Organizational Adaptation Research Articles

Influence of COVAW Capacity Building on Gender-Based Violence Program Performance in Narok County, Kenya

Purpose: The study explores the influence of employee capacity building on the performance of gender-based violence (GBV) programs in Narok County, Kenya. The specific objectives include examining the effect of leadership style, the impact of community empowerment on program effectiveness, the role of resource allocation, and the influence of organizational innovation on program outcomes. Methodology: Utilizing a descriptive survey design grounded in modernization theory and performance and human capital theory, the research targets full-time staff from ten GBV programs operated by COVAW. A sample of 92 respondents is collected through convenience and stratified sampling techniques, incorporating both community participants and program personnel. Data collection employs interview schedules and semi-structured questionnaires, with quantitative data analyzed using SPSS software and qualitative data thematically analyzed. Findings: Findings reveal a prevailing democratic leadership style that fosters collaboration; however, community empowerment faces challenges due to inadequate integration and mobilization. The study concludes that there is a significant interconnectedness among leadership, community engagement, resource management, and organizational adaptability in enhancing GBV program performance. Unique Contribution to Theory, Policy and Practice: Recommendations include adopting diverse leadership styles, strengthening community engagement, and optimizing resource management practices to ensure the sustainability and impact of GBV initiatives.

Analisis Peran Kepemimpinan Digital dan Budaya Organisasi dalam Meningkatkan Kinerja Karyawan: Tinjauan Literatur Sistematis

The digital era has brought significant changes in organizations, creating a need for effective digital leadership, and adaptation in organizational culture. This transformation not only affects technological aspects, but also impacts how organizations operate. This systematic literature review aims to explore the role of digital leadership and organizational culture that have implications for improvement employee performance in the digital era. Through the Systematic Literature Review (SLR) approach, this study analyzes recent literature on digital leadership, organizational culture, and employee performance in the context of digital transformation. The SLR method is conducted through systematic searches in academic database, study selection based on inclusion and exclusion criteria, data extraction, and synthesis of findings. The results of the review show that digital leadership plays a crucial role in facilitating organizational adaptation to new technologies and driving innovation. Organizational culture that supports digitalization has been found to have a positive impact on employee performance. The interaction between digital leadership and organizational culture creates an environment conducive to increasing productivity, creativity, and employee engagement. Keywords: Transformation, leadership, innovation, and productivity.

Characteristics Of Organizational Culture, Adaptation Ability, And Performance Of Micro, Small And Medium Enterprises

This study investigates the role of organizational culture, adaptability, and performance of micro, small, and medium enterprises (MSMEs) in facing market dynamics and technological developments. Micro, Small, and Medium Enterprises (MSMEs) have a very important role in the economy, but often experience challenges in the adaptation process due to the lack of support from the right organizational culture. This study aims to explore the characteristics of organizational culture and adaptability in improving the performance of Micro, Small, and Medium Enterprises (MSMEs). The results of the study show that an organizational culture that supports adaptation and innovation can significantly improve the performance of micro, small and medium enterprises (MSMEs). The ability to adapt helps MSMEs respond to change and strengthens an organizational culture that is sensitive to needs. The results of this study indicate that the Micro, Small, and Medium Enterprises (MSMEs) sector needs to implement an adaptive organizational culture to increase competitiveness and ensure survival in an ever-changing market.

Keeping Community During a Pandemic

The purpose of this qualitative exploratory study was to better understand how LGBTQ+ senior centers created virtual communities and implemented organizational adaptation in the earliest stages of the pandemic. Three focus groups (n=22) were conducted with program facilitators and senior center employees to better understand how these key stakeholders contributed to the transition from in person senior center to virtual senior center programming in March of 2020. The experiences of LGBTQ+ program facilitators and senior center staff varied based on the nature of their assigned roles. Latent pattern content analysis of the focus groups unveiled both shared and divergent categories and themes from the two cohorts. Themes identified for program facilitators included: adaptation, interconnectedness, some not served, and virtual preference. Themes identified for senior center staff included: communication, the blurring of the personal/professional, urgent needs, and future planning.

