Organizational Contextual Factors Research Articles

Harnessing the power of artificial intelligence (AI): a paradigm shift in HRM practices for employee sustainable performance

Purpose This study aims to investigate the interplay between artificial intelligence (AI) integration, organizational digital culture, human resource management (HRM) practices and employee sustainable performance in luxury hotels in Malaysia. It seeks to elucidate how AI adoption influences organizational dynamics, shapes HRM practices and impacts employee sustainable performance over time. Design/methodology/approach Using a quantitative approach, survey questionnaires derived from prior research were utilized. Analysis using G*Power software determined an appropriate sample size, with psychometric evaluation validating scale development. Statistical analyses using Statistical Package for Social Sciences (SPSS) 28.0 and SmartPLS 4 confirmed data reliability and validity. Findings Out of the five hypotheses, three were supported. A positive relationship was found between AI adoption and employee sustainable performance, highlighting AI’s potential to enhance productivity and job satisfaction. However, the relationship between AI adoption and organizational digital culture was not supported. On the other hand, HRM practices positively influenced employee sustainable performance. In addition, organizational digital culture was positively associated with employee sustainable performance, underscoring the role of digital fluency in driving workforce productivity. Conversely, AI failed to moderate the relationship between HRM practices and employee sustainable performance. Research limitations/implications The study’s focus on luxury hotels in Malaysia and its reliance on cross-sectional data, suggesting the need for longitudinal designs and diverse organizational contexts in future research. Comparative studies across sectors and countries could offer insights into variations in AI adoption practices and their impact on organizational performance. Originality/value This study contributes to theoretical frameworks by empirically examining complex relationships between AI integration, HRM practices, organizational digital culture and employee performance, emphasizing the importance of considering organizational context and cultural factors in understanding the implications of AI adoption for sustainable performance enhancement.

Organizational Context and Satisfaction of Basic Needs of Workers with Intellectual Disability as Sources of Well-Being

The inclusion of persons with intellectual disabilities (ID) through integrated employment is essential for achieving the United Nations Sustainable Development Goals. This research study examines how organizational contextual factors facilitate or hinder the inclusion and positive contributions of workers with ID in their workplaces, as well as organizational practices that satisfy their basic needs (autonomy, competence, and relatedness), thus promoting their well-being. Semi-structured interviews were conducted with experts in integrated employment, workers with ID, and supervisors. Content analysis was then performed using the grounded theory methodology. Data analysis revealed three main categories: (1) organizational contextual factors that favor inclusion and positive contributions of workers with ID; (2) organizational contextual factors that hinder inclusion and positive contributions of workers with ID; and (3) organizational practices that satisfy basic needs of workers with ID. These findings underscore the importance of creating work environments that promote inclusion, positive contributions, and satisfaction of the basic needs of workers with ID, thus fostering their well-being and professional development.

Which organisational context factors help women to obtain and retain leadership positions in the 21st century? A systematic review and research agenda for human resource management

AbstractObtaining and retaining women in leadership positions is an ongoing challenge for scholars and practitioners in Human Resource Management (HRM). Research on the role of organisational context factors in supporting women who either are already in leadership roles or aspire to obtain them is fragmented and spread across multiple disciplines. In this systematic literature review, we identified 87 articles related to organisational context factors and female leadership. We mapped these articles onto the stages of the employee lifecycle: (1) Recruitment and Selection, (2) Learning and Development, (3) Performance Appraisal, and (4) Reward and Retention. Additionally, we introduced the category (5) Organisational Setting to encompass overarching context factors such as industry. For each article, we assessed the underlying assumptions concerning the gender‐neutrality or gender‐sensitivity in the practical implications. Our analysis revealed that some stages of the employee lifecycle received more attention than others and that the derived practical implications often go far beyond what can be concluded based on the study findings. We discuss theoretical implications and outline future research opportunities, such as the potential for HRM scholars to integrate an intersectionality lens into research along the employee lifecycle. We end with practical implications for HRM practitioners who wish to implement evidence‐based insights from our review.

