Dimensions Of Organizational Structure Research Articles

Türkiye’s nuclear energy aspirations: policy challenges and legal trajectory

Abstract This article provides a comprehensive overview of Türkiye’s nuclear energy aspirations, focusing on the historical evolution, international cooperation, organizational structure, legal framework, and policy dimensions. It elaborates on Türkiye’s endeavours to integrate nuclear energy into its national power infrastructure, particularly highlighting the progress made in the development of the Akkuyu Nuclear Power Plant (NPP). Initiated in 1968, the Akkuyu NPP project remained stagnant for decades. It gained momentum in the late 2010s when Rosatom, under an agreement between the Turkish and Russian states, began construction as part of its nuclear export strategy. The article mainly discusses the significant legislative and regulatory advancements made post-2021, propelled by the near completion of the Akkuyu NPP. These actions signify a crucial phase in creating a robust legal framework for nuclear energy in Türkiye. Moreover, the article presents proposals for law and policy, considering geopolitical, economic, and technical constraints, to guide the future direction of Türkiye’s domestic nuclear energy programme. In conclusion, the evolution of nuclear energy law in Türkiye, highlighted by the development of the Akkuyu NPP and subsequent legal and regulatory measures, presents an essential case study.

Dampak Struktur Organisasi terhadap Komitmen Organisasi: Perbandingan Antara Sektor Publik dan Swasta

A good organizational structure will have an impact on employee organizational commitment. This study aims to examine the impact of organizational structure on organizational commitment in public and private sector companies in Banjarmasin. The three main structural dimensions included in this research are formalization, centralization (in the form of a hierarchy of authority and participation), and standardization. 100 questionnaires were distributed to 8 public and private companies in Banjarmasin and a sample of 80 valid questionnaires was obtained. The research results show that all structural dimensions have a relationship with organizational commitment in both sectors, except for authority hierarchy. Among the structural dimensions, formalization shows the greatest correlation with organizational commitment in public companies, while participation has the largest correlation with organizational commitment in private companies. Employee demographics have no impact on dimensions of organizational structure or commitment in either the private or public sectors. In addition, position in the private or public sector does not mediate the relationship between organizational structure and organizational commitment.

Designing a Model of Professional Ethical Ideals Based on the Dimensions of Organizational Structure and Managers' Thinking Styles in Islamic Banking at the Agricultural Bank of Iran

Objective: The objective of this research is to design a model of professional ethical ideals based on the dimensions of organizational structure and managers' thinking styles in Islamic banking at the Agricultural Bank of Iran. Methodology: This study is classified as applied research in terms of its purpose, and as a descriptive correlational study in terms of data collection methods. The statistical population includes two groups: the first group consists of 50 experts and professors in management and banking and ethics, who hold at least a doctoral degree and were selected through random sampling. The second group includes all senior managers, provincial managers, and top-ranking heads at the Agricultural Bank, totaling 430 individuals. Data analysis was conducted using SPSS23 and AMOS23 software, Pearson correlation coefficients, and structural equation modeling. Findings: The results showed that the direct effect of the exogenous variable of legal thinking style (p < .05, t = 2.11, β = .12), holistic thinking style (p < .05, t = 2.64, β = .13), free-thinking style (p < .05, t = 7.34, β = .57), autocratic thinking style (p < .05, t = 2.532, β = .16), organizational complexity (p < .05, t = 2.65, β = .32), formality (p < .05, t = 5.84, β = .21), and organizational centralization (p < .05, t = 5.99, β = .85) on the variable of professional ethical ideals in Islamic banking is positive and significant. Additionally, the direct effect of the exogenous variable of conservative thinking style on the variable of professional ethical ideals in Islamic banking is negative and significant (p < .05, t = 6.26, β = -.43). Conclusion: Support for and backing of producers and exporters, farmers, industrialists, and others should be a serious concern for banks. Therefore, it is recommended that Islamic banks fully comply with the policies of the Islamic government and the laws and regulations of the central bank, avoiding any form of sectionalism and profit-seeking outside these laws and regulations.

