The Effects of Health Status on Life Insurance Holdings in 16 European Countries

Tsendsuren, Saruultuya; Li, Chu-Shiu; Peng, Sheng-Chang; Wong, Wing‐Keung

doi:10.3390/su10103454

Cited by 16 publications

(12 citation statements)

References 37 publications

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“…Further research could also study sustainability for other issues. For example, extending Mou et al [77] and others to study the sustainability for enterprise supply chains, extend Li et al [78] and others to study the sustainability of portfolio selection, extend Tsendsuren et al [79] and others to study the sustainability of life insurance, extend Wong, et al [80] to study the sustainability of warrant markets, extend Liao and Wong [81], Liao et al [82], Purevdulam et al [83], Moslehpour et al [71] to study the sustainability of e-shopping, extend Pham et al [84] to study the sustainability of outsourcing business, and extend Moslehpour et al [85,86] to study the sustainability of marketing. This study is limited to public employees of the Mongolian public sector in Ulaanbaatar.…”

Section: Discussionmentioning

confidence: 99%

Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees

et al. 2018

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People try to find the role of government in today’s modern society. Citizens of any country look forward to benefit from government services. Although the government implements laws and policies in all areas of society, people only know about it through government’s services. We describe a good government’s service of organization, department, unit, and division that has an appropriate human strategy. Purpose: Purpose of this study is to investigate which factors have been missing that connects and maintains the sustainability between the leadership style and employees’ satisfaction in the government sector of Mongolia. More specifically, the purpose of the study is to investigate the missing link between leadership style and job satisfaction among Mongolian public sector employees. This study reiterates the mediating role of organizational climate (OC) and work style (WS) in a new proposed model. Methodology: The questionnaire is designed by a synthesis of existing constructs in current relevant literature. The research sample consisted of 143 officers who work in the primary and middle units of the territory and administration of Mongolia. Factor analysis, a reliability test, a collinearity test, and correlation analyses confirm the validity and reliability of the model. Multiple regression analysis, using Structural Equation Modeling (SEM), tests the hypotheses of the study. The sample of this study is chosen from the public organization. Mongolia is a developing country. This country needs good public leaders who can serve citizens. This study will be extended further. In addition, Mongolia really needs sufficient studies. Practical implications: This study has several important implications for studies related to organizational behavior and job satisfaction. Furthermore, the implications of these findings are beneficial to organizations aimed at improving policies and practices related to organizational behavior and human resource management. Regulators and supervisors of private or public organizations aiming to increase the level of their employees’ job satisfaction will also benefit from the findings. Therefore, this study’s new proposed model can be the basis of fundamental research to build a better human resource policy. Although the leadership style is an influential factor for job satisfaction, this study identifies the mediating missing links between the leadership style and employees’ job satisfaction. Findings: The findings of this research indicate that the organizational climate and work style complement and fully mediate the relationship between leadership style and job satisfaction. An appropriate leadership style is most effective when it matches the organizational climate as well as employees’ work style. Furthermore, a suitable organizational climate will increase the level of job satisfaction. If the work style of employees is respected and taken into consideration, the leadership style can find its way into job satisfaction. Originality/value: This study is the first to understand the motivators of job satisfaction in the government sector of Mongolia. This study suggests valuable findings for executive officers who are junior and primary unit’s officers of the register sector of government in Mongolia. The findings of this study help managers and executives in their effort develop and implement successful human resource strategies.

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Section: Discussionmentioning

confidence: 99%

Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees

et al. 2018

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“…We have also used robust estimation to conduct many applications (see, for example, Wong and Bian (2000); Phang et al (1996); Phang and Wong (1997); Wong et al (2001); Fong and Wong (2006); Qiao et al (2008c); Bian et al (2011); Raza et al (2016); Xu et al (2017); Chan et al (2018); Guo et al (2018b); Tsendsuren et al (2018); Gupta et al (2019a); Pham et al (2020); and many others). Fong and Wong (2007) applied the volatility-volume regressions to the daily realized volatility of common stocks to study sources of volatility predictability.…”

