Pub Date : 2024-08-13DOI: 10.1108/ramj-04-2023-0081
Chaymae Abbana Bennani, A. Hassi
PurposeThe current study investigated the effect of internal marketing practices, specifically the training and rewards system, on job satisfaction, affective commitment and employee turnover intention.Design/methodology/approachStructural equation modeling analysis was conducted on a sample of 288 responses from employees working in different organizations and diverse industries in Morocco.FindingsThe findings revealed that internal marketing positively affected employee job satisfaction and affective commitment and negatively affected employee turnover intention.Practical implicationsThe current investigation extends our understanding of the effects of internal marketing practices, especially training and rewards, on an emerging country context and contributes to the organizational behavior and management field. The results may be of interest to organizations and managers who should consider the importance of internal marketing in enhancing job satisfaction, affective commitment and decreasing employee turnover intention.Originality/valueThe current study is the first of its kind to investigate the impact of internal marketing practices on job satisfaction, affective commitment and employee turnover intention in Morocco.
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Pub Date : 2024-08-13DOI: 10.1108/ramj-04-2023-0081
Chaymae Abbana Bennani, A. Hassi
PurposeThe current study investigated the effect of internal marketing practices, specifically the training and rewards system, on job satisfaction, affective commitment and employee turnover intention.Design/methodology/approachStructural equation modeling analysis was conducted on a sample of 288 responses from employees working in different organizations and diverse industries in Morocco.FindingsThe findings revealed that internal marketing positively affected employee job satisfaction and affective commitment and negatively affected employee turnover intention.Practical implicationsThe current investigation extends our understanding of the effects of internal marketing practices, especially training and rewards, on an emerging country context and contributes to the organizational behavior and management field. The results may be of interest to organizations and managers who should consider the importance of internal marketing in enhancing job satisfaction, affective commitment and decreasing employee turnover intention.Originality/valueThe current study is the first of its kind to investigate the impact of internal marketing practices on job satisfaction, affective commitment and employee turnover intention in Morocco.
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Pub Date : 2024-06-13DOI: 10.1108/ramj-01-2024-0006
E.P. Femina, P. Santhi
PurposeThe research aims to examine the influence of perceived value (PV) dimensions on brand loyalty of luxury car owners and to examine the mediating role of attitudinal loyalty (AL) between PV dimensions and behavioral loyalty (BL).Design/methodology/approachPrimary data for the study were gathered from the luxury car owners in Kerala, India. The construct measurements have been adopted from previous research studies. Structural equation modeling with the partial least square (PLS) technique was used to analyze the measurements and conceptual model.FindingsThe findings show that out of four PV dimensions among luxury car owners, the hedonic value (HV) significantly influences their AL. Economic value influences BL, and social values have an impact on AL as well as BL, but the relationship of functional value with any is not supported by the results. AL is a strong predictor of BL, and it actively mediates the relationship of HV and symbolic value with BL.Practical implicationsThe manufactures of luxury cars provide more importance to hedonic and symbolic elements while launching new models and consider the price perceptions of the targeted customers while making decisions related to brand attachment and brand loyalty.Originality/valueThis study contributes to the decision-making of the rapidly growing vehicle market by examining the perceptions and by providing the effects of perceived values among luxury car owners. Also, it extends the literature by developing a framework for PV dimensions on AL and BL and also incorporated the mediating role of AL.
