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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.

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.

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.

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.

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.

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.

Industry 4.0 presents companies with new prospects to renovate industrial manufacturing processes and increase value creation, has promised several optimizing strategies for improved business performance. The purpose of this research is to examine the relationship between innovation capability and employee capability on organizational performance among Small and Medium Scale industries entrepreneurs. Following a positivist research philosophy with a quantitative, cross-sectional descriptive study design, the study addressed three direct and two indirect relationships in the model. The research followed the expectation Resource-Based View Theory to test the theoretical model. Following stratified random sampling, this research using 384 SME entrepreneurs from the Selangor state of Malaysia. The study applied Smart PLS-SEM to analyze the data. The results show that SME firms' innovation capability and employee capability positively correlate with business performance. The study also shows the partial mediation effect of technology change on innovation capability and business performance and employee capability and business performance. Research extends practical and theoretical implications to the stakeholders of SMEs and businesses.JEL Classification: L25, L26, L29How to Cite:Govindarajo, N. S., Kumar M, D., Shaikh, E., Kumar, M., & Kumar, P. (2021). Industry 4.0 and Business Policy Development: Strategic Imperatives for SME Performance. Etikonomi, 20(2), 213 – xx. https://doi.org/10.15408/etk.v20i2.20143.

Agricultural industrialization consortium is a key policy tool to promote agricultural development for local governments in China. However, a stylized fact is that various consortia showed promising organizational performance at start, but then the performance deteriorated at later stages. The driving force behind is the dual paradox inherent in development and institution. The consortium is overly development oriented; yet as an institution it cannot adapt to the strong development impulses. Case studies show that the dual paradox inevitably led to the decline in organizational performance.

Reason of the study is to highlight the impact of diversity management on organizational performance diversity management practice bring new and favorable opportunity in the organization as if there is proper diversity management practices then more able and efficient employees will be hired in the organization from different diversified areas with several difference in demographic factor, especially in hotels there is more scope and demand of diversified workforce, as in hotels customers visit from all over the world with different culture and language so in order to meet all the requirements of customers and make guest comfortable and satisfied it is important to have diversified staff. Therefore an attempt is made to measure all the possible positive and negative impact of diversity management practices on organizational performance specifically in hotel organization. Methodology adapted for this paper is based on literature review done in a systematic manner. Different scientific online databases such as web knowledge, emerald, saga, ProQuest, Science direct are considered in the process of literature. Secondary data was collected from various published and unpublished article, reports, etc. Both government and non-government organizations data were analyzed. diversity management practices, learning organization, organizational performance are the main three key words used to scan these online database. Relevant articles were studied in depth in order to understand what is already done and what is required to be done. Finding of the study indicate that if diversity management is done in the correct manner and on right basis by considering all its challenges and problem raised by it, the for sure it will increases organizational performance and will be beneficial for organization.

PurposeQuality 4.0 is managing quality during the fourth industrial revolution. It is used by modern-day organizations as a strategy to compete and thrive in the marketplace. The purpose of this study is to analyze the potential impact of Quality 4.0 on organizational performance.Design/methodology/approachThis study through an integrative literature review critically analyzed 41 previous literature articles to study the impact of Quality 4.0 on various metrics of organizational performance.FindingsThe results of the review suggest that Quality 4.0 may have an impact on financial performance, customer value proposition, internal business processes, learning and growth, environmental performance and social performance.Research limitations/implicationsThis study is limited by the databases reviewed. The second limitation is that this study considered articles published in the English language. Therefore, articles published in other languages were not considered in this study.Practical implicationsOrganizations can use the findings of this study to strongly leverage the implementation of Quality 4.0 to reach their strategic objectives and improve competitive advantage.Originality/valueThis is the first study to explore the impact of Quality 4.0 on organizational performance through an integrative literature review.

The main objective of this paper is to test the linkages among customer relationship management (CRM) practices and organizational performance in Palestinian banking sector. This research relies on an online survey which was designed for gathering the data from several employees who serve in banking sector. A total of 223 responses were considered valid for data analysis using SPSS and partial least square approach (PLS-SEM). Overall, the findings verified that customer orientation and CRM organization have significant positive effects on organizational performance. The outcomes also confirmed that CRM technology and knowledge management play important roles in affecting organizational performance. These findings reveal that the current business environment requires organizations to continuously monitor and manage customer relationships effectively for achieving their long range objectives and responding to emerging challenges.

This paper aims to analyze the relationship between quality management, knowledge management, and innovative performance, and their impact on organizational performance in an emerging country. A sa...

