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Purpose This study aims to explain the effects of different types of innovations on organizational performance in terms of firms’ external effectiveness and internal efficiency. The study examines the interrelationship of technical and nontechnical innovations in complex services and the mediating effect of customer participation on the relationship between innovation type and organizational performance. Design/methodology/approach The study draws on a neo-Schumpeterian model for innovation to examine the complex service setting of healthcare provision. Data from Statistics Sweden, containing 38 hospitals and 242 primary care units in Sweden, provided the study's results. Findings The findings show the importance of combining different types of innovations in complex services, demonstrating a mediating effect of nontechnical innovation on both the relationship between technical innovations and external effectiveness and internal efficiency. Moreover, the results show that customer participation has a positive mediating effect for technical innovation and nontechnical innovation on external effectiveness. However, there is no such significant effect on internal efficiency. Research limitations/implications The findings are based on self-assessment data, which has inherent limitations. The innovation data used were cross-sectional, which may lack reliability (although self-assessed data counter this risk to some extent). Practical implications Managers should pursue both technical and nontechnical innovations for gains in external effectiveness and internal efficiency. However, complex services call for technical innovations to be accompanied by nontechnical innovations to support positive effects. The results cause a dilemma for managing customer participation in complex services. As the results show customer participation resulting in external effectiveness, they also fail to establish an effect on internal efficiency. Originality/value The primary contribution is to add to the knowledge of different types of innovation in complex services by demonstrating their interdependent effects on both external effectiveness and internal efficiency. Furthermore, the study tests and advances the mediating effect of customer participation in complex services on organizational performance.

Purpose: The purpose of the study was to assess the agile human resource and organizational performance: A case of the NOREB Counties, Kenya. The research questions of the study were; what is the relationship between agile sensitivity training and organizational performance of NOREB Counties? How does agile organizational culture management relate to the organizational performance of NOREB Counties? What is the relationship between agile management level of interactions and organizational performance at NOREB Counties? What is the relationship between agile HR Policy and organizational performance at NOREB Counties? A correlational research design was used to assess the relationship between the variables. Approach/Methodology/Design: The study targeted 1129 respondents. The sample size for the study was 285 respondents. The study employed multistage sampling. Questionnaires were used as the main data collection instruments but were supported by interview schedules. Descriptive statistics were used to analyze the responses and multiple regression was used to analyze the data inferentially. Findings: The results of multiple regressions, that Agile Sensitivity Training had no significant relationship (p = 0.080), agile organizational culture management had a significant relationship (p = 0.000), and agile management level of interactions style had no significant relationship (p = 0.065) and agile human resource policy had a significant relationship (p = 0.000) at 5 percent confidence with Organizational Performance. Originality/value: The study concluded that content in sensitivity training needs to be relevant and current to assist solve organizational problems. That, there is need for good teamwork and cooperation in the organization as a way to enhance agile organizational culture. Further, management needs to provide the required budgets to support HR programs. The HR policy includes and emphasizes on HR training. The study recommended need for HR policy to transform HR operations to be more Agile.

This study illustrates the role of artificial intelligence in enhancing administrative decision support systems by depend on knowledge management. As per new technologies are evolving and the workflow need more concious approach of implementation, thus the role of artificial intelligence is evolved in support to decision making. The study takes privates college administration as a varible on which the results rely. The upgrades in innovation have upgraded most techniques for leading business tasks that further develop organizations and administration conveyance. Companies in this area need to wander into digitizing of all industry cycles, business sequences linked to administration and more essential services in educational institutes over time. The need for a proper decision-making support using knowledge management stills create a big gap in the foundation of an effective and efficient eductaional system for the good governance and to improve the image of some institute. The examination interaction has been intended to follow an iterative methodology of information revelation chose for the review. Using the statistical package for social sciences (IBM-SPSS) version 23 logic instrument, the illustrative research was completed with insights into the segment profile of the respondents. Hayes' process macro v3.3 with SPSS was used to analyze the interceding effect.

Managers continuously make decisions on investing in projects that aim to enhance organizational performance. Poor project investment decision making results in lost benefits (rejecting a good project) and inefficiency (approving a suboptimal project). Whereas decisions regarding what project proposals to approve heavily rely on their stated goals, such goals are frequently unrealistic. This article aims at enhancing project investment decision making by extending decision comprehensiveness theory to the project goal-setting context. In an initial survey study, we found empirical support that a comprehensive goal-setting process enhances decision quality under uncertainty. In a second longitudinal study, we found that comprehensive goal setting further enhances project investment decision making above and beyond other established goal-setting dimensions (e.g., SMART goals), and eventually improves project performance. Last, we found that extensive consultation with key project stakeholders is the most effective comprehensive goal-setting practice. Based on research and practice, we describe what should comprise an effective goal-setting consultation process. This article extends goal-setting theory by suggesting that in addition to established characteristics, the goal-setting process under uncertainty should also be comprehensive.

PurposeThis meta-analytic study tries to synthesize the mixed relationships between knowledge management technologies (KMT) and organizational performance as well as aims to explore the impacts of contextual elements, such as national culture, economy and industries, on these relationships.Design/methodology/approachFindings on various subjects from 40 previous empirical studies were examined using meta-analysis.FindingsIt was found that KMT are positively related to overall organizational performance as well as financial and nonfinancial performance and that the relationship between KMT and financial performance is stronger in developing economies than in developed economies.Practical implicationsIt helps practitioners better understand the role of KMT in organizational performance in various contexts and provides practical suggestions for KMT implementation.Originality/valueAs the first meta-analytic study to address the generalizability of KMT–organizational performance relationships, this paper offers an improved understanding of the benefits of KMT. It also expands knowledge about how contextual issues related to national culture, economies and industries affect KMT payoffs.

The study examined the effect of diversification onthe performance of selected pharmaceutical shops in Ilorin, Kwara State. A survey research design was adopted for the study. A structured questionnaire was used to collect data for the study. The study adopted the test-retest reliability method and content validity. The population of the study consists of 166 employees from 12 selected pharmaceutical firms.The sample size of 117 was determined by using Yamane’s (1968) sample size determination formula.Findings showed that conglomerate diversification has a positive effect on the performance of pharmaceutical stores (ß = 0.654, 0.000 < 0.05). Concentric diversification has a positive effect on the performance of pharmaceutical stores (ß = 0.216, 0.019 < 0.05).The study concluded that70% of the change in performance of selected pharmaceutical shopswas brought about by the dimensions of diversification. Organizations were recommended to use diversification as a survival strategy to outperform their rivals.

