Enhancing Organizational Performance Research Articles

Enhancing Organizational Performance: Can Innovative Millennial Entrepreneurship and Business Continuity Take on A Mediating Role?

Facing business challenges requires creative ideas that can push into the realm of innovation. Innovation, which is widely held by the millennial generation, is advantageous for companies because this generation is good at developing ideas. However, the phenomenon is that 67% of creative media businesses in 2021 declined in revenue. In connection with these main obstacles, the purpose of this study is to identify constructs that can mediate the role of Relational Capital (RC) in organizational performance (OP). To address the research objective, this study concentrates on the creative media industry, utilizing a sample of 163 respondents. The data were analyzed using Structural Equation Modeling (SEM) through the AMOS software. The results reveal that RC does not have a significant impact on OP.This research examines the role of Innovative Millennial Entrepreneurship (IME) and Business Continuity (BC) in mediating RC to OP. This study empirically proved that RC has no significant effect on OP, but IME and BC can increase RC to OP, with a total effect of 1.487 for IME and 0.509 for BC. Based on this result, it is empirically proven that IME and BC fully mediate the role of RC in CP. This is a contribution to the theoretical domain of dynamic capacity theory.

Exploring the Role of Strategic Leadership in Enhancing Organizational Performance: A Case Study of Emerging Industries

Exploring the Role of Strategic Leadership in Enhancing Organizational Performance: A Case Study of Emerging Industries

Enhancing organizational performance through effective leadership and communication

This empirical paper aims to explore the concept of leadership in organizations and analyze its role and impact on organizational success. Leadership is a key aspect for the development and performance of organizations in a diverse and competitive environment. Referring to the literature and various studies, this paper aims to shed light on the qualities and behaviors that characterize successful business leaders, as well as to identify their strategies and practices used to influence their team towards achieving organizational objectives.Through an in-depth analysis of the literature and studies conducted in the field of leadership and business, the main qualities of successful business leaders will be examined, such as strategic vision, integrity, the ability to make wise decisions, the ability to communicate and inspire, as well as the ability to develop the team and encourage innovation. By understanding the role and impact of leadership, organizations can develop appropriate strategies and practices to improve performance and achieve long-term success in a changing and challenging environment.

Enhancing organizational performance through HR analytics capabilities: mediating influence of innovative capability and moderating role of technological turbulence

This research aims to emphasize on Dynamic Capability View and Human Capital Framework to analyze the effect of HR Analytics capabilities on organizational performance with innovative capability as a mediator. Further, the study will evaluate the role Technological Turbulence as a moderator. An empirical test utilizing a sample of 418 Indian HR professionals through structural equation modeling and Artificial Neural Network (ANN) was conducted. The findings illustrates that HR Analytics capabilities (intangible resources, human skills and tangible resources) have a significant impact on organizational performance. Innovative capability acts as a significant mediator between HR analytics capabilities and organizational performance. The relationship between organizational performance and innovative capability is positively moderated by technological turbulence. Further the mediated moderation impact of Innovative capability and Technological turbulence was significant between HR analytics capabilities and organizational performance. This research makes recommendations for HR directors and executives on how to effectively utilize their resources while keeping innovation in mind. The influence of technological turbulence encourages organizations to innovate and enhance business performance.

Enhancing Organizational Performance through HR 4.0 and Advanced Communication Tools

In order to better understand the mediating and moderating impacts of talent matching, this study examines the relationship between quality hiring and the implementation of HR 4.0 technology. The theories suggest that the implementation of HR 4.0 technology has a substantial direct impact on quality hires as well as an indirect impact through talent matching acting as a moderating and mediating element. This study investigates the substantial influence that HR 4.0 technologies have on firms' ability to hire top talent. Through a careful analysis of the literature and empirical data, this study clarifies the complicated implications of cutting-edge technological tools like automation, machine learning, artificial intelligence (AI), and data analytics on the recruiting and selection process. These results demonstrate how crucial it is to apply successful talent matching techniques in addition to HR 4.0 technologies to improve the quality of hires made by firms. Future research directions are suggested, along with implications for theory and practice.

