Purpose This paper aims to study the impact of four dimensions of workplace spirituality (engaging work, spiritual connection, mystical experiences and sense of community), corresponding with workplace climate and compensation on employee perceived job performance. Design/methodology/approach A sample of 207 individuals from an international hospital were interviewed. Preliminary research, sale assessment, correlations and regressions were carried out. Findings The findings suggest that there are strong, positive and significant relationships between workplace spirituality (engaging work, sense of community), workplace climate, compensation and perceived job performance. Research limitations/implications This paper relates to only the healthcare services. Hence, it is highly recommended that further research be administered in other professions and areas with a broader view and a longitudinal research design. Practical implications Some applicable recommendations to enhance personnel’s productivity and organizational effectiveness are suggested. Originality/value This paper could shed new light on the neglected acknowledged phenomena of spirituality, climate and compensation at work as well as make way for various applications in the working environment.

Purpose This paper aims to investigate how the relationships between different leadership approaches and organizational learning have been examined in the literature, from which future research areas can be recommended. Design/methodology/approach This systematic literature review applies matrix method to examine major literature in leadership and organizational learning. A total of 57 peer-reviewed English publications from 45 journals were selected and analyzed. Findings The synthesis of these empirical studies revealed as follows: the relationship between leadership and organizational learning has been mostly quantitatively investigated in many countries and sectors; multiple leadership styles have been identified to ameliorate processes, levels and capabilities of organizational learning and transformational leadership still remains the most commonly used style; there are mediating mechanism and boundary conditions in the relationship between leadership and organizational learning. Research limitations/implications The literature search in this study was mainly focused on English articles only; therefore, some papers in other languages may have not been included. Practical implications This review offers an overall picture of the existing knowledge of organizational learning and leadership that will be fruitful for practitioners to understand and replicate these concepts. Originality/value There are little systematic literature reviews on the relationship between leadership and organizational learning. This paper is among the first systematic reviews to analyze how leadership has been associated with organizational learning and provide potential research directions.

PurposeThis paper aims to review and synthesize notable literature on high-performance organization (HPO), from which future research directions can be recommended.Design/methodology/approachThis narrative literature review analyzes major HPO literature in popular books and peer-reviewed articles published in English in the period between 1982 and 2019.FindingsThe review revealed that HPO literature has evolved multiple times, illustrating the complex and multifaceted nature of this phenomenon. In particular, literature on HPO has evolved in four phases: (1) definitions and conceptual development of HPO; (2) exploration of approaches to achieve HPO; (3) empirical validation of HPO framework; and (4) complicated research models and designs on HPO. Several research gaps were identified, which definitely hold varying research value and can be seen as potential opportunities for future research.Research limitations/implicationsThe focus of this review is on HPO literature published in English rather than cover all existing literature.Originality/valueIt is among the first studies to review the HPO literature and its evolution. This review also recommends constructive areas for future research on HPO to focus on.

PurposeThis study aims to investigate the effects of leadership competences (cognitive, interpersonal, and results-oriented competences) on organizational learning, organizational innovation, and business performance.Design/methodology/approachData were collected from owners, chief executive officers, top and middle management teams, and other managers of tourism and hospitality firms in Vietnam. A total of 638 valid responses was collected and processed using PLS-SEM technique.FindingsThe findings revealed that only results-oriented competence exerted significant influences on business performance. Organizational learning was affected by all three leadership competences, while only cognitive and interpersonal competences positively affected organizational innovation. The relationships among organizational learning, organizational innovation, and business performance were also confirmed. Moreover, the findings emphasized the mediating roles of organizational learning and organizational innovation in the relationship between leadership competences and business performance. Organizational learning and organizational innovation also acted as a mediator in the relationship between cognitive competence and business performance.Practical implicationsThis study provided some suggestions for tourism and hospitality leaders in exhibiting appropriate leadership competences, strengthening organizational learning, and fostering organization innovation to enhance business performance.Originality/valueAlthough the topics of leadership competences, organizational learning, organization innovation, and business performance have received a great concern among worldwide academia, there is scarce research examining the relationships among these four phenomena together. This paper is among the first study that offers a comprehensive model of the relationships among these domains.

PurposeThis study aims to systematically review empirical research on the relationship between organizational learning (OL) and firm performance (FP) to evaluate how far the field has come.Design/methodology/approachThis study follows a systematic, transparent and replicable approach suggested by Vom Brocke et al. (2009) to conduct a systematic review. A total of 52 empirical studies published over the years 1999–2019 was retrieved and analyzed.FindingsThree key themes related to the OL–FP relationship have emerged from the review. First, research on OL and FP has been quantitatively conducted in a variety of countries and sectors. Second, dimensions of OL foster both financial and non-financial performance of firms through their combinations and interactions. Third, the relationship between OL and FP is mediated by organizational innovation.Research limitations/implicationsThe literature search returned only quantitative studies on OL and FP, which was accepted within the scope of this review. Future studies are encouraged to systematically examine case studies and qualitative research on OL and FP.Practical implicationsThis review demonstrates that FP can be improved through different dimensions of OL. Based on our findings, managers wanting to enhance the performance of their firms can analyze the demand for OL and develop those OL dimensions.Originality/valueThis is among the first systematic literature reviews on OL and FP. The findings of this study also contribute to the previously scattered understanding of OL and FP.

Although Realistic Mathematics Education (RME) has become familiar to many mathematics teachers, we still have little understanding of the extent to which mathematics teachers are willing to employ RME rather than traditional teaching approaches. Based on the theory of planned behavior, in conjunction with some other factors, including facilitating conditions and perceived autonomy, this study investigated a model explaining the continued intention of mathematics teachers to use Realistic Mathematics Education. A structural equation model was used to access data from an online survey involving 500 secondary school mathematics teachers in Vietnam. The results revealed that while attitude, perceived behavioral control and perceived autonomy have positive significant impacts on intention to use RME, it appears that subjective norms and facilitating conditions do not. These findings are of significance to stakeholders, including policymakers, school managers, and mathematics teachers.

The problem of exploiting Closed Sequential Patterns (CSPs) is an essential task in data mining, with many different applications. It is used to resolve the situations of huge databases or low minimum support (minsup) thresholds in mining sequential patterns. However, it is challenging and needs a lot of time to customize the minsup values for generating appropriate numbers of CSPs desired by users. To conquer this issue, the TSP algorithm for mining top-k CSPs was previously proposed, with k being a given parameter. The algorithm would return the k CSPs which have the highest support values in a database. However, its execution time and memory usage were high. In this paper, an algorithm named TKCS (Top-K Closed Sequences) is proposed to mine the top-k CSPs efficiently. To improve the execution time and memory usage, it uses a vertical bitmap database to represent data. Besides, it adopts some useful strategies in the process of exploiting the top-k CSPs such as: always choosing the sequential patterns with the greatest support values for generating candidate patterns and storing top-k CSPs in an ascending order of the support values to increase the minsup value more quickly. The empirical results show that TKCS has better performance than TSP for discovering the top-k CSPs in terms of both runtime and memory usage. INDEX TERMS closed sequential pattern; data mining; sequential pattern; top-k sequential patterns.

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