Effects Of Organizational Factors Research Articles

Effect of Organizational factors on Job satisfaction of Midwives in the preventive care services in Matara, Sri Lanka

Effect of Organizational factors on Job satisfaction of Midwives in the preventive care services in Matara, Sri Lanka

Analysis of the Effect of Organizational Factors on Blast Furnace Operating Indices

The effect is analyzed of organizational factors on blast furnace operating indices under contemporary intense smelting conditions: current banking time, fanning time, and compliance with the discharge schedule. The quantitative effect of these factors on blast furnace performance was established more the thirty years ago and needs adjustment. It is demonstrated that production losses associated with banking depend on duration and number, and production losses associated with fanning depend on duration, amount, and degree of blast pressure reduction. Dependences (equations) are determined for production loss connected with banking and fanning. The effect of banking and fanning time on the change in equivalent coke consumption is determined. Values obtained differ from those used previously. The effect of discharge schedule on furnace performance and specific coke consumption for AO EVRAZ NTMK loses its relevance.

The influence of organizational factors on the attitudes of residential care staff toward the sexuality of residents with dementia

BackgroundThe attitudes of care staff toward the sexuality of residents with dementia they care for is assumed to influence the residents’ expression of their sexuality in the way they want. This paper examines the effect of organizational factors, person-centered care, and the culture of the organization on the attitudes of care staff toward the sexuality of residents with dementia in residential care facilities (RCF) .MethodsCare staff in different functions at six RCF organizations (N = 187) participated. Using a survey, we gathered information on demographics and care-staff careers, attitudes toward resident sexuality, the culture of the organization, person-centered care, and knowledge of resident sexuality. Ordinary least square (OLS) hierarchical analyses were performed to analyze results.ResultsCare staff attitudes were found to be positively affected by person-centered care, and marginally positively affected by a supportive culture in the organization, Moreover, knowledge of resident sexuality positively affected care staff ‘attitudes toward resident sexuality, and the presence of policy regarding resident sexuality affected them negatively .ConclusionsDespite different study limitations, these results give a first insight in a broad perspective on care staff attitudes toward resident sexuality. In addition to improving knowledge of the care staff, enhancing person-centered care and a supportive culture in the organization will improve care-staff attitudes toward resident sexuality.

The Effect of Organizational Factors and HRM Practices on Employee Retention: An Exploratory Analysis of Lodging Facilities in Kyoto

The Effect of Organizational Factors and HRM Practices on Employee Retention: An Exploratory Analysis of Lodging Facilities in Kyoto

Investigating the Effect of Knowledge Management on the Success of using Customer Relationship Management based on the Mediating Role of Organizational Factors (Case Study: Municipality of Tehran, Region 22)

The present research studies the effect of knowledge management on the success of customer relationship management by considering the effects of organizational factors as a mediating factor. The type of research is applied and the method is descriptive survey. The statistical population of the study is the managers and experts of the municipality of Tehran 22nd district, that 207 of them were studied in the form of a statistical sample. Data analysis was performed using single-variable linear regression and confirmatory factor analysis. The results showed that the variables of customer relationship management technology, customer orientation and knowledge management capabilities were significantly influenced by the success of customer relationship management. Also, the variables of customer relationship management experience and organizational factors have a significant effect on the success of customer relationship management.

The effect of organisational factors in motivating healthcare employees: a systematic review

Healthcare employee motivation is a key concept when attempting to achieve an efficient, effective and good quality healthcare delivery. In this article, a systematic review of primary data from the UK, Europe, Africa and Asia was conducted to consolidate the available evidence on the effect of organisational factors on healthcare employee motivation. Because healthcare delivery is highly labour intensive, it must be acknowledged that human resources are extremely critical in the drive for healthcare organisations to deliver on their organisational goals. The organisational factors that were identified as having a great effect on healthcare employee motivation can be divided into financial and non-financial factors. Remuneration was identified as a strong extrinsic factor, while conducive working conditions, increased responsibilities and appreciation from the communities in which they serve were identified as strong intrinsic factors. Even though there is a cultural aspect to motivation, remuneration, managerial support, and career advancement are core factors that affect all healthcare professionals – irrespective of country. Many of the factors that were observed in the literature as affecting motivation can be addressed by improving the reward strategy of healthcare organisations.

