Organizational Design Research Articles

Building more entrepreneurial organizations through external innovation contests

AbstractFirms are increasingly adopting innovation contests to obtain ideas for new products and services from external parties, but many firms may not be sufficiently entrepreneurial to benefit from those ideas. Using an inductive longitudinal case study of three financial service firms, we explore the value of external innovation contests for less entrepreneurial and stagnant firms. Our findings indicate that stagnant firms indeed struggle to benefit from ideas generated through external innovation contests. However, we also show that firms undergo a structural change process toward higher entrepreneurial orientation through such contests. In particular, they become aware of an organizational readiness gap and act on it by (i) developing entrepreneurial skills, (ii) collaborating with external partners, and (iii) adapting organizational design and governance. Based on our findings, we propose an original framework for a corporate entrepreneurial learning process triggered by the innovation contest experience.

Unveiling the Keys to Employee Loyalty: Exploring Factors Affecting Employee Retention

The issue of employee retention is a crucial factor especially if a company wants to remain relevant in the market. The research analyzes how compensation and benefits, training and development, working environment, and reward and recognition impact the retention of employees. This study will employ a quantitative research design that will involve administering questionnaires to employees working in companies around Klang Valley conducted within the context of Malaysia. In this study, the concepts of Maslow’s Hierarchy of Needs and Alderfer’s ERG Theory will be used in a bid to determine factors affecting employee retention. The sampling technique to be used is non-probability. Therefore, convenience sampling will be used with a view of identifying participants with rich information on their experience and perceptions towards the objectives of the study on employee retention. The study seeks to establish how these independent variables impact employee retention to enhance understanding of Human Resource Management (HRM) practices. Reliability analysis, descriptive analysis, correlational analysis, and regression analysis will be employed as a measure of the strength and direction of these relationships. It will reveal the most critical antecedents to overall employee retention and provide actionable insights that organizations can implement to improve their practices. Therefore, while filling the gap in the literature and targeting the Malaysian industry, this study aims to enhance understanding of the factors influencing employee retention. Finally, its purpose is to help organizations design proper approaches to retain top talents in the company and make them dedicated to work.

Property Rights Restrictions and Self-Employed Workers: Evidence From For-Hire Owner–Operators in U.S. Trucking

In 2019, self-employed individuals in the United States owned and operated more than 27 million nonemployer firms and generated more than $1.3 trillion in revenue. Our study examines how self-employed workers adjust their operations in response to an exogenous regulatory change that places limits on how they can utilize their productive assets. Extending modern property rights theory of the firm (PRTF), we studied how self-employed for-hire truck drivers modified their operations in response to the required installation of electronic logging devices (ELDs) in their vehicles. The introduction of ELDs bolstered enforcement of preexisting legal hours-of-service limits, thereby weakening the drivers’ ability to accept hauls above statutory hours-of-service limits and reducing the strength of their economic property rights. Our difference-in-differences analysis that relies on self-employed truck drivers exempt from the ELD regulation as a control group reveals that the restrictions imposed by the ELD mandate, while effective at curbing major hours-of-service violations, prompted a change in a host of market behaviors among affected drivers, including a shift toward working as subcontractors, decreased labor supply, and increased exit rates from the industry. These findings contribute to the literature on PRTF. First, our findings underscore the significance of economic property rights in shaping self-employed workers’ operating decisions as legal property rights were largely left unchanged under the ELD regulation. Second, our findings with respect to subcontracting highlight that property rights restrictions placed on asset attributes may prompt self-employed workers to unbundle economic property rights and allocate them to exchange partners better equipped to maximize the economic value reaped from these rights. Such transfer of economic property rights common to intermediate forms of organizational design such as subcontracting embodies a multidimensional view of economic property rights. By demonstrating a range of consequences of restricting self-employed workers’ economic property rights, our study carries important implications for theory, managers, and policymakers.

