Editorial

Editorial Asst. Prof. Dr. Maria Socorro C L FernandoEditor-in Chief We are presenting to you this 1st issue of the Volume 10 of the ABAC ODI Journal Vision. Action. Outcome. The journal has reached its 10th year of publication. This issue has 23 articles from authors whose publications provide valuable and quality knowledge sharing on topics and processes. The articles used various research designs such as quantitative research, model building, mixed method and qualitative research, and action research on topics related to organization development, education, educational leadership management, teaching and learning processes, change management in governance, and sustainability of teams and organizations. It is our hope that this issue of our journal add value to the body of knowledge in the various disciplines because the contributing authors’ works present an array of research methods, finding and conclusions that benefit future research and whose conclusions and recommendations are useful to teams and organization as applied learning for continuous improvement. We appreciate all the authors who have published their research in the ABAC ODI Journal Vision. Action. Outcome. We also thank our Editorial  Advisory Board, Editorial Board, and the Editorial Team with all our  experts who serve as  peer reviewers for the continuous support and engagement  that made it possible for the journal to reach  its 10th year of  publication. Together, we move forward with great possibilities on the horizon. Thank you very much

Editorial

Editorial Asst. Prof. Dr. Maria Socorro C L Fernando Editor-in Chief   We are presenting to you this 1st issue of Volume 11 of the ABAC ODI Journal Vision. Action. Outcome. This issue has 25 articles from authors whose publications provide valuable and quality knowledge sharing on topics and processes.  The articles used various research designs such as quantitative research, model building, mixed method and qualitative research, and action research on topics related to organization development and management, hotel and tourism management, educational leadership and management, technology and teaching processes, technology education management, change management in governance, and sustainability of teams and organizations. The context of the studies represents a myriad of organizational settings from several countries. It is our hope that this issue of our journal add value to the body of knowledge in the various disciplines because the contributing authors’ works present an array of research methods, finding and conclusions that benefit future research and whose conclusions and recommendations are useful to teams and organization as applied learning for continuous improvement.   We appreciate all the authors who have published their research in the ABAC ODI Journal Vision. Action. Outcome.   We also thank our Editorial Advisory Board, Editorial Board, the Editorial Team, and Staff and all the experts who serve as peer reviewers for the continuous support and engagement.   &nbsp

Editorial

Editorial  Welcome to our first issue for 2016.  In this issue, we span the globe with articles that showcase the efforts of various researchers on the topics of change and organization development. Dudley Lynch wrote an article “Bullet Brain, Liquid Soul: A New Metaphor and a Strategy for Empowering Your Humanity and Improving Your Results”  which explains the basis for, and provides a general overview of, what has been styled “the dolphin mindset” in  formal OD, HRD, creativity research and training circles as well as  general business media outlets.The article “Organization Citizenship Behaviour Path Analysis:  Justice, Trust, Satisfaction and Commitment”  by  Kittiwat Watcharachatchawan and Peter Steane, PhD provides an understanding of the relationship between these variables and how this relationship contributes to change in organization citizenship behavior .  It also discusses its usefulness as a tool for organization development and business practitioners in understanding the change in behaviour in organization development.The article “Cultural Intelligence of SME’s Leaders involved in Internationalization Processes” by Claus Schreier, Prof. Dr. rer. pol. and  Luca Macchi. The article clarifies SME decision makers’ cultural intelligence profile and indicates that people who are involved in internationalization decisions demonstrate  a significantly higher level of cultural intelligence.The article by Arlene Scott, Ph. D on “Using Large-Scale Change Methods to Accelerate Health Improvements in the United Kingdom” describes how the Academy for Large-Scale Change (ALSC) offered a fresh approach to large-scale change methods that enabled leaders to make rapid progress in the skills they need to achieve health improvements and to successfully implement large-scale change (LSC) projects.Somyot Kaenhin and   Adarsh Batra, Ph.D. contributes the article “An Exploratory Study on Tourism Authority of Thailand Organizational Image Attributes”.  The article identified the attributes that construct the Tourism Authority of Thailand’s (TAT) organizational image and explored the current positioning of each attribute.  The result the showed all attributes have a significant difference and implies that TAT has room for improvement its performance in all attributes. Three articles on leadership and change at the business, educational, societal levels are featured: “Shifting From Transactional Leadership (T2) to Transformational Leadership (T3) Behavior with a Full Range Leadership Development Program (FR-LDP) OD Intervention” by Shwe Hein and Gloria Chavez, DBA is a study that aimed to shift middle managers of the Myanmar ABC Company from transactional leadership to transformational leadership behavior using a Full Range Leadership Development Program with Appreciative Inquiry, Whole Brain Literacy and Action Learning OD Interventions.  The various interventions indicated a positive effect on the shift of leadership behaviors of the managers involved in the study. The article “Toward High Performance Organization Using Path-Goal Theory and Transformation Theories: A Case Study of St. Louis School Chachoengsao” by Achin Tengtrakul, FSG and  Maria Socorro CL Fernando, Ph.D. presents a study that assessed the levels of leadership skills of the leadership team, staff engagement, and the performance effectiveness of the staff .  It presents the effects of organization development interventions on these variables, a proposed roadmap and model: all of which will further the school towards becoming high performance organization. An article where future leaders may glean valuable lessons from when faced with crisis is “From Chaos to Clarity: How the Lessons Learned after the Detroit Riot of 1967 Can Impact Effective Leadership Today” by Dr. Rita Fields.  It offers an overview of the history of the city of Detroit and the aforementioned riot. It also features three organizations which spearheaded community dialogue, economic development, and enhanced sensitivity to race relations.It is our hope these various topics presenting significant perspectives , ranging from the  personal level of thinking  process, decision making, large scale change process ,  leadership and development may contribute to the ongoing process of learning & re-learning , to creating &  recreating “something more” at personal, team, organization and society levels .Thank you to all the contributors in this issue. Maria Socorro C.L. Fernando, Ph.D. (Marrisa) Editor 

