Search

This paper details a study focused on establishing a framework to examine how Artificial Intelligence Usage mediates the relationship between innovation factors and organizational performance. Before constructing the framework, a Partial Least Squares Structural Equation Modelling (PLS-SEM) mediation model was formulated using SmartPLS software. This model encompasses innovation factors categorized into three groups: marketing, management, and process, treated as independent constructs, while organizational performance serves as the dependent construct, with artificial intelligence usage acting as the mediator. Data for constructing the model were gathered through a questionnaire survey administered to 129 employees of ADNOC, selected via convenient random sampling. The constructed model underwent rigorous assessment of its inner and outer components until meeting predefined fitness criteria. Subsequently, a bootstrapping procedure was employed for hypothesis testing to ascertain the significance level of each relationship path, facilitating the determination of mediation effects. The framework emerged from the results of these mediation effects, indicating that process innovation achieved partial mediation, management innovation achieved full mediation, while marketing innovation showed no mediation effect. This framework is poised to aid ADNOC employees in integrating innovation factors with artificial intelligence usage to enhance organizational performance.&nbsp

This study aimed to develop a multi-linear regression model to explore the impact of innovation factors on the organizational performance of ADNOC. It employed a quantitative research approach in collecting and analysing the numerical data statistically. Correlation results found that there are significant positive relationships between all constructs, indicating that as one variable increases, the other tends to increase as well in the interconnections among marketing, management, process, organization structure, and organizational performance within the studied context.  While, for the multi-linear regression model, it was found that the correlation coefficient of 0.503 between the predictors and the dependent variable, indicating a strong relationship. Furthermore, with the coefficient of determination, it suggests that 50.3% of the selected independent variables collectively explain the variance in the dependent variable. This equation model can be directly applied to ADNOC's organizational performance by inputting the values of the innovation factors/variables into the equation. The established equation holds potential benefits for organizations aiming to enhance performance through the application of innovative strategies.

The motivation for this study was to assess managerial threats that hinder the attainment of organisational goals in schools from the point of view of the school management teams. A qualitative study was conducted to assess the impact of managerial challenges on school performance. Data was collected through a standardised open-ended questionnaire using an in-depth interview technique and a focus group discussion. Two groups of respondents participated in the project. In-depth interviews were held with the first group of principals and a focus group discussion with the second group of deputy principals and departmental heads. The findings revealed that SMT members struggle with goal-setting and sometimes lack the innovation, capacity and understanding to set realistic and smart goals. There is a need for the empowerment of SMT’s to develop the requisite capacity to achieve at a higher level.

The success of any organisation depends on the effective and efficient utilisation of its human resources. In every project-based industry, such as the construction industry, project performance is tied to the effectiveness of its human resources. Labour turnover in the Nigerian construction industry and the poor performance of the Nigerian construction industry in terms of project delay, cost uncertainty, and quality deficiency is caused by inadequate utilisation of human resources management practices. The study aimed to assess the influence of human resources management practices on the organisational performance of construction firms in Lagos State in order to improve their competitive edge. A quantitative research method was adopted involving administration of 140 well-structured questionnaires to registered construction firms. The results revealed that human resources management practices (selection, training, development and reward) have a positive and statistically significant influence on organisational performance, with a p-value of <.001, <.003, <.003 and <.002 respectively. While the other practices (recruitment and compensation) did not significantly influence organisational performance. This indicates that human resources management practices are important to the success of organisations. Therefore, in order to overcome the challenges of labour dissatisfaction at work resulting from organisational instability, poor working conditions, lack of training, and reducing the low performance of the employees in the construction industry, appropriate and adequate human resources management strategies, policies, and action plan provisions should be put in place in order to improve organisational performance and to maintain competitive advantages.

Green innovation is increasingly receiving attention in organisational behavior and strategic management literature. However, understanding employee’s preferences for organisations that have adopted innovative environmental practices have received little attention. This study tests a framework that examines the relationship between employees' preferences for innovative green organisations, hope, and intentions to stay. Data were collected from 403 employees in Australia. Results show that employees' preferences for green' innovation drive the emotional state of employee hope, which has a positive effect on employees' intentions to stay with the organisation. This study offers implications for academics and managers, advancing the literature on green innovation, recruitment, retention, and organisational behaviour.

