Theoretical Mapping Jeremy Christsanto (2813100029)

Citation :
Cheung, C., Kong, H. & Song, H., (2014). How to Influence Hospitality Employee Perceptions on Hotel Brand Performance ?. International Journal of Comtemporary
Hospitality Management, Volume 26, pp. 1162-1178.

Literature Research Background Research Methodology Research

Theory/Hypothesis Limitation
Author Year Scope Problems Purpose Design Sample Variable Finding Result
Catherine 2014 Human In China, The Understand H1) organizational Using Survey is using Organizat 700 SEM Usage of
Cheung; Resource increase of 4 employees career question convenience ional question results convenience
Haiyan Manageme and 5 stars perceptions management is naire sampling career naires showed sampling
Kong; nt ; Brand hotel is not of HRM positively related method and managem are strong method,
Haiyan Manageme followed by functions and to job satisfaction Using probability ent and distribut support for which means
Song nt; the increase how those H2) internal SEM to sampling internal ed to 50 the respondents
Internal number of affect brand branding is test method. branding hotels in mediating may not
Branding; qualified performance positively related between Hold the as China. effect of job represent a
Job employees. and the to job satisfaction HRM survey to 510 independ 630 satisfaction sufficiently
satisfaction Therefore, indirect H3) job function respondents. ent were on broad sample
; hotels should influence of satisfaction is s and variable collecte relationship of hotel
Organizatio retain the HRM positively related brand d. The s between employees.
nal Career qualified functions to brand perform Job data organizatio Future
Manageme employees to when performance ance satisfacti were nal career studied are
nt make sure the mediated by H4) organizational on as screened manageme encouraged
brand job career moderati and nt, internal to explore
performance satisfactions management is ng purified branding internal
keeps well. in branded positively related variable to ensure and brand branding and
hotels in to brand that the performanc hotel career
China. performance Brand data set e. management
H5) internal Performa met the Internal using a
branding is nce as require branding probability
positively related dependen ments. significantl sampling
t variable 120 y affected method.
 to brand question brand
performance naires performanc
H6) Job were e,
satisfaction found to organizatio
mediates between be nal career
OCM and brand unusable manageme
performance . nt didnt
H7) job
satisfaction H1,2,3,5,6,
mediates between 7 are
internal branding supported.
and brand H4 is not
performance supported

Citation : Arora, S. and Chaudhary, N. (2016). Impact of brand Value of Financial Performance of Banks : An Empirical Study on Indian Banks. Universal Journal of
Industrial and Business Management. Volume 4, pp. 88-96

