Nowadays, the selection and management of the optimal portfolio are the most primary fields of financial decision-making. Thereby, selecting a portfolio capable of providing the highest efficiency and, at the same time, the lowest investment risk has been turned into one of the most critical concerns among financial activists. However, in this selection, the two factors above are not the only determining ones. Various factors are affecting financial markets' behavior under different possible scenarios, which should be identified. In this paper, we examine the high sensitivity of the Iranian capital market to the exchange rate fluctuations in the different scenarios due to the lack of a unified view of the value of that rate among experts as one of the mentioned factors and obtain its value using Dempster–Shafer theory (DST). Then, a portfolio selection model that prefers stocks with higher ranks is proposed. Representative results of the real-life case study reveal that the submitted approach is productive and practically applicable.

The purpose of this study was to determine the role of subjective norms as a mediation between the relationship opportunity to donate and agreeableness personality on intention to donate. This research includes a quantitative approach with a survey method distributed to 400 participants of BPJAMSOSTEK East Java Province using a Likert scale. Data analysis using SEM using WarpPLS 6.0 software. The results of this study state that subjective norms can be a link between the opportunity to donate and in accordance with the intention to donate. This can increase the intention to donate for BPJAMSOSTEK participants. The increased intention to donate owned by participants will increase participants who donate.

The paper aimed to examine the influence of employees’ COVID-19 fear on their performance through intervening mechanisms such as mental wellbeing and organizational support. A total of 446 workers from the bank completed a self-report survey. Findings from regression analysis conducted with SPSS PROCESS MACRO (Model 7) revealed that employees’ COVID-19 fear did not have any direct negative influence on their performance but instead had an indirect effect on their performance via mental wellbeing (anxiety and depression). The findings also revealed that organizational support was instrumental in buffering the adverse impact of employees’ COVID-19 fear via mental wellbeing (anxiety and depression). Therefore, organizations should increase employee-supportive measures throughout this era of the COVID-19 to help reduce the adverse impact of employees’ COVID-19 fear.

The aim of this paper is to explore the influence of training and development on employee’s performance through different dimensions. Moreover, this study proposes a model in the area of human resource development to be used for testing and improving the performance of employees in the Indian travel and tourism sector. An integrated model was developed highlighting the relationship between the training and development and employee performance. Using the sample of 146 employees, structural equation modelling (SEM) was employed to validate the hypothesized relationship by evaluating the responses of employees working in the Indian travel agencies. The findings of this study demonstrate a strong relationship between training and development and employee performance in the travel industry and also can be used by managers and HR professionals for organizing exclusive training programs for improving employee's performance based on the dimensions used in this paper. The present study provides an empirical and theoretical explanation of different dimensions associated with training and development and employee performance, especially in the Indian tourism industry.

In service firms, customer orientation and service innovativeness are the important strategic features to pledge sustainable wealth and growth for financial performance. Focusing on customer means, companies must have rigorous knowledge and understanding of customer needs, expectations, and demands. To satisfy those demands and expectations, new products and/or services need to be carefully designed. Customer orientation involves the introduction of something new or different in response to market conditions and can be perceived as an important driver for innovation. The literature on innovation in services demonstrates that this territory is still under-investigated. Our study is an attempt to slightly complement this shortcoming by empirically solving several issues related to service firms. In particular, we propose the service innovativeness as a mediating effect in the relationship between customer orientation and financial performance. A theoretical research model was investigated via structural equation modeling (SEM) using 686 survey responses from the service industry. The findings of the structural equation model indicated that customer orientation is positively related to financial performance and service innovativeness respectively. And service innovativeness was found as a partial mediating effect, which means that the service innovativeness intervenes for some part but not all of the relationships between customer orientation and financial performance.

This study examines the dimensions of learning organization essential in enhancing Human Resources (HR) effectiveness towards the attainment of the strategic objectives of commercial banks operating in Nigeria. This study adopted a survey research design following a quantitative approach for data collection and analysis procedure. The respondents (professional bankers) were selected using a convenience sampling technique. A structured questionnaire was designed and administered to 305 respondents in the participating commercial banks. The data was analysed using a variance-based structural equation modelling via SmartPLS, version 3.2.9. The results showcased specific learning dimensions to consider in designing learning and development interventions for HR effectiveness in commercial banks. There is a dearth of literature on the specific learning dimensions that play a prominent role in ensuring HR effectiveness in the banking industry in developing countries, particularly in Nigeria. The outcomes of this study contribute to the extant literature and assist HR business partners in adding value to commercial banks through HR effectiveness.

