Organizational Performance Relationship Research Articles

PMO의 역량과 조직공정성이 IT 프로젝트 성과에 미치는 영향에 관한 연구

The objective of this study is to examine the relationship of organizational justice, project performance and internal and external PMO (Project Management Office) capability by conducting survey of IT project participants worked with PMO. This study was the first case which classifies PMO capability into internal and external by ownership of PMO. PLS-SEM analysis, which used for this study shows internal PMO capability connects with distributive justice and procedural justice, and directly related to project performance. By comparison, external PMO capability has relationship only with procedural justice, but never related to project performance. Furthermore, distributive justice and procedural Justice all have correlation with project performance. In general, capability of external professional consulting firms is utilized for the fairness and objectivity in spite of sufficient internal project management capability. However, the internal PMO capability has greater influence on procedural justice than external’s (internal PMO capability > external PMO capability). Also, distributive justice and project performance have direct correlation only with the internal PMO capability. This paper will be an indicator of finding human capabilities which are necessary for internal and external PMO performance, and has great significance of laying a groundwork of project management strategy by PMO.

THE EFFECT OF THE RELATIONSHIP BETWEEN TRANSFORMATIONAL LEADERSHIP, ORGANIZATIONAL CULTURE AND PERFORMANCE: Empirical Findings from Four Public Sector Organizations in the United States Virgin Islands

Scholars and practitioners in social sciences have argued that there is some association between leadership and performance, but empirical evidence has yet to prove the effect of leadership, performance and culture on public organizational performance. This study has investigated the effect of transformational leadership styles, organizational culture types and performance in four public sector organizations. The argument that there is no association between the three fundamental pillars of public sector organization: leadership, performance and culture, has become an ongoing debate in social sciences. This study investigated the effect of transformational leadership traits, organizational culture types and performance in four public sector organizations. The objective of this research was to examine the effect of individual leadership traits, and culture types on performance in public organizations. The behavior elements examined in this study were idealized influence behavior, inspirational motivation, intellectual stimulation, individualized consideration, idealized influence and effectiveness. Performance outcomes variables were hiring decisions, performance measurements, job satisfaction, and structured reward system respectfully. The cultural variables used were clan culture, adhocracy culture, market culture, and hierarchal culture. This study utilized a survey designed and implemented a quantitative methodology. The analysis used primary data produced by the Multifactor Leadership Questionnaire (MLQ) to administer on 200 respondents from four of the largest public sector organizations in the United State Virgin Islands to examine the relationship of transformational leadership, organizational performance and organizational culture. The responses were scaled and coded to enable the segmentation of the data into dependent and independent variables based on the leadership, performance and culture variables. The study utilized the multiple regression models and correlation statistical analyses to determine the degree of commonality among the components. The results showed that while transformational leadership were strongly correlated with organizational performance with consistency and adaptability, organizational culture had a positive significant relationship with performance management practices. The study concluded that transformational leadership and organizational culture have positive effects on facilitating performance in mature public sector organizations, and recommended transformational leadership styles to actualize the culture types best suited in public sector organizations.

Organization Performance and Leadership Style: Issues in Education Service

Leadership has been recognized as a vital focus in the field of organizational behaviour in which it is one of the dynamic effects during individual and organizational interactions. Leadership undoubtedly has the major role in the outcome of any project in which all identified leadership styles have variable outcomes under different situations. Due to the fact that Malaysian literature on leadership styles and organizational performance is not being enriched, there is an urge for the researcher to perform a robust and rigorous research by examining the relationship of leadership styles and organizational performance among academics leaders in education service environment. This study examines the leadership styles of the academic leaders in the Malaysian Public Universities in Klang Valley area. It is found that transformational leadership was highly practiced by most academic leaders in Malaysian Public Universities in Klang Valley area. Transformational leadership supported knowledge sharing among educators. Further research is needed to understand the characteristics, skills, and preparation needed for aspiring an individual seeking to move into the position of faculty leaders.

Investigating The Mediating Role Of Service Innovation In Firm Performance: An Empirical Research

The aim of this paper is to investigate the relationship between total quality management (TQM), service innovation and firm performance in the Pakistan’s service industry. An empirical survey was performed and there were 190 participants from financial service firms in Pakistan. Regression analysis was employed in this study to investigate the tri-dimensional relationship between TQM, service innovation and firm performance. In the context of financial firms, this research examines how TQM practices adopted and managed to boost service innovation and whether and how TQM practices is going to influence the firm performance through the mediating role of service innovation. A research framework and the related hypotheses are suggested. Direct and indirect impact of each construct of TQM practices on organizational performance was determined. Data analysis discloses that, extent of TQM implementation has a positive and significant influence on service innovation as well as on organizational performance. Furthermore, a positive but a weak relationship was observed between service innovation and organizational performance. The direct relationship between TQM and organizational performance outperforms the indirect relationship of service innovation and organizational performance. It has contributed in the sense that past researchers have not considered the tri-dimensional relationship between TQM, service innovation and firm performance.

