Today's Competitive Business Environment 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.

Assessing the Effect of Compensation Packages, Work-Life Balance Policies, and Career Development Opportunities on Employee Retention: A Case Study of MSME Employee

In today's competitive business environment, Micro, Small, and Medium Enterprises (MSMEs) face significant challenges in attracting and retaining top talent. This study examines the impact of compensation packages, work-life balance policies, and career development opportunities on employee retention within MSMEs. Using a quantitative research design and Partial Least Squares Structural Equation Modeling (PLS-SEM), data from 300 respondents were analyzed to explore the relationships between these factors. The findings reveal significant positive relationships between compensation packages, work-life balance policies, career development opportunities, and employee retention. These results highlight the importance of strategic investments in human capital and the creation of conducive work environments to foster employee loyalty and commitment within MSMEs.

Driving Business Growth from Research to Innovation in The Deployment of Business Intelligence

This research evaluates a company's development and performance based on its intelligence and BI utilization. A study using quantitative poll data from numerous firms examines the relationship between leveraging business knowledge, promoting innovation, and important performance metrics. The findings demonstrate that BI adoption and receptivity to new ideas improve corporate development. Companies that invest heavily in business intelligence (BI) programmes and foster innovation generally outperform their rivals in sales, earnings, and market share. Creative thinking and business knowledge are crucial to corporate success, according to the findings. These gives workers’ suggestions on how to work faster and more creatively. More research, sector-specific analysis, and continuing studies are needed to determine how innovation culture and BI adoption effect firm performance. Finally, this research adds to what is already known about how BI adoption and innovation culture effect firm performance in today's competitive business environment.

IMPACT OF EMPLOYEE SKILL DEVELOPMENT PRACTICES ON EMPLOYEES JOB SATISFACTION AT (THE AEC ASSOCIATES)

This master thesis of Strategic Human Resource (HR) Management, focusing on Impact Of Employee Skill Development Practices On Employees Job Satisfaction. This research explores the relationship between employee skill development practices and job satisfaction within the context of “THE AEC ASSOCIATES” Noida, a leading organization in its industry. In today's competitive business environment, organizations recognize the significance of investing in their employees' skill development to faster a talented and motivated workforce. Likewise, employee job satisfaction remains a crucial determinant of organizational performance and employee well-being. The study employs a mixed-methods approach, combining quantitative surveys and qualitative interviews, to examine the existing skill development practices at THE AEC ASSOCIATES Noida and assess their impact on employee job satisfaction. Quantitative data analysis includes descriptive statistics, correlation analysis, and regression analysis, while qualitative data from interviews is analyzed thematically. Findings indicate a positive correlation between effective skill development practices and employee job satisfaction. Employees who perceive their organization's investment in their skill development positively exhibit higher levels of job satisfaction. The study also uncovers key factors influencing employee satisfaction, including the availability of training programs, career advancement opportunities, and supportive organizational culture. The research offers practical implications for HR practitioners and organizational leaders, suggesting recommendations for enhancing employee skill development practices to improve job satisfaction. By understanding the dynamics of skill development and job satisfaction, organizations like THE AEC ASSOCIATES, Noida can optimize their talent management strategies to foster a culture of growth, engagement, and fulfillment, thereby positioning themselves for sustained success in a dynamic business landscape.

The Impact of Employees’ Health and Well-being on Job Performance

In today's competitive business environment, companies are constantly seeking strategies to enhance employee performance. Despite various efforts, a crucial aspect often overlooked is the direct impact of employees' physical and mental health on their productivity and overall contribution to the organization. The World Health Organization emphasizes that mental and physical well-being are inseparable, and both are essential for an individual's ability to handle stress, work efficiently, and contribute positively to their workplace. When employees are healthy and mentally sound, their motivation, focus, and job satisfaction naturally increase, leading to fewer sick days and enhanced job performance. Additionally, companies that prioritize their employees' well-being often report better job satisfaction and improved overall performance. This paper delves into the research highlighting the significant effects of employee health and well-being on job performance, advocating for a long-term approach that balances work and life for sustained organizational success and employee satisfaction.