The study examined the effect of green organizational culture on organizational Performance of Manufacturing Firm in Enugu Nigeria. A study Nigeria Breweries 9mile corner Enugu State. This study adopts green organizational policy and green technology serves as independent variable while employee productivity organizational innovation serves as dependent variable. The study employed a descriptive correlational research design. Where a primary data was employed. A well-designed questionnaire was used to generate data. The data were analyzed using Simple linear regression was used to analyze the results in each of the hypothesis of interest using Statistical Package for the Social Science (SPSS version 28.0). The study revealed that, green policy statistically significant positive effect employee productivity with (Coefficient = 1.03847; t-statistic =4.9335; p-value =0.001) while green technology has a statistically significant positive effect on employee productivity respectively with (Coefficient = -0.7145; t-statistic =1.7218; p-value =031). We concluded that, green organizational culture has significant positive effect on organizational performance. We recommended that, manufacturing firms in Nigeria should endeavor to put more effort on green organizational culture since it has statistically significant positive effect on the organizational performance

In the current era of digitalization, SMEs are required to adapt quickly according to technological developments and increasingly complex consumer needs. . The role of the leader can create a comfortable environment that can encourage increased employee performance to something that contributes to increasing national income in micro, small and large companies. One way to adapt and develop a business that is currently popular is to use social media-based content marketing. The main objective of this research is to determine the role of social media in mediating the influence of leadership on the SME’S performance organization. This study uses a literature and field research design with a quantitative causal approach. Collecting data in the field using a questionnaire measured by several questions related to social media, leadership, and organizational performance. For data analysis using the PLS method and data collection technique using proportionate stratified random sampling.

Bu çalışmanın amacı, insan kaynakları yönetimi stratejileri (İKYS) ile örgütsel araştırma yöntemiyle, performans arasındaki ilişkide örgütsel yeniliğin rolünü, kuzey Irak’taki yatırım kurullarının şubelerinde çalışan yönetici ve çalışanlardan elde edilen deneysel verilere dayanarak araştıran bir model oluşturmaktır. Bu minvalde, nicel araştırma yöntemi kullanılmış ve bu araştırma yöntemiyle, model yapılar arasındaki ilişkiyi ve söz konusu yapıların birbirine olan etkilerinin incelenmesi amaçlanmaktadır. Araştırma hipotezleri, yapısal eşitlik modellemesine dayalı kısmi en küçük kareler yöntemi modeli kullanılarak incelenmiştir. Bulgular, araştırma yapıları arasında doğrudan ve dolaylı ilişki olduğunu göstermektedir. Sonuçlar, insan kaynakları yönetimi stratejilerinin örgütsel yenilik ve örgütsel performans ile aralarında pozitif ve anlamlı bir ilişki olduğunu da göstermektedir. Ayrıca, bulgular örgütsel yeniliğin örgütsel performansın artmasıyla olumlu ve anlamlı bir şekilde ilişkili olduğunu ortaya koymmaktadır. Mevcut araştırma, örgütsel yeniliğin İKYS ile örgütsel performans arasındaki ilişkiye aracılık ettiğini göstererek literatürün geliştirilmesine katkıda bulunacaktır. Örgütsel yenilik, özellikle organizasyonlar için performanslarını iyileştirmeyi ve rekabet gücünü korumayı hedef haline getirmelerini zorunluluk haline getirmektedir. Diğer bir sonuca göre, organizasyonlar, insan kaynaklarındaki inovasyonlar sayesinde, tamamıyla insan faktörlerine ağırlık verebilirler ve böylelikle örgütsel performanslarını iyileştirebilirler. Buna ilaveten, bulgular, örgütsel yeniliğin İKYS ile örgütsel performans arasındaki ilişkiye kısmen etki ettiğini göstermektedir., This research aims to build a model that explores the mediating role of organizational innovation in the relationship between human resources management strategies (HRMS) and organizational performance based on empirical data obtained from managers and employees working for the branches of investment boards in northern Iraq. The quantitative research method was used, and the research methodology was aimed to develop the relationship and influence between the model structures. The research hypotheses were examined using partial least squares path modeling based on structural equation modeling (SEM). The findings showed direct and indirect relationships between research constructs. Results showed that human resources management strategies positively and significantly related to organizational innovation and organizational performance. Organizational innovation becomes a necessity, particularly when organizations want to improve their performance and maintain competitiveness. Organizations can focus on all their human elements through innovation in human resources and thus improve organizational performance. In addition, the results presented that organizational innovation is positively and significantly related to enhancing organizational performance. The current research will contribute to enhancing the literature by representing that organizational innovation mediates the relationship between HRMS and organizational performance. Furthermore, results showed that organizational innovation partially mediated the relationship between HRMS and organizational performance.

Total quality management (TQM) has been identified as a key driver of organizational performance in public and private organizations. Organizational culture, along with TQM and sustainability has been investigated to understand its contributions to organizational performance. TQM has become a crucial pillar for growth and development due to the growing expansion of manufacturing sectors of the world. TQM practices, which may differ in manufacturing firms, are said to be important for effective TQM adoption. However, it was found that organizational performance can be achieved if TQM practices in manufacturing businesses are well managed. Therefore, this study is carried out and the purpose of the study is to propose a conceptual model to investigate the relationship between TQM practices, sustainability, and organizational performance and to demonstrate the impact on organizational performance. The data underlying this study was collected by using a questionnaire survey in the manufacturing industries. The tool of analysis was used for the study through Factor analysis and confirmatory factor analysis (CFA). The findings of the study revealed that total quality management and sustainability are the most important approaches to the success of the performance of manufacturing industries. The results show that TQM and sustainability have a positive impact on organizational performance. In the radiance of these outcomes, a framework was created in view of relationship between significant practices of TQM, sustaibanility and organistaional performance. Generally, it is accepted that total quality management can produce a sustainable competitive benefits in organisational performance.

We explored the interactive role of an organization's sector prototypicality (the extent to which the organization embodies the prototype of its market sector) and employees' identification with their organization in buffering crises' negative effects on perceived organizational performance. We propose (1) that highly prototypical organizations are perceived as more able to cope with organizational crisis, because of their capacity to reduce the threat associated with crisis, and (2) that this effect is augmented when employees more strongly identify with their organization, presumably because of a higher trust in the organization's capacity to efficiently cope with crisis. Findings from two studies confirmed the hypotheses, by manipulating (study 1) and measuring (study 2) organizational crisis and the organization's sector prototypicality, and by focusing on potential employees (study 1) and on employees of a company facing a financial crisis (study 2). Theoretical and applied implications of results are discussed.

