Organizational Success Factors Research Articles

A comprehensive analysis of knowledge management role in developing business performance

There is a lack of information about KM's comprehensive influence on total corporate success, even with the field's relevance in modern business settings increasingly acknowledged. To overcome this gap, this research explores the complexities of KM and how they affect the performance of organizations. Knowledge Management (KM) has become one of the most well-known contemporary leadership strategies. A rigorous strategy was used to conduct a thorough examination of the relationship between KM techniques and company performance. The research uses a combination of qualitative and quantitative methodologies, such as instances, questionnaires, and data analysis to provide a comprehensive comprehension of the topic. The results show how KM contributes in many ways to corporate effectiveness. Determine the essential KM techniques that have a substantial influence on a range of organizational success factors, such as decision-making and innovation as well as operational effectiveness. For companies seeking to maximize their KM tactics for improved performance, the findings provide insightful information. The study findings have practical relevance for firms seeking to improve overall performance in today's competitive and dynamic business environment by strengthening their KM activities.

The Impact of Leadership Style, Training and Organizational Culture on Employee Productivity through Job Satisfaction

Employee productivity is a critical factor for organizational success, yet it can be influenced by various elements within the workplace. This study aims to investigate the interplay between leadership style, training opportunities, organizational culture, and job satisfaction, and how these factors collectively impact employee productivity. By examining the relationships among these variables, the research seeks to provide insights into optimizing workplace environments and practices that foster high levels of employee engagement and performance. The data were first processed for the characteristics of the respondent using the IBM SPSS 29 program, and then the questionnaire results were processed using the Structural Equation Modelling (SEM) method with the AMOS 29 program. The study found that that leadership style positively affects productivity, training has a positive effect on productivity, organizational culture has a significant positive effect on productivity, leadership style does not significantly influence job satisfaction, training has a significant positive impact on job satisfaction, organization culture positively influences job satisfaction, job satisfaction does not mediate the effect of leadership style on productivity, job satisfaction significantly mediates the effect of training on productivity, and job satisfaction also significantly mediates the effect of organizational culture on productivity.

FEATURES OF DEVELOPING A DIGITAL MARKETING STRATEGY IN AN ELECTRONIC BUSINESS ORGANIZATION

This article analyzes the fundamental aspects of constructing a digital marketing strategy in organizations focused on electronic business. The impact of contemporary trends and challenges in electronic business on the strategic thinking of enterprises is described, particularly in the context of rapid technological changes and increased competition. The author explores key aspects of digital marketing strategy, defining their role in achieving success in electronic business. Specifically, the transition from traditional marketing methods to the use of online tools and internet platforms is examined. Special attention is given to creating an effective company image in the online environment and developing strategies aimed at building consumer trust. Proposed practical recommendations focus on improving segmentation, integrating electronic marketing, and creating personalized marketing messages for effective interaction with digital consumers. Proper construction of a digital marketing strategy enables the efficient utilization of digital marketing tools and internet platforms to enhance interaction, attract new customers, and retain existing ones. The overall goal is to improve the efficiency of marketing strategies, ensure high customer satisfaction, and increase the profitability of electronic business. This information can be utilized by top management, marketing departments, and electronic business specialists for the development and enhancement of marketing strategies. The emphasis is placed on the fact that an effective digital marketing strategy is a key success factor for organizations operating in the electronic business sector, highlighting the importance of continual adaptation to changes in the online environment to secure a sustainable competitive advantage through the use of personalized approaches and innovations.

FEATURES OF DEVELOPING A DIGITAL MARKETING STRATEGY IN AN ELECTRONIC BUSINESS ORGANIZATION

This article analyzes the fundamental aspects of constructing a digital marketing strategy in organizations focused on electronic business. The impact of contemporary trends and challenges in electronic business on the strategic thinking of enterprises is described, particularly in the context of rapid technological changes and increased competition. The author explores key aspects of digital marketing strategy, defining their role in achieving success in electronic business. Specifically, the transition from traditional marketing methods to the use of online tools and internet platforms is examined. Special attention is given to creating an effective company image in the online environment and developing strategies aimed at building consumer trust. Proposed practical recommendations focus on improving segmentation, integrating electronic marketing, and creating personalized marketing messages for effective interaction with digital consumers. Proper construction of a digital marketing strategy enables the efficient utilization of digital marketing tools and internet platforms to enhance interaction, attract new customers, and retain existing ones. The overall goal is to improve the efficiency of marketing strategies, ensure high customer satisfaction, and increase the profitability of electronic business. This information can be utilized by top management, marketing departments, and electronic business specialists for the development and enhancement of marketing strategies. The emphasis is placed on the fact that an effective digital marketing strategy is a key success factor for organizations operating in the electronic business sector, highlighting the importance of continual adaptation to changes in the online environment to secure a sustainable competitive advantage through the use of personalized approaches and innovations.

