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The Conceptual Framework. Note. APA = Analyzing Problems and Alternatives; SAT = Strategic Adaptive Thinking; HCOF = Having Clear Objective Focus; RP = Recognition and Prestige; SES = Strategic Environmental Scanning; OOb = Overcoming Obstacles; SOC = Supporting Organizational Culture; APE = Academic Professional Excellence; TOB = Thinking Out of the Box; UOR = Understanding Operations and Risks; BPD = Being Performance Driven.
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The study was undertaken to identify the essential leadership capabilities and managerial competencies as the key leadership performance drivers in Malaysian focused universities. To collect data, the previously developed scales of capabilities, competencies, and leadership performance in the context of Malaysian Higher Education (HE) were distribu...
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... If the universities have employees with knowledge, skill, talent and capability, they will be able increase their work performance and achieve the most favorable outcomes. The main duty of higher education institutions is to manage the internal matters such as providing excellent teaching and research conduct with high quality to lead and direct society and the country (Channuwong, 2014;Ghasemy et al., 2018). Markmit (2007) found that the rapid changes in the educational management system and the increasing number of universities have led many universities to have a strong competition among each other. ...
The purposes of this research were: (1) to study strategic human resource management Thai Universities; (2) to study mission implementation of Thai Universities; (3) to find a relationship between strategic human resource management and mission implementation of Thai Universities; and (4) to analyze the influence of strategic human resource management on mission implementation of Thai Universities. This study applied a quantitative method. The samples used in this study were 350 personnel of Thai Universities located in Bangkok. The research questionnaire was used as a tool to collect data. Statistics used in this study consisted of percentage, mean, standard deviation, Product-Moment Correlation Coefficient and Multiple Regression Analysis (MRA). The research results showed that (1) Strategic human resource management of Thai Universities, in total, was perceived at high level. In particular, human resource policy and planning had the highest mean value, followed by knowledge and skill, benefits and compensation, recruitment and selection and employee retention respectively. (2) Mission implementation of Thai Universities, in total, was perceived at high level. In particular, graduate development had the highest mean value, followed by academic service, cultural conservation and research conduct respectively. (3) Strategic human resource management was positively related to mission implementation of Thai Universities. (4) Strategic human resource management had an influence on mission implementation of Thai Universities. In particular, human resource policy and planning had the highest influence on mission implementation of Thai Universities, followed by knowledge and skill, benefits and compensation, recruitment and selection and employee retention. This study recommended that Thai Universities should apply strategic human resource management in linkage with organizational policy to extract talent, skill, knowledge, expertise and specialization of employees to work for the fulfillment of mission implementation of the universities.
... If the universities have employees with knowledge, skill, talent and capability, they will be able increase their work performance and achieve the most favorable outcomes. The main duty of higher education institutions is to manage the internal matters such as providing excellent teaching and research conduct with high quality to lead and direct society and the country (Channuwong, 2014;Ghasemy et al., 2018). Markmit (2007) found that the rapid changes in the educational management system and the increasing number of universities have led many universities to have a strong competition among each other. ...
The purposes of this research were: (1) to study strategic human resource management Thai Universities; (2) to study mission implementation of Thai Universities; (3) to find a relationship between strategic human resource management and mission implementation of Thai Universities; and (4) to analyze the influence of strategic human resource management on mission implementation of Thai Universities. This study applied a quantitative method. The samples used in this study were 350 personnel of Thai Universities located in Bangkok. The research questionnaire was used as a tool to collect data. Statistics used in this study consisted of percentage, mean, standard deviation, Product-Moment Correlation Coefficient and Multiple Regression Analysis (MRA). The research results showed that (1) Strategic human resource management of Thai Universities, in total, was perceived at high level. In particular, human resource policy and planning had the highest mean value, followed by knowledge and skill, benefits and compensation, recruitment and selection and employee retention respectively. (2) Mission implementation of Thai Universities, in total, was perceived at high level. In particular, graduate development had the highest mean value, followed by academic service, cultural conservation and research conduct respectively. (3) Strategic human resource management was positively related to mission implementation of Thai Universities. (4) Strategic human resource management had an influence on mission implementation of Thai Universities. In particular, human resource policy and planning had the highest influence on mission implementation of Thai Universities (Beta = .596, p < .01), followed by knowledge and skill (Beta = .528, p < .01), benefits and compensation (Beta = .425, p < .01), recruitment and selection (Beta = .372, p < .01), and employee retention (Beta = .209, p < .01). This study recommended that Thai Universities should apply strategic human resource management in linkage with organizational policy to extract talent, skill, knowledge, expertise and specialization of employees to work for the fulfillment of mission implementation of the universities in the four aspects: graduate development, research conduct, academic service and conservation of Thai arts and culture.
... If the universities have employees with skill, talent, knowledge and capability, they are capable of increasing their efficiency and effectiveness of educational administration and achieve the most favorable performance. The main duty of Thai private universities is to manage the internal matters such as providing excellent teaching and conducting research with high quality to lead and direct the community and society where they are located (Anonrath, 2013); Channuwong et al., 2023;Ghasemy et al., 2018). Markmit (2007) found that the rapid changes in the educational administration system and the increasing number of universities have led many Thai private universities to compete among each other. ...