Literature Research Background Research Methodology Research

Theory/Hypothesis Limitation
Author Year Scope Problems Purpose Design Sample Variable Finding Result
Sangeeta 2016 Brand One of the Investigating Ho : 1 there is no A Top 10 Brand value Owners Brand Limitation of
Arora and Value, biggest the impact of significant impact quantitat banks listen ROA hip is value has Country
Neha Financial challenge for brand value of Brand value of ive study by brand ROE negative significant Border in
Chaudhar Performanc the banking on various financial . finance, a ROI ly impact on India.
y e, Return industry is to financial performance Confirm leading EPS associat the
on Assets, tangibilize the indicators on measured with atory brand Stock Prices ed with financial
Return on intangible of banks. ROA Analysis valuation Age ROA performanc
Equity, banking H1 : 1 there is agency. 5 Ownership ROE, e of banks.
Return on experience. significant impact Using banks were Size of and Brand
Investment Serious of brand value on multiple selected on Banks ROI. value has
s, Stock attempts have financial regressi the basis of Size of significant
prices, and been made by performance on highest banks is negative
Earning Per various measured with analysis brand values negative impact on
Share. organization ROA to reported in ly ROA ROI
to estimate Ho : 2 there is no analyze brand associat and ROE.
their brand significant impact the data finance ed with
value. Even of brand value on banking. ROA, However,
though there financial ROE, Brand
are lot of performance Data of and value has
studies proved measured with brand values ROI. significant
that brand ROE were positive
value has its H1 : 2 there is collected Age of impact on
impact to significant impact from the banks stock prices
financial of brand value on report of has and EPS.
performance, financial brand positive
theres not performance finance influenc
much study in measured with banking 500 e on
financial ROE published financial
sectors, Ho : 3 there is no during perform
especially the significant impact 2009-2014 ance.
banking of brand value on
sector. financial
performance
measured with ROI
H1 : 3 there is
significant impact
of brand value on
financial
performance
measured with
Return on
Investments.
Ho : 4 There is no
significant impact
of brand value on
financial
performance
measured with
stock prices
H1 : 4 there is
significant impact
of brand value on
financial
performance
measured with
stock prices
Ho : 5 there is no
significant impact
of brand value on
financial
performance
measured with EPS
H1 : 5 there is
significant impact
of brand value on
financial
performance
measured with
EPS.
Citation : Chernatory, L.D. and Cottam, S. (2006). Internal brand factors Driving Successful Financial Services Brands. European Journal of Marketing. Volume 40, pp.
611-633
Literature Research Background Research Methodology Research
Theory/Hypothesis Limitation
Author Year Scope Problems Purpose Design Sample Variable Finding Result
Leslie de 2006 Financial Brand aspects Identify Starting from a A 68 Brand as Related The Bounded by
Charnato Services, in financial internal grounded theory, grounded respondent holistic with organizatio the
ry and Brands, sectors hasnt factors so it is going to theory s amongst experiences brand ns with availability
Susan Brand been a prior contributing develop a new approach six holistic, more of
Cottam equity, concern. to financial theory. financial Brand is it is successful respondents
employees Theres only services Using in services based upon believed brands time.
few financial brand success Theres no much depth organizatio excellent, that were
company and to previous theories interview ns personalized brand characteriz Moving
paying their facilitate used in this . service holistic ed by the forward, it is
attention to better research. suppose following intended that
the brand in informed Brand d gain factors : a a quantitative
their branding challenges employe holistic, study will be
company. activities to the norm e belief consistent, undertaken to
grow brand in the and generalize.
This is equity. Brand is values integrated
happened due responsive governin approach to
to that time, to change g their branding, a
customers are behavior focus on
reluctant to Organizatio (part of excelled
switch nal members brand and
services to are highly perform personalize
other bank. brand ance) d customer
literate service, and
Due to Compan ethos which
deregulation, Exists a ies that challenges
increasing synergy doesnt the norm, a
 globalization, between the value responsive
reduction of brand and brand as ness to
information organization importa change, a
asymmetries al culture. nt part of high degree
enabled by the its of brand
internet and compan literacy,
homogenous y will and a
nature of the usually synergy
offering, said that between the
competition in they are brand and
financial focusing organizatio
services is on the nal culture.
getting harder. product
delivere
Therefore, it is d not
important to how to
do the deliver
branding to the
increase product.
customer
perceived
value.

