Abstract

This dataset delves into the intricate dynamics linking organizational commitment (OC) and job performance (JP) within the realm of State-Owned Enterprises (SOEs). Centering on the water supply industry, it seeks to unravel the nuances of organizational citizenship behavior (OCB) in an economy oriented by socialist values. The compilation of this dataset represents a balanced integration of qualitative and quantitative methodologies, incorporating insights from expert interviews alongside data gathered from employee surveys. It encompasses 336 valid responses, which have been meticulously analyzed through Partial Least Squares Structural Equation Modeling (PLS-SEM). This approach facilitates a deeper understanding of the interconnections between OC, OCB, and EP. The dataset is instrumental in highlighting the pivotal role of professional integrity and voluntary dedication within SOEs, underscoring their critical function in representing state interests and effectively serving the public.

Background

The dataset presents an in-depth exploration of the raw data related to the intricate relationship between organizational commitment (OC) and job performance (JP) in State-Owned Enterprises (SOEs), with a specific focus on the water supply sector. This sector is highlighted for its pivotal role in public service and the socialist market economy. The data provides insights into how various forms of organizational commitment—emotional, continuous, and normative—affect employee behavior and performance in SOEs. A key aspect of the dataset is its analysis of Organizational Citizenship Behavior (OCB) and its impact on employee engagement and contributions beyond formal job requirements, underscoring its importance in public sector service delivery. The dataset is unique in its use of hybrid methods combining both qualitative and quantitative data, offering a comprehensive view of the factors influencing SOE employee commitment, civic behaviors, and their subsequent effects on organizational performance, which are essential for informed policymaking, effective management, and enhancing the efficiency of the public sector.

Experimental Design, Materials and Methods

This research adopted a mixed-methods approach to gain a comprehensive understanding of organizational commitment within the water supply industry by seamlessly integrating qualitative and quantitative methodologies. First, a comprehensive review of relevant literature guided the development of key constructs, and questions were crafted to capture these, ensuring clarity and relevance. The questionnaire underwent a rigorous validation process, including expert reviews and pilot testing with a group representative of the study population, leading to refinements based on the feedback received. In the initial qualitative phase of data collection, a series of in-depth one-on-one discussions with a select group of five experts, including two seasoned professionals from the water supply sector and three scientists, were conducted. These discussions were essential for clarifying and refining the constructs related to OC, OCB, JP. The selection of these experts was strategically done, adhering to the principle of information saturation, where the number of interviews was determined based on the emergence of no new information. The insights obtained from these interactions were pivotal in tailoring the measurement scales to suit the specific context of the Vietnamese water supply industry, particularly focusing on Ho Chi Minh City. This process involved a meticulous adaptation and translation of existing scales from prior studies, ensuring the precision and comprehensibility of the questionnaires. These refined scales subsequently formed the basis of a preliminary questionnaire, which was further evaluated and improved through a focused group discussion with seven key personnel from the Saigon Water Corporation. This phase was crucial in providing a thorough understanding of the context and played an instrumental role in the validation and refinement of the quantitative survey instruments. Through these qualitative interactions, the questionnaire items were meticulously modified and clarified to enhance their relevance and comprehension in the specific context of the water supply industry. After the qualitative phase, data collection was conducted via in-person interviews, email, and an online questionnaire. The questionnaire, which included a declaration on data ethics and confidentiality, had two primary sections. The first part gathered gender, marital status, age, education, and position. The key research variables in the second segment were assessed using a 7-point Likert scale with 30 items Table 8 provides details on the sample characteristics, including frequency and percentage tests.

Abstract

Keywords

1. Data Description

2. Experimental Design, Materials, and Methods

Ethics Statement

CRediT Author Statement

Declaration of Competing Interest

Acknowledgments

Appendix. Supplementary materials

References

Abstract

Knowledge management is a vital part of disaster preparedness in reducing the disaster impacts. This article presents data based on a field survey of 200 people in East Lombok, Indonesia. The data taken from the survey is presented to examine how the community utilized the knowledge created and transferred during the preparedness phase into actions during the response phase. This article’s data can be served as a starting point to examine knowledge management topics in humanitarian operations literature further and to reveal more novel insights from the survey results. This data-in-brief article accompanies the paper “Knowledge management and natural disaster preparedness: A systematic literature review and a case study of East Lombok, Indonesia” by Ratih Dyah Kusumastuti, A. Arviansyah, N. Nurmala, and Sigit S. Wibowo.

