scholarly journals Organizational Commitment-Rewards Relationship and its Change in Japanese Companies in China

2017 ◽  
Vol 10 (7) ◽  
pp. 155 ◽  
Author(s):  
Keisuke Kokubun
Keyword(s):  
Economic Growth ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Financial Crises ◽  
Supervisor Support ◽  
Hierarchical Regression ◽  
University Graduates ◽  
Economic Slowdown ◽  
Japanese Companies ◽  
The Relationship

This study investigates a transition of the relationship between rewards and the organizational commitment of total 1,005 university graduates who work for 4 Japanese companies in China. Hierarchical regression analysis revealed that supervisor support had stronger influence on organizational commitment in 2013 than it did in 2007, showing that the employees became to require more support from supervisors than before due to a growing anxiety under economic slowdown since the global financial crises of 2008. This result indicates that employees may become more collectivistic during a period of economic growth stagnation. Discussions and implications concerning human resource management of Japanese companies in China are offered.

scholarly journals Organizational Commitment and Rewards in Thailand, with Comparison between University Graduates and Others

2017 ◽  
Vol 13 (6) ◽  
pp. 1 ◽  
Author(s):  
Keisuke Kokubun
Keyword(s):  
Organizational Commitment ◽  
Supervisor Support ◽  
The Other ◽  
Hierarchical Regression ◽  
University Graduates ◽  
Role Clarity ◽  
The West ◽  
Japanese Companies ◽  
The Relationship ◽  
Social Rewards

This study investigates the relationship between extrinsic, intrinsic and social rewards, and the organizational commitment of 6,911 employees who work for 13 Japanese companies in Thailand. Hierarchical regression analysis revealed that variables included to measure extrinsic, social and intrinsic rewards were strongly related to organizational commitment. These findings suggest that the antecedents of organizational commitment in the Japanese companies in Thailand are different from those in the other kind of corporations in the West. The comparison between University graduates and others showed that benefit satisfaction and fatigue had stronger and supervisor support and role clarity had weaker influence on organizational commitment in university graduates than in others. Discussions and implications concerning human resource management of Japanese companies in Thailand are offered.

scholarly journals Organizational Commitment and Rewards in Vietnam, with Comparison between University Graduates and Others

2017 ◽  
Vol 13 (8) ◽  
pp. 157 ◽  
Author(s):  
Keisuke Kokubun
Keyword(s):  
Regression Analysis ◽  
Organizational Commitment ◽  
Human Resource ◽  
Hierarchical Regression ◽  
University Graduates ◽  
The West ◽  
Intrinsic Rewards ◽  
Japanese Companies ◽  
The Relationship ◽  
Social Rewards

This study investigates the relationship between extrinsic, intrinsic and social rewards, and the organizational commitment (OC) of 5,522 employees who work for 8 Japanese companies in Vietnam. Hierarchical regression analysis revealed that variables included to measure extrinsic, social and intrinsic rewards were strongly related to OC. Especially, intrinsic rewards had the strongest association with OC. These findings suggest that the antecedents of OC in Vietnam are different from those in the West and China. The comparison between university graduates and others showed that fatigue and autonomy had stronger influence on OC in university graduates than in others. Discussions and implications concerning human resource management in Vietnam are offered.

scholarly journals Organizational Commitment and Rewards in Malaysia, with Comparison between University Graduates and Others

2017 ◽  
Vol 10 (6) ◽  
pp. 51 ◽  
Author(s):  
Keisuke Kokubun
Keyword(s):  
Organizational Commitment ◽  
Hierarchical Regression ◽  
University Graduates ◽  
Role Clarity ◽  
Strongly Correlated ◽  
Manufacturing Companies ◽  
Japanese Companies ◽  
The Relationship ◽  
Social Rewards ◽  
And Training

This study investigates the relationship between rewards and organizational commitment (OC) of 12,076 employees who work for 32 Japanese manufacturing companies in Malaysia. Hierarchical regression analysis revealed that all of three types of reward are important for OC, in the order of intrinsic, social and extrinsic rewards. These findings suggest that the antecedents of OC in Malaysia are different from those in the West or other lower income Asian countries such as China. The comparison between University graduates and others showed that extrinsic and intrinsic rewards had stronger while social rewards had weaker influence on OC in university graduates than in others. In detail: satisfaction with personnel evaluation and autonomy were more strongly correlated with OC in university graduates while co-worker support and role clarity were more significantly correlated with OC in others; fatigue was negatively correlated with OC in university graduates while positively correlated with OC in others; other rewards, i.e., satisfaction with other treatments, supervisor support and training, were equally correlated with OC in university graduates and others. Discussions and implications concerning human resource management of Japanese companies in Malaysia are offered.

