The research was conducted in order to identify the relationships between human resource practices, employee motivation and employee loyalty. Quantitative research method was applied with questionnaires directly delivered to 595 employees in hospitality sector in Ho Chi Minh city, Vietnam. Statistics techniques including exploratory factor analysis, reliability analysis, multiple regression and mediation analysis were used. The empirical results showed that variables of team spirit, career development, compensation, relationship with manager and working environment directly affected employee motivation and consequently, they provided indirect effects on loyalty through the mediation of employee motivation. In addition, employee loyalty was also directly affected by career development, working environment and employee motivation. It is suggested that hospitality sector should develop attractive compensation and benefit policies, comfortable workplace environment, coherent teamwork culture as well as straightforward career training and development plan for achieving higher level of employee loyalty.

The objective of this paper is to assess the factors affecting the lawyers’ motivation in Vietnam through the Emotional Intelligence factor and the factors affecting Lawyer’s performance. To accomplish this goal, we conducted a survey for half a year and analyzed data on 960 lawyers, then used SPSS 22 and Smart PLS 3.0 software to analyze the data. The results show that all six factors positively impact Emotional Intelligence. Emotional Intelligence both positively and positively impact Lawyer’s Motivation and Lawyer’s Performance. At the same time Lawyer’s Motivation has a statistically significant positive impact on Lawyer’s Performance. Finally, the results of multi-group testing between male and female lawyers are statistically different. From the research results, we propose a few solutions to improve motivation and work efficiency for lawyers in Vietnam.

This study aims to determine the effect of leadership style, organizational culture and motivation partially on the performance of permanent lecturers at Universitas Maarif Hasyim Sidoarjo. The object of this research is associated with the development of the world of education, while the scope of research concentrates on the area of Ngelom, Megare Sepajang Taman, Indonesia. The type of research is descriptive with explanatory research. Sampling is conducted by proportional stratified random sampling method. The population of this study includes all lecturers at Maarif Hasyim Latif University. Data analysis uses multiple linear re-gression analysis. The results show that Leadership Style, Organizational Culture, and Motivation simultaneously influence on the Performance of Permanent Lecturers.

The purpose of this paper is to assess the impact of performance appraisal on job performance focusing on the role of Motivation in the governmental sector in Qatar. While many organiza-tions consider performance appraisal (PA) an important tool to measure and evaluate employees’ performance, PA can be used as an effective tool to maintain the capabilities and effectiveness of the workforce. In general, PA can be a crucial tool to motivate employees and leverage their job performance and thus can be considered as a competitive advantage over rivals. This paper has identified main factors of PA from the previous pieces of literature and prioritized the most influencing factors affecting PA such as purpose (PAP), criteria (PAC), leadership (PAL), and methods of evaluations (PAE) on employee’s motivation as well as their relationships with job performance. Besides, the study sought to fill the literature gap on the performance management field in the context of Qatar for future research. In the course of this study, descriptive research design was adopted in the form of a survey. The survey was distributed, and 294 responses were collected. The conclusion of the finding was that the PAP and PAE had impacts on employee’s motivation and job performance, while PAC and PAL did not. In addition, the findings illustrate a positive correlation between employee’s motivation and performance. Human Resource managers of organizations may use findings to better support employees’ motivation and performance.

The purpose of this study is to know the effect of entrepreneurship attitude of manager of cooperatives and member motivation in enhancing member participation in North Sumatera Province, Indonesia. A questionnaire with a 1-5 Likert’s scale is used to examine the hypothe-ses of the survey. Respondents consisted of 100 leader/managers and 100 members of the cooperatives. The results show that entrepreneurship attitude of manager and member motivations correlated significantly in increasing the participation of cooperative members with r1 = 0.866** and r2 = 0.902**, respectively. Likewise, entrepreneurship attitude of manager and member motivation had significant effects on increasing member participation. It is also found that R-Square = 0.836, and F-value was 247.430. In conclusion, the independent variable significantly correlated and increased participation of the members. It is very important to insert entrepreneurship attitude and motivation in providing cooperative education.

This paper offers an empirical study of the role of work motivation in mediating the effect of education-training and leadership style on the performance of Ministry of Education employees in Timor-Leste. Data were obtained from 86 employees as samples through questionnaires. We applied the SEM-PLS to analyze the proposed relationship model. Empirical results show that work motivation mediated the influence of leadership style on employee performance, but not for education-training. The results can provide valuable insight for public service management.