Workforce Optimization for Quick Commerce Dark Stores: Talent Sourcing and Workforce Modelling Strategies

Quick commerce (Q-commerce) has transformed the retail and e-commerce sectors by enabling ultra-fast delivery of goods through hyper-local logistics and dark stores. The operational success of this model hinges on a structured workforce strategy that supports efficient scaling and agility. This paper explores innovative workforce optimization techniques that focus on organizational design, talent sourcing, and workforce modelling, referencing industry leaders like Flipkart, Zepto, Instamart, and Blinkit. The study identifies the vital roles within dark stores and the approaches to talent acquisition, emphasizing localized recruitment, employee retention, and technology integration. It further presents best practices for scalable workforce modelling to accommodate seasonal demands, high attrition rates, and hyper-growth environments, ensuring sustainable development in the Q-commerce industry. Keywords: Quick Commerce, Workforce Strategy, Talent Sourcing, Dark Stores, Organizational Design, Hyper-Local Delivery, Workforce Modelling

Political-organisational aspects for the prevention of genetic diseases

The explosive advances in medical genetics are, as is well known, very recent, but they already constitute major references in the preparation of the new models of health action postulated by the establishment of the national health service. They have made possible and at the same time necessitated extensive legislative and organisational design work for the prevention, diagnosis and treatment of genetic diseases. Translated with DeepL.com (free version)

The impact of R&D organizational structure on developing technological capabilities and the moderation of R&D slack

PurposeDeveloping technological capabilities to enhance innovation performance is essential for firms to respond to external changes and competition. Based on the effect of organizational structure on organizational capability development, this study assesses whether a specific R&D organizational structure design can be used to develop different technological capabilities.Design/methodology/approachCombining organizational theory and the resource-based view as an integrated view, we propose several contrasting hypotheses to show the effects of three general R&D organizational structure designs (centralized, decentralized, and hybrid) on developing exploitative and explorative capabilities. We propose R&D slack as a moderator. 82 Taiwanese listed manufacturing firms were selected. Data on the firms' annual reports and their patent applications to the Taiwan Patent Office from 2005 to 2017 were collected.FindingsFirms’ adoption of centralized and decentralized R&D structures has a significant positive effect on developing exploitative capability and an opposite effect on developing explorative capability. A high or low R&D slack can moderate the impact of R&D organizational structure on non-routine capability development.Research limitations/implicationsThis study concludes that R&D organizational structure affects the development of different technological capabilities and that the effect of R&D organizational structure on the development of technological capabilities can be changed under the moderation of R&D slack, which means that the possibility of developing different technological capabilities under the same organizational structure will increase.Practical implicationsThe top manager should consider the relationship between R&D structure design and technological capability development to manage the R&D routines to influence the generation of technological capabilities. Also, they must utilize the provision of R&D slack to modulate technological capability development.Originality/valueThis study reexamines the relationship between organizational structure and capability development. It shows that organizational structure can shape unique technological capabilities and that firms may be able to change structural elements through slack resources, enabling ambidexterity or dynamic capability development without organizational change.

Letting losses be lessons: Human-machine cooperation in maritime transport

Navigation safety has been a critical guarantee of global shipping, and it becomes more challenging given the increasing employment of advanced technologies and novel ship design in the era of Maritime Autonomous Surface Ships (MASS). The human-centred risk analysis of human-machine cooperation is scarce in general and emerging in maritime transport in specific. This paper aims to develop a new approach enabling the analysis of significant risk influencing factors (RIFs) in human-machine cooperation through an in-depth investigation of the occurred mistakes and violations in the cooperative operations of seafarers and machines in maritime transport. Its novelties consist of (1) a novel approach to analysing and quantifying the connectivity between humans and machines in safety-critical operations, (2) new integration of the frequency and impact of RIFs in the human-machine cooperation model, and (3) ultilisation of graph theory to generate a network to analyse critical human-machine RIFs and their interactions with the system. The connectivity analysis of RIFs is conducted through a weighted undirected network, showing the features of RIF connectivity accommodating the closed-loop system. The proposed novel approach, which combines the frequency and impact features to identify critical RIFs and analyses graphical features, will aid to realise the human-centred risk analysis for MASS. The findings make contributions for ship designers to rationalise the clustering design of function-based automation and training organisations to improve seafarer skills by rationally considering the identified risk-based human-machine cooperation features, and providing new competence schemes that can fit the demands of MASS in future.

