It is important that SMEs are able to prioritize business quality by identifying business requirements based on customer requirements. This strategy is able to help SMEs generate innovation in the form of improved business quality activities to meet customer requirements. This approach uses the “quality function deployment (QFD)” method to identify the priority business requirements and improvement actions to generate business quality. As a result, we managed to identify five priority variable business requirements (BReqs) based on seven variable customer requirements (CReqs) with the lowest satisfaction score. We proposed some improvement actions in perspective quality based on five priority business requirements. Moreover, the final quality matrix of business quality improvement priority generally makes it easier for users to read and find out which variables need to be improved. This research also presents a solution so that users can perform business actions effectively and efficiently in allocating their resources.
This study examines the effect of the COVID-19 pandemic on hotel employees in the Greater Accra Region of Ghana using the conservation of resource and human relations theories to ascertain the level of impact. Data was collected from 511 hotel employees from 58 hotels using questionnaires. The employees were randomly sampled. Stepwise Regression in Statistical Package for Social Sciences version 16 model was used to run the analysis. Nine independent variables were included in a stepwise regression model. Six came out as significant and explained 51.6% of the variation in the percentage of their salary that staff received during the current COVID-19 pandemic. The remaining 48.4% was explained by other factors such as the years of service and whether the facility shut down during the lockdown. It was further identified that about 80% of the respondents had their salaries reduced, and that work schedules and working hours were altered, particularly during the lockdown and closure of the country’s borders. It is recommended that hotels should network, be more customer-oriented, be health- and safety-focused, frequently update their communication channels, and make digitalisation and human resource development a priority as measures to help the industry in its recovery process.
This research aims to find out the phenomenon of webinar competition from the viewpoint of the audience. Covid-19 pandemic makes webinars a means for knowledge dissemination. Many events offered turned out to be a tight competition among organizers and caused a different response for the audience. Academics participants’ responses had never been known in depth so that they could be the basis for determining the strategy for the organizers. Using quantitative data through online surveys to further interpreted with the help of previous literature. The independent variables gender, age, frequency, cost, and place are used to determine their effect on loyalty, which is represented by the length of duration in participating in each webinar. The effectiveness of webinars as a means of disseminating ideas in the pandemic era still faces various challenges. Among academics, the loyalty at the webinar event is influenced by gender and age. It is important for organizers to effectively communicate to webinar participants so that they get the message they want to convey.
In this research, the moderating effect of green knowledge sharing was used to investigate the association between green human resources management (green HRM) practices (competence, motivation, and involvement) and environmental performance via employee environmental commitment. Using previously validated metrics, an online survey of 155 academic staff members from 25 Pakistani universities ranked in the UI-Green Metric 2021 for having green campuses was carried out. The findings demonstrated a significant relationship between green HRM practices, employee environmental commitment, and the university’s environmental performance. The correlation between all three green HRM practices and environmental performance was mediated by the employee’s environmental commitment. The findings indicate that in order to improve environmental performance and reach environmental sustainability goals, it is essential to foster green knowledge sharing among employees and increase employee environmental commitment through green HRM practices.
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