Levels Of Organizational Performance Research Articles

The Roles of Perceived Safety Climate and Innovativeness in the Performance of Sport and Recreation Organizations

The recent COVID-19 pandemic created an unpredictable environment regarding the safety operations of sport and recreation organizations. This study was designed to examine how safety climate and organizational innovativeness could promote preferred organizational behavior outcomes in college campus sport and recreation centers. A total of 227 sport and recreation employees were recruited through the National Intramural and Recreational Sports Association. With the collected data, we employed structural equation modeling to assess the research hypotheses. The results indicated that safety climate and innovativeness positively influenced job engagement, therefore leading to enhanced safety compliance and employee innovativeness, which ultimately resulted in higher levels of organizational performance. Peer safety compliance was also found to be a moderator in the relationship between job engagement and safety compliance. In this study, the authors offer new insights into sport organizational performance by emphasizing safety and innovation.

Linking Corporate Social Responsibility and Organizational Performance in WH Industrial Holdings Company in China

The main objective of this study is to analyze the relationship between corporate social responsibility and organizational performance of WH Industrial Holdings Company. The study identified the profile of the respondents and determined the level of organizational performance in terms of financial and non-financial measures as assessed by the employees and how the employees perceive the corporate social responsibility practices of the company relative to economic, legal, ethical and philanthropic/discretionary aspects. It also determined how other stakeholders describe the CSR practices of the company.

Talent Management and Organizational Performance

Purpose: This study was carried out to examine the empirical effect of talent management on organizational performance in two selected wire and cable firms operating in South-West Nigeria. Method: A questionnaire was used as a research instrument to source data from a population of 186 employees from the two selected firms. Multi-stage sampling procedure was deplored to arrive at a sample size of 127. Data were analyzed using both descriptive and inferential statistics using Statistical Package for Social Sciences (SPSS) version 20. Result: The study revealed that talent management has a significant positive effect on Organizational Performance. [Model R-square =.623 and P ˂ 0.05]. It indicates a predictive power of the outcome in the model as approximately 62% of variation in Organizational Performance is explained by talent management practices. Implication: The result implies that the firms should pay more attention to the selected talent management practices (talent attraction, talent retention, learning and development, and career management) in order to ensure a higher level of organizational performance.

Responsible leadership and triple bottom line performance: imperatives for corporate sustainability

Purpose This paper aims to elucidate responsible leadership as a construct with strong moral and ethical underpinnings, as well as a focus on multiple stakeholders and the triple bottom line. This paper also highlights the interdependence of the economic, social and environmental dimensions of a business to achieve corporate sustainability. Design/methodology/approach This conceptual paper is the outcome of analysing and synthesizing the findings of the literature review on three main constructs: responsible leadership, triple bottom line and corporate sustainability. This review enabled the development of logical associations among these constructs. Findings The literature revealed logical associations between responsible leadership, the triple bottom line and corporate sustainability. All three constructs embody the three dimensions of economic, social and environmental sustainability, which form the basis of the associations. Practical implications Responsible leadership, grounded in stakeholder theory, goes beyond the traditional dyadic leader–follower relationship to influence multiple stakeholders within and outside the organization and achieve positive outcomes for both the organization and society. Multiple levels of outcomes and higher levels of organizational performance for businesses are the hallmarks of responsible leadership. Originality/value This paper highlights the importance of responsible leadership and triple bottom-line performance for corporate sustainability. Responsible leadership has the potential to create significant impact on business and society, to achieve long-term corporate sustainability. A conceptual model of responsible leadership is also proposed to show the association between responsible leadership, the triple bottom line and corporate sustainability.

Reaping what you sow: A multilevel investigation of allocation from a pool of workers to teams.

