This study aimed to test the impact of digital supply chains on lean manufacturing, the digital supply chain was a multidimensional measurement composed of seven dimensions: Digital performance management, digital information technology and digital manufacturing, digital human resources, digital suppliers, digital logistics and inventory and digital clients. The electronic industries companies were targeted to represent the research population and collect the primary necessary data. According to the research budget and time constraints, a convenience sampling method was implemented in the data collection process. Structural equation modeling (SEM) was applied to test the research hypotheses through AMOS software. The results indicated that most of the digital supply chain dimensions had a positive impact on lean manufacturing, except digital suppliers and digital clients, which had no effect on lean manufacturing. Findings from this research help organizational managers make multiple decisions related to investing and allocating resources to increase profit and reduce expenses along digital supply chains.

Leadership is an important factor in providing direction to employees and it can improve employee performance, significantly. When a leader can grow the employees’ confidence in carrying out their respective duties, he/she contributes to the performance of the organization. In addition to leadership, job satisfaction is also an important factor which influences on employee performance. To be able to maintain existing resources, companies are required to increase employee satisfaction, increase employee organizational commitment and provide job security for employees. This study aims to analyze the influence of leadership on job satisfaction, analyze the influence of leadership on employee performance, study the effect of job satisfaction on employee performance and analyze job satisfaction as a mediate leadership on employee performance based on path analysis. The result of the analysis shows that leadership influenced job satisfaction and employee performance while job satisfaction affects performance. Finally, the results indicate that job satisfaction mediated the effect of leadership on employee performance.

The present paper aims to examine and analyze: 1) the effect of farmers’ work motivation on their performance; 2) the effect of information technology on farmers’ performance; 3) the effect of farmers’ work motivation on their performance as moderated by local knowledge; and 4) the effect of information technology utilization on farmers’ performance as moderated by local knowledge. Our study population comprised of all farmers registered as members of farmer association in Tirtomartani Village, Sleman Regency, Yogyakarta. We adopt cluster random sampling as the sampling method and use a sample of 102 respondents. Data were collected using a four-point Likert scale and analyzed using smartPLS 3.0. The results indicate that: 1) work motivation had a positive effect on farmers’ performance; 2) utilization of information technology had a positive effect on farmers’ performance; 3) local knowledge did not moderate the relationship between work motivation and farmers’ performance; and 4) local knowledge moderated the relationship between utilization of information technology and farmers’ performance.

The present paper attempts to analyse the effect of organizational climate on organizational citizenship behaviour (OCB), as well as the effect of OCB on turnover intention. Data on organizational climate, OCB and turnover intention were obtained from a sample of 78 internal auditors of Jordanian private universities. Hypotheses were proposed and were tested using PLS-SEM, and the outcomes demonstrate the positive linkage between organizational climate and OCB. Meanwhile, OCB and turnover intention were found to have inverse linkage. Strong organizational climate should be created in Jordanian private universities since it improves and predicts OCB. OCB will in turn cause turnover intention to decrease among internal auditors. With the use of PLS-SEM method, this study adds to the extant literature.

Human Resource Management (HRM) has the capacity of influencing the organizational behavior of the employees, thereby ensuring the achievement of the competitive advantage. This study proposes to assess the relationship between human resources (HR) practices and competitive advantage. It is also intended to test organizational commitment as a mediator, between HR practices and competitive advantage among the employees of the private universities in Jordan. The data were gathered from 232 individuals employed at ten private universities located in Jordan. PLS, SEM was performed on the data, using the SmartPLS 3 software. HRM practices result in a statistically significant variation in competitive advantage. Relationship of HRM practices and competitive advantage was partially mediated by organizational commitment. HRM practices resulted in a statistically significant variation in and organizational commitment. Our findings contribute to the existing body of literature of how organizational commitment can mediate the relationships among the HR practices adopted by organizations and competitive advantage. Jordanian private universities should improvise extra attention over HR practices that contribute positively toward the performance of employees.

