Organizational Landscape Research Articles

Employee Attrition Prediction Based on Gradient Boosting Approach

In today's organizational landscape, predicting employee attrition has emerged as a critical concern. The departure of trained, technical, and pivotal staff members poses significant challenges, including financial setbacks incurred in their replacement. To address this, organizations harness current and historical employee data to discern prevalent attrition triggers. Employing established classification methodologies such as Decision Tree, Logistic Regression, Random Forest, Support vector machine, and Gradient boosting Algorithms are constructed using human resource data. Leveraging feature selection techniques, these models facilitate proactive measures to mitigate attrition risks. By accurately forecasting attrition, companies not only fortify their workforce stability but also enhance economic resilience through diminished human resource expenditures. This proactive approach not only aids in retaining valuable talent but also fosters sustainable growth by fostering an environment conducive to employee retention and organizational stability.

How breakthrough innovations develop in an organization with logic multiplicity: A multiple case study of a healthcare organization in China

Despite recognizing the strategic importance of breakthrough innovations (BIs) and changing organizational landscapes toward multifaceted values, the question of how BIs emerge and develop in organizations that exhibit multifaceted value logics remains largely unanswered. To address this gap, we investigate the underlying rationale (i.e. logic interplay) of the organizational mechanisms that contribute to the emergence and development of BI practices under logic multiplicity from the perspective of institutional logic. By conducting in-depth case studies of three breakthrough innovation projects in the context of a prominent Chinese healthcare organization that is characterized by the presence of multiple logics, we identify a process model for BI development under logic multiplicity. The model contains three sequential mechanisms associated with logic interplay—logic-bridging, logic-harmonizing, and logic-tilting—that subsequently contribute to specific BI practices across different stages of the BI development process. Our process model illustrates how organizations with multiple logics facilitate the evolution of BIs, emphasizes the interplay and coevolution of diverse logics and highlights the agency of organizational actors in this context.

ICT Growth and the Fintech Boom: A Mismatched Capability Perspective from Nigeria

This article draws on both, dynamic capability theory and reviews of contemporary market research studies to assess the sustainability of Nigeria’s burgeoning fintech sector. It highlights the need for targeted education and training schemes to address a skills-driven, dynamic capability mismatch between larger and micro-enterprise employers in Nigeria’s organizational landscape. The talent pool of qualified candidates is limited, competition is intense, and the fintech boom has led to substantial emigration of the young and digitally skilled. Although unevenly distributed government efforts are evident, micro-employers have yet to benefit from these interventions.

Management and organizational research in Asia Pacific: insights from a 40th anniversary review of the Asia Pacific Journal of Management

Grasping the evolving landscape of management and organizations in Asia Pacific is vital for addressing the challenges and opportunities they both face in the region and beyond. To do so, we conduct a systematic literature review using a bibliometric analysis of the Asia Pacific Journal of Management (APJM), the leading journal for management and organizational research in Asia Pacific that is celebrating its 40th anniversary. A total of 915 articles published by APJM from 2001 to 2024 were retrieved from the Scopus database and subsequently subjected to a performance analysis of productivity (publications) and impact (citations) alongside a science mapping of knowledge (themes). This study reveals a steady increase in APJM publications and citations, underscoring the journal’s growing influence. The globalization of collaboration networks is a noteworthy trend, highlighting the interconnectedness of research efforts across borders. Major themes include cultural understanding and interpersonal networks, as well as the adaptability of organizations in emerging economies. Areas such as innovation, performance, and corporate governance highlight the importance of growth, competitiveness, and responsible management structures, while research on major Asian markets like China, India, and Thailand underscores the relevance of globalization and multinational strategies. The findings offer future directions in key areas such as emerging economies and institutional environments, relationship networks and social resilience, innovation and digital transformation, managing internationalization, and methodological innovation.

Young paediatric oncologists and haematologists in Europe – Emerging needs and future perspectives

BackgroundThe “Young NaPHOS” project was launched in 2021, by Young SIOPE, the group for junior members of the European Society for Paediatric Oncology (SIOPE). The Young NaPHOS project aims to build a network of national representatives of young paediatric haematologists and oncologists to discuss organisational and educational aspects at national and European level, differences in the training paths, and the needs to be addressed in the future. MethodsFrom June 2021 until September 2022, three online meetings took place and one online survey was conducted. The meetings focused on presenting the structure and organisational aspects of existing national junior organisations in paediatric haematology and oncology, including their national activities. The survey aimed to investigate the European landscape of national organisations and training paths by inviting 39 young national representatives. ResultsTen out of 34 responders confirmed the existence of a junior organisation in their country. Diversity was noted among the countries for the existence of such organisations, the organisations’ activities, or the membership criteria. Further, the training path to become a paediatric oncologist/haematologist differs a lot. Young paediatric oncologists also shared common concerns, especially regarding networking, international collaboration, and educational opportunities. ConclusionThis project resulted in the creation of a European network among young paediatric oncologists and haematologists, in spreading ideas and offering support, and identified differences and areas for future action of Young SIOPE.

