Organizational Management Strategies Research Articles

The Impact of Diversified Teams on Organizational Performance and Management Strategy Analysis

The Impact of Diversified Teams on Organizational Performance and Management Strategy Analysis

THE NEXUS BETWEEN CONFLICT MANAGEMENT STRATEGY AND FACULTY PERFORMANCE: TRANSACTIONAL LEADERSHIP AS MEDIATOR

This research aimed to determine relationship amid incorporating conflict management strategies and the faculty performance of a higher education institution facilitated by the transactional leadership style as a mediator variable. A descriptive survey design was used. Sample of 200 instructors was obtained via multi-stage random sampling technique. In this regard, three instruments (Farooqi Organizational Conflict Management Strategy (FOCI), the faculty performance survey and the Multifactor Leadership Questionnaire (MLQ) were used in the study. Data were analyzed through AMOS. It was revealed that through implementing conflict management strategies in the institution, there is a direct impact on faculty performance. The results provide significant information in reaching the conclusion and making decision about research issues under consideration in the particular context. The research outcomes indicate that promoting the right conflict management and leadership behaviors in the higher learning faculty is dynamic for the higher performance of the individuals. There is a need for awareness about conflict-solving measures and encouraging constructive leadership.

The Relationship between Power, Sense of Power, and Cognitive Flexibility: An Analysis of Parallel Mediating Effects Based on Reward and Punishment Sensitivity.

This study utilized a sample of 2052 participants from government and enterprise sectors to explore the distinct effects of power and sense of power on cognitive flexibility. It also delves into how the three dimensions of reward sensitivity and the comprehensive measure of punishment sensitivity mediate this relationship. The key findings are as follows: (1) There is no significant direct correlation between power and sense of power. (2) Both power and sense of power are substantial positive predictors of cognitive flexibility, with middle- and upper-level employees demonstrating significantly greater cognitive flexibility than their lower-level counterparts, and sense of power having a more pronounced positive influence than objective power. (3) Drive and fun-seeking mediate the relationship between sense of power and cognitive flexibility, yet only when sense of power is the independent variable. (4) No mediating effects are observed for the dimensions of reward sensitivity or punishment sensitivity when power is the independent variable. Exploring reward and punishment sensitivity in the context of power's influence on cognitive flexibility in real organizational settings is of paramount importance. This enhances our understanding of the intricate ways in which power dynamics shape individual behaviors and cognition across diverse cultural landscapes and provides actionable insights for refining organizational management and leadership strategies.

Organizational culture and turnover intention among primary care providers: a multilevel study in four large cities in China

ABSTRACT Background Primary health care plays an important role in providing populations with access to health care. However, it is currently facing unprecedented workforce shortages and high turnover worldwide. Objective This study examined the relationship between organizational culture and turnover intention among primary care providers in China. Methods A cross-sectional survey was administered in four large cities in China, Tianjin, Jinan, Shanghai, and Shenzhen, comprising 38 community health centers and 399 primary care providers. Organizational culture was measured using the Competing Value Framework model, which is divided into four culture types: group, development, hierarchy, and rational culture. Turnover intention was measured using one item assessing participants’ intention to leave their current position in the following year. We compared the turnover intention among different organizational culture types using a Chi-square test, while the hierarchical logistic regression was used to examine the relationship between organizational culture and turnover intention. Results The study found that 32% of primary care providers indicated an intention to leave. Primary care providers working in a hierarchical culture reported higher turnover intention (43.18%) compared with those in other cultures (p < 0.05). Hierarchical culture was a predictor of turnover intention (OR = 3.453, p < 0.001), whereas rational culture had a negative effect on turnover intention (OR = 0.319, p < 0.05). Conclusions Our findings inform organizational management strategies to retain a healthy workforce in primary health care.

