Organizational Effectiveness Research Articles

Role of personal characteristics and intrinsic motivation on the creative performance of private university officers in Bangladesh: A conceptual analysis

In rapidly changing environment, creativity is not only necessary for competitive advantage but is also contributing to organizational innovation, effectiveness, and survival. The study aims at uncovering the role of personal characteristics and intrinsic motivation on the creative performance of private university officers in Bangladesh. The present study is descriptive and conceptual and uses secondary data taken from different journals, books, and research articles (both theoretical and empirical). The findings show that role of personal characteristics and intrinsic motivation in the creative performance of private university officers in Bangladesh. Management of private universities, HR specialists, and policy-makers can utilize the findings of this study to ensure the creative-performance of their employees for the sake of facing the challenges and reaching the goals.

Advancing SDGs and performance management strategies for security personnel in higher education

Orientation: Performance management aligns individual and organisational goals, enhancing employee motivation, sustaining organisational success.Research purpose: The study aimed to investigate challenges experienced by security managers with performance management systems in a tertiary institution in Durban, South Africa.Motivation for the study: Understanding challenges delivers insights to advance organisational effectiveness, support sustainable development, and enhance human resources (HR) practices in the higher education security sector.Research approach/design and method: A qualitative approach was used. Twelve security managers were purposively selected for semi-structured interviews. Data were analysed using thematic analysis and NVivo software.Main findings: The study identified three challenges, namely inadequate training, education, development and communication, technological barriers and low computer literacy, limited resource allocation, inconsistent rewards, and a lack of transparency. These challenges were found to hinder performance management system application, reducing employee engagement and productivity.Practical/managerial implications: The study recommends the institution increase adult basic education and training in technological skills and literacy. Enhancing feedback mechanisms, conducting performance needs assessments, and implementing fair reward strategies may improve sustainable development of performance management practices.Contribution/value-add: The study advocates for practical strategies in response to the challenges faced by security managers to enhance performance aligned with sustainable development goals 4 (quality education), 8 (decent work and economic growth), 10 (reduced inequalities) and 16 (peace, justice and strong institutions), contributing to sustainable HR, embracing contextualised performance management application in developing countries.

The Role of Work Community, Career Growth, and Employee Well-Being on Employee Engagement in Malaysian SMEs

This study explores the factors influencing employee engagement within Small and Medium-sized Enterprises (SMEs) in Klang Valley, Malaysia. It focuses on three key dimensions: work community, career growth opportunities, and employee well-being, analyzing their relationships with employee engagement levels. Surveys were conducted among SME employees, and correlation analyses were used to examine these associations. The study targeted 200 employees from four service SMEs in the Klang Valley. Based on Krejcie & Morgan's table, a sample size of 132 was needed, but to address potential response issues, 145 questionnaires were distributed. The findings reveal significant positive correlations between the work community, career growth opportunities, and employee well-being with employee engagement. These results underscore the critical importance of fostering supportive work environments that encourage collaboration, provide clear pathways for career advancement, and prioritizing employee well-being through comprehensive wellness programs. The study's implications suggest practical strategies for SMEs to enhance organizational effectiveness and employee satisfaction. By focusing on these factors, SMEs can create environments that promote higher levels of engagement, ultimately contributing to organizational success. Future research could explore additional variables impacting employee engagement across different sectors and regions, further enriching the understanding of effective engagement strategies in diverse organizational contexts. This study offers valuable insights for SME leaders and HR professionals aiming to improve employee engagement and organizational performance.

Relationship between leadership style and committee effectiveness in secondary schools

This study explores how leadership styles, particularly the principal’s approach, influence organisational effectiveness in secondary schools, arguing that structured and supportive leadership fosters committee effectiveness, while laissez-faire or free-reign leadership may undermine collaboration, motivation, and decision-making, ultimately impacting school performance. A quantitative descriptive research design approach was employed. The study used a multistage sampling technique to select 313 participants from secondary schools in Zamfara State, Nigeria. The data collected was analysed using percentage and linear multiple regression analysis to test the hypotheses formulated at a 0.05 significance level. It was found that leadership styles (participatory and free-reign) had a significant negative relationship with the committee system effectiveness, while directive leadership style and committee system effectiveness did not have a significant relationship. Policymakers and educational authorities should address the resource constraints that limit the availability of welfare and feeding committees. School leaders should also adopt balanced management styles that incorporate clear directives and controls while allowing some level of participation and flexibility to foster a positive and effective committee system.

