Organizational Success Factors Research Articles

Improving Employees Behavior through Extension in Theory of Planned Behavior: A Theoretical Perspective for SMEs

<p>The purpose of this paper is to review the conceptualization of the adaptation of Theory of Planned Behavior (TPB) with religious orientation in small and medium enterprises (SMEs). The underlying assumption for TPB implication in SMEs is that employee’s behavioral intention at work may be modified via TPB which shall improve the employee competitiveness, which in turn increases the organizational success factors in the industry. The proposed conceptual framework is based on well-known analytical framework for TPB developed by Ajzen, (1991). Literature suggested that religion engenders the shape of behaviour, which is strongly followed by people. Based upon conceptual and empirical evidences framework and propositions are developed to test the adaptation of TPB and religious orientation in SME. The proposed framework provides a basis for developing an empirical model to advance the TBP with religious orientation in SME which further can be test across the SME sectors and results from different geographical and cultural settings may also be explore. This research contributes to existing knowledge by extension of TPB in SMEs operating in Pakistan, which would result in the improvement of employee’s behavior. This study could be of practical value for SMEs owner/ managers, who want to maximize the employee behavior through effective adaptation of TBP with religious orientation that support their organization.</p>

Influence of knowledge management critical success factors on organizational performance in Nigeria construction industry

Knowledge management (KM) is a rising interest in today’s business, great number of construction industry turning to knowledge management is gradually increasing because of its definite benefit realize. In project-based industry such as construction, KM is being viewed as a critical success factor in the everyday business of the society. Two hundred and fifteen designated project managers in the Nigerian construction industry were selected using stratified random sampling. A hypothesized model of critical success factors (CSF) of KM, and organizational performance (OP) was tested using structural equation modeling approach (observed variable), and a proposed model was therefore developed. Nine constructs of CSF with their reliability and Cronbach’s Alpha coefficient of 0.87, 0.82, 0.74, 0.92, 0.87, 0.82, 0.90, 0.71 and 0.70 were tested. All the CSF loadings demonstrated a significant level of 0.94 on the OP. The study serves as a guide to the construction industry on the effect of each CSF outline and deepened reflectiveness of the surpassing role of effective knowledge management in the construction industry. Key Words: Organizational performance, Knowledge management and Critical success factors

Prioritization of Decision Variables for SMBE Cloud based Big Data Solutions Adoption

is becoming the top asset for most organizations and is the key success factor for organizations who are market leaders. The phenomenal growth of Internet and its adoption by consumers has completely changed the market landscape. Consumers are more aware and have various ways of expressing their opinions, thoughts and concerns. Organizations can now no longer ignore these sources of consumer voice and have to be agile enough to use this data to understand the new consumer and his needs. With technological advancement and better business processes, also comes the ability to collect huge data which was never possible before. A typical organization has millions of data records related to functions like Production, Supply Chain, Finance, Customers etc which provide insights into system functionality and maturity. As a bottom line, Organizations have access to Big Data related to its internal processes and external environment which can be used to understand the evolving consumer needs and help these enterprises to move from old age reactive analytics to new proactive and better business interactions and data based business decisions. Until recently only large organizations had the resources to collect access and crunch this data, providing them a competitive edge over others. But with the maturity of Cloud technology these capabilities are now available to the SMBE sector too. Small and medium business organizations can now use cloud based Big Data tools to move ahead and create a niche for themselves in the market irrespective of cost and technology skill barriers. This empirical study looks at the Small and Medium Business Enterprise (SMBE) Sector and aims at identifying top five factors / attributes which influence SMBE adoption of Cloud based Big Data Solutions and ranking these factors based on importance.

Motivating language theory: antecedent variables – critical to both the success of leaders and organizations

Purpose The purpose of this conceptual paper is twofold, i.e. first, to elevate an assumption of Motivating Language Theory (MLT) – walk and talk congruence – to the level of antecedent variable serving as a prerequisite to the implementation of Motivating Language (ML) and second, to explore the components of walk and talk congruence (Behavioral Integrity and Credibility) to understand how they are vital in the establishment of trust at the organizational level which is the key lever for ML to be strategically implemented. Design/methodology/approach The approach is cross-disciplinary, as it utilized MLT from the field of business; applied in the field of education with research from educational researchers; and for the purpose of utilization by organizations, leaders, and scholars from all fields. Findings The findings are leadership communication matters and is how leadership gets done, ML makes a difference to employees and organizations, trust is a critical factor in organizational success, Credibility is all that stands between a leader’s believability or not, and Behavioral Intergrity is the key determiner in walk and talk alignment. Researchlimitations/implications The implications for researchers are new research opportunities in the ML field. Practicalimplications The implications for practitioners are clear in terms of how to maximize leader effectiveness and organizational trust/citizenship, increase employee and organizational outcomes and drive leadership development. Originality/value The value of this paper is to both the practitioner and scholar in terms of application and deepening of the field.