Cheating is not new in an academic line, but a continuous problem faced by educators. Many studies reported an increase trend of cheating among students from secondary or tertiary institutions from time to time. The primary purpose of this paper is to examine the connection between subjective norms, perceived behavioral control, attitude, and intention to cheat among undergraduate students. Also, the variable of justification to cheat is assigned as moderator variable in this relationship. The paper used a survey method for data collection, administered both in electronic and paper form. The Structural equation model with partial least square (PLS-SEM) was utilized to evaluate the data obtained from 917 undergraduate students in one of the public universities in Malaysia. The results provided support that justification, alongside subjective norms, perceived behavioral control were valid predictors of intention to cheat. However, Attitude was significant with the intention to cheat. Further, the findings showed that among the three constructs of the Theory of Planned Behavior, justification could only significantly moderate the perceived behavioral control-intention to cheat relationship. The study was only conducted at one public university in Malaysia. Researchers are recommended to further examine the model in other universities and other countries. Implications for implementing strict anti-academic dishonesty policy and research are discussed.

The COVID-19 pandemic is changing the way firms do business and changing it quickly. At the present time, there is an urgent need to restructure many activities within companies, including the redesign of cost systems to accommodate the negative effects resulting from this disease. This paper aims to examine the impact of certain environmental factors on cost system design (product diversity and relevant cost information) which has been examined by previous studies. It is important to research this topic again and to suggest other factors (technological changes and triggered exception operational losses) resulting from changing operational style after the worldwide spread of COVID-19. The empirical results indicate that the cost system design applied in industrial corporations listed on the Amman Stock Exchange is positively affected by technological changes, triggered exception operational losses, and relevant cost information, while no relationship was found with product diversity.

Few studies have explored the stakeholder conflict from the perspective of hotelier and/or travel agency; however, this study has aimed to investigate stakeholder conflict from the perspective of guests, and its effects on guests’ satisfaction and behavioral intentions while ex-amine mediating factor of guests ’perceived value, which has not been examined empirically before. Since no scale could be found that measures guests’ perceived stakeholder conflict factors (PSCF) arose from unsatisfactory relationship between accommodation establishments and tour operators/travel agencies, this study conceptualized PSCF and developed a scale for assessing this conflict and its outcomes. Through careful instrument development process, four sub-dimensions and 17 items of PSCF were identified. Thereafter, the study empirically tested the conceptual model by conducting survey study to collect data. The mediation effects obtained indicated that guests ‘perceived value mediated the effects of the PSCF on guest satisfaction and behavioral intentions associated with the accommodation businesses. The instrument is demonstrated to have good suitability, validity, and reliability. Applying the scale of PSCF enabled the identification of the two consequences of guests' satisfaction and behavioral intentions. Limitations, recommendations for future research and managerial implications are provided.

Training and development have been applied in many aspects for organization performance. The purpose of this study is to investigate the relationships between training and development and organizational performance. In addition, the study also analyzes the influence of organizational culture as a mediator in the relationship between training and development and organizational performance. The data are analyzed using descriptive and inferential statistics. IBM Statistical Package for the social sciences software (IBM-SPSS) version 23 and Smart Partial Least Square (SmartPLS) version 4.3 were used to evaluate the hypotheses of the study. The survey of the study involved 219 employees in courier service organizations in Malaysia. The finding of the study shows that there was a positive relationship between training and development and organizational performance. Furthermore, the finding also reveals that organization culture mediate the relationship between training and development and organization performance. Hence organizations should consistently train and develop their employees through formal and informal training programs as well as encourage employees to embrace organizational culture and values as well as cultivate the core values of organizational culture amongst employees to strengthen and improve organizational performance.

As social media becomes influential in our daily life, successful adoption of it may act as a motivating factor to achieve entrepreneurial outcomes such as entrepreneurial intention, the most reliable indicator of actions toward entrepreneurial behavior. Although numerous studies found personality as a strong determinant of entrepreneurial intention, the focus was on broad personality constructs such as the Big Five, rather than specific ones that may predict entrepreneurial outcomes better. Based on the concept of entrepreneurial intentionality and entrepreneurial networking, social media technology acceptance that includes perceived usefulness, perceived ease of use, and intention to use social media, is proposed to mediate the relationship between entrepreneurial personality and entrepreneurial intention. Using a sample of 261 college students and SEM analysis, significant positive direct and indirect influences were found.