Josua Tarigan, Jordan Cahya, Albert Valentine, Saarce Hatane and Ferry Jie
The study of monetary and non-monetary rewards from the human resource management (HRM) perspective has rarely been analyzed so far. There has been extensive study on HRM, yet…
Abstract
Purpose
The study of monetary and non-monetary rewards from the human resource management (HRM) perspective has rarely been analyzed so far. There has been extensive study on HRM, yet only a few studies explicitly discuss the correlation between the adoption of a total reward system (TRS) and employee-related outcomes. This paper aims to analyze this important issue to provide inputs for organizations to design compensation strategies that will impact on company’s financial performance with employee productivity and job satisfaction as mediating variables specifically for Generation Z.
Design/methodology/approach
A survey was conducted on 40 companies operating in the service sector in Indonesia. The authors captured the overall TRS result on three outcome variables (i.e. job satisfaction, employee productivity and financial performance). Furthermore, the authors examine the impact of TRS (base pay, training and development and positive work environment) on Generation Z workers. Structural equation modeling analysis was conducted on 40 Indonesian, service industry, listed firms with an average of 6 representatives per firm.
Findings
The results validate that the adoption of a TRS exerts a positive influence on the aforementioned outcomes. However, the interesting fact about the finding is that Generation Z cannot be easily satisfied with only monetary incentives; their preference has shifted from monetary concerns to self-capability.
Practical implications
The empirical result suggests that TRS serves as a tool in encouraging employees and boosting productivity. Accordingly, firms should incorporate TRS practices to enhance job satisfaction and productivity, as well as sustain the relationship with stakeholders. Subsequently, management should also be concerned with maintaining good employee productivity to improve a company’s financial performance by supervising and monitoring company operations, as well as ensuring the fulfillment of the stakeholder’s interests.
Originality/value
This paper provides original insights into the complex relationship between TRS and the aforementioned outcomes, such as job satisfaction, employee productivity and financial performance.
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Mueen Ghazi Elmobayed, Hamood Mohammed Al-Hattami, Mohammed A. Al-Hakimi, Walaa Salama Mraish and Ahmad Samed Al-Adwan
This research aims to determine the effect of marketing literacy on the success of entrepreneurial projects (EPS) in Palestine.
Abstract
Purpose
This research aims to determine the effect of marketing literacy on the success of entrepreneurial projects (EPS) in Palestine.
Design/methodology/approach
To attain the study’s purpose, the researchers employed the questionnaire, which was applied to a random sample of 298 individuals from the owners of entrepreneurial projects in Palestine. The data were analyzed and tested using SmartPls 4 software.
Findings
The study reached a set of results, including that the level of marketing literacy among owners of small businesses in the Gaza Strip was significantly higher for customer service (CS), management style (MS), technology (T) and customer retention (CR). In particular, the results implied that CS, MS, T and CR significantly and positively affect EPS.
Practical implications
This research would help the start-ups in Palestine spread marketing literacy among the workers in entrepreneurial projects.
Originality/value
Today, most countries tend to support entrepreneurs and owners of creative ideas and entrepreneurial projects through various programs. To the best of the authors'' knowledge, this research is distinguished by its modernity and scarcity in the Arab world, particularly in Palestine. Thus, it would help raise awareness of marketing literacy among owners of entrepreneurial projects and provide empirical evidence of success for those who are about to establish an entrepreneurial project.
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Adel Sarea and Monsurat Ayojimi Salami
This paper aims to examine the level of Islamic social reporting (ISR) disclosure of Islamic banking in Gulf Cooperative Council (GCC) countries using a checklist based on…
Abstract
Purpose
This paper aims to examine the level of Islamic social reporting (ISR) disclosure of Islamic banking in Gulf Cooperative Council (GCC) countries using a checklist based on Accounting and Auditing Organization for Islamic Financial Institution (AAOIFI) standards.
