Organizational Strategies Research Articles

Why Capable People Are Reluctant to Lead

This article explores reasons why capable individuals hesitate to step into formal leadership roles, despite having the skills and abilities to lead effectively. Through a review and synthesis of relevant psychological and organizational behavior literature, common factors contributing to reluctance are identified. Key psychological reasons include concerns about work-life balance under increased demands, as well as fears of failure or criticism in leadership positions. Social barriers include a lack of encouragement from senior leaders, ambiguity about leadership expectations, and politicized organizational cultures. To overcome reluctance, the article recommends practical strategies for organizations, such as providing leaders with support structures, coaching, and role modeling. Communicating realistic expectations and definitions of leadership, as well as fostering collaborative cultures, are posited to help motivate capable individuals to accept leadership potential. An industry case study example from Aflac illustrates how addressing work-life concerns can successfully tap new leadership potential.

Paradox of Artificial Intelligence as Teammate

Artificial intelligence (AI) provides an opportunity for organizations to implement advanced instantaneous team interventions to improve teamwork. As embedded AI options increase across enterprise technology platforms (e.g., Zoom AI Companion), larger quantities of data will become available to understand team dynamics and impact team performance. The shift to AI embedded in knowledge teams has the ability to change the efficiency of teams by reducing mundane tasks and improving team dynamics yet also disrupting the teaming environment including the development of trust and psychological safety. We propose the paradox of AI as a tool for team interventions focusing on embedded AI for improving teamwork yet simultaneously restricting team dynamics; a tension that is offering positive and negative implications for teams. Finally, we provide organizational strategies for the effective use of AI to improve team dynamics and team leadership development.

Strategies for Effective Occupational Stress Management in the Workplace

Effective stress management involves addressing and mitigating occupational stress among employees. Designing a successful stress management program requires identifying key factors that influence employees’ ability to manage workplace stress. This also involves selecting intervention models that can effectively target these factors. The management framework conceptualizes occupational stress as an outcome of how stressors are perceived and how employees evaluate their coping resources. Organizational strategies to control occupational stress tend to take a more proactive approach. This study examines occupational stress management at both organizational and individual levels, aiming to enhance our understanding of effective workplace coping strategies for occupational stress. The study results indicate that IT employees, at both individual and organizational levels, expect organizations to implement stress management strategies, including counseling, training and development programs, proper recognition, career advancement opportunities, effective performance management systems, open communication, and ample support from management.

Embracing the Post-Industrial Economy: Adapting for Long-Term Success

This article examines organizations' adaptation to the transformation from an industrial to post-industrial economy driven by advances in technology, knowledge work, services, and the increasing value of intellectual capital. Drawing from academic literature, the article outlines key characteristics of the post-industrial model and discusses the need for companies to develop an innovation-focused, technology-embracing, learning-centered mindset. A major focus is on thoughtfully reskilling and upskilling existing workforces through skills assessments, targeted training programs, and career development supports. Examples from Amazon Web Services and Intermountain Healthcare illustrate strategic workforce initiatives that foster continuous learning cultures, engage talent as a competitive asset, and directly support organizational strategies critical for post-industrial success. The article emphasizes that embracing uncertainty through a culture of lifelong learning provides individuals and businesses the greatest advantage for prospering in this new economic era defined by rapid change.

A maturity model of occupational safety and health in Industry 4.0: An Analysis in Brazilian Organizations

The Industry 4.0 paradigm reshapes labor dynamics, substituting human activities with efficient machines and interconnecting systems into complex networks. This transformation challenges workers' health and occupational safety. Technical adaptation is crucial for market competitiveness amidst this evolving landscape. At the same time, investment in training is imperative for a successful transition into this new industrial era. Nonetheless, many enterprises still need a comprehensive understanding of Industry 4.0 concepts and their relevance to occupational safety. To address this gap, this study proposes a maturity model (MM) for evaluating occupational safety in the context of Industry 4.0. The model was developed through a three-step process: development, application, and validation. It incorporates a framework of seven analysis groups: strategy, leadership, operations, organizational culture, people, governance, and technology. Criteria for each group were established based on current Brazilian regulatory standards, ISO 45001, and recent literature. The Best-Worst Method (BWM) was employed to assign weights to these criteria and evaluate the model's effectiveness. Testing and validation of the model were carried out in two chemical industries in Brazil. The results indicate that the proposed model effectively aids organizations in assessing their maturity level in health and occupational safety amidst Industry 4.0 challenges. It provides valuable insights for aligning organizational strategies with best practices in occupational safety and Industry 4.0 integration.