Transforming Performance: The Significance of Transformational Leadership

In the contemporary organizational landscape, effective leadership is essential for fostering employee enthusiasm, engagement, and performance. This research aims to investigate the dynamic relationship between transformational leadership and job performance from the employees' perspective. Transformational leadership, characterized by its ability to inspire and empower employees towards shared goals, contrasts with transactional styles by emphasizing idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Using a quantitative approach, data was collected through questionnaires distributed to employees across various departments in a company located in Bandar Baru Bangi. The survey focused on the four key dimensions of transformational leadership and their impact on employee performance. The results were analyzed using Pearson correlation, indicate significant positive correlations between all dimensions of transformational leadership and employee performance. The findings emphasize the importance of transformational leadership in enhancing employee performance. Leaders who demonstrate charismatic behavior, inspire with a compelling vision, provide personalized support, and stimulate creativity can significantly improve employee performance. This study provides valuable insights for human resource practitioners seeking to leverage transformational leadership to boost employee performance and achieve organizational success. By adopting transformational practices, leaders can foster a motivated, engaged, and high-performing workforce, thereby driving organizational growth and sustainability.

Gathered: A Theology for Institutions in a Changing Church

Practical theology has historically engaged in sustained theological reflection on the practices of the Church that intersect with the practices of the world. As field of study, it engages in interdisciplinary engagement that combines social and theological forms of reasoning and analysis. As a broader field of praxis, it seeks to support the conditions where people of faith are formed, and communities of faith may flourish. In both expressions, practical theology exists in a dynamic relationship to institutions (e.g., congregations, denominations, universities) and contributes research and praxis that supports the future of institutions and the faith they mediate. While institutions are often the source and site of practical theology, “institutions” are taken for granted as a clearly-identifiable social form and a fixed expression. However, transnational changes in congregations and related faith-based institutions require an account of the nature and role of institutions within practical theology. In this gap, this paper advances a two-part argument: first, institutions are sites of multimodal gathering, creating containers for various forms of encounter where individuals and communities gather around a shared context, shared stories, shared practices, shared resources, and a shared journey. Second, theology for institutions can be sustained by attending to five modes of institutional engagement and analysis that are marked by attention to shared context, narratives, practices, resources, and a journey. Three sections advance this argument. The first part introduces three different situations of institutional encounter to question the relationship between theology and institutions amid a changing organizational landscape. The second part engages Alasdair MacIntyre as an interpretive framework to identify the gap of institutions in the field of practical theology. The third part concludes by detailing the structure of a theological account that resolves this gap in the field and may attend to the forms of gathering institutions provide.

Unveiling the interplay of financial and moral incentives in elevating employee performance within healthcare organizations: A Klang Valley, Malaysia exploration

In today’s rapidly evolving organizational landscape, understanding the dynamics of employee incentives is crucial for fostering high performance. This research delves into the intricate interplay between moral and financial incentives and their repercussions on employee performance within the dynamic context of healthcare organizations. Drawing upon a comprehensive analysis of 226 respondents from three healthcare organizations in Klang Valley, Peninsular Malaysia, the study employs a quantitative approach to explore the relationships between independent variables (career growth, recognition, decision-making, salary, bonus, promotion) and the dependent variable of employee performance. The research unveils that moral incentives, including career growth, recognition, and decision-making, significantly impact employee performance. Professionals motivated by opportunities for growth, acknowledgment, and participation in decision-making demonstrate heightened engagement and commitment. In the financial realm, competitive salaries, performance-based bonuses, and transparent promotion pathways are identified as crucial factors influencing employee performance. The study advocates a holistic approach, emphasizing the synergistic integration of both moral and financial incentives. Healthcare organizations are encouraged to tailor their incentive structures to create a supportive and rewarding workplace, addressing the multifaceted needs and motivations of healthcare professionals. The implications extend beyond academia, offering practical guidance for organizations seeking to optimize workforce dynamics, foster job satisfaction, and ensure the sustainability of healthcare organizations.