Advertising as An Influencing Factor on Consumer Behavior

Objectives: The objective of this study is to examine the role of advertising as a management strategy in contemporary business environments. It aims to explore how advertising interacts with customers and influences both internal and external organizational processes and activities. Additionally, the study seeks to address misconceptions surrounding advertising's purpose and societal impact, particularly regarding its perceived manipulation of consumers for monetary gain. Methods: This study employs a qualitative approach to investigate the role of advertising in modern business practices. It involves a comprehensive review of literature and existing research to analyze the relationship between advertising, consumer behavior, and organizational management strategies. Results: The analysis reveals that advertising serves as a crucial management tool for businesses, facilitating interaction with customers and driving organizational processes. Contrary to misconceptions, advertising is not solely aimed at manipulating consumers for profit but also serves to fulfill customer needs for information about brands, services, and products. Additionally, the study finds that factors such as age, income, and satisfaction with promoted goods after purchase do not significantly influence the impact of advertisements on consumer purchasing decisions. Conclusion: In conclusion, advertising plays a multifaceted role in contemporary business environments, serving as both a communication tool and a management strategy. While it is often misunderstood and criticized for its perceived manipulative nature, advertising remains a fundamental aspect of modern marketing practices. By understanding the complexities of advertising's influence on consumer behavior, businesses can develop more effective marketing strategies and better serve their customers' needs.

Organization management strategy for Generation Y performance sustainability

Organization management strategy for Generation Y performance sustainability

Investigating the influence of organizational culture on team management: exploring effective factors and techniques

This qualitative research examines how organizational culture intersects with team management in the construction industry. Conducting interviews with nine experienced construction project managers and team members, we collected data using a qualitative approach. We applied content analysis to scrutinize the gathered data, addressing the central question: 'Which strategies and techniques within organizational culture are essential for efficiently managing construction teams?' Our primary objectives were to clarify the intricate relationship between organizational culture and team management and outline key strategies crucial for effective team management. Consequently, the research revealed seven fundamental factors pivotal in facilitating effective team management, each accompanied by corresponding techniques. These factors encompass team formation and composition strategy, effective communication with the project team, employee development, team members' support, empowerment and autonomy, cultivation of a collaborative culture of trust and respect, and recognition and rewards policy. This study offers crucial insights into the correlation between organizational culture and successful construction team management, identifying vital strategies and techniques to enhance productivity, cohesion, and efficiency within construction teams

The Influence of person-organization Fit, Psychological Climate, and Work Stress on the Performance of Employees of the Public Works Department Bina Marga in East Java Province

This research investigates the complex dynamics of the Highways Public Works Department in East Java Province, exploring the multifaceted influence of Person-Organization Fit (POF), Psychological Climate, and Job Stress on employee performance. Person-Organization Fit, which reflects the alignment between individual values and organizational culture, is examined for its role in shaping employee effectiveness. This study assesses how the Psychological Climate in the workplace, which includes factors such as organizational culture and leadership style, contributes to employee well-being and performance. Additionally, the impact of Job Stress on employees in this particular public service context is also investigated. By analyzing these factors comprehensively, this research aims to provide actionable insights for organizational development and management strategy. This study uses a quantitative approach. The population in this study was all employees of the East Java Bina Marga DPU, totaling 667 people. The data collection method used in this research is by using a questionnaire. The data that has been collected is then tested using multiple linear regression analysis. These findings are expected to guide interventions that improve employee performance, job satisfaction, and overall organizational effectiveness. Because the Public Works Department plays an important role in infrastructure development, understanding and optimizing the factors that influence employee performance is important to ensure the successful implementation of public projects and services in East Java Province. This study contributes valuable knowledge at the intersection of organizational psychology and public administration, addressing practical implications for fostering conducive work environments and maximizing employee contributions. This research can be used as a basis for developing new theories or enriching existing theories regarding the influence of person-organization fit, psychological climate, and work stress on employee performance.

