Organizational Performance Outcomes Research Articles

Measuring and managing organizational performance based on organizational capitals, service quality and BSC performance outcomes

Purpose The purpose of this paper is to develop and test empirically a new holistic performance measurement model that integrates the best of current performance measurement frameworks and methodologies and builds upon the resource-based view to strategic management. Design/methodology/approach A survey collected responses from 379 top-, middle- and supervisory-level managers from 3 telecommunications service providers in Egypt. The hypothesized direct relationships were tested through multiple linear regression (using SPSS software), and the mediating effect was tested using the structural equation modeling technique (using AMOS software). Findings The results reveal that the proposed model is a reliable and valid instrument for measuring and managing holistic organizational performance. The results also reveal that Egyptian telecommunications companies have primarily emphasized the use of structural and relational capital to enhance their service quality (SQ) and performance outcomes (POs). Moreover, SQ was found to significantly and partially mediate the effect of organizational capitals (OCs) on POs. Research limitations/implications The proposed model is a novel model that needs further investigation using various research designs and multiple research methods to assure its reliability and validity as a holistic performance measurement system. Practical implications The Egyptian telecommunications companies should efficiently manage and leverage all four components of OCs, especially the components of intellectual capital to improve their SQ and consequently enhance their POs. Originality/value To the best of the authors’ knowledge, this is the first research to study the relationships among OCs, SQ and POs, merge them in an integrated performance measurement model and test this model empirically in the Egyptian telecommunications setting.

Do Managers Make Use of Increased Autonomy? Evidence from Large Scale Organizational Reform

The question of what is the right amount of managerial autonomy has been widely debated. The new public management movement argues that increased autonomy will be used by managers to improve organizational performance. Skeptics argue that managers in the public sector are likely to shy away from using increased autonomy. To bring the literature forward we theorize the link between reforms awarding managers increased autonomy and subsequent organizational performance outcomes. We identify four steps in this causal chain, which are easily conflated. We demonstrate empirically the potential of focusing on the intermediary mechanisms of increasing managerial autonomy. A large-scale municipal amalgamation reform in Denmark provides a unique opportunity to study the immediate impacts of changes in managerial autonomy in public schools. The results indicate that granting public managers more freedom has intermediary effects on factors such as hiring patterns and organizational demographics.

Unveiling The Nexus Between Entrepreneurial Orientation and Organizational Performance

This study investigates the relationship between entrepreneurial orientation and organizational performance within the dynamic landscape of the telecommunications industry. Despite its critical role in driving economic growth, the interplay between entrepreneurial orientation and organizational performance in this sector remains underexplored, particularly in the context of developing economies. The data collection process for this study involved distributing questionnaires to employees within telecommunications companies in Iraq. A total of 120 questionnaires were successfully distributed and subsequently returned by the respondents. This sample size surpassed the minimum requirement of 62 respondents, as determined by G*power, a statistical software tool commonly used to calculate sample sizes for research studies. The statistical technique used was partial least squares structural equation modeling conducted using the statistical software SmartPLS 4.0. The results indicate a significant relationship between entrepreneurial orientation and organizational performance in the telecommunications domain. Through rigorous statistical analyses, it becomes evident that companies imbued with a strong entrepreneurial orientation tend to exhibit markedly superior organizational performance metrics. This empirical evidence corroborates existing literature and extends our understanding of how entrepreneurial orientation influences organizational performance outcomes, specifically within the telecommunications sector and amidst the unique challenges of developing economies.

A Comprehensive Literature Review on AI and Its Impact on Business Value

This comprehensive literature review explores the intersection of artificial intelligence (AI) and business value, aiming to provide a holistic understanding of how AI technologies influence organizational performance and economic outcomes. The review synthesizes research findings from diverse studies to examine the multifaceted impacts of AI on various aspects of business value, including operational efficiency, strategic decision-making, customer experience, and competitive advantage. The review begins by defining key AI technologies such as machine learning, natural language processing, and robotics, and their applications within different industry sectors. It then delves into how these technologies contribute to enhanced business processes, cost reduction, innovation, and revenue growth. Special attention is given to case studies and empirical research that demonstrate the tangible benefits and challenges associated with AI adoption in business contexts. Additionally, the paper addresses the role of AI in fostering datadriven decision-making and its implications for organizational agility and strategic alignment. The review also highlights gaps in the existing literature, such as the need for more longitudinal studies and sector-specific analyses to better understand the long-term effects of AI on business value. By providing a consolidated view of current research and identifying future research directions, this review offers valuable insights for academics, practitioners, and policymakers interested in leveraging AI to maximize business value and achieve sustainable competitive advantage