Education is a key pillar of social and economic development. In recent years, this sector has come under increasing pressure to provide improved and more relevant services. High performance work systems (HPWS) are deemed critical in order to meet these demands. Additionally, teachers are expected to be more creative in approaching their work which, it is argued, will improve performance at the school level. Nevertheless, little research has been conducted to understand how to enhance employee creativity, and whether creativity will improve the education sector’s organizational performance. In addressing this gap, we conducted research in the education sector in China, collecting data from 59 public schools, over 1,000 teachers and just under 5,000 students. This multi-source dataset was analysed utilizing three-level structural equation modelling. The results support our hypotheses that HPWS enhance teacher creativity and subsequently improve student quality of school life indirectly through teacher job performance. The findings provide new insights into the value of strategic human resource management and the importance of creativity in the education sector. Refereed/Peer-reviewed

A growing interest in human resource management (HRM) in small and medium enterprises (SMEs) has not been accompanied by increased knowledge of how different HRM policy orientations can affect SMEs' effectiveness. In this way, the goal of this paper is twofold: to test whether the orientation of HRM towards high-performance work practices (HPWP) –represented by the Abilities-Motivation-Opportunities (AMO) framework– allows SMEs to achieve better performance and to test the moderating role of corporate social responsibility (CSR) orientation. Based on a telephone questionnaire together with data collected from a sample consisting of 1,136 Spanish SMEs that operate in the industrial or services sector, our results show that SMEs perform better when HRM policies are oriented towards the AMO model. In addition, our findings highlight that this performance impact of orienting HRM towards HPWP is positively moderated by a CSR orientation. This paper thus complements HRM-related literature by adding new evidence exploring the impact of the AMO model on firm performance as well as the role played by CSR orientation within the SME context. Implications for the central European audience: Managers should be aware of the importance of considering and implementing appropriate ability, motivation, and opportunity policies for their employees in order to enhance SME performance. In addition, the importance of a CSR orientation is highlighted, which intensifies the impact of HPWP on firm performance. This empirical paper brings evidence from the underexplored high-performance work policies in SMEs, given their importance in stimulating employee and organizational performance. It also takes into account the particularities of the Spanish context, where most businesses are considered to be SMEs.

CEO pay has gone through remarkable changes over the past two decades. The most striking new features have been the increased use of stock options in the early 2000s, and of restricted stock since then. Both forms of stock-based compensation are intended to resolve the agency problem that occurs when CEOs do not act in the best interests of stockholders, but each has its advantages and limitations. In this instalment of Organizational Performance, we discuss the history of their use and similarities and differences between the two, and argue that both are often overused. Bonuses based on strategic goals, on the other hand, may be underused. We conclude with a contextual approach to guide boards of directors in making choices among the forms of CEO compensation—stock options, restricted stock, salary, and bonus—to incentivize CEOs to work toward maximizing organizational performance. Briefly, stock options are most appropriate for growth firms, and restricted stock for stable firms. Both forms of stock-based compensation are more appropriate for new than for long-tenured CEOs.

Despite its importance, for micro, small, and, medium-sized enterprises (MSMEs), the impact of new service development performance (NSDP) on organizational performance (OP) and the significance of formal or standardized service development processes (SSDPs) remains unknown. This study proposes that NSDP is positively associated with OP and that SSDPs positively moderate this direct effect. These and other hypotheses are tested with data collected from 801 Irish service MSMEs using Partial Least Squares Structural Equation Modelling (PLS-SEM) and multigroup analysis. Our results reveal that a positive relationship exists between NSDP and OP and we report the magnitude of this relationship for micro, small, medium-sized organizations; while the moderating effect of SSDPs was not supported for each of these groups. We thus provide novel empirical insights into service development for MSMEs, where our findings suggest that SSDPs are of particular importance for small organizations.

Adopting the knowledge-based view (KBV), this study investigates how and when firms in emerging economies are able to generate greater performance from the absorptive capacity (AC). We distinguish between two core components of AC - potential absorptive capacity (PAC) and realized absorptive capacity (RAC) - and examine their independent as well as the joint effect on organizational performance. Then, we examine the moderating effects of environmental dynamism and branch network- as key boundary conditions. With data from 205 bank managers in Turkey, we show that the complementary effect of PAC and RAC on organizational performance is greater than the separate effect of each component. Moreover, the findings indicate that the combined effect becomes stronger when firms are part of an extensive branch network and function in a low level of environmental dynamism. We extend the KBV by demonstrating that innovation and knowledge resource development in emerging markets requires a collective effort and complementary learning processes to yield high results. Finally, we scrutinize the conditions under which firms in emerging markets can complement their learning processes efficiently to achieve greater performance.

We investigate the efficacy of organizational control interactions in contexts with varying levels of external environmental uncertainty. Specifically, we examine the contingent effect of external environmental uncertainty on the interactions of behavior and outcome control, behavior and clan control, and outcome and clan control on organizational performance. The empirical evidence draws from two temporally sequenced surveys of top executives in 203 firms. We theorize and find that these control combinations are complementary when the level of environmental uncertainty is low, and that this complementarity diminishes as environmental uncertainty increases. Further, in highly uncertain external environments, our findings reveal that higher performance is achieved through a high level of one organizational control type and a low level of the other, indicating a shift toward substitutive effects. Consequently, this study informs the complement-substitute debate in organizational control theory by explicitly investigating external environmental uncertainty as a contextual contingency.

We know little about how performance management matters for red tape perceptions. Some argue that performance management will reduce burdensome rules, while others portray performance targets and registrations as sources of red tape perceptions. This article examines how performance management regime change—from external accountability to internal learning—matters for frontline staff red tape perceptions. Using a three-year trial set-up in Danish hospitals, we examine how a formal institutional reform of the performance regime affects the red tape perceptions of employees. We find no evidence of effect. In addition, the paper develops empirically grounded hypotheses about how performance management practices of supervisors matter for red tape perceptions. Our empirical exploration generates hypotheses for further testing about the relationship between performance information use for respectively learning and external advocacy and perceptions of red tape. Managerial practices are, hence, a promising avenue for connecting the dots between performance management and red tape.

Recently coal supply chain has obvious benefits regarding stability, economy and safety. But issues increased in the coal supply chain management (CSM) process greatly impacted organizational performance. Therefore, one of the key problems in CSM is identifying and prioritizing the various risks and finding suitable solutions for encountering them at the time of risk occurrence. The objective of the paper is to determine the most influential risk in the context of the South Indian Thermal power plant. For this purpose, a multi-criteria decision-making (MCDM) based stepwise weight assessment ratio analysis (SWARA) method has been used to investigate the CSM risks. Based on the Delphi method, thirteen CSM risks were identified. As per the method SWARA, the relative weight of each risk was computed. The findings indicated that power plant-specific fuel consumption, the geographical location of plants from mines, and the quality of coal are the most influential ones. In addition to this, this paper provides some useful implications for managers in the industry regarding organizational performance implementation.