Organisations face a plethora of internal and external challenges, and these challenges are, by definition, learning challenges. As fiduciaries of organisational purpose, boards have the ultimate responsibility for their organisations; therefore, the challenges are board learning challenges. Board learning for individual members and as a collective group has largely been ignored in the governance literature, and this research seeks to contribute insight into board learning processes occurring in the boardroom and the elements that contribute to board effectiveness. It is in the interests of society that boards learn to make sound decisions because board decisions affect all members of society. However, more education does not automatically result in effective learning. This research aims to understand instances of governance and learning and how the findings bear upon theory and develop propositions that link governance and learning concepts. The research employed a mixed-methods research design and semi-structured interviews with 26 directors or trustees from small and medium-sized for-profit and not-for-profit organisations. The results show that learning was integral to governance and axiomatic to the fiduciary’s duty. Unambiguous links were manifest between board learning and board effectiveness. The research revealed knowledge of the learning characteristics that are most likely to affect board effectiveness and developed six propositions that include specific board learning practices applicable to board meetings and explicit realms of learning responsibility that are also either hindrances or enablers of learning. Hindrances to learning included the inability to acknowledge that learning was required. A safe zone for robust discussion was an important enabler of learning.

The present study investigates the impact of human capital capacity, human capital knowledge, and human capital skills on organisational performance in the hospitality industry. This study also investigates the moderating role of innovative leadership in the relationship of human capital capacity, human capital knowledge, and human capital skills with organisational performance. Data was collected through survey questionnaires from 356 managers working in small and middle-level hotels located in the four districts of Saudi Arabia. The present study used convenience sampling, and the data analysis method was partial least square structural equation modelling. Results of this study demonstrate that human capital capacity, human capital knowledge and human capital skills have a significant positive relationship with organizational performance. Results also confirmed a moderation effect of innovative leadership between human capital knowledge and organizational performance. However, the moderation effect of innovative leadership between human capital capacity and human capital skills with organizational performance was not confirmed. Finally, the theoretical contribution, practical implications and future commendations are also discussed.

Dissertation (M.Com (Business Management)))--University of the Free State, 2022, The healthcare sector is nurse-based, as nursing employees are entrusted with a core function in healthcare organisations. However, there is a prevailing phenomenon of high turnover for nursing employees in the healthcare sector. The lack of effective retention of nursing employees poses profound complications for organisations in the healthcare sector. The phenomenon of high turnover for nursing employees does not only tarnish service delivery, but it also dwindles the finances of healthcare organisations. Accordingly, private healthcare organisations ought to maintain adequate levels of nursing employees' retention in order to enhance organisational performance. Thus, the objective of this study was to investigate the effectiveness of nursing employee retention strategies and how employee retention affects organisational performance in the private healthcare sector in South Africa. The study was conducted through the quantitative research method. The target population was nursing employees who work in the private healthcare organisations in South Africa. Questionnaires were used for data collection. Through a non-probability sampling method, 226 nursing employees were contacted to participate in the study. The participants were employed by private healthcare organisations located in the Free State province and KwaZulu Natal province. The findings of the study revealed that the retention strategies in the form of compensation, training and development, leadership and supervision, working conditions and work-life balance, have positive correlations with employee retention. The results further revealed that employee retention enhances the performance of organisations. The study concluded that nursing employees in the private healthcare sector do not intend to stay longer in their current jobs. Consequently, the study deduced that the performance of organisations in the private healthcare sector is not at an optimal level. Private healthcare organisations should consi

Purpose: This study assesses the mediating role of employee engagement and organisational citizenship behaviour in the relationship between employee empowerment (structural, psychological) and organisational performance in non-commercial banks in Ghana.Design/methodology: A structural equation modelling (SEM) was used to test the proposed hypothesis based on 304 employees selected from eight non-commercial banks in the Bono Region, Ghana.Findings: Neither structural nor psychological empowerment are a direct contributor to organisational performance but they positively influence organisational citizenship behaviour and employee engagement. Employee engagement and organisational citizenship behaviour show no effect on organisational performance. Organisational citizenship behaviour was also found to be a significant mediator in the relationship between employee empowerment (structural and psychological) and organisational performance but employee engagement is not a significant mediator.Practical implications: The study offers managers information to help deal with absenteeism, increase employee psychological health, promote better home life, improve employee retention and increase job satisfaction. Practitioners are offered insights to help involve their employees in decision-making and offer them the freedom to act on their own. Finally, practically, the results reveal the need to retain employees who have organisational citizenship behaviour to improve performance.Originality/value: The study serves two purposes: as a confirmatory and as a hypothesised model. The confirmatory model entails goodness of fit and chi-square test. The hypothesised model relies on examining the interactions among structural and psychological empowerment, organisational citizenship behaviour, employee engagement and organisational performance in a developing economy

Organizations in different sectors of the Nigerian economy continue to record high cases of misappropriation, embezzlement, immoral and unethical practices, gratifications, high labour turnover, inability to meet basic required obligations, and employees’ dissatisfaction, which have further resulted in poor performance. The theoretical paper dwelled on the concepts of leadership styles as opined by several scholars in the literature and used these as springboards to arrive at elaborate ones that encapsulated all and introduced a range of common and contemporary models and approaches, including an addition of a cutting-edge competitive list to help managers discover, devise and adjust their individual management practice and style for navigation towards a sustainable organizational performance.

