Organizational Effectiveness Research Articles

Tacit knowledge sharing in a Lebanese family business: the influence of organizational structure and tie strength

PurposeThis study explores the influence of organizational structure on relationship formation and tacit knowledge sharing within a family business context.Design/methodology/approachUtilizing a single case study approach, data were collected through interviews and questionnaires from 12 participants at a family-owned advertising and communication firm in Beirut, Lebanon.FindingsThe research highlights the critical role of organizational structure in enhancing organizational effectiveness through knowledge transfer. It underscores how both intraorganizational and interorganizational ties influence knowledge sharing processes and demonstrates the varying impacts of tie strength on tacit knowledge distribution.Originality/valueThis paper contributes to the literature by examining the interdependence between organizational structure, tacit knowledge transfer and tie strength in family businesses. By analyzing these elements across internal and external boundaries, the study offers a fresh perspective on network dynamics. The research highlights that traditional definitions of network ties may not fully capture the unique environment of family firms, where structural nuances impact knowledge sharing and performance. Practically, the findings provide actionable insights for managers to design organizational structures that optimize tacit knowledge flow, fostering innovation and competitiveness. This work challenges existing frameworks and offers guidance for improving knowledge management in family businesses, supporting sustainable growth and success.

Investigating occupational accidents based on the Human Factors Analysis and System Classification (HFACS) method: a case study in an industrial and mining company

Background and aims: Human errors are a significant issue in various work environments, including industry and mining. This study aims to investigate occupational accidents in a large industrial-mining company based on the human factors analysis and classification system (HFACS) method. Materials and methods: The study conducted a retrospective longitudinal analysis of 253 mining industrial accidents from 2011-2019 using the Human Factors Analysis and Classification System (HFACS). Descriptive statistics, such as frequency and percentage of subgroups at each level, were calculated using the HFACS method and SPSS software. Results: The type of accident that occurred was related to throwing/collision or contact with a foreign object, which resulted in a total of 232 injured people and one dead person. Statistical analysis showed no significant link between the accident type and the educational levels of those involved, as indicated by a P-value greater than 0.05.Still, it showed a significant relationship with three other demographic variables: age, marital status, and work experience (P-Value˂0.05). The highest frequency and percentage of the causes of accidents were also due to organizational effects and unsafe practices. Discussion and conclusion:. The study found that the frequency of human errors in the levels of unsafe supervision and unsafe practices significantly contributed to the occurrence of occupational accidents in the company. Analyzing accidents and understanding the relationship between causal factors at the four levels of the HFACS method is vital for implementing effective strategies to reduce accidents.

Exploring Work–Life Balance among Female Staff Members (Teaching and Non-Teaching) in Higher Educational Institutions of Oman: A Study

This research investigates the intricacies of work–life balance among female staff members (including teaching and non-teaching) in higher educational institutions within the Sultanate of Oman. Despite the increasing participation of women in the workforce, achieving a satisfactory work–life balance remains a challenge. This study delves into the factors influencing work–life balance perceptions, considering individual, organizational, and cultural dynamics within the Omani context. Drawing on a quantitative approach, data were collected through structured questionnaires from 268 female respondents. The study explores the impact of factors such as organizational support, workload, family responsibilities, cultural norms, and career development opportunities on work–life balance. The findings reveal both strengths and areas for improvement within organizational support systems, workload management practices, and family-friendly policies. Additionally, cultural factors significantly influence work–life dynamics, emphasizing the need for culturally sensitive interventions. Career development opportunities also play a crucial role in shaping work–life balance perceptions. Statistical analysis, including mean scores, provides insights into the areas of strength and concern, guiding recommendations for policy and practice improvements tailored to the educational sector in Oman. Overall, this study contributes to a deeper understanding of the work–life balance complexities among female staff members (teaching and non-teaching) and offers insights for enhancing employee well-being and organizational effectiveness in Oman’s higher education institutions.