Citation :
Kim, H.B., Kim G.W., and An. J.A. (2003). The Effect of Consumer-Based brand Equity on Firms Financial Performance. Journal of Consumer Marketing, Volume 20
(4), pp. 335 351.
Literature Research Background Research Methodology Research
Theory/Hypothesis Limitation
Author Year Scope Problems Purpose Design Sample Variable Finding Result
Hong- 2003 Brand Brand is an Examines the H1) consumer- Using Travelers Brand Of 840 Hotel firms
bumm equity important underlying based brand equity question who ever loyalty question should
Kim, aspects needs dimensions in high naire stayed at naires seriously
Woo Gon Company to be of brand performance hotels Non luxury hotel Perceived spread, consider
Kim and Performanc considered by equity and vs low parametr in the last 2 quality 602 brand
Jeong A. e the hotels how they performance hotels ic years. Brand image returned loyalty,
An. service affect differs with correlati Brand in given perceived
Brands provider. financial respects to the on awareness time quality, and
However, performance attributes of brand analysis frame, brand
Hotels there is little of hotel firms loyalty, brand (t-test) Financial however image
study about awareness, performance 89 of it when
Quality brand literacy perceived brandIntercept of hotels were attempting
in the hotel quality and brand surveys exclude to establish
Perception services. image conduct since definite
It is believed ed by they brand
that the more H2) consumer- trained hand not equity from
customers are based brand equity intervie been the
satisfied, the and these four wers fully customers
more they components will complet viewpoint.
prefer the have a significant 513 ed.
brand, and the effect on the question
more they financial naires
return which performance of the used
should corresponding
translate into brand.
higher
earnings.
Therefore it is
important to
conduct how
the brand
affect
financial
performances.
Citation : Knoop, R. (1995). Relationships Among Job Involvement, Job Satisfaction, and Organizational Commitment for Nurses. The Journal of Psychology :
Interdisciplinary and Applied. Volume 129 No. 6, pp. 643 649
Literature Research Background Research Methodology Research
Theory/Hypothesis Limitation
Author Year Scope Problems Purpose Design Sample Variable Finding Result
Robert 1995 Job Employee Examine to H1) involvement in Simple 171 nurse Job The Involveme
Knoop Involveme attitudes what degree work, job, Correlati educators involvement authors nt was not
nt toward the commitment to the on and registered fee related to
Job involvement involvement, employing Regressi nurses Job overall
Satisfaction in and satisfaction, organization and on employed satisfaction satisfaction
Organizatio satisfaction and satisfaction with Analysis by 11
nal with the job organizationa the job would be . hospital and Organizatio Satisfaction
Commitme and l significantly 3 nal is related
nt. commitment commitment correlated Using community Commitmen with work
to the are related. question colleges in t and
employing naire of southern promotion
organization Likert Ontario opportuniti
have become Scale. es
of compelling
interest to Satisfaction
industrial and
psychologist commitme
because of nt
their impact relationship
on behavior at was
work moderately

A person who Involveme

dissatisfied nt and
with a job may commitme
become less nt was
involved in moderate
the work and relationship
 less
committed to?
the employer.

It is believed
that each
variable is
related. Now,
the researcher
would like to
examine to
what degree
these attitudes
were related.

Citation : Harris, F and Chernatony, L.D., (2001). Corporate Branding and Corporate Brand Performance. European Journal of Marketing. Volume 35, No. , pp. 441-
456
Literature Research Background Research Methodology Research
Theory/Hypothesis Limitation
Author Year Scope Problems Purpose Design Sample Variable Finding Result
Fiona 2001 Corporate Corporate Explore the P1) there is Narrowing No sample Positioning The Some
Harris, Image branding implications positive correlation the gap since its Personality dynamic mechanism
and requires a of corporate between brand between a an Relationship of brand that may be
Leslie de Brands different branding for performance and brands explorativ Presentation manage used to
Chernato management the the congruence of identity e research. Reputation ment facilitate
ny Brand approach. It management the brand team and its teams greater
identity requires of internal members reputation. under congruence
greater brand perceptions about corporat of brand
Internal emphasis on resources the nature of their e perceptions
Marketing factors brand branding within the
internal to the . brand team
organization, communica
paying greater P2) there is a tion of a
attention to positive correlation brands
the role of between brand identity to
employees in performance and employees
the brand the congruence
building between the brand In the end
process. teams and there is
consumers congruence
perceptions about between
the nature of their brand value
brand with its
performanc
P3) there is a e.
positive correlation
between brand Communic
performance and ation is the
the congruence main
between the brand important
teams and part to
consumers make sure
perceptions about that
the nature of their everyone in
brand. the team
has the
P4) there is a same
positive correlation perceptions
between brand to make a
performance and good
the congruence definitions
between the brand of brand
teams employees value inside
perceptions about the
the nature of their organizatio
brand. n.

