There is a universal consensus that improving employee performance is a cornerstone for any organization’s path to success and prosperity. However, when it comes to identifying what factors trigger such an improvement, there is anything but consensus among researchers. In this paper, a sample of government employees in the Sultanate of Oman is studied to discern the factors that affect employee performance. A factor analysis is applied to validate the constructs used to measure the various variables. A correlation analysis and a corresponding multiple linear regression is carried out to test the hypotheses. In contrast to many research findings, the results indicate that the only significant factor is technology; whereas leadership and organizational structure are neutral. The results are analyzed and discussed in view of the socio-cultural context of the Sultanate of Oman and the GCC region.

The purpose of this paper is to examine the effects of knowledge management and advanced technology on innovative capability in order to improve the organization performance. A survey of 200 SMEs in the service industry was conducted. Partial least squares structural equation modelling (PLS_SEM) was used to test the mediation role of the service innovation on the relationships between both knowledge management and advance technology and the organizational performance. The results showed there were links between knowledge management and organizational performance. Nevertheless, it was discovered that service innovation mediated the relationship between the knowledge management and cost and financial performance, and between advance technology and cost and financial performance. The paper shows a way forward of how to measures the organizational performance in such a way that they are led from the development of innovation capability generated through knowledge management and the advance technology in the service industry.

This paper aims to study the relationship between human resource management practices (including work itself, training and development, supervisor support, co-workers ‘relation, salary, and working environment) and job satisfaction among employees in Japanese agri-businesses in Vietnam. The structured questionnaires were distributed to 200 employees to collect the primary data out of which 179 useable were returned to test the research hypotheses. Results shows that the work itself, training and development, co-workers’ relation, salary and working environment had positive effects on employees’ job satisfaction. However, there were no relationship found between supervisor support with job satisfaction. Finally, based on the results of qualitative and quantitative evidence as well of the comprehensive interview, some suggestions were given to human resource management practices in Japanese agricultural companies to achieve high level of job satisfaction.

Existing study was conducted to make a combined examination of the mediating role of (a) Job involvement in linking expanded job scope model (EJSM) with turnover intentions and (b) investigate how the relationship among EJSM and turnover intention is conditional based on the level of Core Self-Evaluation (CSE) in employees.700 questionnaires were circulated among the employees of education and financial sector which yields 490 returns achieving a response rate of 70%. After initial data screening 420 complete responses were available for analyses. The results exhibit that Job involvement (JI) mediates the relationships between EJCM and turnover intentions. The results of the moderated mediation depict that JI mediates the relationships between job scope and high level of CSE in employees. The outcomes delivered valuable understandings for managers and consultants, especially to Human Resource professionals who are trying to facilitate the workforce in challenging working environment through improved job design. The businesses may encourage high level of employee involvement through redesigned job scope in presence of high order personality characteristics which helps to reduce turnover intentions. This paper contributed in the literature of job design in three different ways. First, existing research makes theoretical contribution by adding new dimension in existing JSM which is flexible work time. Second, it describes how dynamic work settings may refine employees’ abilities and behaviors. Third, the research deals with a unique view in research of job design by combining personality as a moderator (i.e., CSE).

The aim of the study is to investigate the impact of business model innovation (BMI) on firm performance. The sample of the study consisted of 120 managers from Alban Al-youm Company in Jordan, a leading dairy company. Data were collected using a questionnaire administered to managers. Eighty-seven questionnaires were retrieved valid for the purpose of data analysis. BMI was measured using three components: value creation, value proposition and value capture innovations while company performance was assessed via self-rated questions about operational measures of performance. The results accepted the hypotheses that all dimensions of BMI had significant effects on company performance. That being so, the study contributed to the literature on BMI on company performance in the absence of such studies that use samples for Arab countries, particularly, from Jordan in one of the most vital industries, which is a dairy industry.

