Organizational Environmental Factors Research Articles

A Summary of the Research on Feedback-seeking Behavior

Feedback seeking behavior of employees plays an important role in the development and progress of an organization. Among the influencing factors of feedback seeking behavior, leadership style has attracted the attention of researchers. In this study, the connotation, motivation and related research of feedback seeking behavior are sorted out. It can be found that the characteristics of feedback seekers, the characteristics of feedback sources and organizational environment factors may affect feedback seeking behavior. In a working environment full of positive interpersonal relationships, employees will be more willing to seek feedback actively.

Measuring Hotel Financial and Non-Financial Performance in Thailand: The Application of Technology-Organization-Environment (TOE) Framework

Guided by the Technology-Organization-Environment (TOE) framework, the current study aims to test the impacts of organizational factors, technological factors, and environmental factors on the financial and non-financial performance (or goals) of hospitality firms. Unlike several empirical studies in the past, this study attempted to compare the effects of these factors on financial and non-financial performances. The authors proposed the contributions with clearer and more specific recommendations and a greater understanding of how managers can improve and adjust their strategic plan and implementation to achieve long-term firm performance. The data analysis was structural equation modeling. Prior to the data analysis, reliability and validity tests were conducted to certify the quality of the data. After screening the data carefully, based on 350 hospitality firms in Thailand, including 3–5-star hotels in Thailand representing all parts of the country, the results indicated that organizational factors and technological factors had significant effects on both financial and non-financial performance. The environmental factor demonstrated no significant effect on financial and non-financial performance. Moreover, for the theoretical contribution, this study provided empirical research by applying the TOE framework in the context of the hospitality industry, presenting that organizational factors and technological factors had significant impacts on the firm performance. Discussion with the past literature provided deeper insights into the findings. Research conclusions and practical recommendations were also provided.

The Impact of Organizational Factors and Environmental Factors on the Adoption of Computer Assisted Audit Tools and Techniques (CAATTs) by SME in Sri Lanka

The study investigates the low adoption of Computer-Assisted Audit Tools and Techniques (CAATTs) in developing countries, focusing on environmental and organizational factors that influence technology adoption in firms, particularly small audit firms in Sri Lanka. Key variables identified include Clients’ AIS complexity firm size as organizational factors and, perceived support from professional accounting bodies firm size, and top management commitment as environmental factors to CAATT adoption. The objective is to assess the impact of organizational and environmental factors on CAAT adoption by SME in Sri Lanka. The population comprises 71,126 small audit firms listed as Small and Medium-Sized Enterprises (SMEs) as of December 31, 2021, according to the Accounting Auditing Standards Monitoring Board in Sri Lanka. A sample size of 40 small audit firms was selected from this population. Data collection involved distributing questionnaires among auditors, with analysis conducted using the SPSS version 23. Correlation analysis reveals a positive correlation between all variables and CAATT adoption, while regression analysis demonstrates the impact of AIS complexity, perceived support from professional accounting bodies has a high impact on CAAT adoption by SME. The findings suggest that organizational factors such as AIS complexity and Perceived Support from professionals play a significant role in CAATT adoption among small audit firms. In conclusion, the study highlights the importance of considering organizational factors, such as in promoting CAATT adoption. These findings provide valuable insights for enhancing audit productivity and reducing costs in developing countries like Sri Lanka.

Inspiring sport event volunteer engagement and sense of pride: the importance of organisational environmental factors

ABSTRACT The success of sport events is closely related to volunteer dedication. Sport event organisations must recognise volunteers’ needs and motivate and retain loyal volunteers. However, the approach to motivate sport event volunteers and the role of consistent values, beliefs, and affiliation needs in guiding volunteers’ performance in event duties remain unexplored. This study explored the role of organisational environmental factors in influencing volunteers’ engagement, sense of pride, and intent to continue volunteering. A theoretical model was constructed to verify their inner relations by incorporating person – environment fit, social exchange, and social identity theories. Data were collected from 452 volunteers who participated in two marathon races in China and analysed using structural equation modelling with SmartPLS 4.0. The findings show that perceived organisational support has a positive impact on individual – organisation value congruence and volunteer engagement, thus jointly boosting volunteers’ sense of pride and intent. These findings expand theoretical understanding on the psychological mechanisms of volunteer sport events and optimising volunteer management.