Upholding the Strategy on Hiring Employee under Meritocracy Procedure towards a Refined Performance

In today's competitive business environment, companies are constantly searching for novel recruitment and retention strategies. Recruitment and selection of employees are essential components of this process due to their direct impact on a company's overall performance and growth. Numerous companies have instituted a meritocracy system to ensure that the hiring process is equitable, efficient, and in line with company objectives. A meritocracy is a system that emphasizes the significance of individual merit and performance in determining whether or not someone is hired or promoted. It promotes the notion that rewards should be distributed based on a person's abilities, skills, and achievements, as opposed to bias, partiality, or personal relationships. By enforcing a meritocracy method and fostering a culture of justice, openness, and equal opportunity, organizations strive to create a level playing field for all applicants. In government agencies, unfair employment practices pose a serious problem. Consequently, the researchers propose to contribute to this issue by preserving the meritocracy recruiting method, which addresses a variety of issues such as employee comprehension of meritocracy and its consequences. The significance of enhanced performance and the enormous difference it can produce if not executed properly. A meritocracy method is one in which candidates are recruited, chosen, employed, and promoted solely based on their merit. This incorporates suitability for work and merit, with the aim of eradicating unethical employment practices and fostering effective job performance that contributes to the development of one's own community. The study investigates the importance of maintaining the practice of selecting personnel on the basis of merit. It will examine the many facets of this strategy, including its benefits, drawbacks, and prospective effects on organizational performance.

Ethical Leadership in Information Technology Decision Making and its Impact on Risk Management

In the rapidly growing digital era, information technology has become an integral part of almost all aspects of our lives, including in the world of business and management. Appropriate and effective use of information technology is the key to achieving competitive advantage in today's competitive business environment. However, making decisions related to information technology is not an easy task, as information technology is often complex and high-risk. The purpose of this study is to analyse ethical leadership in information technology-related decision making and its impact on risk management. The method used is a qualitative literature review that focuses on an in-depth understanding of the topic in the time span from 2006 to 2023. The main objective of this method is to identify, analyse, and synthesise relevant scientific literature that has been published in various journals, conference papers, and other academic sources accessible through Google Scholar. The study results show that ethical leadership plays a central role in ensuring that IT-related decisions are taken with ethical principles in mind and with the aim of minimising risk. Ethical leadership contributes to the avoidance of data misuse, creating a culture of transparency and accountability, ensuring fair use of technology, and being mindful of the impact of IT decisions on society and the environment.

Impact of Training and Development on Organizational Performance: a Mediating Role of Employee Performanceimpact of Training and Development on Organizational Performance: a Mediating Role of Employee Performance

The study aims to examine the impact of training and development on organizational performance, with a mediating role of employee performance. The importance of Human Resource Management (HRM) practices in achieving organizational success has gained recognition, as organizations realize that it is people who drive their performance. However, many companies have not fully embraced HRM practices, including training and development, due to affordability, fear, or a lack of understanding of their value and contribution. The primary objective of HRM is to ensure organizational success through a competitive, competent, and self-motivated workforce. Rigorous HRM practices, particularly training and development, play a vital role in achieving this objective. Extensive research has been conducted to establish the connection between HRM practices and organizational performance, and numerous studies have found positive relationships between them. This study will be investigating the impact of training and development on an organizational performance. Additionally, the study aims to examine the mediating role of employee performance between HRM practices and organizational perceived performance. The findings of this study will be contributing to the existing body of knowledge on HRM practices and their impact on organizational performance. It will provide insights into the significance of training and development in enhancing employee performance and subsequently driving organizational success. The study will also shed light on the mediating role of employee performance in the relationship between HRM practices and organizational perceived performance. By understanding the linkages between training and development, employee performance, and organizational performance, organizations can make informed decisions about the implementation and improvement of HRM practices. Ultimately, this study aims to highlight the importance of effective HRM practices, particularly training, and development, in achieving organizational success in today's competitive business environment.

Literature review on the relationship between corporate culture and performance in academic research

Corporate culture is an important factor that improves performance and determines the future success of a business. In today's competitive business environment, differentiation is shifting from products and services to corporate culture and corporate resources. With research data was collected and analyzed from the Google Scholar database on VOSviewer 1.16.19 software with 389 articles for the keywords "corporate culture" and "operational efficiency" to systematize previous research on the influence of corporate culture on performance. The results showed the most influential authors according to the number of citations and number of articles, the keywords that have received the most attention in researching the relationship between corporate culture and performance. At the same time, keyword analysis identifies many contents about corporate culture and performance, thereby guiding important research for future research.

