In the hypercompetitive B2B market, branding strategy becomes a competitive advantage to sustain the business. Two common forms of brand evaluations are an evaluation by either the cognitive or affective aspect, and this paper focuses on the affective aspect, which concerns emotional factors. The paper analyzes two drivers corresponding to satisfaction - the brand association, reflected by brand image, and social bonds - and how strongly these both drivers influence satisfaction; hence sellers can anticipate future actions in order to keep business going. The finding confirms that the brand image has a stronger influence on satisfaction than social bonds; furthermore, customer satisfaction leads to brand loyalty.

This study aims to investigate the effects of job-related stressors and individual-related stressors on employee motivation, job satisfaction and employee loyalty in the context of Vietnam hospitality industry. Data were collected by surveying 595 employees including Hotel/Restaurant receptionist, low-level manager (shift/group leader, supervisor, etc.) and Middle level and high ranked manager (Chief/deputy chief of department, general manager, director, etc.) from medium to large Hotels and Restaurants in Ho Chi Minh City. Besides, the collected data was analyzed by employing partial least squares (PLS) technique. The results show that individual-related stressors positively and directly affect employee motivation, job satisfaction and employee loyalty while job-related stressors have a positive direct effect on employee motivation but indirectly affect job satisfaction and employee loyalty. This study provides critical contributions to the research field of the Hospitality industry as well as suggests some important recommendations for improving employee motivation, job satisfaction and employee loyalty in the context of Vietnam Hospitality.

This article establishes and grounds the topicality of personal human capital for its development. It proves that the available approaches, methods and models do not consider the business enterprise needs to increase the efficiency of individual employee’s contribution to the formation of market value. Human capital is offered to consider as a function of personal intelligence, which depends on the personal creative, status and social abilities. The adaptation of mathematical tools is conducted to establish intellectual personal characteristics with justification of different variants of their numerical values. The article also completes the evaluation tools by way of questionnaires, tests and personal objective characteristics, and suggests the approaches to the procedure of results evaluation and interpretation. The testing of the mathematical and testing tools of the personal human capital research was conducted with a group of people whose team is as close as possible to a typical industrial staff workers or its structural subdivision. The results of the personal human capital survey allowed us to identify both individual and collective needs in improving the planning processes for its development.

The objective of this study is to investigate the factors that affect the implementation of outcome-based education (OBE) in the master program in Economic Management. A research framework was proposed to investigate the relationship between the factors including professional knowledge, the ability to detect and solve problems, team work and communication skills, work attitude with students’ perceived value and these factors with practical application ability. A questionnaire was administered to a sample of 388 graduate students of economic management at different universities in Hanoi, Vietnam. The partial least squares structural equation modelling (PLS-SEM) method was utilized to test the hypotheses of this research. The study findings show that professional knowledge, the ability to detect and solve problems, team work and communication skills and work attitude had direct impacts on students’ perceived value; and students’ perceived value had a direct impact on practical application ability of Economic Management’s program in work. The findings also indicate that professional knowledge did not have any direct impact on practical application ability of Economic Management’s program in work and the ability to detect and solve problems only had indirect impact on practical application ability through the moderator of students’ perceived value. It is stressed the importance role of students’ perceived value; and when students understand that the program benefits and they provide knowledge and skills effectively in practice

The impact of organizational commitment on employees’ job performance has been studied extensively in the West, while few studies have been conducted in non-western countries. Moreover, there are not many studies about the effects of job satisfaction on this relationship. The purpose of this research is to study the effect of organizational commitment on job performance through the mediating role of job satisfaction. For the purpose, four hypotheses were developed, the first three predicted positive relationships between organizational commitment, job satisfaction and job performance and the last one suggested the mediating effect of job satisfaction. 547 employees in Vietnamese enterprises were surveyed. The results of the study supported all the hypotheses. Accordingly, organizational commitment had a positive impact on job performance; organizational commitment had a positive impact on job satisfaction; job satisfaction had a positive impact on job performance when organizational commitment was controlled. The strength of the relation between organizational commitment and job performance was significantly reduced when job satisfaction was added to the model, suggesting the mediating role of job satisfaction. In the light of the findings, it is suggested that merely positive relationship between organizational commitment and job performance may not automatically lead an employer to achieve the outcome - job performance. Therefore, the secret of success lies in improving job satisfaction through solutions to enhance organizational commitment, thereby increase job performance.

This paper aims to use a dual-process of direct and indirect use of competitive advantage (CA) for investigation of the contribution of customer orientation (CO) in affecting organizational performance (OP) of Jordanian banks. The current empirical research is based on the survey conducted on 16 banks from Jordan. Structural equation modeling was employed along with confirmatory factor analysis for easy comprehension of correlation among the three latent constructs. The results showed that (OP) experienced a partial reconciliation effect of (CO) in the presence of (CA). The study also established the significant immediate impact on performance of organization because of (CO). Moreover, significant indirect positive effect of (CO) over (OP) was evident in presence of (CA). Theoretical and managerial inferences of the outcomes are explained in the last section.

This study aims to examine and analyze the influence of Workload, Demographic Factors, Locus of Control, Self Esteem and Workstress on Burnout in the Senior Masinists. The research method used in this research is descriptive method. Questionnaires were distributed to 43 respondent employees of The Indonesia Railway Industry. The approach used in this research is a Variance-based Model or Structural Equation Model with a Smart-PLS analysis tool. The results show that the four variables namely Workload, Demography, Locus of Control and Work Stress had positive and significant effects on Burnout on Machinists while the Self-Esteem Variable did not have a significant effect on Burnout.

This paper focuses on the potential adoption of activity-based costing (ABC) in businesses in a developing economy. Through factor analysis, this research identifies the impacts of organizational and cultural factors on ABC adoption. The study employs survey methodology to collect primary data on factors that expect to have impacts on the adoption of ABC. The logistic regression was used to analyze the relationship between these factors and the adoption of ABC. The result indicates that most factors do not cause significant influences on the potential adoption of ABC in the targeted economy, except for the size of company. This indicates that larger companies are more interested in ABC adoption than smaller ones. This result also gives some explanation of the research results.

This study was to demonstrate the reasons why people with special needs could not practice activities. The researchers used some descriptive methods which was suitable for the aim of the study. The sample of the study was 42 students with special needs at Hashemite university. The researchers used a scale consist of 5 dimensions; physical, facilities, social, academic and psychology. The result shows that the academic reason was the main barrier that forbid-den students with special needs to practice physical activities followed by the social reasons, facilities and psychological reasons. The researchers recommend to hold lectures and seminars in order to spread the benefits of physical activity, to build gyms that are suitable for students with special needs, and to employ staff who can deal with different needs.

This study aimed to analyze the effect of employee satisfaction on employee performance, and the moderating role of organizational commitment in Jordanian Islamic banks. This study was conducted using a self-administered questionnaire distributed among employees from four different Islamic banks in Jordan. A total of 303 responses were collected and analyzed using SPSS and partial least square. A significant relationship was found between employee satisfaction and employee performance. There was also a significant effect of the moderating role of organizational commitment on the relationship between employee satisfaction and employee performance. One potential reason to support this relationship is that individuals who are satisfied with their performance tend to be happier and need a commitment from the organization to improve their work performance. The finding from correlation analysis shows that implementing the idea of organizational commitment illustrates the role that it plays in achieving employee satisfaction while doing their desired work. On the other hand, this suggests that increased organizational commitment in Jordanian Islamic banks increases employee performance significantly, which can enable each bank's management to achieve its targets, missions, and visions. The study is useful for the banking sector, financial institutions and other organizations in any country that seek improvements in employee performance.