scholarly journals Human-Oriented Leadership and Organizational Commitment in US Subsidiary Company Based in Sarawak

2016 ◽  
Vol 7 (3) ◽  
pp. 233
Author(s):  
Azman Ismail ◽  
Yusniati Ishak ◽  
Munirah Hanim Yusuf
Keyword(s):  
Organizational Commitment ◽  
Least Squares ◽  
Partial Least Squares ◽  
Model Analysis ◽  
Survey Method ◽  
Participative Leadership ◽  
Supportive Leadership ◽  
The Relationship

This article was conducted to examine the relationship between human-oriented leadership (HOL) and organizational commitment. A survey method was employed to obtain data from the employees of one US subsidiary companybased in Sarawak. Results of the Partial Least Squares (SmartPLS) model analysis confirmed that participative leadership, supportive leadership, and empowerment act as important antecedents of organizational commitment.These findings reveal that the capability of managers practicing HOL styles (supportive, participative, and empowerment) has enhanced employees’ commitment to the organization.

scholarly journals The Impact of Perceived Organizational Support on Organizational Commitment

2020 ◽  
Vol 9 (4) ◽  
pp. 421-425
Keyword(s):  
Organizational Commitment ◽  
Least Squares ◽  
Partial Least Squares ◽  
Organizational Support ◽  
Convergent Validity ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Path Model ◽  
Survey Method ◽  
The Impact

This study measure the relationship between perceived organizational support and organizational commitment. Data were collected from 100 government employee in Malaysia in a cross-sectional study using survey method. The partial least squares structural equation model (PLS-SEM) version 3.3 was used for data analysis to test on convergent validity. The outcomes of testing hypothesis using Smart Partial Least Squares (Smart PLS) path model analysis reveals two findings, first: supervisor support significantly positive with organizational commitment. Second, co-workers support significantly positive with organizational commitment. Further, theoretical, discussion, implications and conclusion are elaborated

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

scholarly journals The effect of soft skills, ethics, and value on the willingness of employers to continue recruiting UMT graduates

2021 ◽  
pp. 1689-1698
Author(s):  
Abdul Hafaz Ngah ◽  
Nurul Izni Kamalrulzaman ◽  
Fauzayani Ibrahim ◽  
Noor Azuan Abu Osman ◽  
Nur Asma Ariffin
Keyword(s):  
Least Squares ◽  
Partial Least Squares ◽  
Survey Data ◽  
Structural Equation Modelling ◽  
Structural Equation ◽  
Online Survey ◽  
Soft Skills ◽  
Moderating Effect ◽  
Equation Modelling ◽  
The Relationship

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.

The Outsourcing Dilemma on Decision to Outsource Among Small and Medium Enterprises in Malaysia

2017 ◽  
Vol 18 (2) ◽  
pp. 348-364 ◽  
Author(s):  
Hasliza Abdul Halim ◽  
Noor Hazlina Ahmad ◽  
Theresa C. F. Ho ◽  
T. Ramayah
Keyword(s):  
Least Squares ◽  
Partial Least Squares ◽  
Business Processes ◽  
Small And Medium Enterprises ◽  
Business Owners ◽  
Strategic Orientation ◽  
Environmental Dynamism ◽  
Unexpected Findings ◽  
Medium Enterprises ◽  
The Relationship

Making a decision on outsourcing has posed many difficulties among many organizations, particularly the small and medium enterprises (SMEs). The outsourcing dilemma surrounds the issue on the factors that influence the outsourcing decisions. Therefore, this study attempts to examine what factors may influence the decision of the SME owners to outsource their business processes. A data sample of 100 SMEs was analyzed to examine the relationship between the factors (business owners’ characteristics, environmental dynamism and strategic orientation) and the decision to outsource more of their business processes which is measured through degree of outsourcing of the respondents. The analysis was then conducted via partial least squares. The results showed several interesting findings: (i) business owners’ characteristics encouraged SME founders/owners to outsource more of their business processes, (ii) environmental dynamism has a negative significant impact on the degree of outsourcing and (iii) the relationship between strategic orientation and outsourcing was not supported. Rational explanations of the unexpected findings were then discussed in this study.

scholarly journals Reasons for choosing mechanisms to protect knowledge and innovations

