cover
Article Per Year (5 Year)
All
Home Page
OAI Link
Editorial Team
Contact
Reviewer
Google Scholar
Contact Name
SEAM Editor
Contact Email
seam@ui.ac.id
Phone
-
Journal Mail Official
seam@ui.ac.id
Editorial Address
Gedung Departemen Manajemen Jl. Prof. Dr. Sumitro Djojohadikusumo Kukusan, Kecamatan Beji, Kota Depok Jawa Barat, 16424 Indonesia
Location
Kota depok,
Jawa barat
INDONESIA
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.
Arjuna Subject : -
Articles 209 Documents
 10   11   12   13   14 
The Influence of Promotion in Constructing Country's Perception, Autobiographical Memory, Emotional Bonding, and Visiting Intention Haryanto, Jony Oktavian
The South East Asian Journal of Management Vol. 3, No. 2
Publisher : UI Scholars Hub

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This paper aims to propose the influence of promotion toward the establishment of country's perception, autobiographical memory (AM), emotional bonding (EB), and visiting intention. The writer would like to propose the direct influence of promotion toward intention to visit. This paper is aimed to see prospects' perception toward its promotion. Next, the writer would like to explore the influence of country's perception, AM, and EB toward the intention to visit. It is interesting to understand that they function as crucial factors which are considered deeply by prospects before the decide where to go. Hence, it is important to analyze their influence toward intention to visit and including which one is more dominant. This paper proposes 7 hypotheses to analye the relationship above. Data is analyzed using Structural Equation Modelling (SEM) with Lisrel 8.80. The data shows that promotion influences country's perception, AM and EB significantly. On the other hand, emotional bonding influences intention to visit significantly. This research has implications that promotions which are held by countries for tourism should be targeted correctly. Media of promotion or time of promotion have to be analyzed promptly in order to gain effective campaign for prospects. On the other hand, the promotion which is able to create EB or AM has to be developed continuously by tourism industry. Furthermore, marketers need to think appropriate marketing strategies to create a strong emotional bonding between prospects and country.
Relationship between Pay Level, Pay Structure and Job Commitment in Malaysian Public Community College: The Mediation Role of Distributive Justice Ismail, Azman; Ismail, Yusof; Ibrahim, Zalina; Leng, Clara Ong Guat; Kiong, Perry Tan Chee
The South East Asian Journal of Management Vol. 3, No. 2
Publisher : UI Scholars Hub

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This study was conducted to measure the mediating effect of distributive justice on the relationship between pay level, pay structure, and job commitment. A survey research method was used to gather 194 usable questionnaires from academic staff of 15 Malaysian public community colleges (MPCC). Outcomes of testing mediating model using a stepwise regression analysis showed that distributive justice has increased the effect of pay design features (i.e., pay level and pay structure) on job commitment. This result confirms that distributive justice does act as a full mediating variable in the pay design models of the organizational sector sample. In addition, implications of this study to compensation theory and practice, methodological and conceptual limitations, as well as directions for future research are discussed.
Backward Linkages in the Ready Made Garment Industry of Bangladesh: Appraisal and Policy Implications Habib, Mohammed Rakib Ibne
The South East Asian Journal of Management Vol. 3, No. 2
Publisher : UI Scholars Hub

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

In global apparels market, international buyers will place on order with price competitiveness along with lead time. For Bangladesh, lead time is fast emerging as a serious bottleneck. Backward linkages are playing major part of a garment industry to reduce lead time and offer competitive price in the international market. It is inevitable that one of the major issues of success in readymade garment (RMG) industry in Bangladesh intensely depends on backward lingkages status, support, and strategic formulation. This paper will briefly discuss the present condition of backward integration comparison to other countries, impact of lead time, why lead time get priorities, process of short lead time and how central backward linkages in the short-run considered central bonded warehouse (CBW) in the RMG sector. Finally this paper will focus on policy implication on backward linkage sub-sectors, scheme of intensifiying central bonded warehouse (CBW) facility, procedure for short lead time in respect of free trade apparel market.
An In-Depth Study of Assesing the Factors Affecting Higher education in South-East Asia: A Case Study of Two Universities Wong, Edward Sek Khin; Heng, Teoh Ngee
The South East Asian Journal of Management Vol. 3, No. 2
Publisher : UI Scholars Hub