Direct and moderating effects of organizational factors on system usage in colleges: a resource-based perspective

Colleges as a non-profit organization engaged in the educational sector have a crucial role, especially in emerging countries. Significant improvement can be achieved by continuously strengthening the information system infrastructure. Prior studies mentioned the system implementation is tricky because it involves not only hardware and software but also users and operational procedures. The investment of information system poses challenges for management. The system failure can be the grave of an organization. Therefore, the end-users participation becomes acute that puts organizational factors have to be considered. This study aims to examine and analyze the information system success model by adding the existence of facilitating condition, institutional pressure, and incentives as organizational factors. Data were obtained through questionnaires filled by the users of colleges’ system. The results found that two constructs of organizational factors including facilitating condition and institutional pressure were able to increase the role of system usage to organization performance. Managers have to be proactive to motivate the end-users by designing better organizational factors and the future study may improve the construction of these factors.

Effect of Organisational Factors on Employee Turnover Intention: An Empirical Study of Academic Professionals at Jordanian Government Universities

This study aims to examine the relationship between turnover intention and some organisational factors among professional academics at Jordanian Government Universities. Namely the organisational factors include job satisfaction, work exhaustion, occupational health and safety management and organisational culture. A sample of 250 participants was extracted from different Jordanian universities. The participants were limited to academics in Jordan who are working in any government Jordanian University. Statistical analysis was conducted by using SPSS 23. Previous literature was also used to design a structured questionnaire. A total of 250 questionnaires were given out and 250 questionnaires were collected back. The study then conducted correlation and regression analysis to determine the relationship between the independent and the dependent variables. The models for multiple regression offer support for the relationship between turnover intention and organizational factors. The results revealed that the all the exogenous variables had a significant effect on the endogenous variable. Based on these results, the study implies that managers need to acknowledge the importance of examining the factors that reduce the turnover intentions of the employees and improve the commitment level for their employees.

The Effect of Organizational Factors and IT on Productivity in Valve Manufacturing

The Effect of Organizational Factors and IT on Productivity in Valve Manufacturing

A Study on the Effects of Organizational Factors on the Sexual Harassment in the Workplace

이 연구는 조직적 요인이 직장 내 성희롱 피해경험에 어떠한 영향을 미치는가에 대한 실증적 연구이다. 연구 대상은 수도권에 소재한 금융업에 종사하는 여성 직장인 329명이며, 조직적 요인으로는 지위와 권력, 직장분위기, 직무특성, 처벌과 규제로 측정하였다. 분석결과, 성희롱 가해자는 직장상사가 42.9%로 가장 높게 나타났으며, 가장 많은 피해 장소는 회식자리로 분석되었 다. 성희롱에 영향을 미치는 조직적 요인으로는 첫째, 직무특성 상 성분할(sex segregation)이 당연한 것으로 간주되고 있는 조직, 둘째, 성적인 농담이 만연된 직장 분위기, 셋째로 성희롱에 대한 처벌 및 규제가 미흡한 조직일수록 성희롱에 부정적인 영향을 미치는 것으로 분석되었다. 이러한 결과들은 성희롱을 예방하고 관리 감독하는 책임이 조직 내 관리자 및 경영자에게 있다는 점을 직시하고 조직 관리적인 차원에서 다양한 접근을 필요로 한다. 따라서 이 연구는 성 고정관념의 변화와 인격을 존중하고 배려하는 직장분위기의 조성, 공정한 처벌과 규제 등 조직 내 통제시스템의 마련 그리고 기업의 특성에 맞는 차별화 된 직장 윤리 교육의 실시를 통해 성희롱의 개념 및 심각성에 대한 인식개선을 위한 시사점을 제공한다.his study is an empirical study of how organizational factors affect of the sexual harassment in the workplace. The research subjects were 329 female workers in financial business in the metropolitan area. Organizational factors were measured by status and power, workplace climate, job characteristics, punishment and regulation. As a result of analysis, 42.8% of sexual harassment offenders were found to have the supervisor, and the place of victim was analyzed as a dining place. The organizational factors influencing sexual harassment are job characteristics, workplace climate where sexual jokes are rampant, and it was analyzed that the organization with less punishment and regulation for sexual harassment in work affects sexual harassment victims more. Therefore, changes in attitude toward gender stereotypes according to the job, a work atmosphere that regards and respects personality, fair punishment and regulation should be done. In addition, it is necessary to improve the awareness of the concept and seriousness of sexual harassment by conducting differentiated work ethics education tailored to the characteristics of the company.

