High Performance Organization Research Articles

A Comparative Study between Learning Organizartional Framework and UAE GOvernment Initiative

This research work compares the learning organizational framework with that of UAE government proposed initiatives towards its academic institutions from three different perspectives viz., 1. Four pillars of modern organizations 2. Different layers of fostering a learning culture 3. The life cycle of a high-performance learning organizations. A comparative study is made between learning organizations initiates and UAE proposed initiatives. Finally concluded with few influencing factors of UAE economy from academy perspective.

Synthesis of Vocational Education College Transformation Process toward High-Performance Digital Organization

In the 21st century world, dynamic challenges bring about changes in the global economic and social context. Due to the digital revolution, the fourth industrial revolution and the demand for skilled workforce in the 21st century, Vocational Education College are required to prepare and formulate guidelines for transformation toward high performance digital organization in order to work in the same way with efficiency. The purpose of this research was follows: to synthesis of digital transformation framework, to study the component of transformation Vocational Education Colleges, to synthesis of digital organization, to synthesis of high performance organization for Vocational Education Colleges, and to synthesis of the process to transformation from the Vocational Education Colleges to the high-performance digital organization which have been studied from theories, documents and researches related to digital transformation, high performance organization, digital organization and operating process within Vocational Education College. The results of the research showed that Vocational Education College transformation process toward high performance digital organization consist of five pillars which are Policy is the digital transformation process for college management operations, Process is the digital transformation process for work process and learning management, People is a digital transformation process for personnel within the college, Stakeholder is a digital transformation process for create collaborating with establishment, and communities, and Infrastructure is a digital transformation process for educational institutions' infrastructure which will help to transform Vocational Education College toward the High Performance Digital Organization effectively.

Employee Engagement and Achievement Perception of Thai Synchrotron Institute

It is a purpose of this work to figure out engagement level of the employees of Synchrotron Light Research Institute (SLRI), a public organization owned by the Government of Thailand. We used a questionnaire survey to explore the issue. Another useful point of interest is employees’ perception of organization achievement. So, we launched a 3-part questionnaire to inquire personal information, level of engagement, and perception of achievement. SPSS package was used to analyze the results. It is found that the level of engagement of our employees at large is high. According to the employees’ job functions, different groups of employees have different sub-group norms. Scientists and researchers are engaged in creative and challenging jobs; engineers, technicians, and safety personnel are engaged to team, well-planned jobs, success, and reputation; back-office staff are engaged to well-planned jobs, accountability, and ethicality. Accordingly, scientists and researchers perceive the institute as a learning organization (LO), as an effective and efficient factory line for engineers and technicians, and as a high performance organization (HPO) for back-office staff.

High performance organisation: the only way to sustain public sector organisations

High performance organisation: the only way to sustain public sector organisations

High performance organisation: the only way to sustain public sector organisations

This conceptual paper is an endeavour to create high performance value in public sector organisations (PSO) of developing countries in general while particularly in Pakistan. Public sector organisations of developing countries come across with an important and challenging question of how public sector organisations could be transformed into high performance public organisations? At the same time, this article proposes research investigations to explore high performance strategies in the context of Pakistan and also in other developing countries. Therefore, this paper proposed application of high performance organisation (HPO) framework survey tool to diagnose the performance status of the organisations. This study also proposed explanatory sequential design of mix methodology to explore performance status of public organisations, identifying the weaknesses and strengths of the organisations, developing strategies to transform the organisations into sustainable high performance public organisations to provide quality services to the public.

The mystery of high performance – mediation by entrepreneurial orientation and organizational citizenship behavior

The search for high performance is one of the leading themes in management science with a number of frameworks developed over the decades. The purpose of the paper is to investigate if the effect of high performance organization (HPO) characteristics has a direct effect on actual organizational performance or if the effect is mediated by organizational citizenship behavior (OCB) and entrepreneurial orientation (EO). Previous research states that the framework of HPO characteristics answers the question of ‘what’ high performers do, but does not answer the question of ‘how’ they do it, suggesting a mediating effect. The study attempts to establish which of the pair of OCB and EO (if any) has a stronger mediating effect. The hypotheses were tested using a cross-sectional research design with a random and representative sample of 406 enterprises. The research was carried out using the technique of personal interview (CAPI). Established scales were used to measure high performance indicators, organizational citizenship behavior, entrepreneurial orientation, and organizational performance. The conceptual framework with mediated effects was tested using a structural equations modeling approach. Research results indicate that there is a strong direct positive relationship between high performance indicators and organizational effectiveness. Moreover, there is a strong positive effect of high performance indicators on entrepreneurial orientation and organizational citizenship behavior. However, the effect of those two constructs on organizational effectiveness is rather weak, and, in the case of OCB, negative. That leads to the conclusion that the direct effect of high performance indicators is stronger, although the positive mediation by entrepreneurial orientation is statistically significant. The study contributes to the scientific debate in at least three ways. First, it confirms that high performance characteristics have a strong effect on actual performance. Second, it points to entrepreneurial orientation as a partial mediator in that relationship. Finally, it uncovers the very strong effect of high performance characteristics on organizational citizenship behavior. The research results also allow one to formulate practical recommendations. They mainly consider enhancing OCB, EO, and performance by skillful use of high performance factors. The study is novel in its approach to use OCB and entrepreneurial orientation as mediators in the effect of high performance characteristics on organizational performance, as no such attempts were made in the past.

