Abstract: Existing turnover intention theories are reviewed in this paper. This review was conducted with the help of the search keyword “turnover intention theories” in Google Scholar during the month of July 2017. These theories include: The Theory of Organizational Equilibrium (TOE), Social Exchange Theory, Job Embeddedness Theory, Herzberg’s Two-Factor Theory, the Resource-Based View, Equity Theory, Human Capital Theory, and the Expectancy Theory. One of the limitations of this review paper is that data were only collected from Google Scholar where many papers were sometimes not freely accessible. However, this paper attempts to contribute to the research in clarifying the distinction between theories and models in the context of turnover intention.
Abstract: In this paper, the relationship between learning
motivation and learning performance is explored by using exchange
theory. The relationship is concluded that external performance can
raise learning motivation and then increase learning performance. The
internal performance should be not completely neglected and the
external performance should be not attached important excessively.
The parents need self-study and must be also reeducated. The existing
education must be improved in raise of internal performance. The
incorrect learning thinking will mislead the students, parents, and
educators of next generation, when the students obtain good learning
performance in the learning environment with excess stimulants. Over
operation of external performance will result abnormal learning
thinking and violating learning goal. Learning is not only to obtain
performance. Learning quality and learning performance will be
limited as without learning motivation. The best learning motivation
is, the best learning performance is. The learning for reward is not
good for learning performance. Strategies of promoting life-long
learning are including the encouraging for learner, establishment of
good interaction learning environment, and the advertisement of the
merit and the importance of life-long learning, which can let the
learner with the correct learning motivation.
Abstract: Film, as an art form playing a vital role and is a powerful tool in documenting, influencing and shaping the society. Films are the collective creation of a large number of separate individuals, each contributing with creative input, unique talents, and technical expertise to the project. Recently, the Malaysian Independent (or “Indie") filmmakers have made their presence felt by winning awards at various international film festivals. Working in the digital video (DV) format, a number of independent filmmakers really hit their stride with a range of remarkably strong titles and international recognition has been quick in coming and their works are now regularly in exhibition or in competition, winning many top prizes at prestigious festivals around the world. The interaction factors among crewmembers are emphasized as imperative for group success. An in-depth interview is conducted to analyze the social interactions and exchanges between filmmakers through Social Exchanges Theory (SET). Certainly the new millennium that was marked as the digital technology revolution has changed the face of filmmaking in Malaysia. There is a clear need to study the Malaysian independent cinema especially from the perspective of understanding what causes the independent filmmakers to work so well given all of the difficulties and constraints.
Abstract: This study attempts to investigate the relationship
between internal CSR practices and organizational commitment
based on the social exchange theory (SET). Specifically, we examine
the impact of five dimensions of internal CSR practices on
organizational commitment: health and safety, human rights, training
and education, work life balance and workplace diversity. The
proposed model was tested on a sample of 336 frontline employees
within the banking sector in Jordan. Results showed that all internal
CSR dimensions are significantly and positively related to affective
and normative commitment. In addition, the findings of this study
indicate that all internal CSR dimensions did not have a significant
relationship with continuance commitment. Limitations of the study,
directions for future research, and implications of the findings are
discussed.