The university as an intellectual capital catalyst for sustainable organisations: conceptualising the nexus

Purpose Intellectual capital (IC) is an increasingly important strategic asset for sustainable value creation in organisations. This paper aims to provide a conceptual perspective on the university’s role as a catalyst for IC creation and development within the dynamic landscape of organisations, exploring the nexus to capture its essence. Design/methodology/approach Adopting a conceptual framework development approach, key concepts were cohesively and coherently synthesised from various theoretical underpinnings, namely, the multiple capitals approach to maximising corporate value creation, the evolved triple bottom line approach to corporate sustainability, the triple helix innovation model and its subsequent extensions, the upper echelons theory and the social licence construct linked to stakeholder, legitimacy and institutional theories. Findings A comprehensive conceptual framework was developed that outlines universities’ role in catalysing four corporate IC forms crucial to sustainable organisational value creation: human capital, governance capital, social/relational capital and structural/organisational capital. The framework interprets this role of universities as dynamic IC reservoirs serving regional ecosystems for sustainable development. It highlights the synergistic sustainable value creation between universities and organisations in host communities and broader society, with university governance acting as a key driver. Originality/value This paper offers a theoretically grounded interpretation of universities’ pivotal role in catalysing essential forms of IC to support contemporary organisations’ sustainable value-creation processes. The proposed framework has the potential to ignite conversations on the crucial connection between universities and corporate IC development relevant to sustainable organisations, inspiring future empirical research, reflection and discussion.

“I am there just to get on with it”: a qualitative study on the labour of the patient and public involvement workforce

BackgroundWorkers tasked with specific responsibilities around patient and public involvement (PPI) are now routinely part of the organizational landscape for applied health research in the United Kingdom. Even as the National Institute for Health and Care Research (NIHR) has had a pioneering role in developing a robust PPI infrastructure for publicly funded health research in the United Kingdom, considerable barriers remain to embedding substantive and sustainable public input in the design and delivery of research. Notably, researchers and clinicians report a tension between funders’ orientation towards deliverables and the resources and labour required to embed public involvement in research. These and other tensions require further investigation.MethodsThis was a qualitative study with participatory elements. Using purposive and snowball sampling and attending to regional and institutional diversity, we conducted 21 semi-structured interviews with individuals holding NIHR-funded formal PPI roles across England. Interviews were analysed through reflexive thematic analysis with coding and framing presented and adjusted through two workshops with study participants.ResultsWe generated five overarching themes which signal a growing tension between expectations put on staff in PPI roles and the structural limitations of these roles: (i) the instability of support; (ii) the production of invisible labour; (iii) PPI work as more than a job; (iv) accountability without control; and (v) delivering change without changing.ConclusionsThe NIHR PPI workforce has enabled considerable progress in embedding patient and public input in research activities. However, the role has led not to a resolution of the tension between performance management priorities and the labour of PPI, but rather to its displacement and – potentially – its intensification. We suggest that the expectation to “deliver” PPI hinges on a paradoxical demand to deliver a transformational intervention that is fundamentally divorced from any labour of transformation. We conclude that ongoing efforts to transform health research ecologies so as to better respond to the needs of patients will need to grapple with the force and consequences of this paradoxical demand.

To use or not to use artificial intelligence, that is the question

The adoption of Artificial Intelligence (AI) is rapidly increasing, reshaping both society and organizational landscapes. This transformative trend has inevitably reached strategic communication professionals, leading to various perceptions about its application in this field. This study explores these perceptions of uses and gratifications, perspectives on the influence of AI, as well as the practices of professionals operating in Portugal in the mentioned areas regarding the integration of AI into the exercise of their professions. The study employed a qualitative approach, using semi-structured interviews to collect data from communication professionals. The results from 21 interviews indicate a greater awareness of AI integration, especially after the launch of ChatGPT, and automated content generation as one of the biggest uses of AI. Although most respondents expressed favorable inclinations towards AI integration, some reservations persist related to replacing human expertise and creating dependency. The recommendations underline the imperative to train professionals to mitigate AI-related drawbacks, maintain a symbiotic relationship between AI and humans, and uphold ethical standards.

