Sustainable Growth Of Organization Research Articles

Barriers and opportunities of the circular economy in small and medium enterprises: a systematic review of the literature

This study aimed to present a portrait of studies on Circular Economy (CE) in Small and Medium-sized Companies (SMEs), from 2011 to 2021, referring to articles published in Scopus database journals. To this end, a systematic literature review (RSL) was developed, which collected a sample of 141 articles, which, after being evaluated, resulted in a total of 25 studies to be investigated, falling within the scope of this proposal. The main results show that the connections between the subjects are increasing, confirming that the implementation of CE aimed at SMEs has become a relevant issue that requires scientific deepening. There is a greater incidence of economic and political barriers, emphasizing the lack of financial resources combined with the lack of incentives for industries. The research contributes by exploring the concept of CE, taking into account current discussions on the subject. It is important that the barriers that inhibit the application of CE are overcome, that a model is properly designed and joint and strategic actions are implemented. The suggestion for future research involves the creation of a theoretical framework that articulates the identified elements and serves as a basis for SMEs, translating the transition as a path of sustainable organizational growth.

The Impact of Linguistic Diversity on Intercultural Communication in Nigerian Organizations: A Review

Nigeria stands out globally for its profound cultural and linguistic diversity, encompassing over 500 distinct languages. Among these, the Hausa, Yoruba, and Igbo languages serve as predominant, with several hundred others classified as minority languages. This diversity not only reflects the country’s ethnic richness but also presents unique challenges and opportunities in organizational settings. However, this study examines deeply into the challenges and opportunities presented by Nigeria’s linguistic diversity within organizational contexts. It explores how language barriers impact daily interactions, teamwork, and overall organizational effectiveness. Drawing from a thorough review of scholarly literature sourced from reputable databases like Scopus, Web of Science, Google Scholar, Semantic Scholar, and ResearchGate, the study identifies prevalent issues and examines potential solutions. By addressing these complexities, the study aims to offer a comprehensive framework for understanding the elaborate dynamics of intercultural communication shaped by linguistic diversity in Nigeria. It emphasizes the critical need for proactive strategies that embrace diversity as a driver of innovation, collaboration, and sustainable organizational growth in today’s interconnected global business landscape. The findings underline the importance of fostering inclusive communication practices, promoting cultural sensitivity, and enhancing language proficiency among employees to effectively navigate and leverage Nigeria’s diverse cultural milieu for organizational success.

The Effectiveness of Women's Participation in Relation to Managerial Sustainability for Sustainable Organizational Growth

The Effectiveness of Women's Participation in Relation to Managerial Sustainability for Sustainable Organizational Growth

Demystifying Organizational Health: What Is It And Why Does It Matter?

As organizations seek to develop high-level leadership skills, improve employee engagement and work towards long-term growth, the theory and application of organizational health has begun to gain increasing importance both in the business world and in academia. This article provides an overview of key concepts of organizational health by dismantling commonly held myths on the topic. It emphasizes the role of leadership, growth mindset, creativity, innovation, psychological safety and vulnerability-based trust in this process. Maintaining consistency across these practices is critical to gaining long-term results. Benefits of organizational health include psychologically empowered employees, increased employee engagement, improved communication, strong leadership, higher profits and sustainable organizational growth. The article concludes by highlighting the need for the development of organizational health within the Canadian context, particularly for marginalized groups.

Performance Transformation Through Understanding the Quality of Employee Relationships at the Population and Civil Registration Office of Bone Regency

