Organizational Performance Research Articles

Cultural diversity and leadership styles in Malaysia’s corporate sector

In an era marked by globalization and heightened competition, this study delves into how sociodemographic factors such as age, gender, education, and work experience influence leadership styles, crucial for achieving organizational objectives. Employing the leadership behaviour questionnaire on 336 predominantly educated, male professionals of Indian descent in Malaysia's corporate sector, the research evaluates task and relationship orientations in leadership. The findings highlight a significant prevalence of both task-oriented and relationship-oriented leadership behaviours. Intriguingly, there is a positive correlation between higher education, age, work experience, and relationship orientation, while education and salary predominantly affect task-oriented leadership. A notable discovery is the positive interplay between task and relationship orientations, suggesting their complementary nature. The study concludes that a balanced, multifaceted leadership approach, fostering both efficiency and employee welfare, is vital. It underscores the impact of educational and professional growth on leadership skills and the necessity of diverse leadership styles for optimal organizational performance, offering key insights for leadership development in varied settings.

Efficient resource allocation for generative AI workloads in cloud-native infrastructures: A multi-tiered approach

Resource management becomes essential in ensuring that generative AI workloads in cloud-native infrastructures deliver the best results. The architecture described in this article targets such workloads due to their inherent fluctuations in resource usage and the difficulties in scaling them. The proposed framework divides resources into groups to guarantee that applications are given support based on difficulty level. The features of the proposed methodology are the performance assessment of resource distribution effectiveness, taking into account metrics, including latency, throughput, and utilization rates. Furthermore, examples have been provided to support the use of this approach and its efficiency in real-life situations. Based on these, applying the multi-tiered approach to resource management improves the organization's operations performance and minimizes expenses connected with resource provisioning. Such a study also emphasizes the importance of developing flexible and effective resource management tools that can be especially useful in modern generative AI development environments.

Market orientation and change capability on an Indonesian sharia banking performance: the moderating effect of leadership religiosity

Purpose Changes are required to improve the performance of Sharia banking in Indonesia. Using dynamic capability theory, this study aims to analyze organizational learning, change process and change context (OCC) in Bank Syariah Indonesia as influenced by market orientation (competitor and customer orientation) and moderated by religiosity and its impact on organizational performance (Maqashid Sharia) using a multilevel perspective. Design/methodology/approach To test the hypothesis, this research surveyed by distributing online questionnaires to managers and employees at 62 branch offices of Bank Syariah, the largest Sharia bank in Indonesia. Data processing involved multilevel structural equational modeling with Mplus analysis software. Findings Market orientation determines an organization’s ability to change significantly, which leads to organizational performance being significantly moderated by religiosity. In OCC, organizational learning influences change context through change processes, ultimately influencing organizational performance (Maqashid Sharia). Originality/value This research used a multilevel perspective by combining market orientation and OCC variables moderated by religiosity and its impact on Maqashid Sharia. This study was conducted at the largest Sharia bank in Indonesia, Bank Syariah Indonesia.

How does knowledge based human resource management practices enhance organizational performance? The mediating role of knowledge workers productivity

This research aims to investigate the impact of knowledge-based human resource management (KBHRM) practices on organizational performance through the mediating role of quality and quantity of knowledge worker productivity (QQKWP). The data were collected from 325 employees working in different private universities of Pakistan by using convenience and purposive sampling techniques. The quantitative research technique was used to perform analysis on WarpPLS software. The result revealed that only knowledge-based recruiting practices have a positive and significant direct effect on organizational performance. While knowledge-based performance appraisal practices, training and development practices and compensation practices all were insignificant in this regard. However, through mediator QQKWP, the knowledge-based recruiting practices (KBRP), knowledge-based training and development (KBTD), and knowledge-based compensation practices (KBCP) all were positively and significantly influencing organizational performance but only knowledge-based performance appraisal (KBPA) was insignificant in this mediating relationship. Lastly, the current study provides useful insights into the knowledge management (KM) literature in the context of private higher educational institutes of developing countries like Pakistan. The future studies should consider the impact of KBHRM practices on knowledge workers’ productivity and firms’ performances in the context of public universities.

