This study aims to investigate the effect of soft skills and ethics and value on the employers’ willingness to continue recruiting Universiti Malaysia Terengganu (UMT) graduates, together with the moderating effect of knowledge on the relationship between soft skills and the employers’ willingness to continue recruiting UMT graduates. The study’s respondents comprised of 208 employers in Malaysia who responded through an online survey using Google Forms. The survey data was then analyzed using the Partial Least Squares Structural Equation Modelling (PLS-SEM), indicating that soft skills positively affected the employers’ willingness to continue recruiting UMT graduates. Nevertheless, ethics and value were found to be insignificant factors on the employers’ willingness to continue recruiting UMT graduates. It was also revealed that knowledge had the moderating effect on the relationship between soft skills and the employers’ willingness to continue recruiting UMT graduates. Therefore, universities were recommended to invest in soft skills and knowledge education to ensure that graduates met the employers’ professional recruitment standards in areas of expertise.

High convergence level of strategic alignment between business and information technology helps companies enhance operational excellence. This research aims to identify strategic alignment maturity criteria level and their impacts on operational excellence in Jordanian industrial companies. The population of the study consists of all managers at top and middle management and a purposive sample is used to answer questionnaire items. In this survey, 288 valid responses are collected for analysis using SPSS (20) and smart PLS "V. 3". The study reveals that there is a significantly positive impact of strategic alignment maturity criteria (communication, competency-value Measurement, governance, partnership, scope & architecture and skills) on operational excellence. The most maturity criteria have a mid-level of maturity except scope & architecture and competency-value measurement criteria which maintain a low level. Thus, the study concluded that the researched companies have to recognize the business value of information technology (IT) investment and harmonizing IT architecture with business structure.

The purpose of this paper is to analyze the effects of firm value on hedging for exchange rates, interest rates and commodity price risks using derivative instruments as well as examining different types of derivative instruments, including forward contract, future contract, option contract, and swap contract, used as hedging instruments to assess their various effects on firm value. The proxy used for the firm value variable is Tobin’s Q, and the ordinary least squares regression is employed for the research method. The study used 348 records from non-financial companies listed on the Indonesia Stock Exchange over the period 2015–2018. There are different results. First of all, the use of hedging for exchange rate risk with derivative instruments has a positive and significant effect on firm value. Secondly, the use of hedging for interest rate risk with derivative instruments has a negative but not significant effect on firm value. In addition, the use of hedging for commodity price risk with derivative instruments has a positive but not significant effect on firm value. Moreover, the effects from hedging using derivative contracts in general on firm value does not give results that are different from the use of hedging risk for exchange rates, interest rates and commodity prices with derivative instruments.

This study primordially aimed at determining the effects of different factors affecting employee’s motivation at Groz-Beckert Vietnam Co. Ltd. Upon perusal and review of related literature, the researchers found out that there is a dearth of studies that have been conducted relative to this subject appertaining to MNCs in Asian countries. Thus, this paper intends to provide empirical evidences towards the link between and among selected variables being covered in this study. The researchers used the quantitative research analysis method which have surveyed and floated questionnaires to 300 employees from various units, departments, divisions at Groz-Beckert Vietnam Company Ltd and retrieved 265 validated responses. Research result further revealed that, out of the 7 factors: income and benefit, superior, work result, colleague, work condition, training and promotion, work nature positively and significantly impacts the staffs and workers of the said organization. Based on research results and findings, the researchers will provide some viable and palatable recommendations for the human resource development policies and such proposals can enhance employee’s motivation in the said entity. For ease of data collection, convenience sampling was adopted. Data were analyzed using SPSS version 21 that included descriptive and inferential statistics. The outcomes of the study showed that almost all the variables have positive correlation with the workers motivation in performing their jobs at the workplace.

Intrinsic leadership is a new concept of leadership and is built based on philosophically and psychologically of the intrinsic meaning. The basic philosophy of its development is a holistic leadership philosophy that integrates cognitive, affective, conative, and spiritual as the core of leadership. The purpose of developing intrinsic leadership is to create a vision and value congruence, empower cooperation between all stakeholders and especially build an organization like a family so that it creates attachment, trust, a motivation that has an impact on organizational performance. Intrinsic leadership is conceptually different from the previous concept of leadership that only rests on one or several elements that the leader has as a human. Development of measurement scales and validity testing provides a foundation that facilitates quantitative research in intrinsic leadership. There are three studies carried out, the first is scale development and testing the content validity of intrinsic leadership measurements. Testing the content validity is accomplished by analyzing and calculating the content validity index (CVI) and Kappa coefficient data are obtained from a panel expert consisting of eight experts. The second study is related to testing construct validity of intrinsic leadership using EFA from 186 data collected from owner-managers of SMEs. The results show that there are twenty-six indicators extracted into eight factors that are intrinsic leadership measurement scale. The third study aims to test empirically or confirm measurement model of intrinsic-leadership using CFA.