Section: Robust Estimation and Other Econometric Models/testsmentioning

confidence: 99%

Review on Efficiency and Anomalies in Stock Markets

Woo

Mai²,

McAleer

et al. 2020

Economies

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The efficient-market hypothesis (EMH) is one of the most important economic and financial hypotheses that have been tested over the past century. Due to many abnormal phenomena and conflicting evidence, otherwise known as anomalies against EMH, some academics have questioned whether EMH is valid, and pointed out that the financial literature has substantial evidence of anomalies, so that many theories have been developed to explain some anomalies. To address the issue, this paper reviews the theory and literature on market efficiency and market anomalies. We give a brief review on market efficiency and clearly define the concept of market efficiency and the EMH. We discuss some efforts that challenge the EMH. We review different market anomalies and different theories of Behavioral Finance that could be used to explain such market anomalies. This review is useful to academics for developing cutting-edge treatments of financial theory that EMH, anomalies, and Behavioral Finance underlie. The review is also beneficial to investors for making choices of investment products and strategies that suit their risk preferences and behavioral traits predicted from behavioral models. Finally, when EMH, anomalies and Behavioral Finance are used to explain the impacts of investor behavior on stock price movements, it is invaluable to policy makers, when reviewing their policies, to avoid excessive fluctuations in stock markets.

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“…Extension could study sustainability for other issues. For example, extending Mou, et al (2018) and others to study the sustainability for enterprise supply chains, extend Li, et al (2018) and others to study the sustainability of portfolio selection, extend Tsendsuren, et al (2018) and others to study the sustainability of life insurance, extend to study the sustainability of warrant markets, extend Liao and Wong (2008), Liao, et al (2012, Moslehpour, et al (2018) to study the sustainability of e-shopping, extend Pham, et al (2018) to study the sustainability of outsourcing business, and extend Moslehpour, Wong, Aulia, and Pham (2017) and Moslehpour, Wong, Lin, and Huyen (2017) to study the sustainability of marketing.…”

Section: Resultsmentioning

confidence: 99%

Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees <strong> </strong>

Moslehpour¹,

Altantsetseg²,

Mou³

et al. 2018

Preprint

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Purpose - The purpose of the study is to investigate the missing link between leadership style and job satisfaction among Mongolian public sector employees. This study reiterates the mediating role of organizational climate (OC) and work style (WS) in a new proposed model. Methodology - The questionnaire is designed by a synthesis of existing constructs in the current relevant literature. The research sample consisted of 143 officers who work in the primary and middle units of territory and administration of Mongolia. Factor analysis, reliability test, collinearity test, and correlation analyses confirm validity and reliability of the model. Multiple regression analysis, using Structural Equation Modeling (SEM), tests the hypotheses of the study. Practical implications - This study has several important implications for studies related to organizational behavior and job satisfaction. Furthermore, the implications of findings are beneficial to organizations aiming at improving policies and practices related to organizational behavior and human resource management. Regulators and supervisors of private or public organizations aiming to increase the level of their employees’ job satisfaction will also benefit from the findings. Therefore, this study’s new proposed model can be the basis of fundamental research to build a better human resource policy. Although leadership style is an influential factor for job satisfaction, this study identifies the mediating missing links between leadership style and employees’ job satisfaction. Findings: The findings of this research indicate that organizational climate and work style complement and fully mediate the relationship between leadership style and job satisfaction. Appropriate leadership style is most effective when it matches organizational climate as well as employees’ work style. Furthermore, suitable organizational climate will increases the level of job satisfaction. If work style of employees is respected and taken into consideration, leadership style can find its way into job satisfaction. Originality/value - This study is the first to understand the motivators of job satisfaction in government sector of Mongolia. This study suggests valuable findings for executive officers, junior and primary unit’s officers of register sector of government in Mongolia. The findings of this study help managers and executives in their effort to develop and implement successful human resource strategies.

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The Effects of Health Status on Life Insurance Holdings in 16 European Countries

Cited by 16 publications

References 37 publications

Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees

Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees

Review on Efficiency and Anomalies in Stock Markets

Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees <strong> </strong>

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The Effects of Health Status on Life Insurance Holdings in 16 European Countries

Cited by 16 publications

References 37 publications

Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees

Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees

Review on Efficiency and Anomalies in Stock Markets

Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees&nbsp;<strong> </strong>

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Product

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Organizational Climate and Work Style: The Missing Links for Sustainability of Leadership and Satisfied Employees <strong> </strong>