Modern Organizations Research Articles

Relationship between job satisfaction and voluntary turnover intention in the manufacturing industry for sustainable growth: A systematic review

In today's workplaces, employee turnover rates are increasing. Modern organizations face many challenges because of the rising rates of voluntary turnover. In Malaysia, a developing nation, the manufacturing industry needs efficient growth, making a strong workforce essential. Recently, the manufacturing sector in Malaysia has seen the highest voluntary turnover rates among all industries in the country. This study aims to explore the link between job satisfaction and voluntary turnover intentions and to analyze the factors that affect this relationship. A unique aspect of this study is the use of the Preferred Reporting Items for Systematic Review and Meta-Analysis (PRISMA) methodology to collect and evaluate research on voluntary turnover intention and job satisfaction. The study finds that job satisfaction significantly influences the likelihood of voluntarily leaving a current job.

PERSPECTIVES AND DIRECTIONS OF DEVELOPMENT OF ORGANIZATIONAL CULTURE IN THE DIGITAL AGE

In the conditions of the strong development of digital technologies, the business of organizations in a traditional environment becomes very tight. New digital technologies have implications for modern business operations. Digital trends require changes not only in the way business organizations work (jobs, workplaces and employees) but also a change in the entire concept of organizational culture (behavior and thinking of employees). In order for digital technologies not to become an obstacle to the business of modern organizations, in our work we will identify a new organizational culture that is able to support new technologies. At the same time, we will look at the key elements of the traditional organizational culture, which we have to transform. In the final part, with the aim of improving the business of business organizations, guidelines will be given for the development of a new digital organizational culture that will contribute to the improvement of business, all in the context of adapting to new digital technologies. In the study of digital transformation and organizational culture, the authors employ analytical and synthetic approaches to achieve a deeper understanding. The analytical approach deconstructs elements through qualitative analysis, while the synthetic approach integrates information and theories to form a comprehensive concept. These approaches enable the identification of optimal strategies for different contexts, which is crucial for this study. Overall, the study contributes to theoretical understanding of digital transformation and organizational culture, while also offering practical guidance for organizations undergoing the process of digital transformation.

Measuring the communication field of a successful organization

The article examines the practical aspects of measuring communication in modern organizations. The author reveals approaches to assessment, measurement and monitoring based on her professional experience in the area. The author reveals the new possibilities for generating reports on existing communications based on the Model of the Government of the Russian Federation in the field of quality. The purpose of the study is to construct criteria and indicators, both external and internal, to measure the effectiveness of providing information about the organization activities. The study was conducted using methods of document analysis and expert surveys of employees of organizations preparing the organization for the competition and assessing experts, and provides possibilities for measuring the quantitative characteristics of building the organizational communicative field. It is expected that the organization conducting the measurements will subsequently take corrective actions and review the approach being implemented. The article provides links to current official documents, international standards adopted on the territory of the Russian Federation, recommending indicators for assessing the communication field of a modern organization, as well as requirements for the competence of persons performing the assessment. Besides, the paper considers the forms of constructing the organizational communicative and information fields in relation to its own personnel, various levels of management, consumers, partners, suppliers, clients, state and municipal authorities.

RESEARCH AND DEVELOPMENT OF THE SUBPROCESS OF ECONOMIC MANAGEMENT OF INNOVATIONS OF ECONOMIC SYSTEMS

The article is devoted to the use of methodological tools for research and development of the sub-process of managing the economy of innovation in an organization. As the analysis of management systems shows, the effectiveness of the use of innovations is associated with the creation of conditions for their development and integration with modern subjects of the innovation infrastructure. Achieving the goals and missions of modern organizations is impossible without the development and use of management and methodological tools adapted to the realities of the global economy. The purpose of the subprocess of managing the economy of innovation is considered by briefly describing well-known economic indicators that characterize the effectiveness of innovative activity of economic systems. The parameters of the attributes of the innovation economics management subprocess were studied to form a key set of a conceptually categorical thesaurus. The problems (points of development) of the subprocess under consideration within the framework of activities in a specific organization are identified. The author's proposals have been developed to improve the state of the innovation economics management subprocess using the example of a specific organization. When implementing the proposed measures, there is an increase in all indicators (income, gross profit, net profit and cost of services). This can be explained by the fact that there will be a reduction in costs after the use of innovative resource-saving equipment and the implementation of the proposed methodological tools.

