Organizational Management Practices Research Articles

The role of external partners in shaping the organizational capacity of collegiate sport clubs: a Delphi study

ABSTRACT Research question Collegiate sport clubs (CSCs) are prominent sport outlets for college students yet struggle to achieve their goals due to unique challenges in the collegiate context (e.g. membership restrictions, university regulation). Little is known about how the university, recreational sport department and sport governing bodies (SGBs) impact CSC capacity. This study examines how the university (i.e. external partner) influences the management of CSCs and how external partners (e.g. university, SGB) support and/or constrain clubs’ organizational capacity. Research methods A 3-iteration Delphi study was conducted with 17 expert panelists in CSC management across the USA. Results and findings The panel disagreed on the organizational practices influencing clubs’ capacity at the departmental level, yet agreed at the university level, emphasizing mitigating university liability. The panel lacked consensus on the constraints limiting clubs’ capacity, suggesting these were institution specific. When describing ideal organizational management practices that support club capacity, panelists agreed staffing, communication and collaboration across external partners are critical. Implications Theoretical implications address the influence of the external environment on organizational capacity in the context of CSCs. Recommendations for practice include reciprocal representation across external partners, collaborative decision-making, and negotiation of constraining regulative policies to promote club autonomy and support.

Digital risk: a systematic multivocal literature review

ABSTRACT Crime rates in digital spaces are rising each year, involving increasingly innovative attack methods that organizations are unable to handle, or prepare for, with their obsolete management structures. This paper presents a Multivocal Literature Review in which expertise is collected from the academia and industry on how Digital Risk is perceived, interpreted and handled. Findings from the analysis of 82 selected works, out of an initial set of 519, support the necessity of a paradigm shift in Risk Management to appropriately counter the vulnerabilities specific to digitalization and to abolish the existing siloed organizational approach in favor of a more holistic, cooperative system where individuals are empowered to make decisions and oversight is specialized and dedicated. After analyzing the definitions, compositions, domain contextualizations and organizational structurings attributed to Digital Risk in the literature, a new definition for this concept is proposed, accompanied by a conceptual map and a diagram for structural changes in organizations, to provide an understanding of the area and a contribution to the theoretical foundations of Digital Risk, so that better solutions can be pursued in the future, improving the effectiveness of Risk Management practices in modern organizations.

Fairness matters for change: A multilevel study on organizational change fairness, proactive motivation, and change-oriented OCB.

The success of organizational change often hinges on the perception of fairness within a change unit. This group-level organizational change fairness is crucial for enhancing proactive motivation states and fostering positive change-oriented organizational citizenship behavior (OCB). Rooted in the proactive motivation model, this study establishes a comprehensive multilevel framework to investigate the influence of group-level organizational change fairness on employees' change-oriented OCB. It explores the mediating role of three proactive motivational states and the moderating impact of perceived change impact. Analyzing data collected from 597 employees within 107 teams across 43 Chinese companies, our findings indicate that group-level perceived organizational change fairness significantly predicts employees' change-oriented OCB through organizational change self-efficacy, involvement, and positive emotional experiences. Furthermore, the study reveals that group-level perceived change impact moderates the relationship between group-level fairness perception and both change self-efficacy and positive emotional experiences, with stronger associations observed under conditions of low perceived change impact. These insights notably advance our understanding of the cross-level determinants influencing change-oriented OCB through perceived fairness and proactive motivation. Managers should focus on developing fairness perceptions to stimulate OCB by fostering employees' proactive motivation states, particularly during low-impact organizational changes. Our findings provide valuable implications for organizational change management practices.

Социально-этический маркетинг как инструмент реализации концепции устойчивого развития социально ответственной организации

The issues of using the concept of sustainable development in the management practice of modern enterprises and organizations focused on development and permanent strategic growth are updated. The indicators of sustainable development of an economic entity in the trinity of economic, social and environmental indicators are presented. It is determined that the concept of socio-ethical marketing implemented by the organization as a tool of a socially responsible organization maximally contributes to achieving the goals of a progressive modern concept. The analysis of the tools of social and ethical marketing of the EFKO Group of Companies (EFKO Group) of the Belgorod region, one of the largest food companies in the Russian Federation, a leader in the fat and oil industry market, guided in its activities by the principles inherent in the concept of sustainable development. The dynamics of the main indicators of the Group's economic activity against the background of permanent investments in the implementation of social and ethical activities is presented. The correlation of the value of social investments (expenses for social and ethical marketing) and the value of sales (revenue) of EFKO Group indicates a close relationship between the analyzed indicators. The profit forecast using the exponential smoothing method against the background of growing social investments and social and ethical activity of EFKO Group proves the expediency (including economic) of implementing social and ethical marketing and defines this toolkit as contributing to the growth of the organization's competitiveness not only through active marketing activities, but also through the formation and maintaining a positive image and business reputation of the company; strengthening the image of a socially oriented employer, which is confirmed by the results of independent comparative studies and assessment of the investment and credit attractiveness of companies in the market.

