ORCID Profile
0000-0001-7271-8335
Current Organisations
Victoria University
,
RMIT University
,
Monash University - Caulfield Campus
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Publisher: Project MUSE
Date: 2016
Publisher: Palgrave Macmillan UK
Date: 2017
Publisher: Elsevier BV
Date: 2021
Publisher: Project MUSE
Date: 2016
Publisher: Informa UK Limited
Date: 05-12-2016
Publisher: Palgrave Macmillan UK
Date: 2017
Publisher: Palgrave Macmillan UK
Date: 2017
Publisher: Emerald
Date: 19-07-2022
Publisher: Emerald
Date: 25-05-2018
Abstract: Employees’ job engagement is a key driver for organizational success and competitive advantage. Based on Kahn’s engagement theory and social exchange theory, the purpose of this paper is to examine the relationships between job engagement, transformational leadership, high-performance human resource (HR) practices, climate for innovation, and contextual performance. A questionnaire survey, conducted at two different points in time, was employed to collect data from 394 pairs of Vietnamese university academics and their leaders. Data were analyzed by structural equation modeling (SEM) and multilevel SEM using the Statistical Package for Social Science Version 24 and Mplus Version 7.4. The findings indicated that transformational leadership and high-performance HR practices were key drivers of employees’ job engagement. A climate for innovation contributed effectively to mediate the effect of transformational leadership on employees’ job engagement. Further, employees’ job engagement was positively and significantly related to contextual performance. The short time lag between the two data collection phases might limit the ability to reach definite causal conclusions. Future research using a longitudinal design is needed to provide stronger validation for the underlying model. This study is a rare attempt that investigates the process from which employees’ job engagement is generated and contributes to improve contextual performance in the higher education sector.
Publisher: Project MUSE
Date: 2016
Publisher: Project MUSE
Date: 2015
Publisher: Informa UK Limited
Date: 22-01-2021
Publisher: Academy of Taiwan Information Systems Research
Date: 09-04-2008
DOI: 10.7903/CMR.704
Publisher: Informa UK Limited
Date: 20-02-2017
Publisher: Informa UK Limited
Date: 28-07-2020
Publisher: Cambridge University Press
Date: 17-09-2018
Publisher: SAGE Publications
Date: 10-07-2013
Abstract: In an attempt to develop a means for researchers to reach a common understanding of the substantive meaning of ersity, this article first reviews different approaches to ersity conceptualizations, identifying three common threads that are incorporated in various ersity definitions. Our discussion examines the variety of ersity conceptualizations by addressing the three key aspects that present two general trends that emerge in the literature. We then propose a framework to unify the fragmented definitions and understandings of ersity. The implications for practice and future research are also discussed.
Publisher: IGI Global
Date: 2017
DOI: 10.4018/978-1-5225-2160-0.CH015
Abstract: In line with the rapid development of the tourism industry globally, the hotel sector in particular has experienced a period of enormous economic development during the last two decades. Correspondingly, the demand for talented professionals in management roles has increased significantly. Based on this the results of this research effective “soft skills”, also referred to as people or interpersonal skills, are viewed as essential skills to employment in hotel managerial roles by the senior managerial informants working in this industry sector. This paper reviews and investigates the soft skills that are identified as essential for managers in international hotels. This exploratory study adopted a qualitative methodology. Seventeen semi-structured interviews were conducted with managers within hotel groups in six countries. The study focusses on soft skills necessary for managers in the industry and the region from multiple perspectives.
Publisher: Palgrave Macmillan UK
Date: 2017
Publisher: Zant World Press
Date: 31-03-2019
Publisher: Project MUSE
Date: 2019
Publisher: Informa UK Limited
Date: 2018
Publisher: Routledge
Date: 13-03-2020
Publisher: Wiley
Date: 05-10-2023
Publisher: Emerald
Date: 05-03-2018
DOI: 10.1108/IJQRM-06-2016-0079
Abstract: Service quality (SQ) is considered an organizational performance indicator that largely depends on employees’ attitudes and behaviors. Therefore, the purpose of this paper is to examine the mediating effect of employees’ citizenship behavior (OCB) on the relationship between affective commitment (AC) and SQ. The current study has relied on two questionnaire surveys to gather cross-sectional data from 800 employees and 400 customers of telecommunications companies in Kuwait. Structural equation modeling via AMOS22 was used to build and test the hypothesized model. The results show that OCB significantly and positively affects SQ dimensions except empathy which demonstrates insignificant association. Also, AC was found to be a strong predictor of OCB. More interestingly, the results show that AC does not show any effect on either responsiveness or empathy, while a partial mediation was found between AC and tangibles, reliability, and assurance. The findings of the current study provide managers and practitioners with empirically validated model of how SQ can be achieved. The model indicates that managers need to increase the level of citizenship behavior through leveraging their employees’ AC, which in turn can result in a positive perception of SQ. This study is considered among the first to investigate the causal effect of both OCB and AC on achieving high SQ. Also, the findings of this study further support the indirect relationship of AC and SQ. Moreover, this study is unique in its attempt to link both AC and OCB to the dimensions of SQ. Finally, this study is considered the first empirical investigation of SQ in the telecommunication sector in Kuwait.
Publisher: Project MUSE
Date: 2018
Publisher: Project MUSE
Date: 2015
Publisher: Palgrave Macmillan UK
Date: 2017
Publisher: Victoria University
Date: 10-2014
Abstract: Few empirical studies have been done that directly address the underlying values that drive leadership or distinguish its ethical dimensions. As a result the development of a theory about how values and ethics affect transformational leadership lacks empirical support. This has important implications for the study of transformational leadership. The purpose of this study was to establish a range of values and implied approaches to ethics that are associated with transformational styles of leadership, to use an inductive approach to determine the values and ethical approaches associated with transformational leadership, and to determine whether such a style is always right in itself. The study used interview data from senior executives to address the questions: What kinds of values do people associate with the dimensions of transformational leadership? Are these values related to ethical conduct and positive outcomes for followers and organisations? What are the values that drive transformational leadership behaviour? Is there an ethical or moral dimension to it? Do these represent ethical or immoral dimensions in the “Full range leadership model? The results of this study suggest that leaders’ values are more important in driving ethical behaviour among leaders, than the operationalisation of the management practices suggested by transformational leadership theory.
Publisher: European Publisher
Date: 18-08-2023
Publisher: Macrothink Institute, Inc.
Date: 24-05-2018
Abstract: Although studies have addressed the factors that affect innovation, the findings have often been unclear and inconclusive. This is because there is no consistent definition of the concept of innovation in the existing literature. In addition, leadership behaviors that promote innovation in the public sector differ considerably from one nation to another. Thus, this study presents a consolidated in-depth literature review and analysis of the innovation and leadership literature that is specific to public sector organizations across nations. The analysis informs the development of a workplace innovation conceptual model specific to the public sector. The findings increase our understanding of how to effectively define innovation and to recognize the way in which leadership behaviors enhance public sector cultures of innovation.
Publisher: Routledge
Date: 16-10-2018
Publisher: Palgrave Macmillan UK
Date: 2017
Publisher: Informa UK Limited
Date: 28-10-2020
Publisher: Zant World Press
Date: 03-2017
No related grants have been discovered for Nuttawuth Muenjohn.