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introdution
brand equity (value brand to the customer)
financial
customer view
customer brand equity
set of brand asset
effcect of brand knowledge
brand awareness, brand image
perception of overall supriority
dimeson 5
destination
destination brand awareness (destination brand salience),
destination perceived quality, destination brand image and destination brand loyalty
reseach concept
image
reduce risk counteract negative
brand awearness
recogniz and recall
without no communicaton
an interactive system of thoughts, opinions, feelings, visualizations, and intentions
quality hard t find
relatation
awareness fisst step
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H1: Destination brand awareness has a positive influence on destination brand imageT
H2: Destination brand awareness has a positive influence on destination perceived quality F
H3: Destination brand awareness has a positive influence on destination brand loyalty F
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H4: Destination brand image has a positive influence on destination perceived quality T
H5: Destination brand image has a positive influence on destination brand loyalty T
H6: Destination perceived quality has a positive influence on destination brand loyalty T
determinants of trust
abtract
introduction
characteristic of trust
hypothesis
study 262 enterprises
communication and sharing information support develop
theorical and practical impication
types
agency
personal
inter
how trust view
invidual
partner
interpersonal characteristic
institutional phenomenon
gap in theory
endangered
detail which factors influence trust in inter-firm relationship
relationship between trust and external force such as institutional
develop hyposthesis - implication
vulnerability context base
confidence in another - expectation
risk uncertain enviroment
level of trust inter firm trust
Inter-firm trust (or collaborating mutual trust).
Agency trust
Intraentity trust (interpersonal trust)
hypothesis1
hyposthesis 2
effect characteristic on trust
reputation ff company
affect strategy
basic norm and social custom
negative effect size
ositive relationship between company’s characteristics and inter-firm trustbility
here is positive relationship between company’s manager attributes and trust
characteristic superior
effect instution
formal
informal
hypothesis 3
The greater use of social network in making inter-firm relationship is associated with greater trust
communication
past communiacation
reduce behaviour uncertainty
Hypothesis 5: The more and frequently communication as well as information sharing between partners and its
representatives, the greater trust that one partner places in the other.
reseach method
independent and dependent variables
Likert-type scale of 7
point where 1 means “Strongly disagree” and 7 “Strongly agree”
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with the questionnaire and a
postage-paid reply envelope were sent to a random sample of 600 firms and hotels in tourism region along the
central coast of Vietnam
questionnaires and gain
additional comments on the content and appearance
measure
abtract chararistic
Cronbach’s alpha of 0.90 invidual and firm
Independent VariablesCompany characteristics (Company)
indirecly
measured using scale from Cerri Shpëtim
Executive characteristics (Executive)
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control variables
age company
ownership difference
<5
5-9
10-15
15
different objectives and attitudes
specific subjects
economic model
Empirical Results
common method vảiance
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: common method variance
non-response bias problem
6 factors
the first is highest
assessed via extrapolation
method of comparing early versus
confirmatory factor
likehood model
antecedent use to test research
Lisrel assass construct and convergent
CFI examnine convergent validity standardize loading
reliability of the
construct
construct reliability (CR)
regression analysis
two method detect multicollinearity problem
correctlation efficient
dicussion
empirical result
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trust thẻoy
superior competences
formal institution
interfim trust
develop market stitution fomal
rarely directly
contribution
solf sid
fixed side
intetion
social network
sharing information
exectutive
take lng time
EMPLOYEE' INNOVATIVENESS
Abtract
sucess
reducegap by building holistic model
factoer influence employee innovativeness
relationsip
orinizat
personal
thriving at work
phychological capital
organizational climate
supervior support
entreprenours
introduction
need
theoretical perspective
phylo
organizational
framework
methodlpgy
gg
70 arcticle
INNOVate behavious
4 levels
defined as imput
individual
group
organ
socia
generate idea
promote soluti and prototypes
recognize problem
idea generation and application behavior
thriving at work
respond to difficulty
positive psycholgical
vitality
learning
increase involvement
psychological capital
personal organizatioal features
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four basic
components: Self-efficacy/confidence, Hope, Optimism
and Resiliency.
Self-efficacy, inner
agent to direct individul behaviour, represents the general
hope goal agency and pathway
optimism positive event
resiliency bounce back from adversity, uncertainty
organizational climate
shared perception
policies, practices and procedre
enviroment
was produced on
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model development
Thriving at work and innovative behaviour
psychological capital based on
individual posotive emotion
human growth
relate to creativity
thriving impact innovate
affect in predict
desirable outcome
organizational climate and innoate behavior
meaningful construct
direct relationship
through social process
if happier lead a positive output
meaningful construct
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supervior support
positive
praise and reward for effort and good performance
entrpreneurial orientation
decision making process
strategy posture
innovative risk proactiveness
dicussion
complex phenomenon
physical factor
organizational factor
capital not independent instead interwoven in their effect
nghiên cứu hành vi của nhà qt trong MB bank
các nhân tố
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cơ sở lí thuyết
mối quan hệ phẩm chất vs kq
phương pháp nghiên cứu
kết quả hoạt động của doanh nghiệp
kích thích trí lực
thấu hiểu cá nhân
thần tượng hóa
khuyến khích điều chỉnh phong cách
MB là nh quân đội có mức doanh thu lớn
nhà lãnh đạo là hình tượng
kích thích trí lực Í
phẩm chất lãnh dạo
đặ điểm á nhân và khác biệt cá nhân
phong cách lãnh đạo chuyển đổi
phong cách lãnh đạo giao dịch
quá trình thay dổi
bị ảnh hưởng
khả năng diễn đạt mục tiêu nhóm
hiểu rõ mục tiêu và nhu cầu của từng nhân viên
la kq bên trong và bên ngoài
không có sự đồng thuận chung
7 khía cạnh
hoạt động tài chính tăng trưởng và lợi nhuận
pp đánh giá hiện đại
hình ảnh chuyên nghiệp
tinh thần của nhân viên
truyền cảm hứng động lực
kích thích trí lực của nhân viên
thần tượng hóa
tự tin mạnh mẽ
niềm tin của lãnh đạo
truyền cảm hứng động lực
chia sẻ mục tiêu hiểu đúng những việc quan trọng
tầm nhìn
thúc đẩy tính hợp li
kk suy nghi độc lập sáng tạo
có mối qh đổi mới
ko có mối qh vs sự hài lòng
thấu hiểu cá nhân
thời gian cho nhân viên
là cơ sở để phối hợp tạo bầu văn hóa chung
tại NH MB khảo sát nhân viên vs câu hỏi gòm 3 phần
trình đô nhân viên năm kinh nghiệm
MLQ
hoạt động của doanh nghiệp
ảnh hưởng đến nhân viên
phân tích dữ liệu
sử dụng phần me PSP cobrand
kết quả nghiên cứu
2 kích thích trí lực của nhân viên
thần tượng hóa ít
1 truyền cảm hứng
thấu hiểu cá nhân thấp nhất k hài lòng vs sự tương tác về mặt cá nhân vs lãnh đạo
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