Productively Passionate: Managing Your Work Drive

This article explores the topic of workaholism and provides strategies for maintaining a productive and sustainable work drive. It begins by defining workaholism according to expert research as excessive work engagement driven by internal pressures rather than job demands, to the point of causing problems in other life domains. The costs of unmanaged workaholism are then reviewed, including negative impacts on psychological, physical, and relationship well-being as well as long-term career performance. To counter these harms, the article recommends specific strategies for individuals to achieve work-life balance, such as setting limits on work hours, scheduling breaks and vacations, developing non-work interests, and adopting stress-reducing practices. It also provides organizational strategies to cultivate a culture of sustainable passion through policies supporting flexibility, focus time, and disconnection from work during non-work hours. The goal is to help engaged professionals and consultants shift from compulsive workaholic patterns to a renewed model of balanced, productive passion characterized by engagement, renewal, and thriving in all areas of life.

BIG DATA AND AMOEBA ORGANIZATIONS: INNOVATIVE MANAGEMENT IN DECISION MAKING PROCESSES

This study examines the interaction between big data and amoeba organisations and addresses innovative management in decision-making processes. In the study, the impact of big data on business processes and the structural characteristics of amoeba organisations are discussed in detail. Furthermore, the integration of big data into decision-making processes in amoeba organisations and how this integration interacts with innovation and technological developments are examined. How innovative management strategies can be applied in this context and the impact of these strategies in organisations are analysed in detail. The study aims to make the interaction of big data and amoeba in the decision-making processes of organisations more understandable. Challenges and solutions are also discussed and suggestions are made for future work in this area.

Impact of Digital Technologies on Organizational Change Strategies: A Review

This study aims to evaluate the impact of digital technologies on organizational change strategies, identifying how digital transformation influences organizational behavior, decision-making, and performance outcomes. By conducting a systematic review of existing literature from a range of industries and geographical regions, this research consolidates evidence on the roles of digital tools such as artificial intelligence, big data analytics, cloud computing, and the Internet of Things in shaping organizational change. The methodology involved a comprehensive search and analysis of peer-reviewed journals, conference papers, and industry reports published in the last decade. The selected sources underwent qualitative synthesis to discern common themes, trends, and effects related to digital technologies on change management strategies. Findings indicate that digital technologies significantly drive both the pace and nature of organizational change. These technologies facilitate more agile and data-driven decision-making, enabling organizations to rapidly respond to market disruptions and emerging opportunities. Additionally, digital tools enhance communication and collaboration across departments, streamline operations, and foster innovation. In conclusion, the integration of digital technologies into organizational change strategies leads to enhanced efficiency, competitiveness, and adaptability. However, successful implementation requires addressing challenges such as skills gaps, digital divide, and resistance to change. The implications of these findings suggest that organizations should invest in continuous digital upskilling, robust digital infrastructure, and inclusive change management practices to fully leverage the benefits of digital transformation.

Ảnh hưởng công nghệ số trong lĩnh vực kế toán, kiểm toán: Tổng quan thế giới và Việt Nam

This study examines the digital revolution’s impact on the accounting and auditing sector from two critical perspectives: education and the labour market. Using qualitative research methods mainly used in research, including analysis, synthesis, statistics, and content analysis of previously published studies, the authors conduct surveys of foreign and domestic studies. Then, a meta-analysis of the data collected reflects the impacts and how universities and institutions must adapt to provide students with new knowledge and skills related to digital transformation in the field of accounting and auditing. In addition, in the labour market, the study focuses on reflecting on the changing roles and duties of accountants and auditors in digitally transformed business environments. Research results show that globalization and digital technology have provided opportunities to enhance efficiency, transparency and accuracy in accounting and auditing activities. In addition, the rapid development of digital technology requires continuous adaptation from experts, as well as strong investment from the government and business community. Consequently, the study proposes policy implications and recommendations on improving education and training in this domain, as well as strategies for businesses and organizations to adapt effectively, maximizing the potential benefits of digital transformation.

