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.

Brand engagement is relatively a new concept in marketing. The objective of this research study is to unearth the relationship between brand engagement and customer-based brand eq-uity drivers; brand personality, brand experience, and brand affect. The data was collected from 426 automobile customers in Pakistan through multi-stage cluster sampling technique. The PLS-SEM analysis of the data supported the relationships between brand equity drivers and brand engagement and the mediating role of brand affect. Brand experience, brand personality, and brand affect emerged significant predictors to brand engagement behavior of the automobile customers. It is recommended for the brand managers to design marketing plans that emphasize the pleasant brand experience which results in brand affect, ultimately leading to brand engagement behavior.

The study was conducted with the overall purpose of examining the relationship between novelty seeking, satisfaction, return intention, and willingness to recommend of international visitors in Vietnam. Structural Equation Modeling (SEM) was used in this study. Research data were collected by direct interviews with 252 international visitors from different countries visiting at least two tourist attractions in Vietnam. The research's results indicated that novelty-seeking was made up of four factors (relaxation seeking, experience seeking, arousal seek-ing, and boredom alleviation). The research proved that novelty seeking positively affected satisfaction. Besides, satisfaction also contributed to high effects on two other factors, namely, return intention and willingness to recommend. Comprehensively, some recommendations were provided to improve destinations' attractiveness as well as to ameliorate Vietnamese tourism service quality.

The importance of CSR is admitted by the majority of researchers. However, its determinants or antecedents still has not been explicated, completely. In this paper we analyze the link be-tween sustainable human resource management and corporate social responsibility through the development of sustainable dynamic capabilities. The main objective is to dress a pathway for corporate social responsibility based on components of SHRM. An indirect effect is identi-fied on literature with further exploration of mediating and moderating effect between SHRM and CSR. Data are collected from 182 questionnaires addressed to stakeholders of family business on Saudi Arabia on different activity areas. Structural equation modelling is used for hypothesis testing. The results highlight that organizational learning capacity (OLC) moderate the effect of individual responsibility on employee development which means that the individual responsibility stimulate employee development and this effect is much more important if we develop an organizational learning capacity. Added to this, a mediating effect of resource interaction capability between well life balance and environment protection was confirmed. We identified roadmap to develop corporate social responsibility based on sustainable human resource management by the development of dynamic capabilities. This can stimulate an auto-evolution for human capital, organization and society.

This study aims to examine the work-family enrichment (WFE) model as influence mediator of supervisor support, self-esteem, and optimism on job satisfaction. The population in this study is 263 permanent employees of Bank BPD DIY, who occupy the positions as staff, and are married, in 7 branch offices in the Special Region of Yogyakarta (DIY). This research uses census method, while data analysis uses AMOS. The results of this study show that work-family enrichment model acts as influencer mediator of supervisor support, self-esteem, and optimism on job satisfaction fit with the empirical data. Hypothesis testing results show that supervisor support implies positive effect on job satisfaction, self-esteem implies positive effect on job satisfaction, and optimism implies positive effect on job satisfaction. Supervisor support also implies positive effect on work-family enrichment, self-esteem implies positive effect on work-family enrichment, and optimism implies positive effect on work-family enrichment and work-family enrichment implies positive effect on job satisfaction. Work-family enrichment works significantly as influence mediator of supervisor support on job satisfaction, work-family enrichment works significantly as influence mediator of self-esteem on job satisfaction, and work-family enrichment works significantly as influence mediator of optimism on job satisfaction.