Трансформация подходов к управлению в условиях цифровизации

This article delves into the evolution of conventional management approaches in response to the escalating influence of digital technologies on the operations of modern organizations. Amidst fierce competition, businesses cannot afford to disregard the new paradigm: the implementation of data-driven management methods, the utilization of Decision Support Systems (DSS), forecasting, and scenario analysis exemplified by digital twins, among others. Fundamental management science does not have time to adapt to the rapid development of practical management and its new tools. The aim of this article is to substantiate the necessity of reevaluating the amassed knowledge base and experience in management to foster a new scientific underpinning for businesses in the realm of digital transformation. The importance of the managerial aspect of digitalization is the central subject of the study. This endeavor will appeal to company executives, managers, and individuals engaged in management and digital transformation issues.

Analysis of existing rules and practices for disclosing information about fair value in financial statements

One of the most important for modern accounting and reporting is fair value. Moreover, this is typical for systems of both Russian and international standards (hereinafter referred to as RAS and IFRS). Indeed, fair value, which is actively used in IFRS, has now been introduced into almost all domestic federal accounting standards (hereinafter referred to as FAS). In this regard, the importance of issues related to the indicated value cannot be overestimated. In our previous works, we explored issues related to the interpretation and calculation of fair value. In this article we turn to the analysis of disclosure of information about fair value in financial statements. When carrying out research, methods such as analysis and synthesis, grouping method, comparison, analogy method, logical approach, systematic approach were used. As a result of the research carried out in this work, the main problems associated with the disclosure of information on fair value in the reporting of modern organizations have been identified. The results obtained in this article will be useful to a wide range of readers interested in current issues related to the preparation of financial statements under RAS and IFRS; they can be used in the educational process of higher educational institutions, in the practical work of accounting departments of modern organizations, as well as in the development and improvement of relevant domestic and international accounting standards.

Intellectual property in the healthcare sector and the most important trends in the development of its accounting

Intellectual property is becoming especially important for healthcare institutions, as such institutions are actively developing new treatment methods, products or processes and need to know how to value, manage and protect their intellectual property. This article is devoted to current issues that reveal the impact of intellectual property on healthcare institutions, as well as the most important trends in the development of accounting. The following methods were used in the implementation of the research: analysis and synthesis, comparison, logical and systematic approaches. As a result of the research, this article presents information about the health care industry, which is being improved, and it is shown that the introduction and development of various innovations in the field under consideration depends on the successful implementation of the achievements of fundamental science in the development of new technologies. In addition, the importance of intellectual property, which has a significant impact on healthcare institutions due to its involvement in pricing and strengthening competitiveness, is revealed. It is concluded that health care institutions applying one or other approaches to managing their intellectual property contribute to the introduction of artificial intelligence, considering it as an opportunity not only to increase productivity, but also to simultaneously reduce costs within the framework of financial and economic activity. The research results will be of interest to practicing specialists in the field of accounting of budget institutions, as well as to the scientific community engaged in research in the field of health care. The results reflected in this article can be used in the educational process of higher educational institutions and in the practical work of accountants of modern organizations (including health care).

Responsibility‐Oriented Perspective of Responsible Leadership: Development of a Measurement Instrument

Responsible leadership, a construct at the intersection of corporate social responsibility (CSR), ethics, and leadership, is considered to meet the conflicting demands of modern organizations by striking a balance between internal and external responsibilities. To further explore antecedents and outcomes of responsible leadership, scholars and practitioners need an instrument that can gauge the influence of responsible leadership on organizational members. The present study is a combination of four studies and is aimed at developing a measurement instrument using the sequential mixed method equal status approach. The study aims to explore responsibility‐oriented dimensions and their subdimensions that are perceived to be comparatively more relevant to responsible leadership by organizational members, while simultaneously, being supported by existing literature. An initial qualitative study, comprising 25 in‐depth interviews, revealed six responsibility‐oriented dimensions that could reliably measure the construct. Three quantitative studies, entailing collection and analysis of data for each (N = 608, 745, 800), were conducted to refine and validate the instrument. The study used the opinions of followers (organizational members) to determine the influence of responsible leadership in an organization. Based on the validity and reliability statistics of the three studies, the instrument is considered reliable for measurement of the influence of responsible leadership at individual, group, and organizational levels.