Enhancing Consumer Loyalty and Market Competitiveness: Approaching IPA-QFD in Product Development

This paper provides an overview of AA.co.Store, is a fashion business founded in 2021. Despite being in the development stage, AA.co.Store can compete with other local brands in Sidoarjo. To maintain and attract more consumers, the company focuses on improving product quality. The success of a business is measured by the number of products produced and their competitiveness in the market. Product development is crucial to increase competitiveness and attract future consumers. The quality of the product and promotional activities significantly impact customer satisfaction. Pricing and distribution also influence purchasing decisions. To compete with competitors, AA.co.Store needs a comprehensive strategy. Research suggests that product quality, price, customer satisfaction, and brand image affect consumer loyalty and satisfaction. The purpose of this research is to improve AA.co.Store's product development using an IPA-QFD-based marketing mix aligned that very important for Development Goals (SDGs) of the store to compete with other local brands in Sidoarjo. The results of this study were AA.co.Store service quality, it can be concluded that Customer satisfaction with AA.co.Store services is fulfilled, which is indicated by the results of the questionnaire using the SERVQUAL method which does not show a negative value for the AA.co.Store brand when compared to other brands. There are three service quality attributes that need to be prioritised for improvement at AA.co.Store, namely the price of t-shirts that are more competitive than other brands, the condition of the parking lot, and cleanliness. There are several steps that can be taken to improve service quality based on technical needs, including: a.) changing the organisational strategy on company performance, especially in the operational section, b.) increasing the stock of materials to meet the number of orders, c.) providing training and development on existing SOPs, and d.) repairing and maintaining existing equipment in the company.

Increasing Black Employees’ Social Identity Affirmation and Organizational Involvement: Reducing Social Uncertainty Through Organizational and Individual Strategies

Despite the psychological benefits of authenticity, Black employees within predominantly White organizations often face the dilemma of whether to downplay versus highlight their social identity. Our research introduces social uncertainty as a unifying lens to understand the reluctance of these employees to express their social identity. Highlighting the central role of social uncertainty also helps identify novel factors at both the organizational level (authenticity climates) and individual level (perspective-taking) that can encourage Black employees to engage in social identity affirmation—authentic expressions of the positive aspects of their social identity. To test our hypotheses, we conducted two survey studies, two experiments, qualitative interviews, as well as coded text responses to our experimental prompts. Across our studies, authenticity climates were associated with greater social identity affirmation by Black employees, and this relationship was strengthened when these employees engaged in perspective-taking. Consistent with our theorizing, social certainty mediated these direct and moderated effects. In addition, social identity affirmation increased Black employees’ organizational involvement. Our experimental studies offer causal evidence for the roles of both authenticity climates and Black employees’ perspective-taking, our qualitative interviews vividly illuminate our hypotheses, and our text response analyses provide insight into how authenticity climates operate. Overall, the current research highlights how organizations can help Black employees feel comfortable emphasizing and expressing their true selves by increasing their social certainty. These findings also have direct implications for organizational leaders, providing them with actionable strategies to create more inclusive environments. Funding: The research was supported by Northwestern University and Oklahoma State University. Supplemental Material: The online appendix is available at https://doi.org/10.1287/orsc.2020.14659 .

Climate leadership competencies in public sector organisations in the Pirkanmaa region of Finland

Regions play an important role in concretising climate change mitigation and adaptation action. In this study, we asked those who work in designing and implementing climate strategies in regional public sector organisations in the Pirkanmaa region of Finland, for their views on what is needed for climate leadership in a regional organisation. We characterise the attributes of a climate leader in the context of regional public sector organisations in terms of the resources, processes, challenges and motivations in their work on climate change mitigation and adaptation, and describe the competencies needed for regional climate leadership. This research aims to support education design better to respond to the needs of regional climate actors.

