Siwarit Pongsakornrungsilp

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.

Promoting repurchase intention to existing consumers is a crucial advantage that helps businesses manage sufficient supply for their customers and ensure their business sustainability. Business managers must understand factors that can significantly promote repurchase intention. Therefore, this study aims to examine the influence of brand love, brand preference, and brand loyalty on the intention to repurchase Covid-19 antigen test kits among a sample of Thai consumers. To achieve this aim, 670 Thai people, who had used the antigen test kit for their Covid-19 testing, were invited to answer questionnaires using an online Google Forms survey. After clearing outliers, only 523 responses were deemed valid and reliable and kept for further path analysis. The research findings showed that brand love and brand preference demonstrated positive relationships with brand loyalty. In addition, brand love and brand preference displayed positive relationships with repurchase intention. In conclusion, the results emphasized brand loyalty as the primary driver of repurchase intention because of its significant impact on Thai customers.

Ensuring workers’ job satisfaction could help an organization maintain professional staff and achieve high productivity. Based on this evidence, many firms have tried to evaluate some specific factors which can influence job satisfaction among their employees so that they can appropriately issue new working policies to promote a better working environment. In this regard, the main objective of this paper was to investigate how salary, workload, work-family conflict, job stress, and burnout influence job satisfaction among university lecturers in Thailand. To achieve this aim, the study elaborated on a Google survey form to collect data from 450 lecturers from different universities around Thailand; the study reached a valid response rate of 86%. The results revealed that job stress, salary, workload, and work-family conflict significantly affect job satisfaction, while burnout has an insignificant impact. In comparison, job stress (β = –0.47) is the most decisive factor in job satisfaction. Salary (β = 0.31) is the second-largest factor influencing job satisfaction; workload (β = 0.30) is the third factor influencing job satisfaction. Last, work-family conflict (β = –0.23) has the most negligible impact on job satisfaction. Therefore, job satisfaction attitudes among university lecturers rely mainly on their stress level; thus, this study highly recommends that all related universities develop a new working policy to minimize job stress among lecturers.

Acknowledgment
This study is supported by Research and Innovation Institute of Excellence, Walailak University under grant number WU66217.

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.

Increasing the propensity for job stress can negatively affect individuals’ job satisfaction and work productivity. Therefore, lots of organizations have tried to assess factors that can affect job stress among workers so that they can seek to develop new working policies to promote a better working environment for their staff. This study aims to investigate how job stress is influenced by these key factors (i.e., workload, work-family conflict, role conflict, performance pressure, and supervisor support). To collect the data, 649 tellers who felt pressured and frustrated with their jobs were asked to fill in the self-administered questionnaires. Next, multiple regression was used to analyze the data. The results indicated that role conflict (β = 0.45), workload (β = 0.30), work-family conflict (β = 0.23), and supervisor support (β = –0.19) significantly influenced job stress among bank tellers. At the same time, performance pressure had an insignificant effect on job stress.