Vol. 8, Issue 1, 2023

Summary

Exploring Factors Influencing Generation Y Employees’ Turnover Intention in Indonesia: The Roles of Co-worker Support, Supervisor Support and Career Development

  • Page: 4
  • Authors: Dinda LARASATI, Anggara WISESA
  • Abstract: The emergence of Generation Y, which dominates the workforce due to population shift, brings awareness to businesses and organizations to be prepared and build a strategy to engage the Millennial workforce and reduce the high turnover rate that led to company loss. Turnover intention is the best predictor for observing an early indication of employee turnover. Therefore, leaders and organizations must explore and gain more information on generation Y employees’ expectations in the workplace and how to fulfill them to reduce their turnover intention. This study used a phenomenological approach to acquire an in-depth understanding of Generation Y employees’ expectations and perspective towards the organization and how it influences turnover intention. The results revealed that most Generation Y employees agreed that co-workers’ support (emotional and instrumental) and interpersonal relationship play an essential role in their work life. Although, few others believed these factors needed to be more influential to affect their commitment to the organization. Unanimously, all Generation Y employees also agreed that supervisor support and career development opportunities played crucial roles in their career journey. They believed that the organization should facilitate them with mentorship to deliver supervisor support, learning opportunities, and career path plan to ensure their career progression within the workplace. Businesses and organizations need to have policies and facilitation which fulfill all these expectations and provide them with a reason to stay loyal and oblige to higher commitment in return for all the support given by the company.
  • JEL Classification: J24, J63
  • Keywords: Generation Y, Perceived Supervisor Support, Co-worker Support, Career Development, Turnover Intention
  • DOI: 10.24818/mer/2023.02-01
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Revisiting the Validity of Phillips Curve in Nigeria: An ARDL Approach

  • Page: 24
  • Authors: Yakubu EGEDE, Umaru AMINU, Aminu HAMMA, Caroline Iyabo ADEMOLA-JOHN
  • Abstract: It is evident that in Nigeria inflation and unemployment are growing simultaneously and pose a serious question in terms of the validity of the Phillips curve in Nigeria. This study investigates the relationships that exist with respect to inflation and unemployment in Nigeria using data from the CBN statistical bulletin (2020) from 1981 to 2020. The ARDL model (autoregressive distributed lag) was employed in the study. The study revealed an inverse and significant link between inflation and unemployment only in the short run, while a positive, as well as significant relationship, was found that connects inflation and output in Nigeria also in the short run. We, therefore, recommend the need for government to always consider unemployment in formulating policies aimed at achieving price stability. We also recommend that the government adopts labour-intensive techniques of production to reduce costs and, by extension, reduce the prices of goods and services.
  • JEL Classification: C32, E24, O47, P24
  • Keywords: ARDL, Inflation, Output, Unemployment
  • DOI: 10.24818/mer/2023.02-02
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Loan-to-Deposit Ratio Analysis Before and During the COVID-19 Pandemic

  • Page: 35
  • Authors: Xenaneira SHODROKOVA, Imam ASNGARI, Ariodillah HIDAYAT
  • Abstract: The banking sector contributes to the pace of the economy. Since the increasing outbreak of the COVID-19 virus, there are many risks that banks will face, such as bad loans as measured by the Non-Performing Loan (NPL) ratio, a decrease in net interest margin as measured by the Net Interest Margin (NIM) ratio, increasing Operating Costs to Operating Income (BOPO), and increasing Third Party Funds (DPK) but not followed by high lending. This disrupts the balance between loans and deposits, measured through the Loan-to-Deposit Ratio (LDR). In this study using secondary data types in the form of data on the highest Core Capital Bank Group (BUKU IV) in Indonesia, using quarterly data for the 2018-2021 period using the Fixed Effect Model method. This data is obtained from the website of the Financial Services Authority (OJK) Indonesia, and Worldometer. The purpose of this study was to analyze the effect of the NPL, NIM, BOPO, and Dummy COVID-19 variables on LDR. The results showed that during the COVID-19 pandemic, the NIM and BOPO variables had a positive and significant effect while the NPL and Dummy Covid variables showed a negative and significant relationship to the Loan-to-Deposit Ratio (LDR).
  • JEL Classification: E5
  • Keywords: COVID-19, Net Interest Margin, Non-Performing Loan, Operating Costs to Operating Income (BOPO), Loan-to-Deposit Ratio (LDR)
  • DOI: 10.24818/mer/2023.02-03
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Board Attributes and Tax Planning of Corporate Organisations in Nigeria