Integrating Knowledge Management into Marketing for Enhanced Decision-Making and Performance

The integration of knowledge management (KM) into marketing strategies has become increasingly vital for organizations striving to enhance decision-making processes and overall performance in today's dynamic business landscape. This study aims to explore the multifaceted nature of KM integration in marketing contexts and its implications for organizational success.The researches design employed a systematic literature review to synthesize insights from diverse perspectives and shed light on key determinants of KM effectiveness. Findings reveal that organizational readiness, user acceptance, and system usability emerge as critical factors influencing the effectiveness of KM in supporting marketing decision-making. Organizational culture, leadership support, and technological infrastructure play pivotal roles in shaping KM initiatives and driving organizational performance outcomes. The implications of this study underscore the importance of addressing challenges related to organizational culture, leadership support, and technological infrastructure to maximize the benefits of KM in marketing contexts. By adopting proactive measures and a holistic approach to KM implementation, organizations can leverage their knowledge assets more effectively and gain a competitive edge in the marketplace.

Scenario Planning for Employee Engagement Development

This research examined scenario planning for development of employee engagement in PT XYZ. Employees who, did not see any career path opportunities in the company, and dissatisfied with working environment regarding rewards and recognition for work performance tended to experience low engagement. The purpose of this research was divided into 4 (three): 1) to identify and analyze the existing employee engagement quality and factors 2) to understand employee needs and expectations in developing employee engagement, and 3) to create scenarios planning for employee engagement development in the company. The research used a qualitative-quantitative method, aligned with interview and survey results, focused on the method of scenario planning stage consisting of Tracking, Analyzing, Imaging, Deciding, and Acting (TAIDA). There were 4 (four) scenario planning that could develop employee engagement and effect organizational performance outcomes. Based on those four-scenario planning matrix, employees in the company fell into the “We Can” scenario. In this scenario, employees were at the level of moderate engagement and the company was currently facing challenges. The “We Can” scenario planning can be implemented by focusing on the performance appraisal and feedback from leaders to gain recognition, appreciation, and employee and career development to enhance the level of engagement. The acting step will help to create the short-term planning (in a year) according to the trends that need improvement that can be implemented by the company. If this “We Can” scenario planning can be implemented, employees can be more productive and committed to achieving organizational goals.

How does a parent’s knowledge influence the knowledge bridging of joint ventures?

Previous research has underscored the significance of the equity investment relationship in facilitating knowledge transfers between a joint venture and its parent company. Successful knowledge bridging in joint ventures plays a crucial role in shaping organizational learning and innovation performance outcomes. The empirical evidence on the effectiveness of knowledge transfers, however, presents a mixed picture. Through a rigorous sample selection process, we collect panel data on 366 joint venture-year observations across four industries during an 18-year period to empirically test the proposed hypotheses. In this research, we contend that the ability of joint ventures to act as knowledge bridges depends on the diversity of the parent’s knowledge and the technological similarity between the joint venture and the parent, especially in the context of internal knowledge development. An examination of bridging performance in the relationship between joint ventures and parent companies indicates that both parental knowledge diversity and joint venture – parent technology similarity positively impact the knowledge acquired through the joint venture – parent equity relationship. Furthermore, when the joint venture strongly depends on internal knowledge, the positive relationship among parental knowledge diversity, joint venture – parent technology similarity, and joint venture knowledge bridging becomes more pronounced. Our findings shed light on how the specific features of a parent company contribute to the knowledge learning bridged by a joint venture and underscore the role of equity investments in joint venture firms’ innovation.

To Study the Impact of Teamwork Effectiveness on Organizational Performance at Metalsa India Pvt. Ltd.

