Employees Of SMEs Research Articles

Understanding How Organizational Culture and Job Satisfaction Drive Commitment and Citizenship Behavior in SMEs

Purpose – What is the gap in prior literature this paper fills in? This study addresses a gap in the literature by investigating the relationships between organizational culture (OC), job satisfaction (JS), normative commitment (NC), and organizational citizenship behavior (OCB) within the context of Clothing SMEs in Indonesia. Aims(s) – The primary aim is to understand how organizational culture and job satisfaction influence normative commitment and OCB, with a secondary aim of identifying the mediating role of normative commitment in these relationships. Design/methodology/approach – Using an explanatory research approach, data was collected from 165 employees of Clothing SMEs across Indonesia through questionnaires utilizing a five-point Likert scale. The data was analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4, incorporating a two-stage approach to assess both the outer and inner models. Findings –The results show that organizational culture positively influences both normative commitment (β = 0.439, p < 0.000) and OCB (β = 0.223, p < 0.003). Job satisfaction also positively affects normative commitment (β = 0.379, p < 0.000) and OCB (β = 0.318, p < 0.000). Moreover, normative commitment serves as a mediator, enhancing the effects of organizational culture and job satisfaction on OCB. Limitations of the study – The cross-sectional design limits the ability to infer causality, and the focus on the textile sector in SMEs may limit generalizability. Future research should explore these relationships in other industries and consider longitudinal designs. Originality/value – This study contributes to the literature by empirically demonstrating the causal interactions between organizational culture, job satisfaction, normative commitment, and OCB, with a specific focus on SMEs in a developing country context.

Characteristics of Job Satisfaction for Employees of SMEs in Shan Dong, China

Characteristics of Job Satisfaction for Employees of SMEs in Shan Dong, China

Exploring the Association Between Artificial Intelligence Management and Green Innovation: Expanding the Research Field for Sustainable Outcomes

Green innovation is essential for achieving sustainable development goals (SDGs), particularly SDG 9 (Industry, Innovation, and Infrastructure) and SDG 12 (Responsible Consumption and Production), as it fosters environmental and social benefits while also creating new economic opportunities. Despite previous studies actively conducting empirical analyses on green innovation, research on guiding the green innovation process through artificial intelligence remains scarce. This study aims to explore key variables that affect green innovation, thereby promoting the sustainable development of organizations, and to investigate the incentive mechanisms behind it. By uncovering the internal and external factors that drive green innovation and their interactions, we can better understand and optimize the process of fostering green innovation. Unlike previous studies, this research not only explores variables and verifies main effects but also provides and validates a research model related to the occurrence of green innovation. Additionally, this study determines the extent to which artificial intelligence management influences green innovation through knowledge sharing and examines whether an innovative culture moderates the impact of artificial intelligence management and knowledge sharing on green innovation, as well as whether it moderates the mediating effect of knowledge sharing within the model. Therefore, this study collected data from 331 adult employees of SMEs across 23 provinces, cities, and districts in China and conducted empirical analyses, including confirmatory factor analysis (CFA) and reliability analysis. The results indicate that artificial intelligence management directly affects green innovation and indirectly affects it through the partial mediating role of knowledge sharing. Furthermore, an innovative culture significantly moderates the mediating role of knowledge sharing between artificial intelligence management and green innovation. In exploring the variables of green innovation, this study established an adjusted mediating model and verified its significance. In summary, the causal relationship between artificial intelligence management and green innovation, as demonstrated through this process, contributes to the expansion of the research field and the advancement of SDGs, specifically Goals 9 and 12. The study’s findings highlight the importance of integrating artificial intelligence management to enhance green innovation, which is vital for the sustainable development and economic growth outlined in the SDGs.