State of the Art on High Performance Work Systems Research: A Bibliometrics Study

This systematic data-driven review examines current state of the literature on high performance work systems (HPWS) and identifies future research directions in the human resource development (HRD) literature, using bibliometric analysis and content analysis of 789 peer-reviewed articles published between 1996 and 2021. Firstly, this study presents yearly trends, influential articles, journals, and countries in the HPWS literature. Moreover, by employing bibliographic coupling and content analysis in conjunction, this study reveals the following key research themes: (1) HPWS and organizational performance, (2) HPWS and individual-level outcomes, (3) Human Resource (HR) systems-HPWS-performance link, and (4) Diversification of the HPWS research contexts. Based on the findings, we propose future research directions for HRD scholars, including the need to investigate the influences of HPWS utilization in the contexts of pandemic and uncertainty, sustainability, the adoption of HPWS in small and medium-sized enterprises, and the dark side of HPWS.

What is the Impact of Leaders with Emotional Intelligence on Proxy Performance Metrics in 21st Century Healthcare?—A Systematic Literature Review

Emotional intelligence (EQ) in healthcare leadership has been a subject of debate regarding its significance in enhancing job performance and patient-centred care. This systematic review investigates the impact of EQ on organisational performance metrics in healthcare leaders. Eleven studies meeting the inclusion criteria were identified through a comprehensive database search. The findings suggest that EQ positively influences job satisfaction, with emotionally intelligent leaders fostering a positive work environment and commitment among employees. Moreover, EQ correlates negatively with emotional exhaustion, indicating its potential in mitigating burnout rates among healthcare professionals. EQ fosters teamwork, organisational culture and enhances job performance, with higher EQ levels in leaders associated with increased team empowerment and proactivity. Despite the compelling evidence, limitations in the study methodologies and heterogeneity in the reported outcomes challenge the establishment of definitive conclusions. Nevertheless, the findings underscore the importance of EQ in healthcare leadership and its potential to improve organisational dynamics and employee wellbeing. This review highlights the need for further research on EQ’s impact on patient satisfaction and calls for the development of EQ training programmes tailored for healthcare leaders.

Impact of Succession Planning on Organizational Performance

This research delves deeper into how succession planning contributes to an organization’s long-term success by ensuring a steady pipeline of capable leaders, fostering a culture of continuous talent development, and retaining valuable employees. By establishing clear pathways for leadership continuity, organizations can reduce disruptions during transitions, thereby maintaining operational stability. Furthermore, talent development through succession planning allows employees to acquire essential skills and competencies, enhancing their readiness to take on future leadership roles. Employee retention also plays a critical role, as well-supported succession planning tends to increase job satisfaction, loyalty, and motivation among employees. The data gathered through the structured questionnaire provides a comprehensive overview of these factors, illustrating the essential link between succession planning and organizational performance. This study, therefore, highlights that by investing in succession planning, organizations can not only secure their leadership future but also create a positive work environment that drives superior organizational outcomes.

Human Capital Culture and Firm Value in Indonesia’s Agribusiness: Aligning HRM Practices with Sustainable Development Goals

This study explores the impact of human capital culture on firm value within Indonesia's agribusiness sector, focusing on employee compensation, care, and training. In alignment with Sustainable Development Goals (SDGs) and Indonesia's Vision 2045, the research examines how these human resource management (HRM) practices influence two key financial metrics: market value and total assets. Using secondary data from 2019 to 2023, the study applies panel data regression to assess the effects of compensation, employee care,training and earnings after tax (EAT) on firm value. The findings reveal that compensation significantly impacts both market value and total assets, while EAT positively influences market value. However, the effect of training on firm value is not immediately observable, suggesting a lagged impact. These results underscore the critical role of employee compensation in enhancing organizational performance and financial outcomes in agribusiness. The study provides valuable insights for policymakers and industry leaders aiming to align HRM practices with sustainable economic growth.

The Role of Technology in Enhancing the Effectiveness of Integrated Performance Appraisal Frameworks

The role of technology in enhancing the effectiveness of integrated performance appraisal frameworks has become increasingly important in modern organizational management. As businesses strive for improved productivity, engagement, and employee satisfaction, traditional performance appraisal methods have shown limitations in providing real-time, accurate, and constructive feedback. This research explores how technological innovations such as artificial intelligence (AI), machine learning, and cloud-based human resource management software contribute to the enhancement of performance appraisal systems. By integrating these technologies, organizations can automate data collection, reduce bias, offer personalized feedback, and continuously monitor employee progress. This study investigates the impact of such technological integration on the accuracy, efficiency, and overall effectiveness of performance appraisals, ultimately linking these improvements to organizational performance, employee development, and retention. The findings aim to provide organizations with actionable insights into adopting and leveraging technology to create more robust, fair, and dynamic performance appraisal systems.