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

The purpose of this study is to determine whether or not selected factors are related to faculty job satisfaction and dissatisfaction at two selected private unversities in South-East Asia. It is an attempt to find out how faculty members feel about their jobs. What pleases them in their work? What are the intrinsic rewards they attain? What brings dissatisfaction or tends to frustrate them? Hence, this study employs the Herzberg Two-Factor theory to determine how selected factors are related to job satisfaction of university faculty members. The conclusions drawn from this study are that the major sources of job satisfaction for university faculty members are shown to be policy and administration, and salary. The relevant sources of dissatisfaction were personal achievement, personal growth, interpersonal relations, recognition, responsibility, supervision, the work itself, and the overall working conditions. The study also has a number of practical impliations for institutional administrators, because if the educational intitution has no instrument designed to measure faculty perceptions of their jobs and work, these administrators could elect to use the same instrument that investigates the areas of job satisfaction to gain similar results.
Corporate Work Satisfaction: An Empirical Investigation on the Employees of Mobile Phone Companies in Bangladesh Ashraf, Mohamad A.; Joarder, Mohd. H. R.
The South East Asian Journal of Management Vol. 4, No. 1
Publisher : UI Scholars Hub

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Determining optimal employee work satisfaction is a key to the success of any business that relies on a variety of organizational and psycho-economic factors. This study was conducted to identify those key factors, which are responsible to influence on the overall work satisfaction in the fast-gowing mobile phones companies in Bangladesh. The phone companies, which are included here in the study, are Grameen Phone (GP), Bangla Link, and Aktel. The factors included in the investigation as independent variables are Compensation Package, Supervision, Career Growth, Training and Development, Working Atmosphere, Company Loyalty, and Performance Appraisal. The result indicates that training and performance appraisal, work atmosphere, compensation package, supervision, and company loyalty are the key factors that impact on work satisfaction of the employee of these companies. The study also finds that the employees of these three companies possessed above of the moderate level and positive attitude towards work satisfaction, which could be nudged up to excellent status of the satisfaction of the employess if the management takes those identified factors with a little more rigorous weight into their considerations and modify their employee retention policy further accordingly.
Successful Partnerships: A Matter of Experience? Grotenhuis, Frits D. J.
The South East Asian Journal of Management Vol. 4, No. 1
Publisher : UI Scholars Hub

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Statistics indicate that most mergers and acquisitions are not very successful. At the same time, similar reasons for success and failure have been reported over the past decades by different scholars. Frequent mentioned reasons are related to finansial or legal issues during the pre-merger phase and cultural or integration issues during the post-merger phase. This far, hardly any study examined the learning effect of previous mergers and acquisitions experiences. This paper focuses on the post-merger integration phase of mergers and acquisitions, and the learning elements. First results indicate that managers can learn from previous experience and thus increase changes for success of partnerships. Future studies could further explore 'best practices' of how to organize and facilitate the learning process of mergers and acquisitions. Further, concerning managerial experiences, it would be interesting to discern between more geral lessons, and context-spesific lessons of mergers as well as of other kinds of strategic partnerships.
Human Capital Development Role of HR during Mergers and Acqusitions Rizvi, Yasmeen
The South East Asian Journal of Management Vol. 4, No. 1
Publisher : UI Scholars Hub

