Organizational Outcomes Research Articles

Effectuation, causation and CEO tenure: navigating SME performance in dynamic environments

Purpose Amidst global economic uncertainties, small and medium-sized enterprises (SMEs) are confronted with the pressing need to adapt to complex and ambiguous external landscapes. This study aims to investigate how the decision-making strategies of causation and effectuation are related to the performance of Russian SMEs and whether and how this relationship is moderated by CEO tenure. Design/methodology/approach Using a sample of 602 Russian SMEs, hierarchical linear modeling and its estimation using ordinary least squares is conducted. Robustness checks and post hoc analysis are performed. Findings The findings provide insights into effectuation theory by looking at and testing its basic tenets in an underexplored context and investigating the direct and moderated effects of causation and effectuation on SME performance. Moreover, the study builds upon upper-echelons theory (UET) by considering CEO tenure – an individual-level characteristic – as a moderator in the effectuation/causation and SME performance relationship. A framework for understanding how executives’ attributes shape organizational strategies and outcomes is provided. Originality/value The findings contribute to effectuation theory by testing its core principles in emerging market context, examining both direct and moderated effects of causation and effectuation on SME performance. Moreover, the study builds upon upper-echelons theory (UET) by considering CEO tenure – an individual-level characteristic – as a moderator in the effectuation/causation and SME performance relationship. This study offers a framework for understanding how executive characteristics shape organizational strategies and outcomes in emerging markets.

Relating digitalization and quality management in health care organizations: A systematic review.

Quality management has been established in health care organizations as an important management function for internal quality measurement and external quality reporting. Digitalization processes have recently gained momentum with uncertain outcomes for health care organizations, quality, and the role of quality management. We conduct a systematic review to answer the questions of how the introduction of digital technologies affects quality management as a management function, how quality management is affecting digitalization, which quality management topics are addressed, and which competencies are needed during digitalization. Four databases were searched from 2000 to January 2022. Both empirical and conceptual articles reporting on digital technologies and quality management as a management function, quality reporting, or risk management were included. The studies included were analyzed based on the PICOS and PRISMA approaches. A total of 20 out of 662 articles met the inclusion criteria. Results show that both quality management as a management function as well as the digitalization of quality managements' own work processes are barely visible in the existing research. Only parts of the core tasks of quality management are discussed in connection with digitalization. Core competencies relevant for digitalization processes and quality management are identified. Quality managers require knowledge of digital technologies in order to develop and implement them to support their own work processes and the work processes of health care organizations in general. Currently, research is not guiding this process, which makes it important for quality managers to be able to access local knowledge. In addition, professional associations should develop skill catalogs for quality management education.

Human resource analytics adoption: a framework-based analysis, fuzzy Delphi method and fuzzy SWARA

PurposeHuman resource analytics (HRA) has recently received attention. However, its literature remains unknown and scattered due to both limited conceptual lenses and limited classification. So, this study is conducted to provide a comprehensive research analysis in this field.Design/methodology/approachAccordingly, 107 HRA studies, which were collected according to the Scientific Procedures and Rationales for Systematic Literature Reviews (SPAR-4-SLR) in the last 14 years (2010–2023), were analyzed in the first using the theory-context-characteristics-methods step to examine the evolution of HRA research. The study also develops a conceptual framework based on socio-technical system theory that shows the antecedents and outcomes of HRA adoption. In the second step, fuzzy Delphi and fuzzy step-wise weight assessment ratio analysis techniques were used to validate and refine the antecedents and outcomes obtained from the first step in such a way that experts’ opinions can be used and the existing knowledge body can be expanded.FindingsIn total, 30 antecedents and outcomes were confirmed based on the consensus of experts. Senior management support was identified as the most important antecedent and achieving organizational strategic outcomes as the most important outcomes of HRA adoption.Originality/valueThe study maps the current state of HRA studies, identifies directions for future studies by providing a state-of-the-art review of theories, antecedents, outcomes, contexts and methodologies and proposes a framework for HR managers and professionals to apply.