Gauging the impact of M-marketing capabilities on perceived sales performance of organization

The aim of this study to address the purposeful question for the managers and researchers is how organizational resources through mobile marketing (M-marketing) capabilities can improve sales performance of organizations. The study considered training, internal marketing, organizational culture and product-related knowledge as organizational resources that enhance perceived sales performance through different M-marketing capabilities like accessibility, cost saving and quick decision making. This research incorporated dynamic capability and resource-based view (RBV) theories to construct the research model. 396 responses were received from SMEs employees from ten big cities of Pakistan and structure equation modelling used to examine the research model. Findings showed that the organizational resources (training, internal marketing, organizational culture and product-related knowledge) and M-marketing capabilities (accessibility, cost saving and quick decision making) significantly impacted the PSP. M-marketing capabilities significantly partially mediate among the relationships of organizational resources and PSP.

Validating the Causal Relationship between Quantum Leadership and Employee Innovation Performance from the Perspective of Organizational Sustainability

In the quantum era, the rapid development of enterprises cannot be separated from the efforts of employees, and the improvement of employee performance is also closely related to the behavior and attitude of organizational leaders. Quantum leadership, as a new leadership paradigm, differs from traditional Newtonian classical mechanics in that it emphasizes wholeness and interconnectedness, considers new ideas as the key to success, and values complex changes in the organizational environment, thus helping the organization provide sustainable development in the future. In addition, quantum leadership is able to manage in chaotic and potentially uncertain environments, encouraging employees to explore new ideas for solving problems, stimulating enthusiasm and motivation for innovation, and thus improving the level of employee performance. In particular, as the importance of innovation performance has been emphasized, it has been considered as a key variable in driving and promoting sustainable organizational development. Moreover, this study is different from previous studies that validate traditional leadership. We focus on an emerging type of leadership that distinguishes itself from traditional leadership—quantum leadership—which is a leadership model that is currently receiving a lot of attention. In the uncertain future environment, quantum leadership is gradually becoming a key factor for business growth and plays an important role in the survival and development of organizations in the future environment. Based on this research background, this study argues that quantum leadership is closely related to employee innovation performance. This study examines whether quantum leadership improves employee innovation performance and the sequential multiple mediating effects of organizational intelligence and knowledge sharing. Most of the previous studies focused only on the mediating or moderating role of the model. This study expands this area of research by incorporating the moderating role of innovative culture and validating its effects. This finding explores the development of quantum leadership and provides a theoretical foundation for related research. In addition, this study collected data from 345 employees of Chinese SMEs in the context of the fourth industrial revolution. These results suggest that quantum leadership positively affects innovation performance. Organizational intelligence and knowledge sharing have multiple serial mediating effects on quantum leadership and innovation performance. Moreover, the interaction between innovative culture and knowledge sharing improves employees’ innovation performance. Therefore, this study clarifies the causal relationship between quantum leadership and innovation performance through theoretical and validated research models. It lays the foundation for the sustainable development of organizations in the future.

The role of transformational leadership, job satisfaction and organizational commitment on organizational citizenship behavior (OCB) of SMEs employees in the digital era

The role of transformational leadership, job satisfaction and organizational commitment on organizational citizenship behavior (OCB) of SMEs employees in the digital era

An Exploratory Study on the Influencing Factors of SMEs Employees' Participation Intentions about ESG Management: Focusing on the Theory of Planned Behavior

An Exploratory Study on the Influencing Factors of SMEs Employees' Participation Intentions about ESG Management: Focusing on the Theory of Planned Behavior

Financial Literacy and Credit Accessibility for Small Scale Business Sustainable Growth

