Enhancement Of Organizational Performance Research Articles

Cultivating Organization Excellence: A Proposed Conceptual for Aligning Performance Management Systems with Corporate Culture Development in the Mining Industry

Purpose: This study proposes a conceptual framework for aligning performance management systems (PMS) with corporate culture development to cultivate organizational excellence. Method: The study employs an exploration approach. It involves analyzing and observing existing performance management systems, identifying corporate culture development and intervention alignment in the resource capabilities area, and offering detailed benchmarks for improvement. Results and Conclusion: By emphasizing strategic alignment, the framework facilitates nuanced benchmarking, enabling organizations to prioritize and implement decisions that harmonize the PMS with corporate culture development. The study contributes to effective management practices in the dynamic mining sector, providing a tailored solution for organizations striving for operational excellence through the integration of KBPMS and corporate culture development. Implications of the Research: The proposed conceptual framework offers practical implications for mining enterprises. It guides the enhancement of organizational performance by aligning KBPMS with corporate culture. Originality/Value: This study adds value by introducing a comprehensive conceptual framework tailored to the mining industry, addressing critical aspects of PMS and corporate culture alignment for achieving operational excellence.

A Study on Feedback Mechanisms, Managerial Skill Enhancement, and Evaluation Fairness of Performance Management.

Performance management plays a crucial role in the success of any organization, serving as a framework for assessing employee performance, providing feedback, and guiding professional development. In the dynamic landscape of modern businesses, the effectiveness of performance management practices is paramount for maintaining a motivated and productive workforce. Recognizing the significance of this aspect, this study delves into the feedback mechanisms, managerial skill enhancement, and evaluation fairness within the performance management framework at Innoart Technologies. By examining these key components, we aim to gain insights into how the company can optimize its performance management processes to foster employee growth, ensure managerial effectiveness, and uphold fairness and transparency in performance evaluations. In doing so, we endeavor to contribute to the enhancement of organizational performance and the cultivation of a positive work environment at Innoart Technologies.

Partial Least Square Structural Equation Model “PLS-SEM” to Predict Total Quality Management in UAE Higher Education: A Comprehensive Framework for Organizational Performance Enhancement

Abstract The effectiveness of organizations and the satisfaction of customers are both significantly improved by providing outstanding quality. To better meet the needs of their consumers, an increasing number of firms are implementing quality improvement programs such as total quality management (TQM). The major objective of this research paper is to examine the effects of TQM components on the efficiency and effectiveness of UAE higher education institutions (HEIs). The association between TQM components and organization performance was investigated using a quantitative research technique based on a survey study design. The partial least square structural equation model (PLS-SEM) was used to quantify the reflectiveness of 99 data. The study found that TQM has a positive impact on employee satisfaction and service quality in HEIs. It was revealed that TQM has a significant impact on organizational performance, with service quality serving as a mediator. Furthermore, the results revealed that service quality and students’ satisfaction are fully mediating the relationship between TQM and organizational performance. The current study concludes that HEIs are implementing TQM to enhance market performance and comprehend the evolving business trends. The study has added to the body of information about the relationship between TQM elements and organization performance.

Winning hearts and minds: the charismatic leader’s role in SME productivity

PurposeThis study focuses on exploring charismatic leadership within Lebanese Information Technology (IT) small and medium-sized enterprises (SMEs) and its influence on productivity. Through an in-depth analysis of the charismatic qualities and behaviors exhibited by leaders in these organizations, this research aims to delineate how such attributes may shape productivity levels. This study aims to deepen our understanding of leadership dynamics within the context of Lebanese IT SMEs, providing essential insights that can contribute to the enhancement of organizational performance and success.Design/methodology/approachThis fundamental research used a quantitative approach and a purposive sampling method to select 342 Lebanese IT SMEs for primary data collection through a survey. Statistical regression analysis was then applied to treat the collected data.FindingsThe findings of this study reveal a positive correlation between charismatic leadership and increased innovation behavior among group or board members. This correlation can be strengthened by fostering a sense of ownership toward innovation and by ensuring a healthy work-life balance. Furthermore, the creation of an environment that emphasizes open communication and trust can enhance this correlation.Practical implicationsThe implications of these findings are significant for organizations seeking to enhance their innovation capabilities. They suggest that investing in the development of charismatic leadership skills can be a valuable strategy for fostering innovation and creativity.Originality/valueThis study offers a unique and practical assessment of the role that charismatic leadership plays in maintaining resilient firm structures, especially during periods of political and economic instability.

