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GHRM integrates environmentally friendly principles into human resource policies and strategies, positively impacting the environment and organisational outcomes. By adopting GHRM practices, organisations can enhance their reputation, attract and retain top talent, and increase employee engagement. Initiatives such as eco-friendly recruitment processes, training programs on sustainability, and green employee benefits contribute to a positive organisational culture focused on environmental stewardship. Furthermore, GHRM practices promote resource efficiency, waste reduction, and eco-innovation within the organisation. These efforts result in cost savings, improved operational efficiency, and increased competitiveness. GHRM also facilitates compliance with environmental regulations and reduces the risk of legal and reputational damage. Ultimately, the implementation of GHRM practices leads to improved organisational performance by aligning environmental goals with strategic objectives, fostering employee commitment, and gaining a competitive advantage in the marketplace. Embracing sustainable HR practices is essential for organisations seeking long-term success in the context of environmental challenges and changing societal expectations. [ABSTRACT FROM AUTHOR]

The global shipping industry faces many uncertainties which impact on how organisations within this sector will perform in the future. Research in the critical success factors which impact the global shipping industry in the digital era is lacking. This study plugs the gap in the literature by identifying four key critical success factors which are innovation capability, risk governance capability, leadership and strategic capability, and technological capability. In addition, this study also found three organisational performance measures that are useful for senior management teams within the industry, namely, financial performance, operational performance and marketing performance. The results were then triangulated and validated by the case study method using a global shipping organisation. The findings establish a set of critical success factors and the corresponding relationships between the identified critical success factors and the identified organisational performance measures. The paper also provides managerial insights for industry practitioners for defining, prioritising and allocating resources in order to improve organisational performance. [ABSTRACT FROM AUTHOR]

This paper investigates the impact of a manager's proactive personality on organisational performance. Furthermore, this study explores the mediating mechanism of service innovation and the moderating impact of organisational resilience on the relationship between a manager's proactive personality and organisational performance. The study applies resilience theory to support the proposed framework. Using data from several sources, including hotel managers in Cyprus and their staff, the researchers developed a model to illustrate how managers with proactive personalities contribute to organisational performance. Findings from the structural equation modelling revealed that a proactive personality strongly influences organisational performance. Furthermore, service innovation mediates the relationship between organisational resilience and organisational performance of hotels. Finally, this paper discusses the theoretical and managerial implications and limitations of the study as well as future research possibilities. [ABSTRACT FROM AUTHOR]

This paper proposed a comprehensive model to examine (resource-based) factors affecting management and technological innovation, and in turn the impacts of management and technological innovation on organisational performance in auditing service sector. The results confirmed the significant impacts of all proposed factors on management and technological innovation directly or indirectly. Among proposed factors, internal source involvement showed its direct impact and its mediating effect as well. The results also attested the positive impacts of management and technological innovation on audit firm performance. Contextual factors (organisational size and age) were identified to have significant influences on organisational performance. In addition, organisational age showed its moderating role on the relationship between management innovation and operational performance. The moderating effects indicated that management innovation caused higher impact on younger audit firms. [ABSTRACT FROM AUTHOR]

Organisational practices like mandatory practices, management practices, involvement in policy-advocacy-lobbying-networking practices and governance practices are considered healthy practices that contribute to organisational performance. This paper identifies some of the standard organisational practices of NGOs (N = 33) in Kerala State, India. From the study, it was evident that the NGOs were more into mandatory practices. The relation orientation of the Managerial leadership Behaviour showed a higher mean value of 2.8567 ± 0.49331SD than the task orientation. The study unravels the need for an updated policy in the voluntary sector and affirming the role of social work professionals in the organisation. [ABSTRACT FROM AUTHOR]

