Improvement Of Organizational Performance Research Articles

Cultural Dynamics Shaping the Adoption of Modern Management, Green Innovation, and Digitization in Uzbekistan's Business Landscape

Since the gain of independence in 1991, Uzbekistan has worked through diverse economic transformations with a transition from a central economy to a Market economy. These have sought to develop entrepreneurship and encourage FDI inflows, at the same time business is still shaped by history, culture and institutions. For this investigation, the affect of the cultural dimensions including collectivism, power distance, and long term orientation towards the adoption of modern management practices, green innovation and digitization in Uzbekistan is examined. Hofstede’s Cultural Dimensions Theory, Theory of Planned Behavior, and the Technology-Organization-Environment are used to analyze these influences in the present research. The study shows that collectivism positively influences the implementation of the modern management practices while high power distance negatively influence it. Long-term orientation to a very large extent influences green innovation and appropriate attitude toward technology is essential for digitalization. Subjective norms which are highly endorsed scale and perceived behavioral control further enhance green innovation and digitization respectively. Furthermore, other adoption conditions such as the technological and environmental support for the adoptions are important while size and centralization of organizations present adoption challenges. Thus, this work enriches the scientific literature by revealing the dependencies of business activities in a transitional economy with respect to cultural values. The conclusions for business and authorities stress the importance of cultural contingency approach to improve organization performance and improvement in Uzbekistan. The future research should incorporate longitudinal studies and pay attention to such other cultural dimensions and characteristics of organizations. Highlights: Uzbekistan transitions from central to market economy, shaping business by culture. Collectivism aids modern management; power distance hinders; long-term orientation boosts innovation. Cultural values, technology, and environment critical for green innovation, digitization success. Keywords: Cultural dimensions, Hofstede's Cultural Dimensions Theory, Theory of Planned Behavior, Technology-Organization-Environment framework, sustainability

Hybrid Work Sebagai Katalis: Mengoptimalkan Perilaku Inovatif Untuk Meningkatkan Kinerja Organisasi

This study aims to examine the role of the hybrid work model as a catalyst in enhancing employees' innovative behavior to support organizational performance. Using an explanatory survey approach, this research involves 121 employees from companies implementing the hybrid work model. Data is analyzed using Structural Equation Modeling (SEM) with the assistance of AMOS software to illustrate the causal relationships between the variables studied. The expected results of this study provide an in-depth understanding of the contribution of the hybrid work model to employees' innovative behavior and its impact on overall organizational performance improvement.

Does Strategic Planning for Interpretive Services Improve Organizational Performance Across the U.S. National Park Service?

Theoretically strategic planning improves management activities, employee motivations, and ultimately, organizational performance. Comprehensive interpretive planning, a form of strategic planning, also should theoretically assists organizations that provide interpretive services by identifying audiences, key stories, interpretive themes, and goals regarding visitor experiences. However, many in the field find both the process as well as products associated with strategic planning ineffective. This study sought to examine the influence of strategic planning on strategic management, and the influence of both on workplace conditions, employees’ organizational commitment, and organizational performance. We created an online questionnaire and administered it to all National Park Service (NPS) employees with Interpretation & Education responsibilities at any of the 424 NPS units in 2023. Results suggest that strategic plans are important both for employees’ commitment to the organization and for the organization’s overall performance. Results also suggest that strategic management activities, which include holding employee’s accountable for work tasks; regularly seeking to improve programs and services; collaborating with external stakeholders and partners; communicating clear job performance expectations and feedback; having clear goals and measuring performance toward these goals are also important for improving employees’ commitment to the organization and for overall performance. The implications for theory and practice are discussed.

ANALYSING THE ROLE OF POSITIVE PSYCHOLOGICAL CAPITAL IN PROMOTING EMPLOYEE WELL-BEING IN HEALTHCARE ORGANIZATIONS: INSIGHTS FROM PUBLIC HOSPITALS IN ALGERIA