An adoption of sustainable business model: An empirical study identifying the success factors of IT service sector organizations

Being competitive has become essential to surviving in the current, rapidly evolving and highly dynamic corporate climate. Companies must streamline their operations if they want to remain competitive. Enterprise resource planning (ERP) systems that have been applied successfully give businesses better practices and procedures. The article uses past literature to illustrate a new conceptual framework considering strategic, organizational, technological and environmental aspects for the effective implementation of ERP system in the information technology (IT) service sector. The primary focus is to find out the effectiveness of ERP deployment from the users’ perspective. For this analysis, information was gathered from 152 Indian IT companies that had already installed an ERP system. Factor analysis, both exploratory factor analysis and confirmatory factor analysis, was used in the present study to find out the factors from the mentioned four perspectives. Structural equation modelling allows researchers to observe the relationships between the emerged factors. The findings suggest that end users of IT firms have recognized the value of emerging constructs for successful ERP implementation leading to sustainable firm growth, underscoring the significance of the suggested framework in their quest to become more competitive in the market.

Unleashing Digital Agility

The emergence of digital technologies has disrupted traditional business models, forcing companies to adopt agile responses to remain competitive. Digital agility, the ability to quickly adapt to digital disruptions and opportunities, has become a crucial factor in organizational success. This study aims to synthesize the existing literature on agile responses to digital challenges from a strategic capability perspective, examining the various facets of digital agility, including its antecedents, outcomes, and the organizational factors that enable its development. The present study provides a synthesis of drivers, challenges, strategies, and outcomes of digital agility aligned with the organization, and presents a discussion about future research direction. The study can help organizations unleash digital agility to respond effectively to digital challenges.

UNLOCKING EMPLOYEE ENGAGEMENT: EXAMINING REWARD MANAGEMENT'S IMPACT ON MOTIVATION AND TURNOVER INTENTIONS

Employee engagement and retention are crucial factors for organizational success. This study explores the relationship between reward management, motivation, and turnover intentions in the workplace. By examining how reward systems influence employee motivation and subsequent turnover intentions, this research sheds light on strategies to enhance employee engagement. Through surveys and statistical analysis, data from a sample of employees reveal the mediating role of motivation in the relationship between reward management and turnover intentions. The findings suggest that effective reward management positively impacts motivation, consequently reducing turnover intentions. Insights from this study offer practical implications for organizations striving to enhance employee engagement and retention.

The Impact of The Islamic Brotherhood on Financial Performanc

Brotherhood, both in the context of personal relationships among men and within the organization itself, plays a vital role in personal growth, support, and knowledge-sharing. Job satisfaction is a crucial factor in employee well-being and organizational success shown by the financial performance, influenced by various factors such as pay, relationships, and work-life balance. Therefore it is important to understand the impact of Islamic Beotherhood in job satisfaction. This research review of corporate financial performance was conducted by reading and analyzing 25 peer-reviewed journal articles. This study hopefully will fill the gap about the impact of Islamic Brotherhood on Financial Performance.

Exploring the factors influencing Mobile‐based Ubiquitous System adoption in the Bangladesh RMG sector: A view through DOI and TOE

AbstractRelatively little is known about micro‐ and macro‐level determinants of mobile phone ubiquitous system (MbUS) adoption by the manufacturing industry, such as is the case with the ready‐made garment (RMG) industry in Bangladesh. This research closes this gap, by presenting the adoption factors of MbUS in RMGs through applying the Rogers' Diffusion of Innovation theory and technology, organization, environment framework, to explore individual, technological, organizational, and environmental determinants of MbUS adoption. The study also reports on critical country level‐factors, organizational success factors and obstacles in MbUS adoption in RMGs. A qualitative method using interviews with the ready‐made garment (RMG) factory owners, managers, employees, and IT experts, suggests technological readiness, easily understandable MbUS technology, RMG capability, government intervention, and a supportive regulatory environment, were found to be macro‐level determinants of successful MbUS adoption. A survey was also conducted to explore the micro‐level customer‐centric factors, which found the relative advantages of MbUS, cost, the age of user's (p < 0.000), and influence on intention to use MbUS. This paper also identifies MbUS as a technical solution for time‐critical information in RMGs, the competitive environment of RMGs, empowerment opportunities and countrywide demands to improve the RMG situation, are important adoption factors of MbUS rarely identified in prior literature. The findings will be of value to RMGs, government, and MbUS developers, to accelerate development of MbUS in Bangladesh. Furthermore, the findings have implications for other developing countries by improving the capacity of RMGs, while realizing their own development goals through mobile technologies.

