High Performance Organization Research Articles

TRANSFORMATIONAL LEADERSHIP, ORGANIZATIONAL CULTURE, QUALITY ASSURANCE, AND ORGANIZATIONAL PERFORMANCE: CASE STUDY IN ISLAMIC HIGHER EDUCATION INSTITUTIONS (IHEIS)

This study aims to examine the relationship between transformational leadership, organizational culture, quality assurance, and organizational performance. It also examined the mediating effect of quality assurance in the relationship between transformational leadership and organizational performance, and between organizational culture and organizational performance. The instruments in the form of Google forms were distributed to employees who work in quality assurance units in several public and private Islamic higher education institutions for 6 months, June-December 2019. 128 Data were processed and analyzed out of 135 data collected. The five-point Likert scale was used to assess the variables and to measure the items. Furthermore, Partial Least Square (PLS) was used to test the proposed hypotheses. This study found that the relationship between transformational leadership and organizational performance both directly and indirectly through quality assurance was not significant. Transformational leadership also did not affect quality assurance. On the other hand, organizational culture was proven to be able to influence high organizational performance and quality assurance. Besides, quality assurance could not mediate the relationship between transformational leadership and organizational performance, but it can positively and significantly mediate in the relationship between organizational culture and organizational performance. The results provided by this study provide the understanding and linking among transformational leadership, organizational culture, quality assurance, and organizational performance among Islamic higher education institutions (IHEIs). While the extent of leadership research has conducted in manufactures organizations, this study shifted the focus of attention to the religious-based institutions (IHEIs).

A systematic review on high performance organization

Purpose This paper aims to synthesize existing knowledge on high performance organization (HPO) in terms of definitions, contemporary trends and findings from empirical studies; from which areas for future research can be proposed. Design/methodology/approach This systematic literature review applies the matrix method to analyze major HPO literature in peer-reviewed English articles. A total of 73 articles have been found in 59 journals. Findings There are three key findings that emerged from this study. First, the research on HPO has been burgeoned in the past decades, generating several compelling studies in different contexts. The trend of HPO research is now shifting from theory development to theory validation. Second, HPO has been defined in various ways in the extant literature. However, they all address the importance of aligning the firms’ resources with the market demand and integrating various types of performance to measure HPO relative to competitors for a prolonged period. Third, an assessment of empirical HPO studies revealed gaps in terms of the research context, research design and the HPO’s nomological network. Research limitations/implications The literature search in this review targeted at only articles published in the English language; therefore, publications in other languages were not included. Originality/value The strength of this study is that it provided an updated systematic review of HPO literature, is therefore, valuable in providing an overall picture of the current state of HPO research and providing potential directions for future studies.

The relation between manager type and high-performance achievement

PurposeOne of the most important factors for the success of an organization is the quality of its managers. However, this is a rather general statement, because there are many different types of managers with different work styles. This begs the question: are all types of managers, regardless of their work styles, important to organizational success or only managers with specific work styles? This study aims to investigate the answer to this question by examining the relationship between two specific elements of managers' work styles – the role a manager plays in the work team and the preferred manner of change management a manager applies – and their effect on the level of performance of their organization, as measured by the high-performance organization (HPO) framework.Design/methodology/approachThis study was part of a larger study into the drivers of success of franchise supermarkets in The Netherlands. A questionnaire was constructed, in which, among others, the following were explored: the level of performance (according to the HPO Framework), the preferred team role of the franchiser (using the Belbin team role model) and the change management approach of the franchiser (using De Caluwe and Vermaak's color theory). The questionnaire was sent to 400 Dutch supermarket franchisers, and the data received were subject to statistical analysis.FindingsThe study results clearly indicated that certain types of managers are important to organizational success in the supermarket sector. There are specific types of managers – in the sense that these managers have specific roles they play and specific change styles they apply – that seem to be more effective in creating and maintaining an HPO. These roles, as described by Belbin, are chairman and plant; the change style is De Caluwe and Vermaak's color red.Research limitations/implicationsThe study results add to the literature on high performance and HPOs, because team roles and color change styles have not been related to the factors for high performance to date.Originality/valueAlthough the fact that certain types of managers, in certain contexts, are more effective than others is not a new finding, this is the first time specific team roles and a specific change style have been found that would enable managers to create and maintain an HPO.