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

The need for corporate firms to gain competitive advantage in a highly competitive global environment has necessitated the adoption of innovative strategies, one of them being mergers and acquisitions. Selden and Colvin (2003) have stated that 70%-80% of acquisitions fail, meaning that they create no wealth for the share owners of the acquiring company. Schmidt (2003) has identified five major roadblocks to M & A success, three of which are HR issues. It has been established that there is a strong direct correlation between human resource involvement and 'success' in mergers and acquisitions (Schmidt, A.J., 2003). A positive association was found between human capital indicators and organizational performances (Seleim, Ashour, and Bontis, 2007). It was found that human capital development and enhancement in organizations contribute significantly to organizational competencies which in turn became a great boost for further enhancing innovativeness (Bontis and Fitzenz, 2002). As a research gap has been found in the study of human capital development interventions used during mergers and acquisitions, the present research aims to study the role of human capital development interventons used during integrations stage of mergers and acquisitions. Both quantitative as well as qualitative study has been carried out to capture a more complete portrayal of the subject.
Marketing Capability and Export Performance: the Moderating Effect of Export Dependence Tooksoon, Phadett; Mohamad, Osman
The South East Asian Journal of Management Vol. 4, No. 1
Publisher : UI Scholars Hub

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This research examines the relationship between marketing capability and export performance and the moderating effect of export dependence. The marketing capability of Thai agro-based exporting firms can be classified into four dimensions, namely product capability, distribution capability, price capability, and promotion capability. Among the four dimensions of marketing capability, only price capability and promotion capability are significantly and positively related to export performance. Export dependence moderates the relationship between distribution capability as well as price capability with export performance. Firms with high export dependence register higher export performance when marketing capability in term of distribution capability is high. Similarly, firms with high export dependence register higher export performances when marketing capability in term of price capability is high.
Is Bangladeshi RMG Sector Fit in the Global Apparel Business? Analyses the Supply Chain Management Nuruzzaman, Nuruzzaman; Haque, Ahasanul; Azad, Rafiq
The South East Asian Journal of Management Vol. 4, No. 1
Publisher : UI Scholars Hub

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

In recent years, supply chain management (SCM) has been developed as essential management philosopy and practice for all business operations. As with other business management principles, SCM also applies to the textile and apparel industries. All the parties or members should cooperate with its downstream customers and upstream suppliers to achieve supply chain goal. This paper was designed as an exploratory study to investigate SCM practice and to create competitive advantages in textille and garments (apparel) industries through efficient supply chain management from the perspective of business process. Current conditions of SCM practice in textille and garments industries in Bangladesh were revealed after questionnaire survey. In this study an attempt has been taken to develop a more effective supply chain for Bangladeshi RMG to enjoy competitive advantage in the global apparel business through analyzing the current supply chain and investigating the relationship among the players in the supply chain. In the conclusion recommendation has been made to exclude a party from the current SCM.
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

Show Abstract | Download Original | Original Source | Check in Google Scholar

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.

Page 12 of 21 | Total Record : 209

 10   11   12   13   14 

Filter by Year

2007 2025


Reset
Filter By Issues
All Issue Vol. 19, No. 2 Vol. 19, No. 1 Vol. 18, No. 2 Vol. 18, No. 1 Vol. 17, No. 2 Vol. 17, No. 1 Vol. 16, No. 2 Vol. 16, No. 1 Vol. 15, No. 2 Vol. 15, No. 1 Vol. 14, No. 2 Vol. 14, No. 1 Vol. 13, No. 2 Vol. 13, No. 1 Vol. 12, No. 2 Vol. 12, No. 1 Vol. 11, No. 2 Vol. 11, No. 1 Vol. 10, No. 2 Vol. 10, No. 1 Vol. 9, No. 2 Vol. 9, No. 1 Vol. 8, No. 2 Vol. 8, No. 1 Vol. 7, No. 2 Vol. 7, No. 1 Vol. 6, No. 2 Vol. 6, No. 1 Vol. 5, No. 2 Vol. 5, No. 1 Vol. 4, No. 2 Vol. 4, No. 1 Vol. 3, No. 2 Vol. 3, No. 1 Vol. 2, No. 2 Vol. 2, No. 1 Vol. 1, No. 2 Vol. 1, No. 1 More Issue