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The South East Asian Journal of Management
Published by Universitas Indonesia
ISSN : 19781989     EISSN : 23556641     DOI : 10.7454/seam
Core Subject :
The South East Asian Journal of Management (The SEAM) seeks to publish high quality, scholarly empirical research articles in management, strategic management, organization, entrepreneurship, operations management, human resource management, business and organization topics that test, extend, or build theory and contribute to management and organization practices in the South East Asia region. The SEAM strives to serve as a major vehicle for the exchange of ideas and research among management scholars within or interested in the South East Asia region. The SEAM is an open access journal that is published by Management Research Center, Department of Management, Faculty of Economics and Business, Universitas Indonesia.
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Articles 5 Documents
 1 
Search results for , issue "Vol. 4, No. 2" : 5 Documents clear
Role of HR Professionals in the Indian Information Technology Sector Mathew, Mary; Subramanya, Tejas; Agarwal, Nivedita; Dambai, Anirudha
The South East Asian Journal of Management Vol. 4, No. 2
Publisher : UI Scholars Hub

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Abstract

This qualitative paper aims to understand the activities and strategic role played by Human Resource (HR) professionals in the Indian IT organizations. This paper presents results from an exploratory field study of HR professionals in 28 IT organizations of Bangalore. Data is collected from HR professionals in these organizations to assess career support that HR professionals receive, the size increase of these professionals given the overall manpower size increase (HR density), replication of parent's HR practices, and the HR activities these professionals engage in, in this sector. Results showed that HR played an important role in recruitment, culture building and training and development. However technical personnel seemed to have a greater say in compensation related activities, even though it is traditionally a core HR activity. The strategic contribution of HR to the organization was also analyzed. It was found that in these organizations, the strategic role of HR was understood. The growth in the number of HR professionals with reference to the age of the company was also looked at. It is evident that initially for a young company there is a high need for HR personnel and as the companies grows old the HR processes get standardized and hence the requirement for new HR personnel decreases. The higher HR density has implications on HR activities practices in Indian IT companies. Likewise the more fully parent's HR practice is replicated in Indian IT companies, the more some HR activities are influenced.
Employees' Turnover Intention to Leave: The Malaysian Contexts Kuean, Wan Li; Khin, Edward Wong Sek; Kaur, Sharon
The South East Asian Journal of Management Vol. 4, No. 2
Publisher : UI Scholars Hub

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Abstract

This study examines the relationship between organizational commitment and employees' intention to leave the organization in the Malaysian context, and the moderating effects of participation in decision making and work effort on this relationship. It is a descriptive study based on a survey conducted among working adults in Malaysia. The results of the study suggest that all three dimension of organizational commitment; affective commitment, continuance commitment, and normative commitment; have significant association with intention to leave. Participation in decision making was found to have a significant effect on intention to leave, while the time commitment dimension of work effort was found to be not significant. Implications for practitioners and avenues for further research were discussed. This study has also provided greater understanding on the relationship between the tested variables with turnover intention. Findings of the study would assist practitioners, managers, and policy makers of organizations to formulate appropriate strateges particularly in the areas identified to be having an effect on turnover intention. The organization could pursue a commitment strategy to obtain a committed workforce through application of suitable human resource policies. Cultivating an organization culture of shared values and involving employess in the goal setting precoess would further enhance employees' acceptance of and aligment with organizational goals that would promote greater organizational commitment and eventually reduce employees' intention to leave the organization.
Underlying Factors of Entrepreneurial Intentions among Asian Students Indarti, Nurul; Rostiani, Rokhima; Nastiti, Tur
The South East Asian Journal of Management Vol. 4, No. 2
Publisher : UI Scholars Hub

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Abstract

A survey among 650 undergraduate students in Asian countries, including Indonesia, Japan, South Korea, Taiwan, and Thailand, showed that student's entrepreneurial intentions and the determining factors varied from country to country. Generally, self-efficacy, environmental factors, age, and gender were found to have significant impact on entrepreneurial intentions among Asian students. However, the model could only explain 25.5% total variance of entrepreneurial intentions. it is expected that results of this research can give insights for government and universities to formulate policies and programs to cultivate entrepreneurial spirit among students.
Chinese Economic Activities in Sub Saharan Africa: A Substitute for Europe? Keers, Ineke; Pennink, Bartjan J. W., Dr.
The South East Asian Journal of Management Vol. 4, No. 2
Publisher : UI Scholars Hub

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Abstract

This paper aims to investigate if the Chinese economic ties with Sub Saharan Africa serve as a substitute for this existing European-African relationship. Three types of economic activities are studied to determine a possible substitution effect: 1) trade (imports and exports) 2) foreign direct investment (FDI) flows; and 3) development aid from China and the European Union towards six African countries. Because natural resources, especially oil, appear to be a driver for Sino-African trade this study focuses on oil-importing and oil-exporting African countries. The group of oil-importing African countries is formed by South Africa, Ghana, and Kenya. The oil-producing countries are represented by Nigeria, Angola, and Sudan. We found that there is no Chinese FDI flows seem to be complementary rather than a substitute for each other, which then could lead to the development of African industries. Moreover, the combinantion of European and Chinese trade, aid and FDI could lead to the developmment of infrastructure, manufacturing industries, and the improvement of social-economical standards in Africa.
Social Capital Moderating Roles towards Relationship of Motives, Personality and Organizational Citizenship Behavior: Cases in Indonesian Banking Industry Ariani, D. Wahyu
The South East Asian Journal of Management Vol. 4, No. 2
Publisher : UI Scholars Hub

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Abstract

The goal of this research is to test social capital as the moderating variables of the relationship model between core self-evaluation personality, motives, and organizational citizenship behavior. The research integrates the use of atribution, social exchange, core self evaluation theories, and two raters of organizational citizenship behavior. A survey is conducted by using questionnaires from the previous research. The questionnaires were sent to 128 brances of the bank industry located in 16 major cities in Java. The samples consisted of 636 tellers andd 129 head tellers. Validity and reliability tests were used to evaluate the questionnaire contents. The Structural Equation Modelling (SEM) was employed to test the relationship among the variables. The results proved that social capital moderates the relational model between core self-evaluation personality, organizational concern motives, pro-social values motives, impression management motives, and organizational citizenship behavior. The results also show that self-rating and supervisor-rating differ significantly from respect to organizational citizenship behavior. Both are valid and have an equal effect on the organizational citizenship behavior. A thorough discussion on the relationship among the variables as well as on self and supervisor-rating is presented in this paper.

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