Operating systems with high performance and organisational performance: the mediating role of creative atmosphere, job satisfaction and moderating role of learning and organisational culture

The purpose of this research was to investigate the impact of operating systems with high performance on organizational performance of SADERAT. The statistical population consisted of 400 employees of SADERAT Bank branches of Tehran City, that the 196 persons were selected as a statistical sample the collected data from the questionnaire were analyzed by structural equation method at two levels of descriptive and inferential. The results show that there is a positive correlation between operating systems with high performance and organization performance through a creative atmosphere and job satisfaction. Also, learning and organizational culture as a moderator on mediating variables of creative atmosphere and job satisfaction in the relationship between high-performance work systems and organizational performance are also affected. Ultimately, the culture and learning of organization due to the severe overlap, were found a weak moderators in this research.

Operating systems with high performance and organisational performance: the mediating role of creative atmosphere, job satisfaction and moderating role of learning and organisational culture

The purpose of this research was to investigate the impact of operating systems with high performance on organizational performance of SADERAT. The statistical population consisted of 400 employees of SADERAT Bank branches of Tehran City, that the 196 persons were selected as a statistical sample the collected data from the questionnaire were analyzed by structural equation method at two levels of descriptive and inferential. The results show that there is a positive correlation between operating systems with high performance and organization performance through a creative atmosphere and job satisfaction. Also, learning and organizational culture as a moderator on mediating variables of creative atmosphere and job satisfaction in the relationship between high-performance work systems and organizational performance are also affected. Ultimately, the culture and learning of organization due to the severe overlap, were found a weak moderators in this research.

Factors of high performance in Portugal

PurposeEver since Portugal joined the European Union, Portuguese organisations have been struggling with both the challenges of new competitors flooding in from other European countries and taking advantage of the opportunities the new enlarged integrated market offered them. This is because Portuguese companies have in general low average rates of productivity growth while they lack techniques to improve not only these rates but also overall organisational performance. The purpose of this paper is to discuss whether the high-performance organisation (HPO) framework, a holistic improvement technique developed on the basis of worldwide data, is valid for the Portuguese context and therefore can support Portuguese organisations in their efforts to achieve better performance.Design/methodology/approachManagers in Portuguese organisations, which were found in the Spain balance sheet analysis system database, were approached to fill in the HPO questionnaire on their company. In total, data was received from 163 organisations. This data was subsequently statistically analysed using a confirmatory factor analysis.FindingsThe study shows that the 35 items of the HPO framework are valid for the participating Portuguese organisations and as such form a reliable HPO framework for these organisations. Thus, the HPO framework can be reliably applied at Portuguese organisations to evaluate their current level of organisational performance and to propose recommendations to improve performance.Originality/valueThis research study fills the gap of the currently rather limited literature on the application of holistic and effective improvement techniques in Portugal, and as such future researchers can use the framework to conduct a more in-depth study of performance gains in the Portuguese context. Portuguese managers now have at their disposal a holistic improvement technique validated for their context, so they can use the HPO framework with confidence to start improving their own organisations.

Determinants of High-Performance Organizations in Africa: A Conceptual Framework and Research Propositions

Determinants of High-Performance Organizations in Africa: A Conceptual Framework and Research Propositions

Transforming Workers to Winners: Creating the High Performance Organizations

This analysis was carried out on the title of “Transforming Workers to Winners by Creating the High Performance Organizations”. The main aim of this article was to identify the factors that determine the continuous success of high performance organization. Then to get this objective the paper was organized into introduction, body & conclusion of the reviewed empirical data. Accordingly the empirical data was assessed and finally the conclusions drawn to show directions for business organizations how to make winners their employees.