Knowledge management practices and organizational commitment among employees of line-agencies in Sulu

The study investigated the organizational commitment and knowledge management practices of line-agency employees in Sulu, Philippines during the Fiscal Year 2023. Quota sampling (n=200) was carried out to sample the participants. Descriptive-comparative analysis was conducted to analyze the organizational commitment and knowledge management competence of the employees. Findings of the study revealed that employees are highly competent in various aspects of knowledge management, including knowledge acquisition, sharing, creation, codification, and retention. For organizational commitment, the employees demonstrated a high level of commitment to their organization, work, profession, and group work. Further analysis indicated that some demographic profiles (i.e., age, appointment status, length of service, and educational attainment) mediated the knowledge management competence of the employees. Similarly, some profiles (i.e., appointment status, length of service, and educational attainment) mediated their organizational commitment. Linear correlation revealed that the commitment and knowledge management competence were highly but not significantly correlated. Organizations should continue to invest in training and development programs to sustain and further improve these competencies. This study observed the importance of continuous investment in employee development, personalized management practices, and integrated organizational strategies to optimize both knowledge management and employee commitment.

Empowering sustainable workplaces: A perspective on employee well‐being in the light of the job demand resource model

AbstractAccentuated by unprecedented challenges, burnout has become a prominent concern affecting employee well‐being. The job demands resource (JD‐R) model suggests that job demands has the capacity to mitigate employee burnout. Nevertheless, there has been limited attention on the integration of the psychological and organisational processes contributing to such effect. This research aims to analyse the integrative role of psychological (i.e., employee self‐regulation) and organisational processes (such as the Human Resource Management system) in the JD‐R model to enhance well‐being in workplaces. Consistent with Sustainable Development Goal (SDG) 3 of the United Nations (‘healthy lives and well‐being’), the results of this research conducted in public sector hospitals suggest that job demands affect employee burnout through the mediation of employee coping (self‐regulation) strategies. Furthermore, the research enriches the existing literature by showing how employee self‐regulation and organisational Human Resource Management practices may alter the effect of job demands on burnout.

The interplay of humor and creativity: shaping rationality and decision-making quality

This study explores the relationship between humor, creativity, rationality, intuitiveness, and decision-making quality, all of which are vital in organizational management and success. Despite the importance attached to decision-making, prior research has not fully addressed how humor and creativity interact with rationality. Drawing from psychology, cognitive science, and management studies, we investigate how humor and creativity jointly influence cognitive reflection and decision quality. Using a sample of 998 participants and employing a mediating-moderation PROCESS model, our findings indicate that rational individuals tend to make higher-quality decisions, with affiliative humor mediating this relationship. Furthermore, we observed that employees’ creativity levels moderated this relationship, especially among rational employees with high creativity, who made higher-quality decisions. These findings highlight the interconnectedness of humor, creativity, and rationality in decision-making processes, offering practical implications for organizational behavior and management practices. Understanding this interplay can provide a nuanced approach to enhancing decision-making processes in management, emphasizing the value of humor in organizational contexts.

Sustainable financial institution in Indonesia: An empirical analysis of social-cultural context, nepotism, and moral hazard on the shaping of non-performing loans

This study investigates the complex relationships among social and cultural contexts, nepotism, moral hazard, and non-performing loans (NPLs) within Indonesian financial institutions. Using survey data from a sample of these institutions, it employs structural equation modeling (SEM) to analyze these relationships. The findings reveal significant paths: social context significantly influences nepotism (β = 0.345 or 34.5%) and moral hazard (β = 0.347 or 34.7%), while cultural context has notable effects on nepotism (β = 0.157 or 15.7%) and NPLs (β = 0.379 or 37.9%). Nepotism (β = 0.168 or 16.8%) and moral hazard (β = 0.325 or 32.5%) also directly impact NPLs, highlighting their roles as mediators between social and cultural contexts and loan portfolio quality. These results underscore the pivotal roles of these factors in shaping organizational behavior and risk management practices. The study provides critical insights for practitioners, policymakers, and scholars focused on enhancing the sustainability and integrity of financial institutions in Indonesia. However, its reliance on cross-sectional data and self-reported surveys, and the focus solely on Indonesian institutions, may affect the generalizability of the findings. Despite these limitations, the study underscores the importance of addressing issues like nepotism and moral hazard to improve financial stability in the region.

