ICO: Dissertations

Permanent URI for this collectionhttps://repository.nida.ac.th/handle/662723737/59

Browse

Now showing 1 - 20 of 157

Linking self-efficacy, positive emotions, and digital competence to innovation: The mediating role of work engagement and the moderating role of inclusive leadership
Xu, Jie; Vesarach Aumeboonsuke (National Institute of Development Administration, 2025)
This study investigates the complex relationships between positive emotions, self-efficacy, digital competence, inclusive leadership, work engagement, and innovative behavior among Generation Z employees in Chinese technology companies. Grounded in Social Cognitive Theory (SCT) and Broaden-and-Build Theory (BBT), the research addresses critical gaps in understanding how psychological factors and leadership approaches influence innovation in digitally transformed workplaces. The study employed a quantitative approach using structural equation modeling (SEM) to analyze data from 406 Generation Z employees working in R&D departments of ten leading Chinese technology firms: Huawei, BYD, CATL, Alibaba, Tencent, Xiaomi, Baidu, ByteDance, JD.com, and Lenovo. Data were collected through validated questionnaires measuring positive emotions, self-efficacy, digital competence, work engagement, inclusive leadership, and innovative work behavior.
Exploring the impact of organizational sustainable policies on employee pro-environmental behaviors: A normative conduct, leader-member exchange theory, and ability, motivation, and opportunity theory
Angkana Kreeratiratanalak; Aweewan Panyagometh (National Institute of Development Administration, 2025)
As global industrial activity expands, organizations face increasing pressure to integrate sustainability into their strategic and operational frameworks. While formal sustainability policies have been widely implemented, their effectiveness depends on the degree to which employees translate these commitments into pro-environmental behaviors (PEBs) in the workplace. This dissertation explores the impact of organizational sustainability policies on employee PEBs by integrating three theoretical perspectives: the Focus Theory of Normative Conduct (FTNC), Leader–Member Exchange (LMX) theory, and the Ability–Motivation–Opportunity (AMO) framework. The study further examines the sequential mediating roles of green shared value (GSV) and green work climate (GWC), and the moderating role of individual green values (IGV), while incorporating cross-cultural and cross-organizational comparisons. A mixed-methods design was employed to ensure comprehensive understanding. Quantitatively, survey data were collected from 685 employees—Thai listed (n = 377), Thai private (n = 212), and a German private company (n = 96)—across five organizations (two Thai listed, two Thai private, one German). Multi-group structural equation modeling (MGSEM) was applied to test the hypothesized direct, indirect, and moderated relationships. Qualitatively, interviews with HR managers and senior executives provided contextual insights into policy implementation, leadership practices, and cultural interpretations of sustainability initiatives. The findings offer several key insights. First, FTNC-based pathways received the strongest support, particularly in the Thai context. Perceived sustainability policy (PSP) significantly predicted PEBs in the overall sample and in Thai companies, with especially strong effects in listed firms where sustainability initiatives were institutionalized through key performance indicators and formal reporting systems. The sequential mediation pathway PSP → GSV → GWC → PEBs was significant in Thai organizations, confirming that sustainability policies shape employee behaviors most effectively when embedded in shared values and a supportive work climate. In contrast, this pathway was non-significant in the German sample, reflecting cultural differences rooted in stronger individualism and greater autonomy. Second, LMX-based pathways demonstrated more conditional support. In Thai listed firms, perceived leadership support (PLS) influenced PEBs indirectly through GWC, reinforcing the role of leaders in cultivating green climates rather than directly dictating behaviors. However, in the German company, PLS negatively predicted GWC, suggesting that directive leadership may be perceived as intrusive or misaligned in autonomy-oriented contexts. Third, AMO-based pathways revealed complex dynamics. Direct effects of green HRM (GHRM) on PEBs were weak or negative in Thai organizations, indicating risks of symbolic or misaligned practices. However, when mediated through GSV and GWC, GHRM positively influenced PEBs across Thai groups, underscoring the critical role of normative alignment in transforming HR systems into meaningful behavioral outcomes. In the German case, neither direct nor mediated GHRM effects were significant, suggesting that intrinsic values and professional standards may outweigh formal HR practices. Fourth, IGV showed strong but varied moderating effects. In Thai listed firms, IGV weakened the PSP–PEB link, reflecting a substitution effect where strong organizational systems reduced reliance on individual values. Conversely, in Thai private companies, IGV amplified the effects of PSP and GHRM, indicating that employee values compensated for weaker formal mechanisms. In the German company, IGV negatively moderated the PLS–PEB path, highlighting sensitivity to perceived value incongruence or symbolic leadership. The integration of quantitative and qualitative findings reinforces these results. Interviews revealed that listed companies often pursued sustainability for compliance and reputation, while private firms relied on value-driven leadership and employee engagement. Leaders acted as meaning-makers rather than policy enforcers, shaping sustainability through narrative and example. HR managers