It has been suggested that talent management (TM) has a direct and significant relationship with a number of employee outcomes. This is while the number of studies examining the process of TM leading to these outcomes are limited. Therefore, the main purpose of this study is to present a new model for analyzing processes of TM and its linkage with several employee and organizational outcomes that are organizational commitment and turnover intentions. Additionally, the present paper involves a mediating factor (P-O fit) alongside a moderating variable that is, Organizational Culture. A sample of 510 employees were selected from different banks located in Amman, Jordan. Mediation and moderation models were tested through structural equation modeling (SEM). The findings, being in consensus with previous studies, showed that TM has a linkage with both TI and Organizational Commitment. Mediating effect of P-O fit was shown with both aforementioned variables. In addition, the moderation effect of organizational culture on the relationship between TM and TI was found. The study contributes to the literature of the topic by providing a fit model to explain the linkage of TM and a number of organizational and employee outcomes. Bank managers can benefit by being aware and implying TM practices within their firms to further develop company advancements and attending to their employees based on new HRM trends.

In a diverse and modern organization with high extent of competitiveness within the market, maintaining high performance is of necessity. Talent management practices, when implied and used properly can significantly contribute to an organizations’ degree of overall performance as it has been noted throughout the literature. Employees and individuals seeking professional careers are required to cope with fast-changing environments of their workplaces. The need to constantly improve oneself is a dire one. Current research paper analyzes mediation effect of organizational commitment on the relationship between proactive personality and talent management practices from employee perspective of university academic and administrative staff. Mediation regression analysis (PROCESS) has been used to analyze the gathered data from universities located in North Cyprus, and the accumulated results show a full mediation effect from organizational commitment on the aforementioned relationship. The study contributes to the literature through expansion of proposed model in context of talent management and proactive personality as well as analytical method alongside context of academia. Furthermore, this study provides tangible implications, which can be beneficial for university decision-makers.

Employee satisfaction is significant when it comes to define organizational success, particularly in the service industry. The need to enhance employee satisfaction is critical because it is the key to better business operations as it increases long-term employee productivity and retains profitable customers. The purpose of this study is to observe and test practically the relationship between employee satisfaction and customer satisfaction. The study discusses five employee variables that impact on customer satisfaction, namely, communication and rewards as well as employee loyalty, retention and commitment. A set of hypotheses were then developed theoretically and tested practically using the SEM-PLS approach. In conclusion, it was found that customer satisfaction had a causal relationship with employee satisfaction and an understanding of the employees’ satisfaction role was extremely important in this context. The paper also discusses further findings from the study as well as suggests future related research areas.

It is a well-known fact that quality of work life (QWL) is considered as a philosophy to make the people more effective at workplace by understanding their psychological well-being and involvement or attachment. The main objective of the current investigation was to understand the degree of the QWL amongst the employees working in the Saudi Arabia. The random sampling method was applied to select the data from employees working in the public and private sectors. The QWL scale and biographical information sheet were used to gather the information from the employees. Based on the research objective and design of the investigation, factorial analysis, Cronbach’s alpha value for reliability check and other statistical techniques were used to explore the facts of the data. The results show that six factors such as autonomy, inter-group relation, recognition, economic benefits, self-respect and supervisory relations were most important determinants of QWL; married and public sector employees found to have high mean score on QWL as compared with their counterparts and majority of employees in the company were having low level of quality of work life. Certain mechanism was discussed to enhance the QWL of the employees to make the organization more effective and viable.

The study aims to test the impact of risk on supply chain cooperation in the agriculture sector in Vietnam. The research paper used the quantitative research method through analysing structural equation modelling (SEM), with a dataset of 518 observations. The survey subject is the experienced and knowledgeable manager in supply chain management in the agricultural sector. The result found that risk has impacted not only directly and negatively on the supply chain cooperation but also indirectly through intermediary factors, namely commitment and the participant's opportunistic behaviour. In addition, the study has also proved that in some cases, the participant's dependency mentality in work and opportunistic behaviour lead to the opposite impact of commitment on trust and level of supply chain cooperation in agriculture. Based on this result, the study also makes recommendations to enhance the effectiveness of the supply chain cooperation in the agricultural sector in Vietnam. The findings contributed to both theory and practice. It pointed out the impact of risk on the supply chain cooperation in the agricultural sector, as well as the mediating role of commitment and opportunistic behaviour in this relationship.

