Senior-level Employees Research Articles

Standalone Regulatory Agreements for Product-Development Collaborations in the Medical Products Industry

BackgroundMedical-product companies often outsource research and manufacturing needs to contracting or partnering organizations but then must manage a challenging patchwork of regulatory activities. A standalone regulatory agreement could clarify the relationships and responsibilities between companies working jointly on a single regulated product. This study explored the need for and current use of standalone regulatory agreements.MethodsA survey instrument was developed using an implementation framework and disseminated to mid- to senior-level employees and consultants for sponsor and vendor companies in the medical products sector.ResultsOf 294 respondents, about half, primarily from companies with more than 200 employees, were familiar with standalone regulatory agreements, and half of this subgroup had moved forward to implement them. Such agreements were considered beneficial to clarify regulatory roles and responsibilities, standardize regulatory expectations between the companies, and stimulate earlier discussion about joint regulatory strategies. However, the development of regulatory agreements appears challenged by the fact that such agreements are not required by regulatory agencies overseeing medical products and have no standardized templates, agency or industry guidance. Respondents whose organizations do not now use regulatory agreements either had not considered or did not see a need for a standalone agreement.ConclusionsStandalone regulatory agreements are becoming more common but are not yet implemented fully by most companies. Their usefulness and content appeared to depend upon the type of partner, the complexity of the relationship and the availability of internal expertise and support.

Impact of big data analytics in project success: Mediating role of intellectual capital and knowledge sharing

Purpose: This study empirically investigates the effect of big data analytics (BDA) on project success (PS). Additionally, in this study, the investigation includes an examination of how intellectual capital (IC) and (KS) act as mediators in the correlation between BDA and KS. Lastly, a connection between entrepreneurial leadership (EL) and BDA is also explored. Design/Methodology- Using a sample of 422 senior-level employees from the IT sector in Peru. The partial least squares structural equation modeling technique tested the hypothesized relationships. Findings- According to the findings, the relationship between BDA and PS is mediated by structural capital (SC) and relational capital (RC), and BDA demonstrates a positive and noteworthy correlation with PS. Furthermore, EL is positively associated with BDA in a significant manner. Practical implications- The finding of this study reinforce the corporate experience of BDA and suggest how senior levels of the IT sector can promote SC, RC, and EL. Originality/Value- This study is one of the first to consider big data analytics as an important antecedent of project success. With little or no research on the interrelationship of big data analytics, intellectual capital and knowledge sharing the study contributes by investigating the mediating role of intellectual capital and knowledge sharing on the relationship between big data analytics and project success.

Fueling big data analytics for project success: Mediating role of knowledge sharing and innovation performance

Purpose: Drawing on the Resource Based View (RBV) and Dynamic Capabilities Theory (DCT), the study seeks to investigate the impact of Big Data Analytics (BDA) on Project Success (PS) through Knowledge Sharing (KS) and Innovation Performance (IPF). Design/Methodology: Survey data were collected from 422 senior-level employees in IT companies, and the proposed relationships were assessed using the SMART-PLS 4 Structural Equation Modeling tool. Findings: The results show a positive and significant indirect effect of big data analytics on project success through knowledge sharing. IPF significantly mediated the relationship between BDA and PS in IT companies. Originality/Value: This study is one of the first to consider big data analytics as an essential antecedent of project success. With little or no research on the interrelationship of big data analytics, knowledge sharing, innovation performance, and organizational performance, the study investigates the mediating role of knowledge sharing and innovation performance on the relationship between BDA and PS. Implications: This study, grounded in RBV and DCT, investigates BDA’s influence on PS through KS and IPF. Implications encompass BDA’s strategic role, KS and IPF mediation, and practical and research-based insights. Findings guide BDA integration, collaborative cultures, and sustained success.

Fueling innovation performance through entrepreneurial leadership: Assessing the neglected mediating role of intellectual capital

This study uses dynamic capability theory and a resource-based view to examine whether intellectual capital (human, relational, and structural capital) mediates entrepreneurial leadership and innovation success. Drawing on data from 422 senior-level employees working in Peruvian I.T. companies, the proposed relationships were analyzed using SmartPLS 4. Entrepreneurial leadership was found to foster employees’ innovative performance through the mediating role of human capital, relational capital, and structural capital. Practically, businesses often rely on innovation for survival and growth, so they should consider entrepreneurial leadership to create intellectual capital (human capital, relational capital and structural capital) for innovation performance. Businesses should provide entrepreneurial training that emphasizes role modeling intellectual capital and encourages employees to recognize and pursue entrepreneurial opportunities. With significantly limited research, the study contributes by investigating the interrelationship of entrepreneurial leadership, intellectual capital, and innovation performance. The study contributes to the Resource Based View and Dynamic Capability Theory by demonstrating how entrepreneurial leadership contributes to innovation performance through human capital, relational capital, and structural capital.

