In an economy, the product of one industry is the input to another, the product of one enterprise is the input of another business and the end consumer. Countries that know how to create industry linkages to attract businesses to participate will promote business growth in both quantity and quality. In Vietnam, an efficient chain of industry links has not been formed, so it has not created favorable conditions for businesses to develop. Most of the FDI enterprises come to Vietnam to participate partly in the global value chain, but the ability of domestic enterprises to participate is still very limited. The domestic industry linkage chain has not been clearly shaped, the domestic enterprises operate sporadically, so it has not created an attractive ecosystem for small and medium enterprises to participate. To create industry linkages for domestic enterprises to participate, it is necessary to build models of production organization in industries from market research, product design, and organization of satellite businesses to the production of details and components in order to establish a distribution system to the market. Mechanisms and policies focus on supporting and providing incentives for enterprises joining industry clusters operating in all phases of investment in research, design, supply of ancillary products, and distribution.
Primarily, purpose of the current research was to examine the influence of Human resource factors like job security, job autonomy and promotional practices on employee motivation and job satisfaction among employees of petroleum firms in Indonesia. Moreover, the research has also surveyed the mediating aspect of employee motivation among mentioned HR factors and job satisfaction. For data collection, the survey methodology was chosen for the present study. The researcher used convenience sampling for collecting data from employees of petroleum organizations. The response rate of the present study was 73%. For analysis, PLS-SEM tool was used by the researcher. Findings of the study revealed that all these HR factors, job security, job autonomy and promotional practices are significant predictors of employee motivation and employee job satisfaction. Moreover, employee motivation mediates significantly among job security, job autonomy, promotional practices, and job satisfaction. The present study fills the gap of limited studies regarding the application of HR factors to enhance motivation and job satisfaction of the petroleum sector employee. Findings of current research are beneficial for the policymakers, petroleum sector and academicians of HR discipline.
The prime objective of the current study was to examine the relationship between self-efficacy, work environment, career identity, work engagement and job embeddedness. Furthermore, the mediating association of work engagement is also examined in the proposed model. This study is conducted in the hotel industry of Indonesia. The data was gathered from the workers of different hotels. The response rate of the present study is 75.3%. PLS-SEM tool is used by the researcher for the analysis of the present study on the basis of data collected. The findings of the study point out that work engagement of the employees is significantly impacted by self-efficacy, career identity and work environment, which in turn have a significant link with job embeddedness. Moreover, mediating relationship work engagement is also proved significant statistically in the present paper. The findings of the study fill the gap of limited studies conducted to examine strategies for the creation of job embeddedness among employees. In the end, the results are important for the policymakers of the hotel industry by which they can develop strategies to create work engagement and job embeddedness among employees of the hotel sector.
The purpose of the present research was to explore the impact of procedural justice on organizational learning, employee knowledge sharing, and organizational trust. The present study also examined the mediating effect of organizational trust and knowledge sharing as well. The researcher adopted a survey method for the collection of data in the present study. The data was collected from the employees of automobile firms in Indonesia. The valid response rate of the data collected was 63.27%. For the analysis purpose, the study used PLS 3 software. The findings of the study support all of the proposed direct and mediation hypothesis. The study contributes to filling the gap of few studies regarding HR factors to enhance the organizational learning in the automobile sector of Indonesia. The present study is also helpful for the policymakers of the automobile sector and academicians of HR to better design their strategies for organizational learning and to achieve long term goals.
In order to compete in current international and local markets, organizations must find ways to reduce their cost. One of the reasons for the increased cost of organizations is employee absenteeism. The present study aimed to assess the impact of work overload, role ambiguity, and role conflict on job stress and absenteeism. The present study also explored the mediating impact of stress among mentioned independent variables and absenteeism. The data of the study was collected from the employees working conducted electronic goods-producing firms of Indonesia through convenience sampling. The findings of the study confirmed all proposed hypothesis. The findings of the study fill the gap of few studies tried to identify the role of different factors, creating stress and causing absenteeism among employees of the manufacturing sector of Indonesia. The results of the research are helpful for the policymakers of the sector and HR managers to device policies by which they can engage the employees.
This research article aims at examining the nature of the relationship between the real effective exchange rate and oil prices in Thailand for the period 1997 to 2019. It is expected that bilateral exchange rates have more fluctuation under a floating exchange rate than under a fixed exchange rate. The monthly data of real oil prices and real effective exchange rate have been employed for the analysis. The results indicate that these two series do not have co-integration and causality connections. However, a raise in the instability in oil prices brings to a raise in rate of exchange instability. These findings have important policy implications for the government.