Design/methodology/approach
A quantitative method – Tobit Model – is adopted in this study. The unweighted disclosure method used to measure the ISR disclosure checklist consist of 51 items in Islamic banks (IBs) in the GCC countries. The stakeholder theory and legitimacy theory are used to investigate the possible banking performance factors affecting the accounting practices such as ISR disclosure in IBs.
Findings
The findings show that the ISR disclosure index is linked to the IBs’ performance indicators in GCC countries. The result indicates both Islamic banking profitability and age establish positive and statistically significant relationship with ISR disclosure while leverage establishes significant negative relationship with ISR disclosure. This implies that Islamic banking profitability, leverage, and age are essential bank performance indicators that make ISR disclosure worthy of doing even in the presence of Islamic bank stakeholders in GCC countries. This finding linked compliance with the mandatory disclosure recommendations of AAOIFI Standard No. 7, as well as voluntary disclosure.
Research limitations/implications
This study used cross sectional data for the year 2019, which is considered more recent despite its being a year data analysis. However, future research should consider mix method as well as more analysis tools provided their number of observations are sufficient enough.
Social implications
The study identifies the factors that may enhance Islamic financial institutions, including Islamic banking in GCC countries, to comply with ISR disclosure. The application of this study supports Accounting standards setters to consider standards that support ISR disclosure in Islamic banking in different countries.
Originality/value
To the best of the authors’ knowledge, this study is novel in exploring the level of ISR disclosure in Islamic banking in GCC countries by using a checklist based on AAOIFI standard No. 7 and establishes the relationship between ISR disclosure index and IBs profitability, leverage, as well as age of Islamic banking in operation.
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Isnaini Ruhul Ummiroh, Andreas Schwab and Wawan Dhewanto
This study aims to investigate how women social entrepreneurs in Indonesia use various behaviors to address challenges to their leadership authority created by socioreligious…
Abstract
Purpose
This study aims to investigate how women social entrepreneurs in Indonesia use various behaviors to address challenges to their leadership authority created by socioreligious patriarchal norms in this Muslim society.
Design/methodology/approach
An exploratory study of six Muslim women social entrepreneurs was conducted using multiround, semistructured interviews in a contrast sample of three women who work with their husbands and three women who work without their husband’s involvement.
Findings
The study identifies a variety of leadership behaviors that women entrepreneurs use to mitigate the constraining impact of strong patriarchal religious gender norms. Observations revealed surprisingly effective micro adjustments often based on relationship-specific private negotiations between the entrepreneurs and their husbands.
Research limitations/implications
Future research focused on the husbands’ perspectives and behaviors, as well as extensions to other patriarchal religions and societies, are encouraged.
Practical implications
Recognition of the crucial role of spousal relationships suggests the need for more holistic approaches to support women social entrepreneurship, e.g. by integrating husbands into related outreach programs.
Social implications
Religious gender stereotypes such as the stronger altruistic orientation of women can help counteract, to a degree, Muslim patriarchal norms when women lead social enterprises. Leadership of social enterprises by women promises to promote more gender equality over time, even if associated private and relationship-specific accommodations are not intended to challenge religious gender norms.
Originality/value
This study contributes to emerging research on the crucial role of spousal relationships for women’s entrepreneurship and the impact of private micro arrangements between spouses to mitigate the constraining impact of Muslim gender norms. Muslim women entrepreneurs approved of the religious gender norms that constrained them, in contrast to the more “feminist” perspectives common in women entrepreneurs in more secular and Christianity-dominated western societies.
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Safriyana Safriyana, Marimin Marimin, Elisa Anggraeni and Illah Sailah
This study aims to construct models to classify independent smallholder farmers’ (ISFs) plantation suitability and its competitiveness index. It proposes the models with the…
Abstract
Purpose
This study aims to construct models to classify independent smallholder farmers’ (ISFs) plantation suitability and its competitiveness index. It proposes the models with the objective to accommodate ISFs as the main source of raw material for the palm oil industry. It was predicted that the supply of oil palm fresh fruit bunch would depend on ISFs’ plantations due to the government policy that restricts the expansion of the plantations.