Investigating informed choice in screening programmes: a mixed methods analysis

BackgroundScreening programmes aim to identify individuals at higher risk of developing a disease or condition. While globally, there is agreement that people who attend screening should be fully informed, there is no consensus about how this should be achieved. We conducted a mixed methods study across eight different countries to understand how countries address informed choice across two screening programmes: breast cancer and fetal trisomy anomaly screening.MethodsFourteen senior level employees from organisations who produce and deliver decision aids to assist informed choice were interviewed, and their decision aids (n = 15) were evaluated using documentary analysis.ResultsWe discovered that attempts to achieve informed choice via decision aids generate two key tensions (i) between improving informed choice and increasing uptake and (ii) between improving informed choice and comprehensibility of the information presented. Comprehensibility is fundamentally at tension with an aim of being fully informed. These tensions emerged in both the interviews and documentary analysis.ConclusionWe conclude that organisations need to decide whether their overarching aim is ensuring high levels of uptake or maximising informed choice to participate in screening programmes. Consideration must then be given to all levels of development and distribution of information produced to reflect each organisation’s aim. The comprehensibility of the DA must also be considered, as this may be reduced when informed choice is prioritised.

Inventory management practices at a big-box retailer: a case study

PurposeManaging inventory continues to be a growing area of concern for many retailers due to the multitude of issues that arise from either an excess or shortage of inventory. This study aims to understand how a large-scale retail chain can improve its handling of excess seasonal inventory using three common strategies: information sharing, visibility, and collaboration.Design/methodology/approachThis study has been designed utilizing a case study method focusing on one retail chain at three key levels: strategic (head office), warehouses, and retail stores. The data have been collected by conducting semi-structured interviews with senior-level employees at each of the three levels and employing a thematic analysis to examine the major themes.FindingsThe results show how three common strategies are being practiced by this retailer and how utilizing these strategies aids the retailer in improving its performance in regard to seasonal inventory. Among our research findings, some challenges were discovered in implementing the strategies, most notably: human errors, advanced forecasting deficiencies, and the handling of return merchandise authorizations.Originality/valueThis research takes a case study approach and focuses on one big-box retailer. The authors chose to study three levels (head office, warehouses, and retail stores) to gain a deeper understanding of the functions and processes of each level, and to understand the working relationships between them. Through the collection of primary data in a Canadian context, this study contributes to the literature by investigating supply chain strategies for managing inventory. The Canadian context is especially interesting due to the multi-cultural demographics of the country.

The impact of Industry 4.0 on organizational performance: the case of Pakistan's retail industry

PurposeThe purpose of this paper was to assess and determine the impact of the five core technologies of Industry 4.0 (3D Printing, Big Data Analytics, Cloud Computing, Internet of Things (IoT) and Robotics) on the organizational performance of the retail industry in the context of Pakistan.Design/methodology/approachPakistan's retail industry was chosen as the target sector, and the target population was composed of senior-level employees, including managers from first-level positions to top-level positions, as well as subordinate employees working under the supervision of first-level managers, possessing the technological know-how of Industry 4.0. The data were collected through a matrix-based survey questionnaire that was based on a five-point Likert scale, ranging from “strongly agree” to “strongly disagree.” The process of data analysis was conducted using IBM SPSS Statistics.FindingsThe findings obtained by this research work showed a significant relationship among the five core pillars of Industry 4.0 and the organizational performance of Pakistan's retail industry. Besides, the obtained findings provided preliminary evidence that Industry 4.0's disruptive technologies, particularly, 3D printing, big data analytics, cloud computing, IoT and robotics, could help Pakistan's retail industry solve various problems and challenges, such as meager revenues, increased expenses and unorganized systems.Originality/valueThe present study extended the theoretical body of knowledge through studying and examining Industry 4.0's five crucial factors that significantly contribute to the service sector, particularly, the retail industry, of the big emerging markets (BEM) economies, including Pakistan.