AN EXPLORATION OF THE TRANSITION OF A STARTUP ENTERPRISE IN THE SHARED ACCOMMODATION BUSINESS

The study is a qualitative research using interview data to determine the characteristics of the startup enterprise in the shared accommodation business. The data was analyzed using inter-coding analysis for qualitative study. The startup reveals characteristics typical of the organizations the creativity phase of Greiner’s organization growth were systems needs to be organized and leadership and management need to set up the strategic direction for the company including better operational management systems. The management and employees aspire to survive this initial phase amidst steep market competition in the sharing accommodation. They need internal process development and set out with a shared future direction. The recommendations in this study is a response to its current situation transitioning to its desired future phase of development

Path-Goal Theory-based Leadership Development Deployment Guidelines for the Middle Managers of an International University in China

This research aims to 1) determine the current and desired situation of the middle managers' leadership behavior and leadership performance based on path-goal theory, 2) identify the significant differences between current and desired middle managers' leadership behavior, 3) explore ideas of key managers on leadership behavior and effectiveness through interviews, and 4) develop the final leadership effectiveness development deployment strategies based on the quantitative and qualitative findings. Questionnaire surveys and focus group discussions were used to collect data to identify and determine the significant difference between leadership behaviors and leadership effectiveness. The participants in this study were 67 teachers from Heilongjiang International University in China. Data analysis used frequency, percentage, paired-sample T-test for quantitative data, and Content analysis for qualitative data. Through quantitative research, it is found that focus should be given to Directive Leadership as priority, then Supportive Leadership and Participative Leadership, Achievement Leadership, and Leadership Effectiveness. The results of qualitative data analysis shows that there are four strategies for the development of leadership behaviors and leadership effectiveness

The Service Quality of Community Courier Collection Points (Cainiao Courier Station)

The main objective of this study is to examine the factors that influence the service quality of CaiNiao Courier Station. The independent variable are tangibility, reliability, responsiveness, empathy and assurance and the dependent variable is customer satisfaction, Strategies are designed based on the results aspects to improve the service quality of CaiNiao Courier Station. This study used mixed method using qualitative and quantitative research. Interviews were conducted with three employees from CaiNiao Courier Station and questionnaires were administered to 228 residents using the courier service in the surrounding area. The data collected was collated and analyzed through content analysis for qualitative data obtained from interviews and multiple linear regression for quantitative data obtained from survey questionnaires. The results obtained through data analysis suggest that the company needs to enhance staff training and upgrade the physical environment to increase customer satisfaction

A Need Assessment of Communication and Employee Performance: A Case Study of PKK Auto Partnership Limited, Thailand

Both company communication and employee performance play an increasingly essential role in many organizations throughout the world. Many companies are struggling to enhance better company communication and employee performance through training and career development because these can lead to the good image of organization and the effectiveness of entire organizational performance. This research intended to discover the priority needs for the improvement in terms of the forms of communication, company communication, and employee performance by using the case study of PKK Auto Partnership Limited in Thailand. There are two major research objectives including 1) To determine the current situation and expected situation of the company’s communication and employee performance based on perceptions of employees and customers and 2) To design a training plan based on the results of the research study. To prioritize the needs for enhancing better company communication and employee performance, the quantitative research method using Priority Needs Assessment Modified (PNIModified) was utilized in this research study. The key results based on the quantitative findings were the company communication (PNIModified = 0.1644) sorted as the 1st rank of priority needs index followed by forms of communication (PNIModified = 0.1588) and employee performance (PNIModified = 0.1468), respectively. A training plan was designed based on the results of the study