Membangun Komitmen Aktivitas Karyawan Kelurahan Tegal Sari Mandala III Medan di Era Digital melalui Desain Komunikasi Organisasi yang Efektif

Abstract This research aims to investigate the role of technology and digital communication in building commitment to employee activities in Tegal Sari Mandala III Medan Village in the digital era through effective organizational communication design. Employee activity commitment is a key factor that influences organizational performance and success. However, the digital era brings new challenges in building employee commitment through changes in communication and interaction patterns in the work environment. Using a mixed quantitative and qualitative approach, this research combines surveys, in-depth interviews, and participant observation to collect data. The research results show that the effective use of digital communication technology, such as email, instant messaging applications, and online collaboration platforms, has a significant positive relationship with the level of employee activity commitment. The more effective the use of digital communication technology, the higher the level of affective, sustainable and normative commitment that employees have. This research also identified challenges in implementing digital communication technology and effective communication design, such as varying levels of digital literacy among employees. To overcome these challenges, organizations need to provide training and mentoring to employees, as well as adopt an integrated communication approach. In general, this research confirms that efficient organizational communication design, supported by the appropriate use of digital communication technology, can be a key factor in strengthening employee engagement in the digital era. Organizations that are able to optimize the potential of technology and digital communications well will have a competitive advantage in building a team of human resources that is qualified and has a high level of commitment.

Building the right employee value proposition to retain millennial talents: A case study at a national bank in Indonesia

Bank ABC are dominated by the millennial generation, which makes up 65% of all employees. During the 2020-2022 period, there was an increase in the number of employees who resigned, most of whom were the millennial generation and had good performance. Meanwhile, in the next 3-5 years the millennial generation is projected to occupy strategic positions. Therefore, this study aims to develop employee value proposition (EVP) development strategy in the context of millennial talent employees’ retention. The research was conducted through a survey using Pawar and Charak's EVP Priority Model dimension guide, equipped with additional dimensions obtained from interviews with millennial employees with high potential and performance. The survey was filled by 366 millennial talent employees. The survey results were processed and analysed using the Importance Performance Analysis (IPA) method. Results related to priority EVP attributes for development (quadrant 1 IPA results) were obtained, namely: Career development, performance appraisal, workload, work-life balance, technological innovation, annual leave and performance-based remuneration. Based on the findings obtained, a model has been built which consists of three priority areas for EVP development, namely Leader's Future Development, Design of Organization, and Remuneration for Human Capital Sustainability (abbreviated to LDR – Leadership Development Remuneration Model), with four strategic program designs consisting of: (1) performance assessments that prioritize the principle of fairness,(2) acceleration of levels digital-based career and competency development, (3) workload analysis and job design that supports the future of work, and (4) development of competitive compensation with equitable principles.

The Influence of Agile Organizational Design on Employee Engagement and Performance in the Digital Age

The Influence of Agile Organizational Design on Employee Engagement and Performance in the Digital Age

Recruiting ahead of the curve: a case of EduGorilla

Learning outcomes At the end of this case discussion, the students should be able to analyze the challenges of Strategic Talent Management in the expansion phase of a tech startup; analyze the strategic elements of “Recruiting ahead of the curve”; interpret the application of different employment nodes in creating a differentiated human resource architecture, particularly in the context of an ed-tech startup; recommend Talent Management interventions for Edtech startups. Case overview/synopsis The protagonist in the case Mr. Rohit Manglik started his EdTech startup EduGorilla in year 2020 in the state of Uttar Pradesh in India. His passion for transforming test preparation assistance for competitive examinations coupled with innovative AI and ML-driven testing portals has led to tremendous growth. He has received several rounds of funding, and the investor community is now expecting robust growth and returns. Manglik is now expanding in other states and has already started expanding in the Middle East to attain his ambitious growth targets. His current organization design, structure and talent management approach have worked so far, and he has managed to retain a productive workforce. To cater to its fast-growing client, base the company followed a novice hiring strategy where Manglik decided to overstaff his recruitment team to overcome the challenge of manpower deficit. He has been on a hiring spree primarily driven by anticipated projections. The operations team was hired primarily from the Tier II cities of Uttar Pradesh, which allowed him to balance cost and demand effectively. Manglik planned to expand into Tier-1 cities in India & Middle Eastern countries, but he wondered if his over-hiring approach to the recruitment team a tactic or a long-term strategy. The case will explore the talent management issues in the expansion phase of startups, particularly in the context of emerging markets. Will talent management and HR strategies have to be adapted in the context of different economies of emerging markets? The case explores the talent management strategies of an Edtech startup that is growing tremendously in an emerging market context. Hence, the case will augment the understanding of talent management approaches in a startup. Complexity academic level Postgraduate business management students enrolled in SHRM & Talent Management courses. Prior knowledge of the basic concepts of human resources is required for analyzing the case. The case can also be used in Management Development Programs for senior HR professionals and HR consultants. Supplementary material Teaching notes are available for educators only. Subject code CSS 6: Human Resource Management.