The Importance of Project Status for Career Success

In a project-based organization, working on “hotshot” projects is often thought to contribute to employees’ career success. In this study, we investigate the effect the imputed status of the projects that employees are assigned to has on their career success. We develop a network-based model and deduce hypotheses about how highly central (high-status) projects will positively contribute to employees’ career success. We test these hypotheses on a population of 1000 IT specialists in a large international consulting firm over a five-year period. Our findings indicate that employees who are assigned, on average, to higher-status projects are within six months rewarded with higher billing rates, a major indicator of career success. We further confirm that this career advantage is moderated by two critical contextual variables: the extent of “cue consistency” of projects’ statuses and employees’ formal level. As predicted, the relationship between project status and career success is strongest if the statuses of the set of projects an employee is assigned to are consistent. Also, senior-level employees, due to their higher visibility in the organization, benefit more from higher-status assignments than do junior-level employees. Finally, we develop a novel theory that addresses how all of these factors might combine to give junior-level employees a differential advantage in their career development. Consistent with our proposed theory, we find for senior-level employees, cue consistency does very little to enhance the effect of average project status on career success. Conversely, junior-level employees heavily depend on cue consistency to benefit from averagely high-status assignments.

Impact of Increasing Social Resources on Work Engagement and Affective Organizational Commitment: The Mediating Role of Person–Job Fit

The association between job crafting and work engagement (WE) has not been much explored in the Indian context. To address this, the current study was undertaken on a group of knowledge workforce from Indian industries. Data were collected from 297 respondents that included junior-, mid- and senior-level employees. It was found that seeking social resources predicts WE as well as organizational commitment amongst the Indian knowledge workers via person–job fit. The study contributes to the literature by exploring the relationship between proactively seeking social resources that shape relationships at work and achieves WE, furthering organizational commitment. It helps reaffirm the independent nature of the job crafting dimension in a collectivistic society. Supervisors can cultivate proactive crafting in establishments to boost and promote an engaged workforce. Bearing in mind the inferences Human Resource Development (HRD) managers ought to make optimum use of human assets by nurturing constructive psychological states and leveraging individual proactivity at work. Limitations and future directions have been discussed.

Effectiveness of human resource management practices in developing countries :

Dunning (2006) asserted that international business research focused heavily on the physical assets of organizations and nations, thus neglecting the human environment of organizations and nations.Research has shown “the most important driver for economic advancement is knowledge” and is drawn from the human environment (Zhu et al., 2011, p. 312). The human environment is defined as the “human assets (i.e. creativity leading to innovation; experience, skills and knowledge of employees) and the skills and abilities those assets possess within a given location” (Zhu et al., 2011, p. 312).Thus, how an organization, including government, manages its human resources (HR), drawn from the human environment in which it operates, will significantly impact success or failure (Barney, 2001; Kong & Thomson, 2009).We contend that although there has been a great deal of research on human resource management (HRM) as a competitive advantage for firms, there has been little work done on the analysis of HRM practices in government and its influence on a nation’s competitive advantage. In a qualitative study of a developing nation in the Caribbean we interviewed 12 senior level employees. Our analysis revealed that little attention was paid to HRM, which resulted in the ineffectiveness of the application of government policies. The data revealed that issues started with the recruitment and selection processes.This paper focuses on the recruitment and selection processes utilized by government agencies that cause institutional voids which lead to the failure to utilize public service employees as a source of competitive advantage.

Japanese Amusement Arcades in the Retro Video Game Segment: A Case of Survival Strategy

Amusement arcades called Game-centers have tried to find ways of surviving in Japan. Independent game-centers with limited financial capacities have mostly struggled to find the best possible way to survive (Livedoor, 2015; Thutmosev, 2015; Nomu, 2016; SPEEDA, 2017; Chiba, 2018; Kamohara, 2019). For them, a niche strategy may be the best possible strategic direction to survive (Thutmosev, 2015; Sankei, 2016; Hirakawa, 2019; Kamohara2, 2019). This paper will focus on game-centers’ strategies in the retro video game niche to develop a general model of game-centers’ survival strategies. We will then refine the model through interviews with senior-level employees of Japan’s most successful retro game-center.

Social Intelligence and Organizational Citizenship Behaviour of Government Parastatals in Nigeria

This study investigate the relationship between social intelligence and organizational citizenship behaviour of Government Parastatals in Rivers State. Social Skill (SS) and Social Information Processing (SP) was used as dimensions of social intelligence as against the measures of organization citizenship behaviour which are altruism, sportsmanship, conscientiousness sportsmanship, courtesy and civic virtue. Two hypotheses were developed and tested within a population size of hundred (100) senior level employees that was conveniently selected from twenty (20) Government Parastatals in Rivers state. One hundred (100) of these employees were issued copies of questionnaires but only ninety-four (94) questionnaires were retuned and used for this study. The spearman rank correlation coefficient was used to test the hypotheses with the aid of the SPSS v20.0. Findings from the analysis showed that social skills has a moderate and positive relationship between social skills and the measures organization citizenship behaviour while social information processing showed a low but positive relationship with the measures of organization citizenship behaviour. The study therefore concludes that there is a significant relationship between social intelligence and measures of organization citizenship behaviour of Government Parastatals in Rivers State. Based on the conclusion, the study proffered relevant recommendations like providing management programs related to the development of social skills among others.