A taxonomy of factors that contribute to organizational Cybersecurity Awareness (CSA)

Purpose Developing cybersecurity awareness (CSA) is becoming a more and more important goal for modern organizations. CSA is a complex sociotechnical system where social, technical and organizational aspects affect each other in an intertwined way. With the goal of providing a holistic representation of CSA, this paper aims to develop a taxonomy of factors that contribute to organizational CSA. Design/methodology/approach The research used a design science approach including a literature review and practitioner interviews. A taxonomy was drafted based on 71 previous research publications. It was then updated and refined in two iterations of interviews with domain experts. Findings The result of this research is a taxonomy which outline six domains for importance for organization CSA. Each domain includes several activities which can be undertaken to increase CSA within an organization. As such, it provides a holistic overview of the CSA field. Practical implications Organizations can adopt the taxonomy to create a roadmap for internal CSA practices. For example, an organization could assess how well it performs in the six main themes and use the subthemes as inspiration when deciding on CSA activities. Originality/value The output of this research provides an overview of CSA based on information extracted from existing literature and then reviewed by practitioners. It also outlines how different aspects of CSA are interdependent on each other.

The problems of human resource development and the main ways to solve them

The effectiveness of any organization depends on a number of factors, including a well-designed human resource management system. A properly formulated human resource management strategy is a guarantee of success for a modern organization. In turn, the systemic effectiveness of human resource management depends on its properly formulated and implemented processes, timely and accurate identification of problems in each process, as well as the development of correct, effective, targeted solutions and recommendations for their resolution.

Assessing the Role of HRM and HRD in Enhancing Sustainable Job Performance and Innovative Work Behaviors through Digital Transformation in ICT Companies

In the era of Industry 4.0, digital transformation has become a cornerstone for modern organizations, fundamentally altering how businesses operate and compete. This study delves into the impact of digital transformation on human resource management (HRM), human resource development (HRD), and employees’ innovative work behaviors and job performance in a rapidly evolving business environment. In conducting a survey among 391 employees from information and communication technology (ICT) companies in China, structural equation modeling was employed to analyze the data. The findings reveal a correlation between digital transformation and innovative work behaviors and job performance, with HRM and HRD playing partial mediating roles. Digital transformation not only optimizes work processes and enhances productivity but also fosters the innovation of business models and processes. Moreover, the research indicates the critical importance of implementing efficient digital systems and processes in promoting an organizational culture of innovation and enhancing employees’ innovative capabilities. Thus, digital transformation is seen as a pivotal strategic tool, altering not just the modus operandi of organizations but also influencing employee behavior and performance.

ИССЛЕДОВАНИЕ ВЛИЯНИЯ ОБРАТНОЙ СВЯЗИ НА МОТИВАЦИЮ И РЕЗУЛьТАТы ДЕЯТЕЛьНОСТИ

The article examines the influence of feedback on the result and motivation in the activity. A large place in the work is occupied by the consideration of feedback as a resource of managerial influence in conditions of uncertainty and resource savings. The main part of the article contains a study of the opinion of students as future young professionals, which reveals the issues of their attitude to the feedback format based on the results of work and educational activities. In conclusion, the prospects and possibilities of using feedback as a motivation tool in modern organizations are briefly discussed.