Organizations commonly face the task of allocating workers to mutually exclusive teams from finite worker pools-a process called seeding. The approach an organization takes to seeding affects within-team and between-team distributions of performance or other outcomes. Substantial prior research explains the effects of combinations on team performance, but little is known about between-team combinations. I extend prior theory to a higher level of analysis, elaborating on the nature and function of between-team combinations on organization-level performance. I use a simulation method to identify seeding approaches that can maximize organizational outcomes in various contexts. Results uncover conditions under which the seeding approach is irrelevant to outcomes, instances where random assignment outperforms intentional seeding, and instances where particular approaches produce the most favorable outcomes. I discuss the implications of multilevel combinations for theory and practice. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

The effect of green supply chain management practices on performances of herb manufacturers in Thailand

This research aimed to 1) investigate the levels of green supply chain management practices (GSCMP), environmental performance (ENP), operational performance (OPP), and organizational performance (ORP) in the context of Thai herb producers; and 2) investigate the interactions between GSCMP, ENP, OPP, and ORP. Quantitative research methodologies were applied in the research. The sample for the quantitative study consisted of 340 Thai herb producers selected by stratified sampling by region. The instruments employed for research were questionnaires. Statistics such as frequency, percentage, mean, standard deviation, confirmatory factor analysis, and structural equation modeling were utilized for quantitative data analysis. Results indicated that GSCMP, ENP, OPP, and ORP levels were high. In addition, GSCMP had direct positive effects on ENP and OPP, as well as indirect positive effects on OPP and ORP, respectively, mediated via ENP and OPP. In addition, ENP had a favorable direct impact on OPP and a positive indirect impact on ORP, with OPP serving as a mediator. Herb producers might use these insights as a roadmap to enhance their organizational performance. In addition, government agencies may utilize the study's findings to establish a strategy for assisting entrepreneurs. In addition, academics and interested parties might bring the research findings to examine and perform more research.

The Role of Quality of Work Life in Reinforcing Core Competencies: A Descriptive and analytical research in the Ministry of Health

The research aims to diagnose the shortcomings and weaknesses in applying the dimensions of the quality of work life and the extent of their impact on employees’ attitudes and behaviors, and thus their relationship to enhancing their core competencies. The scientific value of the research stems from highlighting the importance of the dimensions of the quality of professional life in improving the productive efficiency of workers in the public sector and raising the level of organizational performance. Because the quality of working life plays an important role in enhancing the core competencies of employees in the public sector, it can also be an incentive or a disincentive for any employee by adapting to the economic and social conditions in which the individual lives and the effort in their work. The researchers used a descriptive-analytical approach by adopting a questionnaire as the primary tool. The Ministry of Health was chosen as the research community through a sample survey that included the general director and their assistants, department heads and their assistants, and directors of departments and units. The sample size was 155 from Ministry of Health leaders, and the SPSS statistical program was used to analyze the data. The results of the research showed that there is a direct correlation and influence on the dimensions of the quality of work life and its contribution to reinforcing the core competencies of the ministry under investigation, which is reflected in improving its job performance in general.
 
 Paper type: Research paper

The Level of Organizational Performance of Sports Institutions in the United Arab Emirates

The study aims to identify the level of organizational performance of the work of Emirati sports institutions from employees' point of view. The study relied on the descriptive analytical approach and a questionnaire as a tool for collecting data. The study sample consisted of (83) workers. The study reached several results, including: The level of organizational performance of the work of Emirati sports institutions from employees' point of view was moderate and does not meet aspirations to reach achievements at the Olympic level. Among the recommendations reached by the study is to give workers in Emirati sports institutions courses from international federations to develop their skills to keep pace with everything new in the science of sports management in order to ensure that sports institutions achieving their goals in the sports strategy for the year 2030 and working to establish projects that aims to adopt the sports talents of the youth to lead them to Asian and Olympic levels of competition

Organizational, Social, Economic and Financial Management Performance of Cooperatives

