Effect Of Organizational Size Research Articles

Big and strong or small and beautiful: Effects of organization size on the performance of farmer cooperatives in China

AbstractThe relationship between organization size and performance is widely discussed in relation to companies, yet related discussion of farmer cooperatives is limited. This study maps the membership size distribution of farmer cooperatives in China and explores the effects of membership size on the economic performance of cooperatives. A panel dataset of the census of farmer cooperatives in China from 2014 to 2019 is used for the empirical analyses. First, the Pareto indices of farmer cooperatives' size distribution are calculated, and the results feature the dominance of small cooperatives and the underdevelopment of large cooperatives. Second, membership size has a positive effect on the total profit of cooperatives. Third, the impact of membership size on the profit per member displays an inverted “U” pattern, and the optimal membership size is 19 members. These effects are heterogeneous across product categories and cooperative ages. The robustness of the results is confirmed by alternative key explanatory indicators and estimation methods. [EconLit Citations: Q13, L25].

The effects of organization size and manager’s educational background on responsibility accounting: Evidences from Vietnamese cement enterprises

The effects of organization size and manager’s educational background on responsibility accounting: Evidences from Vietnamese cement enterprises

Investigating resilience barriers of small and medium-sized enterprises to flash floods: a quantile regression of determining factors

ABSTRACTFlash floods continue a trend of costly disasters attributed to changing weather patterns and climate disruptions. Small and Medium-Sized Enterprises (SMEs) are more vulnerable and ill-prepared to flash flooding, compared to their larger counterparts, so they are disproportionately affected by such extreme weather events. This study reports on the results of a quantitative survey of SME owners/managers and employs quantile regression analysis in an attempt to shed light on factors affecting resilience barriers to flash floods. Findings suggest that the effect of organizational size on SME barriers is reduced as barriers increase. In contrast, the effect of organizational age is found to be positive with low magnitudes when barriers are either very low or considerably high in contrast to negative effects when barriers are at moderate levels. A positive influence of the industrial affiliation at all barrier levels is also identified. Previous experience with flash flooding events as well as the effect of profitability are found to have negative impact in most levels of analysis. The assessment highlights the need for targeted intervention and assistance to the various segments of the SME sector through customized guidance and/or ad hoc regulation by focusing on factors explaining barriers to resilience.

한국외식산업에서의 회사 규모의 효과에 대한 연구

한국외식산업에서의 회사 규모의 효과에 대한 연구

조직규모, 회계인력, 회계환경 특성이 국방회계정보의 유용성에 미치는 영향

조직규모, 회계인력, 회계환경 특성이 국방회계정보의 유용성에 미치는 영향

Relationship between Strategic Environmental Relations Practice and Organizational Performance of Companies Listed in Nairobi Securities Exchange

The general objective of this study was to assess the influence of strategic employee relations practice on organization performance of Nairobi Securities Exchange listed companies in Kenya. The study also sought to determine the moderating effect of organization size on the relationship between strategic employee practices and performance of the organizations. The study utilized a descriptive survey research design that incorporated quantitative and qualitative approaches. The target population for this study consisted all the 62 companies listed at the Nairobi Securities Exchange (NSE) as at December 2014 from which primary data was collected using questionnaires administered to human resource and finance managers alongside secondary data on performance collected using a data collection sheet. Descriptive statistics was used aided by Statistical Packages for Social Sciences version 24 to compute percentages of respondents’ answers. Also, analysis was conducted using quantitative approach. The study found out that strategic environmental relations practice influence positively organizational performance. The study therefore, recommends that organizational managers should incorporporate and initiate such programs that include; waste disposal initiatives, environmental cleaning programs, air pollution reduction activities, material recycling activities, tree planting activities, promotion of use of clean energy, water conservation and environmental rehabilitation and conservation.

Quality management and innovation: new insights on a structural contingency framework

AbstractWith increasing market competition, organizations are striving for greater innovation in products and services. Quality management has the potential to invigorate an organization’s product, process and administrative innovation when strategically aligned with internal contingencies. This paper seeks to address the relationship between social and technical quality management with innovation. Moreover, this paper empirically assesses contingency factors including organization size, task and managerial ethics which play roles in moderating the relationship between quality management and innovation. Based on an empirical study we find social quality management practices, not technical quality management practices, are positively associated with innovation. We also find a reciprocal positive relationship between social quality management and technical quality management. In addition our research reveals the positive relationship between quality management and innovation is moderated by the effects of organizational size, task and managerial ethics.