This research aims to analyze a relationship and an influence of human resource management on educational administration of Thai private universities in Bangkok. This study applied quantitative method. The samples used in this study were 356 employees working in Thai private universities in Bangkok and suburban areas. The instrument used to collect data was a research questionnaire. Statistics used in this study consisted of percentage, mean, standard deviation, Pearson Correlation and Structural Equation Modeling (SEM). The research results illustrated that human resource management was positively associated with educational administration of Thai private universities. Human resource management had an influence on educational administration of Thai private universities at the statistical significance of .01 level, which can be presented as follows: Training and development (= .87, p < .01), performance appraisal (= .75, p < .01), compensation and reward (= .94, p < .01), organization improvement (= .96, p < .01). This study recommended that human resource management principle should be applied in private universities to train, develop and extract talent, skill and knowledge of employees to work for increasing the effectiveness of educational administration of Thai private universities in four areas: teaching students, conducting research, providing academic service to the society and conserving art and culture.
... Principals must have flexible properties that have an adaptive capacity to learn and thrive amid the pandemic pressures (Fernandez & Shaw, 2020;Harris et al., 2017). Thus, through commitment to strengthening their role in the school, the principal can become a key player in seeking school excellence, especially the improvement of student achievement (Ghasemy et al., 2018;Harris et al., 2017;Nguyen et al., 2022). Therefore, it is predicted that political context can activate principal support, allowing students to achieve more. ...
p style="text-align: justify;">Political context, community participation, principals’ supports, and the implementation of e-learning, refer to the orientation of efforts in overcoming the pandemic pressures, where these factors must ensure that all school programs can run effectively and efficiently. This study aims to identify the relationship between political context, community participation, principals’ supports, implementation of online learning and student achievement. Respondent in this research was the principal and elementary school teacher in East Java, Indonesia, 300 teachers and principals were respondents in this research. The Structural Equation Modeling method with the help of AMOS 24.0, is used in this study, while, mediation hypothesis testing is done with the Sobel Test. Based on the results of political context can significantly improve the achievement of students through community participation, principals’ support and implementation of e-learning. Research contributions show that with an ideal political context, high community participation, adequate principal support, and implementation of quality e-learning can improve the achievement of students even in crisis conditions in this case under the pandemic pressures.</p
... p < .01). The results of this research are relevant to the studies of Ghasemy et al. (2018) and Obiwuru et al. (2011) who found that inspirational motivation can increase work performance, which leads to create organizational sustainability. Leaders who have leadership characteristics and personal competency such as the ability to inspire and motivate employees will drive the organization to reach its sustainable growth and development. ...
This paper aimed to analyze the influence of transformational leadership on organizational sustainability of business companies in Bangkok. Data were collected from 350 participants who were administrators and employees working in five business companies in Bangkok metropolitan areas. The research questionnaire was used as an instrument to collect data. Descriptive statistics consisting of percentage, mean and standard deviation, and inferential statistics consisting of Pearson Correlation, and Multiple Regression Analysis were used to analyze the collected data. The research results showed that transformational leadership has an influence on organizational sustainability of business companies in Bangkok with statistical significance at the .01 (F=65.438, p=.000). The forecasting equation from multiple regression analysis can predict the influence of transformational leadership on organizational sustainability of business companies in Bangkok at Journal of Namibian Studies, 34(2023): 4058-4076 ISSN: 2197-5523 (online) 4059 75.6 percent (Adjusted R 2 = .756), whereas, the rest 24.4 percent was the result of other factors, which were not studied in this research. In particular, intellectual stimulation (IS) had the highest influence on organizational sustainability of business companies in Bangkok (Beta = .728, p < .01), followed by inspirational motivation (IM) (Beta = .679, p < .01), idealized influence (II) (Beta = .615, p < .01), and individualized consideration (IC) (Beta = .536, p < .01). The recommendations from the study were that the characteristics of transformational leadership consisting of inspirational motivation, intellectual stimulation, individualized consideration and idealized influence are critical to the organizational sustainability. However, future research should study more about the characteristics of transformational leadership that match with the current business companies such as strong determination, being visionary and strategic man, and result orientation that would have an influence on organizational sustainability of business companies.
... If the institutions have employees with knowledge, skill, talent and capability, they will be able increase their work performance and achieve the most favorable outcomes. The main duty of higher education institutions is to manage the internal matters such as providing excellent teaching and conducting research with high quality to lead and direct society and the country (Channuwong, 2018; Ghasemy et al., 2018). Markmit (2007) found that the rapid changes in the educational management system and the increasing number of universities have led many universities to have a strong competition among each other. ...