This paper examines the components of Intellectual Capital (IC) as mediating variables between knowledge-based Human Resource Management (HRM) practices and organizational performance. Therefore, integrating research channels in the field of human resource and organization performance. Factor analysis and path analysis have been performed to test the research model and finally parallel mediation effects of the mediators have been examined. Outcomes of the study showed that HRM practices lead to the creation of Intellectual Capital, and the relationship between HRM and performance is positively mediated by components of IC in context of Indian service sector. Additionally, in comparison, amongst the mediators, organizational capital is found to be the most contributing component followed by human and relational capital. The findings of this research will assist the HR managers and organizations in the composition and positioning of HRM practices and IC.

PurposeTop-level operations leaders can drive organizational performance across a broad range of pro-environmental objectives. The authors’ focus is on understanding which specific leadership competencies are most conducive to green performance outcomes. The authors further consider the influence of Lean thinking on the importance of these competencies.Design/methodology/approachIn study 1, of a multi-method investigation, the authors interview executive search professionals, on how green objectives impact top-level operations leadership searches. In study 2, the authors adopt a multi-attribute choice task to examine how Lean thinking impacts competency preferences. Finally, in study 3, the authors merge secondary data on corporate environmental performance with a survey of top-level operations managers’ assessments. This triangulating multi-method approach provides an integrated and holistic view into these dynamics.FindingsResults show particularly strong associations between resource and energy management outcomes and the specific leadership competencies of stewardship. This set of leadership competencies play the greatest role when Lean thinking is deficient.Research limitations/implicationsWhile the authors’ focus is on top-level operations managers, and their under-explored impact on environmental performance, such an impact represents only one dimension of corporate social responsibility (CSR) that these managers may be critically influencing.Practical implicationsThe associations uncovered in this research suggest critical leadership characteristics to consider in developing and recruiting top-level operations managers, when specific environmental objectives exist.Social implicationsThe study’s findings draw attention to the importance of leadership characteristics among influential corporate decision-makers, instrumental in the environmental progress of firms.Originality/valueThis work fills a critical gap in the authors’ understanding of how top-level operations managers influence green corporate objective, and how their contributions are valued across settings.

Abundant research has documented the negative effects of confirmatory bias in a broad range of managerial decision-making contexts. However, insufficient research has been conducted on the effect of confirmatory bias on risk and contingency management. This article addresses the research gap by examining how confirmatory bias may affect global leaders’ responses to the COVID-19 pandemic. Based on a comprehensive literature review of prior research and empirical evidence, the authors illustrate the relationship between confirmatory bias and organizational performance in disaster management and identify several important mediators and moderators, which influence the relationship between confirmatory bias and the performance of human collectives in disaster management.

Purpose This paper aims to investigate the impact of business process reengineering on organizational performance in the Malaysian electronics manufacturing industry during the coronavirus pandemic. It also studied the moderating effect of strategic thinking on the relationship between these two concepts. Design/methodology/approach Data of 103 samples are obtained from a survey of the electronics manufacturing companies listed in the Federation of Malaysia Manufacturers’ directory. Data is analysed using partial least squares structural equation modelling. Findings The results show that business process reengineering dimensions, i.e. top management commitment, organizational readiness for change, information technology capabilities and people management have significant positive impacts on organizational performance; whereas organizational structure and other abovementioned dimensions were found to have a much stronger impact on organizational performance whilst strategic thinking exists in the organization. Practical implications As the studied firms have been affected by the pandemic, the results will be useful for managers of the firms in the Malaysian electronics manufacturing industry by highlighting the dimensions of business process reengineering that can have a positive and significant impact on the organizational performance and by advising them to incorporate strategic thinking. Originality/value The results extend the literature on business process reengineering dimensions, which impact organizational performance by empirically testing the relationship of those dimensions on the performance, with strategic thinking as a moderating variable in Malaysian electronics manufacturing companies. From the knowledge, studying strategic thinking as a moderator in the relationship between business process reengineering and organizational performance in electronics manufacturing companies in Malaysia is unique, especially during a global crisis, i.e. the pandemic.

