On Organizational Performance Research Articles

재개발·재건축 조합원의 조직몰입이 조직성과에 미치는 영향

The purpose of this study is to define the concept from the perspective of the emerging organizational commitment(OC) and organizational citizenship behavior(OCB), and to verify the effect of organizational commitment of redevelopment and reconstruction union members on organizational performance(OP) and the mediating effect of organizational citizenship behavior. This study was empirically analyzed using the questionnaire method for members of the redevelopment association. The results of the analysis are as follows. First, it was analyzed that the OC of redevelopment and reconstruction union members had a positive(+) effect on OP. Second, it was found that the OC of redevelopment and reconstruction union members had a positive(+) effect on OCB. Third, OCBr was found to have a statistically significant impact on OP in the relationship between OCB and OP of redevelopment and reconstruction union members. Fourth, it was verified that the OCB of redevelopment and reconstruction union members played a significant positive(+) complete mediating role in the relationship between OC and OP. It is the significance of this study that the research area in the field of redevelopment and reconstruction unions was expanded by empirically verifying the OC, OCB, and OP of redevelopment and reconstruction union members.

Factors affecting Virtual Work Arrangements and organizational performance: Assessed within the context of Nepalese organizations

Purpose: This study aimed to examine the factors affecting virtual work arrangements (VWAs) and their impact on organizational performance (OP) within Nepalese organizations.Design/methodology/approach: The study utilized a quantitative research methodology, employing a sample size of 408 individuals engaged in a virtual work environment. It conducted empirical research to examine the impact of communication satisfaction (CS), job satisfaction (JS), support in computer anxiety (CA), and personal empowerment (PE) on OP.Findings: The study's findings revealed that CA had the highest significance level (β = 0.466, p < 0.05) in predicting enhanced OP. Likewise, it was seen that PE had a positive impact (β = 0.385, p < 0.05) on OP, indicating that organizational outcomes often improve when individuals experience a sense of empowerment. Additionally, it was worth noting that there was a statistically insignificant but positive association between CA and OP (β = 0.086, p > 0.05), suggesting that CA does not support enhanced OP. In contrast, JS has a negative and insignificant relationship with OP (β = - 0.097, p > 0.05) at VWAs in Nepal.Research Implications/Value: Such findings contribute to a greater comprehension of the factors influencing OP in Nepalese VWAs. In order to have a comprehensive understanding of the interplay between VWAs and OP, future research must examine additional elements and conduct more in-depth investigations.

The Impact of Big Data Analytics on Decision-Making Within the Government Sector.

The government sector has started adopting big data analytics capability (BDAC) to enhance its service delivery. This study examines the relationship between BDAC and decision-making capability (DMC) in the government sector. It investigates the mediation role of the cognitive style of decision makers and organizational culture in the relationship between BDAC and DMC utilizing the resource-based view of the firm theory. It further investigates the impact of BDAC on organizational performance (OP). This study attempts to extend existing research through significant findings and recommendations to enhance decision-making processes for a successful utilization of BDAC in the government sector. A survey method was adopted to collect data from government organizations in the United Arab Emirates, and partial least-squares structural equation modeling was deployed to analyze the collected data. The results empirically validate the proposed theoretical framework and confirm that BDAC positively impacts DMC via cognitive style and organizational culture, and in turn further positively impacting OP overall.

The impact of corporate social responsibility on organizational performance with the mediating role of employee engagement and green innovation: evidence from the Malaysian banking sector

This study aims to examine the direct and indirect effects of corporate social responsibility (CSR) on organizational performance (OP) through the mediating role of employee engagement (EE) and green innovation (GI) in the Malaysian banking sector. Moreover, this study was conducted to empirically investigate a sample of 550 employees affiliated with eight banks in Kuala Lumpur, Malaysia. The research employed the Partial Least Squares Path Modelling (PLS-SEM) technique to obtain the intended results. The findings of this research demonstrate that CSR has a positive and significant impact on OP, EE, and GI. Furthermore, EE is also significantly correlated with OP, while GI is not significantly correlated with OP. On the other hand, EE mediates the relationship between CSR and OP, while the mediating role of GI was not found. This study highlights the importance of CSR programs in promoting EE and encouraging GI. Ultimately, these initiatives affect organizational performance within the banking sector. This study makes a theoretical contribution by investigating the mediating impacts of EE and GI on the relationship between CSR and OP within the banking sector. Moreover, these findings benefit future researchers interested in exploring the banking sector’s performance.