This study is based on financial literacy and credit accessibility for small scale business sustainable growth Owo, Ondo State. The specific objectives of this study were; to examine the impact of financial behaviour, financial attitudes on the performance of small and medium scale enterprises in Owo, Ondo state. The population of the study was 218 respondents of owners and employees of SMEs in Owo, Ondo state. The study used primary data which was collected using questionnaire which comprised of both open ended and close ended questions each addressing the study's objectives. 218 copies questionnaire were administered out of which 181 were retrieved and used for data analysis. Analysis on the demographic features of the respondents were carry out with multiple regression method was used to test for two hypotheses. The result of the study indicates that; financial behaviour has a positive significant on the performance of SMEs in Owo, Ondo State, that financial attitude has positive and significant relationship with the performance of SMEs in Owo, Ondo State. The findings led to the conclusion that financial behaviour and financial attitude have a significant effect on SMEs performance and can directly determine the organization growth and increase in business assets. The study therefore recommended that owners and employees of SMEs should take a conscious effort to improve upon their financial behaviour and financial attitude by attending workshops, conferences and short courses on financial literacy.

Antecedents of employee performance through perceived organizational support: a moderating role of job satisfaction among employees of SMEs in an emerging economy

Antecedents of employee performance through perceived organizational support: a moderating role of job satisfaction among employees of SMEs in an emerging economy

Perceived organizational justice in family SMEs: The challenge of HRM consistency

AbstractLiabilities of smallness, family relations, leadership style, and preferences are all reasons why owners of small and medium‐sized family enterprises (family SMEs) apply procedures to manage employees inconsistently. For family and non‐family employees of family SMEs, inconsistencies in human resource management (HRM) may be a source of frustration that hampers their performance and wellbeing. Using a sample of 713 respondents in 116 family SMEs, we examined how HRM consistency as a whole, and as three HRM bundles (ability, motivation, and opportunity) could enhance the perceived organizational justice of employees in family SMEs, and whether this differs for family and non‐family employees. We indeed found that HRM consistency is a condition for perceived organizational justice of employees and that this effect was more pronounced for non‐family employees than for family employees. We explain this difference by the distinct environment where the fairness heuristics of employees developed. Where non‐family employees develop their fairness heuristics only in the business sphere, family employees start to develop their fairness heuristics earlier on in the family sphere. We also found evidence that inconsistencies in the motivation‐enhancing HRM bundle were most susceptible to negative perceptions of organizational justice.

Evaluation of Firms Supports Policies

Purpose: This study evaluates, analyzes, and measures support policy for small and medium enterprises in Hanoi to propose some recommendations to help small and medium enterprises improve business performance and expand scale. Theoretical Framework: In terms of scale, among the SMEs operating in the area, SMEs in the non-state sector account for the largest proportion, estimated at about 97.2%. This shows that SMEs in the non-state sector contribute an important part to Hanoi's economy. The average production and business capital of non-state-owned SMEs increased by 10.2%. This may represent the development and performance enhancement of firms in this area. Method/Design/Approach: A survey was conducted with the participation of 210 employees of SMEs in Hanoi, including the board of directors and sales department heads. Analytical methods such as descriptive statistics, independent t-tests, and ANOVA analyses are used to test and measure the scales. Results and Conclusion: Research results show that support policies for small and medium enterprises in Hanoi are highly appreciated. There is no statistically significant difference in the support policy for small and medium enterprises in Hanoi between these different genders, ages, job positions, business operating times, and business sectors. Research Implications: This research uses the contents of the support policy for small and medium enterprises in Hanoi and the business performance of SMEs in Hanoi based on prior studies in the realm of firms. Within the context of the digital transformation of the entire society and industrial revolution 4.0, these variables are useful solutions for SMEs. Originality/Value: This study uses a new research methodology to evaluate and measure the support policy for small and medium enterprises in Hanoi. The paper's primary contribution is findings that benefit the SMEs in Hanoi in the improvement of their scale expansion and business performance.