Entrepreneurial leadership and organizational performance: employee creativity and behavior

PurposeThis research aims to highlight the connection of entrepreneurial leadership with improved organizational outcomes through employee-driven factors of creativity and behavior. It addresses certain existing research gaps concerning the interaction of leadership practices with organizational performance.Design/methodology/approachA quantitative cross-sectional design was employed to analyze the interaction among the study variables. Data was collected from 414 employees across various industries in Punjab, Pakistan through an adapted questionnaire which was in structured form. Smart Pls 4 and SPSS were used for analysis of the collected data.FindingsThe findings indicate positive and significant effect of entrepreneurial leadership on organizational performance, wherein employee creativity and behavior are the key mediators. The study shows that high levels of employee creativity and positive behavior are directly linked to improved performance metrics in organizations led by entrepreneurial leaders. This consequently underscores the need of creating an environment which encourages creativity and supports positive employee behaviors required for entrepreneurial leadership.Originality/valueThis research enriches the academic discourse by quantitatively confirming the mediating role of employee creativity and behavior between entrepreneurial leadership and organizational performance. Unlike previous studies which focused mainly on direct effects or less quantifiable leadership aspects, this study provides empirical evidence supporting a model where employee attributes significantly impact organizational success under entrepreneurial leadership. This insight is valuable for leaders and practitioners aiming to utilize entrepreneurial leadership in dynamic business settings.

From the backroom to the boardroom: Health care chief information officers, stereotypes, and strategic leadership in the digital transformation era.

The digital transformation of the U.S. health care system is underway, but the role of health care chief information officers (HCIOs) in that transformation has been unclear. As the landscape of health care technology continues to expand, there is an increasing need to understand the influence of HCIOs, who are in a unique position to impact key strategic decisions. We seek to demonstrate the strategic importance of HCIOs in meeting the needs of digital transformation, by managing the emergence and strategic implementation of health care technologies to benefit health care organization performance. We also propose that profession-based stereotypes inhibit HCIOs as they may be viewed as behind-the-scenes technicians rather than strategic leaders. Upper echelons (UE) theory demonstrates how HCIOs' unique perspectives gained through education, experience, and the strategic decision-making process also can influence organizational performance. We build on UE to conceptualize the degree to which profession-based stereotypes moderate the decision-making of top management teams). We present two theoretical contributions. First, we introduce a profession-based stereotype moderated model of UE specific to HCIOs. Second, we offer an analysis of the role of HCIOs as strategic leaders in the digital transformation era. We call upon health care scholars and practitioners to examine HCIOs' influence and their roles in health care organization decision-making, top management team interactions, and organizational outcomes as the digital transformation in health care continues.

Retrospective Review of Leadership Development Programs: Alumni Perceptions of Value, Influence, and Organizational Outcomes

As formal leadership development programs grow in scale and scope, there is a need for further research that extends beyond the focus on short‐term outcomes for individual program participants. This study explored alumni perceptions of the longer‐term outcomes associated with participation in leadership development programs, focusing specifically on their retrospective analysis of organizational‐level outcomes and perceptions of program value and influence. This qualitative study consisted of semi‐structured interviews with alumni who participated in an academic leadership development program at Rutgers University within the last five years. The findings from this study highlight alumni perceptions of the value and influence of program participation, including an emphasis on organizational outcomes related to bridging social capital, translating theory to practice, enabling systems thinking, and promoting strategic alignment that were all made possible as a result of their participation in these leadership development programs. The article concludes with a call to action for additional research on the relationship between leadership development program participation and organizational outcomes, focusing specifically on the value of retrospective sensemaking and considerations of influence across multiple levels of analysis.

Can fast fashion brands win over Gen Z with corporate social responsibility communication on Instagram by appealing to their emotions?

Purpose This study aims to understand how Gen Z consumers perceive fashion brands’ corporate social responsibility (CSR) communication through emotional appeals on Instagram and how such perception affects their overall behaviour towards the brand. Design/methodology/approach The study adopts a qualitative research approach through photo-elicitation and 14 semi-structured in-depth interviews with members of Gen Z, using one of the world’s largest fast fashion brands, H&M, as the study context. Findings It is increasingly difficult to capture the attention of Gen Z as they have become immune to the typical CSR messages despite attempting to appeal to their emotions. This makes CSR communication alone challenging in influencing brand perception. However, behaviour towards the brand, such as purchase intention, is not necessarily dependent on whether consumers are convinced of the brand’s CSR activities, as greater value is placed on fast fashion’s price and availability. For Gen Z, such elements surpass their concern for sustainable fashion. Since more emphasis is placed on neutral endorsers due to their trustworthiness, CSR efforts may be disseminated through such third parties to achieve desired outcomes. Practical implications Understanding consumers’ perceptions of the current CSR effort allows brand managers to reevaluate their CSR communication strategies to appeal to Gen Z and encourage positive brand behaviour. Originality/value Contrary to previous studies, which have focused on organisational outcomes, the study has in-depth explored consumers’ perception of CSR efforts on Instagram and the implications of such perceptions for long-term brand building.