  • Page: 46
  • Authors: Imuetinyan EGUAVOEN, Isaac UKARIN, Ojuye Thomas ENEWEROME
  • Abstract: This study investigated board attributes and tax planning of corporate organisations in Nigeria. Different variables of board attributes (board independence BIND)), board size (BSIZ), and gender diversity (GDIV) were critically analysed so as to establish their relationship with tax planning (TAXP). For the aim of this very paper to be accomplished, eighty-five (85) non-financial companies that are found to be quoted on Nigerian Stock Exchange (NSE) were cautiously picked and carefully analyzed for the particular period of 2016 to 2020. Panel least squares regression was used with the help of econometric packages (Eview 9.0) to analyse that data. The result indicated that the explanatory variable of board independence BIND was negatively and insignificantly related to tax planning (TAXP), while board size (BSIZ) and gender diversity (GDIV) were positively and significantly related to tax planning (TAXP). Therefore, due to the significant relationship which exists between the board size (BSIZ) and gender diversity (GDIV) with tax planning (TAXP), the need to properly investigate the issues cannot be over-stressed. Therefore, it is recommended that board size (BSIZ) and gender diversity (GDIV) should be given substantial attention when studying board attributes in relation to tax planning of Nigerian companies; precisely.
  • JEL Classification: M410
  • Keywords: Board size, Board independence, Gender diversity, Nigeria, Tax planning
  • DOI: 10.24818/mer/2023.02-04
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Financing the Infrastructure of Municipal Corporation on Sustainable Basis: A Case Study of Vasai Virar Municipal Corporation

  • Page: 58
  • Authors: Sanjay RODE
  • Abstract: Every Municipal Corporation must provide administrative services and develop infrastructure for people. The Vasai Virar Municipal Corporation is the fastest growing Municipal Corporation in the Mumbai Metropolitan Region. Urbanization is increasing rapidly in corporations, but infrastructure services are lagging behind. There is a mismatch between the revenue and expenditure of the corporation. The revenue receipts are significantly low due to lower property taxes and road construction. The revenue expenditure is increasing due to administration, architecture section, accounts, hospitals management, and construction sector. The capital receipts are significantly lower because of integrated health and family welfare receipts. The capital expenditure of the corporation has increased due to road repairing and construction, development work, and electricity expenditure. The municipal corporation must invest in civic infrastructure such as water supply, sanitation, solid waste and sewerage management, roads, public transportation, public gardens, street lights, and markets. Municipal Corporations must manage capital expenditure on a sustainable basis for civic infrastructure. It will improve the standard of living of the people.
  • JEL Classification: O18
  • Keywords: urbanization, sanitation, sewage
  • DOI: 10.24818/mer/2023.02-05
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Smartening up Ports Digitalization with Artificial Intelligence (AI): A Study of Artificial Intelligence Business Drivers of Smart Port Digitalization