ОРГАНІЗАЦІЙНІ БАР'ЄРИ ЕФЕКТИВНОЇ КОМУНІКАЦІЇ НА ПІДПРИЄМСТВІ

The article aims to explore the role and essence of organizational barriers that arise in the process of communication within enterprises. It is established that organizational communication is the process of exchanging information and ideas within an organization with the goal of achieving common objectives. Among the five dimensions of organizational structure, organizational centralization and formalization are identified as crucial for enhancing communication efficiency. It is demonstrated that the main organizational barriers in the communication process, stemming from incorrectly defined centralization scales, include the presence of excessive information resources at the top management level, lack of complete information at the operational level, underutilization of human capital at middle and lower management levels, a significant volume of incomplete information, the need to address operational tasks at the top management level, and low levels of organizational independence for lower-level units. Communication barriers associated with excessive formalization encompass the inability to provide unofficial explanations for discrepancies, limitations on the use of knowledge, obstacles to changes and innovations, barriers to integrating employees and organizational units into the communication process, and restrictions on communication with the external environment. Survey results confirm that an excessive level of centralization leads to a spiral of dependency, increasing pressure on lower management structures and further centralization of management. Decentralization ensures the accuracy of decision-making, bringing decision-making closer to the point of problem occurrence, and allows top management to focus on resolving strategic issues. Formalization has a positive impact on the communication process of organizations in the early stages of development and growth. It organizes the flow of information and contributes to its standardization, facilitating the coordination of communication among network participants. The occurrence of barriers to excessive formalization in the communication process depends on the size, maturity, and diversification of the activities of individual organizations.

Organizational architecture of strategic entrepreneurial firms for digital transformation: A bibliometric analysis

Organization architecture is the design of an organization that will be able to continuously provide value for present and future firms while optimizing and structuring itself. The study focuses on building blocks for strategic entrepreneurial firms for digital transformation. In the recent era, with volatile customer needs, pandemic situations, and technological development or disruption, organization design has been shifted to a new perspective. Many industry leaders and managers believed industry/firm transformation is associated with the adoption of new technology, but although technologies often play a great role, they have never transformed a firm on their own. Consequently, this study re-actualizes the organizational architecture of digitization and its need for transformation. The discussion starts with a quick overview of the existing literature on organizational design, as well as its key advantages and disadvantages. The study adopted a hybrid approach in the form of a configuration approach and bibliometric methodologies viz. Citation Network Analysis (CNA) and Social Network Analysis (SNA). Based on the hybrid approach, the study identified various dimensions of organizational culture and structure for strategic entrepreneurial firms that deserve to be more careful consideration in digital transformation. The conclusions show that it is necessary to redesign the architecture of the incumbents so that they are ready to embrace the digital environment.

The influence of competitive strategy and organizational structure on the cost of quality in food and beverage (F&B) companies

PurposeThis study aims at determining the influence of the competitive strategy types and organizational structure dimensions on Cost of Quality (CoQ) in Food and Beverage (F&B) small- and medium-sized enterprises (SMEs).Design/methodology/approachA survey questionnaire was sent to F&B companies in Greece and 307 responded positively and fully completed the questionnaire. The research model developed (consisting of the competitive strategy types, the organizational structure dimensions and CoQ) was tested using the exploratory and confirmatory factor analyses and the structural equation modeling (SEM) technique.FindingsThe findings indicated that cost leadership, centralization and formalization influence the CoQ positively and significantly. By contrast, differentiation does not influence CoQ.Research limitations/implicationsThe small sample of the responding companies operating in one country, the different F&B sub-sectors, the subjective perceptions of only one representative per company and the cross-sectional nature of the study are the main limitations of the present study.Practical implicationsThis paper provides academicians and practitioners with a better understanding of the factors that influence the quality-cost level.Originality/valueTo the best of the authors' knowledge, this is the first study that examines the effect of competitive strategy and organizational structure on CoQ.