Leveraging job rotation programs for experiential learning in organizations through the lens of Kolb’s experiential learning theory

Purpose This research proposes a theoretical model that combines Kolb’s Experiential Learning Theory with organizational job rotation. This paper aims to develop a model that can improve the efficiency of job rotation as a tool for experiential learning and organizational development. Design/methodology/approach This paper integrates the literature on job rotation and Kolb’s Experiential Learning Theory. It provides theoretical propositions and a conceptual model for integrating job rotation into the four stages of Kolb’s learning model. Findings The paper offers a set of propositions that states that job rotation programs that are in sync with Kolb’s learning cycle will foster better learning results, more cross-functional knowledge, increased employee flexibility, and better organizational performance. The conceptual framework helps outline the best ways of designing and implementing job rotation programs so that learning by experience is enhanced. Research limitations/implications Future research should empirically validate its propositions. Qualitative studies, such as interviews with HR practitioners, can explore practical applications of the framework. Longitudinal studies can assess the long-term impact of Kolb-aligned job rotation programs on employee performance and organizational outcomes. Additionally, cross-cultural and comparative research could identify moderating factors, such as industry-specific or cultural influences. Practical implications Job rotation programs should integrate all four stages of Kolb’s learning cycle, with challenging tasks fostering Concrete Experience (CE), structured reflection sessions supporting Reflective Observation (RO), workshops linking experiences with organizational theories for Abstract Conceptualization (AC), and leadership roles or process improvements providing opportunities for Active Experimentation (AE). Additionally, organizations should establish systems to measure the effectiveness of job rotation programs, such as pre- and post-rotation surveys, tracking career development, and evaluating the program’s impact on organizational performance, including creativity and innovation. Originality/value This study contributes to the literature by developing a theoretical model of Kolb’s Experiential Learning Theory and job rotation practices to help organizations improve their learning from job rotation. It can be helpful for scholars and practitioners in the field of organizational development as it connects the theory and practice of education.

Human Capital Management Practices Vis-à-vis Faculty Well-Being in a Selected Philippine Higher Education Institution: Addressing the Perspective of SDG 8 Decent Work and Economic Growth

Objective: The objective of this study is to assess human capital management (HCM) practices and faculty well-being at Jose Rizal Memorial State University-Dipolog Campus, with the aim of understanding the relationship between HCM practices and faculty well-being within the context of SDG 8: Decent Work and Economic Growth. Theoretical Framework: The study is grounded in human capital theory, which emphasizes the value of employees as key resources for organizational success. It draws on concepts of employee engagement, leadership practices, and organizational justice to explore how HCM practices impact faculty well-being across various dimensions, including social, mental, financial, physical, and career well-being. Method: The research employed a survey method, with 67 faculty members participating. Data were collected through a structured questionnaire designed to measure the dimensions of HCM practices and faculty well-being. The responses were analyzed to identify the strength of the relationship between HCM practices and faculty well-being. Results and Discussion: The study revealed that all dimensions of HCM practices—leadership, employee engagement, knowledge accessibility, workforce optimization, and learning capacity—were moderately practiced. Faculty members reported high levels of social and mental health well-being but moderate levels in financial, physical, and career well-being. A strong positive relationship was found between HCM practices and faculty well-being, suggesting that optimizing HCM practices can enhance faculty well-being. Research Implications: The results underscore the importance of optimizing HCM practices to enhance faculty well-being, which in turn can improve the overall performance of the institution. Administrators are encouraged to focus on maximizing internal resources, fostering employee involvement, and enhancing organizational justice to support faculty well-being and contribute to institutional success. Originality/Value: This study contributes to the literature by highlighting the impact of HCM practices on faculty well-being in a Philippine higher education context. It provides practical insights into how universities can integrate human capital practices to improve both employee well-being and organizational outcomes, aligned with the principles of SDG 8.