Data Description

The data in this article is the data collected from a field survey using a questionnaire that was developed based on a systematic literature review on knowledge management and disaster preparedness [1,2]. We inquired about the activities practiced before the mid-2018 earthquake and between the mid-2018 earthquake and the early-2019 earthquake. We also elicited the community’s responses during the two earthquakes to define the activities’ impact on the community’s responses during the disasters. Based on the Regional Agency for Disaster Management (BPBD) data, we chose two subdistricts in East Lombok Regency and five villages in each of the selected subdistricts that experienced severe impacts/damages from the earthquakes. We included 100 people from the Sambelia sub-district and 100 people from the Sembalun sub-district for this survey. The respective village heads conducted the respondent selection in each village (as they knew well the villagers’ condition after the earthquakes); 20 respondents were selected. Due to traumatic and sensitive issues, heads of the villages invited the selected respondents to the village meeting areas so that our local enumerators could ask and fill in the survey; hence, all questions were answered by the respondents.

1- Data

2- Experimental design, materials, and methods

References

Abstract

This research aimed at gaining insight into the behavioural dimensions of projects by recognizing the social capital and the ability of project leaders to incorporate knowledge. The concept and three dimensions of social capital theory, namely structural, relational and cognitive, serve as the basis of the design in this research. The theoretical framework based on the interaction between social capital and the integration of knowledge. A survey was conducted to assess the latent variables of social capital of a project leader on the latent variable of knowledge integration capability. The research carried out with a sample of project management professionals (n = 316), provided project members’ perceptions on the behavioural attributes of project leaders. Structural equation modelling demonstrated the significant positive effect of structural and relational social capital on the integration of knowledge in the project management, but no significant relationship established between cognitive social capital and knowledge integration.

Method

The measures given in the provided dataset were gathered from primary research and an online survey questionnaire. The questionnaire includes items related to three dimensions of social capital (structural, relational, cognitive) and knowledge integration in project teams. It also includes questions related to demographics (gender, age, education) and project characteristics (have been a project manager, experience, total number of projects participated). The survey was administered to sample of 316 project management professionals in Turkey with provided written informed consent. Social capital is multidimensional and endogenous which makes it more difficult to observe directly. Therefore, the survey approach and the use of SEM as a tool for data analysis were appropriate for evaluating the latent variables in the model. The use of Structural Equation Modelling permits both the measurement and evaluation of a priori model components. The analysis of measurement model provided a way to link multiple observable indicators to each latent in order to understand unobservable variables, therefore the dimensions of the social capital investigated [14]. The structural part of the model provided a framework for an overall analysis of social capital and its relationship with knowledge integration. Since covarying interrelationship of the structural, relational, and cognitive social capital variables exist, SEM would be the best option to integrate all these relationships at once. Fig. 1 highlights both the measurement model and the structural model.

1- Data

2- Experimental design, materials, and methods

References

Abstract

Bankruptcy prediction is a long-standing issue that receives significant attention of academic researchers and industry practitioners. Most of the papers on bankruptcy prediction focus on companies that are listed on the stock market, and there are only limited data for the rest of the companies. These companies, not indexed at any stock market, represent a significant part of the economy. The presented dataset consists of financial ratios of Slovak companies. There are 21 distinctive financial ratios which are available for three consecutive years prior to evaluation year in which companies may have filed for bankruptcy or not. The companies come from four different industries – agriculture, construction, manufacture, retail. We provide data for four consecutive years 2013–2016 for each industry. All companies are categorized as small-medium enterprises according to EU classification. Prediction performance results on this dataset are published in the research paper “Bankruptcy prediction for small- and medium-sized companies using severely imbalanced datasets” (Zoričák et al., 2019).

Data

The dataset is accessible on Data Mendeley [2] and provides financial ratios of limited liability companies. There are three possible views on the data as depicted in Table 1: 1) Companies are divided into four different industries: agriculture, construction, manufacture, and retail, 2) Four different evaluation years are considered: 2013, 2014, 2015 and 2016 3) Two classes are defined (bankrupt (B) and non-bankrupt (NB)) for each evaluation year and industry Each company is characterized by 21 financial ratios listed in Table 2. These are provided for three consecutive years prior to the evaluation year. The distribution of missing values is visualized in a heatmap in the Fig. 1. Missing values for individual datasets are displayed one, two and three years prior to evaluation. The most missing values are for the financial variable Labor Productivity (LP). From the industry perspective, the most missing values are for retail with the year of evaluation 2016.