highlighted challenges of aligning policy with motivation, emphasizing the need for authentic value integration. Practically, the findings provide actionable guidance for managers. Structured sustainability policies and KPIs are effective in formalized contexts, but less so in autonomy-oriented cultures where authenticity and value alignment matter more. Building a green shared vision and supportive work climate is essential for translating policies into meaningful behaviors. Leadership should prioritize narrative and symbolic alignment over top-down directives, particularly in culturally diverse organizations. HRM systems should be embedded into broader value-based initiatives, avoiding superficial compliance. Finally, interventions must be tailored to employee values and cultural norms, with localized adaptation of global sustainability strategies. In conclusion, this dissertation demonstrates that sustainability policies can only achieve their intended impact when translated into employee values and daily practices. Formal systems are necessary but insufficient; authentic leadership, shared purpose, organizational climate, and personal green values are decisive in shaping sustainable behaviors at work. By bridging theoretical integration with empirical cross-cultural evidence, this study provides new insights for both scholarship and practice, offering pathways for organizations to foster enduring employee commitment to sustainability in a rapidly changing global environment.
The impact of charismatic leadership on the team performance of small and micro enterprises: Dual mediating roles of team learning and team cohesion
Zhou, You; Marisa Laokulrach (National Institute of Development Administration, 2025)
The prosperity of the social economy relies heavily on the vigorous development of small and micro enterprises (SMEs). The survival and growth of SMEs depend on efficient operations and satisfactory performance. SMEs play a vital role in promoting employment, stabilizing the economic environment, and enhancing the innovation capacity of the private sector, making them a key driving force for social and economic development. As China’s socio-economic development deepens, SMEs have received increasing attention and support due to their significant contributions. However, in their initial stages, SMEs often face challenges such as unclear goals, underdeveloped internal structures, and immature management models. In this context, the personal capabilities of enterprise leaders become crucial for the stable survival and sustainable development of SMEs. Charismatic leadership, as a vital leadership style, is recognized for its unique role in motivating employees, fostering innovation, and promoting team development through personal charisma, influence, and inspiration. This research aims to investigate the impact of charismatic leadership, team learning, and team cohesion on the team performance of SMEs and to analyze the mediating roles of team learning and team cohesion in this relationship. This study collected data via an online platform, obtaining 738 valid responses from 87 SMEs in Guangdong Province, including 433 employee responses and 305 responses from senior managers. Data analysis was conducted using AMOS 23. The results indicate that charismatic leadership (β = -0.126, p > 0.05) did not have a significant direct positive effect on team performance. However, it had a significant positive effect on both team learning (β = 0.795, p < 0.001) and team cohesion (β = 0.822, p < 0.001). Moreover, team learning (β = 0.512, p < 0.001) and team cohesion (β = 0.525, p < 0.001) both had significant positive effects on team performance. Team performance, in turn, significantly influenced enterprise performance (β = 0.745, p < 0.001). In addition, team learning (β = 0.407, p < 0.001) and team cohesion (β = 0.432, p < 0.001) were found to play significant mediating roles in the relationship between charismatic leadership and team performance. The findings highlight the pivotal role of charismatic leadership in SMEs. Leaders in SMEs should prioritize cultivating their charismatic leadership qualities by employing effective management strategies to motivate team members and enhance team cohesion, thereby driving improvements in enterprise performance.
Exploring mediating factors linking cultural intelligence to employee performance in cross-cultural teams of Chinese multinational companies
Mao, Yakun; Vesarach Aumeboonsuke (National Institute of Development Administration, 2025)
With the rise of China's economy, multinational Chinese companies have developed considerable advantages in international market competition. Cross-cultural teams are vital for global success but face three key challenges:internal communication difficulties, varying work styles among employees from different cultural backgrounds, and leadership disagreements rooted in cultural differences. These challenges can potentially hinder overall employee performance within cross-cultural teams.Grounded in Social Identity Theory and Social Cognitive Theory, this research investigates how cultural intelligence affects employees’ perception of inclusiveness, knowledge sharing, and employee innovative behavior, and how these three factors collectively influence employee performance. Survey data from 407 employees at Chinese multinational companies were analyzed via partial least squares structural equation modeling. The findings reveal that: (1) cultural intelligence enhances employees’ perception of inclusiveness, encourages knowledge sharing, and promotes employee innovative behavior; (2) employees’ perception of inclusiveness, knowledge sharing, and employee innovative behavior each have a positive influence on employee performance; and (3) these three factors serve as mediators in the relationship between cultural intelligence and employee performance.