RESUMO: Este estudo analisa como as dimensões da orientação empreendedora (OE) relacionam-se com o desempenho nas cooperativas de crédito. Para tanto, abordam-se seis dimensões: inovativi-dade, assunção de riscos, proatividade, autonomia, agressividade competitiva e rede de relações. Foi realizada um survey, com uma amostra de 67 cooperativas. Para a análise de dados, utilizou-se modelagem de equações estruturais, no software SmartPLS 3.0. Os achados evidenciam que, na OE, as dimensões "assunção de risco" e "agressividade competitiva" mantêm associação positiva e significativa com o desempenho. Apesar das especificidades das cooperativas de crédito, observa-se a pertinência de algumas das dimensões desse construto na gestão de tais instituições. O estudo contribui para a literatura ao explorar a multidimensionalidade do construto da OE, ao acrescentar uma dimensão com escassa discussão (rede de relações) e ao considerar um contexto singular (cooperativas de crédito). ABSTRACT This study analyzes how the different dimensions of entrepreneurial orientation (EO) are related to the performance of credit unions. To do this, six dimensions will be addressed: innovativeness, risk-taking, pro-activity, autonomy, competitive aggressiveness, and relationship networks. Data collection included the application of a survey to a sample of 67 credit unions in Brazil. Data analysis involved the use of structural equation modeling in SmartPLS 3.0 software. Our findings show that "risk-taking" and "competitive aggressiveness" have a positive and significant association with business performance. Despite the specificities of credit unions, some of the dimensions of the EO construct are relevant in the management of such institutions. This study contributes to the literature by exploring the multidimensionality of EO and by adding a dimension little-addressed so far (network of relationships) in a unique context (credit unions). RESUMEN: El artículo analiza cómo las dimensiones de la orientación emprendedora (OE) se relacionan con el desempeño de las cooperativas de crédito. Para ello, se abordan seis dimensiones: innovatividad, admisión de riesgos, proactividad, autonomía, agresividad competitiva y red de relaciones. Se realizó un survey, con una amuestra de 67 cooperativas. Para el análisis de datos, se utilizó modelado de ecuaciones estructurales, en el software SmartPLS 3.0. Los hallazgos evidencian que, en la OE, las dimensiones "admisión de riesgos" y "agresividad competitiva" mantienen asociación positiva y significativa con el desempeño. A pesar de las especificidades de las cooperativas de crédito, se observa la pertinencia de algunas de las dimensiones de este constructo en la gestión de tales instituciones. El estudio aporta a la literatura al explorar la multidimensio-nalidad del constructo de la OE, al incrementar una dimensión con escasa discusión (red de relaciones) y al considerar un contexto singular (cooperativas de crédito). RÉSUMÉ : Cet article analyse la relation entre les dimensions de l'orientation entrepreneuriale (OE) et la performance des coopératives de crédit. On aborde six dimensions : la capacité d'innovation, la prise de risque, la proactivité, l'autonomie, l'agressivité concurrentielle et le réseau de relations. Nous avons mené une enquête auprès d'un échantillon de 67 coopératives. Pour l'analyse des données, on a utilisé un modèle d'équation structurelle dans le logiciel Smart PLS 3.0. Les résultats montrent que, dans l'OE, les dimensions « acceptation du risque » et « agressivité concurrentielle » sont positivement et significativement associées à la performance. Malgré les spécificités des coopératives de crédit, on observe la pertinence de certaines des dimensions de ce concept dans la gestion de ces institutions. L'étude contribue à la littérature en explorant la multidimensionnalité du concept d'oE, en augmentant une dimension peu discutée (le réseau de relations) et en considérant un contexte unique (les coopératives de crédit).

[ES] El interés que despierta el tema elegido se evidencia, principalmente durante los últimos años a través de una profunda evolución social y económica que vivimos a nivel mundial. El sector turístico hasta antes del declarado Estado de Alarma, el 13 de marzo de 2020, era una fuente significativa de prosperidad económica y un motor de impulso para muchos países. Sin embargo, tras la COVID-19 el sector ha sido duramente golpeado de aquí la trascendencia de analizar las empresas del mismo. · Además, las nuevas tecnologías de la información y Comunicación (NTIC) durante los últimos años han dado lugar a un incremento de la competencia. Esta variable es una antecesora de la capacidad de innovación en la organización, sin embargo, sin un correcto empoderamiento de los empleados de la organización pueden quedar en simples programas sofisticados de informática cuyo rendimiento no ocasiona el flujo de información necesario para estimular la capacidad de innovación en dicha organización. · A este hecho se le suma la turbulencia e incertidumbre del mercado actual, en el que cada vez son más los estudios que concluyen la necesidad de desarrollar y estimular la capacidad de innovación dentro de las organizaciones con el fin de que aumente su desempeño organizativo. · Para ello, se ha realizado un estudio en hoteles de 4 y 5 estrellas, evaluando cada uno de las variables que afectan al mismo y mediante ecuaciones estructurales se han concluido positivas las hipótesis propuestas tras la revisión de la literatura, aportando mejoras empresariales, valor conceptual y resultados empíricos., [CA] L'interés que desperta el tema triat s'evidencia, principalment, a través d'una profunda evolució social i econòmica que durant les últimes dècades estem vivint a nivell mundial. El sector turístic fins abans del declarat Estat d'Alarma, el 13 de març de 2020, era una font important de prosperitat econòmica i un motor de desenrotllament per a molts països. No obstant això, després de la COVID-19 el sector ha sigut durament colpejat d'ací la transcendència d'analitzar les empreses del mateix. A més, les noves tecnologies de la informació i Comunicació (NTIC) durant els últims anys han donat lloc a un increment de la competència. Esta variable és una antecessora de la capacitat d'innovació en l'organització, no obstant això, sense un correcte apoderament dels empleats de l'organització poden quedar en simples programes sofisticats d'informàtica el rendiment dels quals no ocasiona el flux d'informació necessari per a estimular la capacitat d'innovació en la dita organització. A aquest fet se li suma la turbulència i incertesa del mercat actual, en el que cada vegada són més els estudis que conclouen amb la necessitat de desenrotllar i estimular la capacitat d'innovació dins de les organitzacions a fi que augmente el seu acompliment organitzatiu. Per a això, s'ha realitzat un estudi en hotels de 4 i 5 estreles, avaluant cada un dels constructes que afecten al mateix i per mitjà d'equacions estructurals s'han conclòs positives les hipòtesis proposades després de la revisió de la literatura, aportant millores empresarials, valor conceptual i resultats empírics., [EN] The interest aroused by the chosen topic is mainly evidenced by the profound social and economic evolution that we have been experiencing worldwide during the last decades. The tourism sector, until before the declared State of Alarm on March 13, 2020, was an important source of economic prosperity and an engine of development for many countries. However, after COVID-19 the sector has been hit hard, hence the importance of analyzing the companies in the sector. In addition, new information and communication technologies (ICT) in recent years have led to an increase in competition. This variable is a predecessor of the innovation capacity in the organization, however, without a correct empowerment of the employees of the organization, it can remain in simple sophisticated computer programs whose performance does not cause the necessary flow of information to stimulate the innovation capacity in this organization. Added to this fact is the turbulence and uncertainty of the current market, in which more and more studies conclude the need to develop and stimulate the capacity for innovation within organizations in order to increase their organizational performance. For this purpose, a study has been carried out in 4 and 5 star hotels, evaluating each of the constructs that affect it and by means of structural equations, the hypotheses proposed after the review of the literature have been positively concluded, providing business improvements, conceptual value and empirical results.

The purpose of this study is to investigate the elements that influence organisational performance, specifically the aspects pertaining to informational technology and the agility of supply chain management. The flexibility of the supply chain management acts as a mediator in this particular study. Both qualitative and quantitative data were collected for the study. The pharmaceutical businesses in Indonesia were given a questionnaire that they filled out on their own in order to contribute their responses to the current study. A straightforward method of random sampling is utilised in the distribution of three hundred questionnaires across the pharmaceutical industry. The data analysis was done with the help of the smart PLS. The findings of the study indicate that all of the hypotheses can be accepted because they exhibit positive and meaningful outcomes, as opposed to two hypotheses that show results that are negligible. The conclusion of the study includes a discussion of more debate as well as the limitations of the study.

