Organizational Effectiveness Research Articles

Knowledge exchanges for collaborative innovation and organizational effectiveness: insights from Indian enterprises

Knowledge exchanges for collaborative innovation and organizational effectiveness: insights from Indian enterprises

Guest editorial: “Integration of Lean Six Sigma with industry 4.0 to augment organizational efficiency and effectiveness”

Guest editorial: “Integration of Lean Six Sigma with industry 4.0 to augment organizational efficiency and effectiveness”

The Role of Leadership in Mitigating Toxic Workplace Culture: A Critical Examination of Effective Interventions

Toxic workplace culture, characterized by negative behaviors such as poor communication, lack of trust, and unethical conduct, poses significant challenges to organizational effectiveness and employee well-being. Leadership plays a pivotal role in either perpetuating or mitigating these toxic environments. This article critically examines the role of leadership in addressing toxic workplace culture, focusing on effective interventions that leaders can implement to transform negative work environments into positive and productive spaces. The study highlights how different leadership styles, particularly transformational and ethical leadership, are instrumental in fostering a culture of accountability, open communication, and ethical behavior. It also explores the importance of leadership interventions such as establishing clear organizational values, implementing conflict resolution mechanisms, and promoting continuous learning and development. However, the study also acknowledges the challenges leaders face, including resistance to change, deeply entrenched toxic behaviors, and external pressures that may undermine efforts to create a positive work environment. The findings suggest that while leadership is crucial in mitigating toxicity, success depends on sustained commitment, adaptability, and the ability to navigate complex organizational dynamics. By prioritizing ethical leadership and fostering a culture of inclusion and respect, organizations can effectively combat toxic workplace culture and promote long-term organizational health and success. This research contributes to the broader understanding of the critical role of leadership in shaping workplace culture and provides practical insights for leaders seeking to address and prevent toxicity in their organizations.

Risks to cybersecurity from data localization, organized by techniques, tactics and procedures

ABSTRACT The risks of data localization to cybersecurity – organizational effects”, we provided a framework for the risks of data localization to cybersecurity, finding that 13 of 14 ISO 27002 controls would be negatively affected by the localization of personal data. This paper complements that analysis, focusing on the techniques, tactics and procedures (TTPs) of threat actors and defenders. Using the ENISA Guidelines and the MITRE ATT&CK Framework as authoritative approaches for cataloguing relevant TTPs, we highlight three important tactics that defenders use for cybersecurity purposes – threat hunting; privilege-escalation attack; and red teaming/pen testing. These three categories, considered essential to a mature cybersecurity programme, would routinely require cybersecurity defenders to access personal data that would be restricted by current data localization laws and proposals. The paper then provides a quantitative model illustrating the effects of data localization, finding that halving the number of IP addresses available to a defender would more than double the likely time until a new attack was detected. The paper concludes by noting that until and unless the proponents of localization address the unintended effects of data localization, scholars, policymakers and practitioners have strong reason to expect significant cybersecurity harms from hard localization requirements.

The Challenge-Hindrance-Threat Appraisal Framework and the Differential Effects on Employees' Work Well-Being and Behaviors.

Considering the current economic and employment landscape, marked by high levels of uncertainty and challenges, this study introduces the challenge-hindrance-threat appraisal (CHTA) framework to examine workplace stress, with a particular focus on the often-overlooked role of threat appraisal. Across three studies using independent samples and multi-wave survey data, our research provides evidence supporting the CHTA framework and reveals the differential effects of three types of stress appraisals on the work-related well-being and behaviors of individuals. Specifically, Study 1 establishes the three-factor structure of CHTA, confirming its robust psychometric properties in each appraisal dimension. Study 2 demonstrates that threat appraisals offer unique insights into stress-related outcomes, beyond challenge and hindrance appraisals. Study 3 reveals that challenge appraisals foster learning behavior through enhancing work engagement and reduce turnover intentions through alleviating emotional exhaustion. Conversely, threat appraisals escalate turnover intentions through intensifying emotional exhaustion. Interestingly, hindrance appraisals exhibit no significant effect on either work engagement or emotional exhaustion, precluding any indirect influence on learning behavior or turnover intentions. In conclusion, this research underscores the importance of differentiating between the three types of cognitive appraisals of stress-namely, challenge, hindrance, and threat appraisals-in stress management in order to enhance employee well-being and organizational effectiveness.