Enhancing management performance in rapidly changing organizations: a conceptual exploration

In today's rapidly evolving organizational landscape, effective management is crucial for survival and success. This study addresses the complex challenges managers face in dynamic environments, aiming to fill gaps in existing literature on strategies for improving management performance. Drawing on diverse secondary data sources, the research identifies key factors influencing management effectiveness, such as adaptive leadership, change management models, and the concept of learning organizations. The review highlights that successful management in rapidly changing organizations requires strategic foresight, adaptability, and a culture of innovation, amidst challenges posed by technological advancements, globalization, and workforce diversity. The findings emphasize the critical role of communication, talent management, and organizational culture in shaping effective management practices. This study enhances understanding of management in dynamic contexts, offering practical implications for both industry and academia. Future research should focus on industry-specific applications, theoretical exploration, and methodological enhancements to further advance management practices. Despite limitations associated with secondary data, this study provides valuable insights into strategies that enhance management performance, ultimately enhancing organizational resilience and competitiveness in a constantly changing environment

On the Complementarity between CMMN and iStar in Complex Domain Modeling

Case Management Modeling and Notation (CMMN) and iStar are two distinct, multi-purposed modeling techniques that may be used to represent organizational challenges at separate levels of abstraction. CMMN, a flexible process-oriented technique, aims to extract knowledge that enhances the representational capacity of activity flows for a specific case. Conversely, the iStar framework adopts a goal-oriented modeling approach, effectively capturing the interplay of social actors and their influence on the attainment of organizational objectives. While prior studies have explored methods for integrating these techniques to attain a more comprehensive understanding of the organizational landscape, these remain primarily associated with a distinct level of the organizational matrix (i.e., CMMN for operations and tactics, and iStar for more strategic aspects). As such, any effort to evaluate their semantic proximity appears fragmented, as it deals only with the partial association of specific notations and elements. This article describes the conduct of a dual-purposed literature review to identify specific criteria that might accommodate a more holistic assessment of the two modeling techniques; these criteria are then employed as a guiding framework to construct a set of propositions that articulate the areas of complementarity and/or divergence between these two techniques, as identified in previous research. These propositions are subsequently subjected to validation by domain experts, leveraging a real-world case study in the educational domain. The results show that there can be areas of semantic convergence between the two techniques, suggesting their parallel use to effectively model complex domain problems. Overall, the present study aims to crystallize an approach for conducting complex modeling comparisons that transcends technical considerations.

Synthesizing Information Security Policy Compliance And Non-compliance: A Comprehensive Study And Unified Framework

ABSTRACT In today’s organizational landscape, safeguarding information against both intentional and unintentional insider threats has become a paramount concern. To address this challenge, organizations formulate Information Security Policies (ISP) aimed at maximizing compliance regarding sensitive data and information. However, confining the analysis solely to compliance falls short, as even a minor fraction of non-compliant individuals can lead to significant organizational vulnerabilities. In such scenarios, it becomes imperative for organizations to delve into the intricacies that influence both ISP compliance and noncompliance. While numerous literature reviews have explored factors contributing to ISP compliance, they often treated compliance and noncompliance as mere opposites, neglecting their nuanced differences and the need for a combined perspective. Our study bridges this gap by conducting a comprehensive review of 50 peer-reviewed articles published between 2014 and 2022. This unique undertaking yields three crucial contributions: First, it elucidates the characteristics distinguishing ISP compliance and noncompliance within business contexts. Second, it provides an encompassing explication of the variables influencing both ISP compliance and noncompliance. Most notably, our review culminates in the development of a unified framework that amalgamates existing insights and charts a path for future inquiry.

Polycratic governance in hybrid organisations: The re-enchantment of collegiality

Due to urgent societal challenges, organisations increasingly prioritise principles of hybrid value creation over capitalist efficiency rationales. Bureaucratic governance arrangements are widely regarded as detrimental to these organisations and their capacity to drive social change and innovation. Yet, bureaucratic governance continues to dominate the organisational landscape, while alternative approaches remain largely absent or underdeveloped. In this article, we address this puzzle and explore the re-enchantment of collegiality as a polycratic intra-organisational governance concept. Our research is based on empirical evidence from two social enterprises, of which one failed and one succeeded, with a collegiality governance approach. We find that certain elements of traditional collegiality can be particularly problematic in practice and propose a neo-collegial framework that we regard as particularly suitable for the governance of hybrid organisations.