Implementing Lean Six Sigma in financial services: the effect of motivations, selected methods and challenges on LSS program- and organizational performance

PurposeThe purpose of this paper is to contribute to the limited body of empirical knowledge on the impact of Lean Six Sigma (LSS) program implementations on organizational performance in financial services by investigating how antecedents of Lean Six Sigma program success (motivations, selected LSS methods and challenges) affect organizational performance enhancement via LSS program performance.Design/methodology/approachA sample of 198 LSS professionals from 7 countries are surveyed. Structural equation modeling (SEM) is performed to test the questioned relations.FindingsThis study’s findings comprise: (1) LSS program performance partially mediates the relationship between motivations for LSS implementation and organizational performance, (2) selected LSS method applications has a fully (mediated) indirect impact on organizational performance, (3) LSS implementation challenges also have an indirect (mediated) impact on organizational performance and (4) LSS program performance has a positive impact on organizational performance.Originality/valueThe findings of this research predominantly provide nuances and details about LSS implementation antecedents and effects, useful for managers in advising their business leaders about the prerequisites and potential operational and financial benefits of LSS implementation. Furthermore, the paper provides evidence and details about the relationship between important antecedents for LSS implementation identified in existing literature and their impact on organizational performance in services. Thereby, this research is the first in providing empirical, cross-sectional, evidence for the antecedents and effects of LSS program implementations in financial services.

Abraham Maslow’s Hierarchy of Needs and Frederick Herzberg’s Two-Factor Motivation Theories: Implications for Organizational Performance

Motivation is an essential component in the enhancement of organizational performance. Motivation theories have emerged over time toward providing insight into the importance of motivation in achieving organizational success. The paper embarks on a comparative study of Abraham Maslow’s hierarchy of needs and Herzberg's two-factor motivation theories to ascertain any relationship and implications for organizational performance. The study relied on qualitative data collected from scholarly articles whereby they were analyzed using the case study approach and expounded thematically. The study bares a correlation between Maslow’s hierarchy of needs and Herzberg’s two-factor motivation theories, in which they provided overlapping models on the structure of needs that represents both intrinsic and extrinsic motivation. The implication of the theories has shown that individual needs differ and that the blend of both the intrinsic and extrinsic motivation factors, as shown by both theories, cannot be isolated, as the regular application of both factors would produce robust employees energized for higher performance. It is concluded that the success of any organization is pivot not only on the capacity of a manager to organize and coordinate material resources, but also to recognize the divergence of the needs of individuals and develop approaches to satisfy them.

Employees’ perception towards e-learning: an exploratory study in the information technology sector in India

PurposeThe primary purpose of this research paper is to evaluate e-learning among employees of Information Technology (IT) companies based in Hyderabad, India.Design/methodology/approachA survey was undertaken among the employees from different IT companies based in Hyderabad, India, to gauge the perception towards e-learning. The participants were selected randomly. The evaluation is based on a few factors: convenience, usefulness, course content, quality, effectiveness and benefits for employees and organizations. The responses were recorded online through a structured questionnaire. In total, 237 responses have been collected for this present study, of which 227 questionnaires were used for analysis.FindingsThe surveyed employees perceived that e-learning helped them enhance their workplace competency in a flexible but effective manner. The e-learning also empowered the learners and ultimately contributed to the enhancement of organizational performance in some ways.Research limitations/implicationsLimitation of the study – by examining the pris study was confined to employees working with IT companies based in Hyderabad City, India. The data is collected online, and there may be some insufficient responses. Implications of the study – the study results show a deep insight into the critical aspects of e-learning as a tool for employee training for the benefit of employees and organizational development. The surveyed respondents from the IT sector at Hyderabad perceived that keys to successful e-learning programs should give due consideration towards availability of internet bandwidth, making the course more interactive, providing more choices to the learners and user-friendly and personalized learning experience. The study also shows that the e-learning programs primarily benefit the employees as well as the organization in a manner, namely, improved productivity, helping to achieve business objectives of the firm, growth and advancement to the employees and enhancing the job-related knowledge. The study also discovered that e-learning improves employees’ opportunities for professional growth and advancement inside and outside the organization by assisting them in learning new skills and enhancing job-related information.Practical implicationsThe internet penetration in recent years, as well as post-Covid-19, has given rise to online learning in the education and corporate sectors. The emergence of online or e-learning has been gaining ground in the corporate world by replacing the existing face-to-face or physical training model because of the cost factor and flexible learning to the learners. E-learning improves the learner’s ability to adapt to the company’s constantly changing business environment, which in turn helps the company increase departmental productivity and, ultimately, achieve its overall business goals.Social implicationsThe e-learning also empowered the learners and ultimately contributed to the enhancement of organizational performance in some ways. The e-learning also empowers the learner to perform better at his workplace and at the same time moving on the social ladder as the learning makes him/her confident at the job market.Originality/valueThis study provides a valuable understanding of employee perceptions on the adoption and effectiveness of e-learning, which ultimately improves the benefits of the training and development department in realizing and enhancing the quality in corporate companies.