The purpose of this study is to examine and assess how employee satisfaction levels relate to organisational effectiveness. Employee happiness has been shown to have a significant impact on work performance in numerous studies. There are a number of variables that can affect how happy an organization's employees are. Data was collected through semi-structured interviews that were guided by the study's stated aims, objectives, and questions. According to the data, most workers at the Company under study are pleased with various aspects of their employment there. These include the work itself, the "working environment," which includes factors like a supportive manager and respect from superiors, the "working relationships," which include factors like a teamwork atmosphere and respect among coworkers, and the "work involvement," which includes factors like employees feeling involved in decision making.

The lack of synergy between the HRM functions and the ambiguity of human resources business partnering (HRBP) role are significantly blocking the way of HR professionals to become business partners. The paper proposed a theoretical framework, based on Ibrahim (2015) model focusing on the antecedents of HRBP performance, and further link HRBP performance to Organizational Performance and effectiveness. We proposed that factors such as having HR Business Knowledge by Management, Top Management & Line Manager support to HRBP, Management understanding of HRBP’s Role, and Synergy between HRM practices, positively affect the performance of HRBP, and better performance would lead to increased Organizational Performance and effectiveness. To establish the empirical validity, we conducted a self-administered study, from 250 employees belongs to HR top management, line managers, and professionals working in the banking sector. Data were analyzed using confirmatory factor analysis and structured equation modeling. The results showed that among other factors, Synergy between HRM practices has a positive and significant influence on HRBP performance. However, HRBP performance positively and significantly affects both Organizational Performance and effectiveness. The findings revealed that HRBP would play an important and positive role to achieve goals, implement HR strategy, and also increased Synergy between HRM functions makes HRBP performance more effective.

Publisher Summary Clinical decision support (CDS) represents a class of tactics for applying medical knowledge to achieve superior performance. This chapter covers four areas of management challenges. An organization should devote strategic discussions to knowledge management overall to ensure that it has defined appropriate boundaries, understands the functions of knowledge management, and is able to prepare a business case that ensures necessary investments of organization resources. Organizations need a set of management structures and processes to ensure that an investment achieves desired organizational goals. CDS management structures and processes must achieve goals that include linkage to organizational strategies, prioritization of resources, and determination of the impact of CDS. Although there is some variation in the organizational approaches of different health care providers, common guidelines do emerge. CDS implementation and management do require the consideration of key aspects of how an organization's clinical and business strategies drive the IT strategy. The application of CDS is discussed across legacy systems, CDS tools, knowledge acquisition and maintenance approaches, and the view of application systems as foundations. CDS has one overarching goal—improving organizational performance. Achieving this goal requires ensuring strategic alignment, measuring performance relative to goals, and continuous improvement of the efficiency and effectiveness of the knowledge management function.

This paper aimed to examine the effect of transformational leadership, energizing organizational learning and teamwork efficacy on improving Indonesia community-based eco-tourism organization performance. A field survey was conducted in the Tasikmalaya tourism sector. A total of 205 eco-tourism workers were surveyed to obtain data. This study offered a conceptual model for variable proposed to improve the eco-tourism community performance. The findings show that transformational leadership and energizing the organizational learning process positively affects organizational performance in the eco-tourism community. The author argues that energizing the organizational learning process mediates the relation between transformational leadership and organizational performance. This study addressed gaps in transformational leadership literature and practices by examining the interactions between energizing organizational learning process and eco-tourism workers teamwork's efficacy.

explore the contribution of CSR strategic integration to the creation of strategic advantage. Data were collected from companies located in different Qatari sectors. As the most competitive economy in the Middle East, Qatar is experiencing rapid economic growth. The selected companies in this study represent different sectors in Qatar, such as oil and gas, financing and banking, building and construction, and education sector. A total of 100 companies were identified. Those companies represented the sample of this study.The study relied on 20 items to measure CSR activities. In order to measure the study hypotheses, the PLS to structural equation modelling was used. In particular, CSR strategic integration is significantly and positively related to the adoption of CSR activities. the adoption of CSR activities is significantly and positively related to organizational performance. the findings of this paper asserted that CSR strategies play a pivotal role in organizations across Qatar and their use has increased tenfold in recent times with modern practices and street-smart employees

Background: Entering the hospital via an Emergency Department (ED) is a pivotal moment in the life of People with Dementia (PwD) and often starts an avoidable downward spiral. Therefore, it is required to further educate ED staff to raise awareness of the needs of PwD. Although there are many studies about existing dementia training programs for the hospital setting, empirical evidence for the ED setting and cross-level training evaluations are lacking. Objective: The study aims to evaluate a two-day dementia training course for ED staff on the outcome levels of learning, individual performance, and organizational performance. Furthermore, the study examines whether the training fulfilled participants’ expectations. Methods: Mixed methods were used to assess data from head nurses, nursing, and administrative staff working in EDs. We conducted semi-structured interviews three weeks before (N = 18) and eight months after (N = 9) the training. Questionnaire data were assessed before the training, three months, and six months after the training (N = 44). A qualitative content analysis was conducted to analyze qualitative data; quantitative data was described descriptively. Results: The intervention seems to be effective on both learning and individual performance levels. However, we did not observe any changes in the organizational performance. The training program met attendees’ expectations only partly. The working environment of EDs needs to be taken more into account. Conclusion: Hospital staffs’ expectations of a dementia training program depend on the work area in which they operate. Results support the implementation of intervention bundles to enable sustainable cross-level changes.

PurposeWith the increasing digitalization processes taking place in different industries, the success of family small and medium-sized enterprises (SMEs) appears to be more under threat than for any other types of organizations, especially when information technologies (ITs) are not adequately used and managed. To grow and increase the chances of survival, family SMEs need more than ever IT. Stemming from agency theory, the aim of this article is to understand whether family harmony impacts the performance of family SMEs and to what extent IT mediates this relationship.Design/methodology/approachThe research follows a quantitative approach, based on a sample of 182 family SMEs. Structured equation modeling, through SmartPLS, was employed to validate the research model.FindingsThis study’s main findings suggest that family harmony positively impacts firm performance and that IT governance and strategy mediate positively this relationship.Research limitations/implicationsFirst, the relatively limited number of respondents limits the degree of representativeness of all family SMEs. Replicating the research with a larger number of respondents could strengthen the findings. Second, this study is limited to French firms and future research could extend the findings by looking at cross-country comparisons.Practical implicationsFamily SMEs are encouraged to link their IT governance with their IT strategy in order to increase their organizational performance. A favorable family harmony will make it easier to choose and implement a richer IT strategy and put in place an adequate IT governance function.Originality/valueThis research offers an enriched knowledge of the roles of family harmony and technological innovation in family SMEs and IT contexts as significant predictors of organizational performance. It contributes to family firm theory through the identification of three determinants of family SMEs' performance.