Strategic human resource management is the use of human talent, skill and knowledge in linkage with organizational strategies, goals and objectives to increase competitive advantage and overall organizational performance. This research aims to analyze the effect of strategic human resource management on organizational performance of Thai higher education institutions in Bangkok. This study applied quantitative method. The samples used in this study were 350 employees working in Thai higher education institutions in Bangkok. The instrument used to collect data was a research questionnaire. Statistics used in this study consisted of percentage, mean, standard deviation, Correlation and Multiple Regression Analysis. The research results illustrated that strategic human resource management was positively associated with and had the effect on organizational performance of Thai higher education institutions. Human resource planning had the highest effect on organizational performance of Thai higher education institutions
... p < .01). The results of this research are relevant to the studies of Ghasemy et al. (2018) and Obiwuru et al. (2011) who found that inspirational motivation can increase work performance, which leads to create organizational sustainability. Leaders who have leadership characteristics and personal competency such as the ability to inspire and motivate employees will drive the organization to reach its sustainable growth and development. ...
This paper aimed to analyze the influence of transformational leadership on organizational sustainability of business companies in Bangkok. Data were collected from 350 participants who were administrators and employees working in five business companies in Bangkok metropolitan areas. The research questionnaire was used as an instrument to collect data. Descriptive statistics consisting of percentage, mean and standard deviation, and inferential statistics consisting of Pearson Correlation, and Multiple Regression Analysis were used to analyze the collected data. The research results showed that transformational leadership has an influence on organizational sustainability of business companies in Bangkok with statistical significance at the .01 (F=65.438, p=.000). The forecasting equation from multiple regression analysis can predict the influence of transformational leadership on organizational sustainability of business companies in Bangkok at 75.6 percent (Adjusted R2 = .756), whereas, the rest 24.4 percent was the result of other factors, which were not studied in this research. In particular, intellectual stimulation (IS) had the highest influence on organizational sustainability of business companies in Bangkok (Beta = .728, p < .01), followed by inspirational motivation (IM) (Beta = .679, p < .01), idealized influence (II) (Beta = .615, p < .01), and individualized consideration (IC) (Beta = .536, p < .01). The recommendations from the study were that the characteristics of transformational leadership consisting of inspirational motivation, intellectual stimulation, individualized consideration and idealized influence are critical to the organizational sustainability. However, future research should study more about the characteristics of transformational leadership that match with the current business companies such as strong determination, being visionary and strategic man, and result orientation that would have an influence on organizational sustainability of business companies.
... The enactment of the policy makes the leaders of educational institutions must be able to change the pattern of school work, so as to be able to seek the success of the policy in schools [2,7]. The existence of school principals who are able to take an effective role is recognized as a key component in realizing excellent schools [8,9]. ...
... Various research results have shown that the leadership behavior of principals plays a key role in preparing qualified teachers [9], [10]. Transformational principals can serve as important agents to create a school vision, assist teachers in increasing their confidence, promote quality teaching practices, and assist teachers in developing teacher competencies [11]. ...
span lang="EN-US">Student should participate in high-quality learning regardless of all existing conditions; therefore, efforts are needed to identify various factors related to teacher readiness in teaching (TR). This research identified the effect of the four components of transformational leadership (TL) on teacher TR in the era of the coronavirus disease 2019 (COVID-19) pandemic through the role of teacher self-efficacy mediation. The study used a quantitative approach, with a model of structural equation modelling (SEM) causality with the help of the analysis of moment structure 24.0 (AMOS 24.0) program. This study involved 332 secondary school teachers as respondent. SEM is used to build relationship models and to analyze direct or indirect effects, while the Sobel test is conducted for testing mediation hypotheses. Based on the results of research, four components of TL, can affect teacher TR through teacher self-efficacy. The contribution of this research provides insight into the importance of the principal's TL practices in preparing teachers for teaching through teacher self-efficacy, which is a necessity today.</span
... This section presents results of reflective measurement models assessment based on factor loadings, internal consistency reliability, convergent validity (average variance extracted (AVE)), and discriminant validity to test the validity and reliability of the indicators (items) of the measurement model. Extant literature such as Hair et al. (2019) and Ghasemy et al. (2018) lay a precedence and provides credence for a basis to report and rely on these measurements in PLS-SEM analysis. First, the results in Table 2 showed that the factor loadings surpassed 0.7, which ranges between 0.701 to 0.884, and considered satisfactory values for factor loading reliability. ...
This study explores the influence of dispositional dimension of trust, including propensity to trust, faith in humanity, and trust stance in the banking sector. The research was performed in banks located within the Sokoto metropolis, Nigeria. A questionnaire was distributed to 500 account holders from 10 commercial banks, where respondents were allowed to pick their preferences on the basis of a 5-point Likert scale, and an analysis was carried out using PLS-SEM version 3.2. The findings indicated that propensity to trust, such as experience acquired overtime, religious belief, and positive feelings; faith in humanity, such as dependability, suitability, and confidentiality; and trust stance, such as reliability and quality of information delivered to individual positively influence customer interaction with the banking sector. The findings raise awareness to the bank executive and policymakers of factors influencing customer confidence in a bank and also contribute to retaining and attracting them within the system.