Determinants of job seekers to select recruitment agency for new job vacancies

The most important determinant of organizational effectiveness is the ability to attract, hire, and develop capable talent. The ability to attract and retain superior employees can lead to sustained competitive advantage for organizations. This is difficult due to the shrinking availability of qualified labor. The use of recruitment agency (RA) or employment agency allows human resource departments to target and identify quality candidates with more efficiency. RA, kind of consultancy, is normally understood as third party recruiter that finds jobs for people seeking them and finds people to fill particular jobs3 . Some RA focus their efforts on executive, managerial, and professional positions (white and yellow collar workers). These firms are split into two groups: (1) contingency firms that charge a fee only after a candidate has been hired by a client company and (2) retainer firms that charge a client a set fee whether or not the contracted search is successful. Most of RA in Vietnam apply contingency basis. Majority of foreign and big local companies use RA as one of the key recruitment sources to attract middle to senior level employees despite there is maybe higher expenses of this source than using other recruitment sources in some extents below: • The job vacancy is top confidential and recruiter cannot launch the public recruitment • The vacancy requires very short time to fill • The limited staffing resources of recruiting department or • The limited candidate pool in some industries or function which may cause very long time to fill the vacancy or to find out the right candidate.

Fostering employee commitment through work engagement: The moderating effect of job satisfaction in a developing-country setting

This study examined the extent to which job satisfaction moderates the relationship between work engagement and perceptions of organisational commitment. The study sample comprised of 839 employees (women = 38%) from a railway organisation in the Democratic Republic of Congo (DRC). The employees completed the Job Satisfaction Questionnaire, the Utrecht Work Engagement Scale, and the Organisational Commitment Scale. Data were analysed by using hierarchical moderator regression analysis to predict employee commitment towards work engagement together with job satisfaction by employee demographics. The findings indicate that the job satisfaction dimensions (Pay, Promotion, Supervisor, Co-workers, and Work-itself) moderated the relationship between work engagement and organisational commitment. Male employees and senior level employees reported higher work engagement and organisational commitment. Job satisfaction and a positive work environment would enhance employees’ levels of energy, dedication, loyalty, and psychological attachment to the organisation.

AHP를 활용한 전시회 참가기업의 기업성과 우선순위 연구 - 2017 스포엑스 참가기업을 대상으로

The purpose of this study is to derive priorities for the performance of the exhibition, and to provide practical basic data to the organizers and participating companies for the exhibition to promote the exhibition industry. To achieve this, the performance items of the participtaing companies and their factors were selected in order to derive their relative importance through AHP analyis. AHP survey targets were 12 senior level employees of participating companies, 11 experts, including professors and Ph.D. researchers, and 11 exhibition-oriented companies. AHP results in a large category item evaluation index being prioritized in the order of market expansion (.299), competitive improvement (.298), newt ork (.157), industrial information (.129), and motivation (.117). Assessment indicators for sub-categories show increased market sales & orders (.307), introduction of new products & new technologies (.277), discovery of new customers (.229) and pioneering new markets (.187). As for sub-categories for motivation, priorities were derived in the orde rof enhancing the sense of belonging & self-esteem (.493), helping with staff recruitment & training (.315), and opportunities for direct communication with customers (.192). Finally, hte priority for the overall group performance factors was to secure a competitive advantage (.130), improve ocrporate image (.119), increase in field sale s & orders (0.092), and introduce new products & new technologies (0.083).

Is all turnover intent the same? Exploring future job preference and environmental considerations

ABSTRACTThis study approaches turnover intent in a novel way by incorporating both environmental and internal organizational factors together to create a more nuanced view of what drives turnover. The analytical focus is on senior-level employees in four agencies within the US Department of Health and Human Services. The findings show that internal organizational factors partially explain decisions to change jobs, but agency and time differences remain even after controlling for those factors. It also finds that the decision to leave government is driven by different factors than the decision to move to other jobs within government.