국내 과학기술인의 주도적 경력행동 연구: 조직 맥락 요인, 기관 유형, 인재개발 결과와의 구조적 관계 탐색

Not only is there an ever-growing need for career development among science and technology professionals, but the focus of individual career development has also shifted towards one’s proactive career behaviors. Yet, scholarly efforts to investigate the means to promote such behaviors among professionals in the field of science and technology and the potential outcomes of proactive career behaviors remain scarce to date. The current study aims to elucidate science and technology professionals' proactive career behaviors and how their outcomes vary depending on contextual factors within the organization in which they are employed by drawing on the social information process theory. Specifically, we examined the effects of organizational context, categorizing it into role-related factors(jobcontent and structural career plateau) and sociocultural factors(person-supervisor fit and organizational culture). Furthermore, we explored whether these effects differ based on the type of institutions(public institutions and private enterprises), and also whether organizational context factors influenced the professionals' personal development outcomes(career satisfaction and task performance) through proactive career behaviors. We analyzed the 2022 survey data of 2,066 science and technology professionals, provided by the Korea Institute of Human Resources Development in Science & Technology (KIRD). Results revealed that structural career plateau had a negative impact on proactive career behaviors, while personsupervisor fit and innovation-oriented culture had a positive effect. Additionally, both innovation-oriented and task-oriented cultures were found to have a stronger impact on proactive career behaviors in private enterprises. Structural career plateau, person-supervisor fit, and innovation-oriented culture had significant effects on science and technology professionals' career satisfaction and task performance through proactive career behaviors. These findings not only contribute to the expansion of research in the field of science and technology professionals' career development but also provide valuable insights for supporting effective career development for science and technology professionals.

Quality improvement lessons learned from National Implementation of the "Patient Safety Events in Community Care: Reporting, Investigation, and Improvement Guidebook".

To evaluate nationwide implementation of a Guidebook designed to standardize safety practices across VA-delivered and VA-purchased care (i.e., Community Care) and identify lessons learned and strategies to improve them. Qualitative data collected from key informants at 18 geographically diverse VA facilities across 17 Veterans Integrated Services Networks (VISNs). We conducted semi-structured interviews from 2019 to 2022 with VISN Patient Safety Officers (PSOs) and VA facility patient safety and quality managers (PSMs and QMs) and VA Facility Community Care (CC) staff to assess lessons learned by examining organizational contextual factors affecting Guidebook implementation based on the Consolidated Framework for Implementation Research (CFIR). Interviews were conducted virtually with 45 facility staff and 10 VISN PSOs. Using directed content analysis, we identified CFIR factors affecting implementation. These factors were mapped to the Expert Recommendations for Implementing Change (ERIC) strategy compilation to identify lessons learned that could be useful to our operational partners in improving implementation processes. We met frequently with our partners to discuss findings and plan next steps. Six CFIR constructs were identified as both facilitators and barriers to Guidebook implementation: (1) planning for implementation; (2) engaging key knowledge holders; (3) available resources; (4) networks and communications; (5) culture; and (6) external policies. The two CFIR constructs that were only barriers included: (1) cosmopolitanism and (2) executing implementation. Our findings suggest several important lessons: (1) engage all collaborators involved in implementation; (2) ensure end-users have opportunities to provide feedback; (3) describe collaborators' purpose and roles/responsibilities clearly at the start; (4) communicate information widely and repeatedly; and (5) identify how multiple high priorities can be synergistic. This evaluation will help our partners and key VA leadership to determine next steps and future strategies for improving Guidebook implementation through collaboration with VA staff.

Give full play to the overqualified individuals: Do job crafting and leader–member exchange matter?

Drawing upon psychological contract theory, this study investigated how and when perceived overqualification may affect employees’ creativity. Data were collected from 164 employees and their immediate supervisors in Chinese manufacturing, information technology (IT), and services companies (female = 53.05%; age range 31–50 years; bachelor’s degree = 70.73%) using a two-wave approach over one month. Results from hierarchical regression analysis and bootstrapping analysis indicated that self-perception of overqualification was associated with lower employee creativity via less job crafting. Furthermore, higher leader–member exchange accentuated the indirect effect of perceived overqualification on creativity via job crafting. These findings are consistent with psychological contract theory in that overqualified employees are aware of organisations’ failure to live up to the psychological contract. These findings imply a need for addressing organisational context factors to provide guidance for supporting employee job crafting across qualification levels.