Abstract Aims To assess toxic leadership and organizational performance among nurses of a University Hospital, and explore the mediating effect of nurses ‘silence. Background Toxic Leadership behaviours are hurtful to feelings, leading to emotive fatigue and nurses silence within the legislative framework. In fact, it is very harmful to all organizations. However, little emphasis has been paid to research on the mediating mechanism and border factors of their connection. Methods A cross-sectional design was applied. Data was collected from 750 nurses over the course of three months. The researchers employed structured equation modeling [SEM] to investigate the role of nurses’ silence in mediating the association between toxic leadership and organizational performance. Results The toxic leadership level and Organisational performance level were both high. In addition to, the nurses’ silence level was moderate. The SEM revealed that toxic Leadership accounted for the prediction of 65% of the variance of nurses’ silence and 87% of the variance of organizational performance. Also, nurses silence as a mediating factor accounted for 73% of the variance of organizational performance. Conclusions This study emphasized on the importance of creating a work environment that encourages and promotes open communication, as well as eliminating toxic leadership behaviours from the organizational culture among nurses as it effects on the organizational performance.

Background: Enterprise resource planning (ERP) is critical to enhancing the ability to control commercial activities and results in a competitive advantage when combined with an organisation's existing competitive advantages. However, our practise review reveals that end users resist ERP implementation because the resulting changes will alter the current status quo. The implementation of an ERP system in an organisation is complex as it affects multiple areas of the business. Resistance to change is cited as a factor of ERP failure. Methods: In this study, we conducted a systematic literature review using Transfield’s five stages and established a conceptual framework for ERP system implementation in science and technology parks (STPs). Articles collected from Emerald, Science Direct, ProQuest and Scopus databases between 1 st June 2021 and 15 th June 2021. Two authors were assigned to check the suitability of the articles in order to avoid risk of bias. Articles were analysed based on components of a research paper and the data was tabulated using MS Excel. Results: Only eight papers (0.011% of all the papers) appeared when we searched for papers related to ERP with a focus on post ERP Implementation, end-user behaviours, organisational performance, and the accelerated SAP (system application and product) methodology. We found that there are hardly any articles on ERP post implementations in STP context particularly based on the evaluation part of accelerated SAP. Conclusions: Results indicate the lack of studies in this field, particularly those addressing issues related to STP. This study attempted to broaden the understanding of the ERP's effectiveness, particularly in terms of an organisation's operational performance.

We extend the 'black box' picture of public management and the 'balanced view' of HRM literature in the Spanish public context. Specifically, we explore the link between structural empowerment and organisational performance and the mediating role of three employee outcomes: job satisfaction and affective commitment as attitudinal variables related to eudaimonic well-being, and job anxiety as a variable related to hedonic well-being. Using a multilevel methodology with data on employees from 103 local authorities for 2016, results support the mutual gains perspective, but not as intensely as expected (empowerment does not affect attitudinal variables), since empowerment contributes to reducing job anxiety in Spanish local governments. Specifically, information and rewards are the structural empowerment dimensions that help to reduce job anxiety levels in employees and, thus, enhance performance. These results suggest that local government managers could usefully apply techniques such as disseminating information on the organisation's aims among employees or paying bonuses for meeting targets. [ABSTRACT FROM AUTHOR]

One of the many factors that contribute to the success of an organisation is the use of professional information technology (ICT). The pandemic situation of recent years has highlighted the benefits of using state-of-the-art ICT. However, exploring the negative consequences is a less popular topic. The aim of this research is to identify the most significant risks factors of technostress that threaten the balanced performance of employees at work and the possibility of work-life balance. In 2021, statistical correlations between risk factors for technostress were identified using SPSS 26, based on the opinions of 237 Hungarian higher education staff. Using SPSS AMOS 27, a proprietary model was built to test the impact of the most serious risks on personal and work life. The results show that three factors have the greatest impact on work-life balance, which also affect organisational performance. Loss of leisure time due to techno-overload and techno-invasion, and a feeling of techno-uncertainty due to lack of ICT competence cause a sense of threat. These compromise work-life balance and, at the same time, work performance. The mutually reinforcing negative effects influence the sense of well-being (happiness) at work, the feeling of job security and force employees to learn continuously. [ABSTRACT FROM AUTHOR]

