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1 – 10 of 255Chenxuan Chen and Abeer Hassan
This paper aims to contribute to the discussion on the executives’ team and firm performance by investigating the relationships between executives’ compensation, management gender…
Abstract
Purpose
This paper aims to contribute to the discussion on the executives’ team and firm performance by investigating the relationships between executives’ compensation, management gender diversity and firm financial performance in growth enterprises market (GEM) listed firms in China.
Design/methodology/approach
Data are collected from 461 companies listed on GEM boards during the period from the year 2016 to 2018. Specifically, executives’ compensation and female executives are set as the independent variables, and the proxy selected of corporate performance is Tobin’s Q ratio.
Findings
The results show that the correlation between corporate performance and executive cash payment is not significant, while executives’ equity-based compensation shows a significant positive correlation with firm performance. In addition, the participation of female executives is negatively associated with firm performance.
Research limitations/implications
The results have practical implications for governments, policymakers and regulatory authorities, by indicating the importance of women to corporate success. In particular, the findings of this paper emphasize the specific background of GEM in China and provide empirical support for the value of women’s participation in corporate governance. In addition, the finding on the relationship between executive compensation and corporate performance of GEM listed companies provides guidance for the establishment of a performance compensation system of GEM listed companies in China.
Originality/value
This paper provides new evidence for the current literature of executive team and corporate performance. This is the first paper to adopt triangulation in theories from different disciplines including optimal contractual approach, managerial power approach as new perspectives of agency theory, upper echelons theory, motivational-hygiene theory and women leadership style theory. The results will contribute to provide guidance for enterprises to formulate an efficient compensation system and build a reasonable senior management team structure.
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This paper aims to explore the motivation and job satisfaction of employees in the hospitality industry in Dubai, using Herzberg’s two-factor theory of motivation.
Abstract
Purpose
This paper aims to explore the motivation and job satisfaction of employees in the hospitality industry in Dubai, using Herzberg’s two-factor theory of motivation.
Design/methodology/approach
This qualitative research encompassed 20 interviews with employees at four different job levels from a 4-star hotel in Dubai, selected through purposive and quota sampling.
Findings
Findings show that achievement, recognition and responsibility are essential motivators. However, these were sources of dissatisfaction amongst employees from the lower job levels. Leader quality is crucial to hygiene. Moreover, it is a key motivator and a powerful source of job satisfaction.
Research limitations/implications
This cross-sectional study entailed a small sample size of 20 employees from one hotel in Dubai. Therefore, the only generalisation to theory is permitted and not to a broader population, such as hospitality workers from other hotels in Dubai or any of the other six United Arab Emirates.
Practical implications
The two specific human resource programmes and practices presented in this paper can exert a positive influence on employees’ motivation and job satisfaction. This, in turn, will bring the hotel in a strong position to compete for motivated and competent human capital to deliver high quality guest services to gain a competitive advantage in the hospitality industry in Dubai.
Originality/value
This paper contributes to the literature first, by identifying the type of motivation of the hotel’s employees as follows: “prosocial motivation”, evoked by satisfaction with motivators and hygienes. Second, by presenting a “Satisfier and Hygiene model for Prosocial Motivation and Job Satisfaction”, illustrating the reciprocal relation between prosocial motivation and job satisfaction.
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Innocent Otache and Ele-Ojo Iyaji Inekwe
The purpose of this study is to determine the level of job satisfaction, turnover intentions and performance of Nigerian polytechnic lecturers with PhDs and to empirically examine…
Abstract
Purpose
The purpose of this study is to determine the level of job satisfaction, turnover intentions and performance of Nigerian polytechnic lecturers with PhDs and to empirically examine the relationship between them.
Design/methodology/approach
This study adopted a descriptive correlational research design. Thus, an online self-reported questionnaire was used to gather primary data from a purposively selected sample of 167 Nigerian polytechnic lecturers with PhDs. Descriptive statistics and PLS-SEM were employed to analyse the data collected.