Research on the impact mechanism of perceived electronic communication boundary infringement during non-working hours on employees’ work withdrawal behavior: Based on boundary theory and the cognitive-affective-behavioral model
Hu, Yating; Li, Zhongwu (National Institute of Development Administration, 2024)
With the rapid development of information technology and the widespread adoption of remote work, electronic communication outside working hours has become an undeniable phenomenon in the modern workplace. Although non-working-hour electronic communication has certain advantages in enhancing work efficiency and promoting organizational collaboration, its impact on employees’ mental health and work behavior has gradually attracted academic attention. This study, based on boundary theory and the cognitive-affective-behavioral model, explores the mechanism by which the perception of boundary invasion in non-working-hour electronic communication affects employees’ work withdrawal behavior, revealing the role of relative deprivation and emotional exhaustion in this process, as well as the moderating effect of self-efficacy. This study employed a questionnaire survey method to collect valid sample data from 465 Chinese university workers. It constructed a comprehensive theoretical framework to explore the mechanism by which the perception of boundary invasion in non-working-hour electronic communication affects employees’ work withdrawal behavior, and introduced relative deprivation and emotional exhaustion as chain mediating variables, while also examining the moderating effect of self-efficacy. The research results indicate that both psychological boundary invasion perception and time boundary invasion perception significantly and positively influence employees’ relative deprivation and emotional exhaustion; relative deprivation and emotional exhaustion play a chain mediating role between the perception of boundary invasion in non-working-hour electronic communication and employees’ work withdrawal behavior, meaning that boundary invasion perception first enhances employees’ relative deprivation, then triggers emotional exhaustion, and ultimately leads to the occurrence of work withdrawal behavior; self-efficacy has a significant negative moderating effect on the relationship between relative deprivation, emotional exhaustion, and employees’ work withdrawal behavior, meaning that employees with high self-efficacy are better able to mitigate the negative impact of boundary invasion perception, while those with low self-efficacy are more susceptible to it.
The impact of ambidextrous learning on employee performance under digital transformation stress
Lin, Jing; Li, Zhongwu (National Institute of Development Administration, 2024)
Against the backdrop of accelerating digital transformation, enterprises are facing unprecedented pressure for change, and how employees adapt to this transformation has become a critical factor influencing organizational performance. Based on the stress-performance theory, ambidextrous learning theory, and perceived competence theory, this study constructs a mechanism model to examine the relationships among digital transformation stress perception, ambidextrous learning (exploratory learning and exploitative learning), perceived competence, and employee work performance. The research aims to explore how digital transformation stress perception influences employee work performance through ambidextrous learning, while further analyzing the moderating role of perceived competence to reveal how employees effectively learn and enhance performance in a digital environment. This study adopts a questionnaire survey method, collecting self-assessment data from 405 corporate sales managers regarding their perceptions of digital transformation pressure, learning approaches, perceived competence, and work performance. A structural equation model (SEM) was constructed to test the research hypotheses, and hierarchical regression analysis was employed to examine the moderating effect of perceived competence. Through quantitative analysis, the study reveals the mechanism by which digital transformation stress perception influences employee work performance through ambidextrous learning (exploratory learning and exploitative learning).