Knowledge sharing capability in healthcare organizations

PurposeThe purpose of this study is to examine the effect of organizational culture and stakeholders’ expectations on the relationship between organizational factors and organizations’ knowledge-sharing capability.Design/methodology/approachThe data were collected from public and private hospital administrators in Thailand via a questionnaire. To test the hypotheses, the data were analyzed using regression analysis.FindingsThe results reveal that organizational culture has a positive effect on the relationship between organizational climate and knowledge integration, while stakeholders’ expectations have positive effects on the relationships between organizational climate and interchanging knowledge.Research limitations/implicationsThe present study focuses on knowledge sharing at an organizational level; future studies should examine knowledge sharing at both the organizational and individual levels.Practical implicationsThis paper focuses on the effect of organizational factors on knowledge-sharing capability in hospitals. Executives should support the organizational climate and collaborative organizational culture for promoting knowledge integration in an organization. Furthermore, interchanging knowledge and organizational climate could be emphasized by the expectations of stakeholders.Originality/valueDesign of organizational climate, organizational culture, and expectations of stakeholders contribute to knowledge sharing at an organizational level.

Effects of organization factors on flood-related Natechs in urban areas of China

Natechs in urban areas present special challenge because both natural hazards and technological hazards are included in them. In order to discuss organization factors in flood-related Natechs, a Bayesian network was designed to analyze the interaction between multiple subsystems, in which twenty-two variables were represented by nine root nodes, ten intermediary nodes and three leaf nodes. Seventeen cases were retrieved from “Thematic Database from Human–earth System.” The role of organization factors was acquired with a series of methods of probability analysis, and then, two intervention patterns of government and social emergency organizations were analyzed. Results: Government emergency agencies have strong professional superiority to implement rescuing action, NGO emergency organizations have unique social network superiority to allocate living materials, and information source of media and government organizations should be emphasized concurrently.

Investigation of factors influencing employee performance

PurposeThe purpose of this paper is to investigate the effect of selected organizational factors on the performance of employees charged with sales forecasting, and to compare this across the different organizational environments of Central-Eastern European (CEE) retail chains.Design/methodology/approachThe research involves seven major pan-European retail chain companies, with a total number of 201 respondents. Data were collected via a questionnaire [computer-aided personal interview (CAPI) and human-aided personal interview (HAPI) method] with a five-point scale evaluation of both dependent (organizational factors) and independent (performance indicator) variables. Cluster analysis was then used to derive the characteristics of average organizational environments, and correlation analysis was used to investigate the direction and size of the performance effect.FindingsThe results confirmed that different organizational environments have differing effects on the performance of forecasters. It also showed that the “hard core” factors (performance evaluation and information systems) do not have a dominant effect on employee performance in any of the environments regardless of their quality, and are aggregately outclassed by “soft” factors (communication lines and management support). Finally, the research indicated that among the personal attributes related to individual forecasters, domain and forecasting work experience have significant, beneficial effects on forecasting performance, whereas formal education level was detected to have a negative effect and can be, at best, considered as non-contributor.Practical implicationsThe research results along with available literature enable us to define four management theses (focus on system, less on people; soft factors are equal to hard ones; higher formal education does not contribute to forecasting performance; and do not overestimate the social and morale situation on the working place) as well as four stages of organizational development, creating a practitioner’s guide to necessary steps to improve an environment’s key factors, i.e. performance evaluation, information systems and forecasting work experience.Originality/valueAlthough there are regular studies examining the effect of organizational factors on employee performance, very few have explored this relationship in a forecasting context, i.e. in the case of employees charged with sales forecasting. Furthermore, the paper brings evidence on this topic from the CEE area, which is not covered in most prominent forecasting management studies.