P5) The greater the

similarity of brand
team members, the
more congruent
will be their
perceptions about
the nature of their
brand

P6) the longer the

team tenure of
heterogeneous
brand teams, the
more congruent
will be their
perceptions about
the nature of their
brand

P7) there is better

brand performance
as the congruence
increases between
the values of
organization and
values of the brand

P8) there is better

brand performance
as the congruence
increases between
the personal values
of members of the
brand team and
values of the
organization

P9) there is better

brand performance
as the congruence
increases between
the personal values
of employees and
values of the
organizations

P10) there is better

brand performance
as the congruence
increases between
the values of the
brand and the
personal values of
the brand team

P11) there is better

brand performance
as the congruence
increases between
the values of the
brand and the
personal values of
employees

P12) strong shared

organizational
values that are
appropriate and
adaptive will be
positively
associated with
superior brand
performance.

P13) the greater

similarities
between members
of the brand team
the more informal
and frequent the
communication
between them

P14) the more

frequent the
communication
between members
of the brand team,
the greater the
congruence
between their
perceptions about
the future of their
brand

P15) the more

stable the
membership of the
brand management
team, the more
informal and
frequent the
communication
between team
members

P16) the more

frequent the
communication
between the brand
team and
employees, the
more congruent
will be their
perceptions about
the nature of their
brand

P17) the greater the

two way
communication
between the brand
team and
employees the
 more congruent
will be their
perceptions of their
brand.

P18) explaining to
employees how
consumer
advertisements are
designed to
communicate the
corporate brand
identity will
increase the
congruence
between the brand
teams and
employees
perceptions about
the nature of the
brand.

Citation : Azizi, S., Ghystasivand, F., and Fakharmanesh,S. (2012). Impact of Brand Orientation, Internal marketing and Job Satisfaction on the Internal brand Equity:
The Case of Iranians food and Pharmaceutical Companies. International Review of Management and Marketing. Volume 2,
Literature Research Background Research Methodology Research
Theory/Hypothesis Limitation
Author Year Scope Problems Purpose Design Sample Variable Finding Result
Shahrizar 2012 Internal Internal Provide H1) brand Using a Managers Job Help Brand The data set
Azizi Brand branding has insights into orientation has a structure and satisfaction organiza orientation was too few
Equity been emerging how job positive effect on d marketing tions to and internal and it is
recently as an satisfaction, Internal Brand question experts of Internal improve marketing expected to
important internal Equity naire food and marketing their were found have more
Fateme Brand issue in marketing H2) internal focusing pharmaceuti financial to have samples for
Ghytasiv Orientation marketing and brand marketing has a on job cal Brand perform impact on next research
and field. orientation positive effect on satisfacti companies Orientation ance internal
Internal shape internal brand on through brand Further
Sina Marketing employees equity 120 Internal more equity, job research is
Fakharm internal Conveni managers of Brand awarene satisfaction expected to
anesh Job brand equity H3) internal ence 60 Equity ss of the has no do
Satisfaction marketing has a samplin companies determin effect on longitudinal
positive effect on g ants of internal research.
brand orientation techniqu internal brand
e brand equity.
H4) job equity.
satisfaction has a Likert Job
positive effect on Scale satisfaction
internal brand and internal
equity PLS marketing
has direct
H5) job and
satisfaction has a positive
positive effect on impact on
brand orientation brand
orientation.