The impact of consumer-enterprise interaction on purchase intention of new energy vehicle - based on the interaction between brand awareness, brand trust and enterprise empathy capability
Qin, Haofei; Li, Zhongwu (National Institute of Development Administration, 2024)
With the rapid development of the new energy vehicle market, the role of consumers’ brand awareness and trust in purchasing decisions has become increasingly prominent. In this context, brand awareness and brand trust have become crucial factors in consumers’ purchase decisions. Especially with the rapid advancement of digitalization and informatization, both online and offline consumer interactions play an increasingly important role in shaping brand influence. Therefore, the purpose of this study is to explore the impact of consumer-enterprise interaction, especially the online and offline consumer-enterprise interaction, on brand awareness, brand trust, and purchase intention, so as to provide theoretical support and practical guidance for the new energy vehicle industry. This study selects consumers of new energy vehicles in the Chinese market as the research objects, and collects data by conducting questionnaire surveys on offline auto show participants and online auto community platform users. The quantitative research method was used to verify the relationships between brand awareness, brand trust, enterprise empathy capability, and consumers’ purchase intention. The study constructs a multi-dimensional theoretical framework that includes brand awareness, brand trust, enterprise empathy capability, and purchase intention, and conducts empirical tests under this framework. The results show that both online and offline consumer-enterprise interaction have a significant positive impact on brand awareness and brand trust. Brand awareness and brand trust also play an important role in promoting consumers’ purchase intention. In particular, brand trust has a more significant impact on purchase intention. Online and offline consumer-enterprise interaction significantly increase the purchase intention of new energy vehicle consumers by enhancing brand awareness and trust. Furthermore, enterprise empathy capability plays a significant moderating role between brand awareness and purchase intention, as well as between brand trust and purchase intention, further strengthening the emotional connection between brands and consumers. This study not only provides new perspective for understanding the behavior of new energy vehicle consumers, but also offers strong theoretical support and practical guidance for NEV enterprises on how to enhance brand awareness and brand trust through online and offline interactions in marketing. By integrating relationship marketing theory, social information processing theory, and consumer decision models, this research provides new ideas for analyzing consumer behavior in the NEV market, which has certain theoretical and practical value.
The influence of perceived pride on pro-environmental behavior among residents in Chinese natural heritage sites: Based on the extended norm activation theory
Kong, Ze; Aweewan Panyagometh (National Institute of Development Administration, 2024)
With the increasingly severe global environmental issues, how to effectively promote residents’ pro-environmental behavior has become a significant research topic in environmental protection. Chinese natural heritage sites, as precious ecological resources, face the challenge of balancing environmental conservation with socio-economic development. In recent years, public environmental awareness and behavior have gained attention, particularly the role of emotional motivations such as perceived pride in driving residents’ environmental actions. This study focuses on residents in Chinese natural heritage sites and systematically explores the relationships among perceived pride, consequence awareness, responsibility attribution, environmental commitment, pro-environmental behavior, and sustainable development perception based on the extended norm activation theory, aiming to reveal the mechanisms influencing pro-environmental behavior. Employing a questionnaire survey method, data were collected from residents in 3 World Natural Heritage Sites in China. The study thoroughly examines the pathways and mechanisms among variables. The core research question investigates how perceived pride enhances environmental commitment and pro-environmental behavior by influencing consequence awareness and responsibility attribution, while exploring variations in this process under the moderating effect of sustainable development perception.
Study on the mechanism of synergistic influence factors on consumers' online shopping willingness in China's prefabricated dishes industry
Wu, Ailong; Marisa Laokulrach (National Institute of Development Administration, 2024)
The aim of this study is to analyse the online shopping willingness of consumers in the Chinese prefabricated dishes industry from the perspective of synergistic influence based on the Elaboration Likelihood Model(ELM), the Unified Theory of Acceptance and Use of Technology(UTAUT), and the diffusion of innovations theory(DIO); and the moderating role of consumers' intrinsic innovativeness among the three influencing factors of performance expectancy, effort expectancy, and social influence, and the consumer's willingness to shop online. In this study, the statistical tool SPSS 22.0 was used to test the reliability and validity of the questionnaire data respectively, and structural equation modelling and AMOS 24.0 were used to analyse the theoretical model and verify the research hypotheses. This time, 534 questionnaires were returned, and by eliminating 32 questionnaires that had many questions that were not answered, and obviously invalid questionnaires (e.g., choosing the same for all the questions, and logical contradictions between the previous and subsequent answers), 502 valid questionnaires were formed, and the validity rate reached 94.01%. The results show that consumers’ willingness to shop prefabricated dishes online is significantly positively influenced by performance expectations, effort expectations, e-commerce platform quality, product quality, logistics service quality, and brand image; willingness to shop online significantly and positively influences consumers’ online shopping behaviours; whereas social influences, and consumers‘ intrinsic innovativeness do not have a significant positive influence on prefabricated dishes consumers’ willingness to shop online; consumers' intrinsic innovativeness has no significant positive influence in the range between effort expectations to online shopping willingness and Performance Expectation to Online shopping willingness. The results of this study provide useful information for enterprise management and marketing personnel, which helps them to target consumer groups, understand the real needs of consumers, adjust enterprise marketing strategies in a timely manner, and continuously adapt to the changing market demand, which in turn improves the willingness to buy, increases the sales of prefabricated dishes, and enables the development and growth of prefabricated dishes enterprises. In addition, the results of this study can also help government departments to more accurately formulate supportive policies to promote the development of the prefabricated dishes industry and point out the direction for prefabricated dishes enterprises to improve their products and upgrade their services. The results of this study suggest that the prefabricated dishes industry and e-commerce platforms should improve consumers’ willingness to shop online through the following ways: firstly, optimise the platform's online shopping system to raise consumers’ expectations of effort; secondly, improve logistics services to raise consumers' expectations of performance; thirdly, ensure the quality of prefabricated dishes products and focus on the standardisation and branding of prefabricated dishes; and lastly, ensure that the price of the products is reasonable and that the prefabricated dishes is full of colour and flavour. By summarizing the deficiencies and limitations in the research process, this study finds that the directions of research that can be deepened in the future are as follows: (1) When constructing the model of factors influencing consumers’ online shopping willingness, try to carry out exhaustive analyses of the factors that may be influential in light of the characteristics of the industry, and not only need to analyze the relationship of the influence of the independent variable factors on consumers’ online shopping willingness, but also need to comprehensively analyze the potential relationship between the independent variables; (2) Distributed through social media and online methods such as wenjuanxing platform, the way to obtain samples is limited, which may lead to some e-commerce platform consumers can not be reached, and the age of the survey respondents and other aspects and the real situation of the deviation.