Strategy to Increase Resilient and Competitive MSMEs and Youth Organization through Empowerment of Innovative Human Resources in Cilodong Sub-District, Depok City

The purpose of this community service is to improve the business of MSMEs and the Youth Organization community to become strong, competitive, and sustainable businesses and organizations. The community service process carried out is in the form of a counseling seminar activity with a method in the form of providing counseling materials on management science from various perspectives/scientific concentrations which was held on October 5, 2024 at the Cilodong Sub-District Hall Building, Cilodong District, Depok City, West Java Province. The result of this activity is that MSME and Youth Organization business actors become more aware of various perspectives on management science that can be applied in their business and community operational activities, which is expected to be able to encourage innovation and adaptation of MSMEs and Youth Organization to change, so that it can increase operational efficiency, competitiveness, and long-term growth.

The Influence of Extrinsic Motivation and Cross-Cultural Adjustment on Foreign Worker Commitment: The Mediating Role of Cross-Cultural Adjustment and Moderating Role of Employer Trust

Palm oil is a key income source in Malaysia, with the industry heavily reliant on foreign workers. This reliance necessitates a focus on their welfare to address workforce shortages. This study examines the relationship between extrinsic motivation and organizational commitment, mediated by cross-cultural adjustment and moderated by employer trust among foreign workers. This study employed a quantitative research design, using SPSS for data analysis, and surveyed 242 foreign workers from companies listed on the Malaysian Palm Oil Council (MPOC) website in 2022, achieving a 100% response rate. The key findings show that organizational commitment positively influences extrinsic motivation, with cross-cultural adjustment significantly enhancing both. Employer trust moderates the relationship between organizational commitment and cross-cultural adjustment, underscoring its importance in cultural adaptation and motivation. These insights highlight the need for targeted strategies to improve job satisfaction and retention among foreign workers by addressing extrinsic motivational factors and cultural adaptation challenges. The research contributes to the literature by detailing the interplay of organizational factors and cultural adaptation in shaping motivational outcomes, suggesting future research to explore longitudinal studies and other moderating variables. These findings offer valuable implications for improving workforce performance and retention strategies in the palm oil industry.

Strategic Transformation and Sustainability: Unveiling the EFQM Model 2025

The EFQM Model (European Foundation for Quality Management), established in 1991, serves as a framework for organizational excellence, helping achieve sustainable success through an integrated management system. The Model’s evolution is driven by the need to adapt to global trends, threats, and technological innovations such as digital transformation, employee engagement and well-being, remote work, agile performance management, diversity, equity and inclusion (DEI), sustainability, AI (Artificial Intelligence), and big data. The new EFQM Model 2025, presented in Istanbul in June 2024, introduces significant changes, emphasizing sustainability, innovation, and technology. These changes are analyzed based on the logic of three questions: Why, How, and What. Why: There is a necessity for better alignment of organizations with contemporary challenges through flexibility, risk resilience, and innovation capabilities in a dynamic business environment, including alignment with the Unated Nations Sustainable Development Goals (SDGs). How: The Model introduces an integrated approach to performance management and transformation, incorporating advanced technologies such as AI and data analytics. What: Implementing the EFQM Model 2025 enhances organizational adaptability, innovation, and flexibility, improving financial, operational, and strategic outcomes. Better alignment with sustainability goals leads to long-term value and social responsibility. Improved stakeholder engagement methods enhance understanding and satisfaction. The use of advanced technologies supports innovation and operational efficiency, while better strategic and operational performance and risk management ensure greater stability and the ability to anticipate future challenges.