The Role of Talent Management in Increasing Organizational Commitment of Employees

Talent management practices of organizations are important in increasing the organizational commitment of qualified employees. Examining the impact of talent management practices on employees' organizational commitment will give an idea for the policies to be followed by organizations on talent management practices. This study draws attention to the importance of talent management for organizations to retain their talented employees by examining the association of employee perceptions of talent management and organizational commitment. For this purpose, a questionnaire was administered to the employees of an Istanbul-based chain of stores in the retail sector to measure their perceptions of talent management and organizational commitment. The relationship entre talent management and organizational commitment was analyzed using SPSS 24.0 and GraphPad Prism software. The findings indicated a correlation between talent management and organizational commitment. The findings talent management was found to have a positive and significant effect on continuance commitment and affective commitment. The study also demonstrated that women's perceptions of talent management have a more pronounced impact on organizational commitment than men's perceptions.

The technological revolution’s impact on business management

The rapid advancement of technology in the era of the fourth industrial revolution has significantly transformed organizational management practices. This study examines the influence of technological progress on organizational management, specifically analyzing the effects of data analysis and digital management methods in response to these changes. The main objective is to determine how these technological advancements impact enterprises of various sizes in the Czech Republic. The research employed comparative and analytical approaches, utilizing survey data collected from numerous organizations. Concrete methods used in the study include a comprehensive questionnaire survey, comparative analysis, and statistical correlation analysis to assess the significance of technologies based on the classification of enterprise size. The findings demonstrate substantial disparities in the implementation and advantages of technology contingent upon the magnitude of the organization, with smaller and larger enterprises exhibiting enhanced flexibility and deliberate assimilation of novel technologies. The main conclusion is that proficient administration of technology results in competitive advantages and operational efficiencies. Companies are advised to customize their technology strategies based on their available resources and market requirements. Further analysis explores the connections between investments in technology and other organizational elements such as financial resources and personnel, highlighting the importance of developing coherent plans that successfully incorporate technology into the overall structure of the organization.

A Comprehensive Bibliometric Analysis of Business Process Management and Knowledge Management Integration: Bridging the Scholarly Gap

In the ever-evolving landscape of organisational optimisation, the integration of business process management (BPM) and knowledge management (KM) emerges as a critical challenge. Beyond the opportunity to expedite the improvement of the organisation’s operations, this integration serves as a gateway to unlocking the full potential of organisational knowledge and digital transformation. With its comprehensive evaluation of the dimensions of research on BPM and KM, this article aims to unveil predominant topics and evolving trends within this intersection. By doing so, it seeks to catalyse meaningful advancements in organisational management practices, underscoring the relevance and importance of this topic to the audience. The authors conducted a rigorous research process. Using bibliographic analysis, they selected 359 publications from the Scopus database. They employed performance analysis and scientific mapping methods to extract meaningful insights facilitated by MS Excel and VOSviewer applications. Additionally, they conducted an in-depth analysis of 37 publications chosen through bibliographic coupling analysis. The findings highlight a significant gap in the scholarly discourse on BPM and KM, which is evident in the limited research outcomes and minimal influence on decision-making processes. This study reiterates the need for increased dedication to this research realm, particularly in areas identified in the future research agenda recommendations, to stimulate significant advancements in organisational management practices. This paper stands out from the up-to-date reviews by offering a unique contribution to the BPM and KM integration field. While these reviews often focus on specific niches within the broader domain, this study takes a holistic approach. It provides a comprehensive overview of the existing literature on integrating BPM and KM, delving into the quantity and quality of existing research. It also identifies emerging themes and potential directions for future scholarship, ensuring a robust understanding of the integrative landscape of BPM and KM.

Exploring the Relationship between Surface Acting, Job Stress, and Emotional Exhaustion in Health Professionals: The Moderating Role of LMX.

Rapid organizational changes due to technological advancements, high-efficiency expectations, and uncertainties, particularly in healthcare, have led to a global stress epidemic among em-ployees. This has been exacerbated by the COVID-19 pandemic and evolving workplace practices. Surface acting, or the suppression and faking of emotions, significantly contributes to this stress and burnout, impacting not only individual healthcare professionals but also healthcare systems' overall effectiveness and sustainability. Providing adequate resources in high-demand work environments is, thus, essential to mitigate these negative experiences. Leader-member exchange (LMX) can play a pivotal role in understanding and addressing the needs and expectations of healthcare professionals. Drawing on Conservation of Resources (COR), Job Demands-Resources (JD-R), Social Exchange theories, and Grandey's Emotional Regulation Model, this study analyzed data from a convenience sample of 350 healthcare professionals. The results reveal that surface acting intensifies healthcare professionals' experiences of job stress and emotional exhaustion. Notably, the study empirically demonstrated that high levels of LMX in healthcare professionals' relationships with their leaders can mitigate the impact of surface acting on job stress and emotional exhaustion. These findings offer valuable insights for managers and policymakers, highlighting the importance of LMX in maintaining sustainable management practices in complex and stressful healthcare organizations.