Sources of stress in high performance healthcare organization: A study comparing intensive care and general ward nurses

Objective: To compare stressors of nurses working in intensive care units and general wards of a high-performance health care organization.
 Methodology: A comparative cross-sectional survey was conducted. Using stratified random sampling, 121 intensive care and 121 general ward nurses, cumulatively 242 were offered to participate in the study. IRB and EC approvals were obtained. A self-administered questionnaire with structured responses was used for data collection. The data were analyzed for descriptive and inferential statistics in SPSS 23.
 Results: The study participants were predominantly 152(62.8%) female; 182(75.2%) having diploma in nursing and 169(69.8%) RN-I; 38(31.4%) intensive care and 35(28.9%) general ward nurse who were performing 12-hours shift duty; 50(41.3%) intensive care and 65(51.2%) general ward nurses were dissatisfied with their salary. The average patients assigned to intensive care nurse were two and six to a general ward nurse. Independent t-test and ANOVA revealed significant difference of stressors in intensive versus general ward nurses, gender, working hours, satisfaction with salary, professional qualification, experience and shift work (P-Value <0.05). Common stressors were unclear demands, pressured to work long hours, not having control at workplace and being not able to talk to line managers about something that has upset or annoyed them at workplace.
 Conclusion: The general ward nurses face more stressors than intensive care units’ nurses. Workplace stressors could compromise healthy working environment and patient safety whereas favorable environment could increase job satisfaction, staff productivity, and quality of care. Workplace-oriented stress management strategies must be adopted.

The Role of Human Resource Management Practices on Palm Oil Firm’s Performance in Malaysia with Mediating Role of Organizational Learning Capabilities and Moderating Role of Organizational Support

Human resources practices are the essential elements for high organizational performance and attain recent researchers' focus. Therefore, the current study aims to examine the role of human resource practices such as selection, training, and compensation on the firm performance of Malaysia's palm oil industry. The examination of mediating role of organizational learning capabilities and the moderating role of organizational support among the nexus of human resource practices and firm performance of palm oil industry in Malaysia is also part of the study's objectives. The data has been collected by using questionnaires, and PLS-SEM was used for analysis. The results revealed that all the predictors such as selection, training, and compensation have positive nexus with firm performance. The results also exposed that organizational support moderated the nexus of selection, training, and firm performance while organizational learning capabilities have positively mediated the nexus of selection, training, compensation, and the palm oil industry's performance in Malaysia. These findings are valuable for the policymakers who maintain the regulations related to the human resource practices that enhance firm performance.

Effects of Market Orientation, strategies and actions on SMEs’ Performance during fragile economic conditions

Purpose –The purpose of this research is to unveil effective SME marketing actions and strategies in terms of performance during post-crisis era of fragile economic conditions. This paper further examines the effects of IT Marketing Infrastructure (ITMI) on both performance and Customer Equity Drivers (CEDs). Last, but not least, indirect effects of Market Orientation (MO) on Performance are also researched.
 Design/methodology/approach – A personal interview survey was conducted in Greece using a structured instrument deriving from adjusted items of past research. A systematic random sample of 242 SMEs was collected from major Greek cities and a wide range of industries. 
 Findings – Findings unveiled that the same actions applied by large companies, also work for SMEs/VSEs. In addition, ITMI enable smaller firms to apply marketing strategies required to achieve higher Marketing Performance. However, MO is the key for excessive performance. Nevertheless, the indirect effect of MO on the relationship between marketing strategy and OP is negative, illustrating a need of strategic focus for SME. 
 Research limitations/implications – Despite survey presents certain trends and inference, it lacks qualitative data such as sentiments that are of equal importance in SME research.
 Practical implications – This research facilitates SMEs to decide on effective actions against fragile economic conditions to achieve higher performance. In addition, it demonstrates the need to bolster chain value through ITMI. In specific, ITMIs forge core capabilities to apply CEDs that result in greater MO and Performance. Moreover, MO is proven to be a key factor to sustain higher levels of Performance when applying either a RE or a VE strategy. 
 Originality/value – In spite of the existence of research of effective actions and strategies during recessions, there is lack of SMEs research regarding fragile economic conditions after recessions or crises. ITMI and MO will facilitate SMEs to apply CEDs and sustain higher Organizational Performance.