Analysis of Financial Performance Using the Allocation to Collection Ratio (ACR) and International Standard of Zakat Management (ISZM) Method

This study aims to analyze the level of effectiveness of zakat management organizations in distributing collected zakat funds and measuring the capacity and efficiency of national zakat management organizations in managing and distributing zakat funds through their programs. The analysis method uses the allocation to collection ratio (ACR) model and the International Standard of Zakat Management (ISZM). The data analyzed is the Annual Financial Report data and the financial performance report of the Badan Amil Zakat Nasional for the 2017-2021 period. The results of data analysis with ACR show that it must maintain its effectiveness and continue improving its financial performance. The results of the calculation of the efficiency level of the ISZM model can still improve efficiency in managing its fund expenditure and conducting its collection activities. The result of ISZM model capacity measurement, must maintain its potential, especially the distribution and collection of funds for Mustahiq empowerment programs. To increase the trust of zakat payers, this research acts as an input for national zakat management organizations to pay attention to their effectiveness and efficiency ratios using the ACR and ISZM methods. Assessment of organizational performance is important for management to evaluate performance in maintaining organizational sustainability and achieving the main objectives of the organization. Keywords: financial performance, allocation to collection ratio (ACR), International Standard of Zakat Management (ISZM)

Reconceptualising performance measurement and management: evaluating a social complexity framework

PurposeAlternative theoretical perspectives on performance measurement and management (PMM) have been advanced in response to shortcomings observed with the dominant control systems-based paradigm. The purpose of this investigation is to ascertain whether one such perspective, rooted in social systems theory and practice theory, can accommodate these shortcomings and positively impact organisational effectiveness (OE) and performance.Design/methodology/approachLongitudinal critical realism-based case study research is employed in action research mode to investigate how adopting a social complexity perspective on PMM affected the behaviour and performance of a commercial organisation.FindingsThe case study observations suggest that by putting people and their behaviour and organisational practices at the centre of PMM, near-term organisational outcomes can be influenced favourably in complex and dynamic environments.Practical implicationsThis investigation provides a tool for undertaking a social complexity interpretation of PMM.Originality/valueThis research supports the proposal that complexity theory provides an alternative paradigm for managing performance in organisations and describes the first practical application of a social complexity interpretation of PMM. It presents a model for use and further development by other researchers.

Transformational Leadership on Performance of Selected Ethiopian Sport Federations

Transformational leadership may not be positively and significantly affects the performance of sports federations, because sport organization unique nature is competitiveness and result-driven organization. The purpose of this study was to assess the impact of transformational leadership practices on the organizational performance of some Ethiopian sports federations. Cross-sectional design was used to collect transformational leadership and organizational performance variables. The study was conducted in Addis Ababa City Administration, Ethiopia. The data was collected from Ethiopian sports federations participants (n = 95). Transformational leadership as a predictor variable measured by multifactorial leadership questionnaire and sport federation performance was measured by Australian national Olympic sporting organizations effectiveness. SPSS version 26 was used to process the data; robust method of multiple regression analysis was used to analyze the data p < 0.05. The result of the study shows that idealized influence was statistically significantly predicted organizational performance (β = .26, p = .00). However, that inspirational motivation (β = .03, p = .54), intellectual simulation (β = .11, p = .12) and individualized considerations (β = -.05, p = .49) did not significantly predicted organizational performance. The finding of the study shows that transformational leadership idealized influence enhanced the performance of selected Ethiopian sports federations through inspiring trust, fostering commitment, promoting excellence, and cultivating a positive organizational culture. Ethiopian Sports Federation managers were advised to consider transformational leadership style dimensions such as inspirational motivation, intellectual simulations and individual considerations in their leadership.

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

PurposeThis study aims to delve into the relationship between open innovation and organizational effectiveness, expanding upon previous research that primarily focused on the impact of open innovation on firm performance.Design/methodology/approachBased on data collected from top- and middle-level managers across diverse sectors in India, the authors examined the intricate dynamics of open innovation and its effects on organizational effectiveness. The authors took two approaches to examine the data; using structural equation modeling and using the fuzzy set qualitative comparative analysis (fsQCA) approach.FindingsThis empirical evidence underscores the potential advantages of adopting open innovation practices within organizations. The contribution extends to both theoretical and practical domains.Research limitations/implicationsTheoretically, this research enriches the literature on open innovation and organizational effectiveness by providing empirical substantiation for their interconnection.Practical implicationsFrom a practical perspective, the findings offer actionable insights for practitioners and organizational leaders, suggesting that embracing open innovation can significantly enhance organizational effectiveness, ultimately fostering improved performance and competitiveness. The findings also have implications for external stakeholders aiming to engage with innovation-driven organizations for purposes of commercialization and knowledge exchange.Originality/valueThis study advocates for incorporating inbound and outbound open innovation practices within strategic decision-making processes to achieve organizational effectiveness.

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.