Organisational ethics context factors in a public energy utility company: A millennial view

Orientation: Millennials have become the largest age cohort in the modern world of work. Understanding the phenomenological experiences of millennials may be the key to facilitating more ethical organisational cultures.Research purpose: The aim of this article is to explore the lived, working experiences of millennials’ organisational ethics contexts factors as predisposed by ethical leadership in an organisation in the energy sector.Motivation for the study: An extensive body of research exists concerning the statistical relationship between ethical leadership, ethical culture, and workplace ethics climates. However, less explored is qualitative studies regarding millennials’ work experiences of organisational ethics context factors.Research design, approach and method: A qualitative research design was selected. Purposive and convenience sampling were utilised. The sample included eight millennials, and face-to-face interviews were used for data collection. Data were analysed by means of content analysis.Main findings: The findings suggest an ambivalent and paradoxical split in how millennials experience the ethical context factors in the participating organisation.Practical and managerial implications: The study has implications for the type of leadership styles that should be considered when engaging with millennials. Top human resource management could use the results to create a working environment that actively fosters psychological attachment, satisfaction, and boosts employee commitment.Contribution or value added: Expanding and enhancing the comprehension of how ethical leadership contributes to the theory of ethical leadership in the work context.

The relationships of sexually harassing behaviors to organizational context factors and working men's dark personality traits.

This research examined the roles of organization contexts factors and dark personality traits in men's (N = 600) self-reports of sexually harassing behaviors toward women in the workplace. Four organization context factors (a permissive climate, a masculinized job/gender context, male/female contact, and Masculinity Contest Culture [MCC] Norms) and four dark personality traits (psychopathy, narcissism, Machiavellianism, and sadism) were examined. While only one organizational context factor, MCCNorms correlated with men's admissions of sexually harassing behaviors at work, all four dark personality traits evidenced significant correlations. In a multiple regression analysis, MCC Norms emerged again as the single organizational context predictor and psychopathy as the single personality predictor of men's admissions of sexually harassing behaviors at work. Moderation analyses showed that a masculinized job/gender context interacted with psychopathy to produce more admissions of sexually harassing behaviors. Mediation analyses showed that psychopathy, narcissism, and Machiavellianism had indirect relationships with admissions of sexually harassing behaviors through MCC Norms. Higher levels on these traits were related to higher levels of these workplace norms which, in turn, predicted more admissions of sexually harassing behavior. This research sheds new light on how both organizational contexts and enduring personal characteristics of men are related to sexual harassment in the workplace.

Determinants of engagement with and of stakeholders in CSR decision-making: a stakeholder perspective

PurposeThis study aims to explore the determinants of engagement with and of stakeholders in corporate social responsibility (CSR) decision-making.Design/methodology/approachUsing stakeholder theory, this study is mainly based on business ethics and CSR literature to develop a model depicting social and organizational contextual factors for engagement in the context of CSR decision-making.FindingsThis study identifies nine antecedents for engagement with and of stakeholders in CSR decision-making. Based on stakeholder perspective, the author explores how engagement constructs are influenced at both social and organizational levels by the determinants stakeholder pressure, stakeholder roles, stakeholder resources, stakeholder relationships, stakeholder management, two-way communication, procedural justice, interactional justice and stakeholder proactive strategy.Practical implicationsThis study provides insights for companies regarding the determinants underlying engagement to reflect its importance in the context of CSR decision-making.Social implicationsA better understanding of the determinants of engagement is critical because engagement contributes to achieving “win-win” solutions that ensure increased stakeholder satisfaction.Originality/valueTo the best of the author’s knowledge, this paper is one of the first to explore the determinants of engagement with and of stakeholders in CSR decision-making at both social and organizational levels by referring to stakeholder theory.

Exploring Professional Practice Environments and Organisational Context Factors Affecting Nurses' Adoption of Evidence-Based Practice: A Scoping Review.

This scoping review, conducted within the Joanna Briggs Institute (JBI) framework, analysed the recent literature (January 2018 to March 2023) addressing factors inherent to professional practice environments and organisational contexts influencing nurses' adoption of evidence-based practice (EBP). This review included studies involving nurses regardless of sector, practice setting, and scope of practice. A systematic search was undertaken across the PubMed, Web of Science, CINAHL, and MEDLINE databases, as well as the EThOS, OATD, and RCAAP platforms. The extracted textual elements underwent a content analysis, resulting in a coding structure established through an inductive approach that categorised information into main categories and subcategories linked by similarity and thematic affinity. Forty-one studies were included, revealing four main categories of factors impacting EBP adoption by nurses: (1) organisational dynamics, (2) management and leadership, (3) teamwork and communication, and (4) resources and infrastructure. The study's limitations acknowledge the subjective nature of categorisation, recognising potential variations based on individual perspectives despite adopting procedures to minimise the risk of bias. The results provide a substantial foundation for developing interventions to cultivate environments conducive to EBP adoption by nurses, thereby enhancing the integration of evidence into nurses' professional practice contexts. This review was prospectively registered on the Open Science Framework (registration no. osf.io/e86qz).