A CASE STUDY ON ORGANIZATIONAL STRUCTURE CHANGE TO SUPPORT BIM IMPLEMENTATION IN DESIGN FIRM

This study empirically investigates organizational structure change (OSC) to support the implementation of building information modeling (BIM) in design firms. Unlike previous BIM implementation studies that focused primarily on changes in organizational configuration, this study provides a comprehensive view of changes in multiple organizational structure (OS) dimensions, including configuration, standardization and formalization, specialization, centralization, and integration. Based on Pettigrew’s contextual approach and empirical data from a case study, this study discusses and explains the processes and factors that underpin OSC. The finding shows that OSC to support BIM is a process that is directly tied to changes in the external BIM market context as well as the vision and strategy of the company’s internal BIM implementation. The outcomes of OSC result from dynamics among change context, change content, change process, and change leadership. Changes in different OS dimensions are also linked and can support one another. This study is helpful in developing an OSC framework for BIM implementation.

The Effect of Work Stress and Work Values on Turnover Intention of Generation Z Employees in Call Center Company (Case Study of PT ABC in Java, Indonesia)

A various of previous research have found that different generation has a positive and negative traits. Generation Z is a generation that born between 1995 and 2012. Generation Z have distinct qualities including the need for convenience, are watchful and worried about their emotional, physical, and financial safety, and also have a realistic view of the importance of their profession. There has been found a high turnover rate of the Generation Z. Employees in a call center interact with customers over the phone or through other technological devices. Because of the constant interaction with angry customers seeking information, support, and help, working at a call center can be difficult. This exposes the customer service representative to a range of stressful circumstances and negative feelings. The employees experience work related stress and are emotionally exhausted, and tend to express themselves by increasing their intention to leave the company. The main issues in many call centers include a high employee turnover rate, which is believed to be as high as 40% annually also it is believed that many contact centers face is a high employee turnover rate that is higher than any other industries. PT ABC is a focused company specializes in outsourcing business process management with a call center business which is part of BPO or Business Process Outsourcing. The business emphasis is one of the PT ABC has held for a very long time. Based on the interview with HR Support of the PT ABC in Bandung, the TAM division is the division that consider with the most and the highest employee turnover rate compared to other divisions and the majority are the young employees, every month turnover is found in the division, one of the reason stated by the HR Officer is that the factor of the turnover probably due to the workload. This research was made using a quantitative method and random sampling that have been conducted in April 2023 in PT ABC in Java, Indonesia. Based on the previous research this research assumes that work stress and work values affecting turnover intention of the Generation Z, this research conducted to prove that the assumption above is right. Data collected in this research was using interview and the measurement scales used are work stress and turnover intention scale adapted by Agustina (2022) and work values scale by Sulistiobudi & Hutabarat (2022), which have been tested using validity and reliability. This research is analyzed using multiple linear regression using SPSS 25 to determine the effect of the variables. Based on the results of the data processing, there is social dimension of work value, leadership attitude and organizational structure of work stress dimensions that impacted to Generation Z employees in PT ABC. This research contributes to understand the Generation Z characteristic in the work environment. It also contributes and helps how company handle the employees especially the Generation Z. Author recommends that next researcher that using other variables in the company to broaden and deepen the researchs of Generation z in the call center.

International alliance structure and effectiveness: evidence from law firms

Abstract International alliances are important strategic vehicles to build geographic scope and enter foreign markets, especially for firms lacking the resources or facing limitations to direct foreign expansion. Addressing recent calls to study alliance structure, we investigate the design parameters of nonequity international alliances and their performance implications. Building on the resource-based view of the firm, we theorize the effect of three key structural dimensions – formalization, interface, and specialization – on firm effectiveness. Our empirical work focusses on the legal service industry where international interfirm alliances are common, and resources like expert workers and knowledge are essential. We study 121 French, German, Italian, and Spanish law firms; and our data include the structural features of the alliances to which they belong, as well as various measures of firm effectiveness. Our analyses via structural equation modelling point toward the importance of informality and strong interface for effectiveness in these contexts. This study contributes to a finer understanding of international alliances by directly addressing the structural variation among nonequity international alliances, and analyzes their implications for firms. We thus respond to calls to investigate structural dimensions of alliances, operationalizing relevant dimensions of alliance organizational structure. Second, we add to understanding of the performance effects of international alliances, showing the benefits of individual structural parameters for firm effectiveness. Finally, we extend research on the use of international alliances as a strategic vehicle to enter foreign markets, capturing essential aspects of the internal arrangements of these interorganizational collaborative relationships, and thus adding to understanding of this strategic entry mode.

