Vol.53, No 4 (2020)

Phuong TRAN HUY

Faculty of Human Resource Economics and Management, National Economics University Hanoi, Viet Nam

Ngan Hoang VU

Faculty of Human Resource Economics and Management, National Economics University Hanoi, Viet Nam

Hanh Thi Hai NGUYEN

Faculty of Human Resource Economics and Management, National Economics University Hanoi, Viet Nam

Abstract

Background/Purpose: In recruitment and selection, job applicants do not only base their justice judgment on the actual experience but also compare what happens and what they expect. This study, therefore, investigates ap­plicants’ reaction to procedural justice in recruitment selection through the lens of psychological contract framework. Psychological contract theory highlights the role of expectations, discrepancies between perception and expectation, and perceived contract breach on individual outcomes. Methodology: Two surveys were conducted with job seekers in Vietnam, one before and one after the selection process. Printed questionnaires were administered to job seekers in the first survey, while the second used online survey. Structural Equation Modeling technique was adopted to analyze the data. Results: Data from a sample of 232 job seekers indicated that previous job experience and source of candidates were significantly related to justice expectations. In addition, perceived unmet expectations were found to predict procedural contract breach, which in turn negatively influenced job acceptance intention and recommendation inten­tion. Conclusion: The research highlights the role of unmet justice expectation, the perceived discrepancy between what happened and what was supposed to be, in predicting intention to accept offer and to recommend others. The re­sults suggest that firms should provide updated and official information regarding the selection process to all parties such as internal employees, recruitment agency and job search website to reduce over-expectation. Keywords: Applicants’ reaction, Procedural justice, Expectations, Psychological contract, Job acceptance intention, Recommendation intention   

Katarina ROJKO

Faculty of Information Studies in Novo mesto, Ljubljanska 31a, 8000 Novo mesto, Slovenia

Nuša ERMAN

Faculty of Information Studies in Novo mesto, Ljubljanska 31a, 8000 Novo mesto, Slovenia

Dejan JELOVAC

Faculty of Information Studies in Novo mesto, Ljubljanska 31a, 8000 Novo mesto, Slovenia

Abstract

Background/Purpose:  The transformation to Industry 4.0 increases the number of robots installed within indus­tries, which brings great shifts in industrial ecosystems. For this reason, our research goal was to analyze the key performance indicators to investigate the economic and social sustainability of the changes in production. Methodology: The combination of official (World Bank, U.S. Bureau of Labor Statistics) and publicly available (Federal Reserve Economic Data, Industrial Federation of Robotics) data was used for statistical data processing, including comparison, correlation, cross-correlation and vector autoregression analysis, to present the past develop­ments and also to predict future trends within the U.S. manufacturing sector. Results: In contrast to robust industry robotization observed in the 2008–2018 period, the share of manufacturing output and employment declined. Nonetheless, the vector autoregression model forecast shows, that the U.S. manu­facturing sector has arrived at a turning point, after which robotization can increase employment and labor productivi­ty of workers, while also stimulating further growth of their education levels. Conclusion: The transition to Industry 4.0 has a major impact on increasing demands for new knowledge and skills for increased productivity. Accordingly, forecasted growths of analyzed manufacturing indicators suggest that negative impacts of robotization in the recent past were only temporary, due to the entrance to the Industry 4.0 era. Nonetheless, additional policies to support sustainable industry development are required. Keywords: Industry transformation, Robotization, Industrial output, Labor productivity, Employment, Education level, Industry 4.0, Industry 5.0

Bulent AKKAYA

Manisa Celal Bayar University, Departmant of Business Management, Manisa, Turkey

Abstract

Background/Purpose:  Health care organizations should apply new methods to motivate their employees be more effective and successful. This can be achieved by commitment to the organization and trusting their managers. Therefore, health care organizations must take care of the commitment and trust aspects in order to have a full knowl­edge of employees and to increase organizational performance and effectiveness. The present study aims to link sub-dimensions of organizational trust and sub-dimensions of organizational commitment of administrative personnel of health care organizations. Methodology: The survey was conducted among 156 administrative personnel in health organizations in Turkey. Sub-dimensions of organizational trust and sub-dimensions of organisational commitment were linked and correlated. Nyhan and Marlowe’s OTI survey was used for the assessment of organizational trust and Meyer’s and Allen’s OCQ for the assessment of organizational commitment. Correlation, Path analysis and Structural Equation Modelling (SEM) were used to analyse the data with the help of SPSS and SmartPLS programs. Results: Results suggest that trust in organization has a positive impact on effective organizational commitment and continuance organizational commitment, however, has not impact on normative organizational commitment. Addition­ally, trust in supervisors has a positive impact on affective organizational commitment, continuance organizational commitment and normative organizational commitment. Conclusion: Awareness of organizational trust and commitment can be beneficial to leaders and managers, as they can handle, develop and empower their workers better with this information. Moreover, the key point is that all leaders and managers should focus on creating an atmosphere that will make workers very more committed and trusting, hence, to enable them perform beyond their formal duty requirements. Keywords: Organizational trust; Organizational commitment; Health care organizations, Strategic management 