Financial Technology Service Companies' Innovation Change Management and Leadership-Driven Organizational Adaptability

In the context of rapid development in financial technology, financial technology service companies face unprecedented changes and challenges. This paper explores how these companies can drive organizational adaptability through innovative change management and leadership to enhance their market competitiveness. First, the paper defines financial technology and its development trends, provides an overview of core theories of change management, and analyzes the impact of change management on organizational performance. Next, it discusses the implementation framework for organizational adaptability, highlights challenges encountered during the adaptation process, and proposes corresponding solution strategies, along with methods to optimize adaptive strategies. Finally, the paper examines the organizational capabilities required for sustained change and innovation, particularly focusing on management models for continuous change and the enhancement of organizational capabilities driven by innovation. Through systematic analysis and strategic recommendations, this paper aims to provide effective frameworks for change management and leadership-driven adaptability strategies for financial technology service companies to navigate an ever-changing market environment.

Management and organizational research in Asia Pacific: insights from a 40th anniversary review of the Asia Pacific Journal of Management

AbstractGrasping the evolving landscape of management and organizations in Asia Pacific is vital for addressing the challenges and opportunities they both face in the region and beyond. To do so, we conduct a systematic literature review using a bibliometric analysis of the Asia Pacific Journal of Management (APJM), the leading journal for management and organizational research in Asia Pacific that is celebrating its 40th anniversary. A total of 915 articles published by APJM from 2001 to 2024 were retrieved from the Scopus database and subsequently subjected to a performance analysis of productivity (publications) and impact (citations) alongside a science mapping of knowledge (themes). This study reveals a steady increase in APJM publications and citations, underscoring the journal’s growing influence. The globalization of collaboration networks is a noteworthy trend, highlighting the interconnectedness of research efforts across borders. Major themes include cultural understanding and interpersonal networks, as well as the adaptability of organizations in emerging economies. Areas such as innovation, performance, and corporate governance highlight the importance of growth, competitiveness, and responsible management structures, while research on major Asian markets like China, India, and Thailand underscores the relevance of globalization and multinational strategies. The findings offer future directions in key areas such as emerging economies and institutional environments, relationship networks and social resilience, innovation and digital transformation, managing internationalization, and methodological innovation.

The Impact of the Difficult Economic Situation on the Operation of Slovak Companies in the Shadow of War

Purpose: The purpose of this study is to examine the organizational and human resource (HR) responses to the challenging economic conditions caused by the war and the COVID-19 pandemic. Given the limited evidence available on how organizations adapt to such crises, this research aims to develop a conceptual model and empirically investigate the influence of two specific factors: organizational size and direct economic ties with the Russian and Ukrainian markets. Methodology: This study employs a mixed-method approach, combining both theoretical and empirical research. A conceptual model was first developed to outline potential organizational reactions to crisis conditions. The empirical part of the study involved data collection from 128 organizations, including companies and institutions, in Slovakia. The analysis was conducted to test two hypotheses regarding how organizational size and economic connections with the Russian and Ukrainian markets affect organizational and HR responses in times of war. Findings: The findings of the study indicate that neither organizational size nor direct economic linkages with the Russian and Ukrainian markets significantly influenced the responses of the organizations studied to the economic difficulties caused by the war. This suggests that other factors may play a more critical role in shaping organizational and HR strategies in response to crises. Implications for theory and practice: For theory, this study contributes to the existing literature by challenging the assumption that organizational size and direct economic ties to conflict-affected markets are primary determinants of organizational responses to crisis. For practice, the findings suggest that managers and HR professionals need to consider a broader range of factors beyond size and market exposure when developing strategies to cope with economic disruptions caused by global crises. Originality and value: This research is original in its focus on the specific impacts of war and pandemic-induced economic conditions on organizations in Slovakia. The study provides valuable insights into how organizations navigate crises, expanding the understanding of crisis management and organizational adaptability. It adds value by highlighting the need for more comprehensive models that consider a wider array of factors influencing organizational behavior in times of global economic disruption.