Evaluation of the Validation Process of Prospective Recipients of Educational Scholarships on the Siaplah Platform: A Case Study at The West Kalimantan Provincial Education and Culture Office

This study aims to evaluate the validation process of prospective recipients of educational scholarships through the Siaplah platform implemented by the West Kalimantan Education and Culture Office. The research methods used in this study are Business Process Improvement (BPI) and Failure Mode and Effects Analysis (FMEA). Because BPI can evaluate in aligning processes with organizational goals and strategies. In the context of this research, BPI can assist the West Kalimantan Education and Culture Office to ensure that the scholarship validation process supports the achievement of organizational goals related to education. Meanwhile, FMEA is used to identify potential risks, failures, and weaknesses in the validation process. Through this analysis, research can identify critical points in the process that could lead to failures or problems. So the FMEA can be improved by giving a score on each risk and impact. Research results: Business process recommendations for prospective PBP recipients are made based on the design of business process improvement that has been carried out using the Business Process Improvement (BPI) method. Some activities have changed, activities that have been added to activities that have been removed. From the results of simulations carried out on the current business process (as it is) and business process recommendations (to be), it was found that the increase in time analysis reached 02.8% in the business process of prospective PBP recipients, 1.44% in the implementation of the business of prospective PBP recipients, and 1.55% in the business evaluation of prospective PBP recipients.

Strategic plans on the context of business excellence models and its financial impact: the case of the Cavendish banana grower cooperatives

PurposeThis study was conducted to assess the alignment of the strategic plans of the Cavendish banana grower cooperatives to business excellence models (BEMs) and to determine its financial impact to elucidate the performance of the respective cooperatives. This is anchored on the primary objectives of cooperative business sustainability, expansion and sustained competitiveness, all of which are significantly impacted by the strategic plans. The BEMS establish the parameters that are useful in determining how well the strategic plans correspond.Design/methodology/approachQualitative and quantitative methods were used in this study. Strategic plans and audited financial statements (FS) for calendar year (CY) 2021 and 2022 of two Cavendish banana grower cooperatives in Region XI on the context of BEMs were evaluated and examined using the Malcolm Baldrige National Quality Award and Philippine Quality Award. Of the seven criteria, only five were considered as follows: organizational profile, leadership, strategy, workforce, process and result. The first four were taken from strategic plans, while result was from audited FS.FindingsThe strategic plans of the two cooperatives selectively satisfy some of the sub-criteria of each of the four criteria. Furthermore, the cooperatives followed the usual basic contents of and briefly presented in the strategic plans the strengths, weaknesses, opportunities and threats (SWOT) analysis, strategic objectives, plans, targets and timelines. This suggests that the cooperatives are not familiar with the BEMs which could be attributed to the educational qualifications of the directors and officers, or possibly not introduced by the Cooperative Development Authority (CDA). On the financial performance, one cooperative has impressive records but generally had lower performance in 2022 compared to 2021.Research limitations/implicationsThis study covers only Cavendish banana grower cooperatives particularly located in the Southeastern part of Mindanao (CDA, 2021) in the Philippines where people are mostly of similar culture. This does not represent much diverse culture; thus, this may work only in organizations with similar culture. In other industries or organizations where cultural diversity occurs, there may be a need to conduct study to determine the level of adoption of BEMs by the cooperatives. On the other note, the samples are very limited that generalizability cannot be made. Conducting a similar study involving many cooperatives is suggested.Originality/valueThis study explores the alignment of the Strategic Plans of the Cavendish banana grower cooperatives to BEMs which has long been neglected.