Influencing factors and mechanisms of sustainable employee innovative behavior in Chinese technology-based enterprises
Li, Tingting; Vesarach Aumeboonsuke (National Institute of Development Administration, 2024)
With the deepening of the globalization and the rapid advancement of technology, competition in the international market is becoming increasingly fierce, posing severe survival challenges for technology-based enterprises. Technological innovation is the key factor in maintaining the competitiveness of these enterprises. However, due to the long development cycles and high costs involved, they face significant difficulties in achieving sustainable innovation. Particularly in the field of high and new technology, technology blockades and monopolies have intensified competition for innovation resources. Meanwhile, internal management and evaluation mechanism within enterprises impose further constraints. In particular, technical professionals in Chinese technology-based enterprises often prioritize short-term results while neglecting long-term technological innovation. This phenomenon weakens enterprises’ ability to sustain innovation and creates greater challenges for their long-term development. Employees are the driving force behind innovation in technology-based enterprises, and each employee has unique psychological characteristics, knowledge backgrounds, cognitive abilities, and attitudes toward technological innovation. Therefore, effectively stimulating employees’ potential for sustainable innovation and enhancing their long-term innovative behavior are crucial to improving enterprise innovation efficiency. Addressing this issue has become an urgent priority for Chinese technology-based enterprises. This study integrates theoretical and empirical methods to conduct an in-depth analysis of the mechanisms by which five factors—psychological capital, social capital, perceived organizational support, work engagement, and error management climate—affect sustainable employee innovative behavior. A total of 507 questionnaires were collected from employees of Chinese technology-based enterprises. The results indicate that psychological capital, social capital and perceived organizational support all have significant positive effects on both work engagement and sustainable employee innovative behavior. Moreover, psychological capital indirectly contributes to sustainable employee innovative behavior through the mediating role of work engagement. Similarly, social capital and perceived organizational support positively influence work engagement and, in turn, indirectly promote sustainable employee innovative behavior. Additionally, an inclusive error management climate strengthens the positive impact of work engagement on sustainable employee innovative behavior, further enhancing employees’ performance in innovation activities. The findings of this study provide valuable insights for human resource management and organizational innovation management in Chinese technology-based enterprises. The study recommends that these enterprises enhance employees’ psychological capital and social capital, strengthen perceived organizational support, and foster an inclusive error management climate to promote work engagement and sustainable employee innovative behavior. By doing so, they can improve their innovative capacity and market competitiveness.
The impact of human resource slack on digital transformation in all China A-share listed corporations: a study of mechanisms based on dynamic capabilities and ownership
Lu, Ran; Sun, Xuemei (National Institute of Development Administration, 2024)
The rapid development of China's digital economy has brought about the need for corporations to undergo digital transformation, and both manpower reserves and innovation capabilities play a role in the continuation of a digital transformation. This paper analyses the data of listed corporations on the Shenzhen and Shanghai stock exchanges over a period of 16 years from 2009, with a total of 28,619 samples, and measures the degree of digital transformation of corporations by their comprehensive performance in terms of ‘words’ and ‘deeds’, and it takes the degree of human resource slack as an independent variable, whilst adding three dimensions of dynamic capabilities as the mediator variables to measure the degree of digital transformation. The relationship between the three dimensions of dynamic capabilities is measured by adding the three dimensions of dynamic capabilities as mediator variables. This paper also introduces ownership as a moderating variable in order to better distinguish the differences between state-owned corporations and private corporations in the construction of human resource abundance and digital transformation. The robustness and endogeneity of the model are also examined, adding insights from different perspectives for Chinese corporations in the process of digital development.