Analysing the impact of gamification training on reinforcing the relationship of ISA employee engagement and employee task performance – empirical study

Purpose This paper aims to examine the effect of gamification training on employee task performance within the context of intellectual, social and affective (ISA) employee engagement in India. The use of gamification in training as a possible precursor to increased employee engagement is a fascinating research topic, especially as employee engagement is becoming an increasingly important factor in workplace success. Design/methodology/approach To achieve the aim of this study, 300 responses were obtained from employees in an Indian company using online surveys to quantitatively assess levels of employee engagement and task performance. Statistical tests like SPSS 20.0 and Smart PLS 3.0 were run on the collected data to see if gamification training led to significantly higher levels of employee engagement and if this engagement had an effect on task performance. Findings Result tells that social and affective engagement mediates the relationship between gamification training and employee task performance in gamification-using organisations, relative to intellectual engagement. As social and affective engagement has considerable positive effects on employee job performance and gamification training, gamification training is a critical approach for organisations to implement to increase employee engagement and, consequently, performance. Originality/value Using an innovative variable of employee engagement – specifically, ISA employee engagement – the authors have sought to establish a mediating link between gamification and employee task performance. Therefore, the study’s designs have practical value for organisations because they incorporate the ISA engagement scale into a game-based learning environment.

Investigating the Relationship between Knowledge Management and Patient Relationship Management and the Mediating Role of Knowledge Sharing

Background: Individuals and their skills in learning and sharing knowledge are regarded as fundamental factors in the competitive success of organizations. Hence, this study aims to investigate the relationship between knowledge management and patient relationship management and the mediating role of knowledge sharing among the staff of Shahid Ayatollah Dastgheib Hospital in Shiraz. Methods: This study employs a descriptive, cross-sectional, and correlational design. The statistical population included all the staff of Shahid Dastgheib Hospital in Shiraz in 2023, totaling 250 individuals. The sample size was determined to be 155 individuals using Morgan table and was selected through stratified random sampling as the final sample, based on quotas. 1-Knowledge Management Questionnaire and Dixon’s Standardized Knowledge Sharing Questionnaire . Data were analyzed via Pearson correlation coefficient and univariate regression analysis using SPSS-25 software. Results: The findings indicated a significant relationship between the mean score of knowledge management and the mean score of patient relationship management (P = 0.001). Knowledge management can positively and significantly predict communication with the patient (P=0.001, β=0.276) and knowledge sharing can positively and significantly predict communication with the patient )P= 0/001, β = 0.255). Conclusion: It appears that enhancing knowledge management, knowledge sharing, and relationships among hospital staff are concepts closely linked to productivity, effectiveness, and performance of personnel and organizations.

ANALISIS DINAMIKA PELATIHAN DALAM MENINGKATKAN DISIPLIN KERJA ORGANISASI HOCKEY DI JAKARTA TIMUR

Work discipline is an important factor that affects individual and team performance in an organization. This study aims to analyze the dynamics of training in improving the work discipline of hockey organizations in East Jakarta. The object of this research is the East Jakarta Zone within the scope of the hockey organization. The research method used is a quantitative approach with questionnaire survey techniques or interviews of hockey athletes in East Jakarta. The data collected were analyzed using descriptive methods to identify the effect of training on improving work discipline on hockey organizations in East Jakarta. The results of this study indicate that structured and sustainable training is able to improve athlete discipline, both in terms of compliance with rules, time management, and teamwork. In addition, training dynamics involving motivational approaches and consistent supervision from coaches play a significant role in building a culture of discipline among team members. The implication of this study is the importance of preparing training programs that not only focus on technical aspects, but also character development and work discipline to achieve optimal organizational performance.

Capability Enhancement of People with Disability Through Leadership-driven CARE

This article aims to explore the conditions of people with disability (PwD) integration through the analysis of best practices of a successful Indian company that has adopted a singular PwD involvement policy since it was started. Our research question can be stated as follows: ‘What enablers or factors helped Vindhya in the successful inclusion of PwDs and simultaneously achieve commercial success?’ An exploratory study consisting of data triangulation of secondary data and in-depth interviews was done to get a detailed and deep understanding of the company’s successful inclusion of disabled employees. We found that a transformational leadership style prevents prejudice and expands the horizon of PwD’s capability. This is concretely implemented through a set of organizational practices involving communication, ambience, relationships, empathy, ethics and other aspects that are highlighted in this article. We briefly call the overall approach of the company ‘CARE’ (Communication, Ambience, Respect/Relatedness with employees/Recruitment, Ethics/Empathy/Enthusiasm/Engagement). The adoption of CARE-organizational practices at the studied company increased the capability set of PwDs, enhanced organizational citizenship behaviour and, as a whole, improved the organizational performance.