The mediation role of perceived brand trustworthiness in brand social responsibility and brand positioning: evidence from the Tanzanian beverage industry

PurposeThe current study was developed in response to the profound impact of ethical practices on the beverage industry. It aims to examine the mediating role of perceived brand trustworthiness in the relationship between brand social responsibility and brand positioning in the Tanzanian beverage industry.Design/methodology/approachThe study adopted a post-positivist approach, as it encompasses a deterministic perspective where causes are believed to determine outcomes or effects. The study focused on customers of two major beverage companies in Tanzania, namely Coca-Cola and Pepsi. Data were collected from 458 customers and analyzed using structural equation modeling.FindingsThe findings indicate that brand social responsibility serves as a valuable intangible asset, capable of establishing a competitive edge when integrated into the value proposition. Additionally, the results reveal that brand trustworthiness plays a mediating role in the connection between brand social responsibility and brand positioning.Research limitations/implicationsThe study employed a convenience sampling technique; hence, generalization of the findings should be approached with caution.Originality/valueThis study represents one of the few scholarly endeavors that explore the role of social responsibility at the product brand level in establishing brand positioning. By doing so, it contributes to the advancement of knowledge concerning the impact of brand social responsibility on building competitiveness within the context of today's competitive business environment.

Communication Competence and Stakeholder Communication as a Dimension of Distinctive Competence in Work Life: A Qualitative Qualitative Research

This study was conducted with the aim of revealing employees' perception of competence and determining which competence domains and sub-components are most associated with competence. Adopting a qualitative research approach, the study was designed using a phenomenological pattern, and research data were collected through an in-depth interview method. The research findings were interpreted based on the responses provided by private sector employees to questions in line with their professional experiences, focusing on their perceptions of professional competence and the types of competencies they highlight as crucial for success in today's competitive business environment. 
 According to the findings, the perception of competence among private sector employees is categorized into three main themes, namely technical/functional, fundamental/managerial, and behavioral/personal, which align with the literature. The most significant research finding obtained within the scope of this study is the participants' emphasis on communication competence as the most crucial type of competence in today's context. Additionally, participants have further delineated sub-themes of communication competence by discussing various types of communication competencies within the realm of work life. Among all participants, 'stakeholder communication' stands out as the most highlighted type of communication competence. Following stakeholder communication is intra-team communication, effective communication skills, persuasive communication, social communication, and empathetic communication. Furthermore, network-focused communication, marketing communication, professional language in communication, listening-persuasion in communication, and trustworthiness in communication emerge as sub-themes highlighted within the overarching theme of communication competence in the work environment.

The Role of Marketing Intelligence in Improving the Efficiency of the Organization: An Empirical Study on Jordanian Hypermarkets

In today's competitive business environment, marketing intelligence plays a crucial role in improving the efficiency of organizations in hypermarkets in Jordan. The purpose of this study is to explore the role of marketing intelligence in improving the efficiency of hypermarkets in Jordan. The paper discussed the concept of marketing intelligence, the importance of marketing intelligence in hypermarkets, the benefits of marketing intelligence, and the challenges that hypermarkets may face while using marketing intelligence. The study conducted on a convenience sample consisting of 256 respondents showed that there is an impact of market research, competition intelligence, and consumer intelligence as the main dimensions of marketing intelligence on the efficiency of hypermarkets in Jordan. While there was no effect of the dimensions of marketing analytics and product intelligence on the efficiency of hypermarkets in Jordan. The study also provided a set of important recommendations for the companies surveyed.

THE MEDIATING ROLE OF EMPLOYEE PERFORMANCE: ASSESSING THE IMPACT OF SHRM PRACTICES ON ORGANIZATIONAL PERFORMANCE

The study aims to examine the impact of training and development on organizational performance, with a mediating role of employee performance. The importance of Human Resource Management (HRM) practices in achieving organizational success has gained recognition, as organizations realize that it is people who drive their performance. However, many companies have not fully embraced HRM practices, including training and development, due to affordability, fear, or a lack of understanding of their value and contribution. The primary objective of HRM is to ensure organizational success through a competitive, competent, and self-motivated workforce. Rigorous HRM practices, particularly training and development, play a vital role in achieving this objective. Extensive research has been conducted to establish the connection between HRM practices and organizational performance, and numerous studies have found positive relationships between them. This study will be investigating the impact of training and development on an organizational performance. Additionally, the study aims to examine the mediating role of employee performance between HRM practices and organizational perceived performance. The findings of this study will be contributing to the existing body of knowledge on HRM practices and their impact on organizational performance. It will provide insights into the significance of training and development in enhancing employee performance and subsequently driving organizational success. The study will also shed light on the mediating role of employee performance in the relationship between HRM practices and organizational perceived performance. By understanding the linkages between training and development, employee performance, and organizational performance, organizations can make informed decisions about the implementation and improvement of HRM practices. Ultimately, this study aims to highlight the importance of effective HRM practices, particularly training, and development, in achieving organizational success in today's competitive business environment.