Artificial intelligence-based organizational decision-making in recruitment practice

BACKGROUND: In the realm of contemporary management, decision-making emerged as a pivotal aspect, particularly within the human resource (HR) domain, profoundly influencing an organization’s culture and efficacy. The integration of high-quality data and artificial intelligence (AI) based automation in the recruitment process became very important in driving data-driven decision-making processes while hiring for any position. OBJECTIVE: This study sought to deeply explore the landscape of AI-based decision-making in the recruitment process while investigating the adoption of AI-enabled data-driven approaches within recruitment practice. Additionally, it aimed to propose a strong and healthy model aimed at significantly enhancing organizational effectiveness. METHODS: Smart PLS tool stood as the cornerstone of the analytical approach, offering a healthy framework for testing and validating our proposed model. To achieve the objectives, a two-fold approach was employed. Firstly, a comprehensive review of existing literature was conducted, encompassing seminal works and contemporary research on AI in HR and recruitment decision-making. Secondly, a small-scale survey was administered across diverse organizations representing IT and manufacturing industries. The survey focused on evaluating the current trends in AI adoption within the recruitment process and its impacts on decision-making, specifically emphasizing the utilization of assisted intelligence tools for routine activities and reporting upkeep. This dual-method approach provided insights into the practical challenges faced by organizations in adopting end-to-end decision-making automation. RESULTS: The combination of information gathered from a small survey and extensive research showed a common pattern: widespread use of AI tools mainly for routine activities categorized as assisted intelligence, offering partial solutions for the recruitment day-to-day tasks. However, it underscored the growing necessity for automation intelligence that encompasses holistic end-to-end decision-making processes in recruitment practice. The utilization of the tool Smart-PLS for analyzing the data from the small-scale survey of 50 respondents further enhanced the depth and reliability of the findings. For declaring the model’s fitness, the Smart PLS tool was used by providing various indicators and techniques, such as goodness-of-fit measures and bootstrapping procedures, to ensure the accuracy and reliability of the model. CONCLUSIONS: In the evolving landscape of increased automation, striking a balance between AI-driven decision-making in recruitment and human intervention holds paramount importance, especially in decisions affecting employees. The utilization of the Smart PLS tool not only enhanced the credibility of our findings but also underscored our commitment to employing state-of-the-art methodologies in advancing knowledge within our field. This study advocates for the adoption of an AI-enabled data-driven approach, emphasizing its potential to optimize recruitment practice and strengthen 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.

Determination Of Factors That Can Improve Employee Performance

Organizational Citizenship Behavior and Organizational Commitment are critical factors in improving employee performance and overall organizational effectiveness. OCB refers to voluntary, extra-role behaviors that contribute to organizational efficiency and social environment, while Organizational Commitment reflects the psychological attachment and loyalty of employees to their organization. This research focuses on the interplay between these variables and their combined effect on employee performance. This study aims to evaluate the effects of organizational commitment and organizational citizenship behavior (OCB) on worker performance. Associative research was the methodology employed in this study. The 108 employees or former employees of PT PG Rajawali II make up the study's population. Multiple linear regression was used by the analytical tool. The results showed that organizational commitment and organizational citizenship behavior (OCB) have an impact on worker performance at PT PG Rajawali II. Multiple linear regressin result is Y= 1.239 + 0.235 X1 + 0.71 X2 Employee performance can be enhanced for the benefit of the company and the individual by staff members who possess OCB and organizational commitment. To boost staff performance, PT PG Rajawali II should uphold and enhance the standard of corporate commitment and citizenship conduct.

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.

Pengaruh Pemberdayaan Sumber Daya Manusia dan Lingkungan Kerja terhadap Kinerja Pegawai di Kantor Wilayah Kementerian Hukum dan HAM (Kemenkumham) Manokwari

This study examines the impact of human resource (HR) empowerment and the work environment on employee performance at the Regional Office of the Ministry of Law and Human Rights in Manokwari. The research addresses the critical importance of HR empowerment and a conducive work environment in enhancing employee productivity and efficiency. The study utilizes a quantitative survey method, distributing questionnaires to 100 employees, with the collected data analyzed through multiple linear regression to determine the influence of the independent variables on the dependent variable. Results indicate that both HR empowerment and the work environment significantly and positively affect employee performance. The study concludes that improving HR empowerment and work conditions are vital strategies for boosting performance in government agencies. Recommendations include the implementation of continuous empowerment programs and the enhancement of work facilities to further improve employee performance and overall organizational effectiveness.

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