Digital leadership and innovative work behavior: impact of LMX, learning orientation and innovation capabilities

PurposeGrounded in the Social Exchange theory, this study focuses on the perception of digital leadership and innovative work behaviors. It also examines the complex effects of leader-member exchange, learning orientation, and innovation capabilities.Design/methodology/approachWe undertake a quantitative approach using a two-wave longitudinal field survey of 440 employees and managers from various backgrounds working in the automobile industry in France.FindingsThe findings based on Structural Equation Modeling reveal that the perception of digital leadership leads to innovative work behavior while leader-member exchange moderates between the perception of digital leadership and learning orientation. The findings also support the mediating roles of learning orientation and innovation capabilities.Originality/valueThe study contributes important policy suggestions, raises queries for additional investigation, and suggests theoretical and practical implications for leadership and organizational environmental factors to foster innovative work behaviors in organizations.

Exploring the combination of individual and organizational–environmental factors in the expression of radical and incremental creativity

AbstractInnovative products and services are key factors in corporate competitiveness, and the expression “employee creativity” is the top priority factor in leading corporate innovation. This study aims to investigate the differences between the predictive variables for the expression of radical and incremental creativity and the combinations of the predictive variables, which aid in the expression of two types of creativity. A research survey was conducted with 600 employees working in newspaper, broadcasting, and film businesses. The results were derived by conducting a fuzzy‐set qualitative comparative analysis (fs/QCA) on 513 useful samples. Using necessity and sufficiency analysis of a fs/QCA, the results indicate that the three personal factors—job expertise, creative process engagement, and work engagement—are commonly required for two types of creativity. Conversely, organizational–environmental factors, a risk‐taking climate, and external networking behavior are only predictive variables of radical creativity. This study's results provide insights regarding the personal and environmental resources that employees must secure to express radical and incremental creativity. Because a clear difference was found in the factors required for the expression of the two types of creativity, based on the results of this study, Human Resource Development(HRD) can devise an effective method to support the expression of the two types of differential creativity.

Innovation Culture and Millennial Characteristics: Determinants of Millennial Turnover Intention in the Banking Sector

Since Millennials form the largest part of today’s workforce, it is prudent to know Millennials' motivation and characteristics that support their retention. Based on data from 348 team leaders and line managers, a hierarchical regression analysis was used to examine the impact of Millennial-specific characteristics and organizational environmental factors on their turnover intentions (MTI). While teamwork and technology orientation had a negative effect on MTI, achievement orientation had a negative impact on MTI. The results revealed a negative relationship after testing the organizational environmental factor, innovation culture, and MTI. Thus, firms should engage in the development of a culture of innovation and teamwork to support Millennials with a high achievement orientation to succeed in an open, transparent organizational structure.

Investigating healthcare workforce recruitment and retention: a mixed-methods study protocol

IntroductionAlthough the sustainability of the health workforce has been identified as essential to achieving health and wider development objectives, challenges with securing and retaining the healthcare workforce persist. In the...

The Influence of Job Stress and Psychosocial Factors on Employee Performance through Leadership Quality

The development of Indonesia's industry is currently changing from commodity-based to manufacture-based. The manufacturing industry cannot be separated from the role of the packaging industry. So it is necessary to have Human Resources with good performance to be able to help achieve the goals and vision and mission of the company. Employee performance comes from two factors, namely individual factors and organizational environmental factors. The purpose of this study was to determine the effect of work stress and psychosocial factors consisting of job demands and work organization on employee performance in packaging companies through leadership quality. The method used is PLS-SEM with a sample of 75 people. The results showed that work stress had a significant effect on employee performance (p-value = 0.000), job demands and work organization had no significant effect on employee performance (p-value = 0.501 on job demands and p-value = 0.658 on work organization) , leadership quality has no significant effect on employee performance (p-value = 0.685), work stress has no significant effect on employee performance through leadership quality (p-value = 0.740), and job demands and work organization have no significant effect on employee performance through quality leadership (p-value=0.877 on job demands and p-value=0.725 on work organization). While the r-square value which shows the influence of work stress variables, job demands, work organization, and leadership quality on employee performance is 63.7%.