Purpose: The purpose of this study is to explore the impact of positive psychological capital on enhancing employee well-being within healthcare organizations, with a focus on public hospitals in Algeria. The aim is to gain insights from administrators working in these institutions to understand how positive psychological capital influences employee well-being. Theoretical Reference: The study is grounded in the theory of positive psychology, specifically focusing on the concept of psychological capital. It seeks to understand how positive psychological resources such as optimism, resilience, hope, and self-efficacy contribute to the well-being of employees in healthcare settings. Methodology: The methodology employed involves surveying 97 administrators from public hospitals in Algeria. An electronic questionnaire was distributed to gather data, and analysis was conducted using SmartPLS4 software, which utilizes the Partial Least Squares Structural Equation Modeling (PLS-SEM) method. This approach allows for examining the relationships between variables, particularly the influence of positive psychological capital on employee well-being. Findings: The findings indicate a significant role of positive psychological capital in promoting employee well-being within healthcare organizations. The study reveals that enhancements in positive psychological capital correlate with increased levels of psychological, social, and physical well-being among employees. These results underscore the importance of fostering positive psychological resources in healthcare work environments to support the well-being and performance of staff members. Implications for Theory and Practice: The study contributes to theoretical understanding by emphasizing the importance of positive psychological capital in healthcare settings. It suggests that interventions aimed at enhancing positive psychological resources can lead to improvements in employee well-being and overall organizational performance. Practically, the findings suggest that healthcare organizations in Algeria should prioritize strategies that cultivate positive psychological capital among employees to foster a supportive and thriving work environment. Originality: This research offers original insights into the relationship between positive psychological capital and employee well-being in the context of healthcare organizations in Algeria. By focusing on public hospitals and involving administrators in the study, it provides unique perspectives that contribute to the existing literature on positive psychology and organizational well-being. The study's findings fill a gap in understanding the role of positive psychological resources in promoting employee well-being within healthcare settings, particularly in the Algerian context.

Influence of Business Process Re-Engineering on Customer Satisfaction in Corporate Organisations: A Case of Sterling Bank PLC.

Business Process Re-Engineering (BPR) has emerged as a crucial strategic tool for organisations aiming to enhance performance and competitiveness in today’s dynamic market. This study examines the influence of BPR on customer satisfaction within corporate organisations, with a particular focus on Sterling Bank Plc. A survey research design was adopted, utilising structured questionnaires to collect quantitative and qualitative data from 100 bank employees. The data were analysed using multiple linear regression to determine the influence of BPR practices and customer satisfaction in corporate organisations. The results reveal a strong positive correlation, with an adjusted R-squared value of 56.8% and a standardised coefficient of 0.775, indicating that effective BPR implementation significantly enhances customer satisfaction (p-value = 0.000). The findings demonstrate that BPR is essential for improving customer loyalty, service quality, and overall organisational success. It underscores the role of BPR in fostering a customer-centric approach, which is critical in a highly competitive business environment. To maximise these benefits, the study recommends that organisations continuously review and refine their BPR strategies, invest in employee training, and leverage advanced technologies to optimise business processes. Furthermore, fostering a culture of innovation and responsiveness and implementing regular feedback mechanisms is vital for ensuring that BPR efforts align with customer expectations and drive long-term improvements in organisational performance.

Factors Affecting the e-Learning Implementation in UAE Public Sector Organizations

There is an increasing recognition among organizations that investment in learning and development interventions is necessary for a sustained improvement in organizational performance and excellence. E-Learning is becoming a popular delivery method across public sector organizations in the United Arab Emirates (UAE). Organizations often consider developing the skills and knowledge of their employees by using advanced technologies and approaches. The present study aims to examine factors affecting E-Learning implementation among public sector organizations in the UAE. The review shows that the use of E-Learning has spread among organizations faster than any other method, particularly within the public sector organizations of the UAE. Therefore, this research aims to shed light on the current status of E-Learning implementation in the public sector organizations in the UAE. Moreover, the study explores different E-Learning technologies and approaches that are used in organizations. It also addresses the advantages and disadvantages of using E-Learning. In addition, it examines the barriers and challenges of using E-Learning methods in organizations and offers several recommendations to develop strategies and to improve policy and practice of E-Learning.

