Several studies have debated over the prevalence of Common Method Variance (CMV) in organizational research. This paper highlights various procedural and statistical remedies to assess and control common method variance in any organizational study. It has been recognized that Common Method Variance (CMV) may significantly influence the research findings if it is not controlled properly through procedural and statistical remedies. However, researchers usually do not use all procedural remedies to remove potential impacts of CMV. Therefore, statistical remedies are strongly suggested to control and remove effects of CMV from data analysis. We have mentioned some common and effective statistical remedies from existing literature that have been widely used and recommended to control the effects of CMV. Moreover, we also discuss the challenge of CMV in relation to entrepreneurship studies and illustrate the problem utilizing an analysis of entrepreneurial competencies and business growth. In addition, we describe the possible solutions for minimizing the impact of common method bias by using the combination of several methods. This study strongly recommends using both procedural and statistical remedies to test and control the impacts of CMV from the research study.

This is a conceptual paper to study the effects of entrepreneurial competencies on success of businesses in the context

Purpose Knowledge management in the public sector is relatively an ignored avenue of research and practice that has recently been given attention. Knowledge management initiatives in the public sector are now not limited to the developed countries anymore. The public sectors of various developing countries including Pakistan have developed knowledge management functions to address the problems of low organizational commitment (higher turnover rates) and knowledge-workers’ performance. Consequently, the purpose of this paper is to examine the mediation role of organizational commitment in the relationship between knowledge management practices and knowledge-worker performance. Design/methodology/approach The data were gathered from 341 knowledge workers of the public sector health department of Punjab Province, Pakistan, where knowledge management unit initiative has been taken. It was then analyzed using the structural equation modeling. Findings Organizational commitment partially mediates the relationship between knowledge management practices and knowledge-work performance. Practical implications The public sector policy makers are strongly advised to implement knowledge management units and practices in order to enhance knowledge-work performance as well as organizational commitment. Originality/value First, the model on the mediating role of organizational commitment has never been examined before. Second, the data collection from the public Health Department of Pakistan, a developing country, is relatively rare because the public sector knowledge management studies have mostly been conducted in developed countries. Finally, this study extends the literature on knowledge management in the public sector that is the developing theme in knowledge management discipline while adding knowledge management as a toolkit to enhance knowledge-workers’, organizational commitment and knowledge-work performance.

Purpose On the basis of the social identity and congruity theories, the present research aims to propose that value congruity directly affects customer–brand identification (CBI), affective brand commitment and customer–brand engagement (CBE), which, in turn, paves the way for advancing consumer relationships with hospitality brands, as measured through brand loyalty. As such, this study serves to enhance existing insight into customer relationship management dynamics, with a particular focus on hospitality brands. Design/methodology/approach The present study develops a theoretical framework that is empirically investigated by using confirmatory factor analysis and structural equation modelling analyses. Data were collected by using a self-administered questionnaire of 340 customers of four- and five-star hotel brands in India. Findings The results suggest value congruity as an important driver of CBI, affective commitment and CBE within hospitality brands. The results also reveal CBI to act as a significant predictor of affective commitment, CBE and brand loyalty. Furthermore, affective commitment and CBE are the significant drivers of loyalty to hospitality brands. Research limitations/implications The research is exploratory in nature and is restricted to four- and five-star hotel customers, thereby reflecting important limitations of this study. Given these issues, ample opportunities exist for further research to further explore and/or validate the reported findings. Practical implications The current research provides new insights for marketing practitioners planning or implementing long-term customer relationship management strategi3es that centre on customer–brand identification, customer–brand engagement and brand loyalty. Originality/value Despite existing insights, empirical investigation into the proposed conceptual relationships remains limited to date, particularly in the hospitality industry. By offering empirical evidence in this area, this study adds to the extant body of knowledge on CBI/CBE-centric customer relationship management.

Purpose The purpose of this paper is twofold. First, to examine the influence of two dimensions of entrepreneurial competencies, namely, strategic competency and ethical competency on the growth of small and medium enterprises (SMEs); and second, to explore the role of network competence as a mediator among these understudied variables. Design/methodology/approach The data for this study were collected from wholesale and retail-based SMEs in Malaysia through a standard structured questionnaire. PLS–SEM approach was utilised to analyse the data. Findings Although the findings did not reveal a direct effect of strategic and ethical competencies of entrepreneurs on SMEs’ growth, these competences, however, were found to be influential in driving their growth when network competence was used as a mediator. Originality/value The existence of a mediation effect between strategic and ethical competencies and SMEs’ growth via network competence has provided insights which add new knowledge to the extant entrepreneurship and SMEs’ performance literature.

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It is critical to retain high quality and qualified teachers to provide high quality education in schools. Turnover intentions of teachers in schools have a negative impact on student satisfaction and on their educational development as well. The retention and performance of school teachers is possible through their job satisfaction to which reduces their turnover intentions and lead to their higher performance. Therefore, it is vital to consider all possible factors that impact on the teacher's performance and on their turnover intentions. Thus, due to the importance of teacher's turnover issue, the purpose of this paper is to review the literature relevant to teacher's performance and factors that reduce teacher's turnover intentions from schools. This study also aims to review the effects of intrinsic and extrinsic motivational factors to assess teacher's performance and their staying intentions. Dimension for intrinsic motivation is the satisfaction derived from teaching, recognition, enjoying teaching, career development, the challenging and competitive nature of teaching, teaching as one goal in life and control over others. On the other hand, extrinsic motivation mainly includes the award applied externally as a salary or wages, free accommodation, educational progress in paying premiums, meals, additional payments in case of financial problems, paid leave and free medical assistance. The existing literature has identified major influential factors such as working conditions, administrative support and student behavior impacting teacher's performance and their retention. This study also provides some directions for future research in this regard as well.

Purpose The purpose of this study is to examine the extent and types of entrepreneurial competences among culturally different ethnic groups in Malaysia. Malaysia offers us a similar environment and ecosystem to make comparisons within a single context. Design/methodology/approach This paper surveyed 600 respondents – 200 Malaysian Chinese, 200 Malaysian Indians and 200 Malays – and collected data about the types of competencies and about self-reported growth as firm performance. The study used PLS-SEM for inferential testing and PLS-MGA to conduct multigroup analysis among the three ethnic groups and found considerable and interesting differences. Findings The results of the nuanced, fine-grained findings showed a distinctive distribution of competencies. This study investigates the analysis further to argue that there is an ethnic disposition to favour and value different competencies. Broadly, Malaysian Chinese have a commercial outlook which contrasts with the Malaysian emphasis on social values such as family. Malaysian Indians’ competencies are similar to Malaysian Chinese’s, but with more social value emphasised. This distribution impacts on firm performance with Malaysian Chinese firms faring economically better. However, this economic measure takes no account of social measures which may be an important determinant and motivation for some ethnic groups. Research limitations/implications Theoretically, it becomes evident that one size does not fit all. In practice, different competencies are prioritised. Hence competencies appear to be culturally shaped. Culture influences what might be seen as very practical dimensions of entrepreneuring. From a practical perspective, those encouraging entrepreneurship should take such differences into account. Originality/value The study is original in comparing cultural effects on competencies and performance.