Organisational Capacity for Change and Its Relationship with Adaptability and Organisational Performance: Evidence from Bulgaria

This study aims to respond to calls for more empirical evidence concerning the factors and outcomes of organisational capacity for change (OCC). Quantitative data analyses on a sample of 200 employees and managers in organisations in Bulgaria were performed. Exploratory factor analysis extracted six OCC factors: transformational leadership, valence, organisational flexibility, previous experience with change, climate, and goals for improvement. Two hypotheses on the relationship of OCC factors and control variables with adaptability and organisational performance were tested through hierarchical regression analyses and were partially confirmed. Findings highlight the need for organisations to focus on transformational leadership, change process factors (previous experience with change, valence), organisational context factors (organisational flexibility, goals for improvement), and climate (for cohesion) to help build a capacity for implementing and sustaining multiple changes. Two of the OCC factors – climate and goals for improvement – do not have a statistically significant relationship to either of the outcomes in this sample.

AN UNEQUAL WORK ENVIRONMENT: NURSING HOME STAFF PERCEPTIONS OF UNIT ORGANIZATIONAL CONTEXT

Abstract The organizational context in nursing homes is associated with quality of care and residents’ quality of life. Our objective was to examine nursing home staff perceptions of unit organizational context. We conducted a secondary analysis of cross-sectional data. Participants were 3765 unregulated (health care aides (HCAs)) and 1130 regulated staff (managers, registered nurses, registered psychiatric nurses (RN/RPNs) and licensed practical nurses (LPNs)) from 91 nursing homes in Western Canada. We measured nursing home staff’s perceptions of organizational context via the Alberta Context Tool (ACT), comprised of ten concepts: leadership, culture, evaluation, social capital, formal interactions, informal interactions, organizational slack (staff, space, time). Differences between groups were examined via one-way ANOVA. Managers reported significantly higher organizational context scores compared to all other staff members in care homes, followed by RN/RPNs. LPNs and HCAs reported the lowest scores. Specifically, LPNs reported the lowest scores on all organizational context measures except for structural resources and organizational slack space, for which HCAs reported the lowest scores. HCAs reported higher scores than LPNs on unit leadership, culture, evaluation, social capital. When compared with managers and RN/RPNs in the nursing home, LPNs reported the lowest SF-8 mental health scores (49.30 (10.05)) and HCAs reported the lowest physical health scores (48.53 (8.16)). Our work demonstrates the need for improvement of staffing and time for staff in nursing homes. Specific attention is needed to focus on modifiable organizational unit context factors for LPNs and HCAs, who are responsible for providing the majority of the direct care for residents.

Trusting information systems in everyday work events – effects on cognitive resources, performance, and well-being

In today’s data-intensive work environments, information systems are crucial for supporting workers. However, workers often do not rely on these systems but resort to workarounds. We argue that trust is essential for workers’ reliance on information systems, positively affecting workers’ cognitive resources, performance, and well-being. Moreover, we argue that the organisational context (accountability, distractions) and user-related factors qualify trust-outcome associations by affecting workers’ trust calibration. In a preregistered study, we asked N = 291 employed users of information systems to re-experience prior everyday usage events (event reconstruction method) and assess event-specific trust in the system, work outcomes, and context conditions. Results confirmed the assumed association between trust in the information system and workers’ ratings of both performance and well-being. Moreover, workers’ technology competence and need for cognition – but not contextual conditions – qualified trust-outcome associations. Our results offer specific suggestions for achieving successful use of information systems at work.