This article reflects on the process, learnings, and success of utilizing a common compensation philosophy and pay strategy for registered nurses to pursue strategically important organizational and professional goals. This article reviews the current state of nursing compensation practices and identifies those pay strategies than can be used to accelerate goal achievement and improve organizational performance. Developed by a team of chief nursing officers with staff input, specific policy, structure, and tactics were deployed and sustained over a period of 10 years to successfully advance the professional nursing organization as well as meet key performance metrics of the health system.

Data Envelopment Analysis (DEA) is a linear programming methodology for measuring the efficiency of Decision Making Units (DMUs) to improve organizational performance in the private and public sectors. However, if a new DMU needs to be known its efficiency score, the DEA analysis would have to be re-conducted, especially nowadays, datasets from many fields have been growing rapidly in the real world, which will need a huge amount of computation. Following the previous studies, this paper aims to establish a linkage between the DEA method and machine learning (ML) algorithms, and proposes an alternative way that combines DEA with ML (ML-DEA) algorithms to measure and predict the DEA efficiency of DMUs. Four ML-DEA algorithms are discussed, namely DEA-CCR model combined with back-propagation neural network (BPNN-DEA), with genetic algorithm (GA) integrated with back-propagation neural network (GANN-DEA), with support vector machines (SVM-DEA), and with improved support vector machines (ISVM-DEA), respectively. To illustrate the applicability of above models, the performance of Chinese manufacturing listed companies in 2016 is measured, predicted and compared with the DEA efficiency scores obtained by the DEA-CCR model. The empirical results show that the average accuracy of the predicted efficiency of DMUs is about 94%, and the comprehensive performance order of four ML-DEA algorithms ranked from good to poor is GANN-DEA, BPNN-DEA, ISVM-DEA, and SVM-DEA.

PurposeThis study aims to investigate the impact of skills and knowledge of employees, economic situations of the company, current IT infrastructure, payment fashion, cloud availability, and cloud privacy and security on the productivity of the human resources in the COVID-19 era.Design/methodology/approachOver the past few years, the advent of cloud-assisted technologies has dramatically advanced the Information Technology (IT)-based industries by providing everything as a service. Cloud computing is recognized as a growing technology among companies around the world. One of the most critical cloud applications is deploying systems and organizational resources, especially systems whose deployment costs are high. Manpower is one of the basic and vital resources of the organization, and organizations need an efficient workforce to achieve their goals. But, in the COVID-19 era, human resources' productivity can be reduced due to stress, high labor force, reduced organizational performance and profits, unfavorable organizational conditions, inability to manage and lack of training. Therefore, this study tries to investigate the productivity of human resources in the COVID-19 era. Data were collected from the medium-sized companies through a questionnaire. Distributed questionnaires were conducted on the Likert scale. The model is assessed using the structural equation modeling technique to examine its reliability and validity. The study is a library method and literature review. A case study was conducted through a questionnaire and statistical analysis by SPSS 25 and SMART-PLS.FindingsBased on the findings, the skills and knowledge of employees, the economic situations of the company, payment fashion, cloud availability and the current IT infrastructures of the company have a positive impact on human resource efficiency in the COVID-19 era. But cloud privacy and security have a negative effect on the productivity of human resources. The findings can be the basis for companies and organizations in the COVID-19 era.Research limitations/implicationsThis study has some restrictions that need to be considered in evaluating the obtained results. First, due to the prevalence of Coronavirus, access to information from the companies under study was limited. Second, this research may have overlooked other variables that affect human resource productivity in the COVID-19 era. Prospective researchers can examine the impact of Customer Relationship Management (CRM) and Supply Chain Management (SCM) on the human resource's productivity in the COVID-19 era.Practical implicationsThe results of this research are applicable for all companies, their departments and human resources in the COVID-19 era.Originality/valueIn this paper, human resources' productivity in the COVID-19 era is pointed out. The presented new model provides a complete framework for investigating cloud-based enterprise resource planning systems affect the productivity of human resources in the COVID-19 era.

PurposeThe purpose of the study is to investigate the impact of technological pillars of Industry 4.0 based on knowledge to adopt the supply chain performance of Thai small and medium-sized enterprises (SMEs) 4.0. In addition, to increase knowledge and understanding of how to apply knowledge in technology 4.0 to improve the efficiency of supply chains and organizations.Design/methodology/approachAn integrated model was developed from applying knowledge in five technological pillars of Industry 4.0 such as Internet of things (IoTs), cloud computing, big data and analytics, additive manufacturing and cyber-security. The bibliometric analysis was used to find the relationship between the technological pillars of Industry 4.0 and the literature review. The survey questionnaires were sent to Thai SME 4.0 (manufacturing aspect). Of these, 240 useable responses were received, resulting in a response rate of 65.84%, after then, the exploratory factor analysis (EFA), confirmatory factor analysis (CFA), structural equation modeling (SEM) and validity were used to evaluate the model through IBM SPSS 21 and AMOS 22.FindingsEFA showed the four groups of the technological pillars of Industry 4.0, such as support human, automation, real-time and security. These groups positively impact supply chain performance (increase delivery reliability, increase resource efficiency, decrease costs in the supply chain and reduce delivery time). Another important finding is that supply chain performance positively impacts organizational performance in profitability, return on investment (ROI) and sale growth.Originality/valueThis study is a model development to support the supply chain performance and increase understanding related to applying knowledge in technology 4.0 that remains unclear for SME 4.0.

Lean is a term that was first used in 1988 with reference to a production system. It is a highly acknowledged production method that focuses on cutting out waste, at the same time ensuring the same quality. An emerging field known as industry 4.0 has recently evolved, with the goal of incorporating current smart technologies into the industrial process. Due to the novel nature of the subject, very little evidence is there to suggest that there is a link between industry 4.0 and Lean production. The study aims to find empirical evidence to show the direct relationship between the introduction of industry 4.0 and Lean process and to find the impact it has on organizational performance. The research is based on data gathered in the form of a survey questionnaire. The measurement scale used for the questionnaire was a five-point Likert scale, the primary respondents of the questionnaires were production engineers, service engineers and sales representatives. The data was analyzed using IBM SPSS software and a correlation between industry 4.0 technologies and Lean manufacturing was obtained.

Purpose This study aims to reveal the effect of the two international intrapreneurship activities of employee strategic renewal behaviour and new business venture behaviour on small and medium enterprises (SMEs)’s export performance with the direct and indirect effects of transformational leadership, international entrepreneurial orientation and internal corporate social responsibility (CSR) practices. Design/methodology/approach The study sample consists of 461 employees at 168 Vietnamese import and export SMEs in the Ho Chi Minh City of Vietnam. The data is analysed by structural equation modelling. Findings The paper reveals that the two international intrapreneurship activities of employee strategic renewal behaviour and new business venture behaviour significantly contribute to SMEs’ export performance. Transformational leadership, internal CSR practice and international entrepreneurial orientation positively and significantly direct influence the two international intrapreneurship activities. The effects of transformational leadership on international intrapreneurial behaviours are partially mediated by firm internal CSR practices and international entrepreneurial orientation. Research limitations/implications Firms would have to form the architecture and mechanisms to apply internal CSR and international entrepreneurship orientation for supporting the dedication of international intrapreneurship with a transformational leadership base. Originality/value The study contributes to the body of knowledge on international business by integrating resource-based view theory and dynamic capabilities theory in a way that benefits entrepreneurship and SMEs’ export performance.