Three-decades long IS research suggests that Information technology (IT) alignment is regarded as one of the pervasive issues among researchers and practitioners. Given the current dynamic business environment, organisations need to foresee external changes and make necessary adjustments (i.e., they need to be agile) while attempting to achieve and maintain IT alignment. However, the research on the two streams—IT alignment and organisational agility—seems not to overlap yet. On the other hand, the prior studies investigating the relationship between the two constructs report contradictory findings. To address the lack of knowledge about the influence of organisational agility on IT alignment in the public sector, this study presents the results of a mixed-method research conducted in four sub-city administrations in the capital of Ethiopia, Addis Ababa. The findings suggest that organisations success to reach IT alignment while aiming for organisational agility is the function of environmental volatility and stakeholder relationships.

Background: At present, the level of globalisation in technological companies requires them to incorporate innovation to retain their position and move forward and grow. In this direction, a successful leader can prove beneficial in order to help the company evolve and flourish. A leader capable of boosting an innovative spirit among the employees and motivate them to strive for the welfare of the organisation can result in increased organisational performance. This terms are not separate from each other. Leadership, employee motivation, innovative spirit and organisational performance are interconnected and they constitute key elements for ensuring the positive future of every company.Objectives: The present study aims at investigating whether and how participative leadership and transactional leadership can affect the innovation and motivation of employees and by extension whether they can affect the organisational performance. Methodology: This thesis utilises a quantitative approach for data collection and data analysis. A structural equation model (SEM) has been created for the investigation. Employees of tech companies in Sweden and Belgium have been requested to answer an online questionnaire using Google forms. The employees of the companies hold different positions, educational backgrounds and professional experience. A total of 200 answers has been collected and analysed using STATA software both quantitatively and qualitatively. Results: The results of the present study showed that there is a strong relationship with transactional leader with regards to stimulating the motivation of employees along with their innovative spirit. This can by extension result in improving organisational performance. Conclusions: The thesis showed that a common leadership style in tech companies, transactional leadership, can contribute in engaging employees to demonstrate a rather innovative attitude, be motivated and improve significantly organisational performance. The eff

In the fast-changing global workplace of today, maintaining competitive advantage has become imperative to survival. Employees matter today more than ever since they become non-imitable sources of firm uniqueness that can deliver value to every stakeholder. Based on this, the field of Strategic HRM has gained a special interest among researchers and practitioners since it employs a strategic approach to the role of employees within the organisations. However, looking at the business world results, it looks like there is a divorce between academia and practitioners and that they are operating in a parallel way. With the aim of evidencing this gap and echoing this issue, this chapter is structured as follows. It starts with a summary of the research conducted under the SHRM field in the last two decades. It follows with a section that evidences the gap between research and practice showing the results of global companies’ surveys related to people management. In the third section a special focus on big companies is done due to their importance when legitimizing managerial trends. The chapter finishes with some conclusions and thoughts for future managers.

The purpose of this study is to examine the effect of intellectual capital on its component of firm’s financial performance and market valuation. It also draws a comparison between service and manufacturing sector. The study applies panel data analysis for examining the effect of IC on financial performance and a primary survey is conducted to understand the impact of components of IC namely, human capital, structural capital and relational capital on firms’ organisational performance. Understanding the components of IC as the vital drivers of organisational effectiveness helps a company to derive the full value from them. The importance of various aspects of IC can be extracted from this research will provide opportunity for strategic approaches and reveals the correct path for efficient and suitable management of resource. This study offers a critical review of the impact of IC on firm’s performance and the components which will have more impact on organisational performance.

Prior studies confirming the favourable outcome of IT alignment in enabling organisations to achieve organisational agility which, in turn, is reflected in improved organisational performance, has been debated among IS researchers. The phenomenon ‘alignment-agility paradox’, referring to the unintended outcome of IT alignment resulting in organisational rigidity, has surfaced in the literature following the contradictory findings of empirical studies. However, researchers argue that the relationship between IT alignment and organisational agility is the function of contextual organisational factors—both internal organisational factors as well as external environment. Since most IT alignment studies are conducted in developed countries focusing on commercial and private organisations, this study is poised to investigate the relationship between the two constructs within the context of public organisations in two developing countries.