Driving sustainable healthcare service management in the hospital sector

Sustainability in service management is a crucial issue in today's competitive business environment. Previous researchers have conducted studies on healthcare sustainability from various areas, but none has been conducted on the assessment of driving factors to sustainable service management in the hospital sector. This study fills this research gap by identifying and assessing the driving factors behind sustainable service management in the hospital sector from an emerging economy context. The study does so by utilizing integrated qualitative and quantitative research methods. Primarily, the study performed a Delphi study to identify the most relevant driving factors and then utilized the integrated grey-based decision-making trial and evaluation laboratory (DEMATEL) model to aid the evaluation within the Bangladesh hospital sector. The study identified eleven factors as the causal and nine factors as effect group factors. Furthermore, the factor “Engaging experienced doctors in top management (D20)” was identified as the most prominent driving factor for sustainable hospital service management. The driving factor “Implementation of public health policies (D18)” was identified as the topmost causal factor, and “Proper maintenance and monitoring of hospital support services (D9)” identified as the most influenced/impacted effect group driving factor. The study's findings have significant policy implications for service operations and managers in the hospital sectors. The service managers should give special attention to the causal group driving factors and invest heavily in them as that will help to improve the effect group factors within the system.

Developing a model of technological innovation for export development in developing countries

It is crucial for companies to develop a competitive advantage in today's competitive business environment. Technological innovation is one of the most effective ways for companies to achieve this advantage and enhance their competitiveness. Therefore, identifying the most important dimensions of technological innovation is key for managers and decision-makers in order to achieve organizational goals, which in fact, reveals its high importance. In this paper, we develop a model of how technological innovation impacts export development in developing countries. At present, the process of globalization, especially the development of exports, has a special place. In this paper, based on the rigorous literature review, eleven main dimensions of technological innovation were obtained. The relationships between system elements were determined using the Interpretive Structural Model (ISM) technique, and the final model with four levels was extracted. The factors in the last level are the most effective, and the factors in the first level are the most influential. These factors are considered the basis of the model. According to research findings, knowledge management has the most impact, and manufacturing capability, service Innovation, marketing, and learning process are the most impressionable. Finally, based on the Mick Mac technique, the factors are classified based on the degree of dependence and influence. Since this method is under the opinions of experts, the opinions of 28 industry experts and university professors have been used. We have contributed to the understanding of the complex relationships among different factors and variables through our research by providing a structured and systematic approach. Policymakers and other stakeholders can use our model to propose ways to promote economic growth and development through technological innovation and exports. We believe that our findings have important implications for the field of innovation and international business research.

A Quantitative Analysis for Prioritizing Success Elements in Agile Logistics Applications: The Case of Giresun and Ordu

In today's competitive market conditions, it is not enough to produce high-quality products at the cheapest price. Businesses are expected to deliver the product to the end user round the clock and around the world. One effective way to achieve this is through effective logistics management (Büyükçetin, 2003). Recently, agility has become a frequently discussed topic when it comes to creating an effective logistics management system. The word agility has become synonymous with a strategic response to the survival of businesses in today's competitive environment. However, it should be noted that every business has its unique philosophy and operates under the influence of different environmental factors. Therefore, there is no single agility concept that is suitable for all businesses or every situation (İlhan, 2007). Creating an agile logistics strategy can be achieved not only by minor changes but also by completely differentiating the methods of performing activities (Gunesakaran,1999). The creation of this differentiation depends on various success factors. The success factors of agile logistics considered in this study include: “Managing Change and Uncertainty”, “Flexibility and Responsiveness in Service”, “Increasing the Value Shown to the Customer”, “Information Technologies”, “Flexible Human Resources” and “Building Collaborations Among Service Providers”. These factors play a crucial role in the success of businesses and can increase their competitiveness. The absence of studies in the literature regarding the ranking of the success factors in agile logistics applications points to the important contribution of this study to the literature.To address this research gap, this study aims to rank the success factors of agile logistics practices in logistics firms in Giresun and Ordu provinces. The ranking will be done using the Spherical fuzzy sets based AHP. By prioritizing these success factors, businesses can identify the areas they need to focus on and improve, ultimately enhancing their competitiveness and success in the market.

