Relating Smart Governance as a University Feature to Students' University Perceptions

Following the results of recent studies on the creative use of smart technologies in urban and university settings, there is a growing number of promising research areas under smart university as an umbrella term. Starting from the differentiation between six standard “smart” dimensions in the university, the paper focuses on one smart university feature in particular – it explores the level and the relation of smart governance to the attitudes towards university management, fellow students, and Perceived External Prestige (PEP) as antecedents of university affective commitment. The paper presents multivariate analysis results based on the feedback from over 400 students. Participants were first-year students from the second biggest university in Croatia. While the effect of smart governance on the positive attitude towards university management is found to be positive and significant, the effect of the perception of university management on students' university commitment is low and not significant in the given context.

Study examines factors that cause millennials to stay, or leave, the workplace in Thailand

Purpose The author wanted to investigate the mediating effect of organizational identification on the relationship between person-organization fit and intention to stay as well as word-of-mouth referrals. The study also examines the role of perceived external prestige as a moderator of the relationship between organizational identification and intention to stay and word-of-mouth referrals. Design/methodology/approach He tested four hypotheses on millennial employees from 13 manufacturing organizations within the Central Thailand Industrial Estates. Originally 3,900 questionnaires were distributed and there was a response rate of 69pc. In the end, 2,649 were usable and 80pc of the respondents were males. The majority (74pc) had been working for less than six years at the organization. Findings The study revealed that the more millennials feel compatible with their workplace, the more likely they are to feel a strong sense of identification with the company. This makes them more likely to reciprocate the good deeds of the organization by staying longer, and talking about their company with a positive attitude. The study also identified how the moderating factor of external prestige explained the extent to which employees who identify with the organization, intend to stay and make positive word-of-mouth recommendations referrals to contacts. Originality/value It was important to study the factors that caused millennials to stay because they generally have much shorter job tenures in Asia Pacific than workers from older generations. In highly competitive marketplaces attracting and retaining skilled millennial workers is crucial. Millennials are considered to be well-educated, skilled with technology, good at multi-tasking and self-confident.

Micro Corporate Social Responsibility: A Person-Centric Approach for Meeting the Grand Challenges

The objective of this study was to investigate the role of perceived CSR with emphasis on employees’ attitude and behavior on employee level, a neglected area in research. The literature review suggests that Internal CSR as an ethical behavior of human resource management can help to overcome the grand human and societal challenges of organizations. In this regard, the primary data was collected from Telecom sector and was evaluated through Structural Equation Modeling with the help of AMOS. In the light of observed literature gap, a perceived model having Internal CSR (PICSR) as independent and Organizational Citizenship Behavior (OCB) as dependent variable were observed. Moreover, the two parallel mediations were hypothesized through Perceived Organizational Support (POS) and Perceived External Prestige (PEP) in the light of social exchange and social identity theories. The results of hypothesis were found significant. The study intends to contribute to understand the role of micro foundation of CSR and has implications for organizations to meet grand human and societal challenges of organizations in developing countries like Pakistan in South Asia.

Testing a Moderated Mediation Model of Turnover Intentions With Chinese Employees

This study explores the role of organizational career growth on employees’ organizational identification and turnover intentions in the contemporary career era. We compare the impact of organizational career growth and perceived external prestige of organization on employees’ organizational identification and turnover intentions and probe whether perceived alternative job opportunities moderate the relations between perceived external prestige–organizational identification and organizational career growth–organizational identification. Using a sample of 644 Chinese employees, findings indicated perceived external prestige and organizational career growth negatively influenced turnover intentions via organizational identification. Perceived alternative job opportunities buffered the relation between perceived external prestige and organizational identification but not the relation between organizational career growth and organizational identification. Finally, organizational career growth contributed more to organizational identification and turnover intentions than perceived external prestige. Our results suggest future research should consider the role of individual career states in improving employees’ organizational identification and retaining them within an organization.

Striving for legitimacy through CSR: an exploration of employees responses in controversial industry sector

Purpose Based on the social identification theory, this study aims to understand employees’ reactions to corporate social responsibility (CSR) in oil companies. This study finds that employees’ perceived CSR is positively related to the employee organizational identification in controversial sector companies. Design/methodology/approach The authors chose to analyze five oil companies in India. These companies are large in size and revenue and provide a valid context for the present study. A survey of 316 employees had been carried out in the year 2015 at the headquarters of these companies located in India. Findings The finding shows that organization CSR activities enhance employees’ organizational identification, which in turn leads to employee commitment to their organization. Furthermore, the finding highlights the relationship between perceived CSR and organizational identification, which is mediated by perceived external prestige and perceived organizational support. Research limitations/implications The limitation of this study is the cross-sectional research design. The variables under investigation were measured only at one specific point of time. Another restriction of the study is that the data had been collected from the self-reported questionnaire. The results were dependent on how employees perceive and interpret how outside world assesses or views their organization. Originality/value This study provides a first step of empirical evidence suggesting that CSR engagement is important and can help in building the relation with stakeholders even in controversial industry.