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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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