Mohanad Ali KAREEM

Szent István University, Faculty of Economic Science, Kaposvár, Hungary

Harsha Vardhan Reddy KUMMITHA

Budapest Business School, Department of Hospitality and Tourism Budapest, Hungary

Abstract

Background/Purpose:  Literature is lacking on how supply chain dynamic capabilities influence operational performance. This study aims to empirically investigate the impact of supply chain dynamic capabilities on opera­tional performance in Hungarian manufacturing companies. Design/Methodology/Approach: The study used an online survey for data collection. The model is tested with data from 208 supply chain management professionals from Hungarian manufacturing industry. Structural equation modelling (SEM) was used to test the proposed hypotheses. Results: The empirical results indicate that supply chain dynamic capabilities namely; collaboration capability, agility capability, and responsiveness capability are significantly and positively associated with operational perfor­mance. However, the results show that integration capability has no significant impact on operational performance Conclusion: The study concludes that in a dynamic environment, developing supply chain dynamic capabilities can help manufacturing company managers to build effective supply chains and achieve superior performance. Further, managers need to recognize that supply chain dynamic capabilities are multidimensional and each dimension has different effects on operational performance. Also, the study provides theoretical and managerial implications that are further discussed in detail. Keywords: Dynamic capabilities, Supply chain, Operational performance

Hester SPIES

North-West University, WorkWell: Research Unit for Economic and Management Sciences, Potchefstroom, South Africa

Nedia MACKAY

North-West University, WorkWell: Research Unit for Economic and Management Sciences, Potchefstroom, South Africa

Abstract

Background/Purpose:  Relationship marketing literature acknowledges the important role of attachment in customer-organization relationships, but shows limited theoretical and empirical understanding of the factors that contribute to the development and maintenance of attached customers. To address this gap, this paper draws on the relationship marketing view and synthesizes important relationship constructs with the aim of developing a mediated attachment model for private hospitals in South Africa. Design/Methodology/Approach: A quantitative descriptive research design was implemented, collecting 303 use­able questionnaires via non-probability convenience sampling. Cronbach’s alpha coefficients and a confirmatory factor analysis were conducted to determine the reliability and validity of the measures respectively, and a SEM was conducted for the mediation analysis. Results: The results indicate that respondents’ relationship value was significantly related to attachment, loyalty and fear of relationship loss, and attachment was significantly related to loyalty and fear of relationship loss. More­over, the indirect effect of attachment in the relationship between relationship value and loyalty, as well as in the relationship between relationship value and fear of relationship loss was found to be significant. Conclusion: Attachment plays a significant role in both the direct and indirect relationships with key relationship marketing constructs. The importance of attachment in building patient-hospital relationships should therefore not be ignored, and private hospitals are encouraged to invest in their relationships with patients, with the aim of estab­lishing attachment. Keywords: Attachment, Fear of relationship loss, Loyalty, Private hospitals, Relationship value 

Marko KUKANJA

University of Primorska, Faculty of Tourism Studies – Turistica, Obala 11a, 6320 Portorož, Slovenia

Tanja PLANINC

University of Primorska, Faculty of Tourism Studies – Turistica, Obala 11a, 6320 Portorož, Slovenia

Marijana SIKOŠEK

University of Primorska, Faculty of Tourism Studies – Turistica, Obala 11a, 6320 Portorož, Slovenia

Abstract

Background/Purpose:  This study examines crisis management practices (CMPs) for micro, small, and medi­um-sized enterprises (SMEs) in the field of tourism during the global coronavirus (COVID-19) pandemic. The purpose of this study is to analyse how tourism SMEs reacted to the crisis caused by the pandemic. The present research aims to determine which operational CMPs were deployed by tourism SMEs to minimize the impact of the crisis. Design/Methodology/Approach: This study focuses on the following types of tourism SMEs – lodging facilities, food and beverage (F&B) facilities, and tourist agencies (TA). A total of 574 valid online questionnaires were obtained from SME managers. The structured questionnaire included 27 CMPs belonging to the four dimensions of crisis management – workforce, cost control, organizational support and marketing CMPs. Exploratory factor analysis and the non-parametric Kruskal Wallis H test and Mann-Whitney U test were used to investigate SMEs response to the crisis. Results: Results indicate that SMEs primarily focus on the following CMP dimensions (respectively): workforce, cost control, organizational support, and promotional and customer-related marketing practices. Results show that there are statistically significant differences in the usage of different CMPs among the different types of SMEs. Conclusion: The use of selected variables enables an internationally comparable benchmarking process and fa­cilitates the improvement of tourism SMEs crisis management. The conclusion provides suggestions for future re­search and useful information for scholars, policy makers, and tourism managers. Keywords: COVID-19, Crisis management, Slovenia, SMEs, Tourism