The case study has purpose on the knowledge sharing behavior requires other variables to be involved. The pattern of human resource development and transportation management needs to understand the behavior of employees and consumers that lead to the return of consumption, which in this case means the business process, to formulate the human resource management to organize the specialize knowledge to do transportation job in the risky province. It is evident that the implementation of the predominant behavior is often ambiguous. This is necessary to explore the effect of the transmitted behavior in order to identify the outcome that guild to desirable behavior for transportation business. Policy plans in existing risky areas that adjust people's attitudes should adjust the management in the area to make employees aware of safety, including formulating strategic plans that highlight the quality of service leading to the satisfaction for stakeholders, and enhancing the capability of company personnel who have to regularly interact with consumers. Therefore, the model adopted in this study is considered to be an important part in improving the management in people that facing the risk of terrorism area and epidemic crisis, as well as providing future guidelines to crisis management.
It is necessary that educational institutions are administered by leaders with visions who can be flexible while maintaining the institutions' missions. Instructional leadership will enable the leaders to manage effectively and to persuade teamwork to be fully engaged in dynamic educational contexts. The purpose of this study is to explore the effectiveness of instructional leadership as an independent variable to instructors' behavior. This relates to employees' loyalty to their leaders and institutions through the relationship quality as a mediator variable which is considered as a direct effect from instructional leadership. The research's respondents were instructors who worked under the dual system of private vocational education institution in Thailand and the sample data was collected from 396 instructors. The result showed that almost variables has a direct impact to each other except trust in the relationship quality group. This variable has no effect on job satisfaction and institution loyalty (p < 0.05). The model explained that 60.9 percent of leader loyalty and 59.7 percent of institution loyalty were variation of instructional leadership. The finding clearly reveal the instructional leadership helps to estimate what can contribute to the relationship quality and the loyalty in educational institution. The study recommends that the board of management with instructional leadership should examine the personnel's needs to maximize institutional personnel in a more professionally manner.
This study examines the relationship between knowledge management in the aviation industry and job satisfaction among service staff through a literature review. This authors surveyed the relationship model while reversing to job satisfaction, which allowed them to develop a guideline for organizational knowledge management and the process of achieving satisfaction from practice guidelines, as well as other factors that contributed to developing the model apart from the two aforementioned variables, especially the changes from the situation that promote the continuous development of the knowledge management model because good management practices would lead to good organizational behavior and performance. Therefore, the context in which the study is conducted is the aviation industry because it has been severely affected by the crisis. The relationship management model must integrate management approaches into employee requirements by means of lessons learned from sample case studies.
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