Knowledge management practices, competitive strategies, and the balanced scorecard: Basis for an organizational performance improvement framework

Knowledge management practices, competitive strategies, and the balanced scorecard: Basis for an organizational performance improvement framework

MODEL OF CHARACTERISTICS OF HIGH-PERFORMANCE ORGANIZATIONS INFLUENCING THE PERFORMANCE OF SMALL AND MEDIUM ENTERPRISES IN THE CENTRAL REGION OF THAILAND

Purpose: To develop a model that explores the characteristics of high-performance organizations and their impact on the performance of small and medium enterprises (SMEs) in the central region of Thailand. Theoretical framework: The performance of an organization involves two variables: 1.) Financial results, including metrics such as higher returns on assets (ROA), return on equity (ROE), leverage ratio, earnings growth, and return on investment (ROI) (The Stock Exchange of Thailand, 2022). 2.) Organizational leadership and governance results, emphasizing the pivotal role of senior leaders in organizational leadership and governance, financial accountability, legal compliance, ethical conduct, social responsibility, and community support was assessed using four aspects adopted from Kajornatthapol P. and Surachai U., (2011). Design/methodology/approach: The study analyzed international publications on blended learning in management and business, focusing on authors, journals, and cooperation between countries. It employed a quantitative approach, using a questionnaire to gather data from SME executives in Thailand's central region (3,283 cases). Sampling used nonprobability and purposive methods, with a sample size suitable for structural equation modeling (SEM). The questionnaire comprised four parts assessing organizational characteristics, performance, respondent information, and opinions. Financial results were evaluated on a 5-level scale. Content validity was ensured through expert evaluations, and reliability was confirmed via Cronbach's alpha (0.86) and item-total correlation (>0.30). Data were analyzed using descriptive statistics, confirmatory factor analysis, and various evaluation indices. The research aims to enhance understanding of high-performance SMEs in Thailand's central region. Findings: The research findings indicate a growing volume of studies on high-performance organizations in the context of SMEs in Thailand's central region, with a limited number of influential authors, institutions, and journals. The model developed successfully aligns with empirical data, revealing positive impacts of organizational leadership, strategic planning, customer focus, knowledge management, workforce focus, and operations focus on SME performance. These findings underscore the importance of promoting awareness of these factors within the Thai SME sector to foster more high-performance enterprises, aligning with Thailand's development goals. The research contributes valuable insights applicable not only locally but also globally, emphasizing the significance of sustainable practices aligned with Thailand 4.0 and collaborative efforts between government and private sectors for national sustainability. Research, Practical & Social implications: The research yields significant implications for research, practice, and society. It sets a foundation for future studies on high-performance organizations in SMEs, emphasizing leadership, strategic planning, and customer focus. Moreover, it enhances executive education by offering insights into organizational performance improvement. Practically, it guides SMEs in Thailand and beyond to optimize operations and achieve sustainable growth through the adoption of high-performance characteristics. Policymakers can leverage these findings to design initiatives supporting SME development, aligning with economic goals. Societally, the research underscores the importance of sustainability and responsible practices, advocating for knowledge management and strategic alignment with national plans. Collaboration between government, private sectors, and civil society is vital to promoting sustainable business practices and fostering inclusive growth. Originality/value: The research demonstrates a growing number of publications in the field of management and business, particularly in co-authorship with leading countries. It highlights the significance of the Model of Characteristics of High-Performance Organizations in understanding and enhancing SME performance in Thailand's central region, contributing to the existing body of knowledge.

The Role of Transformational Leadership and PsyCapin Shaping Organizational Citizenship Behavior: Exploring Job Satisfaction as a Mediator

This paper focuses on the relationship between Transformational leadership, Psychological Capital, Job satisfaction and Organizational Citizenship Behavior in the context of the banking industry. Transformational leadership (TL) is considered a strong determinant of Organizational citizenship behavior (OCB) since the behaviors it promotes support the organization’s effectiveness in ways that are not covered by the contractual responsibilities of an employee. Consequently, the effects of Transformational leadership and PsyCap(PsyCap) on employees’ Organizational citizenship behavior have not been studied extensively, incorporating the banking industry perspective into the investigation. To fill this void, the present research aims to look into the effects of Transformational leadership and PsyCap on Organizational citizenship behavior, with Job Satisfaction (JS) as the mediator. Based on the quantitative, descriptive study and cross-sectional method of data analysis, the study makes use of 242 structured questionnaires distributed among banking professionals to test the research hypotheses. The collected data was analyzed and examined by using Structured Equation Modeling through the Partial Least Square method. To analyze the collected data SPSS version 26 and Smart PLS 4 were used. The results thus highlight positive. Job satisfaction significantly mediates the Psychological capital, Job satisfaction but not significant with Transformational leadership, and Job satisfaction. These results extend the leadership and employee behavior literature in stress conditions and have practical implications for improving organization performance and employees’ well-being through leadership training and HR practices promotion. This work fills a hole in the writing and offers viable bits of knowledge for upgrading representative prosperity and hierarchical viability.