Aim This study aims at better understanding the relationships between nurses' enacted scope of practice, work environment and work satisfaction, missed care, and organizational indicators of performance. Background The Enacted Scope of Practice model describes the determinants and consequences of the actual enactment of the nursing scope of practice. Method A correlational design was used to investigate nurses' enacted scope of practice in five Canadian healthcare centers. Results Suboptimal enacted scope of practice were found in the current sample. Significant positive correlations were found between the total enacted scope of practice score, use of qualification, control over tasks, decisional latitude, psychological demand as well as role ambiguity. Moreover, a higher enacted scope of practice was correlated with lower organisational indicators of short-term absenteeism. Conclusion Results suggest an insufficient deployment of nurses' enacted scope of practice, likely caused by some job characteristics, leading to lower work satisfaction and negative patients and organizational outcomes. Implications for nursing management Optimizing nurses' enacted scope of practice would be a significant integrated strategy for improving organizational performance, patient care and nurses' satisfaction and well-being. Nurses and frontline managers must be involved in the decision-making process necessary to improve nurses' enacted scope of practice.

Purpose This study aims to examine the relationship between environmental cost (EC) on organisational performance (OPM) through an environmental management system (EMS) as the mediating variable. Design/methodology/approach A total of 2,600 manufacturers were identified and consequently selected as the entire study population. Additionally, this study used the structural equation modelling technique to identify the mediator effects of EMS between EC and OPM. Findings The EC and EMS relationship on OPM produced direct and indirect consequences. Hence, it is concluded that manufacturing industry in Malaysia are focused on the OPM when implementing EC and EMS. Originality/value The model would incorporate EC and EMS implementation on OPM in the Malaysian manufacturing industry. This study could also be advantageous to the industry in improving EC, EMS and OPM.

This research focuses on to identify the relationship between supply chain management practices (supplier relationship, supply chain complexity, information sharing, information quality, logistics and strategic location) with perceived organization performance through the mediating role of supply chain performance (supply chain integration, supply chain flexibility and supplier performance) in oil and gas companies in Egypt. Then the relationship between the three variables will be tested and examined. Literature and prior studies related to this field are reviewed to construct the research hypotheses, which state that there is a significant relationship between Supply Chain Management and Supply Chain Performance, there is a significant relationship between Supply Chain Performance and Perceived Organizational Performance, and there is a significant relationship between Supply Chain Management and Perceived Organizational Performance. These hypotheses will be tested throughout the research study. Primary data is collected from supply chain employees in 61 companies of the petroleum agency in Egypt using a quantitative approach (Questionnaire). The data collected is analyzed and then the results of the analysis and findings are demonstrated by the end of the research with some recommendations to Egyptian SMEs to enhance their Perceived Organizational Performance.

As a result of a growing concern regarding agility, Human Resources (HR) has become one of the most challenging fields of management. State-owned enterprises (SOEs) face people-related issues, from attracting talent to managing performance, while creating employee experience. This article is an attempt to explore the pattern of usage of the HR metrics in Indian SOEs and to examine other metrics that need to be included as part of a strategic HR approach to enhance organizational performance. Primary data was collected using formal interviews with HR executives. The outcomes suggest that Indian SOEs are in the infancy stage when it comes to the adoption of HR metrics. It is important that Indian SOEs initiate the first-level of HR metrics and thereafter make planned progress to the third-level impact. Based on the study, a framework for sustainable and competitive HR is proposed. All of this has implications for SOEs in developing countries. JEL Codes: M12

The poor performance of many public sector undertakings in India, due to ill-structured reward strategy and the resulting employee dissatisfaction leading to reduced employee loyalty, is a matter of high concern. The purpose of this study is to develop a comprehensive scale to measure employee’s total reward satisfaction by identifying the contributing factors and test its empirical validity in the Indian context. A suitable instrument was developed by adapting the items associated with five major dimensions of rewards identified from the literature in addition to other relevant items to the Indian context. Sample data was collected from various public sector industries in South India. The exploratory factor analysis revealed seven factors as the total reward dimensions instead of five in the base model. Confirmatory factor analysis confirmed the reliability and validity of the instrument. This validated measurement scale with 23 items and seven dimensions can be used as an effective tool for assessing employee satisfaction based on their various reward dimensions and make necessary modifications in the prevailing rewarding pattern for better employee and organizational performance.