Sports federations are the great promoters of sport at the national level. Their public-private structure requires them to maintain a strong relationship with the public administration. That is why the economic situation of a country, as well as the sports support policy, significantly influence the structure, projects and sports results obtained. This work shows the evolution of public funding in the Spanish federative sport, as well as the evolution of the medals obtained in the Olympic Games held in the period 2008-2017.

This thesis is a mixed methods research study that focuses on the evaluation of gender equality in the project-based organisations. It aimed to explore how gender equality initiatives affect representation of women at various levels of organisations and to understand the impact of women’s representation on organisational outcomes. It also aimed to explore the issues of selection and implementation of HR initiatives designed to address equality and diversity. This research extends our knowledge of the effectiveness of gender equality initiatives on women’s representation and the organisational practices in the selection and implementation of formal HR initiatives designed to address it.

Innovation plays a key role in the success of businesses the world over. The purpose for this study is to explore the mediating role of job customer satisfaction in the relationship between service innovation and organisational performance. Data for the study was obtained from 450 commercial bank customers in Ghana using structured questionnaire. The PLS-SEM was the main analytical tool used to analyse the research findings via AMOS 22. Findings from this study revealed a positive and significant relationship between service innovation and organizational performance. Additionally, the study revealed that customer satisfaction was found to have positive and significant effect on organisational performance. However, there was no significant relationship between service innovation and customer satisfaction in this study. The study contributes to existing literature on service innovation from a developing country context. The implications for the study are also discussed.

[EN] Crowdsourcing provides an opportunity for SMEs to exploit collective knowledge that is located outside the organisation. Crowdsourcing allows organisations to keep pace with a fast-changing environment by solving business problems, supporting R&D activities, and fostering innovation cheaply, flexibly, and dynamically. Nevertheless, managing crowdsourcing is difficult, and positive outcomes are not guaranteed. Drawing on the Resource-based View, we study transformational leadership and organisational learning capability as complementary assets to help SMEs deploy crowdsourcing. An empirical study of Spanish telecommunications and biotechnology companies confirmed the moderating effect of organisational learning on the relationship between crowdsourcing and organisational performance.

Disertacija se bavi efektima liderstva, LMX i transformacionog liderstva na razliĉite organizacione i poslovne performanse preduzeća u Bosni i Hercegovini. Od poslovnih performansi su kao kljuĉne posmatrane finansijske i performanse uspješnosti razvoja novog proizvoda, a kao organizacione performanse posmatrani su: zadovoljstvo poslom, organizaciona posvećenost, organizaciona komunikacija i meĊusobno povjerenje na poslu. Pored toga, u disertaciji su obrazloţeni i neki drugi organizacioni ishodi koji su u uzroĉno-posljediĉnoj vezi sa liderstvom: organizaciono ponašanje, organizaciona kultura, motivacija i stres. Istraţivaĉki dio disertacije je zasnovan na podacima koji su dobijeni iz dva istovremeno sprovedena istraţivanja. Prvo istraţivanje je obuhvatilo anketiranje N=334 menadţera srednjeg nivoa iz 103 preduzeća u Bosni i Hercegovini. Od metoda statistiĉke obrade podataka korišteni su: deskriptivna statistika, korelaciona analiza, regresiona analiza i hijerarhijska regresiona analiza za ispitivanje moderatornog dejstva. Osnovni zakljuĉci ovog istraţivanja su: (1) Lideri u B&H preduzećima imaju visoka oĉekivanja u pogledu performansi, a malo podrške i osjećanja za zaposlene. Kazne su ĉešće nego nagrade, LMX je oko prosjeka, distanca moći iznad prosjeka, a organizaciona posvećenost ima nisku prosjeĉnu ocjenu. (2) Zaposleni u B&H preduzećima ne vole visoku distancu moći, preferiraju dobre meĊuljudske odnose, kako sa nadreĊenim tako i sa kolegama. Pored toga, zaposleni visoko cijene nagraĊivanje i strategijske sposobnosti lidera. Insistiranje lidera na visokim performansama, kao i primjena sistema kaţnjavanja, ne daju pozitivne efekte. (3) Zadovoljstvo poslom, zadovoljstvo organizacionom komunikacijom i meĊusobno povjerenje na poslu su oko prosjeka. Zaposleni su više zadovoljni aspektima posla koji su vezani za socijalne odnose u preduzeću nego postojećim i potencijalnim naknadama. Generalno posmatrano, zadovoljni su organizacionom komunikacijom, naroĉito sa onom koju, The dissertation deals with the effects of leadership, LMX and transformational leadership on the various organisational and business performance of enterprises in Bosnia and Herzegovina. Of business performance, key financial and success of new product development performance are considered to be key, while as organisational performance we consider: job satisfaction, organisational commitment, organisational communication and mutual trust at work. In addition, the dissertation also explains other organisational outcomes that are in a cause-and-effect relationship with leadership: organisational behaviour, organisational culture, motivation and stress. The research part of the dissertation is based on data obtained from two simultaneously conducted research. The first survey included a survey of N = 334 mid-level managers from 103 enterprises in Bosnia and Herzegovina. The statistical methods used are: descriptive statistics, correlation analysis, regression analysis and hierarchical regression analysis for moderate effect testing. The basic conclusions of this research are: (1) Leaders in Bosnia and Herzegovina have high expectations in terms of performance, with little support and feelings for employees. The penalties are more frequent than the rewards, the LMX is around the average, the distance of power above the average, and the organisation's commitment has a low average grade. (2) Employees in Bosnia and Herzegovina do not like a great distance of power, preferring good interpersonal relationships, both with their superiors and their counterparts. In addition, employees highly value and reward strategic abilities of leaders. Insistence of leaders on high-performance, as well as the application of the punishment system, do not yield positive effects. (3) Job satisfaction, satisfaction with organisational communication and mutual trust in work are around the average. Employees are more satisfied with aspects of work related to social relations in the company th

