Year 2024 , Volume 13, Issue 2, Part 1 Year 2024 , Volume  13, Issue 2, Part 1
1Fostering Organizational Citizenship Behaviors: The Impact of Employee Engagement and Organizational Learning with Teamwork as a Mediator
Pages: 1-12
Details (73)
This study focuses on exploring the intermediary function of teamwork (TW) within the context of higher education institutions and its effect on administrative organizational citizenship behaviors (OCB). Employing a survey methodology, quantitative data were gathered from individuals working in the higher education sector. Data analysis was conducted using partial least squares structural equation modeling. The results affirmed the anticipated intermediary effect of TW in enhancing OCB through the interaction of employee engagement (EE) and organizational learning (OL). Contrary to expectations, direct links between organizational learning and OCB were not substantiated; however, an indirect relationship was identified through TW's mediating role. Additionally, the model accounted for 57.8% of the variance observed in OCB. This research contributes to the body of knowledge on OCB by proposing a new and theoretically grounded mediator, offering insights into how EE and OL at higher education institutions influence OCB via TW.
Keywords: Organizational Citizenship Behavior, Teamwork, Employee Engagement, Organizational Learning, Smart-PLS.
2An Insight of Internet Advertising of Coffee Shops in Iligan City
Pages: 13-20
Details (67)
The rise of the Internet caused significant changes in a variety of fields, including advertising. Advertising, which was formerly defined as a kind of regulated communication that used a variety of strategies to persuade customers to buy or use specific products and services, faced a transition throughout the Internet age. This study was constructed by the AIDA Model Theory that was invented by St. Elmo Lewis in 1899. The respondents of the study were 30 coffee shop owners located in Iligan. The descriptive method was employed in the respondent’s profile which involved the following variables: age, sex, and family monthly income of business. The Desire got the highest mean of 4.49 this means that among all the respondents the owners of the coffee shops have the desire to use Internet advertising. Meanwhile, Interest got the lowest mean of 4.39 According to a survey by Visual Objects, 38% of businesses are choosing not to use social media. And even though only 16% of those surveyed said they were unlikely to consider it in the future, that's still a lot of profitable businesses that are getting by without it. The recommendation for business owners is to consider partnering with a local marketing agency or freelancer with expertise in social media advertising for coffee shops. They can help you navigate the research process, craft winning campaigns, and track your success, allowing you to focus on what you do best.
Keywords: Internet, Advertising, Coffee Shop, Social Media, Strategies.
3Enhancing Brand Sustainability through Strengthened Brand Awareness and Quality of Service: A Framework for Intervention Program Development
Pages: 21-29
Details (81)
This research explores the connection between brand recognition, the quality of service, and the sustainability of brands across four resorts situated in Misamis Oriental, Philippines.. The study employed questionnaires adapted from the Brand Equity Model, ServQual Model, and Sustainability 3 Pillars. The focus of the investigation was three hundred-four customers and thirty-one owners and employees. The study found that the four resorts in Initao, Misamis Oriental have a high level of brand awareness and brand sustainability, with mean scores of 3.68 and 4.56, respectively. However, the service quality of the resorts has a mean score of only 2.64, falling short of customer expectations. The study discovered that both the association between brand awareness and brand sustainability, and the link between service quality and brand sustainability, were weak and lacked statistical significance. . The study recommends that the resorts should focus on improving their service quality to enhance customer satisfaction and loyalty, which can have a greater impact on brand sustainability than brand awareness alone. To achieve this, it is recommended that the resorts can implement training programs for employees, regularly solicit customer feedback, and adopt best practices in service quality management. Additionally, the resorts can engage with the local community and promote sustainability initiatives to strengthen their brand image and demonstrate their commitment to sustainability.
Keywords: Brand, Awareness, Sustainability, Quality, Service.
4The Nexus between Dimension of Employer Branding and Employee Retention: Exploring the Role of Employer Brand Attractiveness & Organizational Identity towards New Job application and Employee Loyalty.
Pages: 30-46
Details (66)
The research delves into exploring the intricate relationship between various dimensions of employer branding and their direct impact on employee retention within organizations, while also highlighting the pivotal roles played by organizational culture, change management strategies, and the attractiveness of the employer brand itself. Conducted within the context of Pakistani organizations, the study gathered data from a diverse pool of 350 respondents through a combination of electronic and manual survey methods, employing quantitative analysis techniques such as structural modeling equations and hypothesis testing for validation. The findings underscore a notable correlation between employer branding efforts and employee retention, although the validation of the developmental value dimension remains inconclusive. Furthermore, the study elucidates the crucial mediating effects exerted by factors like organizational culture, identity, change management, and the appeal of the employer brand in shaping employee intentions, fostering loyalty, and engendering long-term commitment within the organizational framework. Ultimately, the research provides valuable insights that can inform management strategies aimed at enhancing an organization's ability to not only attract but also retain and motivate top-tier talent effectively.