Emergence of psycho-cognitive and socio-political perspectives during the dashboard appropriation process: The case of industrial SMEs in Morocco

The study aims to explore how the dashboard, initially designed to provide a rational view of organizational complexity, is appropriated by organizational actors in Moroccan Small and Medium Enterprises (SMEs). The process of appropriation is iterative and complex, involving modifications to the artifact dimension of the tool and adaptations by user-actors in their cognitive, behavioral, and social dynamics. The research highlights the psycho-cognitive and socio-political factors influencing the use of the dashboard as a key management control tool. The motivation behind this study is to understand why such a tool can lead to disruptions, resistance to change, contextualization issues, and adoption problems within organizations, rather than fulfilling its initial purpose of rationalizing processes and standardizing behaviors. The research adopts a qualitative approach using the case study method, specifically multiple embedded case studies. The sample consists of three Moroccan SMEs within the industrial food sector. We deemed it appropriate to use a textual data analysis approach, selecting two methods for this purpose: lexical analysis and thematic analysis. The qualitative data analysis was conducted using NVivo 12 software. The findings indicate that the Pre-Appropriation phase creates a context that balances technical and political factors to reduce resistance among stakeholders. The subsequent Original Appropriation Phase involves a collective decision to adopt the dashboard, which can lead to either compliant integration or deviations that enhance user adaptation. Lastly, the Reappropriation phase challenges established routines, potentially resulting in either meaningful transformations or superficial engagement with the dashboard's features. This study demonstrates that the iterative process of dashboard appropriation in Moroccan SMEs, influenced by psychocognitive and sociopolitical factors, can result in resistance, adoption challenges, and unanticipated organizational adaptations and transformations.

Variant of Organizational and Functional Adaptation Structures of a Typical Situational Centre to the Emergence of Crisis Situations

Due to the growing number of crisis situations (CS) in the modern world, such as natural disasters, man-made accidents, pandemics, cyber-attacks, financial crises, wars, and other negative events, it is important for the state to develop and adapt the organizational and functional structures of information and analytical units, including situation centers (SC), to respond effectively to such cases, thereby ensuring the country’s resilience in the face of negative circumstances. The purpose of the study is to consider and analyze a possible option for adapting the organizational and functional structure of a typical SC for more efficient functioning in the context of a CS. The research methods used in the article include content analysis, analysis, induction and hypothetical method. The article highlights the organization of information interaction between state structures during full-scale conflicts, the ways of resolving the SC in such conditions and the measures taken to respond effectively in a timely manner. Particular attention is paid to approaches to information counteraction in crisis management. The authors analyze the experience of countries around the world in establishing and operating SC and developing appropriate organizational and functional structures. Based on the results of the analysis, it is concluded that today there is a tendency to establish and operate crisis centers in countries around the world. However, it has been found that no publication pays sufficient attention to approaches to adaptation (improvement) of the structures of crisis centers to the emergence of the CS. The study is of great importance, since the proposed option of adapting the organizational and functional structure of a typical crisis center to the emergence of a CS opens up new opportunities for understanding effective methods of countering a CS and promotes the development of crisis management strategies, in particular in the context of hybrid confrontation and full-scale war.

Understanding organizational resilience: A cross-country analysis of factors influencing organizational mortality

This study delves into organizational resilience by investigating the factors contributing to organizational mortality, with a focus on the interplay between internal (endogenous) and external (exogenous) influences. Drawing on concepts from organizational ecology, the research seeks to provide a clearer understanding of how these factors impact the survival and adaptability of organizations. The study employs advanced techniques such as data mining, multiple linear regression, and Multivariate Adaptive Regression Splines (MARSplines) to analyze both stimulators and inhibitors of organizational mortality. The findings reveal that internal factors, particularly organizational size, significantly increase mortality risks. This research offers a holistic approach by integrating insights from organizational ecology, finance, and management, providing a comprehensive view of how various factors interact to influence organizational resilience. It highlights the importance of understanding the non-linear and dynamic relationships between these factors over time, offering valuable insights for managers and strategists who aim to strengthen organizational survival. While the findings offer important implications, further research is recommended to validate the results and deepen our understanding of organizational mortality and resilience dynamics.