Building integrated management systems: achieving synergy and sustainability in modern organizations

In today's competitive global marketplace, the quest for efficiency, sustainability, and quality is at the forefront of organizational management. The implementation of international management standards—such as ISO 9001 for quality, ISO 14001 for environmental management, and ISO 45001 for occupational health and safety—has become widespread across industries. However, these systems are often implemented separately, which can lead to inefficiencies and resource redundancy. An Integrated Management System (IMS) offers a strategic solution by consolidating these disparate systems into a unified framework, providing organizations with a comprehensive, cohesive approach to management. This paper explores the evolution of management systems and the growing need for integration in response to globalization, increased competition, and stakeholder demands. By combining the principles of quality management, environmental sustainability, social responsibility, and occupational safety into a single system, organizations can streamline their operations, improve resource allocation, and enhance overall performance. This approach allows organizations to not only meet regulatory requirements but also achieve a synergistic effect, where the whole system performs better than the sum of its individual parts. Two primary models for integrating management systems are discussed: the additive model and the comprehensive integrated model. The additive model involves the step-by-step incorporation of additional systems into an existing framework, typically beginning with ISO 9001 for quality management and gradually adding systems like ISO 14001 and ISO 45001. This modular approach allows for flexibility and is easier to implement for organizations with existing quality management systems. However, the additive model can sometimes result in systems that operate in parallel rather than truly integrated. The comprehensive integrated model, on the other hand, is designed from the outset as a unified system. This approach ensures that all components are interrelated and work together seamlessly, minimizing duplication of processes and promoting better alignment of organizational goals. The integrated model fosters greater synergy and reduces the administrative burden associated with managing multiple systems independently. The paper also highlights the importance of adopting a structured approach to integration based on the Deming PDCA (Plan-Do-Check-Act) cycle, which is central to ISO management standards. The PDCA cycle provides a framework for continuous improvement, enabling organizations to adapt and refine their management systems over time. Through effective leadership and stakeholder engagement, organizations can achieve not only compliance with international standards but also significant improvements in operational efficiency and long-term sustainability. The benefits of integrated management systems are numerous: they reduce duplication, optimize resource use, and improve communication and coordination across departments. Moreover, an IMS enables organizations to respond more effectively to external challenges, such as changing regulations, customer demands, and environmental concerns. The paper concludes by advocating for the widespread adoption of integrated management systems, emphasizing that their success depends on both the structural framework and the active involvement of management and staff. As organizations continue to face complex, interconnected challenges, the integration of management systems is a crucial strategy for enhancing competitiveness, sustainability, and long-term organizational resilience. The future of organizational success lies in the ability to harmonize different management approaches into a single, efficient system that supports continuous improvement and adaptability in an ever-changing global environment.

The process of declaring information security profiles

The article discusses the process of declaring information security profiles, which is an important aspect of ensuring information security in modern organizations. The main purpose of the declaration is to establish clear requirements and control measures to ensure an appropriate level of protection of information assets against potential threats and vulnerabilities. The authors of the article analyze the basic and target information security profiles, emphasizing their features, advantages and disadvantages. In particular, the basic security profile is considered as a minimum set of requirements that can be quickly implemented to ensure an initial level of protection. At the same time, the target security profile is aimed at more detailed adaptation of security measures to the specific needs and risks of the organization, which provides a higher level of protection. The process of declaring security profiles includes several stages, such as assessing the current state of security, identifying threats and vulnerabilities, defining security requirements, developing and implementing security profiles, and regularly monitoring and updating security measures. The article also discusses the current standards and regulations that govern the process of declaring security profiles, in particular, NIST SP 800-53 rev. 5, ISO/IEC 27001, and ND TZI 3.6-006-21. The article analyzes how these standards can be used to create effective security profiles that meet the specific requirements of organizations of various sizes and industries. The authors conclude that the process of declaring information security profiles is critical to ensuring an adequate level of protection of information assets. Implementation of clearly defined security profiles allows organizations to take a systematic approach to risk management, reduce the likelihood of security incidents and increase the overall level of information security.

Foreign Experience Managing Employees

Recently, many modern organizations in our country have begun to use foreign experience in managing employees. This process can be called internationalization in the field of modern management. Such an organization of work with employees provides for the creation of all possible models at the enterprise, as well as the use of a systematic approach to the rational use of labor resources. Management decisions made by the owners are influenced by a number of factors that neither managers nor other employees of the company can influence. These factors are related not only to the internal processes of the company, but also to the external environment. These factors affecting employee management methods reflect the priority traditions of a particular society, therefore they acquire a different nature.