Exploring Factors that Encourage and Obstruct Change in Management Accounting in a Company

Exploring Factors that Encourage and Obstruct Change in Management Accounting in a Company

Factors Underlying Organizational Resilience in SMEs

Small and medium-sized enterprises (SMEs) are faced with a double challenge: a turbulent environment and a lack of resources. To face this reality, SMEs are called to develop adequate organizational responses. Organizational resilience (OR) has emerged in recent years as an appropriate solution. Indeed, this concept has received particular interest from researchers. It has been described as crucial for the company on the same level as performance and efficiency. Studies on SME’s resilience are relatively rare. Moreover, research in this area has been identified as an interesting area for future research. Hence the interest of this research which attempts to unpack the different determinants of resilience in the context of SMEs by proposing a conceptual framework that integrates the individual level, the organizational level and environmental factors to explain this resilience. The aim of this paper is to enrich the theoretical framework of organizational resilience, to broaden the framework of the study to a new context, namely SMEs, and to integrate the individual level, the organizational level and the environmental factors in a conceptual model.

Designing a Model for Administrative Health in the Ministry of Industry, Mine, and Trade

Objective: This study aims to present a model for administrative health in the Ministry of Industry, Mine, and Trade of the country. Methodology: To achieve this goal, a mixed-method research approach was employed. The statistical population in the qualitative section included organizational and academic experts, while the quantitative section included managers and employees involved in the administrative health system of the Ministry of Industry, Mine, and Trade and its provincial offices. In the qualitative section, data were collected through semi-structured interviews, and in the quantitative section, a researcher-made questionnaire was used. The data analysis method in the qualitative section was thematic analysis, and in the quantitative section, structural equation modeling with a partial least squares approach was employed. Findings: The data analysis in the qualitative section led to the formation of the administrative health model in five dimensions, 40 components, and 92 indicators. The data analysis in the quantitative section identified the prioritization of dimensions, components, and indicators of the administrative health model in the Ministry of Industry, Mine, and Trade. Conclusion: According to the results, the prioritization of factors affecting the administrative health in this ministry includes organizational factors, value factors, employee-related factors, managerial factors, and environmental factors, respectively. Based on the obtained results, recommendations were made for achieving administrative health in the Ministry of Industry, Mine, and Trade.

Literature Review Faktor Individu, Organisasi dan Lingkungan Kerja Terhadap Kejadian Burnout Syndrome dan Kepuasan Kerja Perawat

This study aims to determine how much influence individual, organizational and work environment factors have on the incidence of burnout syndrome and job satisfaction of nurses in hospitals. This research method uses a literature study method analyzed from several journals, which are related to the topic taken. The results obtained vary, but the majority of research results show that individual, organizational and work environment factors greatly influence burnout syndrome. Individual, organizational and work environment factors contribute to the incidence of burnout syndrome. In conclusion, Burnout syndrome has a negative effect on job satisfaction, meaning that the lower the burnout syndrome, the higher the nurse's job satisfaction. This is because the high performance of nurses causes the level of job satisfaction to increase so that it can reduce burnout syndrome that occurs in nurses. Meanwhile, organizational factors and environmental factors have a positive influence on job satisfaction, so the better the organizational factors and environmental factors, the greater the level of nurse job satisfaction. This is because a supportive work situation and support from superiors and co-workers are able to motivate nurses to develop themselves well while working at the hospital so that the level of job satisfaction increases.
 Keywords: Burnout, Individual Factors, Environment, Organizational Job Satisfaction

Linking Inclusive Leadership, Workplace Spirituality, and Innovative Work Behaviour to Job Performance: An Empirical Study in Public Sector