Business Process Outsourcing 14 Cybersecurity KPIs Towards a Strategic Information Security

In today’s rapidly evolving digital landscape, the Business Process Outsourcing (BPO) industry faces an ever-increasing threat of cyber-attacks and data breaches, underscoring the critical importance of robust information security practices. To address these challenges, organizations must develop effective strategic information security, supported by reliable performance measurement tools such as Key Performance Indicators (KPIs). This research aims to investigate the information security implemented by BPO companies and their utilization of the 14 cybersecurity KPIs to track and enhance their information security measures. A mixed-methods strategy is used in the study, integrating qualitative and quantitative techniques. The qualitative component involves thematic analysis of key informant interviews, while the quantitative component entails the analysis of Likert-scale questionnaires and numerical data. The findings of this research provide valuable insights into the significance of strategic information security in achieving effective information security management within the BPO industry. The study reveals the specific elements incorporated in these plans, such as risk assessment methodologies, security controls implementation, employee training, incident response strategies, and compliance measures. The implications of this study offer valuable insights for BPO organizations to develop robust strategic information security tailored to their specific context, ensuring effective alignment with organizational objectives and risk management strategies. Moreover, the research contributes to the existing literature on information security management frameworks, emphasizing the role of cybersecurity KPIs in evaluating security performance. Keywords: cybersecurity, information security, KPI, business process outsourcing industry, information security management

THE INFLUENCE OF ORGANIZATIONAL CULTURE ON EMPLOYEE WELL-BEING AND PRODUCTIVITY: INSIGHTS AND RECOMMENDATIONS FOR VIETNAMESE ORGANIZATIONS

The impact of organizational culture on employee well-being and productivity is a crucial factor in determining the success of an organization. This study aims to investigate the relationship between organizational culture, employee well-being, and productivity, with a specific focus on Vietnamese organizations. By conducting an extensive review of literature and analyzing empirical evidence, the research identifies key cultural dimensions and organizational practices that influence employee well-being and productivity within the Vietnamese context. This paper delves into how cultural values, leadership styles, communication patterns, and organizational structures shape employee satisfaction, motivation, engagement, and performance. It also sheds light on the unique cultural nuances prevalent in Vietnamese organizations, such as collectivism, hierarchy, and uncertainty avoidance, and how these factors impact employee experiences. Additionally, the research examines case studies from selected Vietnamese companies to gain insights into their organizational cultures and management strategies. Through this analysis, it identifies the challenges and opportunities that exist in enhancing employee well-being and productivity within the Vietnamese cultural landscape. Expanding on these insights, the article presents practical suggestions for cultivating a favorable organizational culture that nurtures the well-being, engagement, and efficiency of employees. These recommendations encompass the promotion of trust, transparency, and inclusivity, the implementation of initiatives to enhance employee well-being, the alignment of organizational objectives with employee values, and the fostering of supportive and empowering leadership. Furthermore, the article puts forth tailor-made workshop sessions for Vietnamese companies, providing guidance on comprehending organizational culture, fostering employee well-being, improving productivity, and honing leadership skills to create a supportive work environment. By addressing the distinct cultural dynamics and offering actionable strategies, this research enables organizational leaders to establish a positive and productive work atmosphere, thereby contributing to the overall success of Vietnamese organizations.

Influence of Organizational Management Strategy in Sustainability of Women-led Development Projects in Uasin Gishu County

Globally, women development projects have played a significant role, especially in developing nations. However, for different reasons these women-led development projects have produced mixed outcomes. This study, therefore, sought to examine how organizational management strategy influences sustainability of women-led development projects in Uasin Gishu County. The study was anchored on social network theory. The study applied descriptive research design. The target population was 386 women led enterprises registered with Ministry of trade in Uasin Gishu County and are implementing agricultural projects from Kesses and Turbo sub-counties. The unit of analysis was top three officials of the women-led enterprises. They included the chairperson, secretary and treasurer. Using Krejcie and Morgan (1970) table of sample determination, the research recruited 412 respondents spread across the two sub-counties. Proportionate sampling helped the researcher to reach 226 respondents in Kesses sub-county and 186 respondent Turbo Sub- Countyounty respectively. Simple random sampling technique was used to interview the 412 respondents in the two sub-counties. Data was analyzed using descriptive statistics and presented in form of mode, mean, standard deviation and correlation since there are more than two variables. Whereas inferential statistics was done by testing linearity and normality regression. From the findings of the study, the researcher concluded that Organizational Management Strategies influenced sustainability strategy. The study recommends that leaders should avoid challenging goals and targets as organizational management strategies to influence sustainability.