Purpose: The research aims to analyze the impact of Relationship Quality between employees and the organization on individual and overall organizational performance at the Population and Civil Registration Office of Bone Regency. Theoretical Framework: The investigation is anchored in the paradigm that Relationship Quality—characterized by trust, commitment, and satisfaction—plays a crucial role in enhancing both individual and organizational efficacy. The study theorizes that a robust relationship quality leads to improved job satisfaction, loyalty, and professional development, thereby influencing performance outcomes. Method: A qualitative descriptive methodology was employed, segregating the collected data into primary and secondary categories. Primary data were gathered through observations and interviews, while secondary data were compiled from intermediary sources such as written documents. The data underwent a rigorous process of reduction, display, and verification to ensure comprehensive analysis and authenticity. Results: The study concludes that the Population and Civil Registration Office of Bone Regency exhibits strong and productive working relationships, with high levels of trust, professionalism, and adaptability among employees. Despite the prevalence of high job satisfaction, the need for revisiting the compensation scheme was identified as a factor for further improvement. Conclusion: The research advocates for the advancement of trust, adaptability, and professionalism through continuous training and effective communication. It also suggests that implementing a compensation satisfaction survey and a performance-based incentive scheme will enhance employee dedication and performance, fostering sustainable organizational growth. Originality/Value: This study contributes to the existing literature by providing empirical insights into the significance of Relationship Quality in public sector organizations, particularly within the Population and Civil Registration Office of Bone Regency, which has scarcely been examined. The findings underscore the potential of strategic HR initiatives in bolstering organizational performance.

Karakteristik Manajemen dan Kepemimpinan Transformasional sebagai Penentu Kreativitas Karyawan yang Dimediasi oleh Kepuasaan Kerja

<em>Many organizational top managers are increasingly aware of the importance of innovation as a precondition to maintaining sustainable organizational growth. Moreover, creativity is also often seen as the main driving force for innovation. The aim of this study is to analyze the effects of management characteristics represented by the dimensions of supervisor’s humility and abusive supervision, and transformational leadership on employee creativity mediated by employee job satisfaction. Utilizing a purposive sampling method, this study selected 260 back-office employees who work at banks in Indonesia and the online survey was administered during the period of June to July 2022. Employing PLS-SEM as an inferential analysis tool, this study found that a supervisor’s humility and transformational leadership have positive effects, whereas abusive supervision has a negative effect on employees’ job satisfaction. Furthermore, employee job satisfaction was also found to mediate the effects of supervisor’s humility, abusive supervision, and transformational leadership towards employee creativity.</em>

Is High-Performance Work System Making Employees Happy? An Integrated Model and Research Agenda for Sustainable Organizational Growth

Is High-Performance Work System Making Employees Happy? An Integrated Model and Research Agenda for Sustainable Organizational Growth

The Influence of Transformational Leadership on Indigenous Family Businesses: A Case Study of Zimbabwe Indigenous Family Businesses

The objective of the study was to establish the influence of transformational leadership in enhancing sustainable organizational growth for family-owned businesses in Zimbabwe. Transformational leadership is a management technique whose major purpose is to improve new ways of growing and sustaining the organization’s goals and aspirations. The study focused on family-owned businesses in Harare Metropolitan Province with the population for the study comprising owners, managers and employees of the family businesses. The research assumption was that family businesses that use elements of transformation leadership are more likely to survive after the death of the founding owner. Family-owned businesses creation, development and life span are basic to the achievement of the worldwide economy. Not much work has been done in the context of Zimbabwe’s family businesses, more so with emphasis on transformational leadership for family businesses in particular. The study revealed that transformational leadership style influences the growth of their family-owned businesses as transformational leadership style motivates positive changes in the followers. The study also revealed that transformational leadership elevates the interests of employees and stir employees to look beyond their own self-interests for the good of the company.

Quality Management and Operational Performance: A Case Study from Pakistan

The primary purpose of this study was to find the effect of quality management on organization performance in the garment sector. The reason for choosing the garment industry was its rapid growth and the use of quality management in operational performance. A deductive approach followed by a quantitative research method was used. The data was collected through survey questionnaires on a five-point Likert scale using a random sampling technique from 131 employees working in various garment factories in Karachi. Further, the IBM® SPSS® V22.0 was utilized as a statistical tool. The findings found that the hypothesis was supported by narrating that quality management significantly and positively influences operational performance. The study can help researchers and practitioners realize the imperative role of quality management for operational performance and, eventually, sustainable organizational growth.