Studies that acknowledge the association between knowledge management (KM) and organisational performance (OP) are replete in extant literature. However, there are few of them providing empirical evidence of this relationship especially in academia. Multiple conjectures are made about this little-known relationship. This paper aims to explore the impacts of KM on OP in the public higher education institutions (HEIs) of Vietnam. Results of the studies were generated based on survey data collected in 30 universities located in three regions of Vietnam during 2017 by means of structured questionnaire. The hypothesised relationships between KM and OP are tested using structural equation modelling (SEM). Findings of the research showcase that KM does exert its impacts but not on all dimensions of OP in the public HEIs of Vietnam. Besides adding to the literature on performance management in academia by demonstrating the impacts of KM as a managerial tool for increasing OP, the paper also presents measurement dimensions with specific scale items measuring KM and OP of a HEI. Avenues for future research are also recommended. © 2019 World Scientific Publishing Co.

This study seeks to critically investigate the impact that various leadership style have on organisational behaviours that are crucial in maintaining high organisational performance with respect to an NPP in the UAE. The leadership styles under consideration include transformational leadership, transactional leadership and LMX. The study identified a number of independent, dependent, and sub-variables to address the research questions and objectives. A comprehensive analysis of the existing literature was carried out and the variables like job satisfaction, job performance, professional development, and employee motivation was identified. The research is based on quantitative research approach to test the relationship between leadership style and different sub-variables. The data was gathered through a questionnaire that had closed-ended questions based on 5-point Likert Scale. The questionnaire along with the introductory letter was sent to employees under the different management categories at the NPP. Various statistical tests were carried out to establish the relationship between variables. The study found that transformational and LMX leadership styles have a significant impact on job satisfaction while the impact of transactional leadership style is significantly negative. One-way ANOVA was carried out to analyse the difference between the sub-dependent variables that revealed significant difference in job satisfaction among different management groups.

Information systems (IS) play a crucial supportive and transformational role in organisations. This research sought to assess the relationship between information systems and organisational performance at Telecom Namibia (TN). To achieve the objectives of the research, a mixed method approach was used. Quantitative data was collected using a semi-structured questionnaire, whilst qualitative data was collected through semi-structured interviews. The sample for this research comprised of permanent employees at TN in the Windhoek vicinity, which was 150. The questionnaire was administered electronically. Eighty-one (81) of the sample responded to the questionnaire, resulting in a response rate of 54 percent, which was considered as a sufficient representation of the population. Interviews were conducted with purposively sampled managers who had been at TN for more than 10 years. The research findings revealed that the majority of the respondents had access to various IS to enable them to perform their duties. The findings also revealed a positive relationship between information systems use and organisational performance at TN. Organisational performance was considered in terms of user performance and the four domains of the Balanced Scorecard (BSC) namely: customers, financial performance, internal business processes, and learning and growth. The researcher recommends that organisations should embrace IS to have a competitive edge and improve service delivery to their customers. The researcher also recommends that future studies be based on larger samples of employees drawn from a broad range of organisations.