H1 H2 H3
H5
Supported

H4 is not
supported
Citation : Homburg, C., and Stock, R.M. (2004). The Link Between Salespeoples Job Satisfaction and Customer Satisfaction in a Business-to-Business Context: A
Dyadic Analysis. Journal of the Academy of Marketing Science. Vol.32 No. 2 pp. 144 158.
Literature Research Background Research Methodology Research
Theory/Hypothesis Limitation
Author Year Scope Problems Purpose Design Sample Variable Finding Result
Christian 2004 Job Many To determine H1) The greater the Based Sales people Salespeople Of 221 Presence of Future
Homburg satisfaction companies whether there salespersons job on and their s job salespeo positive research
and Ruth have invested is a positive satisfaction, the dyadic customers satisfaction ple, 115 relationship should look
M. Stock Customer considerable relationship greater the data set agreed between at the
Satisfaction resources into between customer that Customer to give salespeople relationship
programs for salespeoples satisfaction involves satisfaction names s job between
Customer measuring and job judgmen and satisfaction salespeoples
Orientation increasing satisfaction H2a) the higher the ts Customer addresse and job
employees and customer frequency of provided interaction s of their customer satisfaction
Sales job satisfaction customer by sales custome satisfaction and customer
Manageme satisfaction. interaction, the people Customer rs . satisfaction
nt To determine stronger is the and their integration in a more
Based on whether the relationship custome intensity The Relationshi comprehensi
Business- assumption frequency of between the rs salespeo p between ve
to-Business increasing job customer salespersons job Product/serv ple salespeople framework
Marketing satisfaction interaction, satisfaction and ice provided s job including
would intensity of customer innovativen total of satisfaction additional
increase customer satisfaction. ess 488 and organization
customer integration custome customer al constructs.
satisfaction. into the H2b) the higher the r. satisfaction
value- intensity of is found to Second,
This study creating customer be future
would like to process, and integration into the particularly research
confirm if product/servi value-creating strong (the could
such ce process, the moderator consider
innovativene stronger is the variable additional
assumptions is ss moderate relationship empowered moderator
acceptable. the link between the both variables that
between salespersons job dependent strengthen or
salespeoples satisfaction and and weaken the
job customer independen link between
satisfaction satisfaction t variables) job
and customer satisfaction
satisfaction. H2c) the higher the and customer
product/service satisfaction.
innovativeness, the
stronger is the Third, future
relationship research
between the could
salespersons job theoretically
satisfaction and and
customer empirically
satisfaction. analyze to
which extent
H3) the higher the behavioral
salespersons job consequence
satisfaction, the s of
higher the quality salespeoples
of customer job
interaction. satisfaction
are subject to
H4) the higher the moderator
quality of customer effects.
interaction, the
higher the
customer
satisfaction.
Citation : Bendixen, R.D.P.M.T.,(2015). The Impact of Internal Brand Management on Employee Job Satisfaction, Brand Commitment, and Intention to Stay.
International Journal of Bank marketing, Vol. 33
Literature Research Background Research Methodology Research
Theory/Hypothesis Limitation
Author Year Scope Problems Purpose Design Sample Variable Finding Result
Rose Du 2015 Brand Even though Explore the H1) internal brand Explorat Using a Internal Since Internal The research
Preez manageme theories have impact of management will ory convenience Brand internal Brand is only done
Michael nt been Internal have a positive factor sampling Managemen brand manageme in a single
Thomas developed in brand effect on brand analysis method. 175 t manage nt was financial
Bendixen Employee employee management commitment was employees ment are found to be services firm
job satisfaction to on used. were invited Brand formativ a major in a single
satisfaction valuable brand employees H2) Internal brand to complete commitment e rather contributor geographic
champions. brand management will Partial questionnair than to job location. In
Brand Many commitment, have a positive Least e. Job reflectiv satisfaction order to
commitme financial job effect on job Square Satisfaction e, , brand generalize
nt institutions satisfaction, satisfaction path Online structura commitme the findings,
continue to and intention modelin questionnair Intention to l nt and further
struggle to to stay with H3) brand g was e using stay with the equation intention to research are
deliver an the commitment selected Survey organization modellin stay for required in
adequate organization. mediates the to test monkey. . g could service different
customer relationship the not be staff. firms and
experience Provide between job model. used to different
and guidance to satisfaction and test the Brand location.
experience practitioners employees Using model. identity and
high turnover as well as intention to stay. Mann- external
among their academics Whitney A total brand
front-line seeking to test to of 156 communica
employees. understand identify question tion play
and justify any naires important
the value of statistica from roles in
internal lly 175 creating
brand significa question sound
management nt naires internal
 differen are brand
ces usable. manageme
between nt.
frontline
staff and
manage
ment/su
pport
staff.

