Sasin Journal of Management: Volume 11, 2005


Sasin Journal of Management: Volume 11, 2005

na_sjmSuvit Chansrichawla
Leadership-supported Mentoring: The Key to Enhancing Organizational Commitment and Retaining Newcomers

The objective of this paper is to examine the effect of mentoring in reducing the turnover among newcomers in organizations during the first year of employment. The study focuses on the mentoring behaviors exhibited by the mentors and how it affects the organizational commitment of newcomers, which in turns influences their intention to quit. It reports the findings of a survey conducted in which 243 responses were obtained. The study found leader-supported mentoring enhances organizational commitment of newcomers. An increase in organizational commitment will result in lower intention to quit. The managerial impactions of these are discussed and the limitations of the study are highlighted.

na_sjmFranco Gandolfi
Australian and New Zealand Banks and the Implementation of Downsizing

Since the mid-1990s, Australian and New Zealand banks have been slashing their workforces steadily. In light of further downsizings predicted, it was of considerable interest to examine the implementation strategies. This study has revealed three findings. First, Australian banks primarily adopted workforce reduction strategies, whereas New Zealand banks employed a mixture of organization redesign, workforce reduction, and systemic strategies. Second, Australian banks had considerable depth in their downsizing, whereas New Zealand banks had more breadth in their overall strategies. Third, Australian banks adopted reorientation approaches, whereas New Zealand banks were more inclined to embrace reinforcement approaches. It remains unclear as to why large Australian and New Zealand banks have diverged in their approaches to downsizing. It has been suggested that government interference, executive remuneration, industrial relations demands, national and international market pressures, and the downsizing history of individual industries and organizations, on the one hand, and differences in national cultures and cultural values on the other, may have influenced the adoption of downsizing implementation strategies. It has also been shown that the adoption of downsizing has produced negative organizational, financial, and social consequences in both countries.

na_sjmNaoko Ito
Human Resource Managers’ Readiness with regard to Equal Employment Opportunities for People with Disabilities in Japanese Automobile Companies in Thailand

This research targeted managerial personnel responsible for Human Resources (HR) in Japanese automobile companies investing in Thailand and examined 1) their views of social responsibility with regard to Equal Employment Opportunities (EEO) for People with Disabilities (PWD) and 2) their companies’ current policy and practice on EEO for PWD. From data collected through 48 HR managers on their respective companies, it could be interpreted that most HR managers were positive regarding social responsibility of companies with foreign investments for their continuous business prosperity and the concept of EEO for PWD as a part of their legal as well as moral responsibility. On the other hand, many HR managers wondered whether job candidates and/or employees with disabilities had the rights to request/receive extra supports and/or accessible environment or if it was the companies’ responsibility to provide them. In order to make Japanese automobile companies fully ready for EEO for PWD, awareness-raising of this issue, further capacity building of their HR management, and workplace diversity have been recommended.

na_sjmSooksan Kantabutra
Leadership for Sustainable Organizations: A Proposed Model
Previous research on effective leadership has been conducted frequently without taking into account the quality of the core vision and corporate sustainability. A research model derived from the theoretical and empirical literature is proposed for investigating relationships between leadership and sustainable organizational performance. The model, expressed both graphically and as three propositions, proposes that vision attributes of brevity, clarity, abstractness, challenge, future orientation, stability, and desirability, plus vision content relating to sales, employee, customer, leadership and sustainability, can directly affect performance and the ability to sustain it. The model also predicts indirect effects on sustainable performance mediated by five vision realization and sustainability values factors.

na_sjmAizzat Mohd. Nasurdin & T. Ramayah
Noninstrumental Procedural Justice and Citizenship Behavior: Does Trust In Leader Matter?
The purpose of this paper is to determine the influence of noninstrumental procedural justice on interpersonally-focused organizational citizenship behavior (OCBI) and to determine whether trust in the supervisor plays a role in mediating the above-mentioned relationship. On the basis of social exchange (Blau, 1964), relational contracts (Rousseau & Parks, 1993), norm of reciprocity (Gouldner, 1960), and the “group-value” model (Lind & Tyler, 1988), a study was conducted among hotel employees in Malaysia. Hierarchical regression on a sample of 188 respondents demonstrated that noninstrumental procedural justice had a significant effect on interpersonally-focused citizenship behavior (OCBI). Trust in supervisor, however, failed to mediate the noninstrumental procedural justice-citizenship behavior linkage. Findings of the study and implications for managerial practice are provided.

na_sjmH. H. D. N. P. Opatha
An Empirical Investigation of Union-related Factors Contributing to the Labour-Management Relationship in Manufacturing Firms in Sri Lanka
Existing literature reveals a gap in the empirical knowledge in respect of factors that affect the Labour-Management Relationship (LMR) at the firm level. The present study, which was part of a comprehensive study of the effects of some union-related factors and management-related factors on LMR, empirically evaluated six union-related factors that could have an effect on LMR, namely union satisfaction at work, grievance handling, worker discipline administration, worker performance evaluation, union attitudes to management, and competence of union officials. The study involved 202 union officials who were selected from 23 unionised manufacturing firms in Sri Lanka. The results indicated that all the independent variables were positively and significantly correlated to LMR. However, results of regressing the independent variables on LMR showed that union satisfaction at work, grievance handling, worker discipline administration, worker performance evaluation, and union attitudes to management are strong predictors of LMR while competence of union officials is a weak predictor. On the whole, the independent variables accounted for almost 70% of the variance in the LMR. The paper is of empirical and theoretical importance as the findings confirmed an original explanatory model of LMR that could enhance our understanding of the dynamics of LMR and can be applied to enhance LMR in the manufacturing sector in Sri Lanka.

na_sjmT. Ramayah, Mohamed Sulaiman, & Lim Chia Yan
SME E-Readiness in Malaysia: Implications for Planning and Implementation

This study hoped to answer 2 main objectives. The first objective was to assess the level of e-readiness of SMEs in Northern Malaysia. The second objective was to investigate the factors contributing to the e-readiness of SMEs in Northern Malaysia. Questionnaires were distributed using a simple random sampling method to 300 SMEs in Penang, Kedah and Perlis. The findings of this study show that SMEs in Northern Malaysia are ready to go for e-business, e-commerce and Internet in general. The findings also showed that in general top management commitment and infrastructure and technology have significant impact on SMEs’ e-readiness. However, human capital, resistance to change, and information security do not have significant impact or contribution on e-readiness in SMEs.

na_sjmMohammad Asif Salam
Supply Chain Enablers, Competitive Advantage, and Firm Performance: An Empirical Investigation of the Thai Garment Industry

The purpose of this research is to understand the relationship between supply chain enablers and firm performance within the Thai garment industry, which is mediated by competitive advantage. The findings reveal that the proposed model has a significant mediating effect of competitive advantage. In terms of the causal path model, IT capabilities and supply chain integration are the key enablers contributing to firm performance. On the other hand, they reveal that supply chain integration is the only key enabler contributing to competitive advantage. The findings also reveal that, the most critical set of the supply chain enablers contributing to firm performance is a combination of IT capabilities and integration via competitive advantage. This study demonstrates that, firms need to incorporate supply chain orientation into their business strategy and supply chain should be an absolute core of a firm’s business model, in the competitive environment of Thai garment industry.

na_sjmSJM Interview: Dr. Dipak C. Jain

On May 18, 2005, SJM interviewed the Dean of Kellogg School of Management ofNorthwestern University, Dr. Dipak C. Jain. We asked him to share his views on the topic of “Changing Crisis to Opportunity after the Tsunami”.