The Impact of E-HRM Tools on Employee Engagement

The examination of the impact of digital innovations on employee motivation and engagement is crucial given the rapid technological advancements. This study focused on digital HRM practices, such as digital interaction platforms. The results indicated that respondents generally had positive to neutral views on these practices, with big data analytics receiving the highest rating for its potential to enhance organizational performance and employee engagement. The study revealed a moderately strong positive correlation between the use of digital platforms and big data analytics, suggesting a holistic approach to digital transformation in HRM. However, a weak correlation between digital innovations and engagement suggests that the direct impact of digital tools on employee engagement is limited by other factors. Larger companies tend to implement advanced digital HRM practices more due to their greater resources. The study’s limitations include a restricted sample from the Central and Eastern European region and reliance on self-assessed data. Future studies should include more diverse regions and long-term studies, combining quantitative data with qualitative insights. Digital innovations in HRM offer promises for process improvement and data-driven decision-making, but their impact on employee engagement is complex and requires an integrated approach of technological and managerial practices.

The influence of servant leadership on athletic performance: a self-determination theory perspective

PurposeTo give a full understanding of how servant leadership impacts organizational performance and needs satisfaction of followers, two unique populations were sampled (i.e. college athletic administrators and coaches) to weigh the importance of leadership on different elements of a sports organization. The purpose for this two-sample design was to enhance the external validity of the results through replication and convergence of conclusions.Design/methodology/approachThis study utilized a two-sample structure that consisted of intercollegiate coaches (N = 223) and administrative staff members (N = 176) perceptions of their leader’s servant leadership to better understand its influence on sport organizational performance. From the study’s hypotheses, data were collated and subjected to correlation and step-wise regression analysis.FindingsThe results indicate a relationship between servant leadership and organizational performance from both a sport coach and administrative follower perspective. Furthermore, in the administration sample, servant leadership’s relationship with organizational performance was mediated by competency. This study also expands upon the literature by demonstrating that servant leadership had a positive impact on organizational performance beyond tenure effects.Practical implicationsFor an athletic director, implementing behaviors from servant leadership could be valuable tools to enhance the performances of the teams within intercollegiate athletic departments.Originality/valueThe results indicate a relationship between servant leadership and organizational performance from both a sport coach and administrative follower perspective. Furthermore, in the administration sample, servant leadership’s relationship with organizational performance was mediated by competency. This study also expands upon the literature by demonstrating that servant leadership had a positive impact on organizational performance beyond tenure effects.

“Sweeten the (i)-deal”: unveiling power and influence dynamics in family small and medium-sized enterprises

PurposeFamily small and medium-sized enterprises (SMEs) represent a substantial part of many economies. In these organizations, close and informal relationships between employers and employees often foster a mutual understanding of each other’s needs, facilitating the negotiation of idiosyncratic deals (i-deals), special employment conditions tailored for individual employees. However, research on how i-deals are negotiated in family SMEs, especially regarding power dynamics and influence, remains limited. This study aims to identify the types of i-deals negotiated in family SMEs and explore the role of power and influence in these negotiations.Design/methodology/approachSemi-structured interviews were conducted with 45 employees and 15 employers from Spanish family SMEs. Data were analyzed using ATLAS.ti 8, and thematic analysis was performed.FindingsThe study concludes that task, flexibility, financial and development i-deals are particularly negotiated in family SMEs. It identifies that referent and expert power play an important role in initiating these negotiations. Furthermore, rational tactics are generally employed for negotiating work performance, soft tactics for employment-related aspects and hard tactics for work flexibility. Additionally, the study identified gender differences in the negotiation of i-deals.Research limitations/implicationsThis study enhances i-deal literature by highlighting the distinct characteristics of family SMEs and their impact on i-deal negotiations. The findings suggest that power dynamics and influence tactics in family SMEs differ from those in larger firms. Moreover, certain i-deals may encounter resistance due to concerns about organizational performance and economic implications. Understanding these factors is essential for developing effective negotiation strategies in family SMEs.Originality/valueThis study offers a dual perspective, analyzing the power and influence tactics used by both employees and employers in family SME i-deal negotiations and highlighting gendered dynamics in these processes.

