The current study is about the effect of social media on customer relationship management program in the context of the airline passengers. For this purpose, the study uses a model of social media characteristics which consist of five aspects namely connectedness, community, conversation, openness, and participation. The outcome variable in this study is the customer relationship management program (loyalty program). The adapted methodology is quantitative approach, cross sectional survey design. The data collection is based on participants from Pakistan (n=159). The key findings of the study are that social media characteristics including participation (?=.203, P<0.05); openness (?=.423, P<0.05); conversation (?=.277, P<0.05); and community (?=.523, P<0.05) exert a positive and significant influence, while, connectedness (?=-.098, P>0.05) exert a negative and insignificance influence on customer relationship management program. Based on the findings, it can be concluded that social media characteristics are important in fostering a favorable customer relationship management program. Keywords: Customers, Social Media, Openness, Community, Online, Customer Relationship Management, Airlines.
In the current competitive academic environment, work-family conflict among faculty members is very common. The higher educational institutes adopt various policies and practices to enable staff to overcome such work-family conflict. One common strategy is work-life balance practices (WLB). In the present study, the effects of work-family conflict and its employee outcomes are investigated with moderating role of WLB. By design, the study is cross-sectional and survey-based. The sampling method is used to collect data from selected HEI staff in Oman (n=138). The analysis is based on two stages including Confirmatory Factor Analysis for establishing reliability and validity of the measures involved; and path analysis for hypotheses testing. The key findings are that work-family conflict exert a negative and significant influence on satisfaction towards family life (Beta=-.214, P<.05); and satisfaction towards work-life (Beta=-.237, P<.05). Furthermore, WLB positively influences satisfaction towards family life (Beta=.323, P<.05); and satisfaction towards work-life (Beta=.275, P<.05). Additionally, moderation analysis shows that WLB significantly moderate the work-family conflict and satisfaction relationship. Based on these findings, we conclude that WLB is important for faculty staff and must be offered. Keywords: Work-Life Balance, Family, Work, Conflict, Faculty, Higher Education, Oman.
Employee counterwork behavior (CWB) is a negative behavior exerted by employees. Every year, organizations around the world suffer financially and operationally due to the employee involvement in CWB. In present study, we investigate this issue by using the organizational justice and employee engagement perspective. The study aims to test the effects of organizational justice on employee CWB and employee engagement. Additionally, we tested if employee engagement function as a mediator in organizational justice and employee CWB relationship. The study utilized quantitative and cross-sectional approach. Data was collected from manufacturing sector staff (n=212). Validity and reliability was established using the Confirmatory Factor Analysis performed by AMOS. Path analysis was performed for hypotheses testing. Our key findings are that organizational justice dimensions including distributive justice (Beta=-.086, P<.05); procedural justice (Beta=-.084, P<.05); and interactional justice (Beta=-.075, P<.05) has negative and significant effects on employee CWB. We also found that organizational justice dimensions including procedural justice (Beta=.073, P<.05); and interactional justice (Beta=.075, P<.05) has positive and significant effects on employee engagement while result for distributive justice turned out to be insignificant. We also found positive but insignificant effects of employee engagement on CWB (Beta=.032, P>.05). Additionally, we tested the employee engagement as mediator and found that employee engagement significantly mediates between distributive and procedural justice and employee CWB relationship. Based on these findings, we concluded that employee involvement in CWB is not only influenced by personality factors but also influenced by organizational related factors. Keywords: Justice, Engagement, Counter Work Behavior, Deviance, Manufacturing, Oman.
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