Framework Based Analysis of Corporate Leadership, Emotional Intelligence (EI) Competencies and Organizational Performance – A Developmental Perspective

The study focuses on the issues of organizational performance, particularly related to developing corporate leadership to the level of effectiveness and the extended result as an outcome on organizational performance. We propose a model by plausibly linking the competencies related to emotional intelligence with effectiveness of corporate leadership, eventually fashioning out a high performance organization. In order to develop a framework, it includes conceptions grounded on EI as exogenous variable (ξ), Effective corporate leadership (ECL) as endogenous (η) variable and high performance organisation as outcome variable. The feedback composed was collected from 1171 corporate leaders serving in large business organizations across Pakistan. For analysis purpose, after data cleansing, SEM is employed to obtain results related to model fit and testing of hypotheses. Measurement and Structural Models approve the propositions of the study. After analysis, it is pertinent to mention that findings show great role of the competencies of EI with corporate leadership, and as a trickled down effect on overall organizational performance. The results also show how leadership can be developed to the level of effectiveness and thus can lead to achieve corporate reputation, employee commitment, market performance and financial performance of an organization. It is seen that the influence of EI competencies has not only the impact on the effectiveness of corporate leadership but also on overall organisational performance.

Analyzing An Organizational Change Process Using the HPO Framework: the Case of A Rwandese Bank

Over the past decades, the financial industry has been affected by sustained liberalization and synchronization of the financial markets as well as new developments in information technology. This caused the banking industry in emerging markets to become more competitive due to increased bank sizes caused by acquisitions and mergers while they did not necessarily become more profitable. In this article the organizational restructuring process of a bank in Rwanda is investigated on its effectiveness. The high performance organization (HPO) diagnosis was applied, consisting of a questionnaire containing questions on the quality of the organization and interviews with top management. This diagnosis established the HPO status of the bank. The questionnaire was also applied at three other banks in Rwanda for comparison purposes. The HPO Diagnosis clearly indicated the reasons why the restructuring efforts of the case company had not resulted in better organizational results and in fact had led to under-par performance compared to the other three banks. The diagnosis also yielded multiple improvement possibilities for the bank to make its restructuring efforts successful after all. The research findings will make it possible for Rwanda Bank to improve its performance to the benefit both of its clients and stakeholders. The findings will also benefit other Rwandan banks in their efforts to achieve higher organizational performance.

Creating High-Performance Organizations in Asia: Issues to Consider

In recent decades the Asian continent has gained in economic importance. This advancement has not been without its problems. Therefore, in order to stay competitive, Asian companies need to transform themselves into high-performance organizations (HPO). This means that they need to know the factors that will make them world-class. This paper described the application of the HPO Framework, a holistic and scientifically validated framework for creating HPOs which has earlier been used successfully at several Asian companies where it was used to identify main organizational areas which have to be strengthened in order for these organizations to become HPOs. In this paper we investigate, based on data collected at organizations in multiple Asian countries, what the main issues are for Asian organizations which they need to address in order to become truly high performing.

Measuring happiness at work in a Takaful organization

PurposeHappiness at work (HAW) has been a hot item in both the academic and managerial literature, as HAW seems to have a positive effect on attractiveness of an organization on its current workforce and potential new employees. Many of the HAW models have been developed in a Western setting, while this research aims at evaluation of whether a previously validated HAW model in the Western context is also valid in a non-Western context; in this case at a Takaful insurance company in the United Arab Emirates.Design/methodology/approachEmployees of the Takaful insurance company were asked to rate their organization on how high performance it was – using the validated high-performance organization (HPO) questionnaire – and how happy they were – using the previously validated HAW questionnaire. The collected data was subjected to confirmatory factor analyses and structural equation modeling to arrive at a validated HAW model for this Takaful insurance company.FindingsThe study results show that if the Takaful insurance company transforms itself to an HPO, it will become more attractive to current and future employees, by raising the HAW of current employees. The results also show that HAW consists of three factors: work engagement, job satisfaction and affective organizational commitment.Practical implicationsThe Takaful insurance company now has knowledge at its disposal about ways to promote happiness in its employees, thus raising its attractiveness to current and future employees. The developed HAW model for this company is potentially also useful for other Takaful insurance companies in the UAE.Originality/valueThis study was the first of its kind – using the HPO and HAW models developed in a Western context, to be validated for a Takaful insurance company – and as such, contributes to both the HPO and HAW literature.