Global Scenario of Begomovirus Diseases in Vegetable Crops

Whitefly-transmitted begomoviruses are the major threats to the cultivation of vegetable crops worldwide. Begomoviruses infecting vegetables have a broad host range and are distributed among all continents in which vegetables are grown in open fields and protected structures. In most of cases these begomoviruses are commonly found in mixed infections of more than one virus leading to the emergence of new variants/species which is found to be adapted to different hosts in various geographical regions. Mainly the evolution of begomoviruses occurs through point mutation, intra and interspecies recombination and reassortment. The association of satellite molecules such as beta- and alpha-satellites helps in altering the virulence of the helper begomoviruses. Till date there are about 243 begomovirus species are found to be infecting vegetable crops in the global scenario. Further, these vegetable-infecting begomoviruses exhibited diversity in the phylogenetic analysis. They are clustering based on their number of genomic components (monopartite/bipartite), host they are infecting and their geographical origins. The objective of the review is to present the global scenario of the begomoviruses infecting vegetable crops on the aspects of symptomatology, genome organization, taxonomy, diversity, diagnostics, host range and possible management strategies to combat the virus infection.

Assessment of Dental Student Satisfaction after Internships in Collaborative Dental Practices in Saxony-A Retrospective Questionnaire Analysis.

The goal for dental students of a university-based program should be to learn about practice procedures in a dental office as part of their studies in order to gain insight into day-to-day activities, such as organizational management, patient communication, and problem-solving strategies. All dental students from the Faculty of Medicine at the University of Dresden in Germany, who completed a one-week internship in an external dental office in the last year before taking the final exam, were invited to participate in the survey (total n = 182 in years 2017-2019 and 2022). After completing the internship, the students were asked to anonymously rate the distinctive competencies they had acquired during their dental studies in terms of clinical and social communication skills. The results of the survey showed a good practicability of the acquired dental knowledge and a general satisfaction of students during their internships. No significant influence of the COVID-19 outbreak and the resulting special regulations in dental practices during the pandemic on student satisfaction was found. Students were more satisfied with their completed internships in smaller cities. Therefore, a stronger inclusion of practices outside the big cities should be considered in the current implementation of the new Dental Licensure Act in Germany.

Determinants of Employee Performance Evaluation in Service Sector Businesses of United States

This cross-sectional study investigates the relationships between work environment, supervision, compensation, job satisfaction, and performance outcomes within the service sector of organizations in the United States. Using convenience sampling, data was collected from 291 participants through online surveys. The study employs comprehensive analysis techniques, including path analysis and mediation analysis, to examine the direct and mediated effects of organizational factors on performance outcomes through job satisfaction. The findings underscore the pivotal role of job satisfaction as a central mediator, transmitting the influence of work environment, supervision, and compensation onto performance metrics. The study highlights the significance of fostering conducive work environments, supportive leadership, and fair reward systems to enhance job satisfaction. Furthermore, it demonstrates the tangible impact of job satisfaction on various performance outcomes, including task performance, adaptive performance, and contextual performance. These findings provide valuable insights for organizational management strategies aimed at improving employee well-being and organizational effectiveness in the service sector.