Hospitality industry always looks for the exhibition of positive emotions from employees’ side and employees display it through suppressing negative emotions (surface acting) or expressing positive emotions (deep acting). The aim of this study is to examine the impact of emotional labor strategies on emotional exhaustion of employees through moderating effect of perceived organizational support. The study uses a sample of 190 employees of chain hotels situated in Lahore, Pakistan. Results concludes that hotels in hospitality sector should value the emotions of frontline employees to prevent them from getting emotionally exhausted, so they could serve the customers’ productively. Similarly, if organizations develop a mechanism and system that enhance the positive perception of organizational support among employees, it will decrease the adverse consequences of emotional labor. This research could be carried out in other service sectors like education, health, banking, airlines etc. where frontline employees matter a lot for organizational image.

This paper aims to investigate the role of Employee Spirituality to moderate between Compensation fairness and Employee Engagement, Job involvement and Employee Engagement, organizational commitment, and employee engagement. In this survey, 279 respondents were collected with a 75 percent response rate (139 respondents) from May to July 2020 and a 93.3 percent rate (140 questionnaires) from August until September 2020. Validity used Confirmatory Factor Analysis used KMO and Bartlett’s test, and the reliability test was based on Cronbach-Alpha. Moreover, Kolmogorov-Smirnov test is used for normality test, Park test is implemented for Heteroscedasticity and Multicollinearity test. Moderator Regression Analysis is used to identify the moderator types. The results indicate that Employee Spirituality fully moderated (Pure moderator) between Compensation fairness and Employee Engagement and between Organizational Commitment and Employee Engagement. Moreover, Employee Spirituality partially moderated between Job Involvement and Employee Engagement. The research suggests to implement the model in a narrow scope and considers many variables outside the Compensation fairness, Job Involvement, and Organizational Commitment.

This study analyzes the effect of servant leadership on job performance with, trust and knowledge sharing as mediating variables. The research is classified in the quantitative analysis used to test the significance between latent variables. The study sample includes 164 of the STIE Malangkucecwara postgraduate program alumni from 2010 to 2019. Data are collected through an online questionnaire and the SmartPls processes the results. The results show that job performance was directly affected by servant leadership. Trust and knowledge sharing are proven as variables that mediate the influence between servant leadership and job performance with the nature of full mediation. Serving leadership tends to increase employee trust in leaders and organizations and stimulates a culture of sharing knowledge to increase employee job performance. The results can be a basis for further studies in the field of management, especially those related to servant leadership, and as material for practical understanding for leaders in various areas of the organization.

This study aimed to determine strategic agility impact on employees’ performance in commercial banks in Jordan. A self-administrated questionnaire was developed according to research objective and hypotheses. The research population consisted of all managerial employees in Jordanian commercial banks. A random sample was selected consisting of 250 staff members who have senior administrative and supervisory positions in the commercial banks. Statistical techniques were used to test the research hypotheses. The research concluded a set of outcomes, the most important is strategic agility with its dimensions have an impact on employee performance in the commercial banks in Jordan. The research also concluded that strategic agility dimensions (strategic sensitivity, core capabilities, clarity of vision, strategic goals information technology selection, and share responsibility) influence on employee's performance in commercial banks in Jordan. The study recommended that commercial banks in Jordan have to adopt strategic agility approach to improve their employee's performance. The commercial banks must exert their best efforts to rapidly adapt to surrounding environmental variables. Commercial banks have to pay attention to human capital, which plays a major role in achieving good performance.

The primary objective of the present research is to examine the impact of touch and gustatory stimuli on airline image and repurchase intention. Furthermore, the present research examines the moderating role of price fairness and mediation impact of airline image. The researchers gather data from the customers of PIA and Airblue travelling abroad from Islamabad International Airport, Karachi International airport and Lahore International airport by employing multi-stage sampling technique. Total of 576 questionnaires was distributed among the respondents, and the response rate was 68.9%. For the analysis of data received, the researcher employed PLS-SEM. The finding of the study confirmed the significant impact of touch and gustatory stimuli on airline image and repurchase intention. Findings of the study revealed the mediating role of airline image among touch, gustatory and repurchase intention was significant as well. At the end, perceived price fairness also moderated the relationship of airline image and repurchase intention. The present study fills the gap of limited studies conducted in the past regarding sensory stimuli in the context of the airline industry, the role of airline image as a mediator under SOR model and moderating impact of perceived price. Findings of the present study are helpful for policymakers and practitioners of the airline industry in Pakistan to develop the strategy by which they can retain their customers on international routes.