The benefits of sustainable office buildings to investors and occupants : a comparison between LEED certified and non-certified office buildings in Bangkok
Thanit Teawanit; Aweewan Panyagometh (National Institute of Development Administration, 2024)
This dissertation provides a comparison of the occupant and organizational benefits between LEED certified and non-certified office buildings located in Bangkok. This study bridged the occupants’ satisfaction toward indoor environment quality (IEQ), the employees’ wellbeing, performance, engagement and their organizational commitment. Structural Equation Model is used to analyze the relationship among the abovementioned variables. The results showed that the satisfaction upon the IEQ has a significant impact on employee’s wellbeing and their performance for both certified and non-certified buildings. The satisfaction toward IEQ was found to influence the job engagement, and workplace well-being level of occupants in LEED and NON-LEED office buildings. The effects are stronger in LEED certified buildings than NON-LEED certified buildings. Moreover, this study showed evidence that the employee well-being is a mediator between IEQ satisfaction and employee's performances, engagement and commitment. Implications were discussed for the healthy workplace for an organization.
The impact of degree of individual environment fit on the thriving at work of generation-Z employees: Based on self-determination theory and personal growth model
Li, Yixiao; Li, Zhongwu (National Institute of Development Administration, 2024)
As Generation-Z employees gradually become the main workforce in the workplace, how to stimulate their work motivation and enhance their performance has become a key challenge for companies. Generation-Z employees place more emphasis on sense of autonomy, personal growth, and teamwork in their work. Therefore, it is of great significance to explore the impact mechanism of person-environmental fitness on their sense of self-determination and thriving at work. This study aims to investigate the degree of person-organization value fitness, person-team interpersonal fitness, and person-job requirements fitness on the Sense of self-determination of Gen-Z employees, and further analyze the mediating role of sense of self-determination between person-environmental fitness and thriving at work. Additionally, the study introduces perceived insider status scale as a moderating variable to explore its moderating effect on the relationship between person-environmental fitness and sense of self-determination.
The Gig economy in Thailand: an exploration of behavior, motivation, and turnover intention among motorcycle riders
Teerathep Thepprasarn; Sid Suntrayuth (National Institute of Development Administration, 2024)
The study aimed to examine the factors affecting the work experiences, well-being, and turnover intention of Thai gig workers in online delivery services. It looked at the effect of job insecurity, perceived behavioral control, and social influence on job embeddedness, extrinsic and intrinsic motivations, and intention to turnover. Based on quantitative research conducted with 399 gig workers, the study identified that these factors are interconnected. Surprisingly, job insecurity is positively related to extrinsic motivation and turnover intention, while perceived behavioral control is positively related to intrinsic motivation and turnover intention. Social influence can be seen as a moderator, affecting the relationship between job insecurity and job embeddedness. Also, job embeddedness helps mediate the effects of job insecurity on turnover intention, thus playing a mediating role. These findings enrich the understanding of gig work characteristics in Thailand as well as provide useful recommendations for platform companies, the government, and gig workers. A survey research method employing questionnaires was applied to develop and test a conceptual model. The participants of the study were gig workers from various online delivery applications in Thailand. To test the proposed hypotheses and the relationships between the variables, quantitative analysis methods such as structural equation modeling (SEM) were used. The results indicated that job insecurity and perceived behavioral control affected both the extrinsic and intrinsic motivation of the employees. However, the role of social influence was more complex, as it only acted as a moderator for the relation between job insecurity and job embeddedness and did not directly affect the level of turnover intention. Among the findings, it was established that job embeddedness mediates the relation between job insecurity and turnover intention, thus emphasizing its significance in the context of gig workers’ retention. Therefore, it is recommended that job insecurity be managed and perceived behavioral control be enhanced to improve gig workers’ well-being and decrease turnover intentions. It also stresses the need to enhance the social context to prevent the adverse consequences of job insecurity. These findings have significant implications for platform companies and policymakers to inform interventions and policies for improving the experience of gig workers and the sustainability of the Thai gig economy.
