Few studies have explored the stakeholder conflict from the perspective of hotelier and/or travel agency; however, this study has aimed to investigate stakeholder conflict from the perspective of guests, and its effects on guests’ satisfaction and behavioral intentions while ex-amine mediating factor of guests ’perceived value, which has not been examined empirically before. Since no scale could be found that measures guests’ perceived stakeholder conflict factors (PSCF) arose from unsatisfactory relationship between accommodation establishments and tour operators/travel agencies, this study conceptualized PSCF and developed a scale for assessing this conflict and its outcomes. Through careful instrument development process, four sub-dimensions and 17 items of PSCF were identified. Thereafter, the study empirically tested the conceptual model by conducting survey study to collect data. The mediation effects obtained indicated that guests ‘perceived value mediated the effects of the PSCF on guest satisfaction and behavioral intentions associated with the accommodation businesses. The instrument is demonstrated to have good suitability, validity, and reliability. Applying the scale of PSCF enabled the identification of the two consequences of guests' satisfaction and behavioral intentions. Limitations, recommendations for future research and managerial implications are provided.

Training and development have been applied in many aspects for organization performance. The purpose of this study is to investigate the relationships between training and development and organizational performance. In addition, the study also analyzes the influence of organizational culture as a mediator in the relationship between training and development and organizational performance. The data are analyzed using descriptive and inferential statistics. IBM Statistical Package for the social sciences software (IBM-SPSS) version 23 and Smart Partial Least Square (SmartPLS) version 4.3 were used to evaluate the hypotheses of the study. The survey of the study involved 219 employees in courier service organizations in Malaysia. The finding of the study shows that there was a positive relationship between training and development and organizational performance. Furthermore, the finding also reveals that organization culture mediate the relationship between training and development and organization performance. Hence organizations should consistently train and develop their employees through formal and informal training programs as well as encourage employees to embrace organizational culture and values as well as cultivate the core values of organizational culture amongst employees to strengthen and improve organizational performance.

As social media becomes influential in our daily life, successful adoption of it may act as a motivating factor to achieve entrepreneurial outcomes such as entrepreneurial intention, the most reliable indicator of actions toward entrepreneurial behavior. Although numerous studies found personality as a strong determinant of entrepreneurial intention, the focus was on broad personality constructs such as the Big Five, rather than specific ones that may predict entrepreneurial outcomes better. Based on the concept of entrepreneurial intentionality and entrepreneurial networking, social media technology acceptance that includes perceived usefulness, perceived ease of use, and intention to use social media, is proposed to mediate the relationship between entrepreneurial personality and entrepreneurial intention. Using a sample of 261 college students and SEM analysis, significant positive direct and indirect influences were found.

SMEs play a critical role for the economic growth of nations by providing the opportunity for individuals to develop their skills and to be self-employed. SMEs are flexible and are able to quickly acclimatize to the factors affecting supply and demand. In todays’ rapidly changing business environment, SMEs are faced with difficult challenges to effectively implement the practices that are frequently adopted by larger business rivals. This study will discuss the concept of entrepreneurial orientation, innovation performance, and learning orientation in the context of SMEs in Kuwait. This study assumes that Entrepreneurial Orientation has both direct and indirect impacts on Innovation Performance (IP) through the mediating role of learning orientation. This study used quantitative methods to investigate and test the hypothesis that the association of entrepreneurial orientation with innovation performance was mediated by learning orientation. The target population in the present study is the owners and CEOs of SMEs in Kuwait, and the stratified random sampling method was used to select 221 participants. This study used a structured questionnaire containing close ended questions to gather the data. The data was analyzed using the partial least square structural equation modelling (PLS-SEM). Results of the analysis show that learning orientation played a partial mediating role in the association of entrepreneurial orientation with innovation performance.

This study aims to examine the effect of relationship value and test the moderating effect of relationship age on performance in a manufacturer-retailer relationship. Relationship value is identified from four dimensions – personal, financial, knowledge, and strategic value, each of which is indicated in different outcomes. This research presents a new taxonomy that can be used for manufacturers from retailers' perceptions of what counts as relationship value. Furthermore, this study explores the effect of relationship age on the relationship value and performance. Data were collected from 259 retailers from paint and chemical stores in Indonesia, through a structured questionnaire, and collected quantitative data were analyzed through structural equation modeling (SEM). The analysis of the sample suggests a positive relation-ship between relationship value and performance. This research shows the impact of relation-ship age into a short-term and long-term relationship. Relationship age did not strengthen the positive relationship between relationship value and performance. Findings suggest that manufacturers should invest more time and effort in relationship value drivers with their key retailers to enhance their relationships with those retailers.

