This study investigated the influence of perceived organizational support (POS) and work adjustment (WA) on the employee performance (EP) of expatriate English teachers in Thailand. A quantitative method was used; self-evaluation data were collected from 210 expatriate English teachers working in Thailand. The results of the study confirm the hypothesized positive correlational effect of POS and WA on EP. The empirical results confirm the model of investigation consisting of POS, WA and EP developed for testing in the context of Thailand. It also challenges the established connection of POS and WA of EP in a well-understood context of antecedence and is relevant for policymakers, workers, and managers, with implications for future research.

Purpose Intellectual capital (IC) is an important factor to push and drive organisations to achieve competitive advantages and growth. This study aims to develop and test an instrument to measure IC for employee behaviour in the context of small and medium-sized enterprises (SMEs). Design/methodology/approach The measurement instrument was designed after assessing literature reviews on IC that provided a strong theoretical support for application of a specific set of items in the SME context. Instrument validity and reliability were tested for item-objective congruence by five experts. The results ranged between 0.8 and 1.0, with a reliability coefficient of 0.950. Exploratory factor analysis and confirmatory factor analysis were used to confirm construct validity between theoretical and empirical evidence. Data were collected from 240 hairdressers employed by SMEs in Thailand. Findings The results revealed that IC can be classified into two groups as human capital and relational capital. Constructs between theoretical concepts and empirical evidence gave values of χ2 = 42.336, df = 35, p = 0.184, χ2/df = 1.210, GFI = 0.972, AGFI = 0.938, RMSEA = 0.030 and SRMR = 0.018. Research limitations/implications Empirical findings were derived from a sample of 240 hairdressers. However, validation and reliability of the instruments require confirmation in various other contexts with a larger number of samples. This cross-sectional study identified the effects of IC in SMEs, thereby contributing to the ongoing debate regarding the determinants of research performance. Originality/value The IC instrument was determined as valid and fulfilled the knowledge gap concerning SMEs by facilitating future studies on boundaries with IC assessment spanning SME contexts. This instrumental support will assist researchers and academics to develop a more comprehensive understanding of IC and explore its potential in future research areas.

Purpose The turnover intention (TI) is a very challenging concept for an organisation, but there are seemingly not many instruments around to measure TI. The purpose of this paper was to develop and validate an instrument to measure the TI concept of Generation Y in Thailand. Design/methodology/approach Ten questions were developed as an instrument to measure TI based on previous concepts and theories and verified using exploratory factor analysis, confirmatory factor analysis and convergent validity. Findings Three dimensions were proposed to measure TI including aspects of intention to quit, turnover thinking and opportunities for new job with excellent reliability at 0.811, 0.837 and 0.830, respectively. Originality/value A measurement scale to assess TI of Generation Y salespeople has never been studied in Thailand. The measurement scale was proved to be valid and will enable human resource officers, divisions and companies to accurately analyse the level of employee TI. This instrument can help educators and researchers to better understand and comprehend factors of employee TI.

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Purpose Counterproductive work behaviour (CWB) is a type of behaviour of an individual that works against an organisation or employer, and he/she is usually discretionary (i.e. individuals make conscious choices as to whether they want to commit aberrant work behaviour). To deal with CWB in different contexts, organisations need to both understand and continually measure their employees in terms of behaviour and work. This study aims to develop an instrument to measure CWB for small and medium-sized enterprises in Thailand. Design/methodology/approach The study was conducted in three stages to develop a measurement scale for CWB. First, 27 questions were developed as a questionnaire based on concepts and theories of CWB and then verified using exploratory factor analysis with three CWB dimensions, namely “poor behaviour”, “misuse of organisational resources” and “inappropriate communication”. The questionnaire surveyed a total of 386 individuals working in SMEs. Finally, confirmatory factor analysis (CFA) and convergent validity were examined following the three CWB dimensions. Findings Three dimensions were developed to measure CWB, including aspects of poor behaviour, misuse of organisational resources and inappropriate communication. Practical implications The CWB questionnaire has practical use for assessing employee behaviour and can assist organisations and practitioners to better understand the CWB of employees. This know-how will help practitioners to assess employee behaviour and can be used to manage or develop this into good behaviour as valued members of the organisation. Originality/value The validity of the CWB questionnaire questions will facilitate the future research on the boundaries with CWB assessments spanning different SMEs contexts. Empirical study results validated that CWB measurement offered new perspectives to explore vital employee behavioural deviation that are necessary for the inspection employee behavioural deviation. This instrumental support will also help researchers to effectively understand CWB and explore its potential in future studies.