Corporate Social Responsibility impacts sustainable organizational growth (firm performance): An empirical analysis of Pakistan stock exchange-listed firms

This study examines of impact on Organizational sustainable growth (firm performance) of Corporate Social responsibility, Leverage on Assets, firm age and firm. This study used sample data of 296 Pakistan stock exchange-listed firms and applied correlation, Ordinary least square regression model for estimate factor impact, and Robustness use for the result is reliable and sustainable. This study used Sustainable Corporate Social responsibility (independent variable), leverage on Assets (moderator variable), firm age and firm size (control variable) and Correlation, Ordinary least square regression model that confirmed their variables, i.e. Corporate Social responsibility, Leverage on Assets, firm age and firm size highly impacting on sustainable organizational growth (firm performance). Robustness test results also confirm the reliability, validity and sustainability of results. That shows results are highly significant reliable, and sustainable. Sustainable Corporate Social responsibility is the leading factor that enhances the firm performance. Firm size and age are significant for sustainable organizational growth (firm performance). This study implication is very significant; policymakers more focus on Sustainable Corporate Social responsibility and corporate commitments. Study recommended to firms; developed a sustainable environmental structure: Enhancing the employee's motivation (self-efficacy), performance per-motion bonuses, employee's need and Corporate Social responsibility leads to sustainable organizational growth (firm performance).

Corporate Social Responsibility impacts sustainable organizational growth (firm performance): An empirical analysis of Pakistan stock exchange-listed firms

Corporate Social Responsibility impacts sustainable organizational growth (firm performance): An empirical analysis of Pakistan stock exchange-listed firms

COVID-19 Pandemic Implications for Corporate Sustainability and Society: A Literature Review.

The paper revises the ample empirical and theoretical literature on sustainable organizational growth and strategic leadership relating to the critical aspects of the ongoing pandemic, including poverty, social responsibility, public health, and organizational and managerial innovation. Drawing from available COVID-19, management, and sustainable leadership publications released from 2020 to 2021, this paper considers influential studies exploring core business concepts, principles, philosophies, and activities for accelerating, stimulating, and nurturing social and corporate sustainability. The study analyzed the characteristics and interrelation of 133 articles through bibliometric and literature systemization techniques. We shed light on the significant influence COVID-19 has had on financial, operational, and psychological solvency and organizational health to elucidate expectations and implications for businesses worldwide concerning the long-term financial and functional impact of COVID-19. An overview of the relevant studies on the individual, organizational, and external factors relating to novel disease’s relation to sustainability are provided. We emphasize the need for digital transformation following the COVID-19 upheaval and throughout the upcoming years. Some of the generally employed techniques in response to adversity entail portfolio diversification, service delivery innovation, product redesigning, new market development, partnering with competitors and/or complementary service providers, synergizing with other stakeholders, and open innovation.

Examining the relative influence of multidimensional customer service relationships in the food delivery application context

Purpose From the perspective of relationship theory, customers tend to build a positive attitude toward a company with a strong connection. While previous tourism and hospitality studies acknowledged the strategic importance of a strong relationship between customers and brands in enhancing company performance probability, the potential benefits derived from mobile commerce experience deserves further investigation. Thus, this study aims to examine how multidimensional relationships between customers and service providers affect brand performance. Design/methodology/approach Using a sample of food delivery application customers in the USA, the structural equation modeling (SEM)-partial least squares (PLS) path modeling is used to examine the impact of economic exchange, social exchange, mutual-interest and self-interest, on brand equity and loyalty intention. Findings The PLS-SEM results indicate that customers’ perceived economic exchange, social exchange and mutual interests with food delivery applications influence their perceived equity, which, in turn, enhances their loyalty intention toward brand applications. However, self-interest does not enhance customers’ perceived brand equity. Practical implications Accordingly, food delivery service providers must value their relationship with customers to achieve sustainable organizational growth and develop appropriate promotion activities to enhance economic exchange, social exchange and mutual interests. Originality/value The current study contributes to the literature by empirically demonstrating the consequences of customer-brand relationships in the emerging service context (i.e. food delivery applications).