Training managers to ensure employees’ engagement and well-being in a remote working environment

Purpose Given the massive increases in remote work, a new need has emerged for managers’ training focused on employees’ engagement and well-being. This viewpoint provides recommendations for this training. Design/methodology/approach Based on a literature review on the effects of remote work on employees’ engagement and emotions and on the experiences of those in my professional and personal circles who work in a remote environment, this viewpoint argues for the need to train managers to ensure employees’ engagement and well-being in this new mode of remote work. Findings In this viewpoint, I provide several solutions that managers can use to address the effects of remote work, aiming to maximize individual and organizational performance. Originality/value From an originality perspective, the article combines contradictory research findings about employees’ engagement and emotions in a remote working environment, demonstrating my unbiased position. Based on them, it generates substantial solutions for managers to tackle the negative impacts of remote work on their employees’ well-being and engagement.

Rethinking the Role of Knowledge Sharing on Organizational Performance in Knowledge-Intensive Business Services

AbstractWhen implementing the knowledge-based view on organizations, it is crucial to have a comprehensive understanding of the organizational performance. Current research on organizational performance is often fragmented into partial facets leaving the complexity of this domain out of picture. The aim of the paper is to examine the relationship between knowledge sharing and organizational performance, comprising innovativeness, market efficiency, and financial performance. We used partial least squares structural equation modelling on profit-oriented organizations in knowledge-intensive business services (KIBS). The sample consists of 237 observations based on a two-round questionnaire survey, which was distributed to randomly selected companies in the Czech Republic. The results suggest that knowledge sharing between managers and employees enhances organizational performance. Organizations with such kind of knowledge sharing nurture both horizontal and vertical information flow, which in turn fosters innovativeness. Sharing knowledge as a part of work duties are key activities to increase market efficiency and innovativeness. Conversely, the model indicates that despite developing collectivism through sharing best practices and feedback, there is a minimal impact of knowledge sharing on financial performance.

Learning From Mistakes in Project-based Organizations

Knowledge sharing and learning play a pivotal role in improving performance in organizations. Organizational activities such as projects provide the necessary arena for creating new knowledge (knowledge exploration) as well as sharing of existing, well-proven solutions (knowledge exploitation). This can lead organizations to increase their productivity, innovation and profitability. Sustainable competitive advantage can also be gained by being keen on knowledge sharing and learning, since focusing on continuous learning and improvement can make organizations as learning organizations. Learning organizations, which are characterized as having a genuine interest, willingness and ability to learn and improve continuously, can effectively deal with typical organizational phenomena such as changes and uncertainty both reactively and pro-actively. As a result, they can quickly adapt to and master changing environments. This paper will look at the topic of learning from mistakes in an organizational context. “To err is human” – As the idiom points out how natural it is to make mistakes, organizations too are prone to make mistakes. Though mistakes can be seen as natural in organizations, it is important to look at how the person who has made a mistake as well as other relevant people can learn from the mistake. Learning from a mistake helps to avoid doing the same mistake in the future and hence contribute to save time, energy and cost. It can also trigger to find a correct or better alternative way / solution to deal with the situation at hand, resulting in providing opportunities for single- or double-loop learning. This paper will focus on (1) identifying barriers that hinder learning from own mistakes and sharing that knowledge with others and (2) how to facilitate learning from mistakes and sharing that knowledge with others in project-based organizations. The study on which this paper is based, uses qualitative research method. Data have been collected through conducting interviews with Norwegian public organizations.

Impact of human resource practice on work engagement and turnover intention in information technology companies

Orientation: The information technology (IT) sector, a global economic driver, faces high employee turnover because of low work engagement. This study examines the relationship between human resource management (HRM) practices and their impact on work engagement and turnover intention (TI) in IT companies.Research purpose: The primary purpose of this research article is to investigate how HRM practices influence employee work engagement and TI in the IT sector.Motivation for the study: This study is motivated by the need to address this critical issue by exploring the role of HRM practices in shaping employee engagement and TI.Research approach/design and method: The research data came from 10 IT organisations in Pune IT parks. Non-probability convenience sampling was used to collect data. Data were analysed using Structural Equation Modelling (SEM), Statistical Package for Social Science (SPSS) and Moment Structure Analysis to evaluate the hypotheses.Main findings: The study found that HRM practices such as effective communication (EC), training satisfaction (TS), performance appraisal satisfaction (PAS), pay satisfaction (PS) and opportunities for development (OFD) positively influence work engagement among IT employees. Addressing these HRM practices can enhance employee retention and engagement in the IT sector.Practical/managerial implications: Implementing these strategies can lead to a more committed and productive workforce, improving overall organisational performance and retention.Contribution/value-add: This research offers actionable recommendations for IT companies to improve employee retention and engagement, filling a gap in existing literature by focussing exclusively on the unique challenges and dynamics of the IT industry.