A Comparative Study of Government Hospital & Private Hospital Staff & Patient Relationship With Special Reference to Navi Mumbai.

The sociology of healthcare is the focus of this study, which looks at the interactions between employees and patients at Navi Mumbai's public and private hospitals. It investigates how social structures, cultural practices, and organizational designs influence these interactions within healthcare settings. The study begins with a sociological overview of health, then delves into the evolving concepts of health, highlighting the critical role of hospital organization and management. It discusses the structural and functional differences between hospitals, emphasizing their importance within the healthcare framework. The main focus over here is a comparative study of government and private hospitals, with a particular emphasis on the staff-patient interactions. The research observes how these relationships differ between the two hospital types and considers the impact on patient care, staff morale, and overall hospital performance. The study aims to discover the strengths and weaknesses of each system, ultimately providing suggestions to enhance staff-patient relationships and improve the quality of healthcare services in Navi Mumbai.

Towards a taxonomy of team workflow structures

AbstractTeam workflow represents interactions between individuals and specific actions or tasks. Individuals’ interactions have important effects on fellow teammates’ actions by expanding or constraining actions available to them. For example, teammates may avoid performing the same action to avoid duplication of effort or they may perform their actions sequentially if one task’s completion is a prerequisite for another task. Complex dependencies embedded in these interactions suggest the need to understand team workflows from a relational perspective. As workflow structures are shaped by elements of organizational design, cognitive factors, and features of the task environment, no single workflow structure is optimal for all teams, and team workflows may manifest in countless distinct configurations. Through a systematic, network-based representation of team workflows, this paper uses a sample of 139,500 teams on GitHub to identify common patterns of team workflows. Each team is represented as a two-mode network where individuals form ties to up to fifteen distinct actions capturing productivity, discussion, and team management. Several node-level and graph-level centrality indices highlight patterns of differentiation across team workflows, and a k-means clustering algorithm detects three distinct clusters of team workflow structures: small teams of highly active generalists, small teams with a moderately active mix of focused and generalist members, and large, segmented teams of focused individuals collectively engaging in a few extremely popular actions. These results demonstrate how a structural representation of team workflows provides unique insight into team behavior and highlights distinctions that may otherwise be lost when examining team activity in aggregate.

STRATEGIC MANAGEMENT OF HUMAN RESOURCES IN THE SPHERE OF ENTREPRENEURIAL ACTIVITY

The purpose of the article is to study the concepts of strategic management of human resources in the field of entrepreneurial activity. Strategic HRM builds the bridge between an organization’s business goals and the people who achieve them. In this tactical role, HR has a broader scope and must refocus its responsibilities. The focus becomes on equipping people to best support the direction in which the company is moving. These practices include hiring, promoting, and rewarding employees, creating and maintaining a high-performance business culture, and organizational design to add value and achieve competitive advantage. Strategic HRM focuses on creating a talent management system that manages behavior and culture to support the organization’s long-term business goals. HR has traditionally been considered an administrative function focused on specific tasks. It was distant from the activities of company management and was largely reactive. It met employee needs as they arose. However, it was not aware of where the company was going or anticipating what might happen. Traditional HRM answered employee questions about HR policies, but did not create policies based on the company's long-term goals or find ways to engage employees in them. With a strategic HRM plan, HR teams are more proactive because they are integrated into business strategies. They understand and are aligned with the company's goals. This involves planning and taking action to ensure the organization has the people it needs to achieve its goals. Gaining a competitive advantage - Knowing exactly where management wants to take the organization allows HR to focus on the skills and abilities employees need to do the work required to achieve the goal. Through effective talent management, training, and development, SHRM can result in a more competent and skilled workforce that will provide a competitive advantage over competitors. Adapting to change - A strategic approach to HRM means constantly looking to the future, allowing organizations to anticipate changes in the business environment and quickly adapt to them. Plans can be adjusted to take into account technological advances, changes in the market, or changing demographics within the company. In doing so, HR supports, motivates, and communicates with employees throughout the adjustments. Thus, the use of digital technologies in a company with young employees is a method of motivating and increasing the interest of young employees (especially Generation Z) in work. In addition, it is possible to note the positive impact of digitization of the personnel management process on the improvement of the company's HR brand.