An effective leadership model can influence the personality of the leader himself. Every leader must be able to have aspects that can support efforts in improving good relations with members of the organization. The reality is that leaders must be able to deal with their members (employees) who have different characters, dispositions, and ideologies, the same as individual human traits who have different traits, attitudes, ways of thinking and views. Therefore, the figure of a leader must have the ability to influence the opinions and attitudes of others in order to carry out employee duties professionally. Employee performance really determines the results of the achievement of organizational performance, it is necessary to have a good system to be able to improve employee performance to support success in leading the company. The method in this study uses qualitative research with a descriptive approach. This research uses Aji's theory which includes Ingarso sung tulodo, Ing madyo mangunkarso, and Tut wuri handayani and also uses Bernandin and Russel's theory which covers the amount of work, work quality, work knowledge, creativity, cooperation, initiative, and personality. The results of this study indicate that the leadership model is very influential in improving employee performance and can also provide the best results for the company so that this increase becomes an achievement for all.

Purpose Construction companies require meticulous and thorough financial planning to ensure business survival in an increasingly competitive global market. Past studies assert that cash flow management is also crucial to meeting project and organisational performance expectations. However, the link between an advance payment system (APS), cash flow and project performance has hitherto received scant academic attention. Therefore, this study aims to investigate the attributes and impact of APS on cash flow, project and organisational performance. This study surveyed all registered contractors listed in Grades 1–9 on the Construction Industry Development Board Register of Contractors in South Africa. Design/methodology/approach This study adopted an empirical epistemological design and deductive reasoning to analyse primary data collated via a questionnaire data collection instrument. Summary statistical and regression analysis were used to explore data garnered. Findings This study found that key significant attributes of APS in South Africa were payment of balance to the contractor upon project delivery; advance payment to contractors before the commencement of the work; and payment to contractors as agreed. This study proffers that project performance in terms of cost, time and quality performance is highly and positively supported by APS. Moreover, APS positively supports the efficiency, competitiveness and profitability of construction organisations. Cumulatively, these findings confirm that APS attributes in South Africa conforms to the global attributes of APS. The research concludes that client use of APS on projects improves the likelihood of attaining improved quality and time performance. This paper concludes with a recommendation that both public and private clients consider the option of an APS as the ideal payment system to support project and organisational performance. Originality/value To the best of the authors’ knowledge, this work constitutes the first attempt to explore the linkages between an APS, cash flow and project performance in South Africa and seeks to engender wider polemic debate and further discussion among industry stakeholders.

PurposeThis study aims to explore the extent to which companies rely on sustainability management control systems (SMCS) to translate corporate social responsibility (CSR) into superior performance building upon the premise of the natural resource orchestration perspective.Design/methodology/approachData were collected based on a survey data set from 118 Chief Financial Officers of publicly listed companies in Iran. The theoretical model was tested using partial least squares structural equation modeling (PLS-SEM, SmartPLS 3.0) as a method that enjoys minimum demands concerning normality assumptions and sample size.FindingsThe findings support the full mediation effect of SMCS on the relationship between CSR and organizational performance. This implies that CSR affects performance only through the mediating role of SMCS.Practical implicationsThe central premise in the proposed theoretical framework is that the utilization of proper management control mechanisms (i.e. SMCS) can help the organization to better synchronize, measure and manage – i.e. “orchestrate” – the social, environmental and economic impacts, and this, in turn, leads to improved organizational performance.Originality/valueTo the best of the authors’ knowledge, this is the first study of its kind, building on a unique synthesis of the agency cost perspective and resource orchestration theory, to introduce the “natural resource orchestration” approach for examining the intervening role of SMCS between CSR and organizational performance.

Business and Information Technology (IT) alignment involves applying IT in an appropriate and timely way, in harmony with business strategies, goals and needs. Prior research argues that achieving alignment contributes immensely to ensuring that IT investments improve organisational performance. One important issue in business–IT alignment study is the absence of alignment. Findings indicate that there are many factors/variables that consistently enhance business-IT alignment. By identifying factors to achieve business-IT alignment, the problem on the absence of alignment could be addressed. Due to the complexity of business-IT alignment, there is possibility that successful alignment focuses on managing specific alignment dimension by investigating factors that encourage particular dimension. Past studies have shown the relationship between business-IT alignment and organizational performance. However, only few researchers tried to relate between the factors with organizational performance. Literature on alignment discovered that there seems to be confusion in clarifying the business-IT alignment concept. Based on this gap, this paper examines problem and issues on alignment, identify, analyze and discuss factors affecting alignment, then categorize the constructs identified into dimensions and propose a model for alignment in universities. The study contributes to the formation of a theoretical model influencing alignment dimension that has impact on organizational performance. The model is important to provide empirical evidence that confirms the importance of categorizing factors into dimensions in achieving business-IT alignment and their influence on universities’ performance.

The purpose of this study was to determine the effect of Total Quality Management (TQM) on organizational performance mediated by innovation. This study used primary data in the form of a questionnaire to test the existing hypotheses and analyzed using the Structural Equation Model (SEM). The sample in the study amounted to 203 SMEs in Bengkulu City. Data were analyzed using descriptive statistical analysis using WarpPLS software version 6.0. The results showed that: (1). Total Quality Management has a significant positive effect on organizational performance. (2). Innovation does not mediate the effect of Total Quality Management on organizational performance.

People strategy simply aim to establish best practice in each of the HR policy areas, there have been attempts to describe people strategy as an internally coherent set of HR policies and practices. This endeavor has proven to be both difficult and elusive. As one might expect, there appears to be no one single ideal type of people strategy with a set of HR policies and practices that can be adopted by organizations seeking to manage their people more strategically (Lynda Gratton, Catherine Truss, 2003). People of a firm is a strategic asset and a very important element and the backbone of every firm (Anam, Rashi, Rad & Mizana, 2013). People strategy plays a critical role in harmonizing strategic human resource management implementation in an organization (Linda Gratten, Catherine Truss, 2012).

The objective of the present study is to empirically investigate the relationship between emotional exhaustion and knowledge sharing of individual and organizational outcomes. Data was collected from 672 respondents from the information technology (IT) sector. The results from path analysis revealed that emotional exhaustion is (i) positively related to depersonalization, and (ii) negatively related to work accomplishment and organizational performance. The results also reveal that knowledge sharing is (i) negatively related to depersonalization, and (ii) positively related to work accomplishment and organizational performance. However, depersonalization is not negatively related to organizational performance. As predicted, work accomplishment is positively related to organizational performance. The diametrically opposite results of emotional exhaustion and knowledge sharing are particularly interesting. The implications for management and practicing mangers are discussed.