This study aimed to determine the level of organizational, social, economic and financial performance of cooperatives when taken altogether and when grouped according to variables and to determine if there is significant difference on the level of organizational, social, economic and financial performance of cooperatives when grouped according variables. This aims to know whether or not organizational, social, and economic performance of cooperatives significantly predict financial management performance of cooperatives. Descriptive-Quantitative design is used in this study and instrument used was the Cooperative Performance Report Questionnaire together with interview questions which were conducted through face to face interview. Organizational, Social, Economic and Financial Management Performance of Cooperatives in Negros Occidental when taken altogether is excellent, very satisfactory, excellent, and satisfactory, respectively. There is significant difference in the level of organizational performance when grouped according to variables. No significant difference in social performance when grouped according to variables. No significant differences in economic performance of cooperatives when grouped according to variables. In financial performance of cooperatives when grouped according to variables a significant difference existed, when grouped as to classification, however, no significant difference existed in financial performance of cooperatives when grouped according to age. Organizational, social, economic performances of cooperatives are predictors of financial performance. There is significant relationship between organizational performance and social performance, organizational performance and economic performance, organizational performance and financial management performance, social performance and economic performance, no significant relationship between social performance and financial management performance, economic performance and financial management performance, respectively. Cooperatives maybe encouraged to sustain excellent organizational, social, economic and financial management performances while very satisfactory and satisfactory performances needs improvement. Programs on the improvement of financial performance of cooperatives may be initiated by cooperatives or by proper authorities’ in-charge. Lastly, close and intensive monitoring of Cooperative performance is recommended.

Sourcing Strategies and Organizational Performance of Muranga Co-Operative Creameries Kenya

Purpose: The general objective of this study was to establish the influence of sourcing strategies on organizational performance of Murang’a Co-operative Creameries in Kenya. Specifically, the study sought to establish the influence of single sourcing strategy, multiple sourcing strategy, delegated sourcing strategy and parallel sourcing strategy on organizational performance of Murang’a Co-operative Creameries in Kenya. The theories anchoring the study comprised of Agency theory, Network Theory and Systems Theory.
 Methodology: This study utilized a descriptive research design. The target population comprised of Murang’a Co-operative Creameries where the units of observation comprised of employees from human resource department, quality assurance department, production department, maintenance department, sales department and accounts, finance department in Muranga Co-operative Creameries. A total of 76 employees were targeted in the study. Primary data was utilized in the study and collected using semi structured questionnaire that were administered by drop and pick methods. The research used a mixed approach to data analysis. Descriptive analysis involved use of measure of central tendency and standard deviation as a measure of dispersion. Inferential statistics comprised of both correlation and regression analysis. Statistical Package for Social Sciences (SPSS) version 24.0 was used to generate the statistics. The results of the study were presented in form of tables and figures.
 Findings: The study established that single sourcing strategy, multiple sourcing strategy, delegated sourcing strategy and parallel sourcing strategy bears a positive and significant influence on organizational performance of Murang’a Co-operative Creameries in Kenya. This is shown by beta values of 0.216, 0.549, 0.406 and 0.315 and significant values of 0.011, 0.000, 0.000 and 0.003 respectively. The results implies that increasing the independent variables with one unit results to increase in the levels of organizational performance of Murang’a Co-operative Creameries with the respective beta units.
 Unique contribution to theory, practice and policy: The study provides recommendation to Murang’a Co-operative Creameries to enhance the levels of sourcing strategies comprising of single sourcing strategy, multiple sourcing strategy, delegated sourcing strategy and parallel sourcing strategy since the practices positively and significantly influences organizational performance.

Do Collaborative Management Actions Lead to Better Organizational Outcomes?

ABSTRACT This study examines the effects of managerial actions that promote inter-governmental collaboration on organizational performance at the sub-national level. Employing measures of organizational performance (i.e., fiscal performance and education in Colombia), I find that managerial actions that promote collaboration between organizations at the territorial level predict higher levels of organizational performance. Actions oriented toward collaboration enable bureaucrats to accomplish organizational goals by creating trust, increasing information exchange, and producing external collaborative structures. The article provides insights into the discussion about the role of managers in organizational dynamics in the public sector by showing new insights about how managers’ intentional efforts can improve public organizations’ outcomes. The research contributes to the literature on collaborative public management in a comparative context that focuses on sub-national governments.