The impact of supply chain process optimization on productivity and improvement of organizational performance (Case Study: Iran Khodro Mazandaran)

During the last few years various theories and research, supply chain management as a main structure is related to organizational performance. Due to the increasing supply chain management approach, this paper examines its impact on organizational performance through process optimization using intervention's competitive advantage. For this purpose, the researchers thorough review of literature, and using descriptive method, and with the appointment of a statistical sample randomly from among the members of the Iranian car company's supply chain and research hypothesis using structural equation modeling have examined regression. The results showed that supply chain management directly affect the competitive advantage and organizational performance. It also has a significant competitive advantage and organizational performance relationship. But with the intervention of competitive advantage, greatly strengthened the relationship between supply chain management and enterprise performance. The fitness test fitness model for the appropriate model for Iran Khodro(IKCO) complex supply chain.

The organizational slack and performance relationship: a configurational approach

Purpose– The purpose of this paper is to contribute to the organizational literature and improve the understanding of the slack and performance link by: examining the slack and performance relationship using a configurational approach and by considering equifinality and its possible effects on this relationship.Design/methodology/approach– Using cluster analysis, ANCOVA, and means comparisons this study identifies different configurations of slack and their associated performance implications.Findings– The results show that configurations with higher levels of slack outperform those with lower levels of slack suggesting a positive relationship between slack and firm performance. The findings also demonstrate that alternative configurations of slack can result in similar levels of performance suggesting the existence of equifinality in this relationship.Research limitations/implications– This study contributes to prior research by moving beyond traditional linear and contingency views of slack and considering a configurational approach. An important contribution of this study is that while level of slack may be important it appears that how the various types of slack are bundled also serves as an important factor in firm outcomes and should be examined by future researchers.Practical implications– The results indicate that managerial attention should be paid to not only identifying appropriate levels and types of slack for the organization but also to appropriate ways to bundle theses resources.Originality/value– This study provides an important contribution to the literature by determining if certain slack bundles result in higher levels of performance and if there are multiple ways of bundling slack resources that result in similar performance outcomes.

Impact of Dynamic Capabilities on Firm Performance: Moderating Role of Organizational Competencies

This study observes the phenomenon of organizational performance with the lens of dynamic capabilities. This study investigates the impact of dynamic capabilities on organizational performance, taking organizational competencies as moderating variable, focusing on a paper industry at Lahore, Pakistan. The measurement of dynamic capabilities is based on the multi-dimensional construct underlying the four main factors which include i.e. Sensing, Learning, strong coordination, and competitive response to the rivals. This will lead to explore relationship of dynamic capabilities with organizational performance. Empirical research posits that dynamic capabilities have a direct impact on the organizational performance of the firm. It also proves that organizational competencies have positive moderating role in relationship of organizational performance and dynamic capabilities. This suggests that the direct relationship between dynamic capabilities and performance is insignificant.

The Relationship of Job Characteristics, Organizational Justice and Organizational Performance in the Organization of Industry-Academic Cooperation Foundation

The Relationship of Job Characteristics, Organizational Justice and Organizational Performance in the Organization of Industry-Academic Cooperation Foundation

Determinants of innovation Performance: A Resource-based Study

This study aims to investigate the determinants of innovation performance in firms. Hence, the relationship between several constructs that are innovation strategy, formal structure, customer and supplier relationships, innovation culture, and technological capabilities and innovation performance were tested. A survey that was conducted on a total of 194 firms revealed that innovation strategy and technological capabilities contributed more greatly to innovation performance. However, in contrast to the proposition of innovation literature that suggests a positive and significant relationship between formal organizational structure and innovation performance, a significant and negative relationship was found. The implication is that firms are likely to improve their innovation performance as they increasingly reconfigure their resource-base with regard to strategy development and technological investments.

The Relationship of Knowledge Management and Organizational Performance in Science and Technology Parks of Iran