Citation : Hassan, M.U., Tabasum, S., and Luqman, R. (2013). Impact of Employee Satisfaction on Financial Performance Through Mediating Effect of Customer
Satisfaction: A Case Study of Life Insurance Corporation of Pakistan. International Journal of Social Sciences and Management Studies. Vol.25 No.4 pp. 957-963
Literature Research Background Research Methodology Research
Theory/Hypothesis Limitation
Author Year Scope Problems Purpose Design Sample Variable Finding Result
Masood 2013 Employee Many firms To examine H1) there is a Customers Employee 450 of Significant Using the
Ul Satisfaction are seeking the positive Quantita and satisfaction 600 relationship service profit
Hassan; ways to add relationships relationship tive professional question between chain
Customer value to their between between customer research Customer naires employee framework as
Shanza Satisfaction customer employee satisfaction and 600 satisfaction were satisfaction theoretical
Tabasum services satisfaction, employee Using questionnair received and base. It has
Financial through taking customer satisfaction question es Financial back customer complicated
Rabia Performanc care of their satisfaction naires performance having satisfaction framework
Luqman es work force. and financial H2) There is s the . that might
performances significant Factor response affect the
Theres a lot in leading life relationship analysis rate of Customer result.
studies proved insurance between employee 75%. satisfaction
that employee corporation satisfaction and Reliabili partially Financial
satisfaction of Pakistan. financial ty 410 mediates performance
have a performance which question the of the firm
positive To examine is mediated by Correlati naires relationship can be
impact on the direct on were between affected by
customer relationship customer used for employee numerous
satisfaction between satisfaction. Regressi purpose satisfaction factors other
employee on of and than
However, satisfaction analysis analysis financial employee
theres less and customer because performanc and customer
study learning satisfaction remainin es. satisfaction.
the impact on g
financial To examine question The study did
performances. the indirect naires not test the
relationship were other
between incompl variables that
employee ete. can affect the
satisfaction financial
and financial performance.
performances
through Data is
mediating collected at a
role of point in time,
customer the results are
satisfaction limited to a
particular
time period.

Limitation is
the choice of
sample.
Future
studies are
expected to
extend the
sample.
Citation : Shore, L.M., and Martin, H.J., (1989). Job Satisfaction and Organizational Commitment in Relation to Work Performance and Turnover Intentions. Journal of
Human Relations. Vol.42 , No.7, pp. 625-638
Literature Research Background Research Methodology Research
Theory/Hypothesis Limitation
Author Year Scope Problems Purpose Design Sample Variable Finding Result
Lynn 1989 Job Most research To examine H1) Bank tellers Employee Suggest Organizatio The study
McFarlan Satisfaction has the Organizational Quantita and hospital satisfaction that nal was cross-
e Shore investigated differential commitment will tive professional specific commitme sectional
Organizatio organizational relationship be more highly research s Organizatio job nt was more making it
Harry J. nal commitment of job related than job nal attitudes strongly difficult to
Martin Commitme as an satisfaction satisfaction with Using commitment are more related than determine the
nt important and turnover intentions question closely job causal
attitudinal organizationa naires Turnover associat satisfaction relationships
Work predictor of l H2) job intentions ed with with between
Performanc employee commitment satisfaction will be Factor task- turnover satisfaction,
e behavior and to two more highly related analysis Job related intentions commitment,
intentions. important than organizational performance outcome for the and the work
Turnover variables : commitment with Reliabili such as tellers but outcomes.
Intentions Originated turnover job performance. ty perform not for the
from research intentions ance professiona The use of
that suggests and job Correlati ratings. ls. turnover
attitudes performances on intentions
toward the job Job rather than
and Regressi satisfaction actual
organization on was related turnover.
may be related analysis more Although
to different strongly turnover
work than information
outcomes. organizatio is important,
nal the study of
commitme turnover
nt with intentions is
supervisory
 ratings of valuable and
performanc of itself.
e for both
samples.