Gestão Estratégica da Tecnologia da Informação: O Laboratório Químico-farmacêutico da Aeronáutica

The article discusses the importance of Strategic Management of Information Technology (IT) in the context of pharmaceutical industries, especially after the establishment of ANVISA in 1997. With increasing sanitary requirements and the need for Good Manufacturing Practices (GMP), companies face the challenge of managing a vast amount of information. The Chemical-Pharmaceutical Laboratory of Aeronautics (LAQFA) is presented as an example of how adopting structured processes can lead to significant improvements in organizational performance. The study emphasizes the need for a new organizational structure that facilitates the flow of information and decision-making. Additionally, it highlights the importance of team training and creating an environment that promotes information democratization. Knowledge management is seen as an essential tool for continuous improvement and operational efficiency, enabling companies to adapt to changes and innovations in the sector.

REDEFINING THE INTERNAL MARKETING-HRM NEXUS: A COMPREHENSIVE FRAMEWORK FOR ORGANIZATIONAL ALIGNMENT IN THE DIGITAL AGE

Background: Internal marketing and Human Resource Management (HRM) are crucial for organizational success. Internal marketing involves strategically communicating organizational values and goals to employees, while HRM focuses on efficiently managing human resources to achieve organizational objectives. Numerous studies have shown that integrating internal marketing and HRM can enhance organizational performance by improving employee satisfaction, retention, and overall productivity. Method: This study employs a mixed-methods research strategy, combining quantitative surveys and qualitative interviews. Structural Equation Modeling (SEM) was used to test the hypotheses concerning the relationships between internal marketing, HRM, and organizational performance. Results: The SEM analysis revealed significant positive correlations between internal marketing, HRM, and organizational performance. Specifically, internal marketing positively impacts organizational performance (β = 0.35, p < 0.01), HRM positively impacts organizational performance (β = 0.40, p < 0.01), and organizational performance mediates the relationship between internal marketing and HRM (Sobel test: z = 2.50, p < 0.05). Conclusion: The findings underscore the importance of integrating internal marketing and HRM to enhance organizational performance. Effective internal marketing and HRM practices lead to increased employee satisfaction, engagement, and retention, ultimately boosting organizational success. Findings: The study confirms that a synergistic approach to internal marketing and HRM can lead to significant improvements in organizational performance. This integration fosters a cohesive work environment, enhances employee well-being, and ensures long-term competitive advantage.

Organizational Performance Improvement Model Based on Talent Management Through Religiosity Organizational Citizenship Behavior