This study illuminates the effectiveness of teamwork on organizational performance by determining to what extent teamwork affects organizational effectiveness and the variables that moderate this relationship. The study emphasises empirical research, which quantifies the various organizational dimensions of team effectiveness. The changing workforce demographics, technology, and culture have initiated to study of the impact on organizations' performance. The findings of the study highlight a significant relationship between effective teamwork procedures and enhanced organizational performance outcomes. Therefore, this research study suggests on various implications for leaders of the organization in the decision-making process and motivates on importance of funding programs that encourage teamwork. It focuses on introducing training curricula, leadership tactics, and incentive schemes that foster and reward efficient teamwork. At the end of the study, it provides insightful information about how teamwork affects organizational effectiveness.

Healthcare Branding and Reputation Management Strategies for Organizational Success

This study searches into the critical aspect of branding and reputation management within the dynamic view of the healthcare industry. This research aims to provide actionable insights for healthcare organizations to navigate the complexities of building and maintaining a strong brand identity by comprehensively analyzing the multifaceted aspects of healthcare branding, including its foundational principles, strategies, challenges, and opportunities. The research problem centers on identifying gaps and challenges in current healthcare branding and reputation management practices, recognizing the pressing need for systematic examination within evolving patient expectations, competitive pressures, and regulatory environments. This study offers a nuanced understanding of these critical areas through a structured exploration of healthcare branding’s fundamental significance, strategies employed for reputation management, and identifying existing challenges and opportunities. Drawing upon Brand Equity Theory, which underscores the value of a brand beyond solid assets, the study explains the role of brand equity in shaping patient perceptions, organizational success, and overall health outcomes within the healthcare context. Furthermore, the research outlines future avenues for investigation, including the impact of emerging technologies, longitudinal assessments of branding initiatives, data-driven insights, ethical considerations, and collaborative co-creation strategies. This study aims to advance knowledge and practice in healthcare branding and reputation management by addressing these areas and empowering healthcare organizations to enhance patient experiences, organizational performance, and public health outcomes in an ever-evolving healthcare view.

The Mediating Influence of Leadership Style within the Nexus of Organizational Agility and Performance Outcomes in Public Universities in Kenya

Public universities in Kenya have been operating in an environment that has been changing over the past few years, and the numerous uncertainties have made survival difficulty. Ineffectiveness and inefficiencies in the public universities, low global ranking of public universities, low research output and the weak university-industry partnerships due to the closed system nature of public universities and other internal and external factors have continued to affect university performance. The application of the concept of organizational agility may be viewed as a panacea to addressing the above pertinent issues and bring the public universities to a higher level of performance in uncertain changing environment. Therefore, the goal of this study is to examine the mediating influence of leadership style within the nexus of organizational agility and performance outcomes of public universities in Kenya. The research is anchored on Dynamic Capability theory, Resource based view theory and Learning organization theory. Semi-structured questionnaires were used to measure both quantitative and qualitative data, using descriptive and explanatory research methodologies for empirical analysis. Content analysis was used to analyze the qualitative data, and the results presented in accordance with patterns and themes. The target population was the 31 fully fledged public universities in Kenya out of which 10 were sampled systematically from best to worst ranked institution based on January 2023 web metrics global university ranking scale. The study targeted 220 respondents comprising of Deputy Vice Chancellors, Deans of schools and faculty, academic department heads and key senior staff in administration. Out of this, only 207 returned the questionnaire accounting for 94.1% success rate. Due to the characteristics of the respondents and the goal of the investigation, a proportionate random sample technique was employed to choose the respondents for the study. A drop-and-pick methodology was used to collect data by trained research assistants. The questionnaire was subjected to both validity and reliability tests by carrying out a pilot test on different group from the study group but with similar characteristics and use of SPSS version 27 to process the data. Using a multiple regression analysis approach, descriptive and inferential statistics were employed to analyze the data in accordance with the specific research objectives and hypotheses. Results from quantitative data analysis were presented using figures and tables while qualitative data was analyzed based on common themes and presented in narrative form. The findings of the study established that leadership style fully mediated effect on relationship between organizational agility and university performance outcomes. These findings were found useful in management of public universities in the face of uncertainties. Furthermore, these findings are expected to provide a framework for enhancing performance outcomes of public universities in the midst of adverse environmental circumstances.by forming appropriate policies and strategies through application of appropriate leadership styles.