Evaluating the Adoption of Evidence-Based Management Practices in Eye Hospitals

Background: Delivering sustainable, high-quality eye care requires a comprehensive understanding of patient conditions, clinical evidence, patients’ preferences, demand patterns, quality supplies, outcomes, financial sustainability, and satisfaction metrics. Evidence-based management (EBM) offers a structured approach to align actions with evidence, enabling effective decision-making and better organizational outcomes. Evaluating current practices against EBM principles fosters awareness and promotes an EBM culture in eye hospitals, supporting improved and sustainable service delivery. Methods: A descriptive cross-sectional survey was conducted in 2023–2024 among 94 eye hospitals worldwide, selected from two networks, using the Centre for Evidence-Based Management (CEBM) assessment questionnaire. Follow-up reminders resulted in 43 responses. Data analysis utilized frequency distributions and Pearson’s correlation to explore relationships between variables. Results: A strong positive correlation was observed between data accessibility and the capacity to interpret data in fostering evidence-based decision-making (r = 0.69, p < 0.01). Additionally, leveraging internal expertise and engaging stakeholders in assessing and utilizing data showed a moderate association with EBM practices (r = 0.48, p < 0.01). Conclusions: Eye hospitals demonstrate alignment with EBM principles, though regional variations exist. Organizations with robust data utilization systems, analytical expertise, and a commitment to continuous improvement are more effective in practicing EBM. Educational and peer-learning initiatives can further support hospitals in adopting EBM principles, strengthening their capacity for evidence-based decision-making, and enhancing eye care services.

The Application of Business Intelligence in Human Resources in the 21st Century

The management of human resources is one of the most critical aspects of any company's strategy, as it significantly influences the achievement of organizational goals. Modern human resource managers are increasingly utilizing advanced information technology tools and data analysis techniques to better understand the relationships between employees and organizational outcomes. This article explores the integration of Business Intelligence (BI) into the implementation of HR strategies, highlighting its benefits and the key performance indicators (KPIs) that enable the measurement and evaluation of these strategies. A systematic literature review methodology was employed, focusing on high-quality studies published in reputable journals and conferences indexed in databases such as ResearchGate and ScienceDirect. This rigorous approach ensured the inclusion of relevant and reliable research, providing a comprehensive synthesis of current knowledge and emerging themes in the application of BI in HR management. The findings aim to advance the theoretical and practical understanding of leveraging BI for strategic HR initiatives in the 21st century.

Corporate distance education: challenges and opportunities in the Central-west region of Brazil

Corporate education in distance learning addresses the demands of advancing technology and the rapid dissemination of information, reshaping employee training, aligning knowledge and skills, and teaching-learning outcomes in public organizations. This study explores the challenges and opportunities of corporate education in the distance learning modality within corporate schools associated with the Legislative, Executive, and Judiciary branches in Mato Grosso, Brazil. A qualitative research approach was employed, incorporating document analysis, non-participant observation, and semi-structured interviews. A total of 15 interviews were conducted with managers, educators, students, technicians, and analysts from the selected schools. Content analysis was the chosen methodology for interpreting the data. The results revealed that pedagogical structuring is the primary challenge, while effective planning represents the main opportunity for corporate schools in Mato Grosso.

Algorithms for a new season? Mapping a decade of research on the artificial intelligence-driven digital transformation of public administration

ABSTRACT This article reviews a decade (2013–2023) of scholarly discourse to deepen our understanding of the AI-driven digital transformation of public administration (PA). Structural topic modelling and manual coding of 169 articles that focused on contextual conditions, mechanisms, outcomes, and policies revealed various topics. Findings show a focus on policies and, to a lesser extent, mechanisms, with algorithmic decision-making as a key theme. Issues like algorithmic trustworthiness, bias, and accountability in algorithmic bureaucracies are highlighted. Research gaps include insufficient exploration of contextual conditions and policy implementation, with a narrow focus on organizational and ethical outcomes. A research agenda is suggested.

Associations of Maternal Prenatal Zinc Consumption with Infant Brain Tissue Organization and Neurodevelopmental Outcomes.

