The primary objective of the current study was to establish and authenticate a conceptual framework that combines the correlation between customer orientation, service quality, customer satisfaction, and customer loyalty. Data were gathered from primary healthcare centres in the United Arab Emirates (UAE), particularly in Dubai. A questionnaire as the main quantitative tool was adopted to collect data through a self-administered method using the dropoff technique. Frontline healthcare professionals filled questionnaires examining customer orientation while patients filled questionnaires assessing three variables; customer satisfaction, loyalty, and perceived service quality. Questionnaires from patients were then paired with those from healthcare providers attending to the patients. In total, 205 employee surveys and 3,070 customer questionnaires were used in the study, yielding 80.1% and 70.3% response rate, respectively. In this study, hypotheses were tested using a Structural Equation Modelling (SEM) method with LISREL 9.30. The suggested model shows that customer satisfaction completely mediated the impact of employees’ customer orientation on their loyalty. Besides, customer orientation was indicated to be positively correlated to the quality of service and customer satisfaction, and that consumer satisfaction has a more considerable impact on consumers’ decision to be loyal than service quality.

The purpose of the article is to substantiate an alternative methodology for assessing the com-petitiveness of young people in the labor market, based on the categories of transit from training to decent employment in the context of transformational change. The article explores the School-to-Work Transition Survey (SWTS), which provides an opportunity to analyze the peculiarities of young people's transit to the labor market. The study was conducted within the framework of the “Work4Youth” project, which aimed to identify ways to obtain information concerning the labor market, namely its youth segment. The main purpose of the SWTS was to gather detailed information on the issues, attitudes and conditions in which young people aged 15–29 was entering and securing their jobs in the labor market. The competitiveness of young people in the labor market has been evaluated and the regions have been investigated according to the characteristics of the workplaces, where the state of completion of the transition from school to employment by the young person have been determined. In addition, clusters that are close in characteristics to the group of regions were distinguished.

Health centers play an important role in maintaining community health status, and their service will impact on community satisfaction and loyalty to use the facility. This study aims to analyze the role of quality of services in a health center in West Lombok Indonesia, with the focus on the established nursing service standards and patient expectations. The purpose of this study is to find out the quality of nursing services to patient satisfaction at the Gunung Sari Health Center in West Lombok Regency. The research methodology used is quantitative research with an analytical observational research design and a cross sessional approach. The population were 173 people and the sample used was inpatients for more than three days and could read in Gunung Sari Health center, amounting to 68 people with accidental sampling techniques. Data collection tool is a questionnaire and uses Chi Square data analysis. The results show that the p-value is equal to 0.00 which means there is a significant influence between the quality of nursing services on patient satisfaction at Gunung Sari Health Center in West Lombok Regency.

The research investigates the role of innovative behavior in mediating the effect of transfor-mational leadership and talent management on the lecturer’s performance of private higher education in Indonesia. Samples of this research are 230 lecturers selected by purposive sam-pling. Data were obtained by spreading questionnaires and analyzing with path analysis using supporting descriptive statistics. The results confirm that transformational leadership and in-novative behavior had significant direct effects on performance, transformational leadership and talent management had significant direct effects on innovative behavior, transformational leadership and talent management had significant indirect effects on performance mediating by innovative behavior, and talent management did not have any significant direct effect on performance. A fit research model has been achieved about the effects of transformational leadership and talent management performance by mediating innovative behavior but requires verification through further research, especially to verify the effect of talent management on performance.

Although managers of various banks and institutions in Vietnam have established several policies to attract talented employees, talent management is still an emerging issue. This gives rise for a need of an empirical study which explores the relationship between talent manage-ment (TM) practices and talented employees’ performance. Hence this study fills the gap by applying the survey technique in the quantitative method with the main objective of examin-ing the relationship between TM and the four dimensions of employee performance; namely task, contextual, adaptive and counterproductive through affective commitment. A total of 375 questionnaires was targeted for distribution to talented employees in 10 banks in Vi-etnam. The findings show that although TM practices positively support employee performance (task, contextual and adaptive), they also reduce counterproductive behaviours. Also, affective commitment partially mediates the relationship between TM and the four dimen-sions of employee performance. The result of the study has some practical implications for managers and banks implementing and intending to implement TM practices. Managers and banks can design and implement TM practices with the aim to increase positive employee performance behaviours, reduce counterproductive behaviours and benefit from positive affective commitment through the implementation of TM practices.