Knowledge management for logistics service providers: the role of learning culture

Purpose– Knowledge management capabilities have proven to be key success factors for organizations within our increasingly information-based economy. Although knowledge management literature has a rich history, less is known about how an organization’s learning culture affects outcomes realized via knowledge management initiatives. Moreover, there is a dearth of understanding regarding how to successfully operationalize knowledge management activities in order to achieve performance in the dynamic logistics and supply chain management environment. Rooted in competence-based theory, the purpose of this paper is to examine the role that learning culture plays with regard to knowledge management capabilities, human capital, and organizational performance at logistics service providers.Design/methodology/approach– This study uses survey data from 448 managers and covariance based structural equation modeling to assess how knowledge management, learning culture, and human capital influence organizational performance.Findings– The results of this study indicate that knowledge management has a significant positive relationship with learning culture and human capital. There was also an indirect effect of knowledge management through learning culture on human capital and organizational performance. Interestingly, human capital did not have a significant relationship with organizational performance as hypothesized.Practical implications– The results support the vital role that leaders and managers have in creating a culture that is conducive to the success of knowledge management initiatives.Originality/value– This study goes beyond the simple direct relationship between knowledge management and personal and organizational outcomes that is usually examined by testing learning culture as an important mediator.

The Relationship between Leadership Styles and Employees' Organizational Commitment (A Case of Debre Berhan University of Ethiopia)

Human resource is one of the essential factors for organizational success of any type. Particularly, it is a vivid fact that organizational commitment of academic staffs in the tertiary level institutions is interesting and vital because of the great importance they have in creating qualified and educated graduates to the country. This research is then aimed at assessing the relationship between leadership styles (Transformational, Transactional and Laissez-faire) and employees’ organizational commitment (Affective, Continuance and Normative commitment) in the case of Debre Birhan University. Respondents were purposively grouped into two (Academic and Administrative) and probability sampling technique called stratified sampling was applied to each stratum and the total sample size of 242 (22 leaders and 220 employees) respondents were considered. Two separate instruments Multifactor Leadership Questionnaire and Organizational Commitment Questionnaire were used to measure leadership styles and employees’ organizational commitment respectively. Finally, the responses of the respondents were analyzed using SPSS (version 16.0).The findings of the study revealed that Transformational Leadership style has a moderate, significant positive relationship with affective commitment while weak, but significant positive relationship with both continuance and normative commitment. While Transactional Leadership style has weak, but significant and positive correlation with all dimensions of commitments and Laissez-faire leadership style has extremely low, but insignificant, negative association with all dimensions of commitments. The overall finding of this study suggest that Leadership style do play important roles in determining levels of affective, continuance and normative commitments, especially Transformational and Transactional leadership styles. So, the institution’s leaders should improve the level of employees’ commitment, especially affective commitment dimension, and retain them through actually practicing effective type of leadership styles and creating conducive environment to employees.

English

Leadership is a critical success factor for nonprofit organizations. However, scholars and practitioners are consistent in claiming that the nonprofit sector is confronting a situation of leadership deficit. The aim of this study is to provide exploratory insights about a style of leadership that seems to be especially fitting to the nonprofit sector, but that is still poorly discussed in the scientific and professional literature: servant leadership. The servant leader is inspired by the intention of serving other members of the organization, with the eventual purpose of making them wiser, more autonomous, and more likely to become servants. Drawing from the findings of a participant observation that I performed within a charitable organization operating in Tanzania (East Africa), in this study, I discuss counterintuitive findings about the effects of servant leadership on the behaviors of the followers. In several circumstances, servant leadership is likely to constrain rather than to empower followers, discouraging their organizational commitment. In fact, followers could become reliant on the figure of the servant leader, thus being unwilling to adopt a proactive behavior to meet the organizational instances. Based on these findings, I suggest an agenda for further research. As well, I point out conceptual and empirical insights.

LEADERS AND PROJECTS - COMMON ISSUES

This article is a small part of a long empirical and practical research and it began from the necessity of models to be followed in organizations and the way they can generate that expected behavior from others. Nowadays, projects seem to be the modern way of doing things in organizations because of their advantages. The article tries to present common issues between leaders and projects, both of them being as determinant factors for organizational success.

Key success factors for social services organizations in Poland

The basic goal behind any action undertaken in an organization management is the will to achieve success. Key (or critical) success factors are the organization’s resources, competence and qualification that create its competitive advantage on a particular market at a given time, and are able to determine its possible future success. The aim of this article is the analysis of the discrepancies between the factual and perceived key success factors of the social service organizations. The results point to the management of social services organisations not possessing enough knowledge about the factors responsible for the success of the entities they manage. This signifies the need to equip the management of the social services organisations with a theoretical background and practical knowledge which will allow them to manage with the expected results.