Impact of Knowledge Management Strategies on Organizational Ambidexterity Mediated by Organizational Learning Capability

Background: This study intends to investigate the relationship between organizational ambidexterity and knowledge management practices, with a focus on travel and tourism industries specifically. The research is conducted using a descriptive-correlation approach and involves 72 businesses located in Qom, Mashhad, and Tehran. A total of 369 managers and personnel from these organizations participated in the study, providing valuable insights into the dynamics of knowledge management and its impact on organizational learning and ambidexterity within the tourism sector. Methods: In this study, descriptive-correlation research methodology was used. Data were collected through a questionnaire distributed to 369 managers and personnel from 72 tourism organizations. The questionnaire focused on assessing the participants' perspectives on knowledge management strategies, organizational learning capability, and organizational ambidexterity. This quantitative approach allowed for the examination of relationships and mediation effects within the specified variables. Findings: The results of the study show substantial correlation between organizational ambidexterity, learning ability, and knowledge management techniques. It was found to be fascinating that the relationship between organizational ambidexterity and knowledge management strategies in the tourism setting was partially mediated by organizational learning capacity. Conclusion: In conclusion, tourism companies should place a high priority on implementing both explicit and tacit knowledge management strategies in order to attain structural ambidexterity. Effective HRM procedures as well as the advancement of knowledge management and information technology infrastructures must serve as the cornerstones of these strategies. Encouraging learning, unlearning, relearning, experimentation, and knowledge sharing are pivotal for enhancing organizational learning capability and, consequently, achieving organizational ambidexterity. This study underscores the need for a holistic approach that integrates human and technological elements to foster a dynamic and adaptable organizational structure in the tourism sector.

Influence of Self-Regulated Learning on the Academic Performance of Engineering Students in a Blended-Learning Environment

The pandemic environment experienced for more than two years strongly accelerated the use of technological resources to support learning. Using these resources made it evident that higher education students expecting to succeed academically must master digital strategies. The combination of learning experiences and autonomous work required students to selfregulate their learning well to attain the expected performance levels for competitive work that characterizes the engineering profession. So, we designed an exploratory study to evaluate the effect of self-regulated learning on mechanical design students in a Blended Learning (BL) environment using Flipped Learning/Classroom didactics (FPC). Fifty-one students studying under two different educational-model curricula participated. The research employed a mixed methodology. For the quantitative part, the students’ academic grades and results of the Motivation and Learning Strategies Questionnaire (MSLQ SF) applied in its short Spanish version were employed. A questionnaire for self-study management and a competency observation rubric based on the Marzano &amp; Kendall New Taxonomy were used for the qualitative part. The results showed that the students with the best levels of self-regulated learning in BL and FPC contexts obtained the best results in cognitive, organizational, and motivational resource management strategies. They also improved their disciplinary skills and had a higher academic performance.

HR Practices Through the Lens of Technology and Digital Transformation

Abstract The company’s digital transformation requires the optimization and automation of processes through Industry 4.0 technology, leading to a new business model. Along with technology, effective human resource management (HRM) is crucial for this model. HRM and Industry 4.0 technology are interdependent. Technologies require new HR operating models, and HR, through organizational management strategies such as change management, agile organizations, and talent management, influences the provision of a workforce capable of implementing these disruptive technologies. This paper focuses on HR's role in digital transformation and the resulting changes in HRM and HR practices. It presents use cases of Industry 4.0 technology and their benefits. The study presented in this paper examines the impact of HR practices on operational, financial, and employee performance in relation to the use of disruptive technologies. A survey questionnaire was used to examine this impact on 11 large and medium-sized companies in Serbia, using statistical methods of descriptive statistics and correlation analysis through SPSS 23 software to analyze the results. The research showed that the use of artificial intelligence and machine learning (AI/ML) in HR processes has a positive effect on employee performance, as well as operational and financial performance. Other hypotheses were only partially proven. The research also revealed the lack of training for HR employees regarding the use of digital technologies in HR processes and digital skills compared to other sectors in the company. The recommendation is that HR managers begin training on the digitization of HRM as soon as possible.