The influence of communication, brand trust, and commitment on the brand loyalty towards international schools in China from the perspective of parent perception
Chen, Xiuqun; Sun, Xuemei; Yu, Shun-Chi (National Institute of Development Administration, 2024)
The rapid proliferation of international schools in China, driven by globalization and socio-economic development, engendered significant challenges in brand management and customer loyalty. This study investigated the intricate relationships among communication, brand trust, brand commitment, and brand loyalty in international schools in China from the perspective of parent perception. Employing a quantitative research design, this study utilized stratified, purposive, quota, and convenience sampling techniques to survey 827 parents of students enrolled in 134 Chinese international schools across four regions: Central China, North China, South China, and East China. The research instrument comprised a self-administered questionnaire designed to capture parents' perceptions of communication strategies, brand trust, emotional and continuous commitment, and brand loyalty. Structural equation modelling (SEM) was employed to analyse the data and elucidate the causal relationships among the variables. The findings revealed that both controllable and uncontrollable communication strategies significantly influenced brand trust. Only uncontrollable communication exhibited a significant effect on emotional and continuous commitment. Brand trust emerged as a crucial mediator, significantly affecting both forms of commitment and brand loyalty. The emotional and continuous commitments positively influenced brand loyalty, underlining the importance of fostering strong customer relationships. This research made several significant contributions to the field of brand management in international education. Firstly, it developed and validated a comprehensive model illustrating the complex interplay between communication strategies, brand trust, customer commitment, and brand loyalty in the context of international schools in China. Secondly, it highlighted the differential impacts of controllable and uncontrollable communication on various aspects of brand relationships, providing valuable insights for strategic communication management. Lastly, the study emphasized the critical role of brand trust as a mediator in the brand loyalty formation process, offering a nuanced understanding of how communication strategies translate into customer loyalty in the international education sector. These findings provide both theoretical advancements and practical implications for researchers and practitioners in the field of international education branding and marketing, particularly within the rapidly evolving Chinese market.
The impact of digital transformation strategy on the innovation performance of commercial banks in China
Zhang, Jinqiu; Sun, Xuemei (National Institute of Development Administration, 2024)
With the rapid development of financial technology, the banking industry is undergoing digital transformation, a process that not only drives innovation in financial services but also enhances operational efficiency and market competitiveness. However, the specific mechanisms through which digital transformation impacts bank innovation performance remain largely unexplored. This study aims to investigate how digital transformation strategies, through dynamic capabilities and information technology infrastructure, influence innovation performance in commercial banks and provide practical guidance for digital transformation in the banking sector. This research employs a quantitative approach, focusing on Chinese commercial banks as the research subject, and data was collected via online surveys. A total of 514 valid responses were obtained, covering banks of various sizes and types, including large state-owned banks, joint-stock banks, and regional banks. Data analysis was conducted using structural equation modeling (SEM), along with path analysis, Bootstrap mediation analysis, and moderation effect testing to explore the relationships between digital transformation strategies, dynamic capabilities (sensing capability, seizing capability, and reconfiguration capability), information technology infrastructure, and innovation performance.
Impact of error management culture perception and employee occupational resilience on innovation behavior in Chinese and Thai enterprises: based on the proactive motivation model and regulatory focus theory
Zheng, Jinsong; Li, Zhongwu (National Institute of Development Administration, 2024)
This study examines the impact of Error Management Culture Perception and Occupational Resilience on innovation behavior in a cross-cultural context between China and Thailand. As globalization advances, effective cross-cultural management in multinational enterprises is crucial. Cultural differences between China and Thailand in values, communication, and management influence error management culture and employees’ psychological states, affecting innovation behavior. This study integrates the Proactive Motivation Model and Regulatory Focus Theory to explore how Error Management Culture Perception and Occupational Resilience impact psychological empowerment, promotion regulatory focus, and proactive innovation motivation, ultimately influencing innovation behavior. Key research questions include: 1) How does Error Management Culture Perception influence psychological empowerment and promotion regulatory focus in a cross-cultural setting? 2) How does Occupational Resilience impact these factors? 3) How do psychological empowerment and promotion regulatory focus drive proactive innovation motivation? 4) Do these variables mediate the relationships between Error Management Culture Perception, Occupational Resilience, and innovation behavior? 5) Does Cultural Distance Perception moderate these relationships?