It is still about bureaucracy in German faculties

One of the main discussions in higher education is whether universities have appropriately adapted their structures and processes in response to the New Public Management (NPM) reforms and the Bologna Process. There are no profound empirical investigations on the extent to which faculties take elements of the reforms into account in terms of administrative processes and organizational structure dimensions according to the bureaucracy approach. This article examines how German faculty managers perceive bureaucratization processes by evaluating organizational structure dimensions. For this, we interpret interviews with 16 experts of German faculties through qualitative content analysis to extract in-depth manifestations of these dimensions. Our results show that the dimensions formalization, standardization, specialization, configuration, internal support functions, team self-coordination, and (de)centralization reflect elements of the NPM and Bologna reforms in the perception of faculty staff. These dimensions are complemented by decoupling mechanisms, i.e., discrepancies between formal structure and common practice, which hinder reform implementation. Besides, we identify elements of post-NPM approaches like network governance and neo-Weberianism supplementing reform implementation. We highlight (dys)functional effects of the dimensions by assessing them with criteria of effectiveness. Our results foster a deeper understanding of faculty organization by demonstrating levels of bureaucratization using profound examples of the interviewed persons.

Politicized Refuge: Chicago and the Transformation of the Sanctuary Movement

Politicized RefugeChicago and the Transformation of the Sanctuary Movement Nathan Ellstrand (bio) "We are writing to inform you that today our congregation voted to declare our church as a sanctuary for undocumented refugees from El Salvador. On Saturday, July 24, we will openly receive a refugee family into the care and protection of the church. We realize in so doing that we will be in violation of the Immigration and Nationality Act Section 274(A)."1 In a letter to United States Attorney General William French Smith dated July 18, 1982, leadership at Chicago's Wellington Avenue United Church of Christ took a public stand on the rampant violence in El Salvador. It was the first place of worship in the Midwest to declare sanctuary, acting in clear defiance of the federal government and its intervention in Central America during the Cold War of the 1980s. The literature on the sanctuary movement concentrates on U.S.-Mexico border region organizers who provided refuge in Tucson and across southeastern Arizona, highlighting the actions of the Manzo Area Council, Jim Corbett, and the Reverend John Fife in declaring public sanctuary through the Tucson Ecumenical Council (TEC) in 1982. Lawyers, journalists, and anthropologists have focused on these individuals, emphasizing their religious and moral convictions.2 Since the 1980s, historical scholarship on the sanctuary movement has evolved from hagiographic accounts of leaders to works that place the movement in a broader context of transnational and borderlands history. Only one work examines the sanctuary movement in Chicago rather than Arizona; it emphasizes the internal organizational structure and gender dimensions of the movement instead of historicizing its politicized origins in the city a decade before.3 Although the initial movement to provide sanctuary—in the form of shelter, aid, and consultation—to Central American refugees emerged out [End Page 25] of the southwestern U.S., the push for expanding sanctuary came from political, solidarity-based organizing centered in the Midwest in Chicago between 1980 and 1983. Chicago sanctuary activists built on both the Central American solidarity movement and sanctuary in Tucson. They moved away from Tucson's localized, defensive approach of providing refuge on the border. Instead, Chicago organizers were steeped in the Central American solidarity movement, creating an interfaith coalition to proactively reject the Cold War priorities of the U.S. government abroad. Chicago activists politically weaponized sanctuary, using it not only to protect refugees, but to turn Central Americans' lived experiences into a sharp critique of U.S. foreign policy. This resulted in more than three hundred sanctuaries created nationwide by 1986, an example still widely invoked by immigrant and refugee advocates today. The Situation in Central America and Sanctuary in Tucson U.S. political involvement in Central America dates back to the Monroe Doctrine of 1823. However, starting in the 1960s, Central America became a regional battleground of the Cold War. The U.S. and Soviet Union competed globally for hearts and minds, and a range of "hot wars" occurred within many Central American nations. The U.S. government actively sought to prevent the spread of communism and, ultimately, leftism. Guatemala's civil war between the state and left-wing organizations extended from 1960 to 1996. Ethnicity as well as ideology divided individuals of Spanish descent from the country's Indigenous poor and mixed-race people. The civil war in El Salvador occurred from 1980 to 1991 between the military government and a coalition of leftist organizations known as the Farabundo Martí National Liberation Front. Nicaragua suffered its own prolonged period of revolutionary conflict from 1961–1990, starting with the overthrow of the Somoza family by the Sandinista National Liberation Front. Later, the Sandinistas fought the Contras, a coalition of right-wing paramilitary organizations. During the 1980s, Honduras served as a U.S. training ground for the Salvadoran military and for the Nicaraguan Contras; moreover, the Honduran state combatted its own leftist guerrillas.4 The U.S. intervened in all of these political conflicts, aiming to prevent the rise of leftist regimes in the region during the Cold War. The election of President Ronald Reagan in 1980 heralded U.S. government expansion of intervention in Central America, as the president [End Page...