  • Page: 78
  • Authors: Mohamad ABU GHAZALEH
  • Abstract: Artificial intelligence (AI) is digitalizing transportation at sea, on land, and in the air. It has the potential to cut human error and make operations faster. However, AI is one part of a broader process to digitize and improve port operations. AI digitalization and autonomous shipping are critical in the port world; AI allows human work to be shifted toward digital platforms that are currently not fully capable. Following this, the ports industry can be sketched as a natural fit for applying AI technology, known for its complicated processes and the high proportion of human work intervention. This paper aims to analyze and explore the artificial intelligence Business Drivers of Smart Port Digitalization. This study employs the exploratory Factor Analysis (EFA), Confirmatory factor analysis (CFA), and structural equation modeling (SEM) approaches using Advance Managed Outsourced Solutions (AMOS) based on a ports communities operation management view. Then propose new AI-Ports initiatives. The value-added core tasks of ports are examined to determine the possible utilization of AI technology and the AI adoption within the ports community.
  • JEL Classification: O3, O31,O32
  • Keywords: Artificial intelligence (AI); Ports community; Critical success factors
  • DOI: 10.24818/mer/2023.02-06
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The Impact of Compensation Benefits on Retaining Talented Employees: The Case of Lebanon

  • Page: 98
  • Authors: Layal BOKAII
  • Abstract: Increased competition for jobs within the country as the economy improves is a major factor driving up employee turnover rates in Lebanon. This is often ascribed to corporations competing with one another in terms of monetary benefits, but from a total rewards viewpoint, little is known about the role nonmonetary rewards play. To this end, employee involvement in one’s job might serve as a useful explanatory variable in place of loyalty to one’s employer. The goal of this research is to examine the role that financial and non-financial incentives play in determining whether or not workers in Lebanon choose to remain with their current employers, as measured by their level of engagement at work. Using data from 357 respondents, we discover that both monetary and non-monetary factors contribute significantly to an employee’s likelihood of leaving their current position. Companies that are serious about keeping their workers should make employee engagement a top priority.
  • JEL Classification: M41, M42
  • Keywords: Total Rewards, Monetary rewards, Non-monetary rewards, Work engagement, Intention to stay, and Job satisfaction
  • DOI: 10.24818/mer/2023.02-07
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Gender Pay Gap: Is It Just a Gender Thing?

  • Page: 109
  • Authors: Irka WIJAYA, Anggara WISESA
  • Abstract: The gender pay gap has always been a topic of discussion, with gender being cited as the leading cause, hence the term. Numerous studies have attempted to isolate gender, but the findings still point to unexplained causes of the gender pay gap. Therefore, this paper took several different perspectives on debunking the gender pay gap and constructing the possible reality of the gender pay gap, using systematic literature review and critical reflection. By exploring how the gender pay gap is calculated, individualizing gender and human, and learning from a cultural perspective, this paper suggests that the gender pay gap is beyond gender. This paper does not deny the existence of the gender pay gap; instead showing that the cause is beyond gender and calls for action to alleviate inequality to build healthier working environment.
  • JEL Classification: E42, J16, M12, M52
  • Keywords: equality; gender; patriarchal; pay gap
  • DOI: 10.24818/mer/2023.02-08
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Positive Intelligence and Work Performance

  • Page: 117
  • Authors: Cătălina RADU, Sorina MIȘU
  • Abstract: This study aims to analyze the impact of positive psychology on job performance. It measures psychological factors which typically hinder job performance, the five pillars of PERMA as an indicator of positive intelligence, and self-assessed job performance. The present study was conducted through an online questionnaire composed of Shirzad Chamine’s inner saboteur questionnaire, Kern’s Workplace PERMA Profiler questionnaire, and Goodman & Syvantek’s Job Performance Scale. The research was developed on a 457-respondent non-probabilistic cohort. One of our main findings is that the inner saboteurs fall into two clusters, one oriented toward performance and the other toward emotion. Positive intelligence, as measured through PERMA seemed to have a positive effect on job performance in the emotion-oriented saboteurs, while it has no or negative effect on the performance-oriented saboteurs.
  • JEL Classification: M54, O15
  • Keywords: human resources, positive psychology, PERMA model, quality of life, work performance
  • DOI: 10.24818/mer/2023.02-09
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