Strategic Implementation and Organizational Performance in Kenya Rural Roads Authority in Mount Kenya Region

Purpose: The study examined strategic implementation and organizational performance in Kenya Rural Roads Authority Mount Kenya region. The objectives of the study comprised of examining the influence of resource allocation, leadership, communication and culture on organizational performance of Kenya Rural Roads Authority. The study was anchored on the following theories: Theory of resource allocation, Transformational leadership theory, Adaptive structuration theory, Organizational culture theory, and Resource based view theory.
 Methodology: A descriptive research design was employed in the study. The target population comprised of 147 managers from Kenya Rural Roads Authority operating in Mount Kenya Region. A census was utilized where all the managers were included in the study. The study employed 5-point Likert scale questionnaires to gather data from the respondents. Both inferential and descriptive statistics were employed in analysing the collected data. Descriptive statistics comprised of means, standard deviation and average while inferential statistics comprised of correlation and regression analysis. The results of the analysis was displayed in form of tables and figures.
 Findings: The study established that of resource allocation, leadership, communication and culture bears a positive and significant influence on organization performance of Kenya Rural Roads Authority. This is depicted by beta values of 0.439, 0.354, 0.246 and 0.173 and significance values of 0.000, 0.000, 0.003, and 0.012 respectively. The results implies that increasing either resource allocation, leadership, communication or culture with one unit results to increase in levels of organizational performance with respective better unit of the independent variable. The study concluded that strategic implementation bears a positive and significant influence on organizational performance of Kenya Rural Roads Authority.
 Unique contribution to theory, practice and policy: It is therefore recommended that strategy managers nurture and avail aspects of resource allocation, leadership, communication, and culture while implementing.

Innovativeness and Diversification as Veritable Competitive Strategies for Organisational Performance: Evidence from Nigerian Oil and Gas Sector

Organizations need to adapt to challenges of today’s competitive environment by improving their performance. It is presumed that competitive strategies have impact on general performance. This study evaluated the effect of competitive strategies with respect to innovativeness and diversification on organizational performance of selected oil and gas firms in Lagos State, Nigeria. Survey research design was adopted for the study. The population of this study consisted of the employees (1400) of the four selected oil and gas firms (Capital Oil, ExxonMobil Nig, Cornoil and Total Nigeria Plc) located in Lagos state, Nigeria. The sample size used for the study was 302, using Cochran formula. Findings of the study revealed that diversification strategies dimensions have a significant effect on profitability of the organizations (β = 0.310, F (1, 304) = 1.541, Adj R2 = 0.008, p > 0.05), innovation strategies dimensions have a significant effect on firm growth of the organizations (β = 0.511, F (1, 304) = 8.726 , Adj R2 = 0.200, p < 0.05) and finally there was a significant and positive effect of competitive strategies dimensions on organizational performance (β = 0.326, F (1, 304) = 6.101, Adj R2 = 0.109, p < 0.05). The study concluded that competitive strategies contribute immensely towards organizational performance and recommended that the human resource management team of the selected oil and gas firms should necessitate enough competitive strategies towards its beneficiaries as it leads to high level of organizational performance. Keywords: Innovativeness, profitability, firm growth, diversification and strategies

Eğitim Örgütlerinde Yaşanan Çatışmaların Performans Üstüne Etkilerinin İncelenmesi

The main purpose of this study, which aims to examine the effects of conflicts experienced in educational organizations on performance, will be to determine the theoretical framework of organizational conflicts and to examine the effects of these conflicts on performance. It requires certain Decrees for the people who come together in the direction of achieving a certain goal in the institutional structures to achieve their goal. One of the elements that are important in this andir is that it is well known what the efficiency level of organizational performance is and what is affected by this situation. Organizational conflicts are also an issue that has a direct impact on performance. Organizations that are very important in economic and social life need to be managed competently in an environment of intense opposition. For this reason, it is the most important issue for all corporate personnel, from the top-level managers to the lowest-level field employees, to demonstrate success above the established criteria. In companies where personal achievements are reflected in corporate achievements, the development of human resources is one of the factors affecting this situation. In this sense, performance and increasing performance within the organization are among the factors that organizational success should be focused on with importance. The performance itself, which displays the employee's effort and desire to achieve the goal in the functioning of the institution, is a necessary application regardless of the subject of the work, the level of personnel, the size of the company. With this study, it will be tried to examine the effects of organizational conflict and these types of conflict on performance, and solution suggestions aimed at eliminating organizational conflict types will be presented. Key Words: Education, Organization, Organizational Conflict, Performance