Copyright of Multidiszciplináris Kihívások, Sokszínű Válaszok is the property of Budapest Business School / Budapesti Gazdasagi Egyetem and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The management of conflict has become extremely important for tertiary institutions in the modern educational sector since they continually deal with conflict and need to do so in order to enhance performance. The study examined the effect of macro level techniques for reducing conflict dysfunctions on organisational performance of public university in Edo State, Nigeria. The survey was main research design with an 846- person target population for the study, convenience sampling was used to obtain a sample size comprising 507 senior nonacademic staff members. A systematic questionnaire with a likert scale was used to obtain primary data. Descriptive statistics and Correlation Analyses were employed to analyze the data with the aid of Statistical Package for Social Science (SPSS) version 22. The findings revealed that executive compensation and achievement motivation are effective macro-level techniques for reducing conflict's dysfunctions and improving organisational performance. According to the study, organisations should put more effort into meeting employees' basic requirements in order to retain them for a long time, which would eventually assist in improving the output's quality. [ABSTRACT FROM AUTHOR]

Implemented by an increasing number of organisations worldwide, the ISO 9001 standard for quality management received considerable attention in the existing literature. Researchers worldwide have found positive, negative and even mixed effects of ISO 9001 certification on firms' performance, while in Morocco this issue has been rarely examined. It is the combination of these observations that led to this study. The aim of this paper is to test and validate a causal model designed to measure the performance of an ISO 9001 certified Quality Management System (QMS) and its impact on a company's financial performance. By means of this causal analysis/model, the study examines the relationship between: • QMS and the financial performance of 41 companies based in Morocco; • the management responsibility process and all the QMS processes; • the management resources process and all the QMS processes; • the organisational and financial performance of the studied companies. All of the considered firms are part of the service industry and range from medium-sized to large companies. The data gathered in this study have been instrumental in devising actionable insights. The Statistical Package for the Social Sciences (SPSS) was the statistical software platform that enabled the use of a linear regression analysis to prove the positive correlation between the above-mentioned elements. [ABSTRACT FROM AUTHOR]

The study examined the role of leadership in the performance of the National Social Security Authority (NSSA) in Zimbabwe. The study employed mixed methods research, which triangulated qualitative and quantitative techniques. Respondents for the questionnaires were selected using simple random sampling. Participants for interviews were purposively selected. Written records were also used to collect data. Data from questionnaires were analyzed using Statistical Package for Social Scientists (SPSS), and qualitative data were analyzed using thematic and content analysis. The study established leadership as a crucial component for NSSA's satisfactory performance, with investment activities, service delivery, and corporate social responsibility used to gauge NSSA's performance. The study recommended the intricate interaction of the leadership and the employees and the creation of a robust corporate governance framework to do away with political prying and enhance efficiency and effectiveness in the running of NSSA. [ABSTRACT FROM AUTHOR]

The characteristics, strategies, capabilities, and resources of an organisation contribute to its competitive advantage and superior performance. A model to explain performance differences in the New Zealand context will be developed by examining the relationships between construction organisational performance and these constructs. The information was obtained using a questionnaire survey. A total of 101 organisations participated in the research. For the instrument used to elicit data, the literature was used to identify indicators associated with characteristics of organisational strategies for competition, resources and capabilities, and performance of the organisation. Analyses of descriptive, parametric, and linear regression were conducted to examine the effects of these constructs on organisational performance. The results suggest that organisational characteristics are significantly associated with internal business processes, learning, and the growth perspectives of an organisation's performance, while competitive strategies, resources, and capability perspectives are significantly related to financial perspectives. As a result, these findings add to the current discourse regarding organisational performance differentials in the construction industry. The study demonstrates that it is critical to take into account the different organisational characteristics that are implemented within organisations and how they influence organisational performance beyond rational processes. [ABSTRACT FROM AUTHOR]

