The Influence of Perceived Organizational Support and Work Adjustment on the Employee Performance of Expatriate Teachers in Thailand

Na-Nan, Khahan; Joungtrakul, Jamnean; Dhienhirun, Auemporn

doi:10.5539/mas.v12n3p105

Cited by 10 publications

(12 citation statements)

References 38 publications

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“…If the lecturers consider that they received high organizational support, they will integrate organizational membership into their identity and then develop more positive relationships and perceptions of the organization (Rhoades & Eisenberger, 2002). Several previous studies have concluded that organizational support has a positive and significant effect on human resource performance (Arshadi & Hayavi, 2013;Darolia, Kumari, & Darolia, 2010;Mohamed & Ali, 2015;Na-nan, Joungtrakul, & Dhienhirun, 2018). The results of this study are congruent with the results of the previous studies where the elements of help should be considered to be accepted by the lecturer in doing their work.…”

Section: Resultsmentioning

confidence: 99%

ACHIEVE Model on Research and Publication Performance

Sulistiowati

Komari

2020

Global J. Bus. Soc. Sci. Review

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Objective - The number of publications written by Indonesian lecturers and researchers has increased both in terms of quantity and quality. However, it is still lower than some neighboring countries such as Singapore, Malaysia and Thailand. Hence, academics in Indonesia, especially in West Kalimantan, still need to improve their research and publication performance. This research aims to analyze the effect of the ACHIEVE model which stands for Ability, Clarity, Help, Incentive, Evaluation, Validity, and Environment, on research and publication performance. Methodology/Technique – The research questions that must be answered in this research was whether Ability, Clarity, Help, Incentive, Evaluation, Validity, and Environment significantly influenced the performance of lecturers' research and publications. The data were collected by distributing self-report questionnaires to 100 lecturers. Finding - The data were also supported by a secondary source taken from the literature study. Measurement variables were developed from the theory and results of previous studies. The data, then, were analyzed by using multiple linear regression with SPSS software. The novelty in this article is the use of the Achieve model to study research and publication performance in higher education institution. Novelty - This research suggested that Ability, Clarity, Help, Incentive, Evaluation, Validity and Environment had a significant effect on research performance. The research also found that the Ability had the highest effect on the research performance. Type of Paper: Empirical. Keywords: Performance, ACHIEVE, Ability, Clarity, Incentive, Performance. Reference to this paper should be made as follows: Sulistiowati; Komari, N. 2020. ACHIEVE Model on Research and Publication Performance, Global J. Bus. Soc. Sci. Review, 8(1): 22 – 29. https://doi.org/10.35609/gjbssr.2020.8.1(3) JEL Classification: M12, M19.

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Section: Resultsmentioning

confidence: 99%

ACHIEVE Model on Research and Publication Performance

Sulistiowati

Komari

2020

Global J. Bus. Soc. Sci. Review

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“…Based on the results of the calculation of the coefficient of determination for LMX with OCB is about 71.5%. In other words, OCB is influenced by LMX by 71.5%, while the remaining 28.5% is influenced by other factors that are not involved in this study, which can be a transformational leadership [8,27], job satisfaction [28], perceived organizational support (POS) [29], motivation and organizational justice [30].…”

Section: Y = A+ Bxmentioning

confidence: 99%

“…Due to t-count> t table or 4.021> 0.677 then Ha is accepted, this means that LMX has an effect on OCB, with the magnitude of the influence of LMX on OCB by 71.5% and it is categorized in a strong category [25], while the remaining 28.5% is influenced by other factors that are not involved in this study, which can be a transformational leadership [8,27], job satisfaction [28], percieved organizational support (POS) [29], motivation and organizational justice [30].…”

Section: Partial Hypothesis Test (T Test)mentioning

confidence: 99%

LMX and OCB Civil Servants in Bandung, West Java

Senen¹,

Masharyono²,

Sumiyati³

et al. 2021

Proceedings of the 5th Global Conference on Business, Management and Entrepreneurship (GCBME 2020)