Tacit knowledge management process, product innovation and organizational performance: exploring the role of affective trust and task efficiency

PurposeNowadays, it is hard to retain a knowledge monopoly since tacit knowledge has become essential for innovation and organizational effectiveness (ORP). This study analyzed the role of product innovation as a mediator in the relationship between the tacit knowledge management process (TKMP) and organizational performance. In addition, two moderating variables were examined: (1) Affective trust (AFT) between the tacit knowledge management process and product innovation relationship and (2) Task efficiency in product innovation and organizational performance (ORP) relationship.Design/methodology/approachAround 344 questionnaires were collected from various Chinese regions between February and April 2023 to conduct this study. The regression, mediation and moderation analyses on lower and higher-order data were evaluated using the SmartPLS approach.FindingsThe results validate that product innovation mediates the connection between managing tacit knowledge and the organization’s performance. Affective trust also plays a positive moderating role between tacit knowledge and product innovation. These results provide valuable theoretical and practical insights, substantiating various direct, indirect, mediate, and moderated effects hypotheses.Research limitations/implicationsThe scope of the study was restricted to manufacturing companies; however, further research may broaden the model’s scope to include other industries. Furthermore, future research should continue to explore the role of task efficiency in the innovation process and identify strategies for enhancing task efficiency in organizations.Practical implicationsThe study establishes the significance of effectively managing tacit knowledge for fostering product innovation. Company managers and leaders can promote employee trust, enhancing innovation capabilities and overall organizational effectiveness.Originality/valueThis study, involving dual moderation, explores the connections between processes of managing tacit knowledge, product innovation and organizational performance. It addresses research gaps, enriching the understanding of managing tacit knowledge, leading to organizational innovation and performance improvements. The study also highlights how affective trust is vital in strengthening the connection between TKMP and product innovation.

The Effect Of Employee Engagement In Change On The Effectiveness Of Organizational Transformation At PT XYZ

PT XYZ is a telecommunications company that is focusing on massive organizational transformation. The results of the Employee Engagement Survey & Communication Effectiveness Survey in 2023 are lower than in 2020, the presumed impact of organizational transformation. The analysis of integration between employee engagement and change management has not been much studied, as most previous studies have researched independently. The objective of the research is to analyze the factors that influence employee engagement in change and the influence on organizational transformation effectiveness. 401 respondents were obtained with criteria of permanent employee and minimum working time of 2 years. Data were analyzed using descriptive statistics and SEM PLS. The results showed that change-related organizational resources, change-released job resources, change-related job demands, and personal resources have a significant positive impact on employee engagement in change, then employee engagement in change has a significant positive impact on the effectiveness of organizational transformation both directly and as a mediator.

How Leadership and Behavior Impacts and Improves the Decision-Making in Organizations

The purpose of this research article is to analyze the influence of leadership style and behavior on decision-making. In more detail, the impact of leadership style and decision-making skills and competencies on decision-making, respectively on decision-making effectiveness. For the purpose of research, both, quantitative and qualitative methods are applied in the paper. As tool for primary data collection the questionnaire was used and all the data collected were analyzed through SPSS software tool. The research sample consisted from eighty-two (82) respondents-leaders of various businesses in Kosovo. The collected data were analyzed through Statistical Package for the Social Sciences software, respectively through linear regression analysis and other necessary complementary analysis. The findings from the conducted research show that the different leadership styles applied by business leaders have a positive impact on decision-making, namely on the effectiveness of decision-making. According to results obtained, both supportive behaviors and directive behaviors of leaders towards their employees, influence positively the decision-making, depending on the situation with which they face during their work. Meanwhile leaders who possess skills related to decision-making, such as: identifying and analyzing problems, gathering the information necessary to solve problems, generating possible alternatives/solutions, making decisions, the implementation and evaluation of the decisions made, have a higher tendency to be involved in effective decision-making and foster the effectiveness of organizations in general.