The Role of Human Resources Competence, Internal Control System, And Financial Accountability in Enhancing Organizational Performance: The Moderator Role of Human Resource Managers

This study examines the role of internal control systems, human resource competencies, and financial accountability in organizational performance as viewed by human resource managers. The research was carried out in Jordanian business organizations. The sample included executives from 130 companies listed on the Amman Stock Exchange. A questionnaire was created and distributed to collect data, which was then analyzed using SPSS version 25. According to the study, financial accountability, internal control systems, and human resource competencies all contribute to the improvement and enhancement of organizational performance, and human resource managers play an important role in this. According to the study, organizations should strive to include such components at all levels to achieve effectiveness and gain a competitive advantage.

Organizational Performance Enhancement Through Better Self-Management

Organizational Performance Enhancement Through Better Self-Management

Information Literacy as a Predictor of Work Performance: The Mediating Role of Lifelong Learning and Creativity.

This study examined the effect of information literacy (IL) on work performance with mediating role of lifelong learning and creativity among journalists in Pakistan. A cross-sectional survey using an online questionnaire was conducted in the press clubs of four provinces (e.g., Punjab, Sindh, Khyber Pakhtunkhwa, and Baluchistan) and the federal capital Islamabad for data collection. The received 1084 responses were analyzed using the partial least squares structural equation modelling. The results indicated that IL of journalists had a direct and indirect but positive influence on their work performance. The lifelong learning and creativity skills also mediated the relationship between IL and work performance. This study provided empirical evidence for how IL directly influence work performance and indirectly with the mediated role of lifelong learning and creativity. These pragmatic insights may inform academicians and enterprises about the IL importance at workplace for enhancement of organizational performance and achieving a competitive advantage. Such results may also initiate an instruction program for existing as well as for prospective journalists to impart IL education. This study could be a worthy contribution to the existing IL research in the workplace context in general and of journalists' workplace in particular as no such study has appeared so far.

Innovation and Key Benefits of Business Models in Blockchain Companies

Existing business models are changed and disrupted by blockchain technology, which warrants more research. This study tries to describe the phenomena of blockchain technology in relation to business model innovation in the enterprise ecosystem on the basis of that. Blockchain technology has been shown to increase organizational performance empirically. The value system concept is used in this study to explain this phenomena. This study employs a multiple-case study to respond to research questions using abductive reasoning. Overall, the outcomes According to this study, blockchain technology benefits an organization in four different ways: I value capture through higher profitability; (ii) value creation through private partnerships; (iii) value delivery through smart contracts; and (iv) value proposition that drives value by raising the organization's business value through operational improvements. This report also suggests a blockchain ecosystem with various private and consortium organizations. Private ecosystem focused on internal organizational performance enhancement within one corporate enterprise. The consortium ecosystem, on the other hand, is focused on fostering corporate cooperation.