1- Data

2- Experimental design, materials and methods

References

Abstract

This study attempts to establish the relationships that exist between the different variables of organizational climate and job satisfaction among academic staff in some selected private Universities in South-West Nigeria, to ascertain related factors in organizational climate that can cause dissatisfaction among academics; and to determine if there is a significant difference in the way senior academics and junior academics perceive the existing organizational climate. A total of 384 copies of questionnaires were administered to selected five (5) private Universities in the South-West Zone of Nigeria but a total of 293 questionnaires were returned fully and appropriately filled. The study made use of appropriate statistics such as measurement model (Confirmatory Factor Analysis) and Multiple Regression to obtain results.

Data

Survey method was used mainly by questionnaire to collect the data from University lecturers in Southwest Nigeria. Respondents were requested to respond to questions with self-administered and structured questionnaire. The researcher utilized one structured questionnaire for both the senior academics and junior academics. This was presented personally to all respondents by the researcher in the sampled universities. This enhanced uniformity of response bearing in mind the degree of variations in perception of what the organizational climate may be referred to. The study populations from which the sample was drawn consist of eighteen (18) private universities in the Southwest Nigeria. Out of these private universities, five (5) were taken as the study sample through judgmental sampling method and questionnaires were administered to the academic staff ranging from the Professors, Associate Professors, Senior lecturers, Lecturers 1, Lecturers 2, Assistant lecturers and Graduate Assistants. The total number of academic staff in the selected private universities is 754. The private universities chosen for this study are Covenant University, Bells University of Technology, Crawford University, Babcock University and Bowen University.

The data depicted on customer loyalty in the healthcare sector was concentrated on the variation in perception across demographic characteristics on the subject matter. The data focused on selected private hospitals adjudged to be the best four in Lagos State, Nigeria. In this data article, the variables for customer loyalty were categorized into (repeat purchase, brand insistence, switching restraint and customer satisfaction) for healthcare service sector in Nigeria. The data made used of the personal profile of the respondents as the independent variables to establish a link between the aims of the study and the demographic characteristics via the quantitative method. Data were gathered from 365 respondents through the use of structured questionnaire. The Kruskal Wallis Test was carried out to investigate and identify what accounted for the variation in the customers’ perception on the subject matter. The SPSS (22) was utilized to analysed the data. This dataset is presented openly for easy accessibility for a greater critical examination.

Data

Data presented are the outcome of a survey carried out on the variation in perception of the customer on the dimensions of customer loyalty in healthcare sector of Nigeria. The data were collected via questionnaire in the four private hospitals. A total of four hundred questionnaires were administered to the customers of the four hospitals, that is, one hundred (100) questionnaires for each of the hospital. A total of 365 copies were retrieved and found to be valid and were used in the analysis. The number of questionnaires useable represents 91.25% response rate. The high response rate was due to the continuous visit and several calls made by the researcher to the respondents and probably because of the high interest the sampled respondents had in the study. This response rate is deemed reasonably high when compared to the response rate employed by previous studies.

Data

According to Table 1, four hundred and ten (410) copies of questionnaire were administered to the employees of the selected Universities guesthouses in southwest, Nigeria. Three hundred and twenty-four (324) were returned and usable, which represented 79%, while the remaining eighty-six (86) were not returned, thus representing 21% of the total questionnaire administered. Based on the usable copies of questionnaire, Tables 2-5 and Figures 1-4 revealed the demographic profile of the respondents according to gender, age, marital status and educational qualification. The demographic data of the respondents revealed that 193 (59.6%) were male, while the female respondents were 131 (40.4%). Though, male respondents were more than the female respondents, but the opinion of both genders were adequately represented. Based on Table 3, ages 18-29 years were 184 (56.8%), ages between 30-39 were 98 (30.2%), and 42 (13.0%) were the respondents between ages 40-49 years. From Table 4, the singles among the respondents were 215 (66.4%), while the married were 109 (33.6%) of the total respondents. According to Table 5, 121 (37.3%) of the respondents were Senior Secondary School Certificate Examination (SSCE) holders, 127 (39.2%) of the respondents were Ordinary National Diploma (OND) and National Certificate in Education (NCE) certificate holders. Higher National Diploma (HND) and first degree holders from the University among the respondents were 68 (21.0%), Masters and Professional certificate holders among the respondents were 6 (1.9%), while 2 (0.6%) were Doctor of philosophy (Ph.D) holders among the respondents. The descriptive statistics evaluating the dimensions of transformational and transactional leadership styles and employees’ job satisfaction are as shown in Tables 6-12. In line with Table 6, 146 (45.1%) of the respondents strongly agree, 73 (22.5%) agree, 35 (10.7%) partially agree, 9 (2.8%) partially disagree, 53 (16.4%) disagree, and 8 (2.5%) strongly disagree, that idealised influence of their leader will have positive effect on their job satisfaction. According to Table 7, 134 (41.4%) strongly agree, 79(24.4%) agree, and 43 (13.3%) partially agree that the inspirational motivation of their leader will boost their job satisfaction, whereas, 20 (6.2%) partially disagree, 42 (13.0%) disagree, and 6 (1.9%) strongly disagree that inspirational motivation of the leader will boost their job satisfaction. In line with Table 8, 133 (41.0%) strongly agree, 72 (22.2%) agree, and 49 (15.1%) partially agree that their superior intellectual stimulation will improve their job satisfaction, while 8 (2.5%), partially disagree 48 (14.8%) disagree, and 14 (4.3%) strongly disagree that intellectual stimulation of their superior will improve their job satisfaction.