Evaluation of Entrepreneurial Perspectives and their Influence on Organizational Culture

Entrepreneurial perspectives are distinct approaches individuals use to identify opportunities and navigate challenges in the business world, shaping their risk evaluation, innovation, and strategic decision-making for growth and success. This study aims to evaluate how entrepreneurial perspectives shape and influence organizational culture. By examining the interplay between entrepreneurial attitudes and organizational standards, it seeks to understand their impact on organizational dynamics and effectiveness. This study explores entrepreneurial perspectives and organizational culture through the analysis of 500 applications using structured questionnaires. The study used statistical methods like descriptive statistics, confirmatory factor analysis, correlation analysis, hypothesis testing, and chi-square tests to analyze the impact of proactiveness, self-efficacy, and employee engagement on organizational culture. The statistical analysis conducted using SPSS software reveals that proactiveness (CR = 0.911, R² = 0.789) and self-efficacy (CR = 0.864, R²= 0.876) significantly enhance organizational culture. Employee engagement also shows a significant impact (CR = 0.879, R² = 0.859). In contrast, collaboration (CR = 0.906, R² = 0.892) and visionary thinking (CR = 0.945, R²=0.555) do not significantly influence or mediate relationships with organizational culture, as indicated by non-significant p-values. Entrepreneurial perspectives significantly shape organizational culture by introducing innovative ideas and risk behaviors, enhancing competitiveness and responsiveness in a rapidly changing market.

How do inclusive leaders emerge? A theory-based model

Despite recent theoretical developments examining the emergence of several types of leadership, there is a paucity of research on the emergence of inclusive leaders. We sought to address this gap by proposing a theory-based conceptual model. We identify a paradox in leader emergence: Although there is evidence that inclusive leaders can improve organizational effectiveness, those who influence decisions about leader selection, both formal and informal, often overlook this evidence and instead select leaders who do not practice inclusion. Integrating expectation states theory and implicit leadership theory to explain leadership emergence, with social identity theory and social comparison theory to explain inclusion, we propose a conceptual model culminating with four propositions. The model suggests practices that can support inclusive leadership and how inclusive leadership can improve organizational effectiveness and employee well-being. We conclude with implications for policies to promote inclusive leadership emergence and propose avenues for future research.

The Harming and the Helping: Perceived Organizational Effects on Mental Health in the Newsroom

This study utilizes both systems theory and Schein’s theory of organizational culture to understand how newsrooms can best mitigate forces negatively impacting the mental health of journalists. Through in-depth interviews with more than five dozen professional journalists, the study identifies four factors potentially affecting mental health: the profit drive of the news organization; the social media policies of the organization; the perceived level of job precarity within the newsroom; and the perceived decision-making power of newsroom leadership. Through theoretical analysis, the study then illustrates how organizations can enact a culture that potentially lessens the negative effects on mental health of these forces.

Perceived structural empowerment, resilience, and intent to stay among midwives and registered nurses in Saudi Arabia: a convergent parallel mixed methods study

BackgroundRetaining midwives and registered nurses in the Obstetrics and Gynecology department/unit (OB/GYN) is not just a matter of organizational effectiveness and financial wellness. It’s a crucial aspect of ensuring quality healthcare delivery. This study aimed to discuss the degree to which midwives and nurses in OB/GYN departments are structurally empowered, resilient, and committed to remaining at the organizations and to examine whether nurses’ and midwives’sense of structural empowerment and resilience is a good predictor of their decision to stay with the organization.MethodsThis study employed a unique convergent parallel mixed methods approach. The research was conducted in two distinct phases. The first phase involved a cross-sectional quantitative survey with a convenience sample of 200 midwives and nurses in OB/GYN departments. The second phase was a qualitative study utilizing semi-structured, open-ended interviews. Eighteen nurses and midwives, specifically chosen as the target population, were invited to participate in individual interviews. The data collection took place at three major hospitals in Saudi Arabia, starting in January 2023 and concluding in February 2023.ResultsThe study results revealed that structural empowerment and resilience were statistically significant predictors of the intent to stay in the organization (F = 35.216, p < 0.001), with 26.3% variation, the structural empowerment is higher predictor (β = 0.486, p < 0.000) to intent to stay if compared to resilience (β = 0.215, p < 0.008). Five major themes emerged from the narratives of the nurses and midwives: the nurturing of the physical and physiological, the development of the psychological, the managing finances, the restructuring of the organization, and the enrichment of the professional and occupational.ConclusionThe study’s findings have significant implications for healthcare organizations. They highlight the importance of cultivating a culture of empowerment and resilience, which can serve as a powerful tool to encourage registered nurses and midwives to remain in their organizations. This insight empowers healthcare administrators, human resource managers, and obstetrics and gynecology professionals to take proactive steps toward improving retention rates.