The impact of HRM strength on employee innovation: a conservation of resources and innovation path model perspective
Zhang, Hua; Li, Zhongwu (National Institute of Development Administration, 2024)
With the acceleration of globalization and rapid technological change, innovation has become a critical driver for enterprises to maintain a sustainable competitive advantage in the fiercely competitive market. How to stimulate employees’ innovation potential through effective human resource management (HRM) practices and, in turn, enhance the overall innovation performance of enterprises has gradually become a highly concerning issue in both academia and the business world. This study focuses on exploring the mechanism of the impact of HRM strength on employee innovation. It aims to clarify how the three dimensions of HRM—Salience, Consistency, and Consensus—indirectly affect employee innovation through psychological safety and psychological capital. This study further verifies the applicability of the Conservation of Resource (COR) theory and the innovation path model in the field of HRM, attempting to provide theoretical support for enterprises to build a more effective management model. This study employed a questionnaire survey method, collecting data from employees of six technology-based enterprises in the western and southwestern regions of China. These enterprises are distributed across different industries, and the sample has a certain degree of representativeness. By constructing a structural equation model (SEM), the data were quantitatively analyzed, revealing how HRM strength promotes innovation by enhancing employees’ psychological resources. The study adopted rigorous hypothesis testing and path analysis to ensure the scientific validity and credibility of the research conclusions.
How training institution reputation influences parental decisions in art education: the roles of motivation, attitude, value perception, and trust
Huang, Tianyun; Marisa Laokulrach (National Institute of Development Administration, 2024)
In recent years, the vigorous development of China's economy and society has not only brought great enrichment of material life, but also profoundly affected people's concept of education. Under the background of education marketization, parents' educational choices are increasingly diversified. They are no longer limited to the traditional school education mode, but are more active in finding and utilizing various social resources in order to provide a more comprehensive and personalized growth environment for their children. In this trend, art education, as an important part of children's comprehensive development, has gradually received more and more parents' attention and favor. Parents realize that art education can not only cultivate their children's aesthetic taste and creativity, but also improve their comprehensive quality and competitiveness virtually, laying a solid foundation for their children's future development. Therefore, how to choose a suitable art training institution for their children has become an important consideration for many parents in their children's education planning. This paper, through the combination of theory and empirical methods, focuses on five key factors: reputation of training institutions, motivation towards training institutions, attitude towards training institutions, perceived value towards training institutions and customer trust. In this study, parents of students who planned to choose art training institutions for their children in Guizhou Province were selected as research objects, and a total of 457 valid questionnaires were collected. The results show that the reputation of the training institution, the motivation towards training institution, the attitude towards training institution, the value perception towards training institution and the customer trust all have significant positive effects on the behavioral intention of parents to choose the training institution. The findings reveal that all five factors have a significant and positive impact on parents' selection of training institutions. Specifically, attitudes, perceived value, and customer trust directly influence parents' behavioral intentions and indirectly enhance institutional reputation. Parents tend to favor institutions with strong reputations, clear educational objectives, and high-quality services. Trust also emerges as a key factor affecting their choices.
Antecedents of employee performance and organizational citizenship behavior in hybrid work models: an empirical study in the Chinese context
Yang, Aobo; Sid Suntrayuth (National Institute of Development Administration, 2024)
This dissertation explores the antecedents of employee performance and organizational citizenship behavior (OCB) in the context of hybrid work models within the Chinese internet industry, a setting rapidly adopting flexible work arrangements post-COVID-19 pandemic. The study is motivated by the shifting paradigms in work environments where traditional remote work’s limitations are mitigated by hybrid models—blending remote and in-office work. Utilizing Conservation of Resource (COR) theory and Social Exchange Theory (SET), this research constructs a robust theoretical framework to examine how psychological safety, perceived organizational support (POS), tangible organizational support (TOS), and work-life balance influence OCB and employee performance in hybrid settings. Empirical data were collected from several large Chinese internet companies that have implemented hybrid working models. Through structural equation modeling, the study validates the hypothesized relationships, highlighting the significant mediating role of OCB between psychological safety, POS, and employee performance. Key findings demonstrate that enhanced psychological safety and comprehensive organizational support foster a conducive environment for OCB, which in turn leads to improved employee performance. Moreover, the results indicate that effective management of work-life balance in hybrid models amplifies employee productivity and well-being. This dissertation contributes to the organizational behavior literature by delineating the dynamics of hybrid work models and their impact on employee outcomes in a major emerging economy. The findings provide practical insights for organizational leaders aiming to optimize hybrid work strategies, emphasizing the necessity of supporting mechanisms that enhance employee engagement and performance. Future research directions are proposed to explore longitudinal impacts and the generalizability of the findings across different cultural contexts.

Browse

Recent Submissions