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The purpose of this paper is to investigate the moderating effects of organizational culture on the relationships between leadership behaviour and organizational commitment and between organizational commitment and job satisfaction and performance in the Malaysian setting.

Data were gathered from 238 Malaysian UM MBA part‐time students and the researchers' working peers. Data on the respondents' organizational culture and leadership behaviours, and how they affect organizational commitment, job satisfaction and employee performance, were collected using the OCI, leadership behaviour questionnaire, ACS, single global rating for job satisfaction and overall performance questionnaire, respectively. Descriptive statistics were reported, followed by factor analysis, reliability analysis, Pearson correlation and hypotheses testing using hierarchical multiple regression.

Generally, and with a few exceptions, leadership behaviour was found to be significantly related to organizational commitment, and organizational culture played an important role in moderating this relationship. Organizational commitment was found to be significantly associated with job satisfaction, but not with employee performance. However, only supportive culture influenced the relationship between commitment and satisfaction. Possible causes and implications for managers are discussed.

The paper contributes to the existing pool of knowledge on the relationships between leadership behaviours, organizational culture, organizational commitment, job satisfaction and employee performance. Different aspects of these variables were tested, so as to provide a wider and more comprehensive understanding of the factors that affect organizations and employees.

Using the modified theory of planned behavior, this study aims to understand residents’ supporting or rejecting mindsets toward legalizing gambling in Kinmen, Taiwan, where exists a complex and somewhat contradictory relationships between economic growth and the preservation of the natural environment in the context of tourism specifically to small island destinations. This study develops a convenience sampling procedure in which 365 questionnaires are collected. A series of hypotheses tests are conducted via structural equation modeling. This study notices that perceived behavioral control is the most important attribute affecting behavioral intention. However, behavioral intention does not necessarily lead to actual behavior. Attitude is considered as a more reliable predictor of actual action. Attitude relied heavily on positive perceived behavioral control. Further, the respondents are concerned more about how legalizing gambling affects their current lifestyle.

This paper aims to develop a curriculum-based virtual and physical mobile (CVPM) learning model, which integrates related physical and e-learning resources associated with elementary school curricula and supports elementary education.

This model provides a highly participative and well-monitored environment with fruitful interactions among students, teachers and museum staff. A practical system was implemented in the National Museum of Natural Science in Taiwan.

The results show that the proposed model can effectively extend related learning resources to satisfy the requirements of elementary education. In addition, this model can engage students’ self-directed explorations through problem-solving learning content during the learning process.

This learning model was implemented in a one-day theme-based learning activity. Generic learning outcomes and qualitative analysis were used to examine the students’ perceptions and the teachers’ feedback of this learning model, respectively.

The results show that both students and teachers highly appreciated this learning model. The model not only strengthens the connection between museum and elementary curricula but also enhances students’ perceptions and positive attitudes toward natural science courses. Finally, this study offers suggestions for future research.

This study develops a CVPM learning model which integrates elementary school courses to satisfy the requirements of elementary education and meet museums’ educational strategies for schools. The practical learning system and services have been successfully implemented and are widely available to elementary schools in Taiwan.

The purpose of this paper is to assess the degree of tariff escalation in Taiwan's agriculture-related commodities and the economy-wide impact of tariff harmonization.

A computable general equilibrium model of the Taiwan economy is applied to simulate for the economy-wide impact of three alternative proposals that reduce tariff rates as well as the degree of tariff escalation in agriculture-related products.

The paper shows that reduction in tariff wedge helps increase social welfare of Taiwan at the expense of some agricultural sectors. Based on the pair-wise comparisons of the three tariff reduction proposals, the scenario where the upstream products have the least reduction would have agricultural sectors fare better than in the other scenarios where more negative impact on output and employment would occur to agricultural sectors.

The paper assesses quantitatively the economy-wide impact of reducing tariff wedges between unprocessed and processed products, which is rarely seen in the literature using a detailed computable general equilibrium model.

This study aims to empirically investigate the effects of supportive, innovative and information technology (IT)-driven organisational culture on the optimisation of knowledge-sharing behaviour capability (KSBC) among sales executives. The authors propose that such effects are mediated by the sense of well-being (SWB) and IT-driven absorptive capacity (ITAC) among sales executives.

A conceptual model was developed. Survey data were based on a sample of 323 sales executives of different manufacturing and service-intensive (i.e. business to consumers) firms. The data analyses were conducted by structural equation modelling (SEM) and fuzzy-set qualitative comparative analysis (fsQCA) methods.

Results from SEM support all the direct relationships. Supportive and innovative organisational culture has a significant and positive influence on the optimisation of KSBC among sales executives, and these effects are mediated by their SWB. Moreover, the ITAC of sales executives mediated the relationships between IT-driven organisational culture and optimisation of KSBC among them. Results from fsQCA with the same data show that ITAC and SWB among sales executives are necessary conditions for the optimisation of KSBC. In addition, ten combinations of these variables were explored, where three sufficient conditions significantly influenced the outcome variable.