How tourism memory boosts creativity? The role of openness to experience

Although tourism memory is widely regarded as a valuable commodity, scant research examines its influence on creativity, a crucial factor for individual and organizational success. Moreover, while both travel and work are vital for human functioning, there are inconsistent views on whether they are opposing domains. This research aims to fill these gaps by investigating the unique characteristics of tourism memories and their effect on creativity at the individual level. Across four studies, we demonstrate that merely recalling one's tourism memory - even from a long time ago - increases creativity. We have also found that this effect is mediated by an increased state of openness to experience triggered by tourism memory retrieval, and one's trait openness moderates this effect. Our research contributes to the literature on tourism, management, and psychology, also offering insights for marketers and organizations to leverage the potential of tourism memories to foster creativity and success.

The Impact of Family Supportive Supervisor Behavior on Employees’ Proactive Behavior: A Cognitive and Affective Integration Perspective

With the increasing complexity of the external organizational environment, employees’ proactive behavior has become a critical factor for organizational success. However, there is limited research exploring the mechanisms behind employees’ proactive behavior from the perspective of family supportive supervisor behavior, which satisfies employees’ work–family balance. Based on the Cognitive–Affective Personality System theory and in the context of escalating work–family conflict and the Chinese cultural context, which emphasizes reciprocity, this study collected survey data from 535 employees in two stages. The study aimed to investigate the relationship between family supportive supervisor behavior and employees’ proactive behavior. The results show that family supportive supervisor behavior has a positive impact on employees’ proactive behavior; perceived insider status and affective commitment partially mediate the impact of family supportive supervisor behavior on employees’ proactive behavior; and perceived insider status and affective commitment play chain-mediating roles in the influence of family supportive supervisor behavior on employees’ proactive behavior. This study innovatively reveals the “black box” of the relationship between family supportive supervisor behavior and employees’ proactive behavior from the internal perspective of individual cognition–emotion. This expands the research on the consequences of family supportive supervisor behavior in the work field and provides inspiration for enterprises on how to motivate employees’ proactive behavior.

Cultivating emerging leadership competencies for individual and organizational success

Purpose: Leadership is a critical factor for individual and organizational success in today's complex and dynamic business environments. Effective leaders possess a wide range of competencies that enable them to inspire, guide, and influence others to achieve common goals. This study examines the concept of leadership competencies and their roles in fostering individual and organizational success. Research methodology: This methodological approach is based on a review of published literature outlining the significance of the leadership competency concept and the four key emerging leadership competencies for organizational performance. Results: The findings indicate the importance of the competency paradigm, which contributes to the quality of leadership. Specifically, key emerging competencies will provide valuable insights for leaders, human resource professionals, and researchers in the field of leadership development. Limitations: The research review method is based on secondary data; hence, it has its limitations. Owing to the evolving dynamic contextual leadership landscape, some crucial leadership competencies may emerge over time in some geographical organizational contexts. This necessitates a continual study and analysis of the evolving trends in emerging leadership competencies in organizations. Contribution: This study contributes to enhancing insights and knowledge of leadership development. Other concepts discussed include the competency definitions, competency model, skill-based model, and integrative competency framework. Novelty: The research and discussion on the proposed integrative emerging leadership competencies add to the merit of this paper. There is evidence that the competency framework results in individual and organizational performance.

EMPLOYEE ENGAGEMENT: A LITERATURE REVIEW

Employee involvement is an important factor in organizational success, which is able to drive productivity, innovation, and employee welfare. This literature review aims to provide a comprehensive overview of employee engagement, exploring the conceptualization, causes, outcomes, and measurement of employee engagement. The conceptualization of employee engagement involves the emotional, cognitive, and behavioral aspects of employee relationships and commitment to their work and organization. This includes factors such as job satisfaction, organizational commitment, and a sense of belonging. Many causes affect employee engagement including personality characteristics, job characteristics, and work environment. In addition, organizational factors such as leadership style, communication style, and organizational culture have a significant effect on the level of involvement. Employee engagement is complex and has far-reaching implications for organizations. Employees who are highly engaged tend to show higher job performance, increased organizational concern, and lower turnover. The article also identifies various employee engagement measurement approaches whose results can be used as evaluations for organizations to improve performance. Overall, this literature review provides a comprehensive overview of employee engagement, the Concept of Employee Engagement, Influencing factors, outcomes, and engagement measurement.

