Editorial: A cross-disciplinary approach to the business strategy research

The four articles of the second issue in 2021 of Corporate and Business Strategy Review look for the impact of the pandemic in economies, companies, employees, and schools, and give suggestions to try to surpass recession periods and increase students and employees’ satisfaction and needs, which can lead to an increase in companies’ financial performance

“I Expected More From You”: The Effect of Expectation-Disconfirmation on Employees’ Satisfaction With Supervisory Support

Are employees less satisfied with supervisor support when their expectations are disconfirmed? In this study, we examine this question for both predictive expectations (what will happen) and normative expectations (what should happen). Results from two preregistered experiments suggest that expectation-disconfirmation does not affect satisfaction with supervisor support. Instead, we find that expectation-disconfirmation as perceived by participants affects satisfaction with supervisor support. We conclude that even though supervisor support seems to be the most important predictor of satisfaction, perceived disconfirmation of expectations also influences employees’ satisfaction with supervisor support.

Pengaruh Iklim Organisasi Dan Kepuasan Kerja Terhadap Kinerja Karyawan

This study is to examine the influence: between atmosphere of the organization and employees’ satisfaction against the employees’ performance partially or simultaneously. The good atmosphere of the organization became more effective in increasing employees’ work satisfaction; and finally obtain good employees’ performance. This situation cannot be found in this company. This study used descriptive methode. All of employees became sample (36 people). The data was collected by observation, interview and questioner. The data were analyzed by using multiple regression analysis with F-test (simultaneous) and T-test (partial) at the significance level of 95%. The result of the study provides a conclusion as follow: 1. There is a significant influence between organization atmosphere against the employees’ performance in PT. Yuri Cakra Brothers. (2) There is a significant influence between employees’ satisfaction against the employees’ performance in PT. Yuri Cakra Brothers, (3) There is a significant influence between organization atmosphere and employees’ satisfaction altogether against employees’ performance in PT. Yuri Cakra Brothers.

The Impact of Organizational Culture on Safety-conscious Considering the Mediating Role of Employees' Job Satisfaction: A Case Study

Background: Employees' awareness about safety is a required element to develop a safe behavior so that it allows designing programs to improve safety performance at work. Therefore, the present study attempts to examine the effects of organizational culture on personal safety level with employees' satisfaction as a mediation variable. Methods: This descriptive-analytical and cross-sectional study was conducted with 229 steel industry workers using a standard questionnaire. The questionnaire had 47 items arranged in two sections, including demographics and job information as section one and organizational culture, personnel safety awareness, and employees' satisfaction as section two. Data analyses were done using SPSS and LISREL, and the relationships between the variables were determined using a structural equations model. Results: The mean score of satisfaction and personnel safety awareness was equal to 54.58 and 8.65, respectively. The highest mean score of organizational culture dimensions was obtained for patriarchy vs. matriarchy (33.2), and the lowest mean score was obtained for individualism vs. collectivism (16.08). Organizational culture was notably and positively affected by individualism vs. collectivism, avoiding uncertainty, and distance from power. In addition, there was a significant relationship between the total mean score of the dimensions of the organizational culture questionnaire and work wards (P<0.001). Conclusion: The study showed that organizational culture has a direct relationship with personnel safety awareness and job satisfaction. These results point out that the human factor has the most important role in preventing occupational accidents. Accordingly, businesses and employers should establish and disseminate organizational culture in their organizations.

JOB SATISFACTION OF THE EMPLOYEESAT RED STARUNIVERSITY IN VIETNAM

The current paper aims to analyze the effect of thesix factors on the employeessatisfaction with their jobs atSao Do(Red Star) University in the North of Vietnam, which include: job characteristics, income and welfair, training for promotion, colleague, superior, working condition. The individual factor is also investigated in this study. The results of the research show that all the six factors have positive relation to the employees satisfaction with jobs while the individual factor (age, gender, educational/skill level) has no different effect to the employees satisfaction with job. Quantitative research methodology was applied for the research and some suggestions for Sao Do(Red Star)University was also proposed to increase their employees satisfaction with their jobs.

Influence of Corporate Governance on Performance in Public Hospitals in Embu County, Kenya

Corporate governance is important to the performance of Public Hospitals (PHs) all over the world. This study investigated the Influence of Corporate Governance on Performance in PHs in Embu County, Kenya. The objective of the study was to assess how board characteristics influence performance in PHs in Embu County. The study’s main problem was to assess the performance in PHs using level of customer satisfaction, level of employees’ satisfaction and efficiency. Given that there is minimal research in corporate governance on management of PHs especially in Embu County, the study addressed challenges faced by management, thus helping formulate policies and strategic guidance for County Governments (CGs). The Stewardship Leadership Theory and Organizational Leadership Style were used to develop the theoretical framework on corporate governance. The information was gathered from 140 respondents using questionnaires. Quantitative data was analyzed using Descriptive Statistics whereas Qualitative data was analyzed using Content Analysis Method. The findings were then recapitulated to ascertain whether PHs have put in place policies and guidelines that conduct best practices of corporate governance. Some of the outcome were; PHs complied with the application of corporate governance but failed to implement it fully; the PHs adhered to most of the regulations and government policies but failed to fully adhere to corporate governance guidelines on board characteristics. Finally, the summary and recommendations were then prepared for policy formulation and future use in research on corporate governance on performance in PHs in Embu County, Kenya and globally.

Employee’s Sustainable Performance Process: Developing a Model for Sustaining Employees performance by Managing Age Diversity

Sustaining employees performance is a critical process. Employee sustainability is crucial for achieving organizational sustainability. For an organization, it's important to understand the individual employees perspective based on their age differences. Needs and resources are different for young employees and old employees. This paper proposes a model of sustaining employees performance of diverse age groups of employees by considering individual employee’s based on Herzberg two factor theory, the motivational theory of lifespan development, and transformational leadership theory. This is a conceptual paper in nature and has successfully developed a model. The proposed model has covered important areas which can create employees satisfaction to retain them in the organization. Employee retention has been proposed as a mediator which is a strong component to build employee’s sustainable performance. For the researcher and practitioners, it will be recommended to test this model to identify its impact on employees and employers.

Internal HR Branding of a Company as a Personnel Management Tool

In the process of development and improvement of management, the attitude towards a person has changed. In modern society, the employee is one of the main assets of the organization. Personnel is a strategic resource that, if used correctly, can generate profits in the long term. Personnel management is an important area, and the work of the entire organization depends on the effectiveness of its implementation. A new process within the framework of building a general human resource management strategy is HR branding - building an attractive brand of an employer's organization in order to influence the external environment. Existing employees can become an effective channel for promoting an HR brand. Therefore, the internal brand of the employer is especially important, the essence of which lies in the attitude of employees to their organization, that is, in employees' satisfaction with their work, working conditions. The process of creating and developing an employer's brand allows you to improve the efficiency of the organization, increase its competitiveness and reduce a number of costs. This paper analyzes the internal HR-branding of the hotel business. During the research, both advantages and disadvantages were identified. The necessity of an integrated approach to the formation of an internal HR brand as a tool for retaining the company's human resources is proved.