Comparison of Indian with Asian organizations using the high performance organization framework: an empirical approach

The continuing quest of Indian companies to become leading in the region leads to two research questions: (1) How high performing are Indian organizations currently, compared to other Asian organizations? and (2) What do Indian organizations need to focus on to become truly world-class? We investigate the answers on these two questions using the High Performance Organization (HPO) Framework - a scientifically holistic improvement framework - that evaluates whether organizations are high-performing, and if not, what they need to focus on to become HPO. The study also compares HPO scores of Indian organisations with other Asian companies.

High performance stakeholder management: what is needed?

Purpose Stakeholder management is often primarily seen as maintaining external relations. However, it also has specific consequences for the internal processes of an organization and the behavior of its people. The authors argue that an organization that is meeting the standards of the high-performance organization (HPO) is able to effectively maintain valuable relationships with its stakeholders. The authors discuss in this paper how high-performance stakeholder management can be achieved and applied to stakeholder relationships. Design/methodology/approach Based on a discussion of the stakeholder management and the HPO framework concepts the authors show that good stakeholder management requires strong communication and dialogue within an organization, which in turn requires a strong internal organization, which the HPO framework can offer. This paper is written from the assumption that the two theories reinforce each other in their aims and methodologies. This argument is based on a case study. Findings The authors illustrate the argument with the application of both concepts at a case company. The case study makes clear that an organization that develops stakeholder management will be wise to examine its own internal quality and strength, using the HPO framework. If the organization views the information that comes from stakeholder management as very valuable, then internal organizational consequences must follow. Originality/value The concepts of stakeholder management and HPO Framework have not been connected before, neither in a theoretical nor a practical way. This offers the opportunity for theorists to further deepen the connection between the two, and practitioners to benefit from strengthening their stakeholder management.

Fleet modelling in strategic multi-criteria decision-making of approved training organization from capacity building and resource dependency theory perspective: risk taxonomy methodology

Fleet modelling in strategic multi-criteria decision-making of approved training organization from capacity building and resource dependency theory perspective: risk taxonomy methodology

Sport Practitioners as Sport Ecology Designers: How Ecological Dynamics Has Progressively Changed Perceptions of Skill "Acquisition" in the Sporting Habitat.

Over two decades ago, Davids et al. (1994) and Handford et al. (1997) raised theoretical concerns associated with traditional, reductionist, and mechanistic perspectives of movement coordination and skill acquisition for sport scientists interested in practical applications for training designs. These seminal papers advocated an emerging consciousness grounded in an ecological approach, signaling the need for sports practitioners to appreciate the constraints-led, deeply entangled, and non-linear reciprocity between the organism (performer), task, and environment subsystems. Over two decades later, the areas of skill acquisition, practice and training design, performance analysis and preparation, and talent development in sport science have never been so vibrant in terms of theoretical modeling, knowledge generation and innovation, and technological deployment. Viewed at an ecological level of analysis, the work of sports practitioners has progressively transitioned toward the facilitation of an evolving relationship between an organism (athlete and team) and its environment (sports competition). This commentary sets out to explore how these original ideas from Davids et al. (1994) and Handford et al. (1997) have been advanced through the theoretical lens of ecological dynamics. Concurrently, we provide case study exemplars, from applied practice in high-performance sports organizations, to illustrate how these contemporary perspectives are shaping the work of sports practitioners (sport ecology designers) in practice and in performance preparation.

High-performance organization: a literature review

PurposeThis paper aims to review and synthesize notable literature on high-performance organization (HPO), from which future research directions can be recommended.Design/methodology/approachThis narrative literature review analyzes major HPO literature in popular books and peer-reviewed articles published in English in the period between 1982 and 2019.FindingsThe review revealed that HPO literature has evolved multiple times, illustrating the complex and multifaceted nature of this phenomenon. In particular, literature on HPO has evolved in four phases: (1) definitions and conceptual development of HPO; (2) exploration of approaches to achieve HPO; (3) empirical validation of HPO framework; and (4) complicated research models and designs on HPO. Several research gaps were identified, which definitely hold varying research value and can be seen as potential opportunities for future research.Research limitations/implicationsThe focus of this review is on HPO literature published in English rather than cover all existing literature.Originality/valueIt is among the first studies to review the HPO literature and its evolution. This review also recommends constructive areas for future research on HPO to focus on.