Market orientation, transformational leadership, and partnership strategy effects on organizational performance mediated by competitive advantage in non-profit private universities are not widely discussed and well understood. The research aimed to describe the implementation of market orientation, transformational leadership, and partnership strategy, competitive advantage, and organizational performance. The research also analyzed the effects of the independent variables (market orientation, transformational leadership, and partnership strategy) and intervening variable (competitive advantage) on the dependent variable (organizational performance). The research applied a quantitative method. The respondents were 38 rectors or vice-rectors from private universities using simple random sampling. The data were analyzed using the PLS technique. The results show that all independent variables have positive effects on competitive advantage, except partnership strategy. Competitive advantage also has a positive effect on organizational performance. The practical research implication is that human resources in universities must have excellent service-oriented. They need to communicate well and coordinate to deliver better service to the students to be competitive and achieve better performance. In conclusion, to increase the university performance, the university leaders need to encourage all employees and faculty members to deliver the best service to the stakeholders of the universities and coordinate well across units to discuss issues and share ideas to solve the problems they have in service delivery. Then, the employees and faculty members will know what to improve and provide, and private universities will be much more competitive because of their reliable resources and capabilities.

This paper takes PA research on organizational performance in a new direction by testing a configurational model using self-organizing maps, a machine learning methodology. The model was built and ...

Purpose - This research aims to recognize the performance indicators relating to the management of species reported in the literature. Design/methodology/approach - It is an exploratory and descriptive research. It assumes the qualitative characteristics. We presented a theoretical proposal of indicators and sufficient dimensions to manage an IES. The board was selected by convenience. The expert group was composed of people who have expertise in managing performance. Findings - We found indicators that were added according to the suggestion of the respondents, resulting in 65 indicators, divided into 9 dimensions. The model contemplates the dimensions: Economic; Internationalization and research; Student/Client; Market; Academia; Operational; Human Resources; Society/extension and Sustainability. Research limitations/implications As limitations of the research, there is the possibility of some work on indicators that have not been identified at this stage of research, and also the choice of specialists. Practical implications - This study presents the determinants of business performance. The indicators that should be used for each type of organization are of utmost importance and were highlighted as one of the challenges of future research in the management of organizational performance. Social implications In the Brazilian literature, 75% of the surveys do not address performance management holistically, thus reinforcing this study’s importance and originality. Originality/value - Previous literature were identified 57 performance indicators, distributed in six 6 dimensions based on the concepts of multidimensionality. The work found indicators were added according to the suggestion of the interviewees, resulting in 65 indicators divided into 9 dimensions. RESUMO Objetivos - Esta pesquisa tem como objetivos reconhecer os indicadores de desempenho relacionados à gestão de IES relatados na literatura. Metodologia - É uma pesquisa exploratória e descritiva, que assume características qualitativas. Apresentamos uma proposta teórica de indicadores e dimensões suficientes para ogestão de uma IES. O quadro foi selecionado por conveniência. O grupo de especialistas foi composto por pessoas com experiência em gestão de desempenho. Resultados - Encontramos indicadores que foram adicionados de acordo com a sugestão dos entrevistados, resultando em 65 indicadores, divididos em 9 dimensões. O modelo contemplando dimensões: Econômicas; Internacionalização e pesquisa; Aluno/Cliente; Mercado; Academia; Operacional; Recursos Humanos; Sociedade/extensão e Sustentabilidade. Limitações- Como limitações da pesquisa, existe a possibilidade de alguns trabalhos sobre indicadores que não foram identificados nesta fase da pesquisa, e também a escolha de especialistas. Implicações práticas - Este estudo apresenta os determinantes do desempenho empresarial. Os indicadores que devem ser utilizados para cada tipo de organização são de extrema importância e foram destacados como um dos desafios de pesquisas futuras na gestão do desempenho organizacional. Implicações sociais Na literatura brasileira, 75% das pesquisas não abordam gestão de desempenho de forma holística, reforçando a importância e originalidade deste estudo.. Originalidade/valor - Na literatura anterior foram identificados 57 indicadores de desempenho, distribuídos em seis 6 dimensões baseadas nos conceitos de multidimensionalidade. Os indicadores de trabalho encontrados foram agregados de acordo com a sugestão dos entrevistados, resultando em 65 indicadores divididos em 9 dimensões.