Determinants of students’ innovation in Higher Education

Innovation in the workplace has been claimed to be a key factor in organizational survival and success. As future workers, university students are a major source of future innovations in organizational settings. Before they enter the labour market, it is in the context of Higher Education that they start developing some of their long-term behaviours, such as innovation behaviours. This study aims to explore the main determinants of university students’ innovation behaviours from a longitudinal perspective. The sample comprised 78 students of Psychology, Management, Fine Arts and Education. The results of this study show that previous innovation behaviours as freshmen, current levels of autonomy and cognitive demands are positively related to individual innovation among university students. Practical implications regarding how to foster innovation efforts in the context of Higher Education are discussed.

Determining the Critical Factors of Tacit Knowledge in Service Industry in Turkey

Tacit knowledge is considered as a strategic factor in knowledge management implementation. Accordingly, it attracts significant attention both from researchers and academicians. Managing tacit knowledge effectively and efficiently is becoming a key success factor for organizations. To gain competitive advantage by using tacit knowledge, tacit knowledge should be understood well. Determining critical factors of tacit knowledge is expected to be helpful. The critical factors of tacit knowledge are one of the challenging issues in knowledge management. This paper aims to analyze critical factors of tacit knowledge based survey data. The survey of this study is conducted on composed of 30 companies from different sectors within service industry in Turkey. The obtained data from the surveys is analyzed through the SPSS statistical packaged software. Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA) show that tacit knowledge was divided into four factors, namely individual/personal knowledge, managerial knowledge, expertise knowledge, and collective knowledge.

A PERSPECTIVA DO ALINHAMENTO DE ESTRATÉGIAS SUSTENTÁVEIS NA GESTÃO DE COOPERATIVAS

In this context where environmental management is configured on a critical success factor for organizations, it is necessary to investigate: If the issues of environmental responsibility are considered and incorporated into business strategies of Cooperatives? To meet the purpose of the present study seeks to analyze the alignment of social and environmental responsibility issues and strategies developed by companies belonging to the Group of Agrarian Cooperative of Rio Grande do Sul/ RS. The research has a quantitative nature. As for his goals, the study can be classified as exploratory and descriptive. Data collection was performed by means of instruments applied to the managers of seven unions belonging to the Group of Agrarian Cooperatives, based in five cities located in the central region of RS. For data analysis, we used SPSS 20.0, which was performed in the test frequency. The main results showed that the units of the Group are consolidated Cooperatives, with significant participation of four thousand associates. In all of Cooperatives, managers are unaware of the importance of environmental management area, because only actions are taken to control water and energy, as well as actions to comply with the regulatory requirements. Thus, it appears that the unions are much weaker than expected for a strategic alignment to environmental management.

CRITICAL ORGANIZATIONAL SUCCESS FACTORS FOR PUBLIC PRIVATE PARTNERSHIP PROJECTS – A COMPARISON OF SOLICITED AND UNSOLICITED PROPOSALS

Public Private Partnership (PPP) projects are typically initiated through solicited or unsolicited proposals. The difference between the processes according to the proposal mode often leads to different levels of involvement and responsibilities for the public and private sectors. However, no robust research exists to capture the differences, depending on the proposal mode, in the roles and involvement of project participants and the impact of those differences on project success. This study intends to explore the critical organizational success factors contributing to the success of PPP projects according to the proposal mode and to provide practical recommendations for project success from organizational perspectives. To assess the factors, 141 questionnaire surveys were conducted with participants in 32 PPP projects. The major findings indicated that “Project Implementation Capability” had the most critical influence on solicited projects, whereas “Risk Sharing and Mitigation Strategies” was the most significant in unsolicited projects. In addition, “Interorganization Coordination” among project participants was essential to the success for both solicited and unsolicited projects. Government roles and involvement were also critical, although their contributions were relatively less important than other critical organizational success factors. Based on the findings, practical recommendations were provided for the success of solicited and unsolicited projects.

Pivotal Organizational Success Factors in a Cyberspace Classroom

Pivotal Organizational Success Factors in a Cyberspace Classroom

Success Factors in CRM Implementation: Results from a Consortial Benchmarking Study

This work offers a state-of-the art survey of information systems research on electronic customer relationship management (eCRM). It provides important new frameworks derived from current cases and applications in this emerging field.Each chapter takes a collaborative approach to eCRM that goes beyond the analytical and operational perspectives most often taken by researchers in the field. Chapters also stress integration with other enterprise information systems.The book is organized in four parts: Part I presents an overview of the role of CRM and eCRM in marketing and supply chain management; Part II focuses on the organizational success factors behind eCRM implementation; Part III presents cases of eCRM performance enhancement; and Part IV addresses eCRM issues in business-to-consumer commerce.