Entrepreneurial Orientation in Government-Owned Bank: Do They Improve Competitive Advantage?

In Indonesia, housing finance is mainly raised from banks, with the government-owned housing bank (GOHB) BTN taking the largest share of the market. In constantly growing population need for new housing unit every year and increased number of competitors requires managers of government-owned housing bank to be able to develop their dynamic capabilities and adopt a more entrepreneurial orientation (EO). However, (GOHB) are typically being linked to organization that administratively influenced by government that impeding GOHB from being high performance organization driven by EO. Moreover, the dual goals of GOHB which are business and social goals makes the managers struggle to develop and adopt entrepreneurial orientation, since they have to set priorities and trade-off between those goals. The aims of this study is to investigate the role of entrepreneurial orientation (EO) in improving competitive advantage of government-owned housing bank, and fills a gap in the literature by linking entrepreneurial orientation to the theory of dynamic capabilities. This study explored the mediating effect of multi-dimensional EO which is: innovativeness, proactiveness, and risk taking in the relationship between dynamic capabilities (DC) and competitive advantage. The method of the study is a survey using area sampling and proportionate random sampling to collect data from 115 managers in 20 branches in island of Java, during the month of May to August, 2018 (cross-sectional method). The result shows a positive relationship between dynamic capabilities to innovativeness, proactiveness and risk taking. As expecting risk taking has no mediating effect to competitive advantage.

HOW CORPORATE ENTREPRENEURSHIP IS IMPORTANT FOR ORGANIZATIONAL PERFORMANCE OF TEXTILE SECTOR OF PAKISTAN: MEDIATING ROLE OF HUMAN CAPITAL AND INNOVATIVE PERFORMANCE

In the present era, the Textile sector is facing a competitive and dynamic environment. Due to international competition, the textile sector is in focus to adjust their competitive positions to sustain their organizational performance (OP). The link of Corporate Entrepreneurship (CE) studying in the textile sector is quite reasonable as the foreign revenue earned by Pakistan is mainly contributed by textile and apparel exports. It is witnessed that the investors and management of the Textile sector are not dynamic as they are not interested in innovations, new product development, and price comparativeness. Consequently, the revenues are continuously decreasing for the last few years. This empirical study investigates two main objectives. (1) Is there any positive relationship between CE and OP in organizations? (2) Are human capital and innovative performance play mediating roles between CE and OP in Pakistan’s textile sector? The multiple serial mediation regression methods of Hayes (2013) was used to compute the results of the surveyed data. The discussed model is entirely new in its concept so, the results and remedies were expected different from the others. The previous researches on the relationship between CE and OP were simple and our research negates this and introduced more variables which could be an essential factor for retaining innovative performance as well as higher organizational performance. The results show that the H1 is rejected. Moreover, H2 is accepted by confirming the mediating effects of HC and IP between CE and OP

Critical Review on Factors Determining High Performance Organizations within Small-Scale Plastic Components Manufacturing Industry in India

Critical Review on Factors Determining High Performance Organizations within Small-Scale Plastic Components Manufacturing Industry in India

The Relationships between Ability, Motivation and Opportunity (AMO) Model of High-Performance Work Practices (HPWP) and Organizational Performance on Millennials in MARA Headquarters, Kuala Lumpur: Mediated by Job Embeddedness

The purpose of this paper is to investigate the relationships between three-dimensional AMO model underlying High Performance Work Practices (HPWP) conceptualization and organizational performance of millennials in Majlis Amanah Rakyat (MARA) Headquarters, Kuala Lumpur. This study also predicted that these components would relate to job embeddedness by mediating the relationships between AMO-based HPWP model and performance of millennials. Data collection utilized quantitative approach by conducting a survey to 76 millennials. The findings produced support for the relationships between HPWP linked with AMO model and organizational performance, also predicted that job embeddedness can actively manage both a bundle of HR practices implementation and millennials’ performance. These findings confirmed that the HPWP conceptualization by utilizing AMO model and their impact on both direct and indirect relationships. As a result, this study provides a consistent basis based on empirical investigation and better theoretical building for HPWP and proposing that job embeddedness as an important mediator in the Malaysian market on a specific generation namely millennials.

Factors Determining High Performance Organizations within Small-scale Plastic Components Manufacturing Industry in India

Factors Determining High Performance Organizations within Small-scale Plastic Components Manufacturing Industry in India