Purpose: Is to investigate the relationship between training and development (T&D) methods and organizational performance in the local government sector, as well as contribute to knowledge. Research Methodology: The study employed a quantitative approach and correlation design, a census sampling method to sample 215 employees, a structured questionnaire to collect data, multiple linear regression to test hypotheses, and the Statistical Package for Social Science (SPSS) version 20 to input, transform and analyze the data. Result: The result shows that training and development (T & D) methods (job orientation, job rotation, workshop & conference, and classroom lectures) had a significant relationship with organizational performance. The findings also revealed that training and development (T & D) methods (job orientation, workshop & conference, and classroom lectures) have a significant relationship with the quality of service delivery. However, job rotation has no relationship with quality service delivery. Limitation: The study's main weakness is that it only looked at four different training and development methods and their impact on organizational performance and service quality. Another flaw in the study is that it only looked at one metropolitan assembly. Contribution: In this regard, metropolitan and municipal assembly executives and managers should consider employing training and development methods that provide stronger predictions to boost the organization’s performance and delivery of quality services to communities. They should train and develop employees within the organization as soon as political power changes hands to enhance organization performance because policy adherence is critical to the organization's performance.

Purpose Green sustainability has become a critical challenge for businesses to execute green supply chain management (GSCM). Most of the literature on GSCM emphasizes regulations as drivers and few pieces of research are conducted from an internal organizational culture view. This study aims to use the cultural perspective of market orientation (MO) and draws on both the natural resource-based view (NRBV) and dynamic capability view (DCV) to explore the relationships among green market orientation (GMO), GSCM capability and organizational performance. Design/methodology/approach A total of 1,000 survey questionnaires were distributed to the Taiwanese electronics industry and 207 valid questionnaires were collected. Data was analyzed using structural equation modeling. Findings The results show that GMOs have a significant positive impact on GSCM capability, environmental performance and economic performance. Moreover, GSCM capability is positively related to environmental and economic performance. The results also show that GMOs have a significant indirect influence on environmental performance and economic performance through GSCM capability. Practical implications The findings of this study suggest how Taiwan’s electrical and electronic manufacturers, while faced with pressure from competitors, customers and regulations (i.e. waste electrical and electronic equipment directive, Restriction of Hazardous Substances Directive and energy-using products directives), should efficiently and effectively implement GMO and enhance GSCM capability to improve organizational performance. Originality/value This study fills up the gap between MO and performance indistinct relationships. It has also integrated two perspectives, namely, NRBV and DCV, to explain GSCM capability as a mediator between GMO and organizational performance relationship and to examine the relationships among GMO, GSCM capability and organizational performance.

PurposeThis paper aims to theoretically propose and empirically test a research framework that investigates the relationship between high-performance work systems (HPWSs) and organizational performance through the serially mediating mechanisms of employee HPWS-experience attributions of well-being and exploitation, attitudes, and behaviors.Design/methodology/approachMultilevel structural equation modeling through Mplus was applied to a sample of 1,112 employees working at 158 Greek organizations.FindingsThe modeling's findings indicate that the serially mediating mechanism of employee HPWS-experience attributions of well-being, attitudes and behaviors improves organizational performance. Meanwhile, the serially mediating mechanism of employee HPWS-experience attributions of exploitation, attitudes and behaviors was found to weaken organizational performance.Practical implicationsThis study shows that, to improve employees' well-being and weaken employee exploitation through employees' HPWS-experience attributions, senior and line managers should gain competencies and communication skills through training and development programs, successfully communicating HPWS messages to employees.Originality/valueThis study may be the first study to elucidate the serially mediating mechanisms of employees' well-being and exploitation through employees' HPWS-experience attributions, attitudes and behaviors in the relationship between HPWSs and organizational performance.

Aspectos como el cambio en el consumo de los clientes, el aumento de éstos y sus demandas específicas y las nuevas tecnologías están provocando un entorno donde la volatilidad, la incertidumbre, la complejidad y la ambigüedad resulta habitual para las organizaciones. En ese marco, se plantea un análisis acerca del manejo del marketing estratégico de las organizaciones haciendo énfasis en la importancia de la estrategia para la gestión de las empresas, así como la importancia de la medición del rendimiento organizacional y su eficiencia. Para tales fines se plantea un análisis de la literatura enmarcando los principales aspectos que vinculan estas temáticas. Los resultados apuntan a que el marketing estratégico tiene una influencia positiva en los resultados de la empresa, lo que se traduce en una operación eficiente y eficaz, sólida, además de ser rentable a largo plazo. Un buen plan estratégico es fundamental para la consecución de los objetivos comerciales de la compañía y su permanencia en el mercado.

This research examines the effects of middle cadre employee capacity building in Machakos County Government. The objectives of the study were as follows: To examine the effects of frequency of capacity building activities for middle cadre employees on organizational performance in Machakos County Government; to examine the effects of middle cadre employee training on organizational performance in Machakos County Government and to establish the challenges encountered in middle cadre employee capacity building on organizational performance in Machakos County Government. The study utilized a descriptive survey design that targeted the permanent and pensionable employees of the Machakos County Government Service Board. Using Krejcie and Morgan's (1970) formulae, a total of 1,962 employees formed the target population out of which 320 was the sample size. The findings of the study demonstrate that capacity building is a norm that is practiced by the County government of Machakos.

Despite being known as one of the most innovative countries in the world, innovation in Australia has remained stagnant since the 1990s. The main objective of this study is to analyse and evaluate the role of leadership in financial innovation adoption in the Australian banking industry. Specifically, this study focuses on exploring the drivers of innovation, testing the skill and knowledge of leaders to adopt an innovation, the impact of different leadership styles on innovation, and based on the nature of innovation propose the suitable leadership framework for Australian banks using a conceptual framework. The findings of this study are expected to allow Australian banks in evaluating their leaders’ role and formulate relevant strategies to ensure successful innovation adoption. It is projected that the findings will be robust for the businesses as the internal and external shareholders working with leaders to enhance organizational performance can befit from the insight provided in this study. Moreover, this study is projected to assist in charting directions for business leaders in the context of effective leadership practices necessary for improving employees’ retention, profitability, and growth which will ultimately contribute to business practices. The findings will help in providing a better understanding of leadership practices required for leaders’ professional growth which may create more job opportunities. The leaders may learn the ethical and sustainable leadership practices to meet the social expectations through compact strategies which may contribute to social change.

Firms that clearly understand their mandate are more easily able to understand their customers and hence are in a better position to create products that correctly fit in with the market needs and withstand competition. Most firms in the same industry operate under similar environments, however, the ability of a firm to understand its surroundings and take up the opportunities around it and at the same time minimize its threats within certain acceptable time limits, brings out to a large extent the difference between performance of one firm and the other in a similar industry. This study was anchored on the competitive theory as advanced by Michael Porter. A descriptive approach was used by explaining the data and characteristics of the population being studied. The study targeted a total of 64 respondents. This study did not sample the tier two commercial banks because they are few and hence a census was adopted. A pilot test on 8 employees was consequently carried out before this study. The respondents agreed that tier two banks strive to be competitive in the market and employees are encouraged to implement new ideas. The study concluded that absorptive capability has a significant contribution to performance of tier two banks. The study also recommended that banks should enhance customer retention to build their customer base.