Effects of Functional Fish Organizations on the Fractal Characteristics of the Microstructure of Feces

Effects of Functional Fish Organizations on the Fractal Characteristics of the Microstructure of Feces

DESIGN AND IMPLEMENTATION OF A WEB-BASED INFORMATION SYSTEM FOR UNIVERSITY STAFF UNION

The Academic Staff Union of Universities (ASUU) in Nigerian public universities has long championed the welfare and interests of academic staff. However, operational inefficiencies stemming from manual processes hinder its effectiveness in addressing contemporary challenges. This inefficiency hampers ASUU’s effectiveness and limits its ability to interact efficiently with its members and stakeholders. Therefore, this study proposes that the ASUU Web-Based Information System (AWBIS) should modernize data management, communication, and decision-making within the union. Drawing on related work in online information systems across various sectors, the methodology involves requirements gathering, leading to the development and implementation of AWBIS. Leveraging development technologies, AWBIS offers modules for member management, communication, event organization, and biometric attendance. This project uses the waterfall model approach to developing software as the research methodology. The data collection techniques include interviews and questionnaires. The AWBIS enables various operations to be performed online, consisting of registering members by the admin, logging members, and allowing members to manage their profiles. The system also provides a login page for both members and admins, each with their own username and password. A secure and accessible database for storing memberprofiles, academic information, and other relevant data was created. The successful implementation of AWBIS will significantly streamline ASUU’s operations, resulting in improved communication, reduced administrative burden, and enhanced transparency. Members will have access to up-to-date information, and the system will facilitate better coordination of ASUU’s activities. Future enhancements, including financial management, election processes, loan applications, and mobile app development, are suggested to further optimize AWBIS’s functionality and accessibility. AWBIS is a model for leveraging technology to advance organizational efficiency and effectiveness within the education sector.

The impact of implementing AI in recruitment on human resource management efficiency and organizational development effectiveness

The impact of implementing AI in recruitment on human resource management efficiency and organizational development effectiveness

Assessing workplace well-being in healthcare: The violence-prevention climate and its relationship with workplace happiness.

To identify the relationship between the violence-prevention climate and workplace happiness in hospitals. The secondary objective is to adapt a valid and reliable scale to a different culture in healthcare settings. Healthcare settings are not immune to the harmful effects of violence, which can exacerbate existing challenges such as staff shortages. In the midst of these challenges, organizational efforts to ensure the safety of health workers are critical. These efforts can contribute positively to workers' happiness or well-being. Using a cross-sectional design with 400 healthcare professionals from five hospitals in Trabzon, Turkey, data collection involved the Violence-Prevention Climate Scale and Workplace Happiness Scale. Confirmatory factor analysis was conducted to test the Turkish validity and reliability of the scale, and the consistency coefficient was calculated. The findings revealed that, on average, employees exhibited high levels of violence-prevention climate ( = 4.22) and moderate levels of workplace happiness ( =3.70). Subsequently, correlation analysis unveiled a statistically significant association between the dimensions of violence-prevention climate and workplace happiness (p<0.05, r=0.392). It was observed that those who experienced violence and did not feel safe in the workplace had lower levels of happiness. The instances of healthcare workers being exposed to violence identified in the study largely align with previous theories related to both individual and organizational effects. Violence-prevention climate affects the safety and workplace happiness of workers. Employees expect their managers to seriously consider all reports of violence. In this context, creating a violence-prevention climate would be a good start. According to WHO 2030 targets, in an environment where there is a significant shortage of healthcare personnel, especially nurses, ensuring that existing employees work in a safer and happier environment will make a positive contribution to healthcare systems.

Financial multidimensional assessment of a green hydrogen generation process via an integrated artificial intelligence-based four-stage fuzzy decision-making model

It is widely accepted that there is an urgent need to make green hydrogen (GH2) projects financially viable to reduce global warming. However, any form of improvements to these GH2 projects lead to substantial cost increase. Due to this cost increase, making many improvements negatively affects the financial profitability of hydrogen projects. This is why there is a need for new advanced financial priority analysis tools so that it is easier to develop GH2 projects globally. Accordingly, the aim of this study is to identify and then define the most important factors affecting GH2 generation projects. To achieve this aim, this work proposes a new fuzzy multi-criteria decision-making model based on artificial intelligence (AI). First, experts are weighted with AI technique. Second, the missing evaluations are filled via a recommender system. Third, criteria weights are calculated by the M-SWARA technique integrated with quantum picture fuzzy rough (QPFR) sets. Finally, GH2 energy generation processes are listed by the QPFR-VIKOR approach. Overall, the main contribution of this study is the generation of a comprehensive AI oriented fuzzy decision-making model to make a detailed evaluation with respect to the financial potential improvements of the GH2 generation projects. The main originality of this model is the consideration of AI to calculate the weights of the criteria. Similarly, another benefit of the proposed model, that increases its superiority against other models, is the completion of missing evaluations by experts thanks to the recommender system. It is concluded that the most important criterion affecting green hydrogen investments is organizational effectiveness.