目的 本研究旨在探讨感知价值（PV）维度对豪华车车主品牌忠诚度的影响，并探讨态度忠诚度（AL）在 PV 维度和行为忠诚度（BL）之间的中介作用。构造测量采用了以前的研究成果。研究结果研究结果表明，在豪华车车主的四个 PV 维度中，享乐价值（HV）对其 AL 有显著影响。经济价值影响BL，社会价值对AL和BL都有影响，但结果并不支持功能价值与任何价值之间的关系。实际意义豪华汽车制造商在推出新车型时应更加重视享乐和象征性元素，在做出与品牌依附性和品牌忠诚度相关的决策时应考虑目标客户的价格感知。 原创性/价值本研究通过研究豪华汽车车主的感知和提供感知价值的影响，为快速增长的汽车市场的决策做出了贡献。此外，本研究还建立了一个关于 AL 和 BL 的 PV 维度框架，并纳入了 AL 的中介作用，从而扩展了相关文献。
{"title":"Effects of perceived value dimensions on customer brand loyalty towards luxury cars","authors":"E.P. Femina, P. Santhi","doi":"10.1108/ramj-01-2024-0006","DOIUrl":"https://doi.org/10.1108/ramj-01-2024-0006","url":null,"abstract":"PurposeThe research aims to examine the influence of perceived value (PV) dimensions on brand loyalty of luxury car owners and to examine the mediating role of attitudinal loyalty (AL) between PV dimensions and behavioral loyalty (BL).Design/methodology/approachPrimary data for the study were gathered from the luxury car owners in Kerala, India. The construct measurements have been adopted from previous research studies. Structural equation modeling with the partial least square (PLS) technique was used to analyze the measurements and conceptual model.FindingsThe findings show that out of four PV dimensions among luxury car owners, the hedonic value (HV) significantly influences their AL. Economic value influences BL, and social values have an impact on AL as well as BL, but the relationship of functional value with any is not supported by the results. AL is a strong predictor of BL, and it actively mediates the relationship of HV and symbolic value with BL.Practical implicationsThe manufactures of luxury cars provide more importance to hedonic and symbolic elements while launching new models and consider the price perceptions of the targeted customers while making decisions related to brand attachment and brand loyalty.Originality/valueThis study contributes to the decision-making of the rapidly growing vehicle market by examining the perceptions and by providing the effects of perceived values among luxury car owners. Also, it extends the literature by developing a framework for PV dimensions on AL and BL and also incorporated the mediating role of AL.","PeriodicalId":34608,"journal":{"name":"Rajagiri Management Journal","volume":"19 6","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141347429","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-05-14DOI: 10.1108/ramj-05-2023-0137
Ade Imam Muslim, Doddy Setiawan
PurposeOur study aims to explore the ownership structure and accounting conservatism in influencing the value relevance that we analyse through the paradigm of open innovation and socio-emotional wealth (SEW). We also extended the test to identify how firm size could affect value relevance.Design/methodology/approachThrough panel data testing, we collected all issuers on the stock exchange for the 2016–2018 period. The total collected observations are 735 observations from various industries.FindingsThe results of the study provide empirical evidence that institutional ownership is more pronounce, especially in companies with high asset levels. We also conducted other tests to see it from the perspective of SEW. We divide companies into family and non-family companies. The results of this study indicate that institutional ownership has an effect on increasing value relevance, especially in family companies compared with non-family companies. The results of the study also indicate that accounting conservatism plays a more important role in increasing value relevance in non-family firms compared to family firms.Originality/valueThis study advances in two main ways. First, we use a SEW approach and an open innovation perspective. Second, we conducted tests for family and non-family firms.