Any effective and sustainable changes in an organization refers to three areas related with each other and play the best way in the humans, structure and technology fields. The Knowledge management by emphasizing the three areas with the axis of man and preparing him as a knowledge worker tries to achieve organizational goals. Purpose: The current study aims to investigate the existing relationship between knowledge management infrastructures, knowledge management process capabilities, creative organizational learning, and organizational performance. Originality/value: Previous researches did not appraise the effect of knowledge management and its capabilities on organizational performance, and the specific influence of creative organizational learning was disregarded. The present study demonstrates the mechanism of knowledge management effect on organizational performance and describes the comprehensive dimensions of knowledge management performance. Methodology : Statistical population includes executives of Knowledge based companies in Science and Technology Parks of Iran. The 336 questionnaire was distributed to the census, 248questionnaireswerecompletedcorrectly. The research data were analyzed by PLS software. The unit of analysis is a company that has adopted a KMS. Target population of the research consisted of 700 Top Managers of Knowledge based companies in Science and Technology Parks of Iran (N=700). Random sampling method applied in this study and 248Top Managers were considered as the statistical sample based on Morgan Table. One standard 5-point Likert questionnaire adopted and distributed between Top managers in the park. 252 questionnaires were returned among which 248 ones were statistically investigated. The structural relations among variables were tested using the partial least squares (PLS) method. Findings : This study shows that the KM processes can mediate between creative organizational learning and factors in the KM infrastructure. The results of the study demonstrate that knowledge management process capabilities has the most crucial role in creative organizational learning. The results indicate that there is a significant influence of the infrastructure capabilities (Collaboration, Trust, Learning Culture, Decentralization, Top Management, Promotion, IT support) on the process capabilities, also the impacts of knowledge management process capabilities on creative organizational learning and the impacts of creative organizational learning on organizational performance was confirmed.

Can Ivory Towers be Green? The Impact of Organization Size on Organizational Social Performance

Organizations differ tremendously in the extent to which they engage in socially responsible behavior and the extent to which this behavior is evaluated by stakeholders. This research examines the complex role of organization size as a driver of perceptions of an organization’s socially responsible behavior and its social performance. Using a unique data set of 302 organizations in the higher education industry, we find that the strength of the organization size–organizational social performance (OSP) relationship is contingent on whether the organization is autonomous from community stakeholders and resource pressures. Our results show that the organization size–OSP relationship is stronger when stakeholders in the organization’s community are more involved in the organization itself and decision-making processes, and that this relationship is weaker when greater financial and human resources are available to the organization.

Islamic human resource practices and organizational performance

Purpose – This paper aims to assess the relationship between Islamic human resource practices and organizational performance. Design/methodology/approach – The simple random technique on 300 Islamic organizations in Malaysia was used. In all, 120 completed questionnaires were returned, but only 114 were usable. Findings – There are some positive and significant relationships between Islamic human resource practices and organizational performance. Basically, there is only one Islamic human resource practice, namely, training and development practice, that is positively and significantly related to organizational performance. Research limitations/implications – This study is only limited to the Islamic organizations that are implementing Islamic human resource practices in total. Thus, the findings could only be generalized to this type of institution. Practical implications – Thus, the Islamic organizations should emphasize on this practice to obtain higher organizational performance. Social implications – Islamic human resource practices emphasize on the instillation of Islamic values in the practices that are universal in this world. Thus, through its implementation, the betterment of the society will be obtained in terms of psychology, moral and spiritual aspects. Cooperation, teamwork and harmony could also be steadfast not only in the organizations but also in the society. Originality/value – There are few studies done on finding the relationship of Islamic human resource practices and organizational performance. Thus, this paper provides some empirical findings on this matter.

Aligning Individual and Organizational Performance

Performance appraisal programs are touted as a management control tool for implementing organizational goals and driving organizational performance but how these programs do that has not been evaluated. This research examines the extent to which goal alignment in federal agency performance appraisal programs enhances organizational performance. Two aspects of goal alignment are explored: actual embedding of organizational goals in performance plans (plan alignment) and employees’ knowledge of how their work relates to the agency’s goals and priorities (employee alignment). Results indicate employee alignment increases organizational performance whereas plan alignment does not. Strategic management proponents should take note of this outcome. Furthermore, the overall quality of a performance appraisal program moderates the alignment and organizational performance relationship. Under conditions of high- and low-performance appraisal program expectations, employee alignment can influence organizational performance, but not as expected.

The Relationship of Learning Culture, Learning Method, and Organizational Performance in the University and College Libraries in Taiwan

AbstractOver the past few decades, organizational learning has become a significant concept for the development of organizations. Numerous scholars and experts in librarianship have advocated the importance of creating a learning library for handling various challenges, such as the rapid development of the Internet and digital technology. However, an effective learning organization relies on a positive learning culture and starts with an individual’s commitment to learn. This study investigated the learning methods that are commonly adopted by staff in Taiwan’s university and college libraries, measuring their values regarding the organizational learning culture and knowledge performance, and exploring the relationships among individual learning methods, organizational learning culture, and knowledge performance in these libraries. Based on the Dimensions of the Learning Organization Questionnaire (DLOQ) and previous studies, this study designed and conducted a questionnaire survey of 478 library employees in 162 universities and colleges across Taiwan. Some key findings of this study included: (1) the individual learning method of “self-learning by using Internet resources” is adopted most frequently by library staff in Taiwan’s universities and colleges; (2) the overall values of staff members regarding their organizational learning cultures are not strong; (3) the two dimensions “creating continuous learning opportunities” and “creating systems to capture and share learning” can influence the methods of library staffs’ learning formally and informally, and they can positively contribute to enhance the knowledge performance of the library. In addition, informal learning methods are likely to enhance organizational knowledge performance.