스포츠행정조직 구성원의 멘토링 기능이 조직요인 및 조직문화에 미치는 영향

This study is aimed at investigating the effects of mentoring functions of members of sports administrative organization on organizational factors, the effects of mentoring functions on organizational culture, the effects of organizational factors on organizational culture and a causal relationship between mentoring functions of members of sports administrative organization, organizational factors and organizational culture. As for the subjects of this study, members of sports administrative organizations in upper-level local governments (city, province) and regional sports associations were set as population, and then a total of 577 people were selected using stratified cluster random sampling. For data processing, frequencies, reliability analysis (Cronbach’s α coefficient), factor analysis, t-test, one-way ANOVA, simple correlation, multiple regression analysis and factor analysis were carried out in accordance with the purpose of this study. Based on these research methods and data analysis results, the following conclusions were obtained. First, mentoring functions of sports administrative organization had a significant effect on organization factors. Second, mentoring functions of sports administrative organization had a significant effect on organizational culture. Third, there was a causal relationship between mentoring functions of members of sports administrative organization, organizational factors and organizational culture.

Effect of organizational factors on employees’ generation of innovative ideas

Purpose – The purpose of this paper is to measure the relationship between the organizational factors that affect innovation performance and the idea generation of employees. Factors examined include: appropriate use of rewards inside the organization, management support for developing new ideas, the tolerance in accepting failures and taking risks, allocation of resources and specially the free time, and finally the organizational structure and the related centralization of decision making. Design/methodology/approach – The purpose of the study is achieved through an empirical quantitative study on the software development industry of Egypt. Findings – Results indicate that, while all factors proved to be significantly correlated with employees’ innovative ideas generation; the availability of innovation based rewards, action based managerial support and decentralized decision making proved to be the most important factors contributing to the increase of innovation ideas generated and shared by employees. Results also indicate that managers and leaders generate more ideas than junior employees. Originality/value – Understanding the organizational factors that contribute to the employee’s generation of innovative ideas enables organizations to adapt their practices towards maximizing the contribution of their employees to more successful organizational innovation.

The Effect of Organizational Factors on Knowledge Management Process

Nowadays, knowledge plays a Basic Role in achievement of strategic objectives and gains a competitive advantage. So, recognition organizational factors affecting on correct implementation knowledge management process, is one of the most important considerations in this area. This study investigated the influence of organizational factors on knowledge management process. To assess these factors, views of 150 managers and employees were taken by method stratified random sampling. The questionnaire used in this study. For measurement reliability used Cronbach's alpha and validity measure by getting opinion of management professor and experts in the field. The results showed that the tools have validity and reliability. The methodology that was used to test the hypothesis including the correlation and regression analysis, and finally, multiple regressions is used. Results showed that organizational culture, organizational structure and technology used in the company effected by the knowledge management process.

The effects of organizational factors, psychological need satisfaction and thwarting, and affective commitment on workers’ well-being and turnover intentions