Job Design and Employee Involvement on SMEs Performance: The Mediating Role of Employee Motivation

The study used empirical data to explore the impact of job design and employee involvement on Small and Medium-Sized Enterprises (SMEs’) performance. Data was collected from 367 employees of Ghanaian SMEs using random sampling. IBM SPSS 24 and AMOS-SEM were used for confirmatory factor analysis and to analyse the latent variables. The measurement model was tested on the entire dataset using exploratory factor analysis. The investigation demonstrated a strong fit for a four-factor hypothesis model. The study revealed a statistically significant beneficial relationship between job design and employee involvement in organisational performance. It also found a favourable correlation between job design, employee involvement and motivation. However, there was a negative correlation between employee motivation and organisational performance. The study uniquely focused on SMEs in an emerging economy like Ghana using financial sector tiers two and three. The implication is that job design and employee involvement improve SMEs’ performance and give them a competitive advantage. The study underlines the significance of job design and employee involvement in Ghanaian SMEs, mainly in the Greater Accra Region. This study is of great value as it informs policymakers and actors of small and medium enterprises of the need to appropriately design jobs that interest and elicit employee involvement and performance.

The Factors Hindering the Effective Development of SMEs Businesses in Tanzania a Review Study

The development of SMEs worldwide is dependent upon a favourable business situation. However, SMEs in Tanzania confront a number of obstacles that prevent them from growing, including a lack of funding, inadequate market accessibility, a lack of entrepreneurial expertise and skills, bureaucracy, lack of business training, lack of good infrastructure, a lack of collateral, low production, unfavourable regulations, corruption, the motivation of the business owners, limited access to information, inadequate raw materials and other related factors. The significance of the study is to review on the issues preventing Tanzanian SMEs from developing. The SMEs, businesses have been demanded as the backbone for the growth of economic in almost all the developing countries including Tanzania. In Tanzania it has contributed almost 30% of the national GDP, and almost 20-30% of the total labour force, thus 3-4 million people employed. Therefore the paper has addressed some factors internal, external and other related factors as reviewed that act as the setbacks towards the SMEs development. The study has focused on literature review of different articles, research and case studies done. Mwanza region was chosen as one of the case study because of great opportunity to SMEs in the region, which if could be well utilized could add high Gross Domestic Product (GDP) of the country. The SMEs involved are such as; retail shops, bars, restaurants, hotels, playing stations, decoction centres, stationeries, etc Tanzania To achieve the intended objective, the researcher developed research question that was aimed at assessing the factors affecting performance and development of SMEs, contributions and solutions to SMEs. Data were collected from literature review of paper and cited by the author concerning Tanzania. The finding showed that most of the SMEs fails to develop due to; failure to access financial support, lack of business skills, poor technology used due to lack of awareness, lack of enough government support, high taxes imposed , failure to comply with government regulations, sudden change in climatic conditions and government rules. The study concluded by suggesting and further recommended on the better strategies that SMEs could implement with the government support like; government should always work and collaborate with SMEs in all areas by implementing favourable business policies, financial institutions should impose affordable and easy regulation to access loan that supports the SMES operations. Also the SMEs owners and employees should be given enough skills to help them perform better and copy with the daily change in technology advancement to assure effective and efficiency performance of the SMEs for their future sustainability in Tanzania.

The Moderating Role of Technological Capabilities in the Relationship between Entrepreneurial Marketing and Firm Performance: A Qualitative Approach

Entrepreneurial marketing (EM) is a dynamic and innovative approach to marketing that is particularly well-suited for startups and small businesses. Thus, the study focuses on Sudanese SMEs in order to assist them in achieving profitability, sustainability, and competitive advantage in the long term. Consequently, our objectives are to develop the research pre-model and to explore in depth how entrepreneurs, managers, and employees of SMEs in Khartoum-Sudan are familiar with the concepts of the research pre-model, and how they can employ and take advantage of study concepts. To achieve these objectives, we relayed on the qualitative method an inductive approach to test the validity and to develop the research pre-model. Hence, we have designed an open-ended question scenario and conducted a certain interview utilizing multiple qualitative methods to gather the data from the purposive sample which consists of (15) individuals. We have divided the scenario into three main parts of questions, first open-ended questions about EM, in this regard the most important question that has been asked to the interviewees was “What are the factors/dimensions that comes to your mind when you hear about EM”? Secondly, open-ended questions about technological capabilities TCPs. “The commonly thought view of TCPs proposes that firms with strong technological capability can rapidly identify technological opportunities and the value of technological resources and utilizing modern equipment, in this scope benefits of entrepreneurial marketing should therefore be enhanced by a firm’s high technological capability”. e.g., “What are the expected advantages that will be rewarded by employing TCPs in SMEs”? Finally, we have grouped data into concepts, categories, and themes and then utilized a manual-thematic analysis as a method for identifying, analyzing, and interpreting patterns within data. In this scope we have analyzed the data and interpreted the results within three main themes. Accordingly, significant new dimensions have been discovered and generated which led to our final developed and adapted research model.

