Determinants Of Organizational Success Research Articles

THE EFFECT OF EMOTIONAL INTELLIGENCE AND PARTICIPATORY PROCEDURAL JUSTICE ON JOB SATISFACTION

Human resources are the main production factor for organizations to achieve planned goals. Job satisfaction is important because in an organization employees are most dominant as a determinant of organizational success, this is due to high satisfaction being able to create a pleasant atmosphere so that employees are encouraged to excel in their organization. This study aims to determine the effect of participatory emotional intelligence and procedural justice on employee job satisfaction. In this study apply descriptive and verification methods. The population is all employees with a sample of 60 people selected through saturated sampling. testing with validity test and reliability test. Researchers used multiple linear regression and hypothesis testing with partial tests. This study found that emotional intelligence can have a significant positive effect on job satisfaction, and participatory procedural justice has a significant positive effect on job satisfaction.

MOTIVASI KERJA DALAM PENINGKATAN KINERJA PEGAWAI BADAN PERENCANAAN PEMBANGUNAN DAERAH, PENELITIAN DAN PENGEMBANGAN KOTA PALANGKA RAYA

Work motivation is a faktor that encourages someone to carry out activities at work. This is very important because motivation supports human behavior so that they want to work hard and enthusiastically in achieving their goals. Work motivation as a determinant of organizational success, one of which aims to improve the performance of employees of Badan Perencanaan Pembangunan Daerah, Penelitian dan Pengembangan Kota Palangka Raya.
 The purpose of this study is to find out and describe how work motivation in improving the performance of Bappedalitbang Palangka Raya employees, what are the motivating and inhibiting faktors of work motivation in improving the performance employees of Bappedalitbang Palangka Raya City and what efforts are being made to increase work motivation of Bappedalitbang employees of Palangka Raya City. The method used in this research is qualitative method. In analyzing the research, the researcher used several data collection techniques through observation, interviews and documentation.
 In this study using the theory put forward by Afandi, namely through indikators of remuneration, working conditions, work facilities, work performance, recognition from superiors and the work itself.
 The results of this study indicate that work motivation in improving the performance of Bappedalitbang employees of Palangka Raya City has implemented the indikators proposed by Afandi. Work motivation in improving the performance of Bappedalitbang Palangka Raya employees is very good. However, further efforts are needed to further improve the performance of its employees.

Revitalizing Strategic Agility in a Turbulent Environment: A Conceptual Discourse

This paper conceptually examined revitalizing strategic agility in a turbulent environment. In the current turbulent and highly competitive environment of today, agility, that is the ability of organizations to quickly sense and respond to environmental changes, is an important determinant of organizational success. With the advancement of information technologies, company strategy focuses nowadays on sustainable competitive advantage, and gives importance to short-term advantages of flexibility and fast response. In the unpredictable and competitive world of today, organizations must have different competitive features to compete; otherwise, they will move towards annihilation. One of the capabilities that organizations need in the turbulent environments of today is agility. Strategic agility is the ability to continuously and adequately adjust and adapt in appropriate time the strategic direction in core business in relation to changing circumstances. Agility provides the organization with the possibility of quick response and compatibility with environment and allows the organization to improve its efficiency. The paper is largely conceptual in nature and adopts a desk research methodology in reviewing extant literature. This study concludes that firms operating in dynamic environments must realize the need for change and adaptation and thereby stimulate their in developing agility that can better respond to a dynamic environment.

Spirituality at Work: The Role of Spirituality Dimensions in Fostering Organizational Commitment

Organizational Commitment is one of the key determinants of organizational success. This knowledge era where Human resource is considered as the main strategic resource demands the full potential and commitment of the work force to win an edge over competition. Such commitment can no longer promote through traditional strategies alone but can only be fostered when conditions are available for employees to bring their ‘whole self’-physical, mental and spiritual selves- to work place. Hence, call for spiritual values at work is increasing as employees seek opportunities for enriched work performed within the context of an organizational community along with personal and work goal congruence. Organizational commitment when fostered through these spiritual dimensions will be much consistent and long-lasting than temporary attachment generated through time- to- time material rewards. Hence, this conceptual paper aims at surfacing the grounds within which these two concepts can be linked for the betterment of the organization and its stakeholders

Investigating the moderating effects of service climate on personality, motivation, social support, and performance among flight attendants

As service work becomes more complex and diversified, proactive behaviors become even more critical as determinants of organizational success. This study investigates the moderated mediation and three-way interaction effects that exist in the relationship between the variables ‘proactive personality’ and ‘service performance’. A self-administered questionnaire collected data from 205 flight attendants. Using hierarchical regression analysis, the results show that the relationship between ‘proactive personality’ and ‘service performance’ is moderated by other variables, namely ‘social support’ and ‘service climate’. Another variable ‘intrinsic motivation’ is found to be important when a low ‘service climate’ would otherwise inhibit service performance. The implications of the research findings are provided and discussed.

HR Determinants of Organizational Success amongst Small and Medium Enterprises in the Indian Automobile Sector

Small and Medium Enterprises (SMEs) in the auto sector have emerged in response to the growing off-shore requirements of the auto industry. The growth has been so rapid that it has remained elusive to researchers and the present study is an attempt to bridge this knowledge gap. Three scales (Engaging Leadership both from the perspectives of the leaders and the subordinates, and Employee Engagement) were developed by the researchers for the purpose of the study. Two existing scales viz., Cultural Intelligence and Positive and Negative Affectivity were also used in the study. The results show statistically significant results between professionals of high performing and low performing SMEs on Engaging Leadership, Employee Engagement, Cultural Intelligence and Positivity and Negativity.

Measuring the ROI of Management Development: An Application of the Stochastic Rewards Valuation Model

There is growing recognition that the core economic resources of the current era are human and intellectual capital, rather than physical assets such as inventories, plant, and equipment. Given the increasing importance of human capital and intellectual property as determinants of economic success at both the macroeconomic and enterprise levels, it is clear that the nature of investments made by firms need to shift to reflect the new economic realities. Specifically, if human capital is a key determinant of organizational success, then investments in training and development of people also become critical. In turn, there is a need to develop concepts and tools for monitoring and evaluating management development programs in terms of their impact, results, and value or return on investment. The specific objective of this article is to draw upon the concepts and measurement approaches of the field that has come to be known as “human resource accounting” and show how they, specifically the stochastic rewards valuation model, can be used as tools for the measurement of the value of investments in training programs designed to increase the value of human capital.

Some Determinants of Organizational Success

Management survey on economic, sociological, and psychological determinants of organizational success