Implementing a cirrhosis order set in a tertiary healthcare system: a theory-informed formative evaluation

BackgroundStandardized order sets are a means of increasing adherence to clinical practice guidelines and improving the quality of patient care. Implementation of novel quality improvement initiatives like order sets can be challenging. Before the COVID-19 pandemic, we conducted a formative evaluation to understand healthcare providers’ perspectives on implementing clinical changes and the individual, collective and organizational contextual factors that might impact implementation at eight hospital sites in Alberta, Canada.MethodsWe utilized concepts from the Consolidated Framework for Implementation Research (CFIR) and Normalisation Process Theory (NPT) to understand the context, past implementation experiences, and perceptions of the cirrhosis order set. Eight focus groups were held with healthcare professionals caring for patients with cirrhosis. Data were coded deductively using relevant constructs of NPT and CFIR. A total of 54 healthcare professionals, including physicians, nurses, nurse practitioners, social workers and pharmacists and a physiotherapist, participated in the focus groups.ResultsKey findings revealed that participants recognized the value of the cirrhosis order set and its potential to improve the quality of care. Participants highlighted potential implementation challenges, including multiple competing quality improvement initiatives, feelings of burnout, lack of communication between healthcare provider groups, and a lack of dedicated resources to support implementation.ConclusionsImplementing a complex improvement initiative across clinician groups and acute care sites presents challenges. This work yielded insights into the significant influence of past implementation of similar interventions and highlighted the importance of communication between clinician groups and resources to support implementation. However, by using multiple theoretical lenses to illuminate what and how contextual and social processes will influence uptake, we can better anticipate challenges during the implementation process.

Challenges in accessing health care and socio-protection services among children living and working in streets in northwestern Tanzania: A qualitative study.

The escalating number of Children Living and Working in Streets (CLWS) in Tanzania has become one of the neglected Public Health issues. It is of more concern that, most of the CLWS hardly have access to health care and socio-protection services as a result, increase their vulnerability to infections and engagement in risky behaviors such as early unprotected sex. Currently, efforts by Civil Society Organizations (CSOs) to work with and assist CLWS in Tanzania are promising. To explore the role of CSOs, preventing barriers and existing opportunities in enhancing the access to health care and socio-protection services among CLWS in Mwanza city, northwestern Tanzania. A phenomenological approach was used to explore a full understanding of the individual, organizational, and social context factors on the role, prevailing barriers, and opportunities CSOs play in enhancing access to health care services and socio-protection among CLWS. Majority of CLWS were males, rape was commonly reported among CLWS. Individual CSOs are involved in resources mobilization, provision of basic life skills, education on self-protection, and mobilization of health care services to CLWS who depend on donations from public passersby. Some CSOs went as far as to develop community-based initiatives that give CLWS and home-bound children, access to health care and protection services. Older CLWS sometimes compromise the young ones from getting proper health care services by taking and/or sharing medication prescribed to them. This could be leading to incomplete dosing when ill. Moreover, health care workers were reported to have negative attitudes towards CLWS. Limited access to health and social protection services put CLWS lives at risk, calling for immediate intervention. Self-medication and incomplete dosage are a norm among this marginalized and unprotected population. Individual Civil Society Organizations attempt to address the needs of CLWS with a lot of barriers from the community and the health care system. It is time for the CSOs attempting to assist the CLWS to get support from the authorities and other people to aid this vulnerable population.

Design thinking for innovation: context factors, process, and outcomes

PurposeDesign thinking has become an omnipresent process to foster innovativeness in various fields. Due to its popularity in both practice and theory, the number of publications has been growing rapidly. The authors aim to develop a research framework that reflects the current state of research and allows for the identification of research gaps.Design/methodology/approachThe authors conduct a systematic literature review based on 164 scholarly articles on design thinking.FindingsThis study proposes a framework, which identifies individual and organizational context factors, the stages of a typical design thinking process with its underlying principles and tools, and the individual as well as organizational outcomes of a design thinking project.Originality/valueWhereas previous reviews focused on particular aspects of design thinking, such as its characteristics, the organizational culture as a context factor or its role on new product development, the authors provide a holistic overview of the current state of research.