중소기업의 공유가치 창출(CSV) 활동과 기업의 사회적 지위 인식, 성장 마인드셋, GRIT 간의 구조적 관계

This study investigates the relationship between SMEs’ CSV (economic and social value) activities, recognizing corporate social status, growth mindset, GRIT (passion and persistence), and the mediating effect of the growth mindset. To this end, a questionnaire survey was conducted targeting employees of SMEs, and effective data from 333 participants were used with a response rate of 88.09%. Descriptive statistics and correlation analysis were performed on the collected data using SPSS and AMOS, and the structural equation model and mediation effect were verified. As a result of the study, First, CSV’s social value creation activities significantly positively affected the ‘recognizing corporate social status’. Second, ‘recognizing corporate social status’ had a significantly positive effect on ‘growth mindset’, but did not significantly affect ‘GRIT’. Third, ‘growth mindset’ significantly positively affected perseverance within GRIT, but did not affect ‘passion’. Fourth, ‘recognizing corporate social status’ significantly positively affected the ‘perseverance’ of GRIT through a ‘growth mindset’. This study is significant in that, based on the research results, it proposed a plan to improve employees' GRIT and 'growth mindset' from the perspective of human resource development in SMEs.

Psychological Empowerment Exploration on Innovative Work Behavior: The Role of Transformational Leadership as Mediator

Research aims: The objective of this research is to explore the effect of psychological empowerment on innovative work behavior with transformational leadership as a moderator.Design/Methodology/Approach: This research was designed using a quantitative approach where data was collected using questionnaires distributed to 190 employees of export SMEs in Bali. The gathered data was examined using Smart PLS 3.2.9 software.Research findings: The research found that psychological empowerment and its dimensions positively affected innovative work behavior. In addition, transformational leadership fully moderated the link between psychological empowerment and innovative work behavior. The limitation of the research indicated bias due to self-assessment reports. Meanwhile, the practical implications contribute to expanding understanding of the role of transformational leadership as a moderator. Thus, leaders have a reference in policy making.Theoretical Contribution/Originality: The theoretical contribution of this research contributes to the knowledge of on innovative work behavior by exploring psychological empowerment.Practitioners/Policy Implications: Practical implications contributed to expanding understanding of the moderating role of transformational leadership. Hence, leaders have a reference in policy making.Research Limitations/Implications: The sample used is still limited to the export SME sectors in Bali. This research uses a causality approach. Thus, the data reported is self-assessment.

The Moderating Role of Technological Capabilities in the Relationship between Entrepreneurial Marketing and Firm Performance A Qualitative Approach