Objective: This study investigates the relationship between inclusive leadership and workplace spirituality by the mediating role of innovative work behaviour on the job performance of public service employees. Design/Methods/Approach: This study involved 904 public sector employees. Data were collected via an online survey using a 7-point Likert scale. The sampling method employed was non-probability and purposive sampling based on predefined criteria. The collected data was analyzed using Lisrel 8.80 through Structural Equation Modelling (SEM) weighted least squares (WLS) estimation. Findings: The results indicate that inclusive leadership and workplace spirituality positively and significantly impact innovative work behaviour and job performance. Additionally, innovative work behaviour has a positive and significant impact on job performance. Meanwhile, innovative work behaviour acted as a partial mediator in the relationship between inclusive leadership and job performance and workplace spirituality and job performance. Originality/Value: Research in public organizations has predominantly treated innovative work behaviour as a dependent variable influenced by organizational environmental factors. There has been a notable absence of studies examining innovative work behaviour as an independent variable within the context of public organizations. Concurrently, despite evidence in several studies indicating the impact of a spiritual climate on innovative work behaviour, such an investigation remains unexplored within the realm of public organizations. Practical/Policy implication: The public sector is advised to foster a climate conducive to workplace spirituality by encouraging the uniqueness and capabilities of employees to nurture a sense of meaning in their work. Moreover, public organizations should nurture leaders with inclusive leadership abilities, such as openness, accessibility, and availability, to stimulate employee innovation.

Administrators’ perspectives on organizational environmental factors facing 4-H youth development

4-H is the largest youth development organization in the United States and is the youth development program of the Land-Grant University’s Cooperative Extension system. A qualitative study of 13 4-H Program Leaders and seven Cooperative Extension Directors was conducted to explore the perspectives Extension Administrators hold about the organizational environmental factors facing the 4-H program. Data were analyzed using a qualitative open coding methodology. Five themes emerged from the study in response to the identified environmental factors: 1) key components of the traditional club model need to be ensured in all programming conducted; 2) the need to develop a club programming matrix to help county-level staff manage the impact and their workload; 3) good partners will expand the 4-H programs’ capacity; 4) increased involvement of first generation youth and families is needed; and 5) intentional marketing and raising awareness of the “new 4-H brand.” Adaptation poses important questions, challenges, and opportunities for the 4-H program. Because administrators represent a national population of Administrators, these insights can inform youth organizations in the United States and internationally.

The external organizational environment and its impact on strategic management accounting practices: an empirical investigation

PurposeThis study aims to investigate the impact of organizational external environmental factors on strategic management accounting (SMA) usage in an emerging economy.Design/methodology/approachThe study collected data from 79 public limited companies listed with the Dhaka Stock Exchange (Bangladesh) through a questionnaire survey. Multiple regression analysis is employed to test the impact of external environmental variables such as perceived environmental uncertainty and intensity of competition on SMA usage.FindingsThe study finds a significant positive impact of environmental uncertainty (fluctuation in the external environmental factors) and intensity of competition (domination by few companies) on SMA usage. However, the direction and magnitude of this impact vary considerably for specific groups of SMA practices such as costing, competitor accounting, customer accounting and planning and performance measurement techniques.Originality/valueThis study shows the impact of several facets of environmental uncertainty (i.e. unpredictability, fluctuation, ambiguity, lack of information and uncertainty of the outcome of decision) and intensity of competition (i.e. stressfulness and domination) in the empirical-based SMA research.

Research on influencing factors and configuration effects of green innovation efficiency of patent-intensive industry

ABSTRACT The paper analyses the influencing factors of the green innovation efficiency of patent-intensive industry based on grounded theory and interpretive structural model (ISM), on this basis, the fuzzy set qualitative comparative analysis (fsQCA) method is applied to reveal the configuration paths to high green innovation efficiency of the industry based on provincial panel data from 17 typical provinces in China from 2017 to 2019. Results of the paper indicate that: (1) all influencing factors of green innovation efficiency of patent-intensive industry can be classified into organizational factors, institutional factors, environmental factors, capital factors and technical factors; (2) among all 24 specific sub-factors which belong to these five categories, intellectual property protection, economic development level, trade openness, infrastructure construction, foreign direct investment, outward foreign direct investment and government support are the underlying factors that play the principle role in affecting the efficiency; (3) there are configuration paths to high green technology R&D efficiency, high green achievement transformation efficiency and high overall efficiency in patent-intensive industry. Research of the paper will contribute to promote green innovation and low-carbon transition in patent-intensive industry.