Interdependent Leadership: Proposing a Leadership Model in a Complex World

The hypermodern environment in which today’s organizations and society exist presents a need for the development and application of effective transformational leadership practices. As such, this article presents an interdependent leadership model and its six core tenets, which may guide organizational behavior and change in turbulent times. We argue that this emerging leadership model is appropriate in responding to the complexity of the contemporary organizational landscape and propelling the sustainable growth and advancement of all stakeholders in a larger ecosystem.

Strategic Foresight and Corporate Efficiency of Agricultural Research Institutions in Kenya: Mediating Influence of Leadership Commitment

In today's volatile, uncertain, complex, and ambiguous organizational landscape, effective leadership and management are pivotal for navigating challenges and seizing opportunities. This is especially crucial in agricultural research institutions in Kenya, tasked with enhancing productivity, sustainability, and food security. These institutions must innovate to address climate change, resource scarcity, and evolving consumer demands, yet face challenges in maintaining corporate efficiency. With global population growth and increasing food demand, there is urgency for these institutions to enhance strategic foresight and corporate efficiency. However, the impact of strategic foresight and leadership commitment on efficiency remains underexplored in Kenya's agricultural research sector. This study aimed to investigate the influence of strategic foresight on corporate efficiency and to explore how leadership commitment mediates this relationship. Utilizing a mixed methods approach—cross-sectional surveys for quantitative data and interpretive phenomenological analysis for qualitative insights—data were gathered from key segments of Kenyan agricultural research institutions. Statistical analyses, including regression and mediation analysis, were employed to test hypotheses and uncover relationships among strategic foresight, leadership commitment, and corporate efficiency. Results showed that the study achieved a robust response rate, ensuring reliable findings with strong internal consistency. Leadership in agricultural research institutes skewed male, revealing gender disparities. Age significantly influenced corporate efficiency, emphasizing strategic foresight's role. Concerns arose over short leader tenures and institutional memory loss. Supervisory roles correlated positively with corporate efficiency, consistent with prior research. Pearson's correlations showed significant relationships among corporate efficiency, strategic foresight, and leadership commitment. Structural equation modeling confirmed significant relationships, with leadership commitment partially mediating the relationship between strategic foresight and corporate efficiency. Management boards were pivotal in strategic activities and policy coordination. Despite policy alignment challenges in organizations, government support for policy enactment received positive feedback. The study recommended expansions into resource mobilization, patenting, and policy revisions aligning with digital agriculture trends. Effective governance, supportive policies, and strategic implementation were crucial for advancing agricultural research and development.

Participative leadership congruence and employee task performance: the intermediate roles of person-unit fit and unit-member exchange

PurposeParticipative leadership's influence on employee task performance has garnered significant attention in a rapidly evolving organizational landscape. This study explores the multilevel dynamics of participative leadership congruence between unit managers and direct supervisors and its effects on employee task performance.Design/methodology/approachDrawing on two longitudinal studies based on the firms randomly selected from the Taiwan Economic Journal (TEJ) database, the research observes the mediating role of Person-Unit fit and the moderating influence of Unit-Member Exchange in the participative leadership-performance relationship.FindingsThe findings reveal how participative leadership congruence enhances person-unit fit, which in turn benefits employee task performance. Unit-member exchange plays a critical role in augmenting the participative leadership congruence? Person-unit fit? Employee task performance relationship.Originality/valueThe study extends leadership literature by highlighting the significance of leadership alignment across levels and the interplay between psychological and social factors in improving employee performance.

After the killing fields: Post-pandemic changes in journalism employment in Australia and Aotearoa New Zealand

This article continues a longitudinal national study of journalism employment in Australia and contributes to new understandings of journalism employment in Australia and Aotearoa New Zealand. Results suggest a shift in the organisational landscape of the media in Australia, with an expansion of large organisations at the ‘top,’ and a considerable loss of small micro-ventures (largely based online) at the ‘bottom.’ Implications include stronger centralised editorial control at the corporate level, urbanisation and homogenisation of media producers and product, and reduced opportunities for creative entry-level roles.

After the killing fields: Post-pandemic changes in journalism employment in Australia and Aotearoa New Zealand

This article continues a longitudinal national study of journalism employment in Australia and contributes to new understandings of journalism employment in Australia and Aotearoa New Zealand. Results suggest a shift in the organisational landscape of the media in Australia, with an expansion of large organisations at the ‘top,’ and a considerable loss of small micro-ventures (largely based online) at the ‘bottom.’ Implications include stronger centralised editorial control at the corporate level, urbanisation and homogenisation of media producers and product, and reduced opportunities for creative entry-level roles.