Analysing the Status and Strategy Dimensions of the Sport Organizational Structure in the South Ethiopia Sport Commission Office

Abstract Background: The structure of an organization is significant because it determines how employees and volunteers interact in terms of job tasks, decision-making procedures, the need for collaboration, levels of responsibility, and reporting mechanisms. Specialization, standardization and centralization are three structural dimensions that have long been used to define organizational traits and arrangements. Objective: To analyse the status and strategy dimension of the sport organizational structure in the south Ethiopia sport commission office. Methods: An institutional based descriptive survey research approach was conducted at the south Ethiopia sport commission office. Data were collected by using a self-administered questionnaire. Study participants were allocated proportionally based on their profession by using a purposive sampling method. Data were entered and analysed by using SPSS version 20.0. Descriptive statistics frequency and percent were used to describe the analysis of variables in the study area. Result: In this study, the status and strategy dimensions of the sport organizational structure in South Ethiopia sport commission office, like work specializations implemented were only (60.4%), departmentalization (62.3%), chain of command that there was no reporting trial between managers and employers (43.3%). The wide type of control was (64.2%), the status of centralization was (62.2%) and decentralization was only (24.5%). Conclusion: According to the findings of the current study, the status and strategy dimension of the sport organizational structure in the South Ethiopia sports commission office is very low. Factors affecting departmentalization include work type, employer’s field of study, different task process and environmental risk. Factors affecting the span of control competencies of subordinate, nature of work, quality of planning, communication techniques, organizational structure, organizational culture, and complexity of organizations were independent predictors of strategic dimension in sport organizational structurePreparing and providing programmed continuously on the job, organizing seminars and up on hire training on strategic dimensions of sport organizational structure should be crucial. To enhance the span of control adminsterative personnel should practice direct control of supervisors and subordinates. In chain of command, administrative personnel and employers should follow reporting trials between the employers and upper managers.

ORGANIZATIONAL STRUCTURAL SOLUTIONS AS DETERMINANTS SUPPORTING THE FUNCTIONING OF EMPLOYEES IN AGILE WORKING CONDITIONS

Contemporary organizations that want to stay on the market, and what is important, maintain their competitive advantage, should have the ability to cope in a turbulent or unpredictable environment. One of the methods currently used by enterprises to cope with the conditions described above is the introduction of agile working methods. Two assumptions were made in this study. Firstly, behind the success of any enterprise stands, on the one hand, a human being and, on the other hand, the organizational solutions supporting him. Secondly, the organizational structural solutions are a management tool, and thus can have a significant impact on the way employees function in the organization, translating into their effectiveness or lack thereof. According to the systemic approach, organizational structure can support or constrain employees in effectively achieving the goals set by the enterprise. The subject of this publication is the analysis of structural solutions, in relation to particular dimensions of organizational structure, preferred by members of agile project teams operating in the IT industry in companies dealing mainly with software development. The aim of the research was to find an answer to the question: Which organizational structural solutions are considered by the members of agile teams as supporting them in agile working conditions? The article is empirical in nature. The research was conducted in a group of 285 employees from purposely selected companies which are part of the ICT Central Poland cluster. The presented results are a quantitative analysis of responses obtained through a survey using a questionnaire.