Introduction

Transformational leadership is no longer a new topic in leadership and change management but despite the attention paid to the practice, organisations still fail to understand and explain how leaders can encourage, inspire and motivate employees to innovate and create change that will help grow and shape the future success of the organisations. The theoretical, methodological as well as practical gaps churned out from extant literature are more applicable to the developed and transitional economies. Unfortunately, studies focusing on the contextual and organizational variables in developing economies, such as Nigeria, are still scarce. Hence, this paper adds to knowledge in the area of leadership research as it investigates leadership transformational attributes on employee satisfaction and engagement across hierarchical levels in Nigeria. This research broadens the scope of previous research and provides a more detailed examination of transformational leadership attributes by exploring the five traits –- Idealized influence (II), Inspirational motivation (IM), Intellectual stimulation (IS), Individualized consideration (IC) and Attributed charisma (AC) as presented in Table 1.

The context determines the meaning of the word quality to different people. Quality can be described as conformance of output to planned goals, specifications and requirements [2]. Service marketing scholars believe that quality is about exceeding customer expectations [13]. quality ineducation as the fitness of educational outcome and experience for use [8]. This paper is premised on transcendent view of quality by Garvin [8]. Scholars argue that recognition of quality is dependent on experience gathered from repeated exposure to the service. This perspective of quality is consistent with innate excellence, high achievement and uncompromising standards [11,12]. Interactive quality is one of the essential dimension of service quality. It refers to the nature of communication and relationship that exist between the students and faculty and staff of the University. It is also about the quality of teaching and learning process in the University. Instruction may be described as the impartation of skills, values as well as knowledge that came as a result of quality teaching. The education literature presents a good number of teaching strategies and there are also a good number of research studies that validate them [1,10]. The issues of teaching quality and teaching effectiveness have been attracting scholarly debates and controversies in the higher education community. As a result, a good number of scholars focused on teaching quality from different views [6,7]. Many researchers agreed to the fact that teaching quality is one of the major factors that influence student achievement, other school-related factors include financial condition, class size, leadership or school organization [3,4]. However, only limited studies considered the views of the alumni of the universities [5].