Exploring the dynamics of neuroticism: A comprehensive analysis of two different workplace settings

This research delves into the multifaceted dimensions of neuroticism, a fundamental trait in personality psychology, and its implications in the workplace. Grounded in psychological theories and the Big Five personality traits model, the study aims to unravel the nuances of neuroticism, exploring its historical evolution from a concept of pathological anxiety to a contemporary understanding as a normal personality trait. Motivated by firsthand observations of disparate approaches to neuroticism in the automotive industry across Romania and the United Kingdom, the study investigates the cultural and individual factors influencing these variations. The workplace, as a dynamic and culturally diverse arena, serves as a crucial backdrop for understanding how neuroticism manifests and its potential impact on employee well-being and organizational dynamics. The research unfolds against the backdrop of globalization, emphasizing the need to examine cultural differences in the manifestation of neuroticism. Drawing on insights from the automotive industry, the study explores the implications of neuroticism on team dynamics, organizational culture, and overall workplace productivity. The significance of the study lies in its potential to inform organizational policies, management strategies, and intercultural training programs aimed at optimizing workplace environments. By uncovering the cultural dimensions of neuroticism, the research seeks to contribute nuanced insights that can guide the development of targeted interventions for creating healthier and more productive work environments for employees across different cultural backgrounds. In conclusion, this study offers a comprehensive exploration of neuroticism, weaving together psychological theories, workplace dynamics, and cultural considerations. By shedding light on the interplay between neuroticism and cultural diversity, the research aims to provide valuable insights for both academic research and practical applications in organizational settings.

Building a Culture-Conscious Workforce

This systematic literature review investigates the synergy between organizational culture and effective Human Resource Management (HRM) strategies in cultivating a culture-conscious workforce. Anchored in the recognition that organizational culture profoundly influences employee behavior and performance, this study delves into the evolving landscape of HRM practices that acknowledge and integrate cultural nuances. Through a rigorous synthesis of diverse scholarly works, including empirical studies and theoretical frameworks, the review delineates the intricate interplay between culture-conscious HRM and its impact on employee engagement, satisfaction, and overall organizational effectiveness. It elucidates the multifaceted dimensions of cultural alignment within HRM, spotlighting strategies that bridge cultural gaps and foster adaptive employee practices. The findings illuminate the empirical connections between culture-consciousness and collaborative outcomes, such as innovation and communication. While underscoring the numerous advantages, the study also acknowledges the challenges of overcoming ingrained cultural biases and resistance to change. The research culminates in a comprehensive understanding of the pivotal role culture-conscious HRM plays in cultivating a motivated and adaptable workforce, thereby offering actionable insights for practitioners, researchers, and organizational leaders seeking to optimize HRM practices through a cultural lens.

Change Management And Job Performance Of Office Managers In Tertiary Institutions In Rivers State

This study examined change management and Job performance in manufacturing companies in Nigeria. Relevant conceptual, theoretical and empirical literatures were reviewed. The study conceptualises change management in terms of technological change, leadership change and change management strategies. This study was anchored on organizational change and Lewin`s Three Step Model. The study was carried out in eight (8) tertiary institutions in Rivers State. Descriptive survey design was adopted in the generation of data. The instrument for data collection used in this study was the questionnaire. The population of the study consisted of eight hundred and thirty-six (836) Office and information managers in seven public tertiary institutions in Rivers State. The respondents to this research are 270 participants which constituted the sample size obtained through Taro Yamene Sample Size Determination Formula. Descriptive statistics (mean, standard deviation, and percentages) were used as statistical tools for univariate analysiis the data, while simple linear regression analysis was used as statistical tool for bivariate analysis with the Statistical Package for Social Sciences (SPSS). Change management strategies have effect on Job performance in manufacturing companies. Leadership changes have a positive influence on job performance of office managers in the tertiary institutions in Rivers State. The study concluded that change management is a determinant of office managers’ job performance in in tertiary institutions. The study recommends that technology change had influenced employee performance since it simplifies the work to be done, thereby making work more efficient. Organizations which implement new technology should provide proper training to their employees to increase their performance. Every organization should build strong organizational management strategies that help to build good relationships based on their values, norms, behaviours, and perceptions. Leadership changes leaders‟ mind-set, style, and behavior. The change process they design as a result of their orientation must encourage employees to want to participate, to choose to contribute, rather than force them to do so.