• The Journal of Asian Finance, Economics and Business
• /
• v.9 no.8
• /
• pp.29-36
• /
• 2022

The objective of this research is to find out the effect of innovative culture and quality of work life on competitive advantage strategy with the mediation of individual performance. This research is the continuance of previous research conducted by Adya Hermawati with an originality aspect emphasizing a concept comprising innovative culture, quality of work life, and individual performance as factors that control competitive advantage strategy. The research subject is Tourism Industry SMEs. Explanatory research is a research method used in this study, by surveying respondents. The data sources in this research are primary and secondary. Primary data is collected from respondents directly through a questionnaire whereas secondary data are obtained from references that are relevant to research problems. In conformity with this explanation, the type of research data is quantitative data. The results of this research show that: innovative culture has an effect on individual performance, quality of work life affects individual performance, innovative culture has an effect on competitive advantage, quality of work life affects competitive advantage, individual performance has an effect on competitive advantage, innovative culture affects competitive advantage with the mediation of individual performance, and quality of work life affects competitive advantage with the mediation of individual performance.

• STI Policy Review
• /
• v.8 no.2
• /
• pp.1-22
• /
• 2017

This article explores the relationship between the gender composition of scientific research teams and scientists' individual performance. The gender composition of research teams is an important feature of workplace settings and influences the way people interact and communicate; however, previous research has not directly examined its relationship with scientists' individual performance. Drawing on data collected on university faculties in China in 2016, this article tests several hypotheses about individual's performance in teams with different gender compositions. The results show that team gender composition has a clear gendered effect on scientists' individual performance. The effects of tokenism for women in men-majority teams is proven, but men in women-majority teams appear to be unaffected by tokenism. Moreover, the theories claiming that homogenous teams are more conducive to better individual performance than mixed teams are supported for men but not for women. The findings of this research suggest that recruiting more women into the scientific workforce may improve their performance and thereby help diminish the gender gap in performance. It also indicates that the Chinese preferential policies towards women in science formulated in recent years have had positive impacts. However, considering that more than half of the researchers in the survey are working in men-majority teams, the task of narrowing the gender gap in performance remains a challenge. Further work is needed to explore the tensions and benefits of working with the opposite gender.

• The Journal of Asian Finance, Economics and Business
• /
• v.6 no.2
• /
• pp.189-201
• /
• 2019

The purpose of this study is to identify elements of job crafting impacts on work engagement and individual work performance in Vietnamese commercial banks. The research data, collected from 226 bank officers, uses the quantitative research tools as: Cronbach's Alpha Analysis, Explanatory Factor Analysis, Confirmatory Factor Analysis as well as Structural Equation Modeling. The results of the hypothesis test show that only two hypotheses (H2, H3) are accepted: the impact of cognitive crafting on work engagement of bank officers (H2) and the impact of work engagement on individual work performance (H3). However, three remaining relationships (H1, H4, H5) are not accepted in the study: the impact of relational crafting on work engagement of bank officers (H1), the impact of relational crafting on individual work performance of bank officers (H4) and the impact of cognitive crafting on individual work performance of bank officers (H5). The study results indicate that cognition on job crafting leaves positive impacts on work engagement, leading to individual work performance enhancement. On the other hand, the relational crafting element implies contribution on neither collective nor individual working performances. Furthermore, no direct effect of cognition on job crafting to individual performance has been identified.

• Journal of the Korean Society for Aviation and Aeronautics
• /
• v.25 no.4
• /
• pp.1-23
• /
• 2017

Organizational culture among flight crews has a profound impact on the individual attitude and behavior of member flight crews, and active training is conducted focusing on improving flight crews' Crew Resource Management(CRM) performance. However, adequate research and training on the relationships between flight crew's individual culture and CRM performance have not been conducted. Hence, this study examined the effect of individual cultural values on CRM performance and the moderation effect of psychological safety, with captains and first officers working for commercial airlines as participants. For the factors related to individual cultural value scale, power distance had no significant effect on CRM performance, uncertainty avoidance had a significant negative effect, and individualism had a significant positive effect. With regard to the moderation effect of psychological safety on the relationships between individual cultural values and CRM performance, a significant interaction was found between power distance and CRM performance, but not between uncertainty avoidance and CRM performance, or between individualism and CRM performance. Power distance and CRM performance exhibited a strong negative correlation in case of low psychological safety. Compared to existing research measuring the cultural characteristics of pilot groups on a national or organizational culture level, this study is uniquely valuable in that it also covers the relationship between individual cultural values of commercial airline flight crews and CRM performance.