Microfinance is a blessing to the poor as it provides them with financial alternatives to facilitate access credits which would not otherwise be available to them (Nasrin et al. 2016). Through microcredit, the poor are able to set up productive activities that can generate financial output. It can thus act as an important vehicle to reduce poverty, particularly in the developing and LDCs. It has proven its effectiveness in increasing the socio-economic status of its clients in Bangladesh (Rahman and Khan 2013). As a consequence, over the past 20 years, microfinance institutions (MFIs) have grown extensively and have contributed to improve the welfare of the poor. According to the report of the Microcredit Summit, as many as 3703 MFIs provide microcredit to 200 million people and out of this 60% belong to the poorest groups (Barry and Tacneng 2014), and around 82.3% are women (Maes and Reed 2012). It is also documented in the literature that as a consequence of women’s involvement in micro-credit programme, they are able to live a decent life with more confidence (Rahman and Khan 2013; Khan and Rahman 2016). The major difference between MFIs and conventional banking lies in the fact that the former offers credit that includes collateral-free lending, group-based credit, progressive loan structure, immediate repayment arrangements, regular repayment schedules and collateral substitutes (Quayes 2012). The evolution of MFIs has indeed created a social movement by which poor people, particularly women are able to make changes through income generation, which was previously inaccessible to them beyond their reach. Considering its success as a social movement, the microfinance industry addresses the issue of financial sustainability (Zeller 1998; Abdullah and Quayes 2016). However, a trade-off between sustainability and outreach to women and the poor has raised controversy over a paradigm shift in MFIs as sustainability on the basis of returns may adversely affect its prime mission of poverty alleviation. There are a vast number of MFIs that depend on donors for a steady flow of subsidies that receive funding on easy terms (Quayes 2012, 2015). Donor agencies subsidise MFIs so that they can extend credit to the poor to improve their social welfare. However, in recent years the aim of MFI’s has broadened to financial sustainability and efficiency rather than reaching the poorest of the poor. Moreover, donor agencies also emphasise on the self-sufficiency of MFIs so that they can generate income from the outstanding loan portfolio to meet the cost of lending money and to minimise the cost to reduce the dependency on external subsidies provided by them. This idea has been criticised by researchers as it can hamper outreach and will render MFIs profit-driven. Researchers have termed this phenomenon as ‘double-bottom line’ or ‘dual mission’ that emphasises both financial sustainability and social outreach. It is still highly debated and unclear whether MFIs can attain both missions simultaneously (Gutierrez-Nieto et al. 2007; Abate et al. 2014; Mia and Chandran 2016).

Women are underrepresented on corporate boards in the United States. According to a recent statistic, women hold 18.8 percent of the board seats on Fortune 1000 companies in 2016.1 This small share of female membership is startling, considering that females accounted for 50% of the collegeeducated labor force in 2016 (Bureau of Labor Statistics).2 While a number of economic and demographic factors can explain the low female representation on corporate boards, some critics have suggested that a type of gender screening is occurring. According to the U.S. Federal Glass Ceiling Commission chaired by the then-U.S. Labor Secretary Robert Reich, there exist “artificial barriers to the advancement of minorities and women in the private sector that contradict this nation’s ethic of individual worth and accountability” (p. 7).3 There is an almost universal perception that corporate boards benefit from greater diversity and that the presence of females on boards could enhance financial performance (Burke 1997).4 Clearly, one can make an ethical case that a greater social purpose is served by having more females on corporate boards as argued by the Glass Ceiling Commission and other ethics scholars (e.g., Burke 2000; Oakley 2000). However, scientific evidence for making a “business case” (i.e., female board membership enhances corporate financial performance) has not been robust, and it is often ambiguous (Adams and Ferreira 2009; Apesteguia et al. 2012; Simpson et al. 2010). The main hurdle, from an empirical standpoint, is endogeneity; that is, financial performance and female directorship (board composition) can be jointly and endogenously determined (Adams et al. 2010; Hermalin and Wesibach 2003). If so, then it is unclear whether a firm performs better because female directors are present or whether well-performing firms tend to appoint more females on their boards (Apesteguia et al. 2012). In this study, we revisit the performance–gender link, or lack thereof, from a different perspective. We examine whether gender stereotyping suppresses financial performance and whether hiring female directors improves performance. We also examine whether financial performance improvement is more (or less) pronounced when female director hiring occurs in a more prejudicial environment. Credible proxies for prejudicial environment are difficult to find. The first proxy we use is the location of the company headquarters: whether it is in a “red” state (which tends to vote for Republican candidates) or in a “blue” state (which tends to vote for Democratic candidates). From a conceptual standpoint, there is already a well-established link between sexism and political conservatism in the social psychology literature (Federico and Sidanius 2002; Jost et al. 2003). Such a link gives rise to a hypothesis that a varying degree of gender screening manifests itself as differences in directorhiring practices between red-state and blue-state companies, and also affects corporate performance. We delineate between red and blue states based on the past five presidential elections between 1996 and 2012 and the margin of votes cast for Republican versus Democratic presidential candidates.