Findings
Descriptive results showed a low level of job satisfaction, high level of turnover intention and moderate level of performance of Nigerian polytechnic lecturers with PhDs. The structural model indicated a significantly positive link between job satisfaction and performance of Nigerian polytechnic lecturers with PhDs. Additionally, further analysis showed significantly negative links between job satisfaction and turnover intentions and between turnover intentions and performance of Nigerian polytechnic lecturers with PhDs.
Originality/value
There is a paucity of empirical studies on the impact of turnover intention on employee performance, particularly in the Nigerian context. This study provides empirical evidence of the negative impact of turnover intention on lecturer performance in the Nigerian context. Importantly, the findings of this study provide insights into the fundamental issues, which underlie the brain drain of lecturers in higher education institutions, especially in developing countries.
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Vanja Bogicevic, Wan Yang, Anil Bilgihan and Milos Bujisic
Considering the complexity of the airport industry service palette, it is important to identify which air travel factors are distractors and which factors are enhancers of…
Abstract
Purpose
Considering the complexity of the airport industry service palette, it is important to identify which air travel factors are distractors and which factors are enhancers of passenger satisfaction. Building on Herzberg's two-factor motivation theory, this study aims to explore most frequently mentioned attributes of airport service quality and distinguish key drivers for passenger satisfaction/dissatisfaction in the airport context.
Design/methodology/approach
A content analysis of 1,095 traveler comments posted between 2010 and 2013 on an airport review web site was performed in order to identify satisfiers/dissatisfiers. The web spider randomly selected consumer comments related to 33 popular destinations.
Findings
The study results indicated key satisfiers in the airport context such as cleanliness and pleasant environment to spend time in. On the other side, security-check, confusing signage and poor dining offer are recognized as major dissatisfiers in the airport setting.
Practical implications
The study findings provide insight on predominant satisfiers, dissastisfiers and performance factors of airport service quality from passengers' perspectives. Airport management teams may use the study results to renovate airport facility and improve service quality.
Originality/value
To the best of the authors' knowledge, this study is the first to utilize the visual data mining techniques in examining airport users' experience. Visualization produced summaries of qualitative comments in the form of tag clouds, word networks, and word tree images that help discover the most emerging themes of travelers' complaints and compliments.
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Jordon Swain, Kevin Kumlien and Andrew Bond
This paper aims to provide an experiential exercise for management and leadership educators to use in the course of their teaching duties.
Abstract
Purpose
This paper aims to provide an experiential exercise for management and leadership educators to use in the course of their teaching duties.
Design/methodology/approach
The approach of this classroom teaching method uses an experiential exercise to teach Adams’ equity theory and Vroom’s expectancy theory.
Findings
This experiential exercise has proven useful in teaching two major theories of motivation and is often cited as one of the more memorable classes students experience.
Originality/value
To the best of the authors’ knowledge, this is an original experiential exercise for teaching the equity and expectancy theories of motivation.
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Reza Salehzadeh, Arash Shahin, Ali Kazemi and Ali Shaemi Barzoki
Literature review indicates lack of using the Kano model in organizational behavior domain and managers’ satisfaction. The purpose of this paper is to propose a Kano-based model…
Abstract
Purpose
Literature review indicates lack of using the Kano model in organizational behavior domain and managers’ satisfaction. The purpose of this paper is to propose a Kano-based model for managers’ satisfaction.
Design/methodology/approach
In order to examine one of the proposed behaviors in this model, the role of employees’ organizational citizenship behavior (OCB) as an attractive behavior, has been investigated. The statistical population includes managers of the Isfahan’s financial service industries. After distributing questionnaires, 224 accurate questionnaires have been used for data analysis. In designing the survey questionnaire, the OCB questionnaire developed by Podsakoff et al. (1990) and Bell and Menguc (2002) has been used. For each of the OCB dimensions, some questions have been initially designed; then after collecting data, by using Kano evaluation table, the behavior types have been determined.