Exploring Factors that Enhance Organizational Sustainability: A Case Study of Ningshawng Social Institute, Myitkyina, Kachin State, Myanmar

The aim of this research is to explore factors that influence organizational sustainability of Ningshawng Social Institute. The factors that were examined were community engagement, funding, human resources, leadership and organizational strategy in NSI Organization in Myanmar. The study used a mixed-method design. The participants of the study were NSI staff, top management, and volunteers who were requested to participate in an online survey. Sixty-three (63) answered the questionnaire and analyzed answers from open-ended question for qualitative data results. The researcher utilizes the Cronbach’s Alpha Reliability Test, descriptive analysis, and inferential analysis for quantitative data analysis whereas the qualitative data was open-ended questions that ask the staffs’ opinions for the most needed area to explore factors for NGO sustainability. The results indicated that organizations’ sustainability is influenced by community engagement and human resources. The qualitative data highlight that organizational strategy and funding will improve the sustainability of the organization. Based on the overall result some areas need to develop according to employees’ perspectives of the NSI organization. Therefore, recommendations based on the findings were proposed to enhance NGO sustainability

Resilient Organization Roadmap for Sustained Organization using a Generative Approach: A Case of Landesa Myanmar

The global pandemic and political situation in Myanmar disrupted the country’s economy and put at risk of gradual economic progress. Ongoing programs for the rural communities are facing adversities and Landesa Myanmar is no exception. The reactions of employees and organization are critical for organizational sustainability and employees need to understand the factors governing the resilience and applications of those factors in organizational resiliency. The research was conducted to co-create the roadmap of organizational resiliency by using quick SOAR analysis to discover the strengths of the employees and to explore the shared aspirations of employees. In this study, qualitative method with phenomenology research approach was applied, and data were gathered via structured interviews. Fifteen employees from different level positions were horizontally selected to participate in the research.  Data from interviews were analyzed by using content analysis with three coders consists of the researcher, another coder from outside of the organization and one from the respondents. The MAXQDA 2020 software was also used to double checking the relevancy of the results. The findings show that strengths and aspirations are core elements to achieve resilient organization towards the sustained organization. The components of strengths include three stages of resilience, Employee Engagement, Organizational Commitment and Appreciative Resilience practices of leadership built from AI. The aspirations include future of organization, employees’ contributions, success of organization and difference between now and after crisis. Finally, the roadmap of organizational resilience is generated based on the strengths and aspirations of employees for enhancing organizational resilience and sustainability

Exploring Factors for E-learning Readiness in the Workplace: A Case of a Company Head Office in Yangon

Some organizations in Myanmar have started using e-learning systems as part of their learning and development plans caused by the pandemic crisis. Most organizations have also begun using online learning systems, which allow their employees to connect and learn virtually, even in an emergency. This research aims to examine the factors that influence employees’ e-learning readiness in the organization. This study examined the influence of eight factors of perception, attitude, motivation, knowledge sharing practices, management support, technology access, technological competencies, and content readiness on e-learning readiness in a Company Head Office in Yangon. In this mixed-method research, only operational employees and managers participated in an online survey. The seventy-five employees responded to the 5-point Likert scale questionnaire with open-ended questions. The quantitative data analysis consisted of Cronbach’s Alpha Reliability Test, descriptive analysis, inferential analysis. Content analysis was used to analyze the qualitative data.  The results indicated that perception with p value less than 0.05 (p value) = 0.000<0.05 and technological competencies with p value less than 0.05 (p value) = 0.024<0.05 have significant influence on the e- learning readiness. The qualitative data highlights technology access, technological competencies, perception, attitude, and motivation at the personal level, technology access, technological competencies, knowledge sharing practices and management support at team or departmental level, and content readiness at the organizational level to improve e-learning readiness. According to the overall results, the employees’ current e-learning readiness level is in a good situation although there are some areas to develop for better engagement of employees in the e-learning implementation process. In conclusion, strategies and recommendations are:  1) to provide more technological supports in terms of devices and learning space; 2) to provide more departmental trainings and team collaborations through online; 3) to have strategic plans for e-learning whether it is departmental or for the whole organization; and 4) to utilize interesting and effective contents for employees