Critical Organisational Success Factors Used In the Evaluation of Training & Development

Evaluation of training and development does not take place in a vacuum, but is influenced by various critical organizational success factors. These factors include creating a culture, developing leadership, performance management and creating a learning organization. Various organizational factors are critical to the effective evaluation of training and development initiatives. Evaluation of training and development cannot be separated from organizational culture as culture directs the behavior of employees. As a result, careful attention should be given to establishing a culture that is supportive for the attainment of training and development objectives. The main aim of this article is to highlight the importance of critical organizational success factor for effective evaluation of training and development in the Botswana public service sector.

Can HRM Practices Improve Job Satisfaction of Ready Made Garment (RMG) Workers in Bangladesh? An Alternative Solution to Recent Unrest

Labor unrest in RMG sector of Bangladesh has become a major problem in trade and finance due to whichorganizations are losing their business. RMG workers are not so happy with their employers because of improperlabor practices. However, employee’s job satisfaction is an important factor for organizational success. ThroughHRM practices, organizations try to increase satisfaction among the employees for goal achievement. Theobjective of this study is to examine the relationship among financial, non financial HRM practices and jobsatisfaction of RMG workers in order to reduce unrest. For this study, 35 different RMG companies have beenchosen on convenient basis around Dhaka, Gazipur and Narayanganj district of Bangladesh. This study adoptsregress method under 200 questionnaires survey where data have been collected from both managerial and nonmanagerial workers. Present study has found that both financial and non-financial job factors are making theworkers satisfied, so that they are less likely to involve in labor unrest.

Discovering the genesis and role of an intermediate organization in an industrial cluster: focusing on CONNECT of San Diego

While the significant role of networking organizations in building industrial clusters is well recognized, the literature has not sufficiently accounted for the development, functions and success factors of intermediate organizations. The case study employed in this paper highlights the historical development and role of a networking organization, CONNECT, of the San Diego region, which is now recognized as one of the most successful platforms fostering collaboration and interaction. The functions of CONNECT, as an intermediate organization, in building an industrial cluster include its role in convening the entire community to help novice entrepreneurs. CONNECT has evolved to be a successful organization because it went through community-wide discussions, focused on bridging separated sectors, and was managed by dedicated leadership. The policy implication for creating an effective intermediate organization is to motivate regions to collaborate in finding tailored programs through a bottom-up process.

Performance expectancy and use of enterprise architecture: training as an intervention

Purpose– Enterprise architecture (EA) aligns information systems with business processes to enable firms to reach their strategic objectives and, when effectively employed by organizations, can lead to enhanced levels of performance. However, while many firms may adopt EA, it is often not used extensively. The purpose of this paper is to examine how performance expectancy (PE) and training affect the degree to which organizations use EA.Design/methodology/approach– The paper employed a survey method to gather data from IT professionals, senior managers, and consultants who work within organizations that have adopted EA. Covariance-based structural equation modeling was used to analyze the research model and test the hypotheses.Findings– The paper found PE to be a significant predictor of EA use. In addition, training is also shown to enhance use of EA while also playing a mediating role within the relationship between PE and use of EA.Research limitations/implications– The study is limited by the focus only on training as an intervention. Other mediators and/or moderators such as top management support and organization culture may also play an important role and should be examined in future studies. Nonetheless, the study demonstrates the critical role that training can play in facilitating widespread use of EA within organizations.Practical implications– Widespread use is a critical success factor for organizations that want to gain the maximum possible benefit from EA. To achieve extensive use, the study suggests that organizations that adopt EA should consider implementing a formal and robust education and training program.Originality/value– This study extends the research on information technology training by examining the role of training as an intervention within the technology acceptance paradigm. The paper also contributes to the literature regarding post-adoption innovation diffusion by demonstrating the efficacy of organizational training in promoting widespread usage.

Linguistic Extension for Group Multicriteria Project Manager Selection

Qualified human resource selection is one of the organizational key success factors. Since choosing the best candidate to fill the defined vacancy in a company is a complex task, intelligence analytical methods would be required to deal with this important issue. Regarding the vagueness and uncertainty of human resource selection process, it requires the linguistic extension of multicriteria decision making (MCDM) models for robust recruitment. This research is aimed to develop a fuzzy MCDM model for linguistic reasoning under new fuzzy group decision making. The new linguistic reasoning for group decision making is able to aggregate subjective evaluation of the decision makers and hence create an opportunity to perform more robust human resource selection procedures. A numerical example demonstrates possibilities for the improvement of human resource management and any other business decision areas through applying the proposed model.