Labor Market Institutions and Job Mobility in Asian Societies: A Comparative Study of Japan and Taiwan

AbstractIn this article we focus on job mobility patterns in Japan and Taiwan, exploring how local institutional settings are linked to patterns of job mobility. Previous studies have distinguished between involuntary and voluntary job mobility. However, more diverse patterns of job mobility may also exist, which are not captured by this dichotomy. In this study we used representative national survey data from Japan and Taiwan and analyzed five types of job turnover: involuntary, positive voluntary, negative voluntary, family related and other. Using event history models we found significant differences between the two societies. First, the effect of higher education on voluntary job mobility was weaker in Japan than in Taiwan. Second, the effect of organizational size on voluntary job mobility was stronger in Japan than in Taiwan. Third, these tendencies were more significant for men than for women. These results suggest that the local institutional filters affect the turnover process.

Factors Influencing Network Formation Among Social Service Nonprofit Organizations in Hong Kong and Implications for Comparative and China Studies

ABSTRACT This article examines the factors influencing network formation among social service nonprofit organizations (NPOs) in Hong Kong and aims to illustrate the value of comparative studies of network formation. We argue that two distinct funding regimes, namely a statist-corporatist regime and a liberal regime, are present in Hong Kong. Based on the characteristics of these funding regimes, we examine five factors affecting the size of networks: organizational size, joint-action experience, resource dependency, program needs, and environmental uncertainty. Our study shows that social service NPOs that were formed in two different historical time periods display markedly different operational behavior in networking. While the joint-action experience and program needs of an organization demonstrate a consistent influence on the network formation of NPOs, the effects of organizational size and resource dependency on network size are moderated by environmental uncertainty. We contend that, due to historical and political contexts that are unique to this region, hybridity may be a characteristic of state–nonprofit relations in Greater China. Such unique contexts give rise to patterns of network formation and collaborative governance that may have important implications for state–nonprofit relations and civil society development.

Blood on the coal: The effect of organizational size and differentiation on coal mine accidents

Introduction Each year, there are at least 100,000,000 occupational accidents and 100,000 occupational deaths in the world. In the United States, one of the safest countries in the world in which to work, there were more than 5,400 workplace fatalities and 5.9 million workplace injuries in 2007. The cost to American industry and taxpayers is estimated to be at least $170 billion per year. Further, as illustrated by accidents such as Three Mile Island and Bhopal, industrial accidents potentially impact a much wider sphere than that of the injured worker and his or her employer. As the repercussions of organizational accidents reverberate through organizations and are felt from human resources to accounting, firms are beginning to incorporate messages of safety in their missions and strategies. As firms organize to achieve safer work environments, they are faced with decisions on how to structure their activities in terms of, among other things, size and differentiation. Method This paper explores the impact on accident rates of size and differentiation at the corporate and mine levels of mining companies in an effort to create a framework for thinking about organizational accidents from a structural perspective. Results The results suggest that larger mines are safer than smaller mines, and that mines with less task diversity are safer than mines with greater task diversity. The results also suggest that at the corporate level, task diversity decreases mine accidents. These results may help mining executives and engineers structure their corporate activities and individual mines more effectively to help reduce accidents.

The Effect of Organizational Size on Sport Centers' Employees Burnout.

Organizational size and its relation with burnout were examined among 163 sport centres employees in Greece. Findings showed that there is a significant difference on employees’ burnout between small and large sport organizations. Particularly, it was found that employees in small sport organizations experienced lower level of Emotional Exhaustion (p .05) and higher level of Personal Accomplishment (p .005).

An Efficient Frontier in Organization Design

This paper develops a parsimonious process-level theory that connects organizational structure to exploration and exploitation. Toward this end, it develops a mathematical model of organizational decision making that combines an information processing approach in the spirit of Sah and Stiglitz (1986) with elements from signal detection theory. The model is first used to explore a space of organizations and identify trade-offs and dominance relationships among alternative organization designs. The paper then studies open questions in the organization design literature, such as the extent to which exploration and exploitation can be produced by one organization and what is the effect of organization size on exploration. More broadly, this research speaks to calls for introducing more process-level explanations in the organizations literature. The paper concludes with testable hypotheses and managerially relevant insights.

An Efficient Frontier in Organization Design: Organizational Structure as a Determinant of Exploration and Exploitation

This paper develops a parsimonious process-level theory that connects organizational structure to exploration and exploitation. Toward this end, it develops a mathematical model of organizational decision making that combines an information processing approach in the spirit of Sah and Stiglitz [Sah RK, Stiglitz JE (1986) The architecture of economic systems: Hierarchies and polyarchies. Amer. Econom. Rev. 76(4):716–727] with elements from signal detection theory. The model is first used to explore a “design space” of organizations and identify trade-offs and dominance relationships among alternative organization designs. The paper then studies open questions in the organization design literature, such as the extent to which exploration and exploitation can be produced by one organization and what is the effect of organization size on exploration. More broadly, this research speaks to calls for the introduction of more process-level explanations in the organizations literature. The paper concludes with testable hypotheses and managerially relevant insights.