Orientation: The success or failure of organisations depends on the quality of programmes designed and implemented for improving the performance and productivity of their staff members. Research purpose: The purpose of this study is to identify and analyse the causal factors for the lack of alignment between the performance development plans (PDPs) with the training and development plans (TDPs) of the staff of the South African Social Security Agency (SASSA) in the Gauteng Province from the period 2015 to 2020. Motivation for the study: The study was based on the assumption that training and development aimed at equipping staff with skills and knowledge to perform better should be informed by PDPs. Research approach/design and method: To investigate this relationship, the study used a qualitative research approach to collect data through in-depth telephonic interviews and digital platforms such as Zoom and document analysis. Main findings: The study found that within SASSA the staff PDPs are not aligned with the TDPs of the organisation; hence, there is negative performance and underspending on the budget for training and development which renders PDPs ineffective. Practical/managerial implications: This article proposes effective strategies that can be implemented from the 2024–2025 financial year going forward to enable SASSA to be an effective learning organisation and to ensure the alignment of PDPs with both staff and organisational TDPs. Contribution/value-add: The study concludes that digital learning, training and development programmes and epistemologies aimed at improving individual and organisational performance and productivity must be adopted, developed and implemented.

The ‘Global Sporting Arms Race’ is the term that describes the competition among different countries to succeed in international sports competitions. The development of that peaceful competition determines two outputs: an increase in soft power at the international level and a promotion of the national identity and social impact. It means increasing the level of influence that the countries obtain internationally as a cornerstone of the concept of a sporting nation with a proud and healthy population. In order to explain the factors involved in the success of a sports system at the elite level, a systematic review was carried out based on the PRISMA protocol in the databases Scopus, SPORTDiscus, and Web of Science. The findings of the study show that the factors that determine success at the international level have received increased attention, as shown by the number of publications since 2010. The results indicate the following research factors: (1) it was observed that most researchers tend to carry out comprehensive analyses with a holistic perspective, while the UK, Australia, Canada, and Spain carry out segmented analyses; (2) Olympic sports—especially athletics—were the most analysed; while in non-Olympic sports, those with social influence predominate in countries, such as netball; (3) the analysis of meso and micro factors is preferred over macro factors; (4) quantitative studies are preferred through the analysis of primary sources, such as official reports; and (5) the economic variable is the most common input, with medals reached at the elite level being the most used output to check the correlation or significativity of the results.

Background: The purpose of the paper is to assess organisational culture’s role on the performance of employees in the educational sector.

Job performance is an extremely complex factor affecting organisational performance. The literature recognises factors impacting job performance positively and negatively. This article aims to verify the turnover-mitigating effect on the relationship between servant leadership and job performance. The developed moderated mediation model is empirically verified based on the data collected from 263 managers working in Poland’s for-profit organisations. The results were analysed using Macro for IBM SPSS Statistics. It has been shown that employee turnover is a mediator in the job performance model based on turnover-mitigating servant leadership. Additionally, the influence of employees’ dynamic capabilities has been analysed. The study revealed the significance of servant leadership in influencing job performance and the disruptive relationship between employee turnover and the impact of employees’ dynamic capabilities in reducing employee turnover. This research provides practical implications for managers and organisations regarding selecting the right leadership style to improve employee job performance.

