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Asia-Pacific Management and Business Application

apmba
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Published by Universitas Brawijaya

ISSN : 22528997 EISSN : 26152010 DOI : -

Core Subject : Economy, Science, Social,

Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

Asia-Pacific Management and Business Application journal (APMBA) is a scholarly journal, publishing internationally leading research across all areas of management. APMBA continuously seeking articles that challenge the affect of globalization through business world through critically informed empirical and theoretical investigations, and present the latest thinking and innovative research on major management topics, while still being accessible and interesting to non-specialists.

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Articles 4 Documents

Search results for , issue "Vol 6, No 3 (2018)" : 4 Documents clear

When Empathy Works: Towards Finding Effective Ways of Sustaining Empathy Flow Lesley Gill; Marjolein Schaddelee; Phil L Ramsey; Sam Turner; Tom Naylor
APMBA (Asia Pacific Management and Business Application) Vol 6, No 3 (2018)
Publisher : Department of Management, Faculty of Economics and Business, Brawijaya University

The need for developing empathy skills in the workplace continues to challenge organisations today. Findings from earlier research highlighted the need for developing these empathy skills. Interviews were undertaken in early 2017 with a mix of empathy trainers and managers of organisations where empathy is signalled as a key skill. The purpose of the inquiry was to explore their perspectives of empathy so as to discover emerging themes that increase our understanding of empathy in the workplace, elucidate optimal ways for developing one’s empathy and for reducing or mitigating empathy burnout. Challenges that emerged from the findings were: maintaining empathy across professional and personal environments; generally participants found they had energy for one of other, not both; caring too much; having time to empathise; managing expectations; professional boundaries; empathy equality i.e. to victim and offender; communicating empathy, and desensitisation. This paper explores these challenges. Four themes emerged from the findings: interpretations of empathy, context; including theory of mind, empathy burnout, and strategies for developing empathy. These themes informed the development of a Flow Model of Empathy.

The Impact of Harmonious Culture and Entrepreneurship Training on Loan Repayment Performance at Microfinance in Indonesia I Putu Astawa
APMBA (Asia Pacific Management and Business Application) Vol 6, No 3 (2018)
Publisher : Department of Management, Faculty of Economics and Business, Brawijaya University

Studies on topic such as loan repayment at microfinance institutions are increasingly interesting due to the slumped current global economic condition and the many occurrences of bad debts. Various ways found by the researchers to increase loan repayment. Those ways are, for example, monitoring, mentoring, training, and economic approach. The research is different to previous research in terms of approach used, which is by linking harmonious culture to the loan repayment rate. The research aims to analyze the relationship between entrepreneurship training and harmonious culture in the effort to increase loan repayment of companies (debtors). 358 qualified debtors are used in the research. Data on the loan repayment rate in 2012 is used as a base for evaluation and reevaluated in 2017 in the same sample. In addition, an assessment on the perception of debtors toward the entrepreneurship training and the implementation of harmonious culture by microfinance institutions is conducted through questionnaire distribution. Data collected is analyzed using regression analysis. The result of regression analysis indicates that entrepreneurship training in form of the ability to develop business, entrepreneurship skill, and marketing skill has no relationship with loan repayment rate. Assistance program in form of cost in increasing faith to God through ceremonies at the companies give new spirit to achieve optimism in business progress since debtors believe that there are other forces in addition to human efforts that could change the business achievement. Cultural activities in maintaining harmonious relationship with others and natural environment gives positive impact on the increase in loan repayment. Harmonious culture implemented by the debtors linked to business activities in form of loan repayment is something new. The research result gives suggestion on human capital theory that harmonious culture is an attribute in determining one’s performance.

Organizational Justice and Affective Organizational Commitment: Mediated by Organizational Trust and Perceived Organizational Support Ruri Fitria Hayunintyas; Ben Roy Do; Achmad Sudiro; Dodi Wirawan Irawanto
APMBA (Asia Pacific Management and Business Application) Vol 6, No 3 (2018)
Publisher : Department of Management, Faculty of Economics and Business, Brawijaya University

Organizational justice refers to employee perceptions of fairness of treatment by the organization, and their behavioral reactions to this justice. Based on social exchange theory, one consequence of organizational justice is organizational trust, the willingness to invest one's resources in a relationship resulting from positive expectations as a consequence of previous interaction. Another consequence of organizational justice is perceived organizational support (POS), the extent to which employees feel their contribution is valued by the organization, and the organization cares about their well-being and gives fair treatment. All three variables may contribute to affective organizational commitment. To test the mediation of organizational trust and POS, 188 valid questionnaires were analyzed in a large company of poultry industry in Indonesia. All research hypotheses were supported, where it is practically important that organization in this context to address the practice of organizational justice with the support of organization in term of trust and managerial support in creating organizational commitment.

Traınıng on Basıc Busıness Skılls Needed in Internatıonalısatıon For Vıetnamese Small and Medıum-Sızed Enterprıses Le Tien Dat; Suku Sukunesan; Christopher Selvarajah
APMBA (Asia Pacific Management and Business Application) Vol 6, No 3 (2018)
Publisher : Department of Management, Faculty of Economics and Business, Brawijaya University

Small and medium – sized enterprises (SMEs) are often considered the primary source of economic development and integration in developing countries, including Vietnam. However, in the process of transitioning from a controlled economy to a market-oriented economy, many Vietnamese SME managers still lack basic business skills to compete successfully in international markets. Comprehensive training programs on basic business skills, therefore, should be developed to improve the capacity of Vietnamese SME managers. This paper aims to identify the training needs and appropriate training programs to raise these skills. Fifty-eight SME managers from three major cities of Vietnam (Hanoi, Da Nang and Ho Chi Minh City) participated in twelve focus groups with each group being between three and eight members. Participants from these SMEs were grouped either as managers presenting potential exporters or current exporters. It can be seen from the findings that two groups of SMEs emphasized a series of categories of basic business skills, namely marketing skills, production skills, management skills, financial skills, and IT skills. Nonetheless, there were noticeable differences between the two groups about specific skills. Based on the perceptions of Vietnamese SME potential exporters and current exporters with regard to basic business skills needed in exporting activities, recommendations about training programs are provided. With regard to some skills, common training programs may be provided to both groups of managers, whereas, with other skills, separate training programs for each group of managers may be more appropriate and effective. For instance, the introduction to basic knowledge about international marketing, and skills to develop products which are able to be exported should be included in the training programs for SME potential exporters. Meanwhile, the training including promotion skills, especially skills to promote brands in international markets, and guidance on managing in-put materials, particularly selecting suppliers and maintaining the quality of in-put materials to meet the requirements of foreign partners should be arranged for the current exporters only. The outcomes of this study are expected to be useful for not only SME managers, but also training organisations and government associations in designing and developing training programs. The study also adds to the body of knowledge covering human resource development in developing countries.

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