The mediating role of ICT on the impact of supply chain management (SCM) on organizational performance (OP): A field study in Pharmaceutical Companies in Jordan

This research aims to identify the Mediating role of ICT on the Impact of supply chain management (SCM) on organizational performance (OP), a field study: of pharmaceutical companies in Jordan. To achieve the aim of the research, the researcher used the descriptive analytical approach. The research population is all the employees in the three pharmaceutical companies listed on the Amman Stock Exchange (1,528), A suitable sample content of (400) employees was chosen, questionnaires were distributed using Google Forms, and the percentage of correct questionnaires was (85%), The research concluded that SCM with its dimensions has an impact on OP in pharmaceutical companies in Jordan, CRM does not exhibit a notable impact on the dependent variable OP and this research provides robust support for ICT mediating the relationship between SCM and OP in pharmaceutical companies in Jordan. The research recommended pharmaceutical companies to explore strategies to enhance their customer relationships and it also recommends pharmaceutical companies to invest in and enhance ICT infrastructure and capabilities, this research also recommends future studies to examine the role of artificial intelligence (AI) instead of (ICT) mediator between (SCM) and (OP).

Human resources practices as a moderator for inculcating lean thinking in IT organizations – an empirical approach

PurposeHuman Resource Practices (HRPs) have undergone a revolutionary change, with their practices being more strategic for facilitating the change process. Extant literature studies the impact of Lean Thinking Practices (LTPs) on Organizational Performance (OP). However, the role of HRP as a strategic partner in the inculcation of LTP appears to have been explored sparingly. Hence, this paper aims to identify the specific HRPs that enhance the impact of Lean Thinking on OP.Design/methodology/approachA cross-sectional survey method was adopted. A total of 528 responses from IT organizations across various levels and processes were collected. The proposed conceptual framework was tested and validated SPSS-Process Macro.FindingsFindings revealed that the presence of HRPs as moderators is significantly impacting the relationship between LTP and OP. LTP when moderated by HRPs significantly impacts employee well-being when compared to other performance variables.Originality/valueThis study is a maiden attempt to study the role of HRP in the inculcation of LTP in IT organizations. Earlier studies, which have mainly concentrated on the need for Human Resource (people) involvement, have spoken and researched less about the specific HRPs in the inculcation of LTP. An empirically validated specific HRP for inculcating LTP in IT organizations is a significant contribution.

Quality Management Systems Implementation and their Output on Productivity and Organisational Performance

The companies that struggle with the problem of inefficient resource usage are most likely those with the absence of an effective management system. Organizational performance can be greatly enhanced through the systematic measurement, monitoring, and improvement of the quality of a company's offerings. This paper presents a study that determines the relationship between applying quality management systems (QMS) on organi-zational performance (OP) and impacts and benefits generated by their implementation. The main purpose of the article is to survey the effect of QMS on organisation efficiency based on the concept of change management. Data was collected from randomly selected employees from the top and middle management through questionnaire survey to check the implementation process and effectiveness of QMS. The collected data were analyzed using Statistical Package for Social Sciences (SPSS). The results of this study confirm that there are some positive effects on organisational management variables and establishing training and explanation courses and meetings. Organisational impacts such as efficiency, consumer satisfaction, employee performance, profitability, internal improvement, competitive advantage, supplier relationships and quality of products and services can be also highlighted. The findings from this study are expected to support management’s decision to implement QMS if one of their objectives is to use their resources efficiently. Customer's needs and perceptions are also considered by an adequate feedback system, proper audits, and management reviews. It is shown that QMS can only be successful if top management are persuaded to take a sustained and active role in the implementation process, it is essential to regularly conduct training in this area in order to instill habits and make employees more amenable to the change of working methods.