2014 ◽  
Vol 52 (2) ◽  
pp. 207-229 ◽  
Author(s):  
Heidi Olander ◽  
Mika Vanhala ◽  
Pia Hurmelinna-Laukkanen
Keyword(s):  
Least Squares ◽  
Partial Least Squares ◽  
Design Methodology ◽  
Knowledge Flows ◽  
Content Type ◽  
Significant Relationships ◽  
Protection Mechanisms ◽  
Informal Relations ◽  
The Relationship ◽  
Practical Implications

Purpose – Prior research has confirmed the usefulness of both formal and informal protection mechanisms for governing knowledge flows. However, there is lack of research on the motivation and needs driving firms in their choice of mechanisms for each situation. The aim of this paper is to examine the reasons for choosing formal or informal mechanisms. Design/methodology/approach – The hypotheses were tested on a sample of 209 companies engaged in R&D. A Partial Least Squares was used for the analyses. Findings – This study identifies statistically significant relationships between the protection need and the firm's strategy. The results indicate that there is variance in the use of mechanisms when there is a specific motivation for seeking protection, and when the firm faces difficulties related to protection issues. Research limitations/implications – The data were gathered in a single country. The results may be different if practices in a culture based more on informal relations, with less efficient patent system, were investigated. Practical implications – The study provides managers with useful information on the informal protection of knowledge and innovations when resources are limited. In particular, it helps them to identify situations in which informal mechanisms are potentially more useful. Originality/value – This study adds to the literature by studying quantitatively the relationship between the recognised need for protection and the choice of formal and/or informal protection as a strategy. It combines both formal and informal mechanisms. To the best of the authors' knowledge, this is one of the few studies examining HRM-related protection mechanisms.

Detection of the Contents of the Ingredient of Food by Using the NIR Spectroscopy and the Backward Interval Partial Least-Squares

2013 ◽  
Vol 726-731 ◽  
pp. 4337-4341
Author(s):  
Yong Fu Liu ◽  
Xi Chen ◽  
Bin Zheng ◽  
Ze Yu Xu ◽  
Guo Tian He
Keyword(s):  
Least Squares ◽  
Partial Least Squares ◽  
High Speed ◽  
Near Infrared ◽  
Nir Spectroscopy ◽  
Set Partitioning ◽  
New Approach ◽  
Orthogonal Signal Correction ◽  
The Relationship ◽  
Sample Set

Near-infrared spectroscopy (NIRS), with the characteristics of high speed, non-destructiveness, high precision and reliable detection data etc., is a pollution-free, rapid, quantitative and qualitative analysis method. A new approach for the discrimination of the ingredients of corn (moisture, oil, protein, starch) by means of NIR spectroscopy (1100-2498 nm) was developed in this work. The relationship between the reflectance spectra and the ingredients of corn was established. The data were spilt into training and testing subsets by sample set partitioning based on join x-y distance (SPXY),the spectral data was compressed by orthogonal signal correction (OSC), wavelength was selected by backward interval partial least-squares (biPLS),the 60 samples to build PLS mode, the model was used to predict the varieties of 20 unknown samples. The standard error of prediction (SEP) was 0.173; the relative error of prediction (PRE) was 0.55%; the correlation coefficient (R) was 0.98. The way to detect the ingredient of food is simply, reliable.

scholarly journals The 4.0 Industry Technologies and Their Impact in the Continuous Improvement and the Organizational Results: An Empirical Approach

2021 ◽  
Vol 13 (17) ◽  
pp. 9965
Author(s):  
Víctor Hugo Arredondo-Méndez ◽  
Lorena Para-González ◽  
Carlos Mascaraque-Ramírez ◽  
Manuel Domínguez
Keyword(s):  
Least Squares ◽  
Partial Least Squares ◽  
Continuous Improvement ◽  
Industry 4.0 ◽  
Direct Relationship ◽  
Positive Relationship ◽  
Logistics Management ◽  
Business Results ◽  
Organizational Results ◽  
The Relationship

This study analyses the relationships between the technologies of Industry 4.0, continuous improvement, and the business results. To carry out this study, 109 questionnaires to companies of different sectors were collected, but an indispensable condition to take into account was the fact that these companies develop themselves their logistics management. The analysis of the results obtained through the Partial Least Squares (PLS) methodology argues that there is a positive relationship between 4.0 Industry and continuous improvement processes, as well as between continuous improvement processes and organizational results, although it cannot be concluded that a direct relationship between 4.0 Industry and organizational results exists, which means that there are other variables, such as continuous improvement, mediating between them. With this work, there is already an accredited reference of the relationship, which has been verified to exist, between the Industry 4.0, the continuous improvement, and the business results.

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