While studies in rat pups suggest that early zinc exposure is critical for optimal brain structure and function, associations of prenatal zinc intake with measures of brain development in infants are unknown. This study aimed to assess the associations of maternal zinc intake during pregnancy with MRI measures of brain tissue microstructure and neurodevelopmental outcomes, as well as to determine whether MRI measures of the brain mediated the relationship between maternal zinc intake and neurodevelopmental indices. Forty-one adolescent mothers were recruited for a longitudinal study during pregnancy. Maternal zinc intake was assessed during the third trimester of pregnancy using a 24 h dietary recall. Infant MRI scans were acquired at 3 weeks postpartum using a 3.0 Tesla scanner to measure fractional anisotropy (FA) and mean diffusivity (MD). Cognitive, language, and motor skills were assessed at 4, 14, and 24 months postpartum using the Bayley Scales of Infant Development. Greater prenatal zinc intake was associated with reduced FA in cortical gray matter, particularly in the frontal lobe [medial superior frontal gyrus; β (95% CI) = -1.0 (-1.5, -0.5)], in developing white matter, and in subcortical gray matter nuclei. Greater prenatal zinc intake was associated with reduced MD in cortical gray matter and developing white matter [superior longitudinal fasciculus; -4.4 (-7.1, -1.7)]. Greater maternal zinc intake also was associated with higher cognitive development scores at 14 [0.1 (0.0, 0.1)] and 24 [0.1 (0.0, 0.2)] months of age; MRI indices of FA and MD did not mediate this relationship. Maternal prenatal zinc intake was associated with more favorable measures of brain tissue microstructural maturation and cognitive development during infancy.

Disentangling the Pros and Cons of Flexible Work Arrangements: Curvilinear Effects on Individual and Organizational Outcomes

The use of flexible work arrangements (e.g., remote, hybrid) has spread during the pandemic and cumulative studies provide mixed findings on the positive vs. negative consequences of these working methods for employees and organizations. The present study examined the potentially curvilinear effects of employees’ attitude towards flexible work options (i.e., flexible work orientation; FWO) on individual- (i.e., performance, job satisfaction, stress, work-to-family conflict, family-to-work conflict) and organization-related outcomes (i.e., organizational social support, organizational justice, affective organizational commitment). Anonymous survey data were collected in 2021 from 1061 in-person and flexible workers nested within 100 Italian organizations. Measurement invariance across the two subsamples was supported and subsequent structural model analyses suggested a differential pattern of results for in-person and flexible workers. Results indicated a curvilinear U-shaped relationship between FWO and organizational support, justice, commitment and job satisfaction for the in-person subsample as compared to a positive linear relationship for flexible workers. Moreover, in both samples of flexible and in-presence workers, FWO exerted a positive linear effect on performance and a mainly negative linear effect on stress, WFC and FWC. Overall, flexible workers displayed linear relationships among all the study variables, whereas in-person workers showed the curvilinear effects of FWO on support, justice, commitment and satisfaction, all of which increased at high levels of employees’ positive attitude towards FWO. Results are discussed in light of the globally elevated rates of flexible work arrangements and mixed findings on their implementation.

PERCEIVED LEGITIMACY OF INSIDER VS. OUTSIDER SUCCESSORS AND ITS IMPACT ON ORGANIZATIONAL PERFORMANCE IN THE ACCRA METROPOLIS

Succession planning is a critical process for ensuring organizational continuity and performance, with the selection of insider or outsider successors playing a pivotal role. This study examines the perceived legitimacy of insider versus outsider successors and their impact on organizational performance within the Accra metropolis. Using the upper echelons theory as a framework, the study employed a quantitative research design with a sample size of 300 participants, comprising employees and stakeholders from organizations that had undergone leadership transitions within the last three years. Data were analyzed using descriptive and inferential statistical techniques, including correlation and regression analyses. The findings revealed a strong positive relationship between perceived legitimacy and organizational performance, with perceived legitimacy accounting for 90.9% of the variance in performance outcomes. Insider successors were viewed as fostering continuity and alignment with organizational culture, while outsider successors were associated with innovation and strategic change. These results highlight the importance of transparent and credible selection processes in leadership transitions. The study underscores the relevance of the upper echelons theory in understanding leadership dynamics and provides practical recommendations for improving organizational outcomes through effective succession planning.