目的我们的研究旨在探讨所有权结构和会计保守主义对价值相关性的影响，我们通过开放式创新和社会情感财富（SEW）范式对其进行了分析。通过面板数据测试，我们收集了 2016-2018 年期间证券交易所的所有发行人。研究结果研究结果提供了实证证据，表明机构所有权更明显，尤其是在资产水平较高的公司中。我们还从 SEW 的角度进行了其他测试。我们将公司分为家族企业和非家族企业。研究结果表明，与非家族企业相比，机构所有权对提高价值相关性有影响，尤其是在家族企业中。研究结果还表明，与家族企业相比，会计保守主义在提高非家族企业的价值相关性方面发挥着更重要的作用。首先，我们使用了 SEW 方法和开放式创新视角。其次，我们对家族企业和非家族企业进行了测试。
{"title":"View of institutional ownership and value relevance in Indonesia: the nexus of accounting conservatism","authors":"Ade Imam Muslim, Doddy Setiawan","doi":"10.1108/ramj-05-2023-0137","DOIUrl":"https://doi.org/10.1108/ramj-05-2023-0137","url":null,"abstract":"PurposeOur study aims to explore the ownership structure and accounting conservatism in influencing the value relevance that we analyse through the paradigm of open innovation and socio-emotional wealth (SEW). We also extended the test to identify how firm size could affect value relevance.Design/methodology/approachThrough panel data testing, we collected all issuers on the stock exchange for the 2016–2018 period. The total collected observations are 735 observations from various industries.FindingsThe results of the study provide empirical evidence that institutional ownership is more pronounce, especially in companies with high asset levels. We also conducted other tests to see it from the perspective of SEW. We divide companies into family and non-family companies. The results of this study indicate that institutional ownership has an effect on increasing value relevance, especially in family companies compared with non-family companies. The results of the study also indicate that accounting conservatism plays a more important role in increasing value relevance in non-family firms compared to family firms.Originality/valueThis study advances in two main ways. First, we use a SEW approach and an open innovation perspective. Second, we conducted tests for family and non-family firms.","PeriodicalId":34608,"journal":{"name":"Rajagiri Management Journal","volume":"35 20","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-05-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140980050","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-02-01DOI: 10.1108/ramj-09-2023-0267
Frank Nana Kweku Otoo, Nissar Ahmed Rather
PurposeHighly committed, motivated and engaged employees assure organizational success and competitiveness. The study aims to examine the association between human resource development (HRD) practices and employee engagement with organizational commitment as a mediating variable.Design/methodology/approachData were collected from 760 employees of 13 star-rated hotels comprising 5 (five-star) and 8 (four-star). The data supported the hypothesized relationships. Structural equation modeling was used to evaluate the proposed model and hypotheses. Construct validity and reliability were established through confirmatory factor analysis.FindingsThe results indicate that HRD practices and affective commitment are significantly associated. HRD practices and continuance commitment were shown to be non-significantly associated. HRD practices and normative commitment were shown to be non-significantly associated. Employee engagement and organizational commitment are significantly associated. The results further show that organizational commitment mediates the association between HRD practices and employee engagement.Research limitations/implicationsThe generalizability of the findings will be constrained due to the research's hotel industry focus and cross sectional data.Practical implicationsThe study's findings will serve as valuable pointers for stakeholders and policymakers of the hotel industry in the adoption, design and implementation of proactive HRD interventions to keep highly engaged and committed employees for organizational competitiveness and sustainability.Originality/valueBy evidencing empirically that organizational commitment mediates the nexus between HRD practices and employee engagement, the study extends the literature.
{"title":"Human resource development practices and employee engagement: the mediating role of organizational commitment","authors":"Frank Nana Kweku Otoo, Nissar Ahmed Rather","doi":"10.1108/ramj-09-2023-0267","DOIUrl":"https://doi.org/10.1108/ramj-09-2023-0267","url":null,"abstract":"PurposeHighly committed, motivated and engaged employees assure organizational success and competitiveness. The study aims to examine the association between human resource development (HRD) practices and employee engagement with organizational commitment as a mediating variable.Design/methodology/approachData were collected from 760 employees of 13 star-rated hotels comprising 5 (five-star) and 8 (four-star). The data supported the hypothesized relationships. Structural equation modeling was used to evaluate the proposed model and hypotheses. Construct validity and reliability were established through confirmatory factor analysis.FindingsThe results indicate that HRD practices and affective commitment are significantly associated. HRD practices and continuance commitment were shown to be non-significantly associated. HRD practices and normative commitment were shown to be non-significantly associated. Employee engagement and organizational commitment are significantly associated. The results further show that organizational commitment mediates the association between HRD practices and employee engagement.Research limitations/implicationsThe generalizability of the findings will be constrained due to the research's hotel industry focus and cross sectional data.Practical implicationsThe study's findings will serve as valuable pointers for stakeholders and policymakers of the hotel industry in the adoption, design and implementation of proactive HRD interventions to keep highly engaged and committed employees for organizational competitiveness and sustainability.Originality/valueBy evidencing empirically that organizational commitment mediates the nexus between HRD practices and employee engagement, the study extends the literature.","PeriodicalId":34608,"journal":{"name":"Rajagiri Management Journal","volume":"42 8","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139684056","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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