MCDM model to rank the performance outcomes in the implementation of Industry 4.0

PurposeIndustry 4.0 has received significant attention in today's competitive business market, necessitating a restructuring of functional domains in nearly every manufacturing organization. A comprehensive strategy to improve performance in preparation for Industry 4.0 implementation necessitates several steps, one of which is the establishment of performance outcomes (POs). The aim of this paper is to identify and rank the POs realized due to the adoption of Industry 4.0 enablers.Design/methodology/approachBased on an extensive literature review and inputs received from experts, a comprehensive list of enablers and the POs was prepared and finalized. This paper proposes a framework based on hybrid solution methodology, namely Neutrosophic Analytical Hierarchy Process (N-AHP) and Neutrosophic Combined Compromise Solution (N-CoCoSo), to rank the POs realized due to the adoption of Industry 4.0 enablers. The N-AHP methodology has been adopted to calculate the relative weights of the Industry 4.0 enablers. In comparison, the N-CoCoSo method has been adopted to rank the POs of Industry 4.0.FindingsThe proposed framework is applied to an Indian manufacturing organization to test the organization's practical applicability. Additionally, sensitivity analysis is also carried out to check the steadiness of the proposed framework. The findings of this study revealed that “Improved responsiveness to market conditions in today's competitive business environment” is the top-ranked PO of Industry 4.0, followed by “Enhanced competitiveness and better market share”, “Better product quality, through smart management of production process” and “Reduction in manufacturing waste and environmental sustainability” which could be realized due to adoption of its enablers.Practical implicationsThis research would aid practitioners by enhancing the practitioners' capacity to understand and prioritize the various POs resulting from implementing Industry 4.0 enablers. Embracing a clear strategic plan will further assist practitioners in improving the efficiency of Industry 4.0 implementation.Originality/valuePrevious literature has only addressed the relationship between Industry 4.0 enablers and POs in a limited way. This paper attempts to compile a comprehensive list of Industry 4.0 enablers relevant to manufacturing organizations in order to fill this knowledge and research gap.

Navigating the acceptance of implementing business intelligence in organizations: A system dynamics approach

The rise of information technology has transformed the business landscape, with organizations increasingly relying on information systems to collect and store vast amounts of data. To stay competitive, businesses must harness this data to make informed decisions that optimize their actions in response to the market. Business intelligence (BI) is an approach that enables organizations to leverage data-driven insights for better decision-making, but implementing BI comes with its own set of challenges. Accordingly, understanding the key factors that contribute to successful implementation is crucial.This study examines the factors affecting the implementation of BI projects by analyzing the interactions between these factors using system dynamics modeling. The research draws on interviews with five BI experts and a review of the background literature to identify effective implementation strategies. Specifically, the study compares traditional and self-service implementation approaches and simulates their respective impacts on organizational acceptance of BI. The results show that the two approaches were equally effective in generating organizational acceptance until the twenty-fifth month of implementation, after which the self-service strategy generated significantly higher levels of acceptance than the traditional strategy. In fact, after 60 months, the self-service approach was associated with a 30% increase in organizational acceptance over the traditional approach. The paper also provides recommendations for increasing the acceptance of BI in both implementation strategies. Overall, this study underscores the importance of identifying and addressing key factors that impact BI implementation success, offering practical guidance to organizations seeking to leverage the power of BI in today's competitive business environment.

The Impact of Intelligent Systems on Management Accounting

In today's competitive and changing business environment, the concern about technologies and intelligent systems has gained more notoriety. However, companies still have many tasks performed by humans; in the medium-term, intelligent systems will become more present in companies and will perform tasks that are currently done by humans much more efficiently. There is a need for companies to adapt and to start thinking about combining human and intelligent systems capabilities. This research was focused specifically in the management accounting profession, as these professionals spend a lot of time collecting and organizing data, doing repetitive tasks that can be easily and quickly accomplished by intelligent systems. This research studied the impact that artificial intelligence, big data, and internet of things can have in this profession.

Research on the Key Factors for a Successful Merger and Acquisition

M&A is an important activity of corporates in today's competitive business environment. Previous researches on the influencing factors of M&A were mainly based on the theory of synergy effect, market power theory, economies of scale theory and so on. Moreover, there are no unified conclusions. Starting from HSBC's M&A of AXA Singapore, this paper studies the influencing factors of M&A through literature research and case analysis. In the end, three main influencing factors were derived. One is synergy, represented by Haier Group merging Red Star Electric Appliance Company and Citibank merging Travelers Group. The second is technology, the representative cases are Cisco acquisition of IMImobile and Salesforce acquisition of Slack Technologies. The third is market share, and corresponding cases are J&R Express' acquisition of Best Express and LVMH's acquisition of Tiffany. Enterprises can obtain synergies, innovate with technology, expand market share through M&A. Therefore, they can obtain more profits, and support the healthy development of enterprises. Finally, this paper suggests that enterprises start from various factors such as the market environment and their own conditions to make M&A decisions and promote the benign development of enterprises.