Purpose: This research aims to determine the influence of talent management on organizational performance; the influence of religiosity organizational citizenship behavior as a mediator on organizational performance; the influence of digital literacy as a mediator on organizational performance; the influence of talent management, digital literacy and religiosity organizational citizenship behavior simultaneously on employee performance and employee performance. organization, and designing a model for improving organizational performance through digital literacy and religiosity organizational citizenship behavior as mediators Theoretical Framework: Drawing from the practice-based view theory, this research focuses on several constructs and relationships between talent management, digital literacy and organizational citizenship behavior in ASNs in government agencies which have not yet been widely studied. This research is an effort to develop a model for improving organizational performance through talent management and ASN digital literacy and also combines aspects of organizational citizenship behavior which are based on religious values, which are still rarely used by previous researchers. The research method used is an explanatory survey approach to explain the relationship between variables through hypothesis testing in the field. Research that uses descriptive surveys and explanatory survey methods is carried out by collecting information from samples directly at the scene of the incident (empirical) through questionnaires with the aim of finding out the opinions of the samples regarding the research problem. And this research uses the Partial Least Squares Structural Equation Modeling analysis technique (PLS-SEM), to model many variables in research Results and Discussion: To examine the influence of mediator variables, Partial Least Squares Structural Equation Modeling analysis technique (PLS-SEM),to estimate the causal relationship between variables (causal model) that has been determined previously based on the theory. Answering research questions requires correct statistical data processing. The results of this research will be more powerful if adequate statistical data processing is used. Scientifically based research shows that findings can be evaluated and proven, and if other researchers used the same procedures, the results would almost certainly be the same. As a result, researchers chose statistical data processing techniques to use in these calculations. The result of research. Based on the results of research regarding "Model for Improving Organizational Performance Based on Talent Management Through Religious Organizational Citizen Behavior", the following results were obtained: Overview of talent management, religiosity organizational citizenship behavior, digital literacy, employee performance and organizational performance in Regency/City Government Agencies throughout West Java Province are in the high/good category, which means they are running in accordance with agency procedures. Talent management has a significant positive effect on organizational performance in Regency/City Government Agencies throughout West Java Province. This is based on the results of direct effect hypothesis testing, the t-statistics results obtained were 2.482 and the significance results (pvalue) obtained were 0.007 (0.007<0.05), so Ho was rejected and Ha was accepted. Religious organizational citizenship behavior is unable to mediate the influence of talent management on employee performance. This is based on the results of testing the indirect effect hypothesis, obtaining a significance result (pvalue) of 0.053 (0.053>0.05). Meanwhile, digital literacy is able to mediate the influence of Talent Management on Employee Performance. This is based on the results of testing the indirect effect hypothesis, obtained a significance result (pvalue) of 0.000 (0.000<0.05). Digital literacy, religiosity organizational citizenship behavior and employee performance are able to mediate the influence of talent management on organizational performance. This is based on the results of testing the indirect effect hypothesis, obtained a significance result (pvalue) <0.05. There is an increase in organizational performance through digital literacy and religiosity organizational citizenship behavior in talent management. Implications: The research results show that religiosity organizational citizenship behavior, digital literacy and employee performance are variables that can mediate the influence of talent management on organizational performance in Regency/City Government Agencies throughout West Java Province.

Exploring Innovative Thinking Skills Among SME Owners in South Africa: Implications for Business Longevity

Aims: According to the SME South Africa study conducted in 2018, the survival rate of South African Small medium enterprises (SME) is low. The country’s policymakers have become increasingly aware of the need to support the cultivation and growth of resilient, innovative and agile entrepreneurs as can be seen in the National Integrated Small Enterprise Development (NISED) Masterplan. In addition, employees in innovative organizations are more likely to share knowledge to contribute to the improvement of organizational performance, as such environments require high levels of innovative activity. Therefore, the study aimed to assess the level of innovative thinking skills among SME owners in South Africa's construction and manufacturing industries and explore its impact on SME longevity. Study Design: The study employed a descriptive quantitative design, focusing on 204 SME owners from the construction and manufacturing industries in South Africa, selected via quota sampling. Data was collected through an anonymous online questionnaire, which assessed the participants' levels of innovative thinking. The analysis, conducted using Python software, aimed to determine the prevalence of these skills and their implications for the longevity of SMEs. Place and Duration of Study: The study was conducted in South Africa, focusing on the construction and manufacturing industries. The data collection and analysis took place over a period of two years June 2020 and July 2022. Methodology: The study employed a descriptive quantitative approach, using quota sampling to select 204 SME owners from the construction and manufacturing industries in South Africa. Data was gathered through an anonymous online questionnaire and analyzed using Python software to assess innovative thinking levels. Python was selected for descriptive statistics due to its robust and mature libraries like Pandas and NumPy, which facilitate efficient data manipulation and analysis. It ensures consistency and reproducibility in research workflows. Results: The results indicated that SME owners in both the construction and manufacturing sectors exhibited moderate levels of innovative thinking. This suggests that while innovative thinking is present, there is potential for further development to enhance SMEs' competitive edge and long-term viability. Conclusion: The study concludes that while SME owners in South Africa demonstrate moderate levels of innovative thinking, there is significant room for improvement. Enhancing these skills could play a crucial role in boosting the competitive advantage and sustainability of SMEs. It is recommended that SME owners integrate innovative thinking more deeply into their management practices to effectively navigate complex challenges.