Innovation and competitiveness in the industry 4.0 era: the SYNCHRO framework for digital servitization

PurposeThis study aims to develop a theoretical and practical framework to guide manufacturing companies in their transition towards digital servitization (DS), identifying relevant elements in implementing a digital servitization (DS) strategy.Design/methodology/approachWe use a mixed-methods approach combining qualitative interviews and quantitative surveys. Data were collected from 98 manufacturing companies in Spain to understand their DS strategies and outcomes.FindingsThe SYNCHRO framework, encompassing seven components: Stakeholder environment, Yield through co-creation, New capabilities, Connectivity through Industry 4.0, Handling challenges, Restructuring internally and Organizational adaptation, is presented. The results indicate that companies can advance towards DS autonomously, without necessarily relying on co-creation with customers. However, the implementation of Industry 4.0 technologies and internal adaptation are critical for success.Research limitations/implicationsFuture research should expand the sample size and explore the implementation of the SYNCHRO framework in different industrial and geographical contexts to validate its effectiveness.Practical implicationsThe framework provides a structured approach for companies to integrate digital technologies and reconfigure their business models, ensuring improved competitiveness and adaptability in the Industry 4.0 landscape.Social implicationsBy promoting sustainable business practices and enhancing competitiveness, the SYNCHRO framework can contribute to economic growth and stability within manufacturing sectors.Originality/valueThe SYNCHRO framework offers a comprehensive guide for DS, highlighting the importance of internal innovation and organizational flexibility. This framework contributes to the existing literature and provides a tool for companies to enhance business competitiveness and sustainability.

Research on the Dilemmas and Strategies of Digital Transformation in Supply Chain Finance for Commercial Banks

With the rapid development of digital technology, digital transformation in supply chain finance has become a crucial avenue for commercial banks to enhance business efficiency and competitiveness. However, this process faces various challenges related to technology, organization, and regulation. This paper aims to explore the major dilemmas encountered by commercial banks during their digital transformation in supply chain finance and propose corresponding strategies. By analyzing the current state of digital transformation, identifying common issues through data analysis, and addressing challenges related to technology, organization, and regulation, this paper presents improvement measures. These strategies include technological innovation, organizational culture adjustment, and regulatory and policy adaptation. The research results provide practical references and theoretical support for commercial banks undergoing digital transformation in supply chain finance and are significant for advancing the digitalization of the banking industry.

Designing for Resilience: Principles for Building Organizational Adaptability

Organizational disruptions from events like the COVID-19 pandemic have demonstrated the importance of resilience - an organization's ability to anticipate risks, maintain core functions during crises, and adapt successfully. This article outlines eight design principles that research indicates can help build resilience into an organization's structures, systems, culture and operations. Drawing from literature in fields like organizational development, crisis leadership and strategic management, the principles focus on distributing leadership and information sharing; promoting flexible, modular designs; ensuring redundancy of critical resources; cultivating a learning culture; maintaining flexible funding and resources; conducting scenario planning and training; fostering strategic partnerships; and taking an adaptive approach to goals. The principles are grounded in academic research but presented through the lens of a practitioner's consulting experience. The article also discusses practical strategies for applying the resilience design framework to assess risks, strengthen crisis response capabilities, and nurture continuous organizational learning and adaptation.

What Is Left Unsaid: Ongoing Tacit Knowledge Loss from the Pandemic

ABSTRACTRemote work and its challenges have been around for decades, yet the COVID19 pandemic brought these challenges to the fore and prompted organisations to address them. One of the challenges is the potential loss of tacit knowledge (knowledge that resides in the heads of “knowers”) among knowledge workers by shifting from in‐person to remote work. This paper reports on the initial findings of a pilot study that interviewed knowledge workers about the interruption of information sharing, the importance of technology to resemble in‐person working, and organization adaptability. The findings highlight the importance of in‐person interactions to exchanging tacit information but indicates that for organisations that are resilient, technology can mimic in‐person sharing.