The Role of Psychological Safety in Team Communication: Implications for Human Resource Practices

In the fast-paced environment of contemporary workplaces, characterized by a focus on innovation and collaboration, effective team communication stands out as a critical factor for organizational success. At the heart of such communication dynamics lies the concept of psychological safety—a shared belief within teams that encourages individuals to express themselves without fear of negative consequences. Recognized as a fundamental element for high-performing teams, psychological safety is now undergoing a paradigm shift in human resource (HR) practices, which traditionally concentrated on recruitment, training, and performance management. As organizations navigate the complexities of the global market, understanding and fostering psychological safety within teams have become imperative. This paper explores the multifaceted dimensions of psychological safety in team communication and its implications for contemporary HR practices. The groundwork for psychological safety was laid by Edgar Schein, whose seminal research emphasized the importance of trust and mutual respect in organizational settings. Drawing from social psychology theories, Schein highlighted psychological safety as a facilitator for authentic expression and constructive dialogue. Amy Edmondson's subsequent research further underscored the pivotal role of psychological safety, particularly in fostering open communication, learning, and innovation within teams. Psychological safety, defined as the perceived safety of interpersonal interaction, influences team communication and performance significantly. Various factors such as role-based characteristics, organizational trust, and empowering leadership contribute to its establishment. Trust moderates the relationship between work locus of control and psychological safety. Training interventions and individualized attention from managers have also been identified as means to enhance psychological safety, especially in interprofessional teams where it is crucial for effective communication and decision-making. Within psychologically safe teams, members feel empowered to voice opinions, share ideas, and challenge norms without fear of reprisal. This openness fosters a culture of constructive feedback and continuous improvement, driving innovation and problem-solving initiatives. Vulnerability, as advocated by Brené Brown, plays a crucial role in this context, facilitating authentic engagement and deeper relationships among team members. With the rise of remote work and virtual collaboration, the importance of psychological safety becomes even more pronounced. HR practices must adapt to foster psychological safety in virtual teams, leveraging technology to promote inclusivity and mitigate communication barriers.

Critical Success Factors for Applying Six Sigma in Transformative Industries in Iraq

Purpose: the article aims to measuring Critical Success Factors (CSFs) for Applying Six Sigma (SS) in Iraq Transformative Industries (TI). Theoretical framework: The theoretical framework included a conceptual presentation of organizational success factors according to the Six Sigma tool in a sample of Iraqi companies. Design/methodology/approach: To ensure six sigma is successful, twenty-two CSFs have been found in the literature. These include managerial involvement and commitment, alignment with institutional strategy; communication; and team member selection. Surveys of Iraqi TI verified the instrument, resulting in (97) results. Only experienced project managers were asked to take the test. Exploratory factor analysis were performed on the collected data using the SPSS software package. Findings: TI can use the proposed instrument to evaluate how Six Sigma's important success characteristics are controlled throughout the construction of improvement projects (IPs), according to our findings. Research, Practical & Social implications: the survey can help industries discover areas for development when adopting the six-sigma technique and fit models to evaluate how key success factors combine to achieve the desired results of improvement projects. Originality/value: A project's success is dependent on the achievement of its crucial success criteria. Based on these findings, a six-sigma critical success element implementation assessment instrument will be developed and tested.

Effect of Psychological Meaningfulness on Job Involvement, Proactive Behavior, and Performance: Focusing on the Mediating Effect of Self-Efficacy

Employee well-being and productivity are crucial factors for organizational success, and understanding the relationships between psychological meaningfulness, job involvement, proactive behavior, and performance can help organizations to create more supportive and engaging work environments. This empirical study aimed to examine these relationships, with a particular focus on the mediating role of self-efficacy. Research models and hypotheses were derived from a literature review and tested using structural equation analysis on data collected from a questionnaire survey of 398 employees. Results indicated that psychological meaningfulness was significantly related to self-efficacy, job involvement, proactive behavior, and performance. Self-efficacy was found to play a significant mediating role in the relationship between psychological meaningfulness and job involvement, between psychological meaningfulness and proactive behavior, and between psychological meaningfulness and performance. These findings suggest that fostering employees’ psychological meaningfulness can improve their self-efficacy, job involvement, proactive behavior, and, ultimately, their performance. These results have important implications for organizations seeking to enhance their employees’ well-being and productivity.