Transforming Workers to Winners: Creating the High Performance Organizations

This analysis was carried out on the title of “Transforming Workers to Winners by Creating the High Performance Organizations”. The main aim of this article was to identify the factors that determine the continuous success of high performance organization. Then to get this objective the paper was organized into introduction, body & conclusion of the reviewed empirical data. Accordingly the empirical data was assessed and finally the conclusions drawn to show directions for business organizations how to make winners their employees.

Dynamic capabilities and high performance organization of hotel business: empirical investigation into world class tourism destination

Purpose – The fact that Thailand has been a popular destination among global tourists has created challenges for hotel businesses to achieve high performance with excellent services that are responsive to the needs of global travelers. This article aims to provide empirical evidence on the causal relationships among the effects of the dynamic capabilities, high-performance organization and organizational performance of hotel businesses in a world-class tourism destination. Design – Theoretical views on management were gathered to create a conceptual framework that is the source of different performance results and that has 2 main factors: (1) dynamic capabilities and (2) the high-performance organization. Methodology – This paper is quantitative research, using questionnaires to collect data from 109 hotel businesses located on Samui Island, Thailand. The data were first analyzed using descriptive statistics and were then compared by groups of hotel characteristics using t-tests and ANOVA. Finally, confirmatory factor analysis and structural equation modeling were conducted. Findings – This study shows that hotel characteristics differently affected dynamic capabilities, the high-performance organization and performance. The results also indicate that the highperformance organization not only has a direct positive effect on performance but it also completely meditates the relationship between dynamic capabilities and performance. Originality of the research – The findings should be useful for hotel managers who aim to improve their hotels’ dynamic capabilities to enhance the high-performance organization and firm performance.

Error Reports in the Light of Error Management Climate, Task Complexity and Personnel Composition

Purpose: This study examines the impact of error management climate, task complexity and personnel composition on the willingness to report errors in audit firms. A high willingness to report errors enables the proper conduction of an audit and is associated with higher organizational performance. Design/methodology/approach: We use a mixed-subject case-based experiment to gain data for the examination. A total of 53 certified Austrian and German auditors participated in the experiment. For the data analysis, we use descriptive statistics and nonparametric test procedures to investigate significant differences. Findings: The results indicate that a proper error management climate is the most important factor for the willingness to report errors, which increases under an “error-tolerant” error management climate. The impact of the error management climate is independent of the task complexity and the personnel composition in which the error occurred. Research limitations/implications: The use of other methods and approaches to manipulate and operationalize the variables may lead to different results. Originality/value: This study contributes to the growing body of literature on error management climate. The analysis of the influence of task complexity and personnel composition on the willingness to report errors offers new insights into the impact and significance of error management climate in audit firms.

Virtual Community of Practice using Human Performance Technology to Enhance Innovation Competency and Innovation for High Performance Organization

This paper is a report on the findings from the research and development of Virtual Community of Practice using Human Performance Technology to Enhance Innovation Competency and Innovation for High Performance Organization. The purposes of this study are: 1) to develop a model; 2) to evaluate the proposed model using educational experts. The research was conducted through a qualitative methodology with an online five-point Likert scale survey tool along with thirteen experts. All experts agreed that the model was very strongly appropriate (𝐱􀴤 = 4.42, S.D. = 0.62), and suitable to increase innovationand improve innovation as a competency.

Effects of Employee Voice Management on Firm Performance: A Study of Bayelsa State Plastic Company, Yenagoa, Bayelsa State, Nigeria

This study explored the implications of employee voice management on firm performance of Bayelsa State Plastic Company, Elebele, Yenagoa. Quantitative research design was employed while structured questionnaire designed in 5-point Likert scale was administered on the sample of two hundred and eighty-one (281), out of which, two hundred and seventy-six (276) copies of the questionnaire were returned, hence used for the analysis. Multiple regression models via Ordinary Least Square (OLS) formed the bases for estimation. The results showed that employee team voice, employee ombudsman voice and employee suggestion scheme as constructs of employee voice have significant effect on firm performance and concluded that efficient utilization of employee voice management has the potentiality of driving high performance organizations by engendering goal-driven-attitude among the workers especially as their opinions, ideas and interests are considered. The implication of the results is that employees tend to demonstrate higher level of work commitment especially when they perceived that their welfare and interests are considered by the management. The study recommended that organizations especially manufacturing firms that have not yet engendered employee team voice in their communication systems should do so while firms that have instituted employee team voice mechanisms should continue to respond to the yearnings of their workers especially on issues that relate to their welfare for the elicitation of higher commitment to work that result to improved firm performance.