STRATEGIC INFLUENCE OF PROJECT MANAGEMENT ON PERFORMANCE OF SELECTED CONSTRUCTION INDUSTRY IN DELTA STATE, NIGERIA

The study investigated the effect of project management on organizational performance of selected construction companies in Delta State, Nigeria. The specific objectives of this study were to provide evidence on the effects of monitoring and evaluation (M & E) on organizational performance and to ascertain the influence of risk management on organizational performance. Three construction firms located in Asaba metropolis of Delta State were selected. The study relied on primary data which were obtained using structured questionnaire administered to 169 purposively selected respondents of the construction firms. The data collected were analyzed using Analysis of Variance (ANOVA) and correlation analysis in pursuance of the stated specific objectives of the study. The result showed that monitoring and evaluation and risk management have significant effects on organizational performance of the selected construction firms. The study concluded that M&E in particular has a good and significant impact on organizational performance (OP). As a result, construction firms should keep up with and grow strategic channels of project delivery to ramp up on performance. The study recommended that project management practices should be applied systematically to the project cycle from initiation to the close out stage of projects among others
 Keywords: Business Intelligence, Profitability, Operational Performance, Level of Competition, Project Performance.

Identifying the missing link between training and development and organizational performance: A mediated moderation approach

This study aims to examine the effect of training and development (TD) on organizational performance (OP), the parallel mediating effects of employee engagement (EE), employee commitment (EC), and employee retention (ER). The study also empirically tests the moderating role of performance appraisal (PA). A quantitative methodology was used to analyze the cross-sectional sample data collected from 500 workers in the ready-made garment (RMG) industry in Bangladesh through a simple random sampling technique. The data was analyzed using SPSS and PLS-SEM. The results indicated a significant positive effect of TD on OP. Additionally, EC, EE, and ER were found to mediate the relationship between TD and OP. Furthermore, the study revealed that PA moderated the associations between EE and OP, and ER and OP. These findings have important implications for managers, policymakers, factory owners, government officials, and RMG employees. The insights gained from this study can also help organizations to better understand the critical role that employee engagement, commitment, and retention play in translating training and development investments into improved organizational performance.

Determinants of blockchain adoption and organizational performance in the healthcare sector in India

PurposeBlockchain technology (BCT) has multiple benefits across industries in varied contexts, but limited organizations have adopted such disruptive innovative technologies in the healthcare industry in India. The research on advancing the understanding of blockchain adoption (BCA) determinants in India's healthcare industry is limited. Thus, the study aims to identify the BCA determinants in the healthcare sector in India. Further, the impact of BCA was examined on organizational performance (OP).Design/methodology/approachThe study utilizes Technology, Organization, and Environment (TOE) framework to investigate the determinants of BCA in the healthcare sector in India. The data were gathered using a seven-point Likert seven-point ranging from “strongly agree” to “strongly disagree” from 272 respondents working in the healthcare industry in India. The relationship within the framework was investigated using structural equation modeling.FindingsThe results demonstrate the positive impact of top management support, organizational size, organizational readiness, competitive pressure and government support on BCA in the healthcare sector. On the other hand, compatibility, security and privacy issues do not affect BCA. The results emphasize and validate blockchain’s importance in improving OP in the healthcare sector. Further, the results indicate that non-technological factors are paramount to improving BCA within the healthcare sector. Organizations should invest in employee training and development to ensure their staff have the necessary knowledge and skills to effectively manage BCT.Research limitations/implicationsThe model was developed for BCA in the healthcare sector in the Indian context; however, the model applies to other countries with the same business environment. Hence, the model can be further examined in diverse countries to generalize the findings.Practical implicationsThe study offers valuable insights into the factors that influence BCA and OP in the healthcare sector. The results of this research can be used to inform policy decisions and guide practitioners toward promoting and facilitating the use of BCT in healthcare organizations.Originality/valueTo the best of the author’s knowledge, the present study is the first of its kind to examine the TOE framework in BCA within the healthcare sector and its implications on OP.