Purpose Eco-labeling will grow in importance as natural resources grow scarcer and environmental concerns increase. The purpose of this study considers team collaboration (TC) and integration capability (IC) to examine the possible effects of team member’s shared vision (SV) on the performance of marketing eco-labeled products. Design/methodology/approach Theoretical perspectives on SV, IC and TC were studied to evaluate the development of eco-labeled products and to improve their marketing performance. A total of 247 eco-label products were sampled; confirmatory factor analysis and structural equation modeling were used for statistical analysis. Findings The results demonstrate that team members’ SV is positively correlated with TC. Both TC and IC are positively correlated with the performance of eco-labeled product marketing, but SV does not correlate positively with IC. The results herein also demonstrate that TC significantly mediates the effect of SV on the performance of eco-labeled product marketing. Research limitations/implications Firstly, this research aimed to study the effects of SV, TC and IC, particularly on the performance of marketing eco-labeled products. The analysis on other organizational performance, for example, human resource management performance or financial performance can be further studied. Secondly, further study of different products is necessary as different eco-labeled products have dissimilar product life cycle patterns. As human environmental concern grows, firms engaging in the manufacture of eco-labeling products will increase significantly and cover many different products. The analyses on different products or applications require further study to elucidate diverse management strategies. Practical implications An effective SV can rapidly clarify the goals and directions associated with eco-labeled marketing performance. Managers with high expectations of marketing performance can improve marketing performance when they clearly share eco-labeled product development objectives and directions. Proper IC and TC are also essential to the performance of eco-labeled product marketing. Originality/value This study introduces the concept of SV to explain the relationship between TC and IC as they pertain to eco-labeling product marketing. A theory of eco-labeling marketing is also presented.

The present study intends to explore the impact of social media on organizational performance in the IT sector of Tricity and Delhi NCR region. The data collected from lower and middle level employ...

The education industry is also facing challenges related to achieving high organizational performance. In the view of enhancing organizational performance, most organizations are adopting knowledge management processes to improve efficiency. One of the essential aspects of knowledge management is shared thinking and understanding of individuals and should be imbibed in the culture of the organization to improve the performance of any organization. This research will be useful to teachers and academic institutions and considers teachers' perspectives on knowledge management and how this will enhance the performance of educational institutions. In this research, organizational performance was evaluated based on three dimensions: financial performance, customer (student) perspective, and operational excellence. The results indicate that knowledge management and cultural knowledge management infrastructure and age of teachers determine organizational performance significantly.

The use of cloud computing has remarkable advantages in business performance. It is related especially in the portion of the organizational environment, such as organizational culture and organizational agility. Organizational agility provides an easier process to search and retrieve knowledge and allow the businesses to utilize and apply this knowledge to get high-quality services. Agility and culture factors can help organizations to enhance their cloud computing adoption. The achievement of any organization is dependent upon human resources. With human resources, the organization can develop its employees by sharing knowledge, skill, and experience of personnel. Expert cloud has a significant impact on and direct relation with human resources as it facilitates the communication among human resources better, more efficiently, and reduces the cost of the service. In this paper, the authors discuss the relationship between expert cloud and human resources to enhance the organizational performance through the assistance of organizational agility and culture.

Entrepreneurial orientation, entrepreneurial innovation, and knowledge management all play critical roles in improving the performance of Pakistan's small and medium-sized enterprises (SMEs). Pakistan's business index score decreased from 137th to 138th due to the country's low performance in the small and medium-sized enterprise sector. Small and medium-sized firms must overcome several obstacles in order for the country's economy to thrive. This study will address this issue. We used a cross-sectional design and a quantitative technique in our research. Data were acquired via an email questionnaire and analyzed using the structural equation modeling technique and SmartPls. The findings suggested that entrepreneur orientation and innovation are critical factors in enhancing the success of SMEs. Additionally, knowledge management acts as a buffer between entrepreneurial attitude and organizational performance, as well as between entrepreneurial innovation and organizational performance. The study's findings have a number of implications for SME management and policymakers, including the importance of innovation and knowledge management in achieving better performance standards.

Economy is one of the things that have an impact due to Covid-19 pandemic. This has caused not a few people to experience layoffs due to the impact of the Covid-19 pandemic. The solution to this problem by supporting and assisting the affected communities to rebuild. Therefore, the government provides various types of assistance that are presented during this pandemic. The Pekanbaru City Communication, Informatics, Statistics, and Encryption Service has a role in conveying information related to city government, including disseminating information regarding Covid-19 social assistance to public. Information related to social assistance during this pandemic is very much needed for affected communities. Therefore, this study aims to find out how performance of the Pekanbaru City Communication, Informatics, Statistics, and Encoding Office in conveying information related to Covid-19 social assistance and what factors are supporting the performance of the Pekanbaru City Communication, Information, Statistics, and Encryption Service. in conveying information. The theoretical concept used in this research is the performance measurement indicator by Agus Dwiyanto (2006). The research method used is a qualitative research method with a descriptive approach through interviews, observation, and documentation. The results of this study are that the performance of the Pekanbaru City Communication, Informatics, Statistics, and Encoding Office is good and skilled but needs to improve coordination with each OPD so that the delivery of information related to COVID-19 social assistance becomes clearer and the factors that affect the performance of the office are the ability of employees, work motivation, work environment, networking, and coordination.