• East Asian Economic Review
• /
• v.21 no.2
• /
• pp.103-121
• /
• 2017

This paper experimentally studies the performance of negotiation considering individual and party, like a country, share of benefit over the best ones. It experiments two-stage bargaining games, internal and external negotiations. From the experimental results, this paper shows strong tendency to select fair allocation in the internal negotiations, but the tendency would be weaker with attractive outside option. In addition, the outside option may claim difference in individual benefit. From the regressions on individual performance in the negotiations, being a proposing party would matter to enhance the performance. However, relative individual performance within party fairness matters. Still attractive no-agreement options happen to break the tendency. As policy implication for trade negotiation, this paper warns that possible loss in individual benefit from not active participation to the external negotiations, no active role of proposer in case that players stick to internal allocations, and deviation of advantageous sector due to attractive outside options.

• International Journal of Advanced Culture Technology
• /
• v.12 no.1
• /
• pp.144-157
• /
• 2024

This study examines the relationship between intrinsic motivation and individuals' performance in the Republic of Korea armed forces and explores whether job stress mediates the relationship between intrinsic motivation and individuals' performance. The research questions are: (1) Does intrinsic motivation influence individual performance in military organizations? (2) Does job stress impact individual performance? and (3) Does job stress mediate the relationship between intrinsic motivation and individual performance? The study utilizes data collected from a 350 soldiers survey in the Special Forces Brigade and Special Assault Commando Regiment of the Republic of Korea's Army. We use structural equation modeling (SEM) to explore the mediation role among intrinsic motivation, job stress, and individuals' performance. Research findings suggest that intrinsic motivation negatively impacts job stress. We also find that job stress has a positive effect on firearm skills. Moreover, the study reveals that the relationship between intrinsic motivation and firearm skills is partially mediated by job stress.

• Journal of Information Technology Services
• /
• v.21 no.4
• /
• pp.27-61
• /
• 2022

In order to improve project performance by analyzing the effects of the project manager's leadership competency and the individual competency of the project participants on the project performance, this study examines the effect. In this study, a research model and hypothesis were established to understand the causal relationship between leadership competency, individual competency, and project performance, and a survey was conducted based on this. Overall, it was found that the leadership competency of the project manager and the individual competency of the project participants had a positive effect on the project management performance, the project leadership competency had a positive effect on the completion performance, and the project participant individual competency had a negative effect on the completion performance. As a result of analyzing the effect of the project manager's core competency on the project management performance according to the amount or period of the project type, which is the moderating variable, it was found that there was no moderating effect on the management performance. For the success of the SI project, it is most important to understand the project characteristics well and select a PM suitable for the characteristics, and methods for nurturing excellent project managers should be further studied. In addition, it is expected that it will be possible to identify the effect of project manager leadership competency and participant competency on project performance based on sophisticated research design for more competent PM selection.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
• /
• v.11 no.5
• /
• pp.175-188
• /
• 2016

This study is intended to look into the effects of project managers' leadership on participants' individual competency and project performance. To achieve this, a survey was empirically carried out to a sample of 276 researchers who are working on a project with a research and development group in private R&D centers. The results of this study were summarized as follows. First, the leadership competency of project managers had a significant positive effect on the individual competency of project participants. Second, the leadership competency of project managers had a significant positive effect on the project management performance. Third, the leadership competency of project managers had no significant effect on the project completion performance. Fourth, the individual competency of project participants had a significant positive effect on the project management performance. Fifth, the individual competency of project participants had no significant effect on the project completion performance. Sixth, the project management performance had a significant positive effect on the project completion performance. Seventh, the project completion performance was indirectly mediated in the effect of project managers' leadership competency on project completion performance. Eighth, the project management performance was indirectly mediated in the effect of project participants' individual competency on project completion performance. Based on the findings stated above, a combination of project management performance can generate better results in the effect of project participants' individual competency on project completion performance.