Since consumer’s needs, wants, and preferences establish a cornerstone for developing new products, this research aims to determine the effect of hedonic shopping motivations of Jordanian youth’s fashion leadership behavior through a social psychology approach. Based on the diffusion and human motivations theories, six hedonic shopping motivations have been examined: (1) value shopping motivations; (2) gratification shopping motivations; (3) idea shopping motivations; (4) adventure shopping motivations; (5) social shopping motivations; and (6) role shopping motivations. A self-administered questionnaire has been developed to collect data from the research sample comprising 500 students from four private universities in Amman. Results showed that fashion leadership behavior is significantly related only to four hedonic shopping motivations: value shopping motivations, idea shopping motivations, social shopping motivations; and role shopping motivations, whereas gratification and adventure shopping motivations were found to not have a significant impact on leadership behavior. Research recommendations and future research were also discussed.

This research aims to investigate the impact of school efficiency on student development and sheds light on the way that top-universities enhance students’ knowledge, skills, health, and psychological development. Through interviewing and sending online questionnaires to over 2000 students from 5 top universities in Vietnam based on Ranking Web of Universities, the research results suggest the significant influence of school-related factors, student demographic factors, and students’ personality on student development. Specifically, teaching quality has a positive relationship with all dependent variables except for psychosocial development. The results also illustrate that school facilities positively relate to students’ satisfaction but negatively associate with their academic performance. Additionally, the research points out that boys have better psychological, mental, and physical development than girls do. At the same time, students with lower schoolyear tend to have a higher level of studying satisfaction. Furthermore, the impact of personality, including openness, conscientiousness, and extraversion, on student development is remarkable due to their significant positive connections with all five dependent variables. On the other hand, agreeable students appear to have less psychological development than those in other personality groups.

The purpose of this study was to investigate the effect of transformational leadership on employee performance via job satisfaction in telecommunication sector, Jordan. Self-administered questionnaire was used to collect data from 278 employees. Structural equation modeling (SEM) via The Analysis of Moment Structures, i.e., IBM AMOS 22 was applied to test hypotheses. The findings show that transformational leadership was significantly and positively associated with both job satisfaction and employee performance. Furthermore, job satisfaction had a significant relationship with employee performance. Consequently, the results underlined a significant mediation effect of job satisfaction in the interaction between transformational leadership and employee performance. This research provides empirical evidence of the interaction between transformational leadership, job satisfaction and employee performance in a key industry in a developing country, Jordan. Finally, this study was conducted in telecommunication sector in a developing country, Jordan, therefore, the results cannot be generalized across countries.

Employees being prolific in the workplace is equally essential to survive in the global job market. The study projected to identify various driving factors of employee creativity and proposed a theoretical model and further investigated the impact of independent variables on employee innovation. Using the survey questionnaire, primary data from 246 small and medium enterprises (SME) employees of Saudi Arabian organization was collected. Exploratory factor analysis (EFA) underlined the identified determinants into six causal factors namely training and brainstorming session (TBS), employee recognition and reward (ERR), resources and fund allocation (RFA), employee competencies (EC), workplace environment (WE) and management support (MS). Subsequently, multiple linear regression analysis was conducted to examine the influence of these factors on employee innovation (EI). Findings showed the regression model was significant and explained 84.2% of the variance on the dependent variable. Also, all six constructs resulted significant positive relationships with EI. Results showed EC has the highest positive relation with EI. The study demonstrated a better working environment, collaboration, team spirit, work autonomy, and morale will reinforce creativity with the sup-port of management and allocation of resources and funds. Lack of these elements will ruin the work culture and thereby the workplace innovation. Though the results are presented from a small group and with no generalization, the study sheds light on many employees in creating a competitive edge and flourish with new opportunities by encountering uncertainties using new approaches at work. The findings are consistent and the study reconfirms the literature. The study also provides some indirect inferences to organizational human resource (HR) policymakers. Further, the limitations and future research scope were also well demonstrated.

This study aimed to determine the effect of overtime, job stress, and workload on turnover intention. This is a quantitative study with a sample collection method using a purposive sampling in PT. Ungaran Sari Garmen, Indonesia. Data collection was carried out by the method of observation, documentation, and questionnaires. The data obtained were then processed and analyzed with ordinary least square regression model. The results show that overtime, job stress, and workload significantly affected the turnover intention. Adjusted R2 value of this study was 0.776, which means overtime, job stress, and workload explained the turnover intention of 77.6%, and 22.4% was influenced by other variables.