Dampak Just in Time pada Inventory Management Studi Kasus pada Industri Manufaktur Automotive

The purpose of this study is to determine the Impact of Just In Time on Inventory Management Case Study in the Automotive Manufacturing Industry by determining the key factors that are fundamental to just in time practices. This research was conducted in two automotive manufacturers serving the sector hereinafter referred to as Company A and Company B, as these companies cannot be named, for this reason, the identity of these companies cannot be revealed. The approach used here is a mixed approach of quantitative research and qualitative methodology. From the study it can be concluded that organizations can have lower performance or efficiency in managing or controlling inventory, when not implementing JIT or Just-Time practices. In addition, we can also see how JIT affects inventory management practices in organizations in a positive way. This further leads to a positive perception of business performance from both employees and management of the organization. The results for Company A show better performance with cost effective performance through the implementation of the JIT system, with employees being more aware of the inventory management practices in place and the changes and benefits being transmitted to the system

Development of management and its impact on medicine and pharmacy

Aim. To study and generalize the main current trends in the theory and practice of management and their impact on the activities of healthcare institutions. Materials and methods. Scientific literature, legislative and regulatory acts, informational websites on the Internet were used. Such methods as the content analysis, comprehensive and systemic approach, structural-logical analysis, generalization, comparison, and grouping were applied. Results. The current trends in management have been systematized and grouped. The role of the development of organizational management theory and practice in changing approaches to management, leadership in forming new requirements for the skills of employees, increasing attention to the human factor, digitalization of management processes, socialization of management, etc., in general and in the healthcare system in particular has been demonstrated. Areas of use of artificial intelligence (AI) in medical, clinical, pharmaceutical, and biotechnological practice have been identified. The impact of innovative processes on the functioning of pharmaceutical market entities has been characterized. Conclusions. Modern management trends have been analyzed; changes in management concepts and company transformation have been described; the characteristics of contemporary leadership, the implementation of a value-oriented approach, directions for the development of mechanisms for intellectual management and digitalization, and innovative approaches to management have been determined. The impact of existing management trends and achievements on the medical and pharmaceutical system has been demonstrated.

Optimizing Company Performance Through Effective Logistics Management

In the contemporary business environment, effective supply chain and logistics management are pivotal for minimizing costs, enhancing competitiveness, and optimizing operational efficiency. This study investigates the effects of key logistics practices—transportation, warehousing, packaging, inventory, and information management—on organizational performance. Leveraging a ‘Supply Chain Optimization’ dataset from Kaggle, the research analyzes how cost reductions across these logistics activities influence overall expenses and performance metrics. By categorizing Supply Chain Management (SCM) performance metrics into strategic, tactical, and operational levels, the study reveals how decisions at each level, from location strategy to daily inventory management, interact to impact overall effectiveness. The findings emphasize the critical role of optimizing logistics functions to boost business efficiency, customer satisfaction, and competitive advantage. The study provides actionable insights for logistics managers aiming to enhance performance through improved management practices in various Industries and organizations.

INTEGRATING KNOWLEDGE MANAGEMENT AND INNOVATION: A PATHWAY TO COMPETITIVE ADVANTAGE

The purpose of this article is to investigate the relationship between Innovation and Knowledge management practices in organizations. The impact Innovations can have in sustaining competitive advantage and success in firms. There will also be a discussion on what kind of management strategies are usually used in businesses that enable easy access to Knowledge and results in novel Innovations. Although well-positioned KM is the most appropriate strategic response to resolve the challenges of Innovation, still some firms struggle to implement it successfully into practice. One important reason might be that even though KM is accepted as a very important resource at higher strategic level, in many cases it is not communicated with layers of organization properly. As a result, KM usually operates in isolation or addressed by simple IT solutions. This article discusses academic research articles, reports, and relevant books written by the experts of Innovation and Knowledge management. It concludes with a research gap, discussion and recommendations part.