Leadership Competencies for Effective Quality Improvement: A Qualitative Study of Best Practices and Success Factors in High-Performing Organizations

Leadership Competencies for Effective Quality Improvement: A Qualitative Study of Best Practices and Success Factors in High-Performing Organizations

Individual, Group Dynamics, and Organizational Processes in the Workplace: Factors for Better Performance and Organizational Success

Introduction/Main Objectives: Research in individual, group dynamics, and organizational processes for organizational behavior can offer valuable insights into how people behave in the workplace. These insights can assist organizations in enhancing their effectiveness, promoting teamwork, and cultivating a culture that is more diverse and inclusive. Background Problems: Organizational behavior is complex and multifaceted, and there are many different factors that can influence good work performance. Novelty: In the area of organizational behavior, there is a growing interest in the intersection of technology and human behavior, also the need to understand team performance and collaboration. There is a lot of need to explore literature studies in various time spans regarding these aspects to be able to find models related to new systems and technologies. Research Methods: Literature study, a research method that involves collecting and analyzing existing research and academic literature on this topic. The data in this study are from previous studies in the form of textbooks, research papers, and articles. Research was conducted with 6 steps of literature study. Finding/Results: There are 7 main factors and 18 sub factors related to individual aspects. There are 6 main factors and 18 sub factors related to group aspects. And there are 3 main factors and 9 sub factors related to organizational processes, where the three main factors above affect good work performances. Research results can be further tested in specific organizational environments for the development of knowledge and to explain empirical and theoretical gaps.

The effects of green management practice on organizational performance success: An empirical study in HK building industry

Building development has been causing adverse environmental effects with emissions of greenhouse gas in the range of about 40% and consumed energy of about 35% in 2018 in developing countries. Expediting green management practices in an environmental, economic, and social manner becomes crucial in the building industry. Guiding from the systematic literature review, a whole building life cycle engagement of Green Marketing Strategy (GMS) and Green Technology Development (GTD) as green management practices to achieve organizational performance success in terms of Green Performance Success (GPS) & Finance Performance Success (FPS) lacks scholars’ studies. From a theoretical point of view, the pre- and post-building phases’ critical factors should be further explored and investigated. Few research studies can be identified for the conventional construction projects in selecting critical organizational performance success factors in their pre- and post-project stages. This research aims to provide an understanding into the effects of the green management practices on organizational performance success through a questionnaire survey follows by post-survey interviews, case studies, and green expert interviews so as to incentivize the promotion of the green management practices to combat global warming and greenhouse gas emissions. The results of a moderated hierarchical regression analysis revealed that green management practices in terms of green marketing strategy and green technologies development have a significant impact on firm performance in terms of green performance success and financial performance success. Further investigations of how the supplier cooperation and green building uncertainty moderate green management practices on organizational performance are studied. The experts’ interviews directed that the government take a leading role in asserting green management practices implementation, particularly in making green building development mandatory. Advanced construction information technology (e.g., building information modeling) should be used to inspire the building process to generate and manage building data to improve the green building technological design incorporation to recycle the building elements with waste reduction. Above all, the instituting of a robust and operational market platform for the green materials and products with a performance index would enhance the vision and mission of green marketing strategy to reduce the materials costs progressively. Commitment and cooperation of suppliers to deliver suitable green performance materials and products is also beneficial to the building industry. As the study indicated, the higher level of technological and logistical integration with the suppliers’ base will lead to higher levels of environmental collaboration and building firms’ performance.

Implementation Of Transformational Leadership And Organizational Commitment In The Development Of Human Resources From The Perspective Of Organizational Culture

This research discusses the implementation of transformational leadership and organizational commitment in the development of human resources (HR) from the perspective of organizational culture. The research was conducted at a UNISMA hospital company by collecting data through interviews, observations, and documentation consisting of the director, head of HR, head of Medicine and Midwifery section, Head of Spirituality.
 The results of the minor proposition show that proposition one: Transformational leadership based on Surat Al-maidah is able to care for all employees of UNISMA Hospital, proposition two: Surat Al-maidah-based organizational commitment is able to create a competitive work nuance of UNISMA Hospital, and proposition three: family-based HR development is able to create employees with character at UNISMA Hospital. Then, the major proposition was found that Islamic-based transformational leadership behavior was able to create organizational commitment and human resource development in order to improve the organizational culture of UNISMA Hospital
 Based on the results of minor propositions and major propositions, it is recommended that UNISMA Hospital pay attention to the organizational culture built and strengthen transformational leadership in HR development. This can increase organizational commitment and employee performance in achieving organizational goals. In addition, this research can be a reference for other companies in developing human resources and paying attention to organizational culture as an important factor in organizational success.