Cette recherche présente un double objectif. Premièrement, nous avons souhaité analyser le rôle médiateur de la satisfaction et de la frustration des besoins psychologiques d’autonomie, de compétence et d’affiliation dans les relations entre d’une part, la variété des tâches professionnelles, le conflit de rôles et le soutien du superviseur perçu, et d’autre part, l’attachement affectif. Deuxièmement, nous avons étudié les effets de l’attachement affectif des salariés sur leurs émotions positives, leur cynisme, et leurs intentions de départ. Cent vingt-neuf étudiants inscrits dans un programme MBA ont répondu à différents questionnaires permettant de mesurer les caractéristiques des tâches professionnelles, les perceptions du soutien proposé par le superviseur, la satisfaction et la frustration des besoins psychologiques au travail, les émotions positives, le cynisme et les intentions de départ. Nous avons ensuite testé un modèle en pistes causales à partir des données recueillies. Les résultats obtenus étaient en accord avec les hypothèses formulées initialement. Plus particulièrement, nous avons démontré que la variété des tâches professionnelles, le conflit de rôles et le soutien du superviseur perçu avaient une influence significative sur la satisfaction et la frustration des besoins psychologiques qui à leur tour étaient significativement associées à l’attachement affectif. Finalement, l’attachement affectif avait respectivement des effets positifs sur les émotions positives, et négatifs sur le cynisme et les intentions de départ. De tels résultats soulignent l’importance des mécanismes explicatifs dans les relations entre d’une part, des facteurs organisationnels et d’autre part, le bien-être et les intentions de départ des salariés. Les implications théoriques et pratiques sont présentées et discutées dans la dernière partie de cet article.

Effect of Organizational Factors on University-Industry Collaboration: A Conceptual Model

This paper presents the development of a conceptual model for effect of organizational factors on success of university-industry collaboration. This model aims at exploring the effect of five organizational factors, including communication, trust, conflict, leadership, and commitment on success of collaboration process between university and industry in Malaysia. The paper commences by reviewing the literature on process models that has been offered for process of collaboration. Next, a comprehensive literature review is presented for five organizational factors and effect of these factors on success of the collaboration. Finally, a development conceptual model for effect of organizational factors on success of university-industry collaboration is offered. This conceptual model can be used as a basis for future research on success of university-industry collaboration in Malaysia.

Analyzing the Causal Model for the Effect of Organizational Factors, Human Resources and Technology on Agility of the Iranian Maritime Transport Chain through Structural Equations Modeling

The main objective of this study was to design and clarify a causal model for the effect of organizational factors, human resources and technological factors on the agility of the Iranian maritime transport chain. The causal relationships in the proposed model were designed by studying and applying the previous agility theories and models as well as by analyzing the business structure of the maritime transportation industry in Iran. The following four components were classified and included in this model: human resources agility, technological agility, organizational factors agility, and maritime transport chain agility. Accordingly, five hypotheses were developed for testing the fit of the maritime transport chain agility model and the effect of the other three components on this component. The data for this research was collected using a questionnaire and the statistical population included the experts and managers working for the Iranian transportation industry organizations. The sample size was calculated to be 255 but only 229 participants completed and returned the questionnaires. The structural equations method was employed to test the research hypotheses and the model fit. Results of the analyses revealed the good fit of the maritime transport chain agility model. Moreover, all of the five secondary hypotheses except for the hypothesis on the direct effect of organizational factors on the transport chain were approved. Keywords: Iranian maritime transport chain agility; organizational factors agility, human resources agility, structural equations modeling

Analyzing the Causal Model for the Effect of Organizational Factors, Human Resources and Technology on Agility of the Iranian Maritime Transport Chain through Structural Equations Modeling

Abstract. The main objective of this study was to design and clarify a causal model for the effect of organizational factors, human resources and technological factors on the agility of the Iranian maritime transport chain. The causal relationships in the proposed model were designed by studying and applying the previous agility theories and models as well as by analyzing the business structure of the maritime transportation industry in Iran. The following four components were classified and included in this model: human resources agility, technological agility, organizational factors agility, and maritime transport chain agility. Accordingly, five hypotheses were developed for testing the fit of the maritime transport chain agility model and the effect of the other three components on this component. The data for this research was collected using a questionnaire and the statistical population included the experts and managers working for the Iranian transportation industry organizations. The sample size was calculated to be 255 but only 229 participants completed and returned the questionnaires. The structural equations method was employed to test the research hypotheses and the model fit. Results of the analyses revealed the good fit of the maritime transport chain agility model. Moreover, all of the five secondary hypotheses except for the hypothesis on the direct effect of organizational factors on the transport chain were approved.