Strategy for Developing Village-Owned Enterprises (Bumdes) in Pulau Tiga Village, Pulau Tiga Barat District, Natuna Regency

Efforts to realize village independence can be done through village economic institutions known as Village-Owned Enterprises (Bumdes). As mandated by Law Number 6 of 2014 concerning Villages, villages are expected to be able to create village independence through various village-scale programs and activities and local wisdom. One of the Bumdes in Pulau Tiga Barat District that is expected to be able to improve the village economy is Bumdes Karya Muda Mandiri Pulau Tiga Village by developing various business units including water business units, rental business units and trade business units. The purpose of this study is to analyze how the development strategy of Village-Owned Enterprises (Bumdes) in Pulau Tiga Village, Pulau Tiga Barat District, Natuna Regency in an effort to realize village independence and improve community welfare, as well as identify obstacles/barriers in the development of the Bumdes. The type of research used in this study is descriptive qualitative using the phenomenological type. The data sources used are primary and secondary data. The data collection techniques used are observation, interviews and documentation. The data analysis techniques used in this study are Data Reduction, Data Presentation and Conclusion Drawing. The results of the study found that: 1) The organizational strategy is good but not yet optimal, seen from the programs implemented that meet the criteria stated in the Bumdes vision and mission, but the objectives of Bumdes are still not understood by the community. 2) The program strategy carried out cannot be said to be optimal because several programs have been prepared but not all programs have been realized due to budget constraints. 3) The resource support strategy also cannot be said to be good, and 4) The Institutional Strategy has not been fully implemented. So it can be said that the Karya Muda Mandiri Bumdes Development Strategy in Pulau Tiga Village, West Pulau Tiga District is good but not yet optimal. The results of this study provide recommendations to the Pulau Tiga Village Government and the Karya Muda Mandiri Bumdes Management to maximize socialization of the Bumdes program to the Community and improve the ability of Bumdes Management in developing Bumdes by prioritizing deliberation in making planning and policies.

A Study of Cultural Diversity and Ethical Climate towards Employee Selection in Higher Education Institutions

This study investigates the critical role of employee selection processes in organisational success, focusing on the impact of cultural diversity (CD) and ethical climate (EC) within Higher Education Institutions (HEIs) in Northern Malaysia. Employing a quantitative methodology and a descriptive research design, data were collected from academic staff through a structured questionnaire. The analysis using SPSS software reveals strong positive correlations among employee selection, CD, and EC. The Kaiser-Meyer-Olkin (KMO) measure and Bartlett’s Test of Sphericity confirm the data's suitability for factor analysis, while Cronbach’s alpha coefficients indicate robust internal consistency. The findings underscore the importance of aligning employee selection processes with organisational strategies and values to attract competent employees. Additionally, effective management of CD enhances financial performance, competitive advantage, and profitability. An EC significantly promotes ethical behaviour, job satisfaction, and organisational performance. The study highlights practical implications for integrating diversity and ethical considerations into selection strategies, providing valuable insights for human resource management and organisational behaviour. The research emphasises the need for a holistic approach to talent acquisition by demonstrating how selection practices influence organisational outcomes. This approach fosters inclusivity and ethical leadership, ultimately contributing to long-term organisational success. These findings comprehensively understand employee selection, CD, and EC dynamics in enhancing institutional effectiveness and achieving strategic goals in HEI settings.

ФАКТОРИ НА ЦИФРОВАТА ТРАНСФОРМАЦИЯ

The digital transformation is profoundly changing organizations and creating new comparative advantages but also necessitating new approaches to management and organizational strategy. The majority of research on business’ digital transformation focuses on technological adoption, innovation, value creation and the dynamic capabilities of organizations. However, the question of why different organizations approach the digital transformation in various ways remains less explored. This article examines the possibilities of inferring various factors that have an impact on the adoption of digital technologies in order to improve the understanding of organizations' digital transformation strategies. Factors such as size, internationalization, research and development (R&D) expenses, foreign direct investment (FDI), turnover, wages and salaries have an expected impact on the adoption of new technologies in an organization and its digital transformation. This is supported by organizational theories such as the resource-based view (RBV), the knowledge-based view (KBV) and the technology-organization-environment (TOE) frameworks. Through examples from the scientific literature, a summary is provided on how the study of the interrelationships between these factors and organizations’ digital transformation can contribute to a better understanding of the different strategies in this field.