Impact of Organizational Relationship on Organizational Effectiveness

The primary objective of every organisation is to ensure the achievement of its vision. This can be achieved only through teamwork and team effort. An organization is made up of a team of people called employees. Unless they work in unison, it becomes a challenge for any organisation to fulfil and achieve its vision. The success of any organization depends on the relationship between employer and employee as well as between the employees. The study hypothesizes that ‘A good and healthy environment assists in cultivating trust, promoting transparent communication, and building mutual respect, thereby promoting a favourable workplace atmosphere. This in turn helps in enhancing employee productivity that triggers more positive outflow in terms of goodwill, profits, sustainability, and motivation not only among the employees but also those associated directly or indirectly with the organization.’ This study attempts to study the impact of organizational relationships on the productivity of employees at an identified company, situated in Mysuru City, Karnataka State, India. The outcome of the study reveals that there is a link between a positive relationship and employee productivity and employee retention.

Sustainability as Proper Investment: Organisational and Field Level Effects of Grand Challenges in the Case of Swiss Banking

For business firms Grand Challenges (GCs) have become both a social expectation they must meet and a promising opportunity to make profits. Based on the insights of the organisation-society approach, we use the example of banks to show how social and ecological problems are translated into manageable objects and how this translation corresponds to changes at the field level. We identify new forms of collaboration, the emergence of new professionals, and the further trainings of established professionals as a promising research perspective.

Artificial intelligence-based expert weighted quantum picture fuzzy rough sets and recommendation system for metaverse investment decision-making priorities

There should be some improvements to increase the performance of Metaverse investments. However, businesses need to focus on the most important actions to provide cost effectiveness in this process. In summary, a new study is needed in which a priority analysis is made for the performance indicators of Metaverse investments. Accordingly, this study aims to evaluate the main determinants of the performance of the metaverse investments. Within this context, a novel model is created that has four different stages. The first stage is related to the prioritizing the experts with artificial intelligence-based decision-making method. Secondly, missing evaluations are estimated by expert recommendation system. Thirdly, the criteria are weighted with Quantum picture fuzzy rough sets-based (QPFR) M-Step-wise Weight Assessment Ratio Analysis (SWARA). Finally, investment decision-making priorities are ranked by QPFR VIKOR (Vlse Kriterijumska Optimizacija Kompromisno Resenje). The main contribution of this study is the integration of the artificial intelligence methodology to the fuzzy decision-making approach for the purpose of computing the weights of the decision makers. Owing to this condition, the evaluations of these people are examined according to their qualifications. This situation has a positive contribution to make more effective evaluations. Organizational effectiveness is found to be the most important factor in improving the performance of metaverse investments. Similarly, it is also identified that it is important for businesses to ensure technological improvements in the development of Metaverse investments. On the other side, the ranking results indicate that regulatory framework is the most critical alternative in this regard.

Exploring the Impact of Transformational Leadership on Employee Motivation and Organizational Performance: A Human Resource Management Perspective

This study explores the impact of transformational leadership on employee motivation and organizational performance from a human resource management perspective. Utilizing a qualitative literature review methodology, the research synthesizes existing studies to provide a comprehensive understanding of how transformational leadership practices influence employee motivation, engagement, and overall organizational effectiveness. Transformational leadership, characterized by its focus on inspiring and motivating employees through vision, support, and empowerment, has been widely recognized for its positive effects on employee attitudes and behaviors. The literature review reveals that transformational leaders enhance employee motivation by fostering a supportive work environment, encouraging innovation, and promoting professional development. Additionally, the review highlights that organizations led by transformational leaders often experience improved performance outcomes, including higher productivity, increased job satisfaction, and reduced turnover rates. However, the findings also indicate that the effectiveness of transformational leadership may vary depending on contextual factors such as organizational culture, industry, and employee demographics. This study contributes to the field of human resource management by offering practical insights into the benefits and challenges of implementing transformational leadership in diverse organizational settings. The implications of these findings suggest that HR professionals should consider adopting transformational leadership development programs to enhance employee motivation and drive organizational success.

