Nuttaprachya Nantavisit

Perceived e-learning usefulness as a marketing element has significantly affected student satisfaction, which results in a high propensity to continue using the current e-learning services with their universities. Therefore, this study aims to examine the effects of perceived risk, confirmation, and student motivation on perceived e-learning usefulness. This paper employed a convenience sampling technique to collect opinions from 689 university students at different universities (e.g., Thaksin University, Hatyai University, Prince of Songkla University, and Rajabhat University) around Thailand. Those students were actively using e-learning to access their education. After checking data validity, only 527 valid responses were analyzed through the path analysis method. According to empirical findings, confirmation significantly influenced student motivation, while perceived risk did not significantly impact student motivation. Finally, perceived e-learning usefulness was significantly influenced by confirmation, student motivation, and perceived risk. Furthermore, although these factors significantly influenced perceived e-learning usefulness, attitudes toward perceived e-learning usefulness relied mainly on the degree of confirmation, as this factor highlighted the most substantial effect on perceived e-learning usefulness. Moreover, perceived e-learning usefulness as a marketing element is a promising topic in the e-learning service sector, which requires future studies to examine to which extent the current study findings could apply to other groups of students or practitioners.

Job satisfaction is an important factor in the success of any organization, and the banking industry is no exception. This study conducted a meta-analysis of 34 empirical studies to identify the key factors that influence job satisfaction among bank employees. The results showed that seven factors were most frequently cited as important: leadership, intrinsic motivation, reward, organizational commitment, work ethic, HRM activities, and working conditions. These factors were all found to have a positive impact on job satisfaction, with leadership having the strongest effect. The meta-analysis also found that the effect sizes of these factors were relatively large, indicating that they have a significant impact on job satisfaction. This suggests that banks can improve job satisfaction among their employees by focusing on these factors. For example, banks can provide employees with strong leadership, offer competitive rewards, and create a positive work environment. By doing so, banks can boost employee morale and productivity, which can lead to improved customer service and financial performance.

In the professional activity of a bank teller, the palette of emotional states is extremely large, but the dominant state is the state of emotional tension, which depends on the nature of the performed actions, professional experience and motivation of the employee. This study examines the consequences of occupational stress on employee motivation and job satisfaction across different organizational contexts. It focuses on the role conflict, supervisor support, work-family conflict, and job stress experienced by bank tellers in Cambodia. Data were collected from a sample of 649 tellers working in various Cambodian banks using the snowball sampling technique. The results show that role conflict and supervisor support have a significant impact on work-family conflict, which in turn affects the levels of workplace stress experienced by tellers. Role conflict is identified as the primary factor contributing to occupational stress. The study suggests that banks should address inter-role conflicts among tellers to reduce stress levels and promote a more efficient workplace atmosphere.