Findings
Findings imply that by using the Kano model, five types of behaviors, i.e. must-be, one-dimensional, attractive, indifferent, and reverse can be identified. The findings related to case study also indicate that out of five dimensions of OCB, three dimensions of altruism, sportsmanship, and civic virtue are located in Attractive category; the courtesy dimension is located in must-be category; the conscientiousness dimension is located in one-dimensional category; and in reverse category, no dimension is located. In general, OCB is located in attractive category.
Research limitations/implications
By using the results of this survey, a new classification of employees’ behaviors types can be suggested. The results of this study can help employees in understanding what kind of their behaviors causes managers’ satisfaction.
Originality/value
The results of this study have an important contribution in the literature of the Kano model and OCB.
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This article considers various definitions of the concept of job enrichment, and considers the findings of job enrichment studies. Some shortcomings in the theory and its…
Abstract
This article considers various definitions of the concept of job enrichment, and considers the findings of job enrichment studies. Some shortcomings in the theory and its application are illustrated, and these shortcomings are summarised so that instead of remaining isolated and incomprehensible failures they point to areas of deficiency. Directions for future work are suggested, both for practitioners and researchers.
Examines Herzberg′s two‐factory theory of motivation and its use inrelation to libraries as non‐profit and non‐product makingorganizations. Discusses job enrichment within the…
Abstract
Examines Herzberg′s two‐factory theory of motivation and its use in relation to libraries as non‐profit and non‐product making organizations. Discusses job enrichment within the context of libraries.
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Audra Diers-Lawson, Kerry Coope and Ralph Tench
The purpose of this paper is to explain and better understand some of the challenges and even contradictions in relationships between CSR and stakeholder attitudes by comparing…
Abstract
Purpose
The purpose of this paper is to explain and better understand some of the challenges and even contradictions in relationships between CSR and stakeholder attitudes by comparing consumer and practitioner perspectives on social responsibility, its role in organisations and its influence on consumer attitudes towards companies. The objective is to understand and evaluate factors influencing the authenticity of social responsibility as a contributor to an organisation’s value proposition.
Design/methodology/approach
Focus groups of consumers and practitioners (N = 39) were asked to explore CSR in a semi-structured discussion. Themes were analysed using a constant comparative method.
Findings
These data suggest that rather than existing on a continuum of authenticity, there are clear paths emerging for CSR efforts to be deemed authentic versus inauthentic that can begin to better explain the often-contradictory findings with regard to consumer attitudes towards CSR and an organisation’s value proposition. Consumer efficacy to influence an organisation and localised CSR emerge as critical determinants for evaluations of CSR as authentic. Further, these data also suggest practitioners may not understand consumer motivations and attitudes about CSR.
Originality/value
These data provide new insights into evaluations of CSR to explain when and why it can fail to meet its objectives. Ultimately, these data produce testable models for authentic (i.e. motivator) and inauthentic (hygiene) consumer judgements about CSR and draw implications for CSR leadership, learning and management.
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Neil A. Johnson and Edward A. Holdaway
The job satisfaction and effectiveness of principals, theeffectiveness of their schools, and relationships among those threevariables were investigated by questionnaires and…
Abstract
The job satisfaction and effectiveness of principals, the effectiveness of their schools, and relationships among those three variables were investigated by questionnaires and interviews involving elementary school teachers, principals, and area superintendents in Alberta. Job satisfaction of principals was closely associated with the effect of the job on their personal lives, and it was highest in respect of working relationships with teachers and students. An appropriate school climate emerged as the most important and most effective individual aspect of the performance of schools, but a multidimensional perspective was supported. Effective principalship was seen to encompass many high priority areas, and principals′ overall effectiveness related most strongly to their decision‐making effectiveness. Principals′ job satisfaction was only weakly associated with the effectiveness of schools and principals, but the two effectiveness variables were significantly related. Teachers and area superintendents tended to rate the effectiveness of schools less positively than did principals.
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