Keywords: Employer Branding, Employer Brand Attractiveness, Organizational Culture, Organizational Identity, Employee Loyalty, Employee Retention.
5The Role of Demographic Variables in Shaping Skepticism toward Cause-related Marketing, Pitfalls of Skepticism, and a Way to Tackle it
Pages: 47-63
Details (80)
Over the past years, companies faced immense competition and it became difficult to remain competitive by just focusing on their positioning on product differentiation. To remain competitive, businesses try to address societal challenges and compassionately promote their brand. Engaging in cause-related marketing is one aspect of corporate social responsibility. However, consumers do not always show trust in the intentions of businesses involved in cause-related campaigns and develop skepticism regarding such campaigns. This study investigates the influence of demographics in this skepticism regarding cause-related marketing campaigns performed by companies and the impact of this skepticism on various outcomes such as negative word of mouth and patronage intention. In addition, the current study addresses the moderating impact of attitude toward a brand image on the relationship between skepticism and its outcomes. The conceptual framework aimed to find out the impact of cause-related marketing on consumers' conceptual and behavioral outcomes. To achieve the objectives of the present study, a quantitative methodology was utilized, gathering data from 409 respondents. The findings of the present study reveal that women and younger age groups tend to be more skeptical than men and older age groups. There is a positive relationship between skepticism toward cause-related marketing and its outcomes as proposed by the study. Moreover, the findings stated that attitude toward brand image moderates the relationship between skepticism and its negative outcomes by weakening the relationship by expanding our knowledge of the fundamental effects of cause-related marketing, this study adds to the body of knowledge in the marketing field. It also provides insights into cause-related marketing outcomes for marketers and business managers, enabling them to understand better how customer skepticism affects the campaign's outcomes.
Keywords: Cause-Related Marketing, Attitude Toward Brand Image, Skepticism Toward Cause-Related Marketing, Negative Word of Mouth, Patronage Intention.
6Synergizing Innovation in HR & Performance: Navigating the Interplay of Employee Innovative-Work Behaviour & Capabilities within the Context of Pharmaceutical Industry of Pakistan
Pages: 64-81
Details (79)
This study investigates the intricate relationships among innovative HR practices, innovation capabilities, innovative work behaviour, digital adoption, transformational leadership, and employee performance within the pharmaceutical industry of Pakistan. The present investigation employed a cross-sectional study design and a non-probability convenience sampling approach to gather data from employees in the pharmaceutical companies located in Karachi, Pakistan. To investigate these relationships, data from 305 employees of different pharmaceutical companies in Karachi were analysed using a structural equation modelling technique. The results reveal that implementing innovative HR practices significantly impacts employee performance by enhancing innovation capabilities and encouraging innovative work behaviour. Additionally, the study demonstrates the moderating role of the Technology Acceptance Model and Transformational Leadership in shaping these relationships, highlighting the contextual complexity within the pharmaceutical sector. The findings emphasize the importance of fostering innovation capabilities and promoting innovative work behaviour among employees to improve organizational performance. Moreover, the influence of digital adoption and transformational leadership underscores the need for organizations to leverage technology and effective leadership to maximize the benefits of HR innovation. While previous research has explored the impact of HR innovation on firm performance, this study uniquely considers the role of digital adoption in shaping the effectiveness of HR practices. Moreover, the examination of innovative work behaviour as a mediating factor adds a new dimension to our understanding of how employees engage with HR innovations and contribute to organizational success. By incorporating these innovative elements into the research framework, this study offers fresh insights into the dynamics of HR innovation and its implications for employee performance.
Keywords: Innovative HR practices, Innovative Work Behavior, Digital Adoption, Transformational Leadership, Employee Performance, Innovation Capabilities.