Management styles of modern organization

Management styles of modern organization

‘Modern talking’: Narratives of agile by German public sector employees

Despite growing interest, we lack a clear understanding of how the arguably ambiguous phenomenon of agile is perceived in government practice. This study aims to alleviate this puzzle by investigating how managers and employees in German public sector organisations make sense of agile as a spreading management fashion in the form of narratives. This is important because narratives function as innovation carriers that ultimately influence the manifestations of the concept in organisations. Based on a multi-case study of 31 interviews and 24 responses to a qualitative online survey conducted in 2021 and 2022, we provide insights into what public sector managers, employees and consultants understand (and, more importantly, do not understand) as agile and how they weave it into their existing reality of bureaucratic organisations. We uncover three meta-narratives of agile government, which we label ‘renew’, ‘complement’ and ‘integrate’. In particular, the meta-narratives differ in their positioning of how agile interacts with the characteristics of bureaucratic organisations. Importantly, we also show that agile as a management fad serves as a projection surface for what actors want from a modern and digital organisation. Thus, the vocabulary of agile government within the narratives is inherently linked to other diffusing phenomena such as new work or digitalisation.

Overqualified Employees’ Actual Turnover: The Role of Growth Dissatisfaction and the Contextual Effects of Age and Pay

AbstractOverqualified employees are those with more knowledge, skills, and abilities than their job requires. While these competent workers can bring benefits to firms, they also pose a high risk of turnover. However, the evidence is insufficient on whether, why, and when they actually leave and how organizations can manage their turnover effectively. Based on self-determination theory, we propose that unfulfilled internal aspirations for personal growth can be a major driving force of turnover among overqualified employees. Moreover, we explore how such a mechanism varies by employee’s age and whether pay can exert a mitigating influence. Using longitudinal data over three years (from 2017 to 2019) with a large sample of workers (N = 2473), we found an indirect effect where perceived overqualification reduces growth satisfaction, which in turn leads to actual turnover. Further, we found a three-way moderating effect of pay and age on the relationship between growth satisfaction and turnover, indicating that pay’s effect of deterring turnover was stronger for older employees. This study has theoretical implications for a better understanding of overqualified employees’ turnover driven by their internal impetus, as well as implications for pay policies that effectively manage overqualified workers in age-diverse modern organizations.

Benefits of Using Data-Driven Lean Manufacturing in Textile and Apparel Manufacturing Units in Pakistan

The objective of the present study is to investigate the advantages of lean manufacturing in textile and apparel manufacturing facilities in Pakistan. This study examines the influence of lean manufacturing on the time-saving, process efficiency, and industry improvement. Modern organizations are employing lean manufacturing as a critical concept in their operations. There are numerous advantages to employing lean manufacturing; consequently, the textile industry is also transitioning to this methodology. The quantitative methodology employed in this investigation is employed to investigate the current subject matter. The study's data is gathered from the customers and employees of textile and apparel manufacturing units in Pakistan. In order to accumulate data from the respondents of the investigation, questionnaires were implemented. The study's findings suggest that lean manufacturing is significantly positively correlated with industry improvement, process efficiency, and time savings. These three factors are also essential for the success of an organization. This investigation also encompasses practical and managerial implications, future direction, and limitations.

The influence of leadership on organizational adaptability

Aim. To identify how leadership, strategy, technology, and organizational structure complexity influence organizational adaptability and what is the role of leadership in this process.Objectives. On the basis of dynamic capabilities theory to study adaptive processes of modern organization; to investigate the influence of innovation, strategy and complexity of organiza­tional structure on organizational adaptability processes; to show the influence of leadership on adaptive processes.Methods. The article is based on a sociological study, which was carried out on the basis of online surveys of 245 respondents. Structural modeling was used to test the hypotheses.Results. The study revealed that strategy and technology influence the level of adaptability of the organization, and leadership, mediating the influence of strategy, technology and complex organizational structure, simplifies the processes of adaptation of the organization. Due to the influence of leadership, the complexity of organizational structure does not hinder adaptive processes. Organizational adaptability using leadership is effective in organizations where intel­lectual capital exists.Conclusions. Strategic leadership techniques promote organizational adaptability. The leader uses a leadership style that aligns tasks and focuses on relationship approaches that lead to adaptive change in the organization.