Purpose – Our study examines the influence that employee diversity has on human resource management (HRM) practices and organisational performance, considering the moderating role of organisational culture, in particular, cultural dimensions such as individualism–collectivism and hierarchical distance. Design/methodology/approach – Through an empirical investigation of 102 Spanish firms using partial least squares-structural equation modelling (PLS-SEM), we evaluated our hypotheses. Findings – Our results show a positive correlation between employee diversity and HRM practices where such practices encourage employee commitment rather than control. Thus, we identified a non-linear relationship between HRM practices and organisational performance. Originality/value – The study considers the role played by environmental and contextual factors, such as organisational culture. The configuring of HR practices may help to reduce the possible costs derived from a diverse staff and improve their skills in favour of better organisational performance., Este estudo examina a influência que a diversidade de colaboradores tem nas práticas de gestão de recursos humanos (GRH) e no desempenho organizacional, considerando o papel moderador da cultura organizacional, sobretudo, dimensões culturais como individualismo-coletivismo e distância hierárquica. Metodologia – Por meio de uma pesquisa empírica de 102 empresas espanholas usando modelos de equações estruturais de mínimos quadrados parciais (SEM-PLS), avaliamos nossas hipóteses. Resultados – Os resultados mostram uma correlação positiva entre a diversidade de colaboradores e as práticas de gestão de recursos humanos, nas quais tais práticas estimulam o comprometimento dos colaboradores em vez do controle. Assim, identificamos uma relação não linear entre as práticas de GRH e o desempenho organizacional. Contribuições – O estudo considera o papel desempenhado por fatores ambientais e contextuais, como a cultura organizacional. A configuração das práticas de RH pode ajudar a reduzir os possíveis custos derivados de uma equipe diversificada e melhorar suas habilidades em favor de um melhor desempenho organizacional.

Full Text, Thesis (Professional Doctorate), Doctor of Philosophy in Organisational Psychology (PhD OrgPsych), School of Applied Psychology, Griffith Health, As a field Strategic Human Resource Management (SHRM) focuses on the human resource capital-organisational performance interface, with considerable effort devoted to exploring the ways in which people are managed and how this enhances organisational performance. Importantly however, how SHRM contributes to organisational outcomes and the mechanisms through which this occurs remain a mystery and is referred to as the "black box" problem. The reason the question remains unresolved revolves around the challenges inherent in investigating the problem. For a start, there are the challenges of harnessing the productive capacity of human capital, from hiring the right employees, motivating them to do their best, developing their capabilities, retaining them long enough to make a difference, and the ambiguity of the human resource capital-performance link. Other difficulties revolve around the definition of the variables involved, measurement of both the inputs and performance outcomes, and the inherent practical difficulties of investigating the question. This dissertation takes on these challenges in a real world organisational setting and works through a process to guide the next generation of SHRM research. The approach revolved around understanding the limitations in SHRM research to date, and systematically tackling them to provide a foundation upon which progress can be made. For example, previous research has consistently failed to identify organisational context factors that moderate the human resource capital relationship, let alone take them into account. There has also been limited acknowledgement of, or integration with organisational strategy, both from being a potential restraint on one set SHRM practices, and an enhancer of others. Another key limitation has been the lack of recognition of the importance investigating SHRM at the micro-macro interface, particularly in terms of focusing on behaviour change at the micro-level with the explicit intent of genera

Supply Chain Management (SCM) has increasingly become the focus of many organisations in a vast array of industries. However, due to external environment pressures and the multitude of internal management options, firms experience difficulties in determining how to best manage a supply chain in order to create a competitive advantage and enable higher organisational performance. This thesis aims to provide an accurate representation of the relationship between specific SCM practices, competitive advantages, and organisational performance in a low-margin supply chain. Using a qualitative approach, a theoretical framework is selected through the literature review and the dairy industry in the UK is chosen to test it. Through the analysis, all of the framework’s SCM practices are reaffirmed as relevant: strategic supplier partnerships, customer relationships, level of information sharing, quality of information sharing, and postponement. Moreover, empirical findings from both secondary data and primary data show that strategic supplier partnerships must precede the other practices in order to support higher performance and create a competitive advantage. It is lastly claimed that together with the existent practices, the lean capability and innovation should be added to the framework, as they, according to the current study, can increase organisational performance and support organisations in low-margin industries in the creation of competitive advantages.