Today, knowledge gradually becomes an important resource for the competitiveness of enterprises (business-es). For small and medium enterprises (SMEs) in Vietnam, knowledge sharing (KS) is a necessary condition to increase labor productivity and ensure the sustainable development of businesses. However, encouraging KS among employees requires management to understand the motivational factors of KS and set out appropriate policies. This study is based on the research model of Burgess (2005) [Burgess, D. (2005). What motivates employees to transfer knowledge outside their work unit?. The Journal of Business Communication (1973), 42(4), 324-348.] and related theories to identify psychological motivational factors that affect KS. The study conduct surveys in 400 SMEs to assess the impact of the factors on KS in Vietnamese SMEs. The results show that the factors like rewarding; Fear of losing power, Concepts for self-interest, promoting the role of the group, the concept for social benefits affect KS, significantly. From this re-sult, the study also proposes a number of recommendations to improve KS motivation of Vietnamese SMEs' employees. At the same time, through quantitative research, the author identifies the factors affecting the knowledge sharing behavior of SMEs in Vietnam. Research results indicate different factors; including team-work, cohesion, trusts, reward system, information technology system, communication with peers, the concern of senior management are correlated positively with employees' knowledge sharing behavior.

Halal supply chain management, with its focus on Islamic values in tourism, is increasingly recognized for enhancing destination competitiveness and visitor satisfaction. This study examines how Islamic attributes, motivations, and norms influence visitor satisfaction and word of mouth in Medan City's tourism sector. In the halal tourism industry, supply chain management plays a crucial role in ensuring that every stage from procurement, production, distribution, to service delivery complies with halal standards. The research aims to evaluate the impact of Islamic Physical Attributes, Islamic Non-Physical Attributes, Push Motivation, Pull Motivation, and Islamic Norms on visitor satisfaction and their subsequent effect on word of mouth. By employing a quantitative approach, the study utilizes structured questionnaires based on previous research and applies Structural Equation Modeling (SEM) for analysis. Data were collected from 300 tourists in Medan City, including both local and international visitors. The study finds that Islamic Non-Physical Attributes and Pull Motivation significantly enhance visitor satisfaction. Islamic Physical Attributes also positively affect satisfaction, while Push Motivation does not. Satisfaction strongly influences word of mouth, but Islamic Norms negatively moderate this relationship. Islamic attributes and motivations play a crucial role in shaping visitor satisfaction in the tourism context. Islamic norms, however, may complicate the satisfaction-word of mouth link. The implementation of effective halal supply chain management can ensure that all aspects of supply chain management in halal tourism, from products to services, meet the expected halal standards. Practically, destination managers should emphasize Islamic attributes and motivational factors to improve visitor satisfaction. Theoretically, the study contributes to understanding the complex dynamics between satisfaction, norms, and word of mouth in halal tourism.

Shopping malls are one of the tourism industry’s most attractive and dynamic generators of profit. This study focuses on One Utama Shopping Mall, one of the largest and most well-known shopping centres in Malaysia. The research objective is to determine the level of visitor satisfaction at One Utama and understand how it contributes to the mall’s growth and retention of clientele. Data are collected by way of stratified random sampling and analysed using SPSS 20.0 software. Results demonstrate a significant relationship between all independent variables related to visitor satisfaction: entertainment activities, management services, and shopping centre design. Moreover, push and pull factors are accounted for in determining motivations for visiting the mall. The conclusions of this study are particularly useful for shopping centre owners and stakeholders looking to promote revenue and growth.

A workload is one of contradictive variables, whether it influences the performance of employees or not. The purpose of this study is to analyze whether or not the workload influences the performance of bank employees. It employs quantitative approach and path analysis is employed to analyze the effect of workload on the performance of bank employees. The research samples include 74 bank employees around the City of Blitar, East Java, Indonesia. The result shows that a workload had a significant positive effect on the performance of bank employees. It also has greater influence on employee performance through motivation variables. The managerial implication of the current research is that the provision of workload which is in accordance with the competence and comfort of employees may improve their performance. In addition, employees who have higher education level are able to adjust more on the workload because they have higher-achievement motivation.