A Meta-Analysis of Industrial Security Research for Sustainable Organizational Growth

As the world enters a fourth Industrial Revolution, organizations worldwide face challenges in dealing with important assets such as industrial technology. Leaking these assets can not only damage organizations economically but also negatively affect customer relationships and brand image. This has led to an increased awareness of industrial security in both the business and academic spheres and a focus on identifying and implementing countermeasures against security incidents, as future computing environments will continuously face security threats. This study first examines the literature on industrial security and its current status in South Korea, which is considered an active industrial security research environment. Subsequently, meta-analyses are conducted on South Korea and abroad to compare their status and research trends in the industrial security field. The results confirm that South Korea has more actively conducted relevant studies compared to international research. This study contributes to the current literature by not only increasing the awareness of industrial security but also encouraging future studies in the field to facilitate a safe and sustainable computing environment.

Geometric Deep Lean Learning: Deep Learning in Industry 4.0 Cyber-Physical Complex Networks.

In the near future, value streams associated with Industry 4.0 will be formed by interconnected cyber–physical elements forming complex networks that generate huge amounts of data in real time. The success or failure of industry leaders interested in the continuous improvement of lean management systems in this context is determined by their ability to recognize behavioral patterns in these big data structured within non-Euclidean domains, such as these dynamic sociotechnical complex networks. We assume that artificial intelligence in general and deep learning in particular may be able to help find useful patterns of behavior in 4.0 industrial environments in the lean management of cyber–physical systems. However, although these technologies have meant a paradigm shift in the resolution of complex problems in the past, the traditional methods of deep learning, focused on image or video analysis, both with regular structures, are not able to help in this specific field. This is why this work focuses on proposing geometric deep lean learning, a mathematical methodology that describes deep-lean-learning operations such as convolution and pooling on cyber–physical Industry 4.0 graphs. Geometric deep lean learning is expected to positively support sustainable organizational growth because customers and suppliers ought to be able to reach new levels of transparency and traceability on the quality and efficiency of processes that generate new business for both, hence generating new products, services, and cooperation opportunities in a cyber–physical environment.

Do First-Movers in Marketing Sustainable Products Enjoy Sustainable Advantages? A Seven-Country Comparative Study

The literature suggests that first-movers enjoy sustainable competitive advantages but suffer some disadvantages. The timing of new product introduction is a major decision for executives who are concerned about sustainability issues. These executives must simultaneously strive for environmental protection, social welfare, the timing of product introduction, and the economic viability of decisions. However, few academic studies have examined how executives balance sustainable first-mover advantages and sustainable development goals in order to achieve sustainable organizational growth and performance. This study develops nine research hypotheses to examine what sustainable advantages first-movers gain by being first to market sustainable products in five industries that are important for advancing sustainable development goals. Using data collected from 1437 executives who are concerned about sustainability issues in seven countries, this study uses Duncan multiple-range tests to examine cross-national similarities and differences between Asian and Western countries. The study results reveal some interesting cross-national similarities and differences. The cross-national differences suggest some competing and signaling strategies for sustainable enterprise development. This study contributes to the existing cross-national research on first-mover advantages, provides a richer understanding of how executives who are concerned about sustainability issues perceive sustainability first-mover advantages and disadvantages, and further expands the theory of sustainable innovation and entrepreneurship.