Tacit knowledge management process, product innovation and organizational performance: exploring the role of affective trust and task efficiency

PurposeNowadays, it is hard to retain a knowledge monopoly since tacit knowledge has become essential for innovation and organizational effectiveness (ORP). This study analyzed the role of product innovation as a mediator in the relationship between the tacit knowledge management process (TKMP) and organizational performance. In addition, two moderating variables were examined: (1) Affective trust (AFT) between the tacit knowledge management process and product innovation relationship and (2) Task efficiency in product innovation and organizational performance (ORP) relationship.Design/methodology/approachAround 344 questionnaires were collected from various Chinese regions between February and April 2023 to conduct this study. The regression, mediation and moderation analyses on lower and higher-order data were evaluated using the SmartPLS approach.FindingsThe results validate that product innovation mediates the connection between managing tacit knowledge and the organization’s performance. Affective trust also plays a positive moderating role between tacit knowledge and product innovation. These results provide valuable theoretical and practical insights, substantiating various direct, indirect, mediate, and moderated effects hypotheses.Research limitations/implicationsThe scope of the study was restricted to manufacturing companies; however, further research may broaden the model’s scope to include other industries. Furthermore, future research should continue to explore the role of task efficiency in the innovation process and identify strategies for enhancing task efficiency in organizations.Practical implicationsThe study establishes the significance of effectively managing tacit knowledge for fostering product innovation. Company managers and leaders can promote employee trust, enhancing innovation capabilities and overall organizational effectiveness.Originality/valueThis study, involving dual moderation, explores the connections between processes of managing tacit knowledge, product innovation and organizational performance. It addresses research gaps, enriching the understanding of managing tacit knowledge, leading to organizational innovation and performance improvements. The study also highlights how affective trust is vital in strengthening the connection between TKMP and product innovation.

Contribution of leadership styles to organizational performance in the South African banking sector

The main aim of this study was to assess the efficacy of different leadership styles on the performance of organisations in the banking sector of South Africa. The outcomes are expected to be utilised in order to construct leadership development initiatives, which will facilitate the cultivation of leadership competencies that contribute to the success of a company. The research conducted a synthesis of 50 empirical studies through the use of secondary source content analysis. A one-sample t-test was used to assess the presence of a statistically significant association between organisational success and a manager's lifestyle. A unidirectional analysis of variance (ANOVA) was conducted to determine the correlation between different leadership styles and organisational performance. The Pearson's Correlation Coefficient was employed to examine the correlation between leadership styles and organisational performance. Research has confirmed that Transformational leadership has a positive impact on financial success, customer satisfaction, and staff engagement. Transformational leaders foster innovation and exceptional performance through their inspiring vision and tailored assistance. Transactional leadership ensures operational stability and adherence to regulations, but it does not have a substantial impact on staff engagement and innovation. Servant leadership emphasises the establishment of a supportive work environment through the enhancement of staff morale and customer service. An optimal approach for enhancing organisational performance in the South African Banking sector is to adopt a well-rounded strategy that incorporates transformational, transactional, and servant leadership principles. The Transformational leadership style has been determined to be the most effective in the banking sector, as it has shown the highest improvement in organisational performance. Banks executives and managers should consider embracing transformational leadership, cultivating innovation, and allocating resources towards staff development.

Factors Affecting Employee Performance

This study investigates the factors that influence employee performance, namely personal factors, leadership, co-worker factors, work facilities, and work environment. This study uses a quantitative explanatory approach with primary data obtained from a survey with a questionnaire. The population in this study were all employees in North Maluku Province. The sample in the study came from two agencies, namely the Communication, Informatics, and Code Agency and the Transportation Agency of North Maluku Province, totaling 103 people. The data analysis technique used multiple regression with the help of SPSS software. The findings indicate that personal factors and leadership positively influence employee performance, with improved individual attributes and effective leadership leading to enhanced performance outcomes. Conversely, the presence of a larger number of co-workers was found to negatively affect performance, potentially due to role ambiguity and reduced accountability. Additionally, work facilities and the work environment did not significantly impact employee performance. The results emphasize the importance of focusing on personal and leadership development to boost employee effectiveness while addressing co-worker dynamics to maintain clear roles and responsibilities. Future research should further investigate these relationships to refine strategies for organizational performance improvement

Assessing Lean Six Sigma and quality performance improvement in Italian public healthcare organizations: a validated scale