scholarly journals Regional Difference in the Organizational Commitment-Rewards Relationship in Vietnam

2017 ◽  
Vol 7 (3) ◽  
pp. 22 ◽  
Author(s):  
Keisuke Kokubun
Keyword(s):  
Organizational Commitment ◽  
Regional Difference ◽  
River Delta ◽  
Red River ◽  
Ho Chi Minh City ◽  
Hierarchical Regression ◽  
Red River Delta ◽  
The Difference ◽  
Japanese Companies ◽  
The Relationship

This study investigates the relationship between rewards and the organizational commitment (OC) of 5,522 employees who work for 5 Japanese companies in Vietnam focusing on the difference between Red River Delta (Hanoi and surrounding provinces) and South East (Ho Chi Minh City and surrounding provinces). Hierarchical regression analysis revealed that co-worker support had stronger influence on OC in Red River Delta than in South East. On the other hand, benefit satisfaction had stronger influence on OC in South East than in Red River Delta. Other rewards (i.e., fatigue, supervisor support and autonomy) were equally related with OC for both areas. These results mean that OC-rewards relationship differs between regions and indicate signs of increasing individualism among Vietnamese employees in more economically developed parts of the country. Discussions and implications concerning human resource management in Vietnam are offered.

The International Classification of Functioning, Disability, and Health (ICF) as a community participation model for people with multiple sclerosis: A hierarchical regression analysis

2020 ◽  
Vol 26 (2) ◽  
pp. 55-72
Author(s):  
Joseph Pfaller ◽  
Fong Chan ◽  
Kanako Iwanaga ◽  
Jia-Rung Wu ◽  
Stuart Rumrill ◽  
...  
Keyword(s):  
Multiple Sclerosis ◽  
Regression Analysis ◽  
Community Participation ◽  
International Classification Of Functioning ◽  
Self Management ◽  
Hierarchical Regression ◽  
Personal Factors ◽  
Disability And Health ◽  
The Relationship

AbstractMultiple sclerosis (MS) is a central nervous system disorder that impacts more than 400,000 people in the U.S. The disease results in multiple functional impairments that are diverse and varied across individuals. Additonally, MS has a profound impact on community participation which, like other rehabilitation outcomes, cannot be explained on the basis of functional limitations alone. The purpose of this study was to develop and evaluate a model of community participation for people living with MS using the World Health Organization (WHO) International Classification of Functioning, Disability, and Health (ICF) framework. The model focused on the roles that personal factors have as predictors of community participation, while also serving as mediators and moderators for the relationship between activity limitation and participation. Results from the hierarchical regression analysis indicated that demographic characteristics (i.e. MS type), personal factors (i.e. core self-evaluations (CSE), MS self-management, resilience, and social skills), and activity limitations accounted for 64% of the variance in participation. Further, mediation analysis indicated that CSE mediated the relationship between activity limitation and community participation. Finally, moderation analysis indicated an interaction effect between educational attainment and MS self-management. Implications for future research in rehabilitation and clinical application are discussed.

scholarly journals PENGARUH HARGA MINYAK DUNIA TERHADAP PERTUMBUHAN EKONOMI DI INDONESIA (MODERASI VARIABEL MONETER)

2020 ◽  
Vol 2 (3) ◽  
Author(s):  
Wilda Novita Sari ◽  
Ariusni Ariusni
Keyword(s):  
Economic Growth ◽  
Regression Analysis ◽  
Exchange Rate ◽  
Data Analysis ◽  
Secondary Data ◽  
Oil Prices ◽  
Analysis Tool ◽  
Data Analysis Tool ◽  
The Exchange Rate ◽  
The Relationship

Abstract: The purpose of this research is to be able to determine the effect of world oil prices on economic growth in Indonesia by applying the exchange rate moderating variable and the BI rate as a connecting variable. Descriptive and associative research is a type of research that is used with data collection techniques through a trusted official agency website that is classified in the quarterly time series secondary data. The data year in this study was from 2006 to 2018. Data analysis was carried out through descriptive and inductive analysis with a Moderated Regression Analysis (MRA) data analysis tool accompanied by a classic assumption test and a t test. Estimation results show that there are two research results; firstly, that the exchange rate has an effect on moderating the relationship between world oil prices and economic growth in Indonesia, secondly, that the BI rate has no influence connecting world oil prices and economic growth in Indonesia. Keywords: World oil prices, economic growth, exchange rates, BI rate, Moderated Regression Analysis (MRA).

scholarly journals PERAN PEMODERASI TEKANAN WAKTU HUBUNGAN ANTARA NILAI FUNGSIONAL DAN NILAI EMOSIONAL TERHADAP NIAT BELI PRODUK FLASH SALE