Determination of Relationships between Organizational Structure Dimensions and Intellectual Capital: An Ampirical Study in Export Organizations

The main purpose of this research is to investigate the interaction between organizational structure dimensions and intellectual capital components. In order to achieve this aim, a comprehensive literature survey was conducted and then a set of hypotheses developed within which the conceptual model of the research was tested using data obtained from 126 exporters operating in Aydın. According to the results obtained from the study, it has been determined that organizational structure dimensions affect intellectual capital and components at different levels and significance. The results of the research show that businesses should focus on an organization that focuses on looser, agile and flexible specialization by focusing on the elements of centralization, hierarchical order and division of work in the face of fierce competition.

The Forms of Organizational Structures in Pupblic and Private Universiteis in Kenya

The purpose of this study was to investigate the perception of managers on the forms of organizational structures that existed in public and private universities in Kenya. The study employed a descriptive survey research design with a target population of 705 senior managers which included the Deputy Vice-Chancellors (DVC’s), Deans and Directors, Heads of teaching and non-teaching departments (HOD’s). Purposive sampling technique was used in selecting six universities out of seventeen which were fully fledged universities, on the basis of size and location. Proportionate stratified random sampling technique was used to obtain a total of 248 representative sample from each category of managers. One questionnaire document was used to collect data from the respondents. The instrument was pilot tested and reliability coefficient was calculated from collected data and found to be 0.90 qualifying the research instrument as reliable and acceptable. Data from the research was analyzed using descriptive (percentages and means). Overall index score of six organizational structure dimensions was done and the findings was that bureaucratic features in public universities was manifested at 61.2% and 67.8% in private universities. This was not a very high degree of bureaucracy and therefore it was concluded that there was a mixture of both the mechanistic and organic organizational structures in the universities in Kenya. The study recommended that structural flexibility in the universities was achievable and management could strategize on the initiative. Universities could equip managerial staff with managerial competencies to endow them with skills to implement structural change in response to uncertainties in the environmental situations and conditions. Keywords: Organizational Structures, organic organizational structure, Bureaucratic organizational structure, structural flexibility. DOI: 10.7176/JEP/12-32-02 Publication date: November 30 th 2021

Prediction of empowerment based on organizational structure and knowledge management among the employees of the General Department of Health Insurance of Fars province

Background and purpose: Today, paying attention to the organizational structure in empowering employees is very important. The organizational structure is a set of ways through which the activities of the organization are divided and coordinated into known tasks. Therefore, the main goal of the research was to predict empowerment based on organizational structure and knowledge management among the employees of the General Department of Health Insurance of Fars province. Methodology: The descriptive research method was correlation type. For this purpose, among the General Department of Health Insurance of Fars province employees in 2014, 117 people were selected by simple random sampling method. The samples were evaluated using Short and Reinhardt's empowerment questionnaire, Robbins' organizational structure, and Joseph Haddad's knowledge management. The obtained data were evaluated using the regression method. Results: The results showed that organizational structure dimensions predict employee empowerment; It also predicts the dimensions of knowledge management and empowering employees. Conclusion: According to the correlation coefficient matrix, the influence of the two variables of knowledge creation and knowledge sharing did not affect the empowerment variable. Therefore, by performing regression, the presence of knowledge deployment and knowledge registration variables in the model was reported to be significant.

