From Affordability to Sustainability: Reframing Thrift-Shop Communication through Consumer Brand Identification
Abstract This paper seeks to measure the impact of celebrity endorser attributes on Egyptian private university students’ attitude towards advertisements and whether this attitude will lead to their behavioral intention. Quantitative research techniques were used to test consumer responses to celebrity endorsement of donating money and purchasing of products. Celebrity credibility has the most significant relationship with attitude towards the advertisement, in both the for-profit or not-for-profit sector. Celebrity attractiveness has the least contribution to attitude towards the ad, and is insignificant in the not-for-profit context. Finally, attitude towards the advertisement has a weak relationship with purchase and donation intention. This paper builds on previous work in the field, but proposes a comprehensive model for measuring the effect of celebrity attributes in both for-profit and not-for profit sectors in parallel among private university students in Egypt. The sampling decisions and the use of only an actor as a celebrity are the main limitations of the study. Different sampling methods, a different sample group, and using different types of celebrities are recommended for future studies. This paper gives a comprehensive view of celebrity attribute effects, combining attributes mentioned in previous literature and using the most popular attributes to develop the conceptual framework. This framework is applied to two contexts – not-for-profit and for-profit sectors – indicating a comparison of celebrity advertising in the two sectors. This paper also addresses a less explored region – Egypt, making it useful for future reference when addressing the topic in Egypt and the Middle East.
Standing in the Queue, Seeing the Gaps: Rethinking Job Design and Staffing in Campus Foodservice
Abstract This paper aims to present a conceptual model for a cultural empathy on expatriates‟ job satisfaction mediated by cross-cultural adjustment. The author develops a conceptual model and propositions, grounded in previous study on international human resource, international business management, cross-cultural management and intercultural management. Cultural empathy is one of the multicultural personality dimensions. There are five dimensions of multicultural personality (MPQ), i.e., cultural empathy, open mindedness, social initiative, emotional stability, and flexibility. Moreover, according to previous management scholars, job satisfaction has relatively scant attention in the literature on intercultural management (IM). The proposed model is expected to offer a guideline to the international human resource for selecting the expatriates working outside from their home countries in order for the expatriate‟s effectiveness during overseas assignment.
Assessing the Ethical Competencies and Ethical Decision Making of the State Civil Apparatus: Insight from the Board of Regional Development Planning, Research and Development of Bandung City
Abstract This paper aims to present a conceptual model for a cultural empathy on expatriates‟ job satisfaction mediated by cross-cultural adjustment. The author develops a conceptual model and propositions, grounded in previous study on international human resource, international business management, cross-cultural management and intercultural management. Cultural empathy is one of the multicultural personality dimensions. There are five dimensions of multicultural personality (MPQ), i.e., cultural empathy, open mindedness, social initiative, emotional stability, and flexibility. Moreover, according to previous management scholars, job satisfaction has relatively scant attention in the literature on intercultural management (IM). The proposed model is expected to offer a guideline to the international human resource for selecting the expatriates working outside from their home countries in order for the expatriate‟s effectiveness during overseas assignment.
Evaluating Drone Impact on Construction Monitoring and Operational Efficiency at Pt. Total Kinerja Mandiri
Abstract This paper aims to present a conceptual model for a cultural empathy on expatriates‟ job satisfaction mediated by cross-cultural adjustment. The author develops a conceptual model and propositions, grounded in previous study on international human resource, international business management, cross-cultural management and intercultural management. Cultural empathy is one of the multicultural personality dimensions. There are five dimensions of multicultural personality (MPQ), i.e., cultural empathy, open mindedness, social initiative, emotional stability, and flexibility. Moreover, according to previous management scholars, job satisfaction has relatively scant attention in the literature on intercultural management (IM). The proposed model is expected to offer a guideline to the international human resource for selecting the expatriates working outside from their home countries in order for the expatriate‟s effectiveness during overseas assignment.
Job Type and Job Experience as Predictors of Organizational Commitment among Bank Managers in Dhaka City
Abstract This paper aims to present a conceptual model for a cultural empathy on expatriates‟ job satisfaction mediated by cross-cultural adjustment. The author develops a conceptual model and propositions, grounded in previous study on international human resource, international business management, cross-cultural management and intercultural management. Cultural empathy is one of the multicultural personality dimensions. There are five dimensions of multicultural personality (MPQ), i.e., cultural empathy, open mindedness, social initiative, emotional stability, and flexibility. Moreover, according to previous management scholars, job satisfaction has relatively scant attention in the literature on intercultural management (IM). The proposed model is expected to offer a guideline to the international human resource for selecting the expatriates working outside from their home countries in order for the expatriate‟s effectiveness during overseas assignment.