The Effect of Transformational Leadership, Work Environment, and Life-Work Balance on Employee Job Satisfaction in the Manufacturing Industry in Surabaya Region

This study investigates the influence of transformational leadership, work environment, and work-life balance on employee job satisfaction within the manufacturing industry in the Surabaya region. A quantitative research design employing Structural Equation Modeling (SEM) with Partial Least Squares (PLS) analysis was utilized to analyze data collected from 160 employees across various manufacturing sectors. The findings reveal significant positive relationships between transformational leadership, work environment, work-life balance, and employee job satisfaction. Transformational leadership emerged as a key predictor of employee job satisfaction, emphasizing the importance of visionary leadership in fostering a positive work culture. Additionally, a supportive work environment and satisfactory work-life balance were found to significantly impact employee satisfaction. These findings underscore the interconnectedness of organizational factors in shaping employee perceptions and experiences within the manufacturing industry. The study contributes to both theoretical understanding and practical implications for organizational management and human resource practices, providing insights for enhancing employee satisfaction and organizational success in the Surabaya manufacturing context.

DO BELIEFS IN CONSPIRACY THEORIES SPREAD THROUGH SOCIAL MEDIA AFFECT WORK PERFORMANCE? A SURVEY OF MEMBERS OF THE MILITARY FORCES

Conspiracy theories spread through social and other media often bringing easy explanations of events that cannot be easily explained. Beliefs in conspiracy theories may lead to simplified and radical viewpoints that can negatively influence one's behavior and actions. The paper analyzes the association between beliefs in popular conspiracy theories spread through social media and work performance using the results of an authors’ test of conspiracy theories applied to a sample of 178 students of the Faculty of Military Leadership, University of Defence in Brno, Czech Republic. The students were selected as representatives of high-profile professions that should be trained to deal with potential disinformation and conspiracy theories. The assumption was that the students would be generally immune to the impact of conspiracy theories. The analysis did not confirm a hypothesis that individuals with top work performance are less prone to beliefs in conspiracy theories than individuals with solid/poor work performance. The findings confirm the necessity to systematically train people working in high-profile professions to work with available information and deal with potential disinformation and conspiracy theories. The findings are useful in the HR management practice of organizations that care about the professional qualities of their people and encourage further research on the origin, spread, and impact of conspiracy theories in the workplace.

Green Human Resource Management and Job Pursuit Intention: Role of Individual Green Values

The focus on achieving environmental sustainability has led to the implementation of green human resource management (GHRM) practices in various organizations. Many studies have investigated the effect of GHRM practices on existing employees in developed countries. However, limited studies have examined how prospective job seekers perceive GHRM practices in an organization before entering the workplace in developing countries, especially in the Egyptian context. Drawing upon signalling theory, social identity theory and person-environment fit theory, this study aims to bridge this gap by examining the effect of perceived green human resource management (GHRM) practices on the job pursuit intention (JPI) of prospective job seekers in Egypt. A moderated mediation model was proposed, with organizational attractiveness (OA) as a mediator and individual green values (IGV) as a moderator. The sample consisted of 219 final-year undergraduate business students registered in the College of Management and Technology in the Arab Academy for Science, Technology, and Maritime Transport, Alexandria, Egypt. The study used an experimental scenario-based approach where perceptions of individuals were examined toward a hypothetical company using self-administered questionnaires. Direct, mediation, moderation, and moderated mediation models were analysed using linear, multiple regression analysis, and bootstrapping procedures (PROCESS macro extension to SPSS) with the help of SPSS version 26. Results supported the significant positive influence of GHRM on JPI and OA mediated the GHRM-JPI relationship. In addition, IGV moderated the GHRM-OA-JPI relationship. The study provided various theoretical and practical implications for scholars and practitioners. Study limitations and suggestions for future research are also discussed.

The Use Of Big Data Analytics In Healthcare Organization Management

Introduction. The potential of using big data analytics in the management system of healthcare organizations is of interest to healthcare managers, with a notable emphasis from the research community on the correlation between the incorporation of big data analytics and its advantages for healthcare organizations, particularly in terms of resource allocation and operational efficiency. The purpose of the study was to summarize scientific data characterizing the potential of big data analytics on healthcare organizations' management practices. Materials and Methods. A comprehensive search was conducted across PubMed, eLibrary, CyberLeninka and ScienceDirect databases, as well as the World Health Organization datasets, covering the use of big data analytics in healthcare. In this study, keyword and phrase searching on the following requests was performed: ”big data in healthcare organization management”, “big data analytics in healthcare”, “big data”, “analytics”, “management”, “healthcare”. Results. The study involved an in-depth analysis and consolidation of both general and specific aspects of the potential of big data analytics in the management practices of healthcare organizations. The benefits of big data analytics implementation in personnel management, as well as its efficiency in prognosing the number of referrals to emergency departments and tracking the prescription and intake of medications, were identified.