Background: It is an imperative in most developing countries to improve the performance of state-owned enterprises (SOEs) and increase the accessibility of government services. State-Owned Enterprises have failed to deliver public value rendering most public services inefficient and costly. Aim: This study seeks to establish the influence of intrapreneurship on the efficacy of SOEs in developing countries, using the case of SOEs in Zimbabwe. Setting: The study took place in Zimbabwe. Methods: A mixed research approach was adopted and a cross-sectional survey was used to collect data from managers and employees of 39 parastatals in Zimbabwe. Data collection instruments were questionnaires and interviews. Data collected from questionnaires were analysed using STATA version 12, whilst data from interviews were analysed using thematic analysis. Results: The study revealed that most SOEs have a poor Intrapreneurship Orientation, which negatively impacts on the performance of SOEs. Most SOEs generally have low innovation levels and have not developed services in line with customer demands. However, SOEs anchored in an intrapreneurial architecture were able to achieve greater public value through innovations which led to better service delivery and cost effectiveness. Conclusion: This study advances the notion of intrapreneurship and revealed that intrapreneurship is a strategic workplace activity which can be adopted to improve SOEs’ organisational performance. Contribution: This study provides empirical evidence of the use of intrapreneurship as a systematic mechanism that can improve organisational performance and assist SOEs in emerging economies to sustain their role as engines of economic growth.

Background: State-owned enterprises (SOEs) are pivotal to the socio-economic development of any country. However, in most developing countries, these entities are failing to execute their mandate effectively. State-owned enterprises have failed to be responsive to citizens’ needs and deliver public value efficiently because of low investment in intrapreneurial activities by leadership in these entities. Aim: This study set out to examine the effect of intrapreneurial capabilities (ICs) on organisational performance of SOEs. Setting: The population under study was SOEs in Zimbabwe, located in the Southern African Development Community, in Africa. Methods: The study used a qualitative research design. Interviews were the main data collection technique. Data collected from interviews were analysed using thematic network analysis. Document analysis was also used to establish the performance of the SOEs. Results: The study established that ICs have a significant influence on the organisational performance of SOEs. Organisations with stronger ICs developed greater strategic agility and delivered greater public value, in terms of service delivery, customer satisfaction, financial performance and social impact. Conclusion: The study provided evidence of the influence of ICs on intrapreneurial activities and consequently on organisational performance. The study will assist leadership in SOEs to invest in an intrapreneurial architecture in order to assist SOEs to deliver both economic and public value. Contribution: The study has important implications for both practitioners and researchers in that it highlights the importance of investing in superior IC as a means of addressing service and performance challenges faced by SOEs.

Purpose: Poor leadership skills are often one reason for poor performance in emerging economies’ state-owned enterprises (SOEs). Research on transformational leadership’s (TL) effectiveness in the public sector is limited and sometimes contradictory and incomplete. The present study sought to develop and test a TL and organisational performance (OP) model that includes the role of soft influence tactics and leader–follower relationship quality. Design/methodology/approach: Quantitative predictive research was used. The Multifactor Leadership Questionnaire-5X, Influence Behaviour Questionnaire, Leader-Member Exchange Questionnaire, and an adapted measure of OP were used to collect data from 302 staff members from 12 SOEs and government officials from line Ministries in an emerging economy. Variance-based structural equation modelling was used in data analysis. Findings/results: The findings show that the relationship between TL and OP is complex. Although TL directly influences OP, it also does so through soft proactive influence tactics (sPIT) and leader–follower relationship quality. Transformational leadership, proactive influence tactics and leader–follower relationship quality combined explained 47% of the variance in OP. Practical implications: State-owned enterprise leaders and management should take note that TL, proactive influence tactics and the quality of leader–follower relationships can be integrated to influence OP positively and significantly. Originality/value: This research provides additional knowledge to the limited research available on SOEs in emerging economies. Furthermore, it reveals that sPITs and leader–follower relationship quality influence the relationship between TL and OP in these SOEs. This addresses a knowledge gap concerning the leadership-OP relationship.