The effects of organizational size on knowledge management implementation: Opportunities for small firms?

Knowledge Management (KM) continues to develop as an emerging discourse within business and management. The area is eclectic in nature and covers the systematic management of knowledge, of all kinds, within all levels and types of organizations. However, the majority of studies, in common with other emergent business philosophies, are focused on larger organizations where, for example, readily available implementation resources is an underlying assumption. There is a paucity of studies that empirically study the effects of organizational size on the key factors of KM. This paper seeks to explore the effects of organizational size on KM by using a survey instrument and factor analysis based on the MeTCIP model. The results indicate that KM can be applied to small organizations without innate effects of lack of resources and skills. However, while many knowledge-orientated issues are applicable to all organizations, the manner in which they are addressed differs slightly depending on organization size.

The effect of organizational size and program status on information systems managers' perceptions of telecommuting

This study documents responses relating to advantages and disadvantages of telecommuting from a national survey mailed to information systems (IS) managers. These managers were selected because of both the explicit and implicit roles they play in technology decisions, including those related to telecommuting. Two variables thought to be associated with IS managers beliefs about telecommuting are isolated for measurement and testing. The two variables are firm size and whether the organization currently has a telecommuting program in place. Results indicate that neither firm size nor the existence of a telecommuting program affect beliefs of IS managers concerning the advantages and disadvantages of telecommuting. These results lend credence to the hypothesis that a consensus is forming regarding the benefits and drawbacks associated with this innovative and alternate work arrangement.

Adding value to HRD: evaluation, Investors in People and small firm training

The aim of this study was to explore the evaluation practices of a sample of organizations in England and Wales who had signalled some commitment to training and evaluation by embarking on the UK's Investors in People (IiP) standard. A questionnaire survey was sent to 1,000 firms and usable responses were received from 394 organizations. It was found that formative and delayed evaluations were used less frequently than immediate and context (needs analysis) evaluations. In the majority of cases the responsibility for evaluation was that of managers and the most frequently used methods were informal feedback and questionnaires. Operational reasons for evaluating training were cited more frequently than strategic ones. Information derived from evaluations was used mostly for feedback to individuals and to inform the training process and less for return on investment decisions. There were some statistically significant effects of organizational size on evaluation practice. The results are discussed in terms of their implications for evaluation theory and research and HRD practice and policy.

TQM and organization size

Notes a broad agreement that small and medium‐sized enterprises (SMEs) fulfil a critical role in modern economies, and therefore their ability to survive, remain competitive and produce high quality outputs is of utmost importance at both micro and macro levels. Focuses on total quality management (TQM), a new management paradigm, which is successfully competing with the well‐established paradigms such as scientific management. Argues that implementation of TQM principles can potentially help SMEs to enhance their robustness, as well as improve the quality of their final output. However, observes that, by comparison with the large organizations, SMEs have been slow in implementing TQM. Examines the differences between the characteristics of SMEs and large organizations; the relationship between the size of organization and inherent characteristics of TQM; and the effect of organization size on the implementation of TQM using deductive research. Using the case data, develops a ten‐step methodology for the implementation of TQM in SMEs.

Total quality management in SMEs

Small and medium size enterprises (SMEs) are the life blood of modern economies. That they should remain competitive and produce high quality outputs is of importance not only at the macro level but also to larger organizations, because SMEs are often suppliers of goods and services to larger organizations and lack of product quality would adversely affect the competitive ability of the larger organizations. Total Quality Management (TQM) is considered an important quality improvement tool. Compared with large organizations, SMEs have been slow to adopt TQM. This paper initially examines the differences between the characteristics of SMEs and large organizations; the relationship between the size of organization and inherent characteristics of TQM; and the effect of organization size on the implementation of TQM using deductive research. These issues are further examined through inductive research. For this purpose the development of TQM was studied in four small-medium size organizations.

Effect of Organizational Size on Job Satisfaction of Top Editors at U.S. Dailies

Drawing on social system and reference group theory, this study hypothesized that top editors at large newspapers would be more satisfied with their jobs than top editors at small newspapers. Editors on larger newspapers were expected to be more satisfied because increased role specialization gives them greater autonomy, their salaries are higher, and their jobs are more prestigious. A national probability sample of top editors at daily newspapers in the United States supports the hypotheses that editors at larger newspapers are more satisfied and that autonomy is a mediating factor, but income is not related to job satisfaction.

Organization Size and Staff Tenure

The effect of organization size on staff tenure has only recently been resolved. This paper reviews previous attempts to solve this fundamental problem and highlights the methodological reasons for their failure.