Surveillance hématologique de la clozapine : les temps sont-ils venus d’assouplir les règles ?

BackgroundA significant proportion of people with resistant schizophrenia do not receive treatment with clozapine, despite its clearly established efficacy in this indication. The constraints associated with haematological monitoring are a major obstacle to clozapine use, resulting in a real loss of opportunity for the people concerned. ObjectiveThe aim of this opinion article is to question the relevance of maintaining the existing haematological monitoring rules for clozapine treatment. DiscussionRecent studies on the temporal evolution of agranulocytosis risk attributable to clozapine confirm that this risk becomes negligible after one to two years of treatment. Stringent haematological monitoring leads to unjustified discontinuation of clozapine, as transient neutropenic episodes, which may be linked to other causes are common in the general population. Haematological monitoring requires nursing time and sometimes complex organisational adaptations in outpatient facilities to ensure continuity of care, particularly at a time when medical and paramedical staffing levels are low. Haematological monitoring has already been reduced or suspended in several countries after the period of risk of agranulocytosis. ConclusionThe benefit/risk ratio of maintaining strict haematological monitoring rules for clozapine appears unfavourable, suggesting that the time may have come to reduce the risk of agranulocytosis.

Organizational Culture Change and Adaptation in the Face of Digital Transformation: A Study of Jambi’s Banking Sector

The advent of digital transformation has necessitated significant changes in organizational culture and adaptation strategies, especially within the banking sector. This study aims to examine the impact of digital transformation on organizational culture change and adaptation within the banking sector in Jambi, Indonesia. A mixed-methods approach was employed, incorporating both qualitative and quantitative data collection and analysis techniques. Semi-structured interviews were conducted with key stakeholders within the banking sector in Jambi, including bank managers, employees, and customers. Additionally, a survey was administered to a larger sample of bank employees to gather quantitative data on their perceptions of organizational culture change and adaptation in the face of digital transformation. The findings of this study indicate that digital transformation has had a profound impact on organizational culture change and adaptation within the banking sector in Jambi. The study revealed that banks that were successful in adapting to digital transformation were those that had a strong culture of innovation, collaboration, and customer-centricity. These banks were also more likely to have invested in employee training and development programs to equip their workforce with the necessary skills to navigate the digital landscape. In conclusion, this study provides valuable insights into the challenges and opportunities associated with organizational culture change and adaptation in the face of digital transformation within the banking sector. Additionally, investing in employee training and development is crucial for ensuring that the workforce is equipped with the necessary skills to thrive in the digital era.

The relationship between corporate culture of SMEs and crisis response ability under the cross-cultural background

This research explores the critical influence of corporate culture on small and medium-sized enterprises’ (SMEs) crisis response abilities under varied cross-cultural environments. Amid the disruptive backdrop of the COVID-19 pandemic, SMEs globally have faced unprecedented challenges. This study addresses a gap in the existing literature by conducting a cross-cultural analysis of SMEs in China, Thailand, and Germany to understand how corporate culture affects crisis management. Utilizing a competitive cultural value model, the research categorizes corporate culture into four dimensions: group culture, development culture, hierarchy culture, and rational culture. These cultural dimensions are investigated in relation to their impact on crisis response abilities. Additionally, national cultural dimensions such as individualism and uncertainty avoidance are examined as moderating variables. The findings reveal that group and development cultures positively influence crisis response abilities, enhancing organizational resilience and adaptability. Conversely, hierarchy culture negatively affects crisis management, hindering flexible response strategies. Rational culture supports structured crisis response through goal-oriented practices. National culture significantly moderates these relationships, with individualism and high uncertainty avoidance impacting the effectiveness of organizational cultural dimensions in crisis scenarios. This study offers theoretical advancements by integrating cultural dimensions with crisis response strategies and provides practical implications for SMEs striving to enhance their resilience and adaptability in a globalized business environment.