Quality leadership, technology integration and patient care quality across countries: moderating roles of national culture and infrastructure development

PurposeTo better understand the nature and effective delivery of quality health-care globally, this paper aims to study the role of quality leadership on patient care quality (PCQ) delivered in hospitals, including the intervening role of technology integration and two country-level factors – national culture and infrastructure development – in North America (Canada, Mexico and the USA).Design/methodology/approachPCQ comprises four facets: interpersonal, technical, environmental and administrative quality. Using survey data and interdisciplinary theoretical support (e.g. quality management and the Global Leadership and Organizational Behavior Effectiveness Project [GLOBE] model of national culture), this paper tested for moderated mediation between hospital quality leadership and the four-facet PCQ model with technology integration as the mediator and national culture and infrastructure development as moderators.FindingsResults show that technology integration partially mediates the relationship between hospital quality leadership and PCQ and that national culture and infrastructure development shape the role of hospital quality leadership on PCQ. Hence, these national factors must be considered holistically to understand the impact of hospital quality leadership on patient care.Practical implicationsTo improve PCQ, hospital leaders should broaden their understanding of quality health-care to include technology integration and an awareness of cultural and institutional differences across nations.Originality/valueThis paper used primary data from hospital quality leaders and the four-facet PCQ conceptualization across three large North American nations, offering a more global understanding of service quality in health-care.

Effects of Authentic Leadership on Intrapreneurial Behaviour: A Study in the Service Sector of Southern Spain.

Employees currently face an increasingly demanding environment in terms of intrapreneurial behaviour due to the key role it plays in the survival of companies and the elimination of threats in the organisational environment. This paper investigates the antecedents of intrapreneurial behaviour in the service sector in southern Spain, analysing the relationships between it and authentic leadership, as well as the mediating role of practiced creativity, autonomy and meaningful work. This study uses a quantitative approach through the distribution of a questionnaire. A total of 333 employees completed the research questionnaire. The results show that although authentic leadership has a significant negative direct effect on intrapreneurial behaviour, it positively and significantly promotes it through practiced creativity and meaningful work. In contrast to the previous two mediations, the mediation of autonomy was not significant. This research provides empirical findings that can contribute to a better understanding of intrapreneurial behaviour by highlighting the importance of balanced, authentic leadership and offering guidance to organisations in designing a work climate that enhances organisational effectiveness.

Strategic Human Resource Management: Descriptive Analysis of Psychological Factors and Literature Review

This study aims to examine the impact of psychological factors on Strategic Human Resource Management (SHRM) practices and organizational outcomes. The research employs a comprehensive literature review approach to explore the theoretical underpinnings of employee motivation, engagement, and commitment within the context of SHRM. The analysis focuses on key psychological theories, including expectancy theory, social exchange theory, and self-determination theory, to elucidate the motivational dynamics underlying employee behavior and performance outcomes. Moreover, the study investigates the role of leadership effectiveness in influencing employee motivation, engagement, and organizational commitment. Through the integration of diverse perspectives, the research offers insights into how organizations can align HR practices with employees' psychological needs to enhance organizational effectiveness and achieve sustainable growth. The findings highlight the significance of fostering transformational leadership behaviors, creating a supportive work environment, and promoting organizational commitment to drive high performance and employee well-being. This study contributes to the advancement of HRM scholarship by providing a theoretical framework for understanding and managing human capital effectively.

The Impact of Linguistic Diversity on Intercultural Communication in Nigerian Organizations: A Review

Nigeria stands out globally for its profound cultural and linguistic diversity, encompassing over 500 distinct languages. Among these, the Hausa, Yoruba, and Igbo languages serve as predominant, with several hundred others classified as minority languages. This diversity not only reflects the country’s ethnic richness but also presents unique challenges and opportunities in organizational settings. However, this study examines deeply into the challenges and opportunities presented by Nigeria’s linguistic diversity within organizational contexts. It explores how language barriers impact daily interactions, teamwork, and overall organizational effectiveness. Drawing from a thorough review of scholarly literature sourced from reputable databases like Scopus, Web of Science, Google Scholar, Semantic Scholar, and ResearchGate, the study identifies prevalent issues and examines potential solutions. By addressing these complexities, the study aims to offer a comprehensive framework for understanding the elaborate dynamics of intercultural communication shaped by linguistic diversity in Nigeria. It emphasizes the critical need for proactive strategies that embrace diversity as a driver of innovation, collaboration, and sustainable organizational growth in today’s interconnected global business landscape. The findings underline the importance of fostering inclusive communication practices, promoting cultural sensitivity, and enhancing language proficiency among employees to effectively navigate and leverage Nigeria’s diverse cultural milieu for organizational success.