Integrating Technological Innovations and Human Resource Practices for Enhancing Organizational Performance and Employee Well-being in Developing Countries

The integration of technological innovations with advanced human resources (HR) practices represents a pivotal strategy for enhancing organizational performance and employee well-being, particularly in the context of developing countries. This paper synthesizes insights from various studies to explore the dynamic interplay between technology, HR practices, and the unique challenges and opportunities present in developing economies. It highlights the transformative potential of this integration in overcoming traditional operational and hierarchical barriers, fostering environments conducive to innovation, knowledge sharing, and a positive workplace climate. Despite facing challenges such as resistance to change, infrastructural limitations, and the need for contextual sensitivity, strategic approaches to integration offer promising pathways for organizations to enhance efficiency and competitiveness. The paper argues for the critical role of leadership styles, specifically transformational and authentic leadership, in amplifying the benefits of technological and HR integrations. It concludes that while the integration process is complex and fraught with challenges, it presents a significant opportunity for organizations in developing countries to achieve sustainable growth and enhanced employee satisfaction. Future research directions are proposed to further investigate the contextual influences on these integrations, including cultural, economic, and technological factors, aiming to develop more effective and tailored implementation strategies.

Enhancing Organizational Performance Through Competency-Based Human Resource Management: A Novel Approach To Performance Evaluation

Enhancing Organizational Performance Through Competency-Based Human Resource Management: A Novel Approach To Performance Evaluation

The Role of HR Analytics in Enhancing Organizational Performance: A Review Literature

The Role of HR Analytics in Enhancing Organizational Performance: A Review Literature

Enhancing Organizational Performance: Harnessing AI and NLP for User Feedback Analysis in Product Development

This paper explores the application of AI and NLP techniques for user feedback analysis in the context of heavy machine crane products. By leveraging AI and NLP, organizations can gain insights into customer perceptions, improve product development, enhance satisfaction and loyalty, inform decision-making, and gain a competitive advantage. The paper highlights the impact of user feedback analysis on organizational performance and emphasizes the reasons for using AI and NLP, including scalability, objectivity, improved accuracy, increased insights, and time savings. The methodology involves data collection, cleaning, text and rating analysis, interpretation, and feedback implementation. Results include sentiment analysis, word cloud visualizations, and radar charts comparing product attributes. These findings provide valuable information for understanding customer sentiment, identifying improvement areas, and making data-driven decisions to enhance the customer experience. In conclusion, promising AI and NLP techniques in user feedback analysis offer organizations a powerful tool to understand customers, improve product development, increase satisfaction, and drive business success.

Exploring the Role of Ethics and Accountability in Enhancing Organizational Performance: The Moderating Influence of Perceived Organizational Support in the Public Sector

Exploring the Role of Ethics and Accountability in Enhancing Organizational Performance: The Moderating Influence of Perceived Organizational Support in the Public Sector

Financial Literacy at Work: Enhancing Organizational Performance through Employee Training Investments

Financial Literacy at Work: Enhancing Organizational Performance through Employee Training Investments

Enhancing Organizational Performance through COBIT 2019-Based IT Governance Audit: A Case Study of a Digital Technology Company

Enhancing Organizational Performance through COBIT 2019-Based IT Governance Audit: A Case Study of a Digital Technology Company

Enhancing Organizational Performance Through Supply Chain Integration: A Literature Review

Enhancing Organizational Performance Through Supply Chain Integration: A Literature Review

The Impact of Cloud Systems on Enhancing Organizational Performance through Innovative Business Models in the Digitalization Era

Abstract Information technology has massively transformed the world of business over the past fifty years - first individual functional areas within companies (“first wave”), later increasingly also cross-divisional value-added processes and trade (“second wave”), advent of the internet and the World Wide Web marked a transformative shift in how information is accessed, shared, and distributed (“third wave”), mobile computing and smartphone (“fourth wave”) and cloud computing that has emerged as a paradigm for delivering computing resources and services over the internet on-demand, providing scalability, flexibility, and cost-effectiveness (“fifth wave”). This paper investigates the transformative impact of cloud systems on increasing organizational performance through innovative business models in the age of digitalization. By employing a mixed methods approach, the study integrates qualitative and quantitative techniques to provide a comprehensive understanding of the research phenomenon.