Design/methodology/approach
The study was designed using a geographic information system approach and analytical hierarchy process for mapping the suitability of smallholder farmers’ oil palm plantation in the Kampar Regency. The competitiveness index was measured using a modified Diamond Porter framework and competitiveness index quantification. The model was conducted on 177 respondents from five districts in Kampar Regency.
Findings
The results indicated that it mapped 128,936.759 hectares area of ISFs’ oil palm plantation in the Kampar Regency. The results of plantation suitability showed that only 13.88% of plantations owned by ISFs were potential, 71.21% of them were in the developing category and 14.91% of plantations were non-potential. The competitiveness index showed there were only 7.91% of them at the developed competitive position, 73.45% at developing a competitive position and 18.64% at the least-developed position.
Practical implications
The paper includes implications for developing ISFs’ capacity building and best practice management for oil palm optimization, resulting in bargaining positions and social well-being.
Originality/value
The study had succeeded to visualize ISFs’ plantation area suitability and competitiveness at Kampar Regency, Riau Province. The model provides a brisk understanding and valuable information about ISFs’ conditions spatially. It offers specific outcomes and becomes important in optimize and develop the existing plantations at the right time and exact location.
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Sarawut Pathomphatthaphan, Simanchala Das and Keytapark Virat
The primary purpose of this contextual study was three-fold: (1) to study the effect of HR practices on employee lifecycle (ELC) on organisational outcomes; (2) to investigate the…
Abstract
Purpose
The primary purpose of this contextual study was three-fold: (1) to study the effect of HR practices on employee lifecycle (ELC) on organisational outcomes; (2) to investigate the mediating role of employee outcomes in the relationship between HR practices and organisational outcomes; (3) to assess the differences in HR practices of the Indian and Thai food processing industries.
Design/methodology/approach
The study used random sampling to select 574 (278 Indian and 296 Thai) HR managers in food processing industries. A structured questionnaire was administered. The PLS-SEM was used to validate the relationships, while multiple group analysis (MGA) was employed to compare the HR practices.
Findings
The results revealed a significant influence of HR practices on organisational outcomes. Employee outcomes also mediate this influence. MGA results showed no significant variation in the effect of HR practices on organisational outcomes between India and Thailand.
Practical implications
HR practices must be aligned to suit country-specific business contexts to achieve organisational outcomes by improving employee outcomes. The findings would guide managers of the Indian and Thai food industries to develop tailor-made HR strategies.
Originality/value
This study contributes to comparative HRM in the Asian context by offering an empirically tested framework. Additionally, this comparative research offers insightful information on convergent best practices among Asian nations.
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Santoshi Sengupta, Badri Bajaj, Aishwarya Singh, Swati Sharma, Parth Patel and Verma Prikshat
The purpose of the study was to find out the effect of authentic leadership on innovative work behavior among employees in the context of Indian startups that have gone global in…
Abstract
Purpose
The purpose of the study was to find out the effect of authentic leadership on innovative work behavior among employees in the context of Indian startups that have gone global in the past one decade. The study also aimed to investigate the mediating effect of one organizational-level variable, i.e. organizational climate and one individual-level variable, i.e. readiness for change on the direct relationship between authentic leadership and innovative work behavior.
Design/methodology/approach
The study used survey method with a sample of 261 employees working in Indian startups that have gone global in the past one decade. Authentic leadership, organizational climate, readiness for change and innovative work behavior were measured using standardized questionnaires.
Findings
Structural equation modeling revealed that authentic leadership had significant direct effect on innovative work behavior and this effect was mediated by readiness for change. However, organizational climate had no significant effect.
Practical implications
The findings of the study have important implications for startups that employ millennials as employees and have plans to go global. Millennials have very different characteristics in the workplace and they regard authenticity in the leader very highly. Since they are assertive and they question everything, it becomes imperative for founder-leaders to exhibit authenticity in their actions, words and thoughts.
Originality/value
This is the first study in the context of Indian startups that have gone global by taking important variables of authentic leadership, readiness for change and innovative work behavior.