Absorptive Capacity in Inbound and Outbound Open Innovation in Emerging Economy context

The knowledge society is characterized by competitive and complex business environments, a situation that forces companies to develop permanent innovation processes to generate competitive advantages that allow them to survive in a new business environment. In response to this premise, dynamic capabilities and specifically Absorptive Capacity (ACAP), is the most relevant capacity to obtain higher levels of organizational performance. In this context, this study analyzed whether ACAP influences the development of inbound and outbound open innovation. Through surveys directed at 252 managers of SMEs that offer technology services in an emerging economy, and using the PLS-SEM technique, it was evidenced that ACAP has a positive relationship with Inbound and Outbound Open Innovation. The results reveal that the application of innovation models requires the development of dynamic capabilities, mainly absorptive capacity, with four of its components: assimilation, acquisition, transformation and exploitation. Organizations must adopt strategies to correctly detect and absorb external knowledge in order to establish an adequate connection with internal knowledge and, in this way, take advantage of the benefits inherent to open innovation.

The Role of Developing Individual Leaders to Enhance Organizational Performance: The Human Capital Perspective

There is evidence showing the role of developing individual leaders to enhance organizational performance. However, both theoretical and practical works relating to components of leadership development practices and organization-level performance are required in the literature. To close this gap, a model analyzing the impact of two components of leadership development methods on the growth of human capital, which in turn improves organizational performance, was presented. The differentiation leadership development practice component is directed primarily at developing the intrapersonal knowledge, skills, and abilities of leaders, while the integration leadership development practices component helps develop leaders’ interpersonal knowledge, skills, and abilities. Primary data were collected using a structured questionnaire from a sample of 336 bank managers to test the proposed hypotheses. The collected data were analyzed using Structural Equation Modeling. The results of the data analysis revealed that the differentiation leadership development practice was positively correlated with human capital and that human capital may explain the correlation between this practice and organizational performance.

Evaluation of Federated Learning in Phishing Email Detection.

The use of artificial intelligence (AI) to detect phishing emails is primarily dependent on large-scale centralized datasets, which has opened it up to a myriad of privacy, trust, and legal issues. Moreover, organizations have been loath to share emails, given the risk of leaking commercially sensitive information. Consequently, it has been difficult to obtain sufficient emails to train a global AI model efficiently. Accordingly, privacy-preserving distributed and collaborative machine learning, particularly federated learning (FL), is a desideratum. As it is already prevalent in the healthcare sector, questions remain regarding the effectiveness and efficacy of FL-based phishing detection within the context of multi-organization collaborations. To the best of our knowledge, the work herein was the first to investigate the use of FL in phishing email detection. This study focused on building upon a deep neural network model, particularly recurrent convolutional neural network (RNN) and bidirectional encoder representations from transformers (BERT), for phishing email detection. We analyzed the FL-entangled learning performance in various settings, including (i) a balanced and asymmetrical data distribution among organizations and (ii) scalability. Our results corroborated the comparable performance statistics of FL in phishing email detection to centralized learning for balanced datasets and low organizational counts. Moreover, we observed a variation in performance when increasing the organizational counts. For a fixed total email dataset, the global RNN-based model had a 1.8% accuracy decrease when the organizational counts were increased from 2 to 10. In contrast, BERT accuracy increased by 0.6% when increasing organizational counts from 2 to 5. However, if we increased the overall email dataset by introducing new organizations in the FL framework, the organizational level performance improved by achieving a faster convergence speed. In addition, FL suffered in its overall global model performance due to highly unstable outputs if the email dataset distribution was highly asymmetric.