The impact of HR political skill in the HRM and organisational performance relationship

The first aim of this study was to test empirically the effect of HR political skill on the relationship between high involvement work practices and organisational performance. A second aim was to test empirically whether an HR executive can use their political skill advantageously within strategic decision-making processes in order to affect organizational performance. Survey responses from 180 HR executives in medium to large employers have been analysed and the results confirm that the political skill of the HR executive strengthens the positive relationship between high involvement work practices and perceived organisational performance, and also strengthens the positive effect of HR involvement in strategic decision-making on organisational performance. The research provides evidence that HR political skill is important both in reinforcing the impact of human resource management (HRM) and the opportunity for HR to be part of strategic decisions.

The impact of talent management and employee engagement on organisational performance

The paper studies the impact of talent management on organisational performance in multinational corporations through applying management development and strategic HR inputs, and to evaluate the mediating role of employee engagement in the strategic HR inputs and organisational performance relationship. An online survey was distributed among managers of the first ten global multinational corporations listed by Fortune magazine 2013 and 498 responses were collected. The respondents were selected through LinkedIn using stratified sampling. PLS-SEM was used to test the hypothesised relationships of the model. The result shows a positive relationship between (1) MD Index and organisational performance, (2) strategic HR and organisational performance, and (3) employee engagement and organisational performance. Utilising PLS path modelling to evaluate structural model including higher-order component (MD Index) is highly original. The paper emphasises the importance of engagement as a mediator of the relationship between strategic HR and organisational performance in the talent management context.

IT역량과 조직성과의 영향관계에서 IS 전략적 활용의 매개효과분석

IT역량과 조직성과의 영향관계에서 IS 전략적 활용의 매개효과분석

Causal Analysis of ISO/TS16949 Efforts in Automotive Industry

The principal aim of this study is to determine the impact of ISO/TS16949 efforts on total quality management (TQM) and the ISO/TS16949 efforts relationship in Malaysian automotive industry. A survey method was employed to collect data using English version for Malaysian respondents. Exploratory factor analysis and reliability analysis empirically verified and validated the underlying items of TQM, ISO/TS16949 and organizational performance. Structural equation modeling was employed to test the proposed model. Data analysis revealed that TQM implementations have a strong and positive impact on organizational performance through direct relationship as well as through a mediating role of ISO/TS16949 efforts. From the research findings, it is viable to recommend that ISO/TS16949 should be incorporated with philosophy and methods of TQM to achieve better performance. This study proved to be valuable to academic researchers as well as automotive practitioners. It systematically analyzes the mediating effect of ISO/TS16949 efforts on TQM and organizational performance relationship.

Content vs. Process in the HRM‐Performance Relationship: An Empirical Examination

This study investigates the impact of a human resource management (HRM) system, which integrates both content and process of human resource (HR) practices, on organizational performance, through collective employee reactions. The analysis is based on a sample of 1,250 Greek employees working in 133 public‐ and private‐sector organizations, which operate in the present context of severe financial and economic crises. The findings of the structural equation modeling suggest that content and process are two inseparable faces of an HRM system that help to reveal a comprehensive picture of the HRM–organizational performance relationship. Based on the findings that collective employee reactions mediate the HRM content (i.e., organizational performance relationship) and HRM process moderates the HRM content (i.e., employee reactions relationship), the study has several theoretical and practice implications. © 2014 Wiley Periodicals, Inc.

Does Service Innovation Act as a Mediator in Differentiation Strategy and Organizational Performance Nexus? An Empirical Study

The study determines how service innovation impacts differentiation strategy and the impact on organizational performance. The target population of this research was 475 hotels, which are three to five star hotels in Malaysia. Due to the small population and the nature of the research, questionnaires were sent by mail and email to all the targeted three to five star hotels’ managers. Regression was used to analyse the relationship of differentiation strategy, service innovation and organizational performance. The result shows that differentiation strategy has a significant effect on organizational performance and service innovation has a significant effect on organizational performance. Remarkably, this study found that service innovation partially mediates the relationship of differentiation strategy and organizational performance. This study found that hoteliers that pursuing a differentiation strategy should simultaneously employ service innovation to attain better organizational performance. Thus, this study contributes a significant knowledge to the Malaysia hotel industry. This study fills in some of the gap and showing the significance of differentiation strategy and service innovation in the hotel industry which has received little empirical attention in current strategic management literatures. It also offers some practical contributions to the development of service innovation in relation to differentiation strategy and organizational performance.