The Effect of Cultural Intelligence, Conflict, and Transformational Leadership on Decision-Making Processes in Virtual Teams

The rapid development of information and communication technology (ICT) has resulted in several improvements in diverse aspects of the organizational structures, including the introduction of virtual teams (VTs). Organizations rely on VTs since they bring a lot of benefits, such as the enhancement of organizational performance. However, effective VTs cannot exist without the proper implementation of decision-making processes. There is a lack of scientific research that attempts to understand the factors affecting decision-making processes in VTs. Studies in this area have only been conducted in the United States and Europe. However, such research has not been conducted in the Middle East, where specific scientific solutions are still required to improve the performance of VTs. Therefore, this study is conducted in the Middle East to gain scientific knowledge on this region’s specificity. Thus, the objective of this study is to identify the factors that affect VT decision-making processes. An online survey was used to collect data (Google forms) from companies in the IT industry in UAE, which are engaged in VTs. A literature review, survey methods, and structural equation modeling were used. The results showed that culture intelligence (CQ), transformational leadership (TL), and task conflict have a positive effect on VT decision-making processes, and relationship conflict has a negative impact on VT decision-making processes, which provides the management teams with a guideline on what to concentrate on in the measuring and enhancement of the effectiveness of VT decision making.

Big Data Analytics Quality in Enhancing Healthcare Organizational Performance: A Conceptual Model Development

The advancement of Big Data Analytics (BDA) has aided numerous organizations in effectively and efficiently adopting BDA as a holistic solution. However, BDA quality assessment has not yet been fully addressed, therefore it is necessary to identify essential BDA quality factors to assure the enhancement of organizational performance, particularly in the healthcare sector. Hence, the goals of this study are to recognize and analyse the determining factors of BDA quality as well as to suggest a conceptual model for enhancing the performance of healthcare organizations via BDA quality assessment. The proposed conceptual model is based on a related theoretical model and previous research on BDA quality. The essential BDA quality factors being selected as determinants consist of reliability, completeness, accuracy, timeliness, format, accessibility, usability, maintainability, and portability. The findings of this ongoing study are used to develop a conceptual model that is proposed in line with the ten-research hypothesis and may offer a better assessment quality model to improve the performance of healthcare organizations.

Islamic Principles of Human Resource Development and Their Relevance to Oraganizational Performance

Total number of skilled and knowledgeable people available in a society are called its human resources. In organizational context, workforce is termed as human resource of that organization. Recent studies have shown a positive link between human resource development and organizational performance. Business organizations incorporate several strategies to develop their human resources to achieve the objective of higher productivity and performance. In global business environment, where local cultures and beliefs are part of organizational development policies, Islamic values cannot be denied. Although HRD is new concept however its basic functions are deep rooted into old concepts of knowledge and skill development. Islam also presents its unique perspectives on human development. In Quran and Sunnah of the Holy Prophet there are many guidelines that refine the personalities of the personnel. Islamic concepts of vicegerent hood, knowledge acquisition, training, accountability, etc are essential constituents of HRD function in Islam. These values positively affect human personality that ultimately results in organizational productivity and performance. Through qualitative analysis important attributes of HRD in Islamic context are highlighted in this paper. It is concluded that Islamic framework of HRD is holistic in nature and provides basis for individual as well as organizational performance enhancement.

The Effect of Information sharing and Inventory Management in the Supply Chain Practices on Firms’ Performance: Empirical Evidence from Some Selected Companies of Ethiopia

The objective of this paper is to investigate empirically the effect of information sharing and inventory management practice on firms’ performance. To achieve the stated objective the study targeted supply chain practices of some companies operating in Ethiopia. Data were collected from 170 respondents including employees, suppliers, and distributors of the companies under investigation. Before the analysis of data, the accuracy of data entry, the existence of missing values, normality of data distribution and outliers checked and proved the nonexistence of serious issues. The specified objective and proposed hypotheses in this study tested by structural equation modelling (SEM). The result shows information sharing and inventory management practices have a direct and significant effect on the firm’s performance. Similarly, the higher share of information leads to better inventory management practice, which in turn leads to a greater performance of firms. The study concludes that information sharing has both direct and indirect effects on a firm's performance in the supply chain practices; whereas inventory management practices have a direct effect on the firm's performance. Generally, the results of the study have major theoretical and practical implications. Theoretically, it offers concrete evidence on the significant effects of information sharing and inventory management in the supply chain practices on firm’s performance in developing countries; and hence contributes to the scarce body of literature and reduces the gaps of knowledge in the developing countries on the specified area of study. Besides the theoretical implication, practically the study allows the companies and industries under the considerations to recognize the significant effects of information sharing and inventory management practices on firm’s performance and to use this information to develop and enhance culture of information sharing and usage of sound inventory management techniques in the supply chain practices for the enhancement of organizational performance.