7The Roles and Effectiveness of Human Resource Management in School Education Systems
Pages: 82-93
Details (64)
This paper dives deep into the key role that human resource management (HRM) plays within school systems. It looks into the obstacles and chances presented to HR personnel due to technological progress, data comprehension, and the promotion of honest conduct. The report mirrors several studies and assigns importance to HRM tactics in improving a school's operations. This includes hiring and holding onto good teachers, cultivating a positive work climate, and matching HR plans with academic targets. The study uses numerical data to understand the thoughts of teachers, supervisors, and HR professionals about HRM methods in academic organizations. Evidence shows that effective HRM policies significantly help in reaching academic targets. Proficient HR team members have a crucial role in making a school better. The research points out problems like limited resources and difficulty with change. It suggests the need for careful planning to tackle such difficulties. The article states clearly that HRM is key to top-quality education. It also gives ideas for where to take research next in this field.
Keywords: HRM, School Education Systems, Good Salary Fixed, Highly Eligible Faculty, Advertisement.
8The Impact of Dividend Policy on The Value of Firm: Mediating Role of Institutional Quality
Pages: 94-106
Details (72)
One of the most significant and well extensively examined areas of financial management is the choice of dividends, however not much investigation has been done in nations with poor institutional quality, notably Pakistan. This study contributes to the body of knowledge by identifying the critical variables that, in the face of corruption, influence Pakistani companies' judgements about dividend distribution as a crucial measure of institutional quality. The current study is unique in the sense that it explores the relation of dividend payout policy of the firm on the value of the firm in the presence of mediating variable, Institutional quality IQ which is measure through control of corruption. Pakistan is developing country with low Institutional Quality. The study used quantitative approach took a sample of 484 Non-financial firms from 2010 to 2021. The Haussmann Test recommended fixed Effect technique for Regression Model. The analysis was performed in two steps first the effect Dividend distribution policy was examined on the value of a firm in the absence of mediation (Institutional Quality). The dividend distribution policy showed a positive and a strong impact on the value of the firm. In the second step with inclusion of Mediating variable Dividend policy showed negative but a significant influence on the value of the firm.
Keywords: Institutional Quality, Payout Ratio, Signaling Theory.
9Exploring the Role of Strategic Intent in Boosting Employees Entrepreneurial Behavior
Pages: 107-117
Details (67)
Strategic intent creates an obsession of winning at all levels – helps organizations maneuver through challenges and adapt better considering forthcoming situations. This study explores how strategic intent creates a winning mindset and the ability to adapt on organizational level. Hence, encourage employee’s entrepreneurial behavior. The relationships are hypothesized and empirically tested based on stretch goal theory. Data collected through surveys from employees of software firms in Pakistan. By examining the connection between strategic intent and employee entrepreneurial behavior, this study seeks to shed light on how companies can bridge the gap between intention and execution. Additionally, we highlight the importance of stretch goal theory in the field of organizational behaviors.
Keywords: Strategic Intent, Winning Mindset, Strategic Agility, Entrepreneurial Behavior, Stratch Goal Theory, Moderated Mediation.
10The Pitfalls in Training Transfer: The Implicative Nature and Affective Function of Training Design and Work Environment
Pages: 118-130
Details (21)
Training and development is as important to the organizations as blood to the human body. The blood circulation keeps us alive so the function of the training and development to the organization is as existence. The transfer of training is the final goal and objective of the training programs. This transfer is made possible through the coordination and facilitation of peers and authorities working at different levels in the organization. Training design and work environment are the factors that enables he employees to deliver at work place. This research study is carried out in the same field. The study generally deals with the training of the employees and particularly with the “Influence of Training Design and Work Environment on Training Transfer”. The geographical location of the study is employees, working in the public sector universities in district Khairpur, specifically focusing on Mehran University of Engineering & Technology, Shaheed Zulfiquar Ali Bhutto Campus Khairpur, Benazir Bhutto Shaheed, University of Technology and skill Development Khairpur and Shah Abdul Latif University Khairpur Mir’s. Utilizing the quantitative research approach, primary data was collected through a survey questionnaire and distributed to universities employees. Around, 250 respondents were selected on basis of random sampling technique, out of which, 32 respondents did not return the questionnaires and 18 questionnaires were spoiled or improperly filled. The filled questionnaires that were returned to the researcher totaled to 200 only. The tool was adapted from the study, ((Norlina, 2015) & Mengyuan Zhang, 2015), consisting 47 close ended items measured on Likert scale. Statistical analysis using SPSS was conducted to calculate and generate result from the collected data. The study reveals that TD and WE have positive and significant impact of Training Transfer at the selected region. The study recommends that public sector organizations should prioritize attention to Training Design and Work Environment to enhance employee performance. However, the results may be generalized to other organization falling in the same context.
Keywords: Training Design, Work Environment, Training Transfer.