Blockchain Technology and Sustainable Supply Chain Practices: Leading Towards Organizational Performance

Today’s world is changed; the only constant thing is digital technologies galloping and enveloping all walks of life; blockchain is the most pertinent of the available technologies. Due to the high demand for the technology, this research tests blockchain technology (BTT) and its influence on organizational performance (ORP) while incorporating recycling and remanufacturing (RRM), green design (GDN), and green purchasing (GPP) as mediators to ascertain the relation between the two constructs. The data for the research is collected from the Malaysian manufacturing sector. The data was collected from four hundred enterprises, and regression analysis was used for statistical inference through Smart PLS. Significant results are found between BTT and RRM, BTT and GDN, BTT and GPP, RRM and ORP, and GDN and ORP. The study’s result also confirms that no significant value was found between GPP and ORP.

The causal factors that affect the organizational performance of large-size companies in Thailand through HR analytics

Purpose: The purpose of this study is to investigate the impact of the causal factors, namely Organizational Culture (OC), Technology Adoption (TEA), and HR Competencies (HRC) on Organizational Performance (ORP), with a focus on the moderating effect of HR analytics (HRA).
 Design/Methodology/Approach: Data were collected using the purposive sampling method from 498 top management in the human resources department working for large-size organizations in Thailand. Confirmatory Factor Analysis (CFA) and Structural Equation Model (SEM) are applied as statistical techniques to validate and test the proposed hypotheses of the conceptual framework.
 Findings: Results give strong supporting evidence to accept all the proposed hypotheses that the studied factors are contributing to each other and creating an impact on organizational performance.
 Conclusion: It is confirmed that ORC, TEA, and HRC have positively impacts on HRA and ORP. In addition, it is also confirmed that HRA acts as a moderating factor to facilitate the impact of ORC, TEA, and HRC on ORP.
 Research Limitations/Implications: The scope of this study only focuses on large-size organizations that operate in Thailand.
 Practical Implications: This study provides guidelines for an organization to improve factors that can have a positive impact on their performances.
 Contribution to Literature: This study serves as one of the pioneering contributions to the field of HRA and its implications for ORP.

The Effect of Customer Knowledge Management on Organizational Performance

Nowadays, the development of knowledge management (KM) does play an important role in the concept of Customer Knowledge Management (CKM). This development shows the rapid change in all areas of life, due to the effects of globalization and the development of highly acclaimed KM. On the other hand, CKM is considered important, because its implementation benefits the field of operations and services, that can improve personal competence, maintain availability knowledge, innovation and product development. Therefore, scholars regard CKM as a strategic resource for businesses to improve innovation, facilitate the detection of new market opportunities, and support long-term customer relationship management (CRM). However, literature suffers from a lack of understanding of customer knowledge’s role in improving the performance of organization. Thus, the purpose of the study is to investigate the impact of CKM on organizational performance (OP). This study uses a questionnaire and statistical analytical techniques (Structural Sequential Equation Model) to explore the effect of CKM on OP. The statistical population of this research includes 500 insurance companies in Malaysia. The sample size was estimated 258 people by using Krejcie and Morgan Morgan Table (1970) and stratified sampling method was used. Data collection tool is close ended questionnaire with Likert's five-option scale. Therefore, 516 questionnaires were distributed and 180 returned questionnaires were analyzed. Measurement model was analyzed to determine data validity and the hypotheses were tested using structural model. The findings showed that that CKM dimensions namely; Knowledge for customers (KfC), and Knowledge from Customers (KfrC) had a positive impact on the performance of organization and provides competitive advantages. However, knowledge about customers (KaC), indicated insignificant impact with OP. This study provides clear implications related to the theory and contributions to the literature related to CKM as well as in insurance industry. The study also provides invaluable insightfulness to various stakeholders including policy makers, institutional support and insurance agent about the importance of knowledge about customers (KaC), Knowledge for customers (KfC), and Knowledge from Customers (KfrC) in determining the performance of insurance industry. Hence, organizations should acquire valuable customer knowledge in order to enhance the relationship with customers, as well as enhance their performance.