The purpose of this paper is to identify the relationship between the determinants of internationalisation and innovation on balanced scorecard (BSC) among Malaysian small and medium enterprises (SMEs). Internationalisation covers the dimensions of knowledge, trust, commitment and opportunity development, which can benefit the firm performance in Malaysia by increasing the involvement of SMEs in international business activities. A sample of 202 firms was considered for this study and Structural Equation Modelling (SEM) was used. The dimensions of knowledge, trust, commitment and opportunity development were observed to examine the proposed hypotheses. The results indicate that internationalisation as a whole; such as knowledge, trust, commitment and opportunity development played an important role in innovation and balanced scorecard among Ma-laysian SMEs. However, this also can solve the existing myth of a role in the internationalisation on innovation towards a balanced scorecard of SMEs in Malaysia because family businesses are a critical pillar of many Malaysian enterprises. Therefore, this research conveys an understanding to the owners and managers to quickly achieve innovation and balanced scorecard results. Finally, this study brings some conclusions to the policy makers and regulators as well.

Students’ loyalty enhances sustainability and survival rate of higher education institutions. Successful university managers and higher education thrive to improve service quality and to build loyalty among local and international students to sustain under the globalization. The aim of this research was to investigate the mediation effect of some key long-term relationship antecedent variables such as trust, satisfaction, and commitment between the perceived service quality and student loyalty latent variables. The relationship between the constructs in the instrument was tested through Partial Least squares (PLS) structural equations methodology using SmartPLS 3 program. The results of this research show that perceived service quality impacts loyalty specifically through commitment. Students’ loyalty is significantly influenced by commitment. However, student satisfaction has no significant direct effects on loyalty. Student trust has a negative effect on student loyalty so the results indicate that commitment fully mediates the effects of perceived service quality on student loyalty. Hence, university managers revitalize and sustain students’ loyalty if along with high quality services they also stimulate bonds and students identification with the university by reinforcing emotional force such as commitment.

This study examines the effect of strategic management on work performance through organizational commitment, and the influence of strategic management and organizational commitment on employee performance who worked at Muhammadiyah University of Indonesia. The sample used according to the calculation of cluster sampling probability proportionate to size model (PPS) with the formulation of Slovin which yielded 386 employees at 12 muhammadiyah universities in Indonesia. The developed instrument combines part of the existing questionnaire related to strategic management, organizational commitment, and work performance, using the Likert Method of Suc-cessive Interval (MSI) scale. The data were analyzed by regression equation using SPSS 21 soft-ware. The findings of this study concluded that strategic management and organizational commit-ment affect the performance of employees. Moreover, strategic management along with organiza-tional commitment affect the performance of employees. Finally, the effect of strategic management factors under the title of understanding of planning, adequacy to company, and utilization along with organizational commitment is observed positive on the work achievements. For the better un-derstanding, the effects of these factors should also be observed as presented through regression findings of the study. Based on such findings, it is suggested that management of the selected universities should consider the integration between strategic management, organizational commitment, and work achievements.

The purpose of this study is to find answers to the research problem posed, namely the implementation of the long-term cooperation strategy between suppliers and companies through supplier commitment factors with companies and supplier communication with companies that can improve the company's supply chain performance. The populations in this study are suppliers of manufacturing companies listed on the Indonesia Stock Exchange (BEI) in 2016-2020. Data were collected using a questionnaire containing questions related to research. Furthermore, in this study a theoretical model was developed by proposing 5 hypotheses to be tested using Structural Equations Modeling (SEM) using AMOS software. The results showed that the function and existence of the antecedents of the Long-Term Cooperation Strategy have a high role in determining Supply Chain Performance. Based on the influence analysis, it can be concluded that Communication has a higher influence on Supply Chain Performance compared to Commitment.

This study examines the mediating effect of supply agility on the relationship between trust and commitment and supply chain performance. The study examines the direct effect of trust and commitment on supply chain performance, trust and commitment on supply agility and supply agility on supply chain performance. The study also examines the indirect effect of trust and commitment on supply chain performance with supply agility as an intervening variable. The research sample consists of 100 respondents who sell chicken meat in seven districts in Lebak Regency, Banten Province, Indonesia. Data are collected using purposive sampling technique. The statistical tool used is the SmartPLS 3.0 application. The results of this study indicate that; trust has no effect on supply chain performance, commitment has a significant effect on supply chain performance, trust has a significant effect on supply agility, commitment has a significant effect on supply agility, and supply agility has a significant effect on supply chain performance.