PurposeThis study aims to fully assess the readiness for Lean Six Sigma (LSS) and Quality Performance Improvement (QPI) in an Italian Public Healthcare ecosystem.Design/methodology/approachDrawing from previously established survey development and adaptation protocols, a replication study was carried out; Lean, Six Sigma and QPI were extracted and validated through confirmatory factor analysis in an Italian Public Healthcare setting, with a sample of health professionals from the Campania region.FindingsThis study reports the adaptation of an existing scale for measuring LSS and QPI in an Italian public healthcare organisation. This analysis extracts six conceptual domains and constitutes an original adaptation of an existing scale to assess the readiness to adopt Lean, Six Sigma and Quality Performance in Italian Public Health Organizations. The constructs show strong levels of internal consistency, as demonstrated by each item factor loading and each subscale reliability.Practical implicationsManagers, policymakers and academics can employ the proposed tool to assess the public healthcare ecosystem’s capability to implement LSS initiatives and strategies to improve quality performance.Originality/valueThis is one of the first studies to assess cross-regional organisational readiness for LSS and QPI in an Italian Public Healthcare environment at this scope and level.

The Influence of Organizational Culture, Career Development and Job Satisfaction on Improving the Performance of State Civil Servants (ASN) in Regional Secretariats

This study aims to determine the effect of Organizational Culture, Career Development and Job Satisfaction Performance Improvement Against the State Civil Apparatus (ASN) in the Regional Secretariat of Gorontalo Province. The population in this study is the State Civil Apparatus (ASN) Regional Secretariat Gorontalo province. The study included overall ASN totaling 80 people as research subjects. Improved performance of data obtained through the test work, while data on organizational culture, career development and job satisfaction were collected through a questionnaire. These results indicate that: (1) The organizational culture affect the performance Apparatus, (2) career development affect the performance Apparatus, (3) job satisfaction affect the performance Apparatus and (4) Cultural organizations, career development, and job satisfaction simultaneously performance improvements affect the Apparatus. Based on these findings it can be concluded that, organizational culture, career development and job satisfaction gave a significant impact on performance improvement ASN.

Task complexity and L2 writing performance of young learners: Contributions of cognitive and affective factors

AbstractThe study investigated the effect of task complexity (TC) on second language (L2) learners’ affective responses and writing performance and how these were modulated by cognitive and affective individual difference (ID) factors. A total of 412 Chinese 8th‐grade English‐as‐a‐foreign‐language learners completed a working memory (WM) test, a scale measuring trait‐like L2 writing enjoyment, a simple (n = 206) or complex (n = 206) argumentative writing task, and posttask scales measuring task‐specific enjoyment and motivation. Independentt‐test results showed that increased TC contributed to a slight but significant enhancement in task motivation and enjoyment and a significant performance improvement in content and organization but not in language. Structural equation modeling results showed that the cognitive and affective ID factors predicted writing performance jointly: WM and task motivation predicted writing performance consistently in both simple and complex tasks, task‐specific enjoyment only played its role in the complex task, and trait‐like enjoyment became insignificant in predicting task performance. These findings support the integrated task‐mediated cognitive–affective model of L2 writing we propose by synthesizing and extending existing models. This study highlights the need to pay attention to the affective dimension of tasks and suggests TC as an intervention strategy to make a task more motivating and enjoyable.

Transformational Leadership for the Improvement of Organisational Performance with Organisational Learning and Innovation at a Manufacturing Company

Purpose: This study analyses transformational leadership on organisational performance. Organisational learning and organisational innovation as a link to create improvements in organisational performance in manufacturing companies. Methodology: This quantitative descriptive collected data using survey, with a 5-point likert scale questionnaires. Participants were 121 employees of a company. They were recruited out of a total of 191 employees from all positions in the company. Data were analysed using path analysis with the SEM-PLS method, performed using SmartPLS 3.2.9 software. Findings: The results of the study explain that transformational leadership has an effect on organisational learning and does not have an effect on organisational innovation. Organisational learning has an effect on organisational innovation and organisational performance. Organisational innovation has an effect on organisational performance. Research Limitation: Research is limited to aspects of leadership, organisation and innovation. The research object was carried out at manufacturing companies that require learning and innovation processes as mediation of organisational performance. Originality/Value: The study can serve as a reference for company leaders that transformational leadership style play a significant role in improving organisational performance, and the implementation of organisational learning is crucial to encourage innovation creation.