This study is cross-sectional in nature and is conducted among sales executives by combining the data from manufacturing and service-intensive firms. To examine the proposed model, this study can be supplemented by future research using a longitudinal data collection method separately.

This research shows an effective role to optimise KSBC among sales executives in the field of knowledge management practice literature. Supportive, innovative and harmonious culture, IT-driven communication platform and well-established IT learning plans implemented by the firms can sophisticate to optimise KSBC among sales executives.

To the best of the authors’ knowledge, this research is a pioneer study conducted to explain the KSBC among sales executives by using mixed methods research. This research discusses the antecedent of knowledge-sharing capability among sales executives from the viewpoint of sales executive’s psychology and identifies the different roles of SWB and ITAC on individual’s KSBC.

In 1969, the annual per capita income of Singapore was $650. By 1981, Singapore's gross national product per capita was $5,240. Such productivity placed this small developing state among the very wealthiest non‐OPEC developing countries of the world, with an unequalled 1960–82 average annual growth rate of 7.4 per cent. During the decade to 1982, real per capita GNP grew by an average of 9.2 per cent each year. In 1982, gross domestic product amounted to $14 billion. In 1983, Singaporean real GNP grew by 7.2 per cent, a performance matched only by Hong Kong and Taiwan. Unemployment was held to a level of 2.3 per cent and inflation to an even more modest 1.1 per cent. Singapore also achieved the highest national savings rate in the world, at 42 per cent of GDP. These trends produced a 1985 GNP per capita of $7,420, larger than those of Italy, Ireland, Spain, Greece, Portugal and New Zealand; and not much less than those of either Belgium or Britain (World Bank, 1987, p. 203). If the nation's GDP contracted by 1.9 per cent in 1985, it resumed expansion thereafter, at an inflation‐adjusted rate of 1.8 per cent in 1986, and 8.6 per cent in 1987 (Wall Street Journal, 1988, p. 12).

This research aims to investigate the relationship between employer branding and its antecedent organisational culture within the context of the private banking sector. The study also investigates the relationship between employer branding and employee brand equity as a consequential construct. Additionally, the mediating role of trust and the moderating role of gender in the relationship between employer branding and employee brand equity has been examined.

The present study’s findings result from data analysis collected from a sample of 454 employees working in private banks in India. The data analysis was conducted utilising the structural equation modelling technique with the assistance of analysis of moment structures (AMOS) software.

The study’s findings indicate that supportive and bureaucratic (formal) culture in private banks exhibit a significant relationship with employer branding. However, the relationship between innovative culture and employer branding was found to be insignificant. The research also reveals a significant positive association between employer branding and employee brand equity variables: brand consistent behaviour, brand endorsement and brand allegiance. Further, the study highlights the mediating role of employee trust in management in the relationship between employer branding and employee brand equity. Examining demographic variables suggests that gender moderates the relationship between employer branding and employee brand equity.

The originality of this study lies in its exploration of the critical role of organisational culture variables in shaping employer branding within the context of private banks. The findings highlight that cultivating supportive and bureaucratic cultures can effectively enhance the employer branding of private banks. The study emphasises the outcomes of employer branding initiatives, signifying that they contribute to developing brand equity among employees. This leads to long-term employee commitment and advocacy towards the organisation, as employees become brand advocates for the bank with which they are affiliated. The study contributes to a better understanding of the relationship between organisational culture, employer branding and employee brand equity, providing valuable implications for the private banking sector aiming to reinforce their employer brand and increase employee engagement.

This study aims to test an integrated model that examines the relationship between the service qualities of police at any urban tourist destination and the tourist urban destination advocacy at tourist cities in the Shimla region of India, where tourists’ trust in police acts as a mediating variable. This study mainly focused on the type of service shown by police officials to develop trust among the tourists, resulting in their urban destination advocacy.

The questionnaire was adopted from previously developed and validated scales. The questionnaire was administered to different tourists who came to India. This study used the bootstrapping technique and structural equation modelling (SEM) to address the research questions and test the hypotheses.

This study results indicate that trust in the police mediates the relationship between police service quality and tourist satisfaction at any urban tourist destination. The study’s findings add to the literature on tourists’ trust in policing tourist sites, police service quality and leader behaviour.

The above-tested model has a very limited number of constructs. There are a variety of additional antecedents (e.g. police organization culture and urban destination attributes) and consequences (word-of-mouth referrals and customer identification) that could be considered for future research to develop a more comprehensive model. The cross-sectional study raises concerns about the causal relationships between constructs in the tested model. More substantial evidence of causality via longitudinal and experimental studies is needed.

The study’s findings added a chapter to the literature by identifying how police service quality impacts tourist trust building and urban destination advocacy.