Purpose – Our study examines the influence that employee diversity has on human resource management (HRM) practices and organisational performance, considering the moderating role of organisational culture, in particular, cultural dimensions such as individualism–collectivism and hierarchical distance. Design/methodology/approach – Through an empirical investigation of 102 Spanish firms using partial least squares-structural equation modelling (PLS-SEM), we evaluated our hypotheses. Findings – Our results show a positive correlation between employee diversity and HRM practices where such practices encourage employee commitment rather than control. Thus, we identified a non-linear relationship between HRM practices and organisational performance. Originality/value – The study considers the role played by environmental and contextual factors, such as organisational culture. The configuring of HR practices may help to reduce the possible costs derived from a diverse staff and improve their skills in favour of better organisational performance, Objetivo – Este estudo examina a influência que a diversidade de colaboradores tem nas práticas de gestão de recursos humanos (GRH) e no desempenho organizacional, considerando o papel moderador da cultura organizacional, sobretudo, dimensões culturais como individualismo-coletivismo e distância hierárquica. Metodologia – Por meio de uma pesquisa empírica de 102 empresas espanholas usando modelos de equações estruturais de mínimos quadrados parciais (SEM-PLS), avaliamos nossas hipóteses. Resultados – Os resultados mostram uma correlação positiva entre a diversidade de colaboradores e as práticas de gestão de recursos humanos, nas quais tais práticas estimulam o comprometimento dos colaboradores em vez do controle. Assim, identificamos uma relação não linear entre as práticas de GRH e o desempenho organizacional. Contribuições – O estudo considera o papel desempenhado por fatores ambientais e contextuais, como a cultura organizacional. A configuração das práticas de RH pode ajudar a reduzir os possíveis custos derivados de uma equipe diversificada e melhorar suas habilidades em favor de um melhor desempenho organizacional.

[EN] Purpose: The main objective of this research is to design a decision-making network, based on the Analytic Network Process (ANP) technique (Saaty, 1996), which will include the main elements to take into account when stating the effect that the application of LP techniques has got on the performance of an organisation, measured this through a Performance Measurement System (PMS). Design/methodology/approach: The authors have carried out a scientific literature search to state what the main LP techniques are -and how to group them into different clusters- and have then applied the ANP, its first phase, in order to design the decisional network. Findings: There is a gap in the literature when trying to identify and quantify to what extent the implementation of LP techniques affects to organisational performance. The ANP is an appropriate technique to do so due to the need of gathering and quantifying experts' opinions. Originality/value: The designed ANP-based network to measure the impact of LP over organisational performance is a novel approach. This paper justifies its usage and paves the way to implement the rest of the ANP phases in future research work.

The South African public entities play a significant role in the South African economy as they assist the government to achieve different service delivery mandates in key sectors of the economy. However, the public entities are experiencing service delivery and performance problems that affect the South African economy negatively. This study investigated the alignment between the corporate and business level strategies in South African public entities with the aim of providing recommendations that would improve the alignment of the aforesaid strategies resulting in improved organisational performance in the entities. The unit of analysis for the study is a public entity that is based in the Northern Cape Province. The study was located within the post-positivist as well as constructivist/interpretivist philosophical assumptions. The convergent mixed research design was used. For the qualitative part of the study, the multicase study design was used. A purposive sample of eleven executives, representing each of the eight public entities and three provincial departments that control the entities was selected for the study. Data was also collected from the official documents of corporate and business level strategies of the entities. For the data collected through the individual interviews and strategic documents, data analysis involved organising details about a case (in this study, the entity), categorising data and clustering it into meaningful groups; and identifying patterns, trends and themes. Then, the researcher synthesised and generalised, giving an overall portrait of the case, with a conclusion and an implication beyond the case. The researcher looked for convergence from a triangulated study. For the study‘s quantitative part, the survey design was adopted using the probability sampling techniques, and a questionnaire to collect the data. Thirty-eight self- administered structured questionnaires were distributed to the executives of the eight entities and t