Mindful Transportation: A Conceptual Framework for Enhancing Accessibility for People with Disabilities in Malaysia

This conceptual paper explores the integration of mindfulness principles into the development of transportation services for people with disabilities (PWDs) in Malaysia. Transportation plays a critical role in promoting inclusivity and enhancing the quality of life for PWDs, yet accessibility remains a significant challenge due to infrastructural barriers, lack of awareness, and limited empathy from service providers. Drawing on the concepts of mindfulness, which are rooted in awareness, empathy, and responsiveness, this paper proposes a framework that emphasizes inclusivity, respect, and collaboration among key stakeholders. The proposed framework emphasizes the need for a holistic approach that incorporates physical accessibility, staff training, and policy reforms. Inclusivity involves modifying infrastructure to meet universal design standards, while empathy requires transport providers to understand the unique challenges faced by PWDs and offer compassionate, tailored services. Responsiveness, a key element of mindfulness, calls for flexible and adaptive transport services that cater to the real-time needs of PWDs, ensuring that they can access public transportation with ease and dignity. By applying this mindful approach, the transportation system can become more accommodating and respectful toward PWDs, thereby reducing social exclusion and improving their mobility. This paper contributes to the growing body of literature on disability inclusion and provides actionable strategies for policymakers, transport providers, and disability organizations to work together in creating a more accessible public transportation system. Future research should investigate the practical application of this framework and its potential to drive policy changes that benefit PWDs across Malaysia.

Empowering Generation Z Volunteers: The Role of Social Influence and Religiosity

Volunteerism plays a crucial role in enhancing youth participation in community service, but the roles of social influence and religiosity in shaping Generation Z's volunteer intentions remain underexplored. This study examines the impact of social influence and religiosity on Generation Z's volunteer intentions at Masjid Al Akbar, Surabaya. Using Partial Least Squares Structural Equation Modeling (PLS-SEM) and data from 104 respondents, the results show that social influence significantly affects volunteer intentions, with religiosity acting as a key mediator. The significant mediation effect reinforces how religious values amplify the influence of social networks. This research contributes to the development of social behavior and volunteerism theories, especially in religious contexts. The findings offer practical strategies for both religious and secular organizations to mobilize Generation Z, emphasizing the critical role of social and cultural factors in shaping volunteer behavior.

Rising Mental Health Issues from Remote Work Challenges in South Korea Amid COVID-19

Abstract The COVID-19 pandemic significantly increased remote work, raising concerns about its impact on mental health. This study assessed the relationship between the challenges of remote work during the pandemic and mental health outcomes such as anxiety, depression, and sleep disorders. An online survey was conducted among South Korean adults, with data from 507 participants analyzed using the Generalized Anxiety Disorder 7-Item Scale (GAD-7), the Patient Health Questionnaire-9 (PHQ-9), and the Insomnia Severity Index (ISI). Results indicated that participants in the ‘difficult’ remote work category experienced higher rates of anxiety (26.6%), sleep disorders (37.3%), and depressive symptoms (38.4%) compared to the ‘non-difficult’ category (14.1% anxiety, 24.8% sleep disorder, and 24.8% depressive symptoms), with all differences statistically significant (p ≤ 0.005). Logistic regression models adjusted for demographics and socio-economic factors revealed increased odds of mental health issues in the ‘difficult’ group (ORs ranging from 2.241 to 3.210). Sub-group analysis highlighted significant disparities, particularly among blue-collar workers and men. The findings underscore the need for organizational strategies to mitigate the mental health challenges of remote work. Interventions should include improving technological infrastructure, enhancing workspace ergonomics, and fostering robust communication channels to replace in-person interactions. Additionally, policies should address the differential impacts observed between genders and industries, tailoring support to diverse needs. On a personal level, promoting regular indoor exercise could help workers manage stress and enhance their well-being in remote work settings. This study calls for a comprehensive approach to managing the complex impacts of remote work on mental health. Key messages • This study calls for a comprehensive approach to managing the complex impacts of remote work on mental health. • The findings underscore the need for organizational strategies to mitigate the mental health challenges of remote work.