Integrating safety, health and environmental management systems: A conceptual framework for achieving lean enterprise outcomes

IntroductionExpectations from external stakeholders for eco-safe products and production processes and internal stakeholders for transparent, stable, and robust environment, safety, and health operations have driven high technology organizations to adopt multipart management systems. Organizations can protect workers and the environment and simultaneously contribute to lean management principles by implementing integrated management systems. This research adds to the existing discourse and theory pertaining to the integration of environment, safety, and health management systems. Methods: The research was exploratory and inductive in nature and used mixed methods. Specifically, qualitative methods included use of an iterated Delphi method to elicit information from a panel of experts and detailed case studies conducted at four high technology performance manufacturing firms, while quantitative analysis of variance of correlated data investigated the within-firm and between-firm variability in motivating factors for adopting integrated systems and methods used for implementing integrated systems. Results: The results offer an integrated-lean management system framework and the strategies available and used by a sample of high technology performance organizations to simultaneously protect workers, the environment, and support lean enterprise outcomes. Practical applications: Organizations can protect workers, the environment, and simultaneously contribute to lean management principles by implementing integrated management systems requiring joint management that allow for the shared design, evaluation, and continuous improvement of environmental, safety, and health practices that are compatible with the lean enterprise movement in today’s high-performance driven organizations.

Sustainable Human Resource Management: How to Create a Knowledge Sharing Behavior through Organizational Justice, Organizational Support, Satisfaction and Commitment

Knowledge sharing (KS) behavior is one of the main drivers to generate social sustainability. It predicts high organizational performance and innovation capabilities, and creates enjoyment and happiness in helping others. Even if incentives to enhance KS behaviors exist, employees would still be reluctant to share knowledge. For this reason, we test a comprehensive model of sustainable human resource management with the inclusion of KS to explain how to enhance collaborative practices in terms of voluntary knowledge sharing. In a comprehensive model, we incorporate organizational justice, employee perceived organizational support, job satisfaction and affective organizational commitment, and how they relate in order to generate knowledge sharing behavior. Using a sample of 1350 employees working for multinational firms operating in Spain, the present research obtains two main results. First, organizational justice, employee perceived organizational support and affective organizational commitment are positively related with KS. Second, employee perceived organizational support, job satisfaction and affective organizational commitment play a mediating role between organizational justice and KS, which reinforces the positive relationship between both constructs. Consequently, employees would be more willing to cooperate and share in fair organizational contexts, especially when they are satisfied and affectively committed, and when their contributions are valued and recognized. Finally, we discuss human resource management’s (HRM) practical interventions and recommendations for future research on sustainable organizations.

The Effect of Innovative Leadership on Competency of Creating High Performance Organization

This study explored the effect of the innovative leadership of school administrators on creating competency in high performance organization. A survey was administered to 317 samples consisting of 272 teachers and 45 school administrators from 56 basic secondary schools to obtain information on innovative leadership practices and competency levels of managing high performance organization. Descriptive statistics were used to examine the level of innovative leadership and competency of managing high performance organization and inferential statistics (Pearson’s correlation coefficient and stepwise multiple regression) were used to examine the relationships between the variables. The findings indicated that school administrators not only implemented their innovative leadership style to a high degree, but they also had high levels of performance in the three major competencies to create high performance organization. Competency in creating high performance organization was significantly related with the four dimensions of innovative leadership style at a significance level of .05. The significant predictors were the innovative organizational climate, risk management, moral and accountability, and the transformational vision dimensions of innovative leadership. These four innovative leadership dimensions were successfully contributing 80.0 percent of the variance towards the competency level of managing high performance organization. The findings contribute significantly to knowledge proposing innovative leadership which can guide school administrators in improving their competencies to manage their schools effectively.

Strategic Conformity or Strategic Differentiation? Mimetic Isomorphism Under Institutional Cues

This paper attempts to disentangle the dynamic process when innovators in one field take initiatives, how will the focal firm scan, interpret, and strategically respond to manifold cues from multiple institutional fields. Specifically, the signals and pressures from peers in the same industry or same geographic area. Our study showing that, firms attend to behavioral cues from both peers. Local adopters tend to build up regional ecology and conformation with social infrastructure, while industrial adopters send a competitive signal that forces followers to customize and differentiate themselves. In response, later firms tend to adopt strategic deviation and improve their social performance in reaction to industry competition, instead of simply imitate. In contrast, firms prefer sticking to imitation by taking the advantage of existing social infrastructures developed by local innovators. Furthermore, we also verify that peer effects above would be attenuated with high organizational performance, and low uncertainty. We test our propositions in the context of corporate foundations establishment in China between 2005 and 2015 through event history analysis. We develop a dynamic framework that considers the nature of the position that the focal organization occupies in multiple institutional fields, and provides a new lens for understanding the consequences of embeddedness.