The linkage between corruption and firm performance has been widely discussed in the literature (e.g. Fisman and Svensson 2007). Theoretically, the effect of corruption on firm performance cannot be explained or predicted by a single extant theory. On the one hand, corruption may be harmful to firms in the long-term. For instance, the costs of corruption can include the erosion of critical resources such as the reputation and culture of firms, the efficient allocations of resources and the motivation for firms’ innovation (Hung 2008; Lou 2002). These costs may lower or drive profit away from firms, and result in talent, technology and innovation not being sufficiently valued. As pointed out by Murphy et al. (1993), firms are disincentivized to provide investment for growth and improve productivity. Corruption is considered as ‘sand-in-the-machine’ (Ades and Di Tella 1996). In addition, some argue that corruption prevents the entry of new firms because incumbents tend to exploit their existing corrupt relationships, and corrupt officials try to delay transactions to extract more bribes from public service users (Rose-Ackerman 1997). Consequently, public resources are misallocated to those offering the highest bribes, not to who can offer the best value for money for society (Jain 2001). By contrast, the above-mentioned views have been challenged by other perspectives, which imply that corruption allows firms to achieve aims or to overcome bureaucratic processes and unclear or complex regulations (e.g. Lui 1985). As a result, firms may save time and conduct business activities more speedily or ‘‘grease the wheels’’, all of which ultimately may promote growth and improve firms’ financial performance (Vial and Hanoteau 2010). Payinginformal costs can be also considered as a type of investment in networks or social capital (De Jong et al. 2012). And this investment, in turn, may help firms overcome the challenges of entering a new market, and facilitate firms’ efforts to achieve higher financial performance. In another approach, firms’ corruption behaviour is explained by institutional theory. This is considered as one of the most popular perspectives in transitional economies (e.g. Hoskisson et al. 2000; Wright et al. 2005). This approach indicates that corruption may not affect firm efficiency because paying bribes is simply an entry cost of firms to join an established game and facilitate their survival in their environment (North 1990). When neighbouring firms pay informal costs, this places pressure on other firms to follow their behaviours. As a result, corruption may have little impact on their performance. In light of the theoretical perspectives and discussions above, empirical research on this topic has been conducted in different countries. Preliminary studies on the effects of corruption on economic efficiency used cross-country macro data (e.g. Pierre-Guillaumeme´on & Sekkat 2005). Nevertheless, using aggregated data cannot control for firm heterogeneity that can potentially affect firm performance (Kasahara and Rodrigue 2008). Furthermore, Halpern et al. (2005) show that the omitted variables and reserve causality bias are other problems for macroeconomic studies.

Korea’s small and medium-sized enterprises’ (SMEs) global competitiveness is relatively weak due to a national economic structure favoring larger corporations. To strengthen the competitiveness of SMEs, policy discourages large companies from entering industries that are appropriate for SMEs. In most industries, large companies and SMEs collaborate and compete at the same time; however there may be industries to which SMEs are more suited. Park et al. studied the selection of industries suitable for SMEs in Korea (Park et al., 2016). However, for SMEs to be able to compete internationally, they need to be competitive with global companies. To strengthen their competitiveness, SMEs that are not rich in human resources and financial status must be innovative. Open innovation can be a way of achieving this. Open innovation benefits from both internal and external knowledge. Research on innovation, or open innovation, has been actively pursued within academia. Witt has studied innovation that is necessary for our future (Witt, 2016). Yun et al. have studied dynamics that lead from open innovation to evolutionary change (Yun et al., 2016). Svirina, et al. conducted a study applying the concept of open innovation to social businesses (Svirina et al., 2016). By utilizing both internal knowledge and external knowledge, open innovation can strengthen SME competitiveness. This study analyzes the annual reports of US listed companies, with the aim of helping Korean SMEs absorb foreign knowledge and open innovation. Bibliometric analysis studies using patent or paper data in the field of technology intelligence research are being studied for the purpose of discovering new opportunities from the technical planning point of view. In bibliometric research, the areas where many papers and patents are produced or cited are defined as promising technologies or areas. According to Jeong et al., patent analysis can identify new free technology and utilize it as a seed technology for SMEs and as a means of growth engine (Jeong et al., 2014). In another study, Jeong et al. extracted future promising research areas by using bibliographic coupling and clustering technique for the top 1% of cited papers in SCOPUS data (Jeong et al., 2008). These techniques can be used as a way to shorten the effort and time of R & D and technology development in countries with limited resources. On the other hand, the analysis of the correlation between the business text and the financial analysis, which is the subject of this study, is interested in exploring the characteristics of the business documents of the companies with good financial performance and exploring the companies and the areas with the good financial performance. As a result, the bibliometric technique for papers and patents focuses on the area of people’s interest. On the other hand, this study is interested in finding companies or business area that is expected to perform well in the future in terms of financial or operating performance. The purpose of this study is to find out whether there is a correlation between business sales patterns and business text patterns.