Strategic corporate venturing in interlinked ambidextrous units: An exploratory model

With scarce research on the intersection of corporate venturing and firm strategy, few companies succeed in using their dedicated corporate venturing units (CVUs) for strategic renewal. This study examines this intersection in so-called interlinked-ambidextrous CVUs. Through relational interlinks with internal and external stakeholders, these organizational entities combine the exploration of new market opportunities with the exploitation of existing core competencies to develop new competitive advantages for their parent companies. That way, they aim to create organizationally consequential new business that can change the competitive positioning of a company. To investigate such strategic corporate venturing, the study collects and analyses qualitative data from interlinked-ambidextrous units in 16 European companies. The resulting key themes and their relationships are mapped onto an exploratory model of strategic corporate venturing that includes organizational context factors as antecedents; process activities, relational mechanisms and dynamic capabilities as enablers; and an ambidextrous orientation as a mediator for the intended strategic renewal task. Embedding these key findings within existing theory provides valuable contributions to the development of the strategic corporate venturing concept and the understanding of interlinked-ambidextrous CVUs. This can help practitioners tackle the strategic renewal challenge through corporate venturing.

How to Neutralize Primary Psychopathic Leaders’ Damaging Impact: Rules, Sanctions, and Transparency

AbstractPrimary psychopathy in leaders, also referred to as successful psychopathy or corporate psychopathy, has been put forward as a key determinant of corporate misconduct. In contrast to the general notion that primary psychopaths’ destructiveness cannot be controlled, we posit that psychopathic leaders’ display of self-serving and abusive behavior can be restrained by organizational contextual factors. Specifically, we hypothesize that the positive relationship between leader primary psychopathy on the one hand and self-serving behavior and abusive supervision on the other will be weaker to the extent that the organizational context (clear rules and policies, sanctionability of misconduct, and transparency of behavior) is stronger. Three studies (one experiment, one survey of leader–subordinate dyads, and one survey of teams) showed that clear rules in particular weakened the positive association between leader primary psychopathic traits and their self-serving and abusive behavior. Explanations for why clear rules rein in primary psychopathic leaders’ destructive behavior more than sanctionability of misconduct and transparency of behavior will be discussed.

Collaborative HRM, climate for cooperation, and employee intra-organizational social ties in high-technology firms in China: A cross-level analysis.

Individual social ties have been an important source of competitive advantages for hightech firms in the knowledge economy. However, the existing cross-level studies have mainly investigated the impact of HRM systems on traditional individual attitudinal or behavioral outcomes, and few studies have examined the effect of SHRM on individual social ties. Based on the data collected from 363 knowledge employees working in 64 high-tech firms in China, we examine the cross-level relationships among collaborative HRM practices, climate for cooperation and employee intra-organizational social ties. The hierarchical linear model results show that organizational-level collaborative HRM practices have significant positive effects on the number and strength of individual-level intra-organizational social ties, and the climate for cooperation mediates the positive cross-level relationship between collaborative HRM and individual intra-organizational social ties. This study makes three contributions to the literature. First, with a cross-level model, this study helps us better understand how collaborative HRM acts as an approach to manage individuals' social capital formation. Second, this study makes contribution to the social network literature by showing how organizational contextual factors (HRM practices and organizational climate) affect employee individual social ties. Third, based on the AMO model, this paper developed a more clear construct and a three-dimension measurement of the collaborative HRM.

Learning from entrepreneurial failure: examining attribution and contextual factors of small- and medium-sized enterprises in Indonesia

PurposeThis study's main objective is to examine the effect of learning from entrepreneurial failure on performance, with a type of failure as a moderator variable. Interactions between internal and external causes of failure and learning from entrepreneurial failure are also investigated, as well as entrepreneurs' aspects (i.e. age, experience and education) and organisational contextual factors (i.e. size, sector and location).Design/methodology/approachThis study employed a hypothetico-deductive approach through a survey of 250 purposively sampled entrepreneurs who had suffered business failures. The survey data were subjected to regression analysis and moderated regression using WarpPLS software and an independent sample t test for an in-depth analysis.FindingsThe results indicated that learning from entrepreneurial failure positively affected business performance, an effect moderated by the type of failure, particularly with large failures. Only perceived internal causes of failure exerted a positive effect on learning from entrepreneurial failure; the external causes did not. The effect of failure on business performance was stronger on entrepreneurs who were older and experienced, had non-university educations and operated small- and medium-sized enterprises (SMEs) outside Java–Bali islands.Originality/valueThis study's findings provide empirical evidence that supports the experiential learning theory and attribution theory in explaining the interaction between learning and failure, its cause, its consequences and its magnitude as perceived by entrepreneurs of SMEs in Indonesia, where the rate of failure is relatively high. The authors’ study also emphasises the roles of the entrepreneur and organisational contextual factors, which matter in learning to improve performance.