstrating the generalizability of employer branding effects independent of concrete brand attributes and explaining the firm-level mediating mechanisms linking it to firm performance.     

The relationship between employee performance management and civil servants’ turnover intentions: a test of the mediating roles of system satisfaction and affective commitment

In search of maximizing efficiency, public organizations found solace in the adoption of employee performance management (EPM) systems. While research supports that managing employees’ performance has favourable outcomes, it is still unclear why and under which conditions. Moreover, EPM systems might even create additional pressures and therefore increase turnover intentions and undermine public organization’s quest to maximize efficiency. We argue that when EPM systems are carried out consistently (i.e. internal consistency) and when they link civil servants’ individual goals to the organization’s strategic goals (i.e. vertical alignment), civil servants will be less likely to leave the organization. Hierarchical linear regression analysis shows that internal consistency relates to increased satisfaction with the EPM system and affective commitment to the organization. Vertical alignment relates to lower levels of turnover intentions. This relationship was mediated by EPM system satisfaction and affective commitment. These findings that contribute to our understanding of EPM systems can lead to favourable outcomes.     

A two‐step system for direct bank telemarketing outcome classification

A two‐step system is presented to improve prediction of telemarketing outcomes and to help the marketing management team effectively manage customer relationships in the banking industry. In the first step, several neural networks are trained with different categories of information to make initial predictions. In the second step, all initial predictions are combined by a single neural network to make a final prediction. Particle swarm optimization is employed to optimize the initial weights of each neural network in the ensemble system. Empirical results indicate that the two‐step system presented performs better than all its individual components. In addition, the two‐step system outperforms a baseline one where all categories of marketing information are used to train a single neural network. As a neural networks ensemble model, the proposed two‐step system is robust to noisy and nonlinear data, easy to interpret, suitable for large and heterogeneous marketing databases, fast and easy to implement.     

Just looking for a good game: competitive balance in the Korean Professional Baseball League

Rottenberg’s uncertainty of outcome hypothesis is about preferences that can vary across fans and sports. We provide the first evidence of the empirical power of the hypothesis in the Korean Professional Baseball League (KPBL). In a panel data set, team-level aggregation over years shows that fans of this league attend in ways consistent with the hypothesis at the level of game uncertainty and consecutive season uncertainty, but only the first is statistically significant. KPBL fans appear to just be looking for a good game. This is consistent with the nearly complete concentration of post-season participation among a very few teams outside of the major population centre in Seoul and a lack of local team identification among KPBL fans. Our work adds to the diversity of league structures in the competitive balance literature since talent levels in KPBL are the result of parent company advertising choices rather than geographic identification. There are research questions and a policy implication.     

Investment bank monitoring and bonding of security analysts’ research

We assess investment banks’ influence over the agreement between their analysts’ research behavior and their clients’ interests, in the post-reform era. Competing banks discipline their analysts with worse career outcomes for producing biased reports, issuing shirking reports, and for involvement in the earnings guidance game, showing meaningful monitoring of their analysts. Highly reputable banks provide more monitoring discipline of their analysts and bonding of their moral hazard than other banks. The findings agree with the banks taking responsibility for aligning analysts’ behavior with clients’ interests.     

Antecedent factors of the need for information regarding petrochemical complex hazards

Information transparency is a relevant factor nowadays. The current legislation has forced hazardous companies to improve their communication policy with the local community, but this entails the difficulty that each individual has a different need for information. This study considers the main antecedents of need for information to explain these differences. The paper analyses, to our knowledge for the first time, the direct influence of personal beliefs about environmental issues on the individual’s need for information. The research focused on the residents (992) of an area near to a petrochemical complex. The results, derived from the structural equation modelling analysis, confirmed the influence of environmental beliefs, trust in companies and negative affective response on the need for information. In the light of these results, we recommend that the companies of the complex develop a risk communication policy based on personal environmental beliefs, in order to understand the public’s concerns and their needs for risk information. Finally, the analysed companies need to see risk communication as a long-term and ongoing process that involves active dialogue and enables stakeholders’ participation, with the aim of establishing a communication network.     

Reactions to abusive supervision: examining the roles of emotions and gender in the USA

Abusive supervision leads to many detrimental outcomes, yet the role of gender and emotions has received little attention. We applied affective events theory to study emotions in a new context. Using qualitative and quantitative methods, we tested a conditional process model of the effects of abusive supervision on subordinate work and job withdrawal as mediated by negative emotions and moderated by gender. We found support for our proposed model. Specifically, abusive supervision increased work and job withdrawal via victims’ negative emotional reactions. When negative emotions are low, women are more likely to engage in work withdrawal; when negative emotions are high, men are more likely to do so. Additionally, men experiencing high negative emotions are likely to quit their job.     

代理人产出影响因素调查分析

本文作者在进行针对代理人的问卷调查的基础上,对影响代理人产出的各个影响因素进行了统计分析,并进一步与历史调查结论进行比较,讨论影响代理人产出的各个影响因素及其变化,以及这些调查数据分析结论对保险个人代理人的招聘工作的理论借鉴。