Investigating the Effect of Organizational Structure Dimensions on Knowledge Management in Public Hospitals in Qom Province

Investigating the Effect of Organizational Structure Dimensions on Knowledge Management in Public Hospitals in Qom Province

THE EFFECT OF ORGANISATIONAL CLIMATE ON THE AFFECTIVE COMMITMENT AND JOB SATISFACTION

Organisational climate is expressed as the atmosphere/mood perceived indirectly or directly by the employees of the organisation. Organisational climate may be useful on several organisational variables, especially the behaviours and attitudes of the employees within the organisation. In this study, the organisational climate's effect on affective commitment and job satisfaction was investigated. The data were collected with a survey applied to 362 employees who were working in 4 or 5-star hotel enterprises in Adana and Mersin. Consequently, it was discovered that there is a significant positive relationship between the organisational climate, affective commitment (r=0,661; p<0.001) and job satisfaction (r=0,766; p<0.001) of the employees, and that the organisational climate affects the organisational commitment (R2=0,455) and job satisfaction (R2=0,596) levels of the employees in a positive way. Moreover, as a result of the multilinear regression analyses, the dimensions of organisational structure, rewarding, work environment and support, which are among the sub-dimensions of the organisational climate, were seen to play a role in the affective commitment and job satisfaction of the employees.

انعكاسات نظم معلومات الموارد البشرية على تحقيق التميز المؤسسي في القطاع الخاص (دراسة حاله شركة فيوجن للإنترنت) Reflections of Human Resources Information Systems on Achieving Institutional Excellence in The Private Sector (Case Study: Fusion Internet Company).

Arabic Abstract: هدفت هذه الدراسة إلى التعرف على العلاقة بين نظم معلومات الموارد البشرية وتحقيق التميز المؤسسي في شركة فيوجن للإنترنت بالإضافة إلى الكشف عن مستوى وطبيعة العلاقة بين نظم معلومات الموارد البشرية وتحقيق التميز المؤسسي. لقد أشارت أهم النتائج بأن جميع متوسطات الأبعاد المختلفة متفاوتة من حيث أوزانها النسبية، فقد حصلت على وزن نسبي قدره (68.60%) أي بدرجة موافقة. وبعد جودة المعلومات المحوسبة: فقد حصلت على المرتبة الأولى بوزن نسبي قدره (72.60%) أي بدرجة تقدير موافقة. وبعد البنية التنظيمية: فقد حصلت على المرتبة الثانية بوزن نسبي قدره (71.80%) أي بدرجة تقدير موافقة. وبعد البنية التحتية التقنية: فقد حصلت على المرتبة الثالثة بوزن نسبي قدره (65.80%) أي بدرجة تقدير موافقة. وبعد أمن وسلامة المعلومات: فقد حصلت على المرتبة الرابعة بوزن نسبي قدره (64.20%) أي بدرجة تقدير موافقة. كما حصل المتوسط الحسابي لواقع العاملين نحو تحقيق التميز المؤسسي حصل على وزن نسبي قدره (68.20%) أي بدرجة موافقة. وأن هناك وجود علاقة ارتباطيه ذات دلالة إحصائية عند مستوى الدلالة (α≤0.05) بين نظم معلومات الموارد البشرية و(تحقيق التميز المؤسسي، البنية التحتية التقنية ،أمن وسلامة المعلومات العمل، جودة المعلومات المحوسبة، البنية التنظيمية ) في شركة فيوجن للإنترنت. وكانت أهم التوصيات ضرورة العمل على استحداث وحدة التحول الرقمي في شركة فيوجن للإنترنت لتقديم خدمات أفضل للمستفيدين، التعاون والتنسيق بين شركة فيوجن للإنترنت وشركات القطاع الخاص فيما يخص التحول الرقمي، تطوير الهيكلية الادارية لشركة فيوجن بما يتناسب مع التحول الرقمي، تعزيز وتطوير الكفاءات والقدرات المتمكنة داخل الشركة والقادرة على قيادة برامج التحول الرقمي لتحقيق الإبداع والتميز، ضرورة العمل على توفير الدعم المالي لأهميته في تطوير أداء الشركة بشكل مستمر وصولا للتحول الرقمي. English Abstract: This study aimed to identify the relationship between human resources information systems (HRISs) and the achieving of institutional excellence (AIE) in the Fusion Internet Company (FIC). In addition to reveal the level and nature of the relationship between HRISs and AIE. The most important results indicated that all averages of different dimensions varied in terms of their relative weights (RW), which showed a degree of approval (68.60%). Moreover, the results appeared a degree of approval for the dimension of quality of computerized information (QCI) with (RW = 72.60%), which was located in the first position. Furthermore, the results presented a degree of approval for the dimension of organizational structure (OS) with (RW =71.80%), which was ranked in the second place. Otherwise, the results displayed a degree of approval for the dimension of technical infrastructure (TI) with (RW = 65.80%), which was ranked in the third position. On the other hand, the results demonstrated a degree of approval for the dimension of information security and safety with (RW = 64.20%), which was positioned in the fourth place. In addition, the results showed a degree of approval for the arithmetic average of the workers ’reality towards AIE excellence with (RW = 68.20%). The results manifested that there is a correlational relationship of statistical significance at the level of significance (α ≤ 0.05) between HRISs and (AIE, TI, ISS, QCI, and OS) in the FIC. The most important recommendation are FIC have to create a digital transformation (DT) unit to provide the best services to the beneficiaries. In addition, FIC have to cooperate and coordinate with private sector companies regard to DT. Moreover, FIC have to develop its administrative structure in line with the DT. On the other hand, FIC have to enhance and develop of competencies and capabilities within to be able to lead programs of DT to achieve creativity and distinction. As well as that is the necessity of working to provide financial support for its importance in developing of FIC performance continuously, which will lead to DI.

