Sectoral Analysis of the Effectiveness of Bank Risk Capital in the Visegrad Group Countries

Pham, Nhat Tan; Tučková, Zuzana; Phan, Quyen Phu Thi

doi:10.3846/jbem.2019.9659

Cited by 73 publications

(90 citation statements)

References 51 publications

(106 reference statements)

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“…The only way to sustainable development and gaining a competitive advantage in the market is to employ and support people who can work, use and develop their knowledge potential and have a sustainable relationship with the environment in which they work. The results of the study by [36] confirm the interaction between ecological behavior of employees and corporate environmental performance. Gaining a relatively stable and strategic position of the enterprise in the global market requires fundamental changes in the thinking of managers and HRM.…”

Section: Theoretical Backgroundsupporting

confidence: 60%

Comparison of the Level of Personnel Work in the Czech Republic and Slovakia

et al. 2020

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After 1989, the countries of Eastern and Central Europe began to undergo significant social and economic changes associated with the process of transformation of the economy into a market economy. Transformation is not only associated with the creation of a business environment, with the formation of new legal and institutional mechanisms, but also with a change in the thinking and behavior of people including employees, managers and owners. The paper aims to identify important processes and trends in developing human resource management in companies in the Czech Republic and the Slovak Republic. We conducted the questionnaire survey in 2018 and 2019 in various areas of business. We obtained the opinions of respondents from 1542 companies. In the research, we assume that in the conditions of a market economy compared to a centrally managed economy, employees are the most important source of development and performance of companies. Descriptive statistics were used to characterize the sampling unit. The other methods used to evaluate data in the paper were the Mann-Whitney test and Spearman Correlation coefficient. The research revealed that despite a long common history, differences in the field of personnel work have arisen in the last 20 years of the independent existence of the Czech Republic and the Slovak Republic. The only exception is employee care. It was also found that in the Czech Republic the strategic orientation predominates, on the contrary, companies in the Slovak Republic focused on operational processes. Differences were also found in the way of adaptation and further training of employees. The results of the findings can be used to design processes with the highest positive impact on business performance.

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Section: Theoretical Backgroundsupporting

confidence: 60%

Comparison of the Level of Personnel Work in the Czech Republic and Slovakia

et al. 2020

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“…Studies have found that green HRM affects the psychological green climate of employees, which affects the performance of EGB (Dumont et al, 2016;Saeed et al, 2019). Other studies have shown that green HRM practices in the organizations activated the commitment toward environmental sustainability, which leads to EGB (Pham et al, 2019). However, to better understand the underlying factors in which green HRM affects EGB, more studies are still encouraged (Ren et al, 2018).…”

Section: Need For the Studymentioning

confidence: 99%

Exploring the Interplay of Green Human Resource Management, Employee Green Behavior, and Personal Moral Norms

et al. 2020

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The rapid degradation of today’s environment has required the governments and organizations to introduce effective countermeasures. Governments have enforced green policies, and organizations have drawn on these policies to implement environmentally friendly workplace practices. The success of these practices is very much dependent on the employees and the extent of their green behavior. As such, there is a need to determine whether green behavior can be positively influenced by other variables. One of the suggested influencing variables is green human resource management (HRM). Another variable with the potential mediating effect is personal moral norms (PMN). Also, there is a need to examine the interplay of green HRM, employee green behavior (EGB), and PMN within the context of higher education institutions (HEIs) as they also take responsibility for protecting the environment. It is believed that to date, studies of this nature have not involved academics at HEIs in Malaysia. This study aims to examine the mechanism by which green HRM affects EGB of academics at Malaysian HEIs through PMN as mediator. Data were collected through a cross-sectional quantitative survey among 425 academics at five research universities in Malaysia. The analysis was performed using Smart PLS version 3.2.8. There was a positive significant relationship between green HRM and PMN and a positive significant relationship between PMN and EGB. Hence, green HRM had an effect on EGB through the mediating role of PMN. However, there was no significant direct relationship between green HRM and EGB. Other studies have investigated the effects of several mediating variables in the relationship between green HRM and EGB; however, the effect of one variable—PMN—has not been examined. This study, as it investigates the vital aspect of behavioral formation, is believed to be the first study that examines the mediating role of PMN in the interplay between green HRM and EGB of academics. The theoretical and practical implications are discussed in this study.

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“…In the test for moderated mediating effect and following the recommendations of Edwards and Lambert (2007) and Pham, Tuckova, and Pham (2019), this study used the PRO-CESS macro for SPSS with 5,000 bootstrap samples at the 0.05 level to test H5 (Table 6). The results indicated that at high levels of information security awareness (i.e., mean + 1 SD), positive emotions had a considerable impact on protection-motivated behaviours through self-efficacy (β = 0.325, p < 0.001).…”

Section: End Ofmentioning

confidence: 99%

Positive Emotions and Employees’ Protection-Motivated Behaviours: A Moderated Mediation Model

Zhang

Xie²,

Dong

2020

Journal of Business Economics and Management

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This study explores the relationship between positive emotions and protection-motivated behaviours by focusing on the mediating role of self-efficacy and the moderating role of information security awareness. Based on a sample of 215 full-time employees from various organizations in China, the results of hierarchical regression and moderated path analysis indicate that positive emotions positively influence protection-motivated behaviours, and self-efficacy partially mediates this relationship. In addition, information security awareness has a positive moderating effect on the relationships between positive emotions and self-efficacy and between self-efficacy and protectionmotivated behaviours. Furthermore, the findings show that information security awareness has a positive moderating effect on the mediating effect of self-efficacy between positive emotions and protection-motivated behaviours. The theoretical and practical implications of these results, as well as directions for future research, are discussed.

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Sectoral Analysis of the Effectiveness of Bank Risk Capital in the Visegrad Group Countries

Cited by 73 publications

References 51 publications

Comparison of the Level of Personnel Work in the Czech Republic and Slovakia

Comparison of the Level of Personnel Work in the Czech Republic and Slovakia

Exploring the Interplay of Green Human Resource Management, Employee Green Behavior, and Personal Moral Norms

Positive Emotions and Employees’ Protection-Motivated Behaviours: A Moderated Mediation Model

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