Talent & Technology: Drawing on Collective Engineering Sentiment To Improve Learning Outcomes

With many engineering disciplines projected to have a shortage of workers in the next 10 years and the impending retirement of many senior-level employees, there has been an emphasis on identifying job competencies and skills gaps. SPE, and others, have developed a variety of tools to identify and address these and help members ready themselves for the emerging realities of the future workplace, further their careers, and meet employers’ expectations. As the SPE Soft Skills Committee reported in the February 2016 issue of JPT(Fig. 1), the American Association of Engineering Societies (AAES) released an Engineering Competency Model (CMT) in July 2015. The group engaged subject matter experts from its 17 member societies to develop the model in conjunction with the US Department of Labor Employment and Training Administration over a 2-year period. The administration partners with industries and professions to develop and maintain dynamic models of the foundational and technical competencies that are necessary in economically vital industries and sectors of the American economy. SPE’s parent organization, the American Institute of Mining, Metallurgical, and Petroleum Engineers (AIME) participated as a member society. AIME interfaced with SPE training staff during development of this model. The creation of the competency model included an examination of existing bodies of knowledge, as well as the inclusion and involvement of the stakeholders within the engineering community, including associations, industry, and academia. The tool was vetted via a webinar, a survey, and an in-person review session. The team built the model to provide a universal standard for the knowledge, skills, and abilities necessary not only for entering the engineering profession but also for maintaining proficiency during one’s career. It is also helpful to employers, educators, associations, and economic developers. While the Department of Labor has used this pyramidal template to develop models for 23 industries, engineering was the first profession for which this was used. Additional detail can be found at https://www.careeronestop. org/CompetencyModel/. Bridging the Engineering Competency Model With SPE’s Competency Work The ECM competencies are laid out in pyramidal fashion to display foundational skills typically learned earlier in life underneath those skills acquired in later stages of educational and workplace achievement. But it stops short of identifying competencies for specific engineering disciplines and jobs. This is where most of SPE’s technical competencies come in.

Work - Life Balance and Employee Health : A Cross-Sectional Analysis of Manufacturing and Service Sectors

Work - life balance and its association/impact have been studied separately in different settings/industries. In the present study, we performed a cross-sectional analysis of the impact of work-life balance on employee health in the manufacturing as well as service sectors. Responses were sought from 150 middle and senior level employees working in various manufacturing and service sector organizations in the North-Western region of India through a structured questionnaire. This sector-wise research examined the interrelationships amongst various demographic variables, health, and work-life balance. The results substantiated that pressure from work causes an imbalance in life, which leads to several health problems including stress. The results also revealed the commonalities and differences in work-life balance across the two sectors.

The Relationship between Human Resources Management Activities and the Practice of Strategic Planning in Saudi Banks

The aim of this study is to examine the relationship between human resources management activities and strategic planning in Saudi Banks. To achieve this aim, the study utilized a questionnaire consists of two validated, well established instruments: the first one is the human resources management activities scale developed by Al-Domour (2008) and includes 34-items that measures an all senior level employees in human resources departments in major banks in Saudi Arabia on the human resources management activities, the second instrument called practice of strategic planning scale developed by Al-Domour (2008) and includes 6-items to identify practice of strategic planning. This questionnaire has been distributed to a sample consist of (265) senior level employees of those banks. A total of (200) complete questionnaires has been received back at a response rate of 75%. After analysing data and testing hypotheses, the study revealed a there is a positive relation between human resources management activities (job analysis, human resources planning, recruitment, selection, training and development, motivation, and performance management) and practice of strategic planning. The study also revealed that there are no statistically significant differences in the response of the respondents on the human resources management activities due to personal characteristics (gender, age, educational qualification, Job title, and years of experience). Based on these results, certain recommendations were suggested.

Analyzing the Effect of Information Technology System Application Product (SAP) on Public Sector Organization’s Performance: (A Case Study of Accountant General Khyber Pakhtunkhwa Office Peshawar)

The advance Accounting software and information system are very vital in public sector. The globalization demands the change toward new technology. Computerized Accounting software like SAP really works in minimizing the work burden and brings efficiency in working profile. History shows that those organizations which focused on their technological improvement proved to be successful organizations on the planet. The study has focused on Public sector organization where most of the work was done manually rather than using the advanced computer infrastructure and information system. The study surveyed 150 employees of the Accountant General Office Khyber Pakhtunkhwa Peshawar of both junior and senior level. The study used stratified random sampling technique creating strata’s for both junior and senior level employees. The selfadministered15 items questionnaire was used tested for validity and reliability. The results found that both type of employees have been benefited from the application and use of computer and information system.