The Strength of Corporate Governance Metrics on Organizational Performance of Nepalese Telecom Industry

The purpose of the study was to understand and analyze the strength of corporate governance (CG) on organizational performance (OP) of the Nepalese telecom industry from the employees' perspective. It adhered to a descriptive study approach and employed an organized questionnaire survey instrument. Two market-leading telecommunication service provider companies of Nepal, Ncell and Nepal Telecom, and their employees were considered the object of the study. It collected 387 responses through a random sampling method. The survey instrument included 18 items and was divided into three segments to collect required data that was processed with the help of SPSS and AMOS software. The study identified nine observable CG performance metrics inside two latent variables, management and leadership (ML) and management competency (MC), to evaluate CG performance and revealed that each performance metric offers a partial explanation for the synergistic effects on OP. The study's findings provided evidence to previous studies that CG performance positively and significantly affects the OP. In addition, the results of the study would deliver useful suggestions for comprehending the primary drivers of CG performance metrics in the Nepalese context.

Synergistic effect of TQM-SCM initiatives in organizational performance: evidence from the service (logistics) sector

PurposeThis study aims to explore the synergetic effects of total quality management and supply chain management (TQM–SCM) initiatives and their effects on organizational performance (OP). This research has been conducted in Pakistan’s logistics sector. The research reveals the synergistic effect of TQM and SCM initiatives and their effects on OP.Design/methodology/approachThe constructs of the TQM and SCM were chosen after reviewing the literature that was critical for the logistics sector. The synergetic effect of TQM–SCM on OP has been evaluated. The mediating, direct and indirect effects were also evaluated in different models independently. Structural equation modelling was applied to drive the results via using AMOS.FindingsIt was observed during the analysis that both the TQM and SCM have a significant effect on OP. Both TQM initiatives have directly correlated to the improvement in SCM, and both have a positive effect on an organization. This research study has aided logistics firms that are focusing on TQM and SCM planning and implementation. The results can give management a better and more in-depth knowledge of the TQM initiatives and OP.Research limitations/implicationsThe data was collected through email and personal visits from different organizations. The data was collected through an adopted questionnaire. It is found in the study that many people at the managerial level have limited knowledge regarding SCM and TQM. The results may vary if the knowledge of the employees is improved.Practical implicationsThe current study presents an upscale addition by examining the function of SCM and TQM linkage in OP as well as their relationship. The evaluated model serves as a guideline for firms looking to expand and achieve maximal OP.Social implicationsText.Originality/valueThe evaluated model is developed in this study that serves as a guideline for firms looking to expand a new method to reach maximum OP.

The impact of psychological capital on green and organizational performance: Empirical research measuring psychological and subjective health of green building industries.

Green building (GB) technologies have been introduced to reduce the negative effect of the building and construction industry on the economy, the ecosystem, and society. A more thorough and accurate knowledge of the factors for implementation is required to stimulate the wider adoption of GB technologies. The theoretical framework for this study is developed using psychological capital (PC), self-determination theory (SDT), and green theory. The study addresses gaps in the research in this field. The effect of PC on psychological health (PH), green innovation ambidexterity (GIA), and subjective health (SH), and the impact of GIA on green performance (GP) are determined. The effect of PH and SH on organizational performance (OP) is also determined. The information for this study is collected from a variety of sources in the Chinese GB industry. The subjects for this study are Chinese employees of GB-based companies. Using a convenience sampling method, a total of 504 employees were selected. The employees' answers to a restricted, self-administered survey are used to generate the data. Data from this study shows that PC has a significant effect on GIA, SH, and PH and that GIA has a substantial impact on GP. Both SH and PH significantly affect OP. This study encourages managers in the green building industry to support fresh concepts in order to gain a competitive edge by implementing and promoting innovative cultures, especially in terms of service delivery and customer understanding, because innovation plays a critical role in these industries.