Contextual factors of entrepreneurship intention in manufacturing SMEs: the case study of Iran

PurposeThe purpose of this paper is to establish the contextual factors that influence entrepreneurial intention to start the small and medium enterprises (SMEs) in Iran and to investigate why some manufacturing sector entrepreneurs achieve growth objectives while others do not.Design/methodology/approachIn-depth semistructured interviews of 25 participants were used to investigate the contextual factors of entrepreneurship intention. On the basis of the data collected, a thematic content analysis has been carried out.FindingsA set of contextual and cultural factors has been highlighted by the analysis. Data analysis led to the extraction of three main themes: external, internal and personal factors that were found to be significant determinants of entrepreneurship intention. In relation to the effect of these factors on their entrepreneurial behaviors, it emerged that there were the major barriers to entrepreneurial intentions including lack of resources, financial challenges and economic situation, which affected how they made strategic decisions about their plans. Moreover, the findings show that the key dimensions of organizational structure, public policies, social media, education and soft skills development are vital features and being influential in entrepreneurship.Research limitations/implicationsThe study has industry-specific, size-specific and region-specific limitations. The qualitative research approach affects the generalizable character of the results.Practical implicationsThe research findings have important implications for practicing entrepreneurs, start-ups and policymakers. The manuscript suggests a transition to a more collaborative approach from experts and practitioners in the field through policymakers to tackling the underlying determinants of entrepreneurship intention in Iran as a motive to economic growth. This research is significant since its findings should help regulators and investors better understand the opportunities and threats among manufacturing SMEs. This study implies a step forward in research into the entrepreneurship intention and SMEs literature, since the results differ from the evidence found for large companies in developing countries such as Iran. There is also a great contribution toward the debate regarding the need to consider the context and the type of firm in enterprise development studies.Originality/valueThis is the first empirical study conducted in Iran that explores three key elements of entrepreneurship intention interactively in Iran through qualitative research analysis. The research study fills a literature gap on the determinants of manufacturing SMEs’ functions. This manuscript explores the contextual factors that influence on entrepreneurial behavior in a conflict country context, using a thematic analysis for in-depth results. A new approach to evaluating entrepreneurial opportunities was used. The advantage of this empirical strategy is that it takes into account in more detail the content observations and experiences with the industry-specific insights. It also gives more description about the contingent nature of practice. Moreover, this qualitative research acknowledged the areas of conflict and contradiction around entrepreneurship phenomena among SMEs.