Organization Design: Current Insights and Future Research Directions

We review the research on organization design from 2000 to 2023, inclusive. We identify four major approaches to organization design in the contemporary literature: configuration, control, channelization, and coordination. We discuss the key streams of research that characterize each of these approaches, as well as three emerging areas of research: AI and organizational decision-making, flat organizations, and multiple goals. Beyond the specific contributions of individual papers and streams of work, our review makes a number of high-level observations across approaches. We identify patterns that characterize this body of work, the methods used, open questions for future research, and a discussion of organization design as a theory. Collectively, these observations define the state of organization design research and may provide scholars with a foundation for future research.

Acquisition integration capabilities and organizational design

Research has yet to explain how firms with acquisition experience can improve their success with acquisitions. With a multi-national sample, we study how acquisition experience can lead to integration capabilities that impact acquisition outcomes. We argue that different types of knowledge (tacit or explicit) and organizational designs (more centralized vs. less centralized) influence the development of integration capabilities. We demonstrate that tacit and explicit knowledge provide multiple paths to acquisition success for acquiring firms, and this can explain conflicting findings in existing research. More specifically, less centralized organizational designs lower the effectiveness of tacit knowledge in developing an integration capability, but centralization is effective for explicit knowledge. Additional implications for management research and practice are provided.

Exploring the Connections Between Project Management Offices and Organizational Design

Exploring the Connections Between Project Management Offices and Organizational Design

Penguatan Usahatani dan Tata Kelola Kelembagaan Organisasi Petani Tembakau Desa Japeledok, Kecamatan Pancur, Kabupaten Rembang

The Japeledok Village Tobacco Farmers Group was recently established with a simple organizational structure due to a lack of insight into institutional organization. This becomes an obstacle in the continuity of the organization in the Farmer Group. One of the programs that is a priority for the Farmer Group is the use of Farmer Group land by cultivating tobacco in order to increase income. The obstacle faced by most Farmer Group members is that the tobacco they cultivate cannot grow optimally. The solution offered is to improve the skills of Farmer Group members in crop production on land and provide assistance regarding the institutional design of an organization to strengthen the knowledge and insight of Farmer Group members in running the organization. The implementation method is through training, mentoring and practice for Farmer Group members. Training and assistance in tobacco production. Training and assistance in managing organizations as well as understanding the basics of organizational institutional design. The results obtained from training on tobacco cultivation techniques for Farmer Group members are an increase in the knowledge and skills of Farmer Group members in tobacco plant production. Most of the harvest is sold within the Farmer Group members, so that the turnaround of small-scale businesses has been successfully implemented. The result of training and assistance in organizational governance is that the administrators and members of the Farmer Group are able to prepare basic budgets/household budgets. Increasing the active role of Farmer Group members in organizations is important for the sustainability of the existence of an organization.

Dynamics of organizational change in the development of customary institutions: A Case Study of Keitemung Indigenous Organization Design

Dynamics of organizational change in the development of customary institutions: A Case Study of Keitemung Indigenous Organization Design

Construction simulation and scheme optimisation of complex underground cavities

Underground cavities have complex spatial structures and geological settings, their arrangement is dense and crisscrossed. The construction system involves multiple work surfaces, levels, and processes. The close integration of construction simulation with actual production conditions is crucial for enhancing the guidance that simulation results provide for practical engineering. Therefore, from the perspective of optimizing construction organization and management, this article comprehensively considers various factors in the construction process, innovatively introduces the principle of production line balance and the concept of rule cycle, and combines technology and management, an underground cavities construction simulation system (UCCSS) is developed. In UCCSS, a hierarchical model is built and calculation are performed on models with different construction methods by modifying the parameters as per the actual engineering characteristics. The simulation results are comprehensively analysed to determine the optimal construction programme. An application case is proposed based on the construction organisation design of the long and parallel diversion tunnels at the CB Hydropower Station. The results show that the system has good practicality and credibility and can provide guidance for the construction organisation design of underground cavities with various features.