Organisations that provide employees with environments that enable unleashing one’s potential enhance employee satisfaction and are regarded as a key source for competitive advantage. However, only little attention is given to the development and implementation of satisfaction management practices that may be linked to improved employee satisfaction. Researchers have found that no organisation can perform optimally unless its employees are satisfied and committed to the success of the organisation. Sustainability of the textile and garment industry in the development of economies depends on the attributes of investors and the effectiveness of government policies or industrial practices. Hence, this study focused on the development of a framework for managing employee satisfaction to enhance employee satisfaction in the textile and garment industry in Lesotho. The literature review discusses factors that affect employee satisfaction and conceptualises employee satisfaction in terms of its relationship with organisational performance. The empirical investigation sought to determine the overall level of employee satisfaction/dissatisfaction, assess contextual determinants of employee satisfaction, and develop an implementation procedure for the strategies that could be incorporated in the framework for managing employee satisfaction to enhance employee satisfaction in the textile and garment industry in Lesotho. In line with a pragmatic paradigm, a convergent mixed-methods design was adopted. To gather quantitative data, a questionnaire was administered. The questionnaire included three sections that comprised a demographic component, the Minnesota Satisfaction Questionnaire (MSQ), and a set of closed-ended questions followed by one open-ended question. This questionnaire was utilised to determine the level of employee satisfaction, factors affecting employee satisfaction, and strategies to improve employee satisfaction in the industry. To gather qualitative data, inte

Purpose: The main objective of this research is to design a decision-making network, based on the Analytic Network Process (ANP) technique (Saaty, 1996), which will include the main elements to take into account when stating the effect that the application of LP techniques has got on the performance of an organisation, measured this through a Performance Measurement System (PMS). Design/methodology/approach: The authors have carried out a scientific literature search to state what the main LP techniques are –and how to group them into different clusters- and have then applied the ANP, its first phase, in order to design the decisional network. Findings: There is a gap in the literature when trying to identify and quantify to what extent the implementation of LP techniques affects to organisational performance. The ANP is an appropriate technique to do so due to the need of gathering and quantifying experts’ opinions. Originality/value: The designed ANP-based network to measure the impact of LP over organisational performance is a novel approach. This paper justifies its usage and paves the way to implement the rest of the ANP phases in future research work., Peer Reviewed

This paper investigated the impact of customer services quality on the organizational performance at a selected commercial Bank in Namibia as a social inclusion driver for economic growth within the banking sector. The objectives for the study were: to establish the relationship between quality customer service and organizational performance; to establish the impact of quality customer service on the overall organizational performance and to offer recommendations to the management and relevant stakeholders. A quantitative research approach was used with a simple random probability sampling. A closed-ended questionnaire was used to collect data to leverage social inclusion through the impact of customer services quality on the overall organizational performance. 57 Closed ended-questionnaires were used to collect the data. By using descriptive statistics, data were recorded on excel spreadsheets. The results of the study were presented by using graphs and converting the data into percentage, mean values and percentages. The finding reveals that quality customer service contributes mostly towards an improved organisational performance. The results further established that majority of the clients including the customer service consultants’ staff strongly agreed that, quality customer service contributes to the sustainable organizational performance. The study recommends to the top management of a selected commercial bank to keep on investing in the customer service quality by increasing the numbers of ATMs at every business centre in the area as it provides convenient alternatives to the customers. Furthermore, investments in technological innovations and customer service help commercial banks to sustainably retain and attract more customers yielding much-needed profitability for the bank. The study recommends that future researchers should investigate the inclusive sustainability of customer services quality and how they affect the overall organizational performance a

As a field Strategic Human Resource Management (SHRM) focuses on the human resource capital-organisational performance interface, with considerable effort devoted to exploring the ways in which people are managed and how this enhances organisational performance. Importantly however, how SHRM contributes to organisational outcomes and the mechanisms through which this occurs remain a mystery and is referred to as the "black box" problem. The reason the question remains unresolved revolves around the challenges inherent in investigating the problem. For a start, there are the challenges of harnessing the productive capacity of human capital, from hiring the right employees, motivating them to do their best, developing their capabilities, retaining them long enough to make a difference, and the ambiguity of the human resource capital-performance link. Other difficulties revolve around the definition of the variables involved, measurement of both the inputs and performance outcomes, and the inherent practical difficulties of investigating the question. This dissertation takes on these challenges in a real world organisational setting and works through a process to guide the next generation of SHRM research. The approach revolved around understanding the limitations in SHRM research to date, and systematically tackling them to provide a foundation upon which progress can be made. For example, previous research has consistently failed to identify organisational context factors that moderate the human resource capital relationship, let alone take them into account. There has also been limited acknowledgement of, or integration with organisational strategy, both from being a potential restraint on one set SHRM practices, and an enhancer of others. Another key limitation has been the lack of recognition of the importance investigating SHRM at the micro-macro interface, particularly in terms of focusing on behaviour change at the micro-level with the explicit intent of genera, Thesis (Professional Doctorate), Doctor of Philosophy in Organisational Psychology (PhD OrgPsych), School of Applied Psychology, Griffith Health, Full Text