• Asia pacific journal of information systems
• /
• v.22 no.2
• /
• pp.39-69
• /
• 2012

With the advent of communication technologies including electronic collaborative tools and conferencing systems provided over the Internet, virtual collaboration is becoming increasingly common in organizations. Virtual collaboration refers to an environment in which the people working together are interdependent in their tasks, share responsibility for outcomes, are geographically dispersed, and rely on mediated rather than face-to face, communication to produce an outcome. Research suggests that new sets of individual skill, knowledge, and ability (SKAs) are required to perform effectively in today's virtualized workplace, which is labeled as individual virtual competence. It is also argued that use of online social networking sites may influence not only individuals' daily lives but also their capability to manage their work-related relationships in organizations, which in turn leads to better performance. The existing research regarding (1) the relationship between virtual competence and task performance and (2) the relationship between online networking and task performance has been conducted based on different theoretical perspectives so that little is known about how online social networking and virtual competence interplay to predict individuals' task performance. To fill this gap, this study raises the following research questions: (1) What is the individual virtual competence required for better adjustment to the virtual collaboration environment? (2) How does online networking via diverse social network service sites influence individuals' task performance in organizations? (3) How do the joint effects of individual virtual competence and online networking influence task performance? To address these research questions, we first draw on the prior literature and derive four dimensions of individual virtual competence that are related with an individual's self-concept, knowledge and ability. Computer self-efficacy is defined as the extent to which an individual beliefs in his or her ability to use computer technology broadly. Remotework self-efficacy is defined as the extent to which an individual beliefs in his or her ability to work and perform joint tasks with others in virtual settings. Virtual media skill is defined as the degree of confidence of individuals to function in their work role without face-to-face interactions. Virtual social skill is an individual's skill level in using technologies to communicate in virtual settings to their full potential. It should be noted that the concept of virtual social skill is different from the self-efficacy and captures an individual's cognition-based ability to build social relationships with others in virtual settings. Next, we discuss how online networking influences both individual virtual competence and task performance based on the social network theory and the social learning theory. We argue that online networking may enhance individuals' capability in expanding their social networks with low costs. We also argue that online networking may enable individuals to learn the necessary skills regarding how they use technological functions, communicate with others, and share information and make social relations using the technical functions provided by electronic media, consequently increasing individual virtual competence. To examine the relationships among online networking, virtual competence, and task performance, we developed research models (the mediation, interaction, and additive models, respectively) by integrating the social network theory and the social learning theory. Using data from 112 employees of a virtualized company, we tested the proposed research models. The results of analysis partly support the mediation model in that online social networking positively influences individuals' computer self-efficacy, virtual social skill, and virtual media skill, which are key predictors of individuals' task performance. Furthermore, the results of the analysis partly support the interaction model in that the level of remotework self-efficacy moderates the relationship between online social networking and task performance. The results paint a picture of people adjusting to virtual collaboration that constrains and enables their task performance. This study contributes to research and practice. First, we suggest a shift of research focus to the individual level when examining virtual phenomena and theorize that online social networking can enhance individual virtual competence in some aspects. Second, we replicate and advance the prior competence literature by linking each component of virtual competence and objective task performance. The results of this study provide useful insights into how human resource responsibilities assess employees' weakness and strength when they organize virtualized groups or projects. Furthermore, it provides managers with insights into the kinds of development or training programs that they can engage in with their employees to advance their ability to undertake virtual work.

• The Journal of Asian Finance, Economics and Business
• /
• v.7 no.1
• /
• pp.183-193
• /
• 2020

This study presents a more comprehensive approach to investigate how Emotional Intelligence (EI) is associated with performance. Previous research has revealed that EI is related to positive outcomes such as better performance, life satisfaction and career success. However, in most research of EI, this factor has been investigated independently from the effect of contextual factors and other individual characteristics. This study extended the research on the impact of EI on student performance by simultaneously examining the impact of EI, individual factors - (1) Perseverance of Effort, (2) Goal Consistency and (3) Goal Clarity and learning environment factors - Program Fit in one study. The results based on the data collected from 1,117 students in Vietnam largely support the hypothesis that that EI was an important but not the only factor affecting the student performance. MANOVA and post-hoc analysis indicated that both individual and environmental factors better predicted performance than EI could. These results suggest that the impact of EI on individual performance is more complicated than what we have already known. Future study is encouraged to investigate both the mechanism through which EI impact individual performance and the interaction between EI and other factors that moderate the EI - performance relationship.