Work-Life Balance Strategies and their Influence on Employee Productivity

The aim of this study is to explore the impact of work-life balance strategies on employee productivity and organizational well-being at Sekolah Luar Biasa Erha Pabelan. As work environments become increasingly flexible with the rise of remote and hybrid work models, it is essential to understand how these strategies influence both individual and organizational outcomes. This research adopts a qualitative approach, utilizing semi-structured interviews and focus group discussions with the principal, teachers and educational staff at Sekolah Luar Biasa Erha Pabelan. The data collected were analyzed through thematic analysis, identifying key themes related to flexible working arrangements, managerial support, wellness programs, and barriers to effective implementation. The findings reveal that flexible working hours and remote work options significantly enhance employee productivity and satisfaction, while supportive workplace culture and wellness programs further contribute to well-being and organizational engagement. However, challenges such as limited awareness of policies, resistance from middle management, and resource constraints hinder the full potential of these initiatives. The study concludes that organizations must proactively address these barriers and continuously adapt their strategies to foster a sustainable work-life balance. Future research should investigate the effectiveness of personalized work-life balance solutions, the role of technology in managing boundaries, and cross-cultural differences in the implementation of these strategies.

Moral Imperative or Economic Necessity? The Role of Institutional Investors in the Corporate Social Responsibility—Financial Performance Relationship

This study examines how institutional ownership concentration, quantified by the Herfindahl-Hirschman Index (HHI), influences the financial consequences of CSR initiatives within the U.S. restaurant industry. This study distinguishes between CSR activities that are integral to core operations (operation-related CSR) and those that are not (non-operation-related CSR), analyzing their impacts on both market-based (ROA) and accounting-based performance (Tobin’s q) measures. Employing panel regression analysis, findings reveal that higher institutional ownership concentration enhances the alignment of operation-related CSR with improved financial performance. Conversely, the institutional ownership concentration does not significantly moderate the impact of non-operation-related CSR on both performance measures. Given the restaurant industry’s high consumer visibility and operational reliance on social and environmental factors, this study fills gaps in CSR literature by offering insights for aligning CSR strategies with institutional owners’ expectations. The results provide actionable guidance for policymakers and industry practitioners to optimize organizational outcomes from CSR activities.

ESG Performance, Environmental Uncertainty, and Firm Risk

ABSTRACTThe growing concern over sustainable development has raised critical questions about the role of environmental, social, and governance (ESG) performance in shaping organizational outcomes. While prior research underscores the importance of ESG, there is limited understanding of its impact on firm risk, particularly under varying levels of environmental uncertainty. Using a data set of 9201 observations from Chinese listed companies on the Shanghai and Shenzhen Stock Exchanges from 2006 to 2022, this study investigates how ESG performance influences firm risk and the moderating effect of environmental uncertainty. Our findings reveal that ESG performance reduces firm risk by lowering environmental penalties, easing financing constraints, enhancing corporate reputation, and improving access to government subsidies. Additionally, environmental uncertainty strengthens the negative impact of ESG performance on firm risk. These results highlight the critical role of ESG performance in mitigating corporate risk and offer practical implications for firms, investors, and policymakers seeking to align corporate strategies with sustainable economic development goals.

Authentic leadership: bridging the gap between perception of organizational politics and employee attitudes in public sector museums

In museums’ dynamic and culturally rich environments, employee morale and productivity are crucial for achieving organizational goals. However, employees’ perception of organizational politics can undermine these objectives. Hence, this study investigates the buffering role of authentic leadership in mitigating perceptions of organizational politics and its subsequent effects on organizational citizenship behavior (OCBI and OCBO) and task-oriented performance among museum employees. This research involved 436 employees across six public sector museums in Pakistan, including supervisors and their immediate subordinates. Data were collected in four waves and analyzed using Structural Equation Modeling (SEM). The findings indicate that perceptions of organizational politics significantly negatively influence both organizational citizenship behaviors (OCBI and OCBO) and task-oriented performance. However, authentic leadership buffers these negative effects, significantly reducing perceptions of organizational politics and positively correlated with enhanced task-oriented performance and citizenship behavior. This study highlights the crucial role of authentic leadership in moderating the adverse impacts of organizational politics, fostering a positive work environment in museums, and enhancing both employee productivity and organizational outcomes. The insights from this research offer valuable implications for museum leaders aiming to enhance organizational performance through effective leadership practices.