Does Strategic Leadership Impact Organizational Performance Outcomes Mediated by Crisis Management Practices in Faith-based Health Institutions in Malawi?

The paper aims to identify the links between strategic leadership practices, crisis management and organizational performance. Specifically, the paper will examine the characteristics of the top management team, their decision-making process and skills, and how they influence crisis management practices and organizational performance. All data were gathered by means of a methodical review of the literature. Based on the COVID-19 circumstance, it was observed that crisis management was difficult in many firms. The gap that was discovered during the COVID-19 timeframe served as the basis for the paper. This study is a component of the ongoing main research project. Top management makes decisions and presents them to staff members in strategic leadership. A crisis is an unwelcome event that could occur in an organization and affect the organization negatively or positively. In healthcare crisis management must be effective from the onset to achieve organizational performance outcomes. Therefore, strategic leadership will enhance crisis management to achieve organizational performance outcomes. Strategic leadership has been identified to have been critical in crisis management because it is visionary. The findings of this literature review identified that organizations must train employees to become strategic leaders because strategic leaders are visionary. Crisis management training should be conducted and have crisis management committees in place. Crisis preparation must be done in all organizations to manage any disaster/crisis.

A Comprehensive Literature Review on AI and Its Impact on Business Value

This comprehensive literature review explores the intersection of artificial intelligence (AI) and business value, aiming to provide a holistic understanding of how AI technologies influence organizational performance and economic outcomes. The review synthesizes research findings from diverse studies to examine the multifaceted impacts of AI on various aspects of business value, including operational efficiency, strategic decision-making, customer experience, and competitive advantage. The review begins by defining key AI technologies such as machine learning, natural language processing, and robotics, and their applications within different industry sectors. It then delves into how these technologies contribute to enhanced business processes, cost reduction, innovation, and revenue growth. Special attention is given to case studies and empirical research that demonstrate the tangible benefits and challenges associated with AI adoption in business contexts. Additionally, the paper addresses the role of AI in fostering datadriven decision-making and its implications for organizational agility and strategic alignment. The review also highlights gaps in the existing literature, such as the need for more longitudinal studies and sector-specific analyses to better understand the long-term effects of AI on business value. By providing a consolidated view of current research and identifying future research directions, this review offers valuable insights for academics, practitioners, and policymakers interested in leveraging AI to maximize business value and achieve sustainable competitive advantage.

Evaluating the effect of green technological innovations on organizational and environmental performance: A treble innovation approach

The debate surrounding the relationship between organizational and environmental performance remains unresolved and requires further scrutiny in order to be clarified. Similarly, the integration of environmental practices by companies to ensure environmental protection remains a controversial issue, giving rise to diametrically-opposing views both in favor and against their adoption. Hence, this paper aims to address these debates by providing empirical evidence of the effect of green technological innovations on both organizational and environmental performance. To this end, it broadens traditional research from a single/dual-based to a treble innovation approach comprising the simultaneous effect of green process, product, and service innovations on firms’ environmental performance. In addition, this study explores the influence of green technological innovations on the organizational-environmental relationship so as to reveal a plausible configurational arrangement to ensure both organizational and environmental performance outcomes. In order to bridge this theoretical gap, our hypotheses were tested on a sample of 354 medium-sized Spanish firms operating in manufacturing industries. The findings provide evidence that organizational performance positively impacts environmental performance, while the individual and simultaneous deployment of green technological innovations, in turn, exerts a positive effect on both organizational and environmental performance. The empirical findings offer important theoretical and managerial implications when promoting the adoption of green technological innovations to accommodate the pursuit of organizational and environmental objectives.

