Abstract: The purpose of this paper is to propose a text mining
approach to evaluate companies- practices on affective management.
Affective management argues that it is critical to take stakeholders-
affects into consideration during decision-making process, along with
the traditional numerical and rational indices. CSR reports published
by companies were collected as source information. Indices were
proposed based on the frequency and collocation of words relevant to
affective management concept using text mining approach to analyze
the text information of CSR reports. In addition, the relationships
between the results obtained using proposed indices and traditional
indicators of business performance were investigated using
correlation analysis. Those correlations were also compared between
manufacturing and non-manufacturing companies. The results of this
study revealed the possibility to evaluate affective management
practices of companies based on publicly available text documents.
Abstract: This study aims to explore the differences and
similarities in perceptions of affective climate antecedents at the
workplace (intimacy, flexibility, employment stability, and team)
among Japanese and Thai Generations X and Y. The samples in this
study were Thai and Japanese workers who completed a work
environment questionnaire and provided demographic information.
Generational differences in perceptions (beliefs) of what factors
contribute to affective climate were investigated using t-test analysis.
Mean scores for each antecedent were ranked to determine how each
generation in each group prioritized the importance of all affective
climate antecedents. Japanese Generation Y perceived the importance
of employment stability for affective climate of their workplaces to be
significantly higher than did Japanese Generation X. Thai Generation
Y considered flexibility with a higher priority than did Thai
Generation X. Intimacy was perceived as highly important across
generations and countries in regard to affective climate. Results
suggest that managers should design workplaces for a mixture of
diverse generations, resulting in a better affective climate. Differences
in the importance of antecedents for affective climate among
Generations X and Y in two countries were clarified. In addition,
different preferences regarding work environment across Japanese
Generations X and Y and Thai Generations X and Y were discussed.