Job Type and Job Experience as Predictors of Organizational Commitment among Bank Managers in Dhaka City
<p>This study examined the impact of job type and experience on job commitment among bank managers in Dhaka City. The Organizational Commitment Scale (Mowday, Steers, & Porter, 1979) was used to measure commitment among 152 bank managers in a cross-sectional study. One-way ANOVA results showed that job type (F = 114.340, p <.01) and job experience (F = 6.040, p <.01) significantly influenced commitment. Additionally, regression analysis showed that the job type and experience of bank managers were minor but significant predictors, accounting for 13.6% (R2 =.136, p =.001) and 37.6% (R2 =.376, p =.001) of the variance in job commitment scores, respectively. The main emphasis of this study was the organizational commitment of bank managers. This concept has been thoroughly studied in numerous academic contexts, but no research has been done in Bangladeshi banking organizations. This study fills that gap by identifying important experiential and structural indicators of commitment in a local context.</p>
<p><strong>Keywords:</strong> <em>Bank Manager, Job commitment, Job type, and Job experience</em></p>
Performance, Integration, and Resilience: An Empirical Analysis of Malaysian REITs
<p>This study empirically investigates the performance dynamics and strategic investment implications of Malaysian Real Estate Investment Trusts (M-REITs) within an evolving financial landscape. Utilizing data from 2005 to 2018, the research employs regression and correlation analysis to evaluate M-REIT performance through dividend yield and total returns. The study is innovatively structured across two dimensions: it segments the data into sub-periods to assess the impact of the Global Financial Crisis (GFC). It conducts a comparative panel analysis between Conventional and Islamic REITs. The analysis reveals that M-REITs provide superior dividend yields compared to government bonds and private debt securities, affirming their appeal for long-term investors. Furthermore, while domestic equity markets show a strong correlation with M-REIT returns, a significant positive relationship exists with regional REIT markets, particularly Singapore (S-REITs), indicating a level of regional integration. The paper offers original value by providing a novel dual-perspective on the market, yielding actionable strategic insights for investors seeking diversification and stable income, and highlighting the strategic importance of regional linkages and the unique Islamic finance component within the REIT structure.</p>
Mediating Role of Job Dissatisfaction on the Relationship between Nepotism and Organizational Silence — an Empirical Study in the Banking Sector of Bangladesh
<p>Although nepotism is a global issue, its connection to employee attitudes and behaviors is not well understood. Based on social exchange and organizational justice theories, this study examines whether job dissatisfaction mediates the relationship between nepotism and organizational silence. A quantitative approach provided empirical evidence and results from a larger context. A structured questionnaire was used, involving 300 participants from Bangladesh's banking sector. As expected, the study found a positive relationship between nepotism, job dissatisfaction, and organizational silence. Additionally, job dissatisfaction partly explains the relation between nepotism and organizational silence. The research emphasizes the positive impact of nepotism on organizational silence and offers suggestions to reduce its occurrence in organizations. This is the first study to explore how job dissatisfaction influences the relationship between nepotism and organizational silence in Bangladeshi banks. It also addresses ongoing calls for more research on job dissatisfaction and its causes.</p>
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Job Type and Job Experience as Predictors of Organizational Commitment among Bank Managers in Dhaka City
<p>This study investigated the nature of job commitment among bank managers in Dhaka City, focusing on how job type and job experience influence commitment levels. A cross-sectional survey design was used, with a purposive sample of 152 bank managers. Job commitment was measured using the Organizational Commitment Scale (Mowday, Steers, & Porter, 1979). Results from one-way ANOVA revealed significant differences in commitment based on job type (F = 114.340, p < .01) and job experience (F = 6.040, p < .01). Regression analysis further indicated that bank managers’ job type and job experience were modest but significant predictors, explaining 37.6% (R² = .376, p = .001), and 13.6% (R² = .136, p = .001) of the variance in job commitment scores, respectively. This study's primary focus was on bank managers' organizational commitment. Despite the fact that this idea has been extensively researched in many academic settings, no study has been conducted in Bangladeshi banking institutions as of yet. This study helps address that gap by identifying key structural and experiential predictors of commitment in a localized setting.</p>
<p><strong>Keywords:</strong> <em>Bank Manager, Job commitment, Job type, and Job experience</em></p>
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