Innovation Practices and Performance of Islamic Banks in Nairobi-Kenya

Purpose: The dominant feature of the modern financial system is a high pace of innovation practices, both in terms of their number and value. Thus, it is important to analyze their influence on the financial system. The current study aimed at determining the effect of innovation practices on the financial performance of Islamic banks in Kenya. Specifically, the study sought to determine the influence product innovation practices, process innovation practices, technological innovation practices and market innovation practices on the organizational performance of Islamic banks in Kenya. This study was informed by the following theories and models: the innovation diffusion theory of innovation, the Henderson-Clark model of innovation, the Task Technology Fit theory of innovation and the Shareholder’s Wealth Maximization (SWM) Theory.
 Methodology: The study adopted a descriptive research design and targeted 3 Islamic banks in Kenya with a total of 142 managers. The sample selection was scientifically guided using the Yamane (1967) simplified formula to calculate the sample size of 105 respondents. The study used structured questionnaires to collect the data. In order to ascertain how valid and reliable the questionnaires are, a pilot study was carried out. Descriptive statistics was used to collect summary statistics including means and standard deviations while inferential statistics helped in measuring the causal relationship between the variables and included correlation and regression analysis. The generation of the statistics was through SPSS program (v.25.0). The study employed both figures and tables to present the results of the study.
 Findings: The results established that product innovation practices, process innovation practices, technological innovation practices and market innovation practices positively and significantly affect the organizational performance of Islamic commercial banks in Kenya. This is shown by respective beta values of 0.398, 0.311, 0.443 and 0.295 and respective significant values of 0.002, 0.009, 0.000 and 0.01.
 Unique contribution to theory, practice and policy: The results bears the implications that increasing each of the variable with one unit results to increase in organizational performance levels of Islamic commercial banks with respective beta values. The study recommends the Islamic commercial banks operating in Kenya to enhance their product innovation, process innovation, technological innovation and market innovation practices since the practices positively and significantly affects organizational performance.

RESEARCH ON THE IMPACT OF FLEXIBLEHUMAN RESOURCE MANAGEMENT ON ENTERPRISE ORGANIZATION PERFORMANCE- -TAKE THE ASSET APPRAISAL INDUSTRY AS AN EXAMPLE

In this era, the internal and external environment becomes diversand complex. On the one hand, the original static competition has disappeared, and the external environment is rapidlychanging; on the other hand, it is difficult to maintain its competitive advantage, and there are more changes in the internal environment. In view of the impact of the internal and external environment, enterprises must adopt appropriate flexible management, to deal with the impact of these changes, and finally achieve the organizational goals. This article carries out the analysis of the flexiblehuman resources management, studies its theoretical basis, determines the correlation of the enterprise organizational performance, and on the basis of the analysis, from the level of organizational performance, the design of the flexiblehuman resources management system, to provide a certain reference for enterprises.

Internet of Things and organizational performance in the Tanzanian banks

PurposeThe adoption of the Internet of Things (IoT) as a new technology is gaining traction in many business organizations in developing countries. The purpose of this study is to assess the effect of IoT on the organizational performance of Tanzanian banks.Design/methodology/approachFor data collection, this study used a quantitative approach with a questionnaire. A total of 342 respondents were considered, with an 82.16% response rate. AMOS software was used to analyze data using structural equation modeling (SEM) as the primary technique.FindingsThe results revealed that the majority of the hypotheses tested in this study have a significant effect on organizational performance, as indicated by their p-value of 0.05. However, there is no statistically significant effect of performance expectancy on organizational performance by lowering IoT operation costs. Furthermore, the availability of IoT has no discernible effect on organizational performance by improving service quality.Practical implicationsThe findings of this study inform policymakers to reformulate information and communication technologies policy to clearly spell out the adoption and implementation of the IoT as a new technological innovation for providing services not only in the banking sector but also in other service delivery organizations. In particular, the policy should have a clear vision of implementing an appealing, conducive and positive, meaningful service delivery environment, as well as achieving appropriate, successful, effective and sustainable organizational performanceOriginality/valueAs a result, this paper contributes to a better understanding of the factors (including performance expectancy, effort expectancy and accessibility) of IoT on organizational performance by influencing operational costs, service delivery speed and service quality. These factors were not adequately addressed in previous related studies, and they have a significant influence on organizational performance levels in Tanzanian banks.