The Influence of Leadership Styles on the Efficiency of Higher Educational Institutions in Himachal Pradesh

The primary objective of this current study is to conduct a comprehensive analysis of the ways in which various leadership styles influence the overall organisational effectiveness of higher education institutions. Furthermore, the goal of the research is to determine whether demographic variables have an impact on the evaluation of organisational efficacy and the perceptions of leadership of individuals within these institutions. Data were meticulously collected from a sample of 215 teachers in Himachal Pradesh, India, who held a variety of positions at both private and public higher educational institutions. This was done in order to attain these objectives. The results of this study provide compelling insights: Initially, it is clear that demographic variables, at least to a certain extent, influence perceptions of organisational efficacy and leadership within higher education institutions. These variables include, but are not limited to, age, gender, educational background, and years of experience. Secondly, the research emphasizes a substantial correlation between the organisational efficacy of these institutions and the transactional style of leadership. In the context of higher education in Himachal Pradesh, transactional leadership is a significant influence on organisational efficacy, as it is defined by a focus on structured rewards and explicit communication of expectations. These results enhance comprehension of the manner in which demographic factors and leadership dynamics interact to influence the operational efficiency of educational institutions in this region.

The Influence of Institutional Culture on Organisational Effectiveness in Selected Public Universities in Uganda

Organisational effectiveness is a vital component of universities and other organisations because it leads to various positive outcomes, including customer satisfaction, employee relationships, improved business processes, learning and growth, and profitability. However, despite its importance, Ugandan universities are currently struggling with low levels of organizational effectiveness. Therefore, this study assessed the influence of institutional culture on organisational effectiveness of selected public universities in Uganda. Specifically, the study assessed the influence of artefacts, espoused belief and values and basic underlying assumptions culture dimensions on organisational effectiveness. The study employed a quantitative approach, utilizing a correlational research design. With a small population of 265, the researchers aimed to survey the entire population although those who provided responses were 231 participants. The data were collected using a close ended self-administered questionnaire. The data were analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM) using SmartPls to test casual linkages between the variables. The results indicated that espoused beliefs and values, and basic underlying assumptions had a positive and significant impact on organisational effectiveness in public universities. The study concluded that espoused beliefs and values, and basic underlying assumptions are essential for organisational effectiveness of public universities, and basic underlying assumptions are vital for organisational effectiveness in public universities. The study recommended that university managers should promote espoused beliefs and values through enabling openness and learning, team work and adherence to rules, and basic underlying assumptions of mutual responsibility and shared objectives, and participation in decision making in the management of universities

Cross-Cultural Management Practices in Multinational Corporations: Enhancing Organizational Effectiveness

Cross-cultural management in multinational corporations (MNCs) has become increasingly vital as organizations expand their operations globally. the significance of effective cross-cultural management practices in enhancing organizational effectiveness and achieving competitive advantage in diverse international markets. theoretical frameworks and empirical studies to identify key challenges and opportunities associated with cross-cultural management in MNCs. It investigates how successful organizations navigate cultural differences, leverage diversity, and promote inclusive leadership to foster innovation, collaboration, and cohesive organizational cultures across borders. Case studies and comparative analyses illustrate best practices and innovative approaches adopted by MNCs to address cross-cultural challenges. the importance of cultural intelligence, communication strategies, and adaptive leadership in managing diverse teams and aligning global strategies with local market dynamics.

A CONTINGENCY APPROACH TO UNDERSTANDING FUNCTIONAL FLEXIBILITY FOR SUSTAINABLE ORGANISATIONAL EFFECTIVENESS: A STUDY OF MEDIUM-SCALE ENTERPRISE

Pressure is increasing on medium-scale enterprises that operate in already volatile environments characterized by uncertainty, high business costs, intense competition, and instability. The perceived need for increasing flexibility in businesses necessitated this study which examined the extent to which functional flexibility affects organization effectiveness in medium scale enterprises in the north-central zone of Nigeria. To achieve this objective, the variables were operationalized and model specified. The study adopted descriptive survey research design. Data were gathered from primary source and the study hypothesis was tested using the Multiple Regression Technique. Functional flexibility was found to have significant effect on organizational effectiveness from the result of the regression analysis. Based on these findings, the study recommended that the leadership of business enterprises should adopt formal and coordinated approaches to modifications of work behavior.