The main objective of this paper is to investigate the effect of affective and cognitive trust in bank advertising toward its potential customers. An advertising experiment was conducted by creating two bank advertisements focusing on affective and cognitive trust in bank advertising. SEM analysis is conducted with a sample of 254 customers who banked with the Central Bank of Ghana using STATA 14.1. Results showed that customers of a bank are more drawn to affective advertising than cognitive advertising. Results also showed that cognitive trust is a stronger predictor of anticipation towards future interactions with a bank than affective trust. Uncertainty and commitment had insignificant relationships with affective trust. Cognitive trust had a positive relationship with commitment, while affective trust had no significant relationship with commitment. Managerial implications and future research of the findings are discussed.

This study reveals the worth of Emotional Intelligence (EI) to act as a moderator in undertaking the worst effects of Counterproductive Work Behavior (CWB) influenced by negative emotions and work interference. Contract based employees of the non-profit organizations in development sector of Pakistan were targeted. The responses were obtained in time lags of two weeks to overcome the issues of cross-sectional data and self-serving bias. The 258 fully responded questionnaires by the targeted employees were analyzed in SPSS. The results emphasized that negative emotions and work interference predicts CWB and EI act as a moderator in this relationship. Employees having low EI engaged more in CWB confirming the predictive relationship. It is recommended that the management needs to underline the significance of EI at all levels of the organization for desirable behaviors at workplace. Implications were deliberated to overcome CWB through high and low levels of EI.

The purpose of this study is to identify and analyze the interaction between customer satisfaction and trust in a structural model. Sample consists of 210 Suzuki motor bikes’ users, aged 17-64, domiciled in Medan. Structural equation model approach is used to process raw data. Respondents' opinions were taken proportionally throughout the Medan city sub-districts. Questionnaires were submitted accidentally. The results show that customer satisfaction and trust partially had positive and significant effect on brand equity and repurchase intention. Brand equity did not show any indirect causal relationship mediator of the three exogenous variables to repurchase intention. Programs related to customer satisfaction and trust better increase brand equity and repurchase intention directly. Interaction variable existence in research model increases Chi-Square probability, decreases standard deviation, and increases t-value. Interaction variable creates synergy on the influence of customer satisfaction and trust to increase brand trust. Any programs to increase brand equity through customer satisfaction and trust should be implemented, simultaneously. The two exogenous variables will bring out the synergy that comes from this interaction.

Many studies have focused on direct link between HRM practices and organizational performance. There is a strong relationship between these two variables that driven further research to identify the mechanism through which such relationship exists. Following resource-based view (RBV), the aim of this research was to investigate the indirect effect of organizational innovation on HRM practices-performance linkage. Data was collected from owners/managers of manufacturing SMEs in West Malaysia. 331 (60.5%) distributed questionnaires were received and analyzed through PLS-SEM. Out of six hypotheses on mediation, only one hypothesis was rejected. The findings strongly supported the RBV theory when organizational innovation significantly mediated the relationship. These results clearly indicate that organizational innovation plays an intermediate role between HRM practices (i.e. communication and information sharing, compensation, selection, performance appraisal, and training and development) and organizational performance of SMEs.

The use of e-procurement aids organisations in reducing business costs, broadening their market access and simplifying purchasing processes. However, in Jordan, only 27.6% of firms utilise e-procurement systems. Hence, the usage of e-procurement systems by Jordanian firms is still in its infancy. In this work, the technology, organisation and environment (TOE) factors affecting the use of e-procurement systems by large firms in Jordan were investigated. Previous studies have reported inconsistent findings with regard to the antecedent factors that may affect e-procurement usage. Therefore, this work aimed to determine the factors related to e-procurement usage and whether or not top management support moderates the relationship between TOE factors and e-procurement usage. Results revealed that all TOE factors used in this study influenced the e-procurement usage of the firms. Moreover, the moderating role of top management support was found to be positively related to relative advantages and organisational readiness and negatively related to complexity.