Synthesize :
1. From the journal of Bendixen who staeted that Internal brand management has a major contribution to Job Satisfaction, me as author of
my own undergraduate thesis can state that this journal is supporting in positive way to the prior journal. The prior journal (Cheung et. Al)
hypothesized that internal brand management has a positive effect to job satisfaction.
2. From the journal of Leslie D. Chernatory who stated that Internal brand factors would lead to the success of a brand, I can conclude that
this journal is supporting in positive way to the prior journal. The prior journal (Cheung et. Al) hypothesized that internal brand management
has a positive effect to Brand performance.
3. The journal authored by Kim et al. also stated that it is important for employee to understand the brand promises and be able to deliver it
to consumer. This journal is also supporting the prior journal authored by Cheung et al. In the prior journal, it is stated that internal brand
management would lead to positive brand performance. In the other journal, brand performance is implicitly stated as some components,
such as customer satisfaction, the ability of employee to deliver brand promises to customer etc.
4. Journal authored by Knoop (1995) stated that job satisfaction is determined by the career management and involvement. However,
involvement is not directly related with job satisfaction. However, career management is directly related with job satisfaction. Therefore
this journal is supporting the prior journal which hypothesized organizational career management has a positive impact to job satisfaction.
5. Journal by azizi et al. stated that internal marketing has a positive effect on job satisfaction, and job satisfaction has positive impact to
brand equity of the company. Therefore this journal is supporting the main journal that internal branding would have positive impact on
job satisfaction and job satisfaction would have positive impact on brand performance.
6. Homburg and Stock also stated that job satisfaction would have positive impact on customer satisfaction. Customer satisfaction is stated
in other journal authored by Leslie D. Chernatory as one of the brand performance indicator. Therefore, this journal is supporting the prior
journal that stated job satisfaction would have positive impact on brand performance.
7. To avoid misinterpretation between both prior journal related with variables of brand performance and brand value, journal authored by
Leslie D. Chernatory would be the connection between those 2 variables. It is implied in the journal that there is a congruency between
brand value and brand performances. Brand performance indicators result can be interpreted as brand value since both variables are
 congruent. Therefore, this journal shall be the bridge between 2 prior journals, because there is a congruency between brand performance
and brand value.
8. The journal authored by Kim et al. supports the prior journal authored by Arora et al. Both agree that brand value has a significant impact
on financial performances. However, journal authored by Kim et al. doesnt provide what indicators in financial performance are totally
supported. In the journal authored by Arora, it is stated that the brand value has positive significant impact on EPS and Stock prices.
9. The journal authored by Hassan et al. supports the primary journal both authored by Cheung et al and Arora. Proved that Job Satisfaction
has positive impact on customer satisfaction and customer satisfaction partly mediates the job satisfaction to financial performances. Its
expected to be so since in the journal authored by Arora, only the EPS and Stock Prices is affected in positive way from the investment of
brand value.
 Research Operational Jeremy Christsanto (2813100029)
Purpose/Bac Research
Research Variables Research Generalization Data
kground Methodology Design
To determine Approach Strategy Variable Indicato Measureme Populati Sample Sampling Data Type Source Data Data
how the rs nt on Technique Collecting Analysis
employees Techniques Techniques Techniques
perceptions Deductiv Organizat Career Likert ScaleSupervis At least Non- Primary Responde Survey and Structural
of human e Surveys ional Develop ors and 100 probabilit data nts distributed Equation
resource Quantitat Career ment To measure middle middle y (Superviso questionnaires Modelling.
management ive Manage Program respondents manager manager sampling ; rs and
and the Confirma ment perceptions s of s and convenien middle
indirect tive (indepen Career by hotels supervis ce managers
influence of dent) appraisa measuring ors. sampling. of hotels)
human l and their
resource Internal advice agreement if
management Branding organization
s functions (indepen Career al career
mediated by dent) Training managemen
job t and
satisfaction Internal
affect brand Job Brand branding
value for Satisfacti promise would affect
hotels in on educatio their job
Surabaya (moderati n satisfaction
ng) which leads
To determine Brand to powerful
how the job Brand promise brand value
satisfaction value delivery and
mediated by (moderati training financial
brand value ng and performance
affects dependen Work s.
financial t Income
performances variable) Supervis
for hotels in ion
Surabaya. Financial Co-
performa workers
nces
(depende
nt Brand
variable) promise
fulfill or
not.

ROE,R
OA,ROI
,EPS,
Stock
Prices.