Purpose: This paper aims to explore the composition of “OrganizationPerformance” for employees in Cement Industry of Rayalaseema Region.Research Methodology: The paper applies analyzing data using Reliability Test, Confirmatory Factor Analysis (CFA) and Multiple Linear Regression on a sample of 286 respondents and reduces a set of 24 variables into a list of six attributes talent management practices.Finding: The present study proposes a model of the impact of attributes talent management practices on the organizational performance.Implication: The study found that talent acquisition & retention, performance management, learning & motivating, compensation,career development and succession planning are impacting significantly the organizational performance. Therefore, Cement companies should focus on the above factors to provide better talent management practices.

The purpose of this research is to analyze and test the impact of accounting information systems on good university governance, the research designed used to test the hypothesis causal-comparative (Causal-Comparative Research method), universities in Medan, North Sumatera Indonesia. a sample of 25 private universities in the city of Medan. Data collection techniques are how to arrange interview instruments, perform data triangulation. Interviews were carried out later in this study, data will be analyzed using statistical analysis. The data were processed using Smart PLS data processing tools. The results of the study were the impact of accounting information system on organizational performance through Good University’s private governance in Medan City, North Sumatera, Indonesia.

Purpose The purpose of this study is twofold. First, it suggests that knowledge management (KM), as an academic discipline and managerial practice, provides valuable perspectives and tools to help health and social care management cope with both existing and future challenges. Second, it reviews the existing evidence on the effects of KM on the management of health and social care. Based on the results of the review, an evaluation framework for the effects of KM is proposed. Design/methodology/approach The literature review was conducted using the guidance of the Preferred Reporting Items for Systematic Reviews and Meta-Analyses statement to search the Web of Science and SCOPUS databases. The search terms included “knowledge management”, “healthcare” and “effect.” Academic articles published between 2010 and 2020 were included. Findings The study identifies six main categories among the effects of KM on the management of health and social care as follows: enhanced understanding of customer needs, improved organizational performance, better targeted decision-making, improved quality of service, behavioral or cultural change and improved risk management. Originality/value This study contributes by summarizing the literature on the effects of KM on the management of health and social care and proposing avenues for future research in this area.

PurposeThe impact of workplace spirituality on organizational performance has continued to draw the attention of scholars and practitioners. Despite this enhanced attention, little is known about its the impact on academic performance. Addressing this gap in research, the purpose of this study is to empirically examine the impact of spirituality at workplace on academic performance among private sector higher education faculties in Delhi NCR.Design/methodology/approachThis study outlines the existing literature on workplace spirituality and academic performance and its relationship. The scale created by Petchsawang and Duchon (2009) has been used to measure workplace spirituality, whereas academic performance of faculties was measured by the scale created by Abubakar et al. (2018). Pearson correlation and linear regression have been used to depict the degree of relation and impact of spirituality on academic performance.FindingsThis study provides evidence that by practicing workplace spirituality, the performance of higher education faculties can be positively and significantly impacted. The result reflects that in the presence of compassion, mindfulness, meaningful work and transcendence, the academic organizational performance of higher education institutes is improved as there will be an enhancement in their academic reputation, employability of the graduate students, research work, internationalization, Nobel-prized and field medals, research grant, resources, infrastructure and community services.Research limitations/implicationsThe results of this study are subject to certain limitations, which can be addressed in future studies. Only four dimensions of workplace spirituality, i.e. compassion, mindfulness, meaningful life and transcendence, are taken into consideration. Also, the impact has only be studied on academic performance of higher education institutions. The results of this study cannot be used in a generalized context as the framework of this study is based on higher education faculties in Delhi NCR.Practical implicationsThe findings of this study would be a roadmap for higher education institutions or their faculties to improve performance with the assistance of spirituality at workplace.Social implicationsRetention of academic personnel is critically necessary so that the excellence of higher education is maintained. It is the need of the hour for these educational institutions to be more focused on improving the teaching staff efficiency. This is made possible through the development of an atmosphere that installs spirituality. The empirical findings of this research will enable academics as well as managers to understand how and to what degree faculties experience spirituality at workplace and its association with different outcomes.Originality/valueIndia's higher education higher education system is the third largest in the world, next to the USA and China. India's higher education system has expanded steadily, and India has over 1,000 universities as of 2020. Workplace spirituality for academicians is under-researched and neglected by organizations. It may further benefit those interested in employment learning.