Green Supply Chain Management Initiatives: A Perspective of Pakistani Automobile Industry

The rising interest in ecofriendly sustainability and green issues is obvious among investigators and professionals in the supply chain field. This study emphasis on examining and empirically evaluating the implementation of Green Supply Chain Management (GSCM) practices in the Pakistani automobile industry. A questionnaire-based survey was conducted to validate these green practices and performance outcomes. The survey gathered 25 complete replies from Pakistani automobile organizations, forming the basis for practical analysis. The independent variables for this present study were: Green Product Development and Design Practices, Green Purchasing Practices, Green Production Practices and use of Cleaner Technologies, Green Management Practices, Green Logistics Practices, Green Marketing Practices; while the dependent variable was Environmental Performance Outcome. Descriptive statistics were considered to assess the current status of GSCM practices. Furthermore, multiple regression analysis was also conducted to understand the impact of existing GSCM practices on anticipated organizational performance outcomes. The study's findings indicate that environmental performance exhibit improvement with the adoption of GSCM practices.

Certifiable management standards, labor productivity, and worker wages: Evidence from the food sector in Vietnam

AbstractFood production and trade have become inseparable from requirements about product quality and safety, as well as social and environmental aspects of production processes. To demonstrate compliance with these requirements, firms adopt voluntary private certifiable management standards (CMS). How these affect trade, organizational performance, and employee outcomes has become an area of active research in the last decade. This paper analyses how standards affect labor productivity and wages using a 3‐year panel of small and medium firms from the food sector in Vietnam covering the period 2010–2014. Even though the prevalence of CMS in the sample is low, the results show that standards improve both labor productivity and wages. However, the difference in the size of the productivity and wage premiums attributable to standards is not significant. This implies that CMS can be a useful management practice for improving firm productivity when combined with a fair compensation of human resources. The findings are important for lower‐income countries facing low rates of adoption of private CMS and the evolving consumer preferences increasingly attuned to the issues of product quality, food safety, and environmental risks. The results are robust to several specification changes and estimation methods, including firm fixed effects, control function, and instrumental variable approach, which take endogeneity of certification into account. [EconLit Citations: L66, D22, J4, J81, O12].

THE ANTECEDENT OF PERCEPTIONS OF ORGANISATIONAL JUSTICE AND PERFORMANCE OUTCOMES OF EMPOWERING LEADERSHIP IN SPORTS FOR DEVELOPMENT ORGANIZATIONS

Purpose – The primary purpose of this paper was to identify the antecedent of Perceptions of organizational Justice and performance outcomes of empowering leadership in sports for development organizations. The study also examined the mediating role of empowering leadership between Perceptions of organizational justice and performance outcomes.
 Design/Methodology/Approach – The research assumed a cross-sectional research design. Data was collected from a total population of 2993 youth/members drawn from three sports development organizations in Kenya. The authors conducted a series of confirmatory factor analyses (CFAs) to verify the validity of the constructs and adopted IBM SPSS AMOS Version 23 to test the hypotheses.
 Findings - The authors found that perceptions of organizational justice is an important antecedent of empowering leadership and empowering leadership plays a significant mediating role between perceptions of organizational justice and performance outcomes.
 Conclusion / Recommendation - This study concluded that organizational justice has a positive and significant influence on performance outcomes among youth in sports for development organizations in Kenya. Empowering leadership mediates between organizational justice and performance outcomes in sports for development organizations in Kenya. The study recommended that that leaders of the youth beneficiaries in the sports for development organization should ensure that they have systems and policies in place that entrench organization justice in order to achieve performance outcomes.

The APPD Longitudinal Educational Assessment Research Network's First Decade.

In 2009, the Association of Pediatric Program Directors (APPD) Longitudinal Educational Assessment Research Network (LEARN), a national educational research network, was formed. We report on evaluation of the network after 10 years of operation by reviewing program context, input, processes, and products to measure its progress in performing educational research that advances training of future pediatricians. Historical changes in medical education shaped the initial development of the network. APPD LEARN now includes 74% (148 of 201) of US Pediatric residency programs and has recently incorporated a network of Pediatric subspecialty fellowship programs. At the time of this evaluation, APPD LEARN had approved 19 member-initiated studies and 14 interorganizational studies, resulting in 23 peer-reviewed publications, numerous presentations, and 7 archived sharable data sets. Most publications focused on how and when interventions work rather than whether they work, had high scores for reporting rigor, and included organizational and objective performance outcomes. Member program representatives had positive perceptions of APPD LEARN's success, with most highly valuing participation in research that impacts training, access to expertise, and the ability to make authorship contributions for presentations and publication. Areas for development and improvement identified in the evaluation include adopting a formal research prioritization process, infrastructure changes to support educational research that includes patient data, and expanding educational outreach within and outside the network. APPD LEARN and similar networks contribute to high-rigor research in pediatric education that can lead to improvements in training and thereby the health care of children.