A Training Program for Evaluating Chinese Music Instructors’ Leadership Competencies in Universities in Chongqing, China

Background and Aims: The need for effective leadership within Chinese music education departments in Chongqing universities. This program likely aims to develop and assess leadership competencies specific to the unique context of Chinese music instruction, aligning with broader goals of enhancing educational quality and organizational effectiveness in higher education institutions. This study investigates leadership competencies among music instructors in higher education in Chongqing, China, utilizing a multi-institutional cross-sectional approach to discern the current and desired leadership competencies essential for effective music education. Methodology: By applying the Priority Needs Index (PNI) analysis, the research identifies exemplary pedagogical performance and collaborative teaching as pivotal areas that necessitate development to meet the evolving demands of music education. Results: The findings emphasize a significant inclination towards student-centered educational paradigms, highlighting the importance of creativity, emotional intelligence, and collaboration in contemporary music education. This shift underscores the necessity for pedagogical evolution and integrating innovative teaching methodologies. By pinpointing key leadership competencies and underscoring the critical role of professional development, this study contributes to the broader dialogue on enhancing music education in China. Actionable recommendations include the development of courses integrating leadership and innovation skills, establishing professional development programs emphasizing student-centered methodologies, and forming strategic partnerships with music organizations to expose educators and students to real-world leadership scenarios. These initiatives aim to foster a culture of innovation and adaptability, ensuring music education aligns with the demands of the 21st-century music profession. The study contributes to the ongoing conversation on enhancing music education leadership in Chinese higher education, providing insights for pedagogical advancement and professional development. Conclusion: The study emphasizes a move in music education toward student-centered methods and promotes the blending of creativity, emotional intelligence, and teamwork. By delineating fundamental leadership skills and promoting career advancement, it provides practical suggestions for promoting creativity and flexibility, enhancing the conversation about enhancing music education leadership in Chinese higher education.

The World Health OrganisationGlobal Code of Practice and migration of health workers from Zimbabwe.

The migration of health workers remains one of the most pressing challenges facing many countries in the global South. This short communication seeks to reignite debate on the effectiveness of the World Health Organisation (WHO) Code as a tool for managing the migration of health workers from the South. While the WHO Code was somewhat effective in reducing the migration of health workers from countries such as Zimbabwe during the first five years of its implementation, demand for health workers in the UK after Brexit and the COVID-19 pandemic has accelerated the rate of migration of health workers from countries facing critical shortages. Clearly, new solutions are needed that strike a balance between the right of health workers in the South to migrate and the right of citizens in the region to a stable supply of health workers.

Organizational communication, commitment and effectiveness in Chinese vocational colleges

Organizational communication, commitment and effectiveness in Chinese vocational colleges

Contraception use and changes in young women with newly diagnosed breast cancer

To evaluate contraception use and change among young women with early breast cancer. Secondary analysis of a cluster randomized trial. Multi-institutional. Patients with newly diagnosed breast cancer age ≤45 years enrolled from 54 US oncology practices. Sites were randomly assigned to the Young Women's Intervention, an educational intervention for young women with newly diagnosed breast cancer and their oncologists addressing issues specific to this population, including contraception, or a contact-time control physical activity intervention. Participants completed surveys in follow-up, including a 3-month survey regarding contraceptive practices before and after diagnosis. Outcomes of interest included young women's contraceptive use and methods before breast cancer diagnosis and 3 months after study enrollment. Logistic regression models assessed factors associated with use of less than highly effective contraceptive methods categorized according to World Health Organization effectiveness tiers and changes in contraceptive methods. Of 312 women included, 258 (83%) reported contraceptive use before breast cancer diagnosis, and 275 (88%) reported contraceptive use after diagnosis. Use of highly effective methods (e.g., vasectomy, non-hormonal intrauterine devices) increased from 39% before diagnosis to 52% after diagnosis. Use of moderately effective methods (e.g., hormonal methods) decreased from 22% before diagnosis to 3% after diagnosis. Use of less effective methods (e.g., condoms, withdrawal) increased from 22% before diagnosis to 34% after diagnosis. On multivariable analysis, factors associated with using less than highly effective contraception after diagnosis included desire for additional children (odds ratio [OR], 6.33; 95% confidence interval [CI], 3.76-10.66) and discussing contraception with a provider (OR, 1.96; 95% CI, 1.12-3.40). After breast cancer diagnosis, 207 patients (66%) reported no change in contraceptive methods. On multivariable analysis, factors associated with contraceptive method change after diagnosis included age <35 years (OR, 2.96; 95% CI, 1.57-5.58) and provider discussion (OR, 3.59; 95% CI, 1.91-6.78). There was no association in either analysis with study arm. Although most patients used contraception after breast cancer diagnosis, nearly half reported using less than highly effective contraceptive methods with higher failure rates, highlighting the need for early and improved contraceptive counseling for young women with breast cancer. NCT01647607.