Meta-analysis of association between Just-in-Time system and firm performance: moderating effects of National Culture differences

PurposeThe effectiveness of the Just-in-Time (JIT) production system in non-Japanese contexts is a topic of diverse findings. This study conducts a meta-analysis of empirical research on JIT and its relationship with performance, focusing on studies published since 1995. Additionally, it examines the moderating influence of National Culture (NC) values on JIT outcomes.Design/methodology/approachA total of 59 empirical studies with 211 effects and 17,008 observations from 18 countries are meta-analyzed. A meta-regression using hierarchical linear modeling (HLM) is performed to explore how four dimensions of National Culture (NC) moderate the impact. (viz. institutional collectivism, uncertainty avoidance future orientation, and power distance,) based on the Global Leadership and Organizational Behavior Effectiveness (GLOBE) culture model.FindingsThe meta-analysis results show that improved production efficiency, product quality and reduced wastes achieved through JIT deployments translate into the overall performance of organizations. The meta-regression results shed light on how local cultures influence the effectiveness of JIT across different countries.Originality/valueThe findings of meta-analysis have implications for multinational manufacturers in realizing efficacy of JIT. The research adds to the international operations management literature by examining how NC values influence strategies and decisions in operations management.

A Comprehensive Examination of Workforce Diversity

Workforce diversity has become a crucial topic in organizational management due to its significant effects on workplace dynamics, innovation, and performance. Although our understanding of diversity has grown, its comprehensive impact across various sectors and organizational settings is still not fully understood. This review aims to integrate current knowledge on the many sides of workforce diversity, assess its challenges, and explore opportunities for boosting organizational effectiveness. This study performed a thorough 32 literatures using Nepal Journals Online (NepJOL), an online publication of Nepalese journals, targeting publications from January 2019 to May 2024. Search terms included "workforce diversity," "diversity in organizations," and "cultural diversity," among others. The selection included studies that assessed the effects of diversity using both qualitative and quantitative approaches. The review highlights mixed findings on the correlation between workforce diversity and organizational performance, emphasizing the complexity of diversity's impact. Key themes include the importance of inclusive workplace cultures, challenges in multicultural communication, gender representation issues, and knowledge gaps in diverse sectors. Analysis of publication trends reveals a growing recognition of diversity's significance, particularly in recent years. Workforce diversity is crucial for organizational success, yet its impact varies across contexts. Prioritizing inclusive workplace cultures and addressing diversity-related challenges are essential. Future research should focus on longitudinal studies, sector-specific investigations, and innovative approaches to promote diversity and inclusion. Embracing diversity as a strategic asset can drive innovation and sustainable growth in diverse global environments.

A micro-political exploration of the resignation of Hong Kong experienced kindergarten principals amidst preschool education coordinator turnover

The early childhood education system in Hong Kong operates within a corporate governance framework. However, there is a lack of research on the interaction between principalship and corporate governance in kindergartens and childcare centres. This study aims to address this gap by examining how a preschool education coordinator (PEC), working under corporate governance principles in a non-governmental organization (NGO), influenced the resignation decisions of principals. Using micro-political theory, this study examines power dynamics, conflicts, and decision-making processes that led to principals’ resignations. This phenomenological case study utilized a focus group discussion with three principals who had resigned from the NGO. Through thematic analysis, three key themes emerged from the study: changing governance and accountability, conflicting educational values and beliefs between the preschool education coordinator and the principals, and contrasting leadership behaviours and styles. The findings of this study have significant implications for the local community, as well as offering valuable insights that can inform and benefit international audiences interested in early childhood education leadership development and human resources management. As early childhood education systems worldwide grapple with similar challenges, understanding the relationship between corporate governance and principalship can help devise strategies for enhancing organizational effectiveness and ensuring principal retention.