A combined hesitant fuzzy MCDM approach for supply chain analytics tool evaluation

Data quantity generated in supply chains expands as supply chain processes get more complex. Companies can leverage such data and gain valuable insight into their processes with Supply Chain Analytics (SCA) tools. The selection of the most appropriate SCA tool directly affects companies’ productivity since they allow enhancing visibility, obtaining informed decision-making and developing well-planned strategies for companies. A simple, practical, efficient and robust decision-making method can help select the most suitable SCA tool. Such a selection problem can be solved with multi-criteria decision-making (MCDM) methods that consider different criteria. This paper proposes an SCA tool evaluation model which combines hesitant fuzzy linguistic term set (HFLTS), analytic hierarchy process (AHP), multi-objective optimization by ratio analysis, and the full multiplicative (MULTIMOORA). The HFLTS technique is applied for handling the uncertainty and hesitancy of experts’ views in the evaluation process. The weights of the six main selection criteria and their thirty sub-criteria are computed via the hesitant fuzzy linguistic (HFL) AHP method. Then, the HFL MULTIMOORA method is combined with the fuzzy envelope technique for the first time in the literature to rank the eight SCA tool alternatives from different companies. A case study for a logistics firm illustrates the potential of the proposed evaluation model, which underlines the most important criteria to be the statistical power, product quality improvement, organizational performance enhancement, and service cooperation. It also ranks PeopleSoft as the most appropriate SCA tool for the case company. A comparative analysis with the HFL VIKOR method demonstrated that the proposed method is robust and consistent.

헤어샵 구성원의 셀프리더십이 조직시민행동에 미치는 영향

Organizational citizenship behavior of people working in the industry of hair-beauty can prevent people from escaping from respective organizations as well as contribute to the realization of organizational performance of hair-shops efficiently. The present study aimed to identify the effect of self-leadership of members of hair-shop, the significant factor in regard to the enhancement of organizational performance, upon organizational citizenship behavior. A total of 207 members, working in the franchise hair-shops residing in Busan metropolitan area were selected as subjects of the present study for the survey conducted during the period from April 19 to May 3, 2020, employing the self-administered questionnaire on self-leadership and organizational citizenship behavior. The data collected from the questionnaires were processed by using the SPSS Statistical Package (Ver. 24.0) to attain results of frequency analysis, t-test, ANOVA, post-analysis (Duncan's Method), and multiple linear regression analyses. Level of self-leadership of subjects was 3.75±0.53 points comparing to full-score of 5.0 point, wherein it was the highest from members of average monthly income of 3-million KRW (p<0.05). Level of organizational citizenship behavior was 3.57±0.48 points comparing to full-score of 5.0 point, wherein the level of members of the last educational background of university graduation was the highest points of 3.85±0.58 (p<0.01). The results of multiple linear regression analysis revealed the level of self-leadership as increasing in accordance with increasing level of organizational citizenship behavior (p<0.05). The self-leadership of members, engaging in the industry of hair-beauty, appeared with significant effect on the organizational citizenship behavior. It seems a fair and reasonable compensation system, as well as the training for self-development through systematic educational courses, is necessary for the reinforcement of self-leadership of members working in hair-shops.

Result-Based Management System: A Mediating Factor for Employees’ Performance

In any organization, human resources stand as vital assets for success; these are to be highly valued in order to achieve the competitive edge. Therefore, human capital policies and practices should be tied to organizational goals. The impact of practices of HRM can be the channel that fuels sustained competitive advantage; therefore, enhancement of organizational performance should be the focus for an organization. Performance management comprises setting expectations, assessing behaviors and results of the employee, giving coaching and feedback, and performance evaluation over time to use in decision making. The aim is to line up individual efforts to achieve organizational goals. To this end, this study attempts to examine result-based management which is synonymous with performance management system, and how it drives employees’ productivity. Utilising the purposive sampling technique, staff within an educational institution were selected in Lagos. It was revealed that setting targets and performance standards would engender the desired productivity in employees. The study therefore recommends a comprehensive performance management system which should also be automated in order to capture key performance indicators of employees.