A relationship between perceived investment in temporary employee development and organizational performance: an empirical study

PurposeOwing to business uncertainty, it is prudent for organizations to rely on temporary employees to achieve numerical flexibility. This paper investigates the effect of perceived investment in temporary employee development (PITED) on organizational performance (OP) through the mediation process of organizational identification (OI), work engagement (WE) and the moderation process of perceived human resource policies (PHRP). A conceptual framework was built on social exchange theory and job demands-resource theory.Design/methodology/approachData was collected from skilled temporary employees deputed at client organizations in the information technology business process management (IT-BPM) industry. Analysis was done using the partial least squares-structural equation modelling (PLS-SEM) method using SmartPLS 3.0 software.FindingsThe study established a significant association between PITED, OI and OP, in which OI acts as a partial mediator. In contrast, the mediating relationship of WE between PITED and OP was insignificant. PHRP moderated the relationship between PITED and OP.Practical implicationsThis research suggests to top management and human resource leaders that PITED makes temporary employees identify with client organizations, resulting in increased OP.Originality/valueThis research builds on theoretical assumptions to adopt a temporary employee perspective on organizational initiatives and performance in the IT-BPM industry, which is uncommon.

Ethnic diversity management as a stimulant of organizational performance: A study of commercial banks

This study investigated the relationship between ethnic diversity management and organizational performance: A study of Commercial banks. The specific aims of the study are to ascertain the effect of the measures of ethnic diversity management, namely; Gender Diversity (GD) and Age Diversity (AD), on Organizational Performance (ORGP). The responses from the respondents were collected with the aid of five (5) Likert Scale questionnaire measures. A total of 267 questionnaires were administered to employees of two branches Out of the 267 questionnaires administered, two hundred and sixty (260)97.38% were retrieved and properly filled while seven (7)2.69% did not properly fill and returned. The questionnaire was coded with the aid of an excel spreadsheet, and the respondent's profile was analyzed with manual simple percentages, descriptive statistics and a correlation matrix. The hypotheses of the study were tested using multiple regression statistical tools with the aid of SPSS version 23. The findings revealed that: There is a significant positive relationship between Gender Diversity (GD) and Organizational Performance (ORGP) (0.035<0.001); as well as a significant positive relationship between Age Diversity (AD) and Organizational Performance (ORGP) (0.001<0.05); Based on the findings, the study concludes that ethnic diversity management had a positive and significant effect on organizational performance Commercial banks. The study recommends that commercial banks should maintain and improve their gender diversity management; this will go a long way in enhancing their performance.

The Role of Organizational Learning in Mediating the Relationship between Business Model Design and Innovation Performance

Innovation in the business model (BM) may be irreversible and therefore entails more significant risk and ambiguity compared to product, service, or process innovation. This paper focused on exploring the role of organizational learning in mediating the relationship between business model design and innovation performance using hierarchical hybridized linear regression analysis (HHLRA). Furthermore, this paper shows that organizational learning is based on variables that mediate the relationship between training and performance and improve performance through its positive effect on organizational learning. Furthermore, the study examines the multi-dimensional and contingent progressive impact on the corporate performance of organizational training through innovative conjunctive roles. However, this study determines that both organizational learning capabilities (OLC) and organization innovativeness (OI) have a positive effect on organizational performance (OP). Besides, organizational innovativeness mediates the relationship between OLC and OI. Finally, the findings suggest that managers should improve organizational learning capabilities and improve innovation performance to enhance positive entrepreneurial orientation performance connections.

Impact of Glass Ceiling (GC) on Organizational Performance (OP): Moderating Role of Employee Satisfaction(ES)

Impact of Glass Ceiling (GC) on Organizational Performance (OP): Moderating Role of Employee Satisfaction(ES)