Does Social Capital Increase Innovation Speed? Empirical Evidence from China

Past studies have suggested that social capital is a sustainable competitive advantage that leads to sustainable organizational growth and performance. However, few studies have explored how innovation speed moderates the relationship between social capital and sustainable organizational performance in China where the government plays key roles in promoting sustainable development goals. This paper develops a “social capital-innovation speed-performance” framework to investigate the mechanism of social capital influencing innovation speed, which in turn affects sustainable organizational growth and performance. Based on data collected from 125 Chinese firms, hierarchical moderated regression analyses indicate that structural social capital positively affects sustainable organizational performance but has no significant impact on sustainable innovation speed; relational social capital has no significant impact on sustainable organizational performance and is negatively correlated with innovation speed; cognitive social capital positively correlates with sustainable organizational performance and affects innovation speed, and government ties affect sustainable organizational performance and positively impact innovation speed. The study findings suggest that in China, increasing government ties is the most important social capital in creating sustainable organizational growth and performance. Both cognitive social capital and government ties are conducive to accelerating innovation speed, which gives firms a sustainable competitive advantage to achieve sustainable organizational performance.

Assessing a social responsibility model for sustainable company growth in the Fourth Industrial Revolution

PurposeThe Fourth Industrial Revolution ( 4th IR) affects the mode of company management. This paper aims to present a revised social responsibility (SR) model as an evaluation tool for corporate social responsibility (CSR) performance for sustainable organizational growth in the era of the 4th IR.Design/methodology/approachTo develop an SR model that can be used well in the era of the 4th IR, the key references are “ISO 26000: Guidance on Social Responsibility” and the “Global Reporting Initiative (GRI) Guidelines.” For International Organization for Standardization (ISO) 26000 and the GRI guidelines, see the homepages in the References section. On the basis of these guidelines, a new SR model for sustainable development in the 4th IR is developed in this paper.FindingsFor a new SR model in the 4th IR, the concepts of management quality (MQ), quality responsibility (QR), creating shared value (CSV), social value and open data and open quality management are incorporated into the existing ISO 26000 evaluation criteria.Originality/valueThe 4th IR is changing the concepts of both quality management (QM) and SR. To the best of the authors’ knowledge, the new concept of SR has yet to be discussed extensively. In this paper, a new SR model is suggested to reflect the characteristics of the 4th IR.

Training Culture and Employees Performance in Nepali Banking Industry

Training culture is the aggregate of meaning, values, practices, attitude and behavior as to invest in training and development so that organizational knowledge and skills could be enhanced. Advanced knowledge, capabilities and skills are proved to be source of competitive advantage of the organization as these assets hold dominant role in customer’s satisfaction and retention. Organizations have two choices as to acquire competent employees from the industry or to build their competencies. The second choice becomes more appropriate from organizational image, employee satisfaction and retention along with the improved performance. Organizations, thus, need to establish a training culture for sustainable growth of organization. It could be the only way to reduce the cost of hiring competent employees and reducing the cost of losing competent employees. Performance of the employees can be sustained with training. This study aims to examine whether Nepali banking sector has established training culture? If yes, whether training has significant influence in performance? This study follows descriptive and correlational research design. Structured questionnaire with 5-point Likert scale is used to collect the information. Mean, standard deviation, correlation and independent sample t-test are used to analyze the data. Result revealed that Nepali banks have established the training culture. Training environment, training methods, training-reward linkage are the major factors of training culture affecting training satisfaction and employee performance. Employees are satisfied through the skills acquired from training. Gender and the bank types have mediating role in training satisfaction and employee performance.

Employee Satisfaction with Training Opportunities and its Relation to Internal Marketing

Abstract The article aims to find a link between employee training and satisfaction with educational activities and marketing efforts of the organization. Qualification growth of employees is closely connected to the organization’s success. Since obstacles in education hinder achieving desirable results, they need to be identified and overcome. Theoretical background and knowledge was confronted with data collected in primary research. Interviewing was used as the method and questionnaire as the instrument. Data were statistically analysed and results of chi-square were calculated in software Statgraphics. Testing the relationship between barriers in training involvement of employees and their socio-economic characteristics proved that, gender, age, education level, sector of economy, length of current employment, and income satisfaction are independent. The only relevant dependence is apparent in case of fear of failure which is a barrier indicated for low income people. This article clarifies the state of satisfaction with education possibilities of employees through identifying of the main barriers and concludes consequences for sustainable growth of organization.