The effect of competition in the product market and financial flexibility on business strategy

PurposeThis study aims to track product market competition and financial flexibility on firms’ business strategies.Design/methodology/approachFor this purpose, 187 listed firms on the Tehran Stock Exchange were selected by the systematic elimination for 2012–2018. The hypotheses were examined using the linear regression model. Ittner and Larcker’s (1997) model assesses the business strategy (dependent variable). The Herfindahl–Hirschman index is used to assess the product market competition (independent variable). Finally, the Frank and Goyal’s (2009) model investigates financial flexibility (independent variable).FindingsThe findings indicate that competition in the product market has significantly declined the resort of defensive and invasive business strategies and intensified opportunistic analytical and opportunistic strategies, benefiting from financial flexibility and facilitating defensive and opportunistic adaptation and decreased analytic and invasive strategies. Besides, the product market competition contributes to the firm’s financial flexibility and analytical, opportunistic, invasive and defensive strategies. Most of the studies in the field of business strategy analyzed some factors, such as performance (Zhang, 2016), tax avoidance (Higgins et al., 2015) and share pricing risk (Habib and Hasan, 2017). There is no study to assess the effect of business strategy on product market competition and financial flexibility.Originality/valueThe present study’s findings provide some invaluable concepts for firm managers on the significance of competition in the product market and financial flexibility. Focusing on competition intensity and flexibility level can deal with the board’s ambiguities on market structure and competitive status. The use of profitably competitive investment opportunities leads to selecting the most beneficial strategies, leading to a more efficient allocation of scarce resources and, finally, the enhancement of organizational performance.

Modified Carroll’s pyramid of corporate social responsibility to enhance organizational performance of SMEs industry

Research questions/issuesThe study seeks to examine Carrolls’ pyramid model in small-medium enterprises (SMEs) as an effective business strategy for organizational performance enhancement in industry of developing country which is in the initial phase of Industry 4.0 advance. The Corporate social responsibility (CSR) pyramid is important tool for fostering environmentally-sustainable manufacturing by having green manufacturing processes, green supply chain management, and green products and holds that firms should engage in relevant decisions, actions, policies and practices that simultaneously fulfill all component parts: ethical, legal, economic, philanthropic and environmental. Research findings/insightsOrganizational innovation as a mediator and corporate image as a moderator were incorporated in the modified conceptual model of Carroll’s pyramid. 888 valid responses from Small medium enterprises (SMEs) professionals in Pakistan manufacturing sector were collected, and then the structural equation modeling (SEM) based multivariate and conditional process modeling approaches were employed to conduct the investigation. Results demonstrated that the dimensions of modified Carroll’s pyramid of CSR have an affirmative and positive impact on the organizational performance of industrial SMEs if they were properly addressed in their innovation strategies. The findings further concluded that organizational innovation and corporate image are the significant mediator and moderator respectively between the dimensions of Carroll’s pyramid of CSR and the organizational performance that further enhance the organization performance and productivity in terms of ethical and sustainable business development and overall bottom line in the light of industry 4.0 approach. The outcomes confirmed that the inclusion of Industry 4.0, Cleaner Production, and Circular Economy concepts in the SME sector provides a synergistic business opportunity that intent to payback towards sustainable development by improving environmental management, production efficiency, and socially sustainable development for SMEs. Theoretical/academic implicationsThis study provides empirical support for the modified Carol’s pyramid in industrial SMEs following Industry 4.0 approach. As such, it suggests new avenues of research for both the Industry 4.0 literature, as well as for the studies in CSR and organizational performance perspective. Practitioner/policy implicationsOutcomes of this study suggest the senior managers of SME in industrial sector that implementing the modified CSR model would be an innovative and competitive business strategy in industry, which can effectively improve the organizational performance in terms of ethically, ecologically, and economically through organizational innovations and allows to foster Industry 4.0 development.