This study focuses on hoarding of digital assets. Today people’s ownership of digital assets can be uncontrolled and the measurement tool designed in the study is expected to be useful for young people, health care organizations, businesses (smartphone firms etc.) and research-ers. In the study, previous researches on hoarding, in particular hoarding of digital assets are reviewed. We then describe the process by which we developed our digital photograph hoarding scale (DPHS): development of scale items, evaluation of items, testing of a preliminary version, conducting validity and reliability analyses and analysis of scale scores. As a result, sub-dimensions of the digital photograph hoarding are identified as: problems caused by un-controlled acquisition of photographs; problems caused by clutter; uncontrolled clutter of photographs; failure to dispose of photographs and related problems; uncontrolled taking of photographs accompanied by a constant desire to do so. It is seen that people with high DPHS scores also have higher scores on measures of photographing and photograph examination. Finally, the limitations of the research are discussed and suggestions for the future researches are offered.

The study aims to examine direct and indirect impacts of managers’ emotional intelligence on performance of firms through determinants of job satisfaction, trust and opportunistic behav-ior. Data are collected from 617 respondents as managers of firms in Vietnam. The results show that the managers’ emotional intelligent not only had a direct and positive impact on the firm performance but also indirectly affects through two intermediaries of their satisfaction and trust. In addition, the findings reveal the relationship between determinants such as satisfaction positively influencing their trust and negatively affecting opportunistic behavior. Opportunistic behavior has a negative impact on trust and firm performance in the context of emerging countries like Vietnam.

Knowledge is considered the most crucial component for an organization to attain competitiveness. A strong emphasis on explicit knowledge rather than on tacit knowledge (TK) has been observed in information and communication technologies. A change has placed TK in the forefront of the study of organizational learning (OL) and financial performance (FP). These establishments innovate through the transformation of learning, while creating appro-priate methods that respond to shifting environments. On the other hand, FP is the target of any establishment; growth and profitability are measured as essential factors for a firm’s exist-ence and survival. Several studies have already highlighted the importance of TK, but the im-pact of TK remains unclear. Moreover, there is no such study on developing countries, such as Saudi Arabia, that are striving to transform the economic structure into a knowledge-based economy. To fill these gaps, this study explores how TK and OL enhance FP. A sample of 168 questionnaires from Saudi’s service sector was analyzed using AMOS 26 to test the relation-ships among TK, OL, and FP using structural equation modelling (SEM). Also, confirmatory factor analysis (CFA) was used to confirm the validity of the measurement model, showing a reliable fit for the data collected in Saudi Arabia’s service sector. The SEM results confirmed that TK and OL are crucial elements of knowledge management (KM). TK and OL also gen-erate new systems of continual change, leading to maximized organizational FP. This study develops TK as a quantifiable measure and connects this to organizational performance. The conclusion offers suggestions for management, limitations, and procedures for future research in this area.

Nowadays, universities are investing resources in optimizing e-services to enhance delivery of services to their employees. Most of them provide their services electronically to improve the performance of their organizations. These services are categorized into two classes: academic and nonacademic. This paper focuses on nonacademic class, which is important to measure what factors influence on the e-services. This manuscript aims to develop an acceptance technology model to figure out what the factors motivate nonacademic staff at the universities continuously use the e-services. The proposed model is based on technology acceptance model (TAM) and its extension. It consists of multiple constructs that reflect the opinions of nonacademic staff in e-services. The model was implemented by using questionnaire, 308 employ-ees responded from Prince Sattam Bin Abdalaziz University to this questionnaire by giving their opinions. The feedback was analyzed deeply. The results indicate that technology fit was positively related to user’s perceived satisfaction by using E-Services when the level of signifi-cant was one percent. Also, performance expectancy was positively related to user’s perceived satisfaction. The research finding could be used by university ICT departments to enhance the quality of e-services.

Sharing of tacit knowledge is not without its own challenges. It proposed here that to encourage tacit knowledge sharing, Rewards Systems, and Organizational Structure must be present. This proposition tested among ICT employees in Amman, Jordan. The data collected were analyzed using Pearson correlations and multiple regression, and the results indicated that organizational structure significantly related to tacit knowledge sharing.