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The era of bureaucratic reform is now carried out in various government agencies. Therefore, the role of OCB is considered vital, especially in the government sector. Problems about the achievement of OCB that have not been optimal were experienced by National Civil Service Agency (BKN) at Regional III Bandung. One of the efforts to increase the OCB of BKN employees at Regional Office III Bandung is by repairing LMX. This study employed a descriptive and verification analysis, while the method of the study was an explanatory survey involving 108 respondents. The analysis of the study used simple linear regression. The finding revealed that the picture of LMX was in a very high category. Then, the picture of OCB was in a very high category as well, especially in the courtesy dimension, and LMX gave an effect on OCB which was about 71.5%. If an employee's behavior is grounded on OCB's behavior, then the organization's performance will be better and improve.

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“…EWA is an indicator of an employee’s abilities. Different environments impose diverse requirements for successful work relations, and adjustments create a state of correspondence between the individual and the environment to generate high performance (Judge, 1994; Dawis and Lofquist, 1984; Na-Nan, Joungtrakul and Dhienhirun, 2018; Lee et al , 2017; Strauser David and Lustig Daniel, 2011). In addition, EWA is a significant contributing factor to individuals, teams and company success by promoting the ability of employees to adjust which then leads to high effective performance.…”

Section: Introductionmentioning

confidence: 99%

“…Furthermore, EWA is a vital criterion for employees and teams for optimum output and success (Wahat, 2008). Thus, human resource developers, consultants and individual companies should strive to encourage and improve EWA (Haueter et al , 2003; Firth et al , 2014; Na-Nan, Joungtrakul and Dhienhirun, 2018).…”

Section: Introductionmentioning

confidence: 99%

Employee work adjustment scale for small and medium-sized enterprises in Thailand

Na-Nan

2019

IJQRM

Self Cite

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Purpose Employee work adjustment (EWA) represents the ability of individuals to adjust effectively to working conditions, supervisors, the environment and their peers. To deal with work adjustment in different environments, companies need to both understand and continually assess their employees. The purpose of this paper is to develop an instrument to measure EWA for small- and medium-sized enterprises (SMEs) in Thailand. Design/methodology/approach The study was conducted in three stages to develop a measurement scale for EWA. First, 18 questions were developed as a questionnaire based on concepts and theories of EWA and validated using exploratory factor analysis (EFA) into four dimensions such as work, supervisor, environment and peer adjustments. Then, a survey was conducted for 360 new employees in SMEs. Finally, confirmatory factor analysis (CFA) and convergent validity were tested along the four adjustment dimensions. Findings This research extended and broadened the EWA concept to provide theoretical support for the adjustment of intelligence research. Four dimensions were developed to measure EWA including aspects of work, supervisor, environment and peer. Research limitations/implications The EWA model was examined using EFA and CFA only. Questionnaire results suggested that concrete constructs were stronger because of single-source, self-assessed data collection as the sample included only employees of SMEs in high-growth sectors of Thailand. EWA findings exhibited a good fit but results require further future refinement and validation using a larger sample size and sampling area. Practical implications The EWA questionnaire has practical use regarding management behaviour and can assist companies and practitioners to better understand the required adjustments for new employees at start-up. This knowledge will help managers to encourage and support newcomers to work better and deliver effective results. Managers and practitioners can develop and hone work adjustment practices for new recruits according to the four dimensions proposed here. Originality/value The validity of this EWA questionnaire will facilitate the future study on boundaries with EWA measurements spanning SMEs contexts. Empirical research results verified that EWA assessment offered new perspectives to explore vital individual work adjustments that are necessary for new recruits to succeed. This instrumental support will help researchers to effectively understand EWA and explore its potential in future studies.

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The Influence of Perceived Organizational Support and Work Adjustment on the Employee Performance of Expatriate Teachers in Thailand

Cited by 10 publications

References 38 publications

ACHIEVE Model on Research and Publication Performance

ACHIEVE Model on Research and Publication Performance

LMX and OCB Civil Servants in Bandung, West Java

Employee work adjustment scale for small and medium-sized enterprises in Thailand

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