Enhancing Organizational Performance: Investigating the Intersection of Employees’ Job Outcomes and Workplace Environment

Work engagement, job involvement, and job satisfaction are pivotal in shaping employees’ job outcomes, which subsequently influence organizational performance. However, these critical factors are often deficient in Pakistan’s pharmaceutical industry, leading to suboptimal performance levels. This study delved into the relationship between job outcomes and organizational performance, with a particular focus on the mediating role of the workplace environment. An analysis of data from 240 employees across 52 pharmaceutical companies in Lahore, utilizing SPSS and Hayes’ PROCESS macro, revealed that job attitudes significantly impact performance, mediated by the workplace environment. The study identified management practices, effective communication, technology integration, feedback mechanisms, and resource empowerment as key drivers of improved performance. These findings offer valuable insights for policymakers aiming to enhance employee outcomes and boost organizational performance within the pharmaceutical sector.

Enhancing organizational performance through knowledge-oriented leadership: the neglected role of employee creative work behavior and digital citizenship behavior in IT industry

PurposeDrawing upon Drucker’s theory of productivity, this study proposes to examine the relationship between knowledge-oriented leadership (KOL) and knowledge worker performance (KWP) within the Chinese information technology (IT) industry during the COVID-19 pandemic. Further, this study examines the direct connection between KWP and organizational performance (OP), as well as mediated via employee creative work behavior (ECWB), and digital citizenship behavior (DCB).Design/methodology/approachThe data for the research was collected from a sample size of 322 individuals working in the IT industry context in China, with varying levels of seniority (lower, middle and upper). The relationship was examined by employing Smart PLS 4 in a current study.FindingsThe study findings revealed a significant and conspicuous effect of KOL on KWP. The outcomes divulged the fact that KOL has a positive impact on the ECWB, and DCB improves the performance of knowledge workers, resulting in an overall augmentation in the organizational performance of the IT industry.Originality/valuePresently, there exist a scarcity of substantial empirical studies to thoroughly examine the influence of KOL, ECWB, DCB, KWP and OP in the domain of Chinese IT industry research, particularly in the setting of the pandemic. The study makes a substantial contribution to the extant literature on the topic via empirically examining the association among KOL, KWP and organizational performance, as well as evaluating the mediation mechanism of both employee creative work behavior and digital citizenship behavior.

A Study of Diversity on Recruitment

Recruitment is the process of finding and attracting qualified individuals to fill job positions within an organization. It involves identifying the staffing needs of the organization and seeking out suitable candidates to meet those needs. Recruitment plays a crucial role in ensuring that organizations have the right talent to achieve their goals and objectives. It encompasses various activities, including job posting, candidate sourcing, resume screening, interviewing, and selection. A well-executed recruitment process can result in the hiring of talented individuals who contribute positively to the organization’s success. Recruitment is the cornerstone of building a successful organization. It’s the process by which companies identify, attract, and hire the most qualified individuals to fill job vacancies within their ranks. Beyond merely filling positions, recruitment is about finding the right fit — individuals who not only possess the necessary skills and qualifications but also align with the company’s culture, values, and long-term objectives. In today’s competitive business landscape, recruitment has evolved from a transactional process to a strategic function. Companies recognize that their success hinges on the talent they attract and retain. As such, recruitment practices have become more sophisticated, incorporating elements of employer branding, candidate experience, and diversity and inclusion. This introduction sets the stage for exploring the multifaceted nature of recruitment — from understanding the evolving needs of organizations to navigating the complexities of attracting top talent in a competitive market. Throughout this exploration, the importance of recruitment as a driver of organizational success will become increasingly apparent. Talent Acquisition: The primary objective of recruitment is to attract and identify talented individuals who possess the skills, qualifications, and experience necessary to fulfil the requirements of specific job roles within the organization. Fulfilling Organizational Needs: Recruitment aims to address the staffing needs of the organization by filling vacancies promptly with qualified candidates. This ensures that the organization has the right personnel in place to achieve its short-term and long-term goals. Building a Diverse Workforce: Recruitment plays a vital role in promoting diversity and inclusion within the organization by seeking candidates from varied backgrounds, experiences, and perspectives. A diverse workforce fosters innovation, creativity, and better decision-making. Enhancing Organizational Performance: By recruiting top talent, organizations can improve their overall performance and competitiveness. Hiring individuals who possess the required skills and expertise can lead to increased productivity, efficiency, and effectiveness across all levels of the organization. Creating a Talent Pipeline: Recruitment serves as a proactive measure to build a pool of potential candidates for future job openings. Establishing a talent pipeline ensures that the organization has access to a continuous supply of qualified individuals, reducing the time and resources spent on future recruitment efforts.