Entrepreneurial marketing EM is a dynamic and innovative approach to marketing that is particularly well-suited for startups and small businesses. Thus, our study focuses on Sudanese SMEs in order to assist them in achieving profitability, sustainability, and competitive advantage in the long term. Consequently, our objectives are to develop the research pre-model and to explore in depth how entrepreneurs, managers, and employees of SMEs in Khartoum-Sudan are familiar with the concepts of the research pre-model, and how they can employ and take advantage of study concepts. To achieve these objectives, we relayed on the qualitative method an inductive approach to test the validity and to develop the research pre-model. Hence, we have designed an open-ended question scenario and conducted a certain interview utilizing multiple qualitative methods to gather the data from the purposive sample which consists of (15) individuals. We have divided the scenario into three main parts of questions, first open-ended questions about EM, in this regard the most important question that has been asked to the interviewees was “What are the factors/dimensions that comes to your mind when you hear about EM”? Secondly, open-ended questions about technological capabilities TCPs. “The commonly thought view of TCPs proposes that firms with strong technological capability can rapidly identify technological opportunities and the value of technological resources and utilizing modern equipment, in this scope benefits of entrepreneurial marketing should therefore be enhanced by a firm’s high technological capability”. e.g., “What are the expected advantages that will be rewarded by employing TCPs in SMEs”? Finally, we have grouped data into concepts, categories, and themes and then utilized a manual-thematic analysis as a method for identifying, analyzing, and interpreting patterns within data. In this scope we have analyzed the data and interpreted the results within three main themes. Accordingly, significant new dimensions have been discovered and generated which led to our final developed and adapted research model which can be shown in the body of study, Table 6.4.1 and Figure 6.4.1.

Competencies Matter for Digital Transformation and Operational Performance in Nepalese SMEs

This study investigates the effect of individual and organizational competencies on digital transformation implementation and operational performance in small and medium-sized enterprises in Nepal. Regression analysis with a small sample size is used to test the proposed research model and hypotheses utilizing data collected from 154 employees of SMEs in Nepal. The results of this study showed that individual capabilities measure of information and communication technology skills, change acceptance, and technology acquisition have positive relationships with digital transformation implementation in Nepal’s SMEs. In addition, the study’s results indicated that organizational infrastructure, top management’s willingness, and organizational support as a part of organizational capabilities positively affect digital transformation implementation. As individual and organizational capabilities are confirmed to be the drivers of DX implementation, firms should develop manuals and guidelines to understand employees’ work processes and improve work efficiency. Digital transformation implementation positively affects operational performance in Nepal’s small and medium-sized enterprises. The significance and value of this study lies in its potential to serve as fundamental guidance for corporations seeking to implement digital transformation and organizations contemplating adopting digital transformation strategies effectively.

Peningkatan Kompetensi UMKM dalam Penyusunan Anggaran Penjualan di Cikarang Pusat

The goal of sales budget support is to help companies or organisations create, implement, and oversee their own sales budget. The amount left over from the purchase price after products or services are sold for a predetermined period of time is known as the selling price. Analysing past data, answering client questions, determining target markets, and creating winning marketing campaigns are all steps in the process of creating a sales budget. The purpose of this step is to assist employees of SMEs in lowering sales pressure in the context of money management and business growth. This activity is intended to disseminate information about the advantages of lowering the purchase price, how fair competition can assist SMEs in reaching their financial objectives, and how this process can be maximised. This activity is anticipated to offer insights into the advantages of sales budget support, how SMEs may attain their financial objectives with the appropriate strategy, and how this process can be improved for increased efficacy. By offering advice on how businesses should plan and manage their sales budgets, this activity can also add to the body of knowledge on financial management and business planning. Over time, support from sales budgets can play a significant role in a company's ability to succeed and expand sustainably.

Tools to support managerial decision - building competencies in data driven decision making in manufacturing SMEs

The era of digitization is radically transforming the manufacturing sector. The advancement of sensors, communication networks, and internet-based systems enables the collection of vast amounts of data, acquired at a high speed that can be used to support managerial decision making. However, the full use of this technological potential often encounters barriers in missing resources and competences, especially in small and medium-sized enterprises that do not have sufficient funds for the acquisition of tailor-made solutions and the systematic training of employees in Data-Driven Decision Making. We are trying to address this deficiency through a newly designed learning path that allows employees of SMEs to acquire competencies that will enable them to create their own low-cost tools to support managerial decision-making in their companies. In this article, we want to present both the structure and content of the newly designed learning path, but also the expected educational and evaluation strategy.