Un Üreticilerinde Örgütsel Performans Değerlendirme: Hıdıroğlu Un Üreticisi Örneği

This study aims to examine how flour producers implement Organizational Theory Principles to their process and to define which organizational environmental and structural factors, culture and systems are appropriate for flour companies in order to improve companies’ success and entreprenuerial skills. For this purpose, this study analyzes a flour company and provides implications of the findings and limitations for the organization, its members, environment and stakeholders. 
 In this study, while examining on flour companies, a clear hierarchy in the organizations is observed in general. The flour producer HIDIROĞLU FLOUR MILLS taken as an example in the study gives importance to measurement, documentation and information systems management. The control mechanism is improved and the stability can be observed in every stages on the organizational structure. High standardization is a main feature of the company. 
 As a result of analyses of the flour producer taken as an example, the study come up with the idea: “it is crucial for flour producers to set standards and procedures, and have clear task definition in a plain hierarchy to achieve constant success”. On the other hand, the system boundary for this study is among Organizational Theory Principles whether Internal Process Model or Rational Goal Model is more suitable for flour producers and their entrepreneurial facilities.

Organizational and psychosocial environmental work factors associated with self-rated exhaustion disorder among municipal employees in rural northern Sweden.

Research indicates that good organizational and psychosocial environments are vital to well-functioning workplaces and employee health. Working in the municipal sector and in the rural context may contribute to more health problems, poorer organizational and psychosocial work environments, and higher sick-leave rates. The aim of this study was to explore organizational and psychosocial environmental work factors among municipal employees with or without self-rated exhaustion disorder (s-ED) in rural northern Sweden. The Modern Work Life Questionnaire and the Self-Rated Exhaustion Disorder Scale were used among 1093 municipal employees. The results showed that there were significant differences between the s-ED and the non-s-ED group in all but one of the organizational and psychosocial environmental work factors. Various demands, i.e. quantitative, emotional, intellectual, and IT demands were some factors associated with the s-ED group. Social support, resources, and time for work and reflection were some factors associated with the non-s-ED group. Both the s-ED and the non-s-ED groups assessed significantly higher emotional demands and less resources compared to national reference values. Findings from this study are relevant to a better understanding what organizational and psychosocial work environmental work factor the employer need to pay extra attention to. Addressing risk and protective factors in the work environment could tribute to promote occupational well-being, preventing exhaustion disorder and long-term sick leave among municipal employees in rural northern Sweden.

THE IMPACT OF ORGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE: THE CASE OF UNIVERSITY OF TECHNOLOGY AND APPLIED SCIENCES-IBRA IN OMAN

Organizational culture is one of the most important factors affecting the performance of employees in various organizations. A system of values and beliefs adopted by members of the organization affects their performance either positively or negatively. This study aims to investigate the factors of organizational culture (decision-making, organizational environment & reward and recognition system) on employee job performance at UTAS- Ibra in Oman, also the study will examine the effect of the organizational culture on employee job performance at UTAS- Ibra. The method used in this study to collect data is a survey questionnaire. For the purpose of this study, 114 completed questionnaires using stratified sampling method from all academic departments and Educational Technology Center at UTAS-Ibra received and analyzed through SPSS program and smart PLS-SEM. Moreover, the study used secondary data from previous studies in different books and journals as additional sources of data. The results indicate that decision-making and the organizational environment factors of organizational culture have a positive relationship with performance. While, reward and recognition system had a negative impact on employee performance. Based on the results of the study, the study recommending that officials in UTAS-Ibra and the university should strengthen the reward and recognition system so that an integrated system is designed to make employees work in a stimulating environment for work, which results in increasing their performance.