This study aims to build a framework for measuring the productivity in the public transport sector through a data envelopment analysis (DEA) technique. This paper extends the Malmquist productivity index (MP1) and Luenberger productivity indicator (I.P1) evaluation with the concept of an input-oriented new slack model (NSM). NSM model measures the efficiency with the effect of slacks and satisfies unit invariance, radial and translation invariance properties. In particular, the purpose of the proposed extension is to obtain the overall productivity change in terms of technical change (Frontier Shift) and technical efficiency change (Catch-up Effect) for Rajasthan State Road Transport Corporation (RSRTC) bus depots from 2008 to 2019. For this purpose, the number of buses, number of employers, fuel consumption and route distance arc are considered input variables, while passenger-kilometres occupied and vehicle utilisation are output variables. Finally, the result demonstrates that the average total factor productivity (TFP) growth of 46 depots using MPI and LPI over the study period is 1.956% and 1.409%, respectively. This study enables policy-maker and managers to evaluate the input to reach consistent output up to an optimum level and understand the process of improving the productivity level for the bus depots.

There are many leadership styles, which have different impacts on employees' performance. In higher education, faculty performance depends on many factors including Leadership style & Organizational culture. This study aims to examine the effect of leadership styles on faculty performance (FP) and more specifically to examine the moderating effect of Organizational Culture in the association between leadership styles and faculty performance in higher education institutions (MUET, Jamshoro). This study used quantitative methodology to identify the leadership styles which exist in MUET, Jamshoro, and their impact on faculty performance with organizational culture as moderator. It used both the sampling techniques probability and non-probability, and the sample size was 384 and the data was analyzed in SmartPLS 3. For leadership style, Full Range Leadership Model was adopted and for organizational culture, Competing Value Framework (CVF) was used. This study found that Transformational (TF) leadership has a positive significant relation with faculty performance at MUET, Jamshoro. And Organizational Culture (OC) as moderator negatively moderates the relation between Laissez-faire (LF) leadership and faculty performance (FP). According to faculty, transformational leadership is best suited to promote their performance on account of giving them challenging work, autonomy, mutual trust, through supporting subordinates' creativity, improving their confidence, and maintaining collaborations. Laissez-faire leadership also exists in an academic institution and has a positive impact on faculty performance. However, Transactional leadership has a negative impact on faculty performance. The future study could be conducted in other universities, or a comparison of leadership styles can be made between public and private universities with different models of leadership style and with different organizational culture models.

Based on the expectancy disconfirmation theory, the study presents a conceptual model exploring consumer perception (perceived service quality, product quality, price, and corporate social responsibility) effect on satisfaction and word of mouth in smallholder horticulture stores. A quantitative analysis using Partial Least Squares-based Structural Equation Modeling (PLS-SEM) was carried. This method was used to identify elements influencing satisfaction and to explore the hypothesised relationships between consumer perceptions, satisfaction, and the spreading of positive word of mouth. The findings identify the perceived service quality and product quality as factors that enhance satisfaction. However, the perceived quality of the product is the only factor that aids word of mouth. Correspondingly, perceived product quality shows a favorable relationship with perceived price. On the other hand, perceived price and corporate social responsibility do not strengthen customer satisfaction, with corporate social responsibility not aiding word of mouth. Furthermore, the study tested the strength of cus-tomer satisfaction as a mediating variable between consumer perception and word of mouth, and none of the results proved significant. Similarly, perceived price does not mediate the path between perceived product quality and customer satisfaction. The study is of benefit to scholars, smallholders, and agricultural policymakers, particularly in emerging economies.

This research seeks to contribute to the retention Duhok kidney & diseases transplantation center (DKDTC), and health organizations their talent in COVID-19 era. To achieve this objective, we use (IBM SPSS Amoss V.22) to analyze the mediating role of career planning (CP) in the relationship of financial compensation (FC) with talent retention (TR) in DKDTC. The data collected was analyzed through 63 questionnaires, which was distributed to the talents working in DKDTC from May 2020 to March 2021. The researchers reached several conclusions, the most important of which are that CP has a partial mediating role in the relationship between FC and TR. Therefore, this research recommends enhancing the ability of DKDTC and health organizations to TR in a COVID-19 era and they must be relying on FC, and a program that includes clear steps in CP.