2020 ◽  
Vol 6 (3) ◽  
Author(s):  
Wiry Utami
Keyword(s):  
Regression Analysis ◽  
Multiple Regression Analysis ◽  
Purchase Intention ◽  
Online Survey ◽  
Time Pressure ◽  
Hierarchical Regression ◽  
Functional Value ◽  
Emotional Value ◽  
The Relationship

ABSTRACT The research examines the role of time pressure as moderating variable to the relationship between functional value and emotional value on purchase intention on flash sale product. Data for this research were collected by online survey and administered to 150 respondents. The hypothesis testing was conducted using multiple regression analysis and hierarchical regression analysis. Finding of this indicated that functional value and emotional value have positive and significant effect on purchase intention. Time pressure has no negatively moderated the effect of functional value and emotional value on purchase intention. Keywords: functional value, emotional value, time pressure ABSTRAK Penelitian ini menguji peran tekanan waktu sebagai variabel moderasi hubungan antara nilai fungsional dan nilai emosional terhadap niat beli konsumen pada produk flash sale. Data di kumpulkan melalui survey online dengan 150 responden. Pengujian hipotesis dilakukan dengan menggunakan analisis regresi berganda dan analsisi regresi hirarki. Hasil dari penelitian menunjukan bahwa nilai fungsional dan nilai emosional berpengaruh terhadap niat beli. Tekanan waktu tidak memoderasi secara negatif pengaruh nilai fungsional dan nilai emosional terhadap niat beli. Kata Kunci: nilai fungsional, nilai emosional, tekanan waktu

scholarly journals The Influence of Psychological Capital and Organizational Change to Employee Performance with Organizational Commitment as Moderating Variable

2018 ◽  
Vol 8 (4) ◽  
pp. 84
Author(s):  
Bambang Suko Priyono ◽  
Yohanes Sutomo ◽  
Tristiana Rijanti ◽  
Ahmad Heru Farokhi ◽  
Amin Kuncoro
Keyword(s):  
Organizational Change ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Psychological Capital ◽  
Employee Performance ◽  
Sampling Technique ◽  
Hierarchical Regression ◽  
Hierarchical Regression Analysis ◽  
Central Java ◽  
Permanent Employees

This study is aimed to analyze and describe the influence of psychological capital and organizational change to employee performance with organizational commitment conducted on Credit Center of a Banking Company in Semarang, Central Java, Indonesia. The population in this study is 275 employees. The sample 163 respondents is taken by using proportional stratified sampling technique with criteria permanent employees and having been working for at least 5 years. The result of hierarchical regression analysis shows that (1) psychological capital influences employee performance, (2) organizational change influences employee performance, (3) organizational commitment is moderating variable for the influence of psychological capital to employee performance, and (4) organizational commitment is moderating variable for the influence of organizational change to employee performance.

Improving post-assignment behavioral outcomes of expatriates

2014 ◽  
Vol 2 (3) ◽  
pp. 298-316 ◽  
Author(s):  
Padmini Jayasekara ◽  
Yoshi Takahashi
Keyword(s):  
Organizational Commitment ◽  
Management Practices ◽  
Behavioral Outcomes ◽  
Hierarchical Regression ◽  
Sri Lankan ◽  
Content Type ◽  
Training Performance ◽  
Human Resource Management Practices ◽  
Questionnaire Method ◽  
The Relationship

Purpose – The purpose of this paper is to explore the relationship between pre-departure human resource management practices (HRMPs) and post-assignment behavioral outcomes (PABOs) among Sri Lankan expatriates. Design/methodology/approach – The study focuses on three research questions, namely, first, whether individual HRMPs reinforce desirable PABO consequences, second, whether this relationship would be strengthened when HRMPs are bundled together, and third, whether the purpose of an expatriate’s international assignment would affect the strength of the relationship between HRMPs and PABOs. A questionnaire method was employed to survey Sri Lankan repatriates, and 155 responses were analyzed using a hierarchical regression analysis. Findings – The authors found that two HRMP types, namely, preparation and selection, significantly influenced job commitment, organizational commitment, and retention, both individually and when bundled. Practices such as recruitment, training, performance evaluation, and compensation, bundled with others, improved job and organizational commitment but not retention. Further, the specific task assigned to the expatriate affected the interaction between the HRMPs and their PABOs except retention. Practical implications – As bundled HRMPs influence job and organizational commitment, organizations should attempt to combine several HRMPs. However, there may be a need to customize HRMPs to improving retention and address the development-driven purpose of assignments. Originality/value – This study is amongst the first in the Sri Lankan context to emphasize the necessity of proactively managing expatriates’ PABOs before they relocate, using system and contingency approaches.

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