Enhancing Organizational Performance through Stress Management: The Role of the My-Stress Application

Enhancing Organizational Performance through Stress Management: The Role of the My-Stress Application

The Role of Cross-cultural Leadership and Leader-member Exchange in Enhancing Organizational Performance in the Era of Big Data and AI Integration: A Study of Chinese Companies' Investments in South Korea

The Role of Cross-cultural Leadership and Leader-member Exchange in Enhancing Organizational Performance in the Era of Big Data and AI Integration: A Study of Chinese Companies' Investments in South Korea

دور التمكين الإداري في تعزيز الأداء التنظيمي بالكليات الأهلية في مدينة عنيزة من وجهة نظر الموظفين وهيئة التدريس فيها

The study aimed to The Role of Administrative Empowerment in Enhancing Organizational Performance in Private Colleges in the City of Unaiza from the Perspective of Employees and Faculty. The study used the quantitative survey method for descriptive studies, and the questionnaire was used as a tool to collect the data necessary for the study from a sample of (151 ) individually from the administrative and teaching staff working in (2) private colleges, and the results of the study showed that administrative empowerment in its following dimensions: self-empowerment, expanding the scope of powers, participation, training and development, and open communication) had a positive role with statistical significance at the level of (0.01) in enhancing performance. Organizational performance in private colleges in the city of Unayzah. The researchers recommended the importance of working to enhance organizational performance in private colleges by embodying the approach to administrative empowerment. In its various dimensions due to its positive and effective role in developing the performance of these colleges and improving its quality. Keywords: Administrative empowerment, organizational performance, private colleges, Unaiza city, employee and faculty opinions هدفت الدراسة إلى الكشف عن الدور الذي يؤديه التمكين الإداري في تعزيز الأداء التنظيمي بالتطبيق على العاملين في الكليات الأهلية بمدينة عنيزة من وجهة نظر الموظفين وهيئة التدريس فيها، واتبعت الدراسة المنهج المسحي الكمي للدراسات الوصفية، واستخدمت الاستبانة كأداة لجمع البيانات اللازمة للدراسة من عينة مكونة من (151) مفردة من الكادر الإداري والتدريسي العامل في (2) كليتين أهليتين، وهما (كلية الدراسات الإنسانية والإدارية، وكلية الهندسة وتقنية المعلومات)، وبينت نتائج الدراسة أن للتمكين الإداري بأبعاده (التمكين الذاتي، توسيع نطاق الصلاحيات، المشاركة، التدريب والتطوير، الاتصال المفتوح) دوراً إيجابياً ذا دلالة إحصائية عند مستوى (0.01≥α) في تعزيز الأداء التنظيمي للكليات الأهلية بمدينة عنيزة، بناء على النتائج أوصى الباحثان بأهمية العمل على تعزيز الأداء التنظيمي في الكليات الأهلية من خلال تجسيد مدخل التمكين الإداري بأبعاده المختلفة نظراً لدوره الإيجابي والفعال في تطوير أداء هذه الكليات وتحسين جودته. الكلمات المفتاحية: التمكين الإداري، الأداء التنظيمي، الكليات الأهلية، مدينة عنيزة، آراء الموظفين وهيئة التدريس.