HR Analytics: Concept, Application, and Impact on Talent Management, Branding, and Challenges

Purpose : Making wiser decisions about employees to improve performance at the individual and/or organizational levels is the process of HR analytics. HR analytics is a method for determining the correlation between HR practices and organizational performance outcomes such as sales volume or customer satisfaction. Human Resource Analytics was established in 1978 by Jac Fitz-Enz, the pioneer of human capital strategic analysis and performance benchmarking. In this paper, the researcher wants to discuss the concept of HR analytics, its application, impact on talent management, branding, and challenges in its application. Design/methodology/approach : The researcher examines secondary data and conducts a thorough literature review to understand the concept and its application across industries and nations, as well as to identify any challenges encountered during deployment and any benefits perceived by various industry professionals. Findings : The study's findings indicate that using HR analytics can help businesses build their brand and gain a competitive edge in today's fiercely competitive business environment while also enhancing workforce and employee productivity. Originality/value : This study has significant implications for both literature and HR analytics. Researchers will know more about the factors that contribute to and the mechanisms by which HR analytics improve organisational performance. The author's second claim is that having access to HR technology both facilitates and precedes HR analytics. Finally, concrete data from the literature demonstrates its influence on branding and organisational success. Keywords : Human resource (HR) analytics, People analytics, Branding, Talent Management, Organizational performance. Paper type : Research paper JEL Code : M12, M15 & M51 DOI: 10.7176/EJBM/15-8-06 Publication date: April 30 th 2023

Examining Financial Strategy Management: Understanding Financial Performance, Investment Decisions, and Strategic Approaches through Qualitative Description and Literature Review

This research delves into the complexities of financial strategy management through a qualitative examination and literature review, aiming to illuminate key insights into managing financial performance, investment decisions, and strategic approaches within organizations. The primary objective of this study is to provide a comprehensive understanding of financial strategy management by synthesizing existing knowledge and identifying gaps for further exploration. The research methodology involves a qualitative description and literature review, drawing upon seminal works by renowned scholars in finance, economics, psychology, and strategic management. Findings from the literature review underscore the multifaceted nature of financial strategy management, emphasizing the significance of adopting a balanced and comprehensive approach to financial performance evaluation, integrating both quantitative metrics and qualitative insights. Moreover, the research highlights the pivotal role of investment decisions in driving organizational performance outcomes, elucidating insights from modern portfolio theory, behavioral finance, and empirical studies. Additionally, the study identifies diverse strategic approaches in financial management, ranging from Mintzberg's ten schools of strategy formulation to Porter's competitive strategy frameworks, emphasizing adaptability, innovation, and strategic flexibility in navigating dynamic business environments. The research contributes theoretical insights by enriching existing frameworks and offers practical implications for managerial practice, guiding organizations in enhancing financial management practices and achieving sustainable competitive advantage.

Decomposing the Impact of Leadership Diversity Among Nonprofit Organizations

Our contribution lies in exploring loci and reach of leadership diversity’s influence on proximal and distal performance outcomes to understand how and where these can be mobilized. Our moderated-mediation modeling decomposes the direct, indirect, and interaction effects of demographic diversity among three types of focal actors in governance—Boards (gender-, age-, and ethno-racial variety), Board Chairs (gender and ethno-racial demography), Chief Executives (gender and ethno-racial demography)—on five factors reflecting functional and social dimensions of Board Performance and two dimensions of Organizational Performance. We demonstrate that the Board composition affects proximal board performance outcomes, whereas CEO demography is more related to distal organizational performance outcomes. Board Chairs, a less-examined aspect of nonprofit governing, stand out as bridging both proximal and distal outcomes, both directly and through their interactions with Board diversity and CEO demography.