Purpose: This study is an endeavour to find the effect of human resource development on organisational performance. Human resource development is essential for better organisational productivity and effectiveness. Research purpose: This study specifically investigates the impact of organisational context, resourcing, training and development, skills, attitude and behaviour on organisational performance. Design/Methodology/Approach: This research study focuses on manufacturing companies in Islamabad and Rawalpindi, Pakistan. A standardised questionnaire with a response rate of 85% was used to gather data from a random sample of 50 manufacturing companies. The structural equation modelling technique was used for data analysis. Findings: Organisational performance has a positive association with all the independent factors studied in this article: resourcing, training and development, employees’ abilities, employee attitudes, employee behaviour and the organisational context. In addition, the outcomes of this research support the idea that human resource development methods might have a favourable influence on manufacturing business performance. There is no direct correlation between resourcing and organisational performance, although training and development activities are favourably connected with it. Contribution: For the first time, this research aims to evaluate how human resource management (HRM) influences organisational performance in Pakistan by examining theoretically created pathways between key exogenous and endogenous factors.

Constructed upon Knowledge-Based View (KBV), this research investigates the interrelationship of trust, organisational climate, Knowledge Management (KM) processes, and Organisational Performance (OP). This research further examines the intervening function of Creative Organisational Learning (COL) in an association among KM processes and OP. This research used a sample frame of 536 academic and administrative staff from research-based higher education institutes (HEI's) of China. The associations were confirmed via Smart PLS 3.2.8. The outcomes discovered that trust and organisational climate have a substantial influence on KM processes. The outcomes also reveal a direct significant impact of KM processes on OP and indirectly via COL. This unique research not only empirically examines the interface of KM enablers (trust, organisational climate), KM processes, and performance of HEI's but also enlighten visions into the present KBV literature by instantaneous investigation of the mediating role of COL. [ABSTRACT FROM AUTHOR]

Aims: To assess toxic leadership and organizational performance among nurses of a University Hospital, and explore the mediating effect of nurses 'silence. Background: Toxic Leadership behaviours are hurtful to feelings, leading to emotive fatigue and nurses silence within the legislative framework. In fact, it is very harmful to all organizations. However, little emphasis has been paid to research on the mediating mechanism and border factors of their connection. Methods: A cross-sectional design was applied. Data was collected from 750 nurses over the course of three months. The researchers employed structured equation modeling [SEM] to investigate the role of nurses' silence in mediating the association between toxic leadership and organizational performance. Results: The toxic leadership level and Organisational performance level were both high. In addition to, the nurses' silence level was moderate. The SEM revealed that toxic Leadership accounted for the prediction of 65% of the variance of nurses' silence and 87% of the variance of organizational performance. Also, nurses silence as a mediating factor accounted for 73% of the variance of organizational performance. Conclusions: This study emphasized on the importance of creating a work environment that encourages and promotes open communication, as well as eliminating toxic leadership behaviours from the organizational culture among nurses as it effects on the organizational performance. [ABSTRACT FROM AUTHOR]

The article's objective was to evaluate how the organisational culture influences the market orientation and, consequently, the organisational performance of bars and restaurants in São Paulo. To achieve the objective, the scale proposed by Jogaratnam (2017b) was adapted to the Brazilian reality and applied via Google Forms to professionals of bars and restaurants in the state of São Paulo, totalling 110 responses. Furthermore, the data were analysed by confirmatory factor analysis (PLS) through the SmartPLS version 3.2, which presented as significant the relationships between innovative culture and organisational performance, supportive culture and market orientation and organisational performance, demonstrating the aspects in which the food and beverage managers should pay attention to improve the performance of companies in the food and beverage sector, especially bars and restaurants. [ABSTRACT FROM AUTHOR]

PURPOSE: THE STUDY EXAMINED THE IMPACT OF HUMAN RESOURCE (HR) PLANNING ON THE PERFORMANCE OF ORIENTAL FOODS, OYO, OYO STATE, NIGERIA WHEREIN THE STUDY'S OBJECTIVES WERE TO EXAMINE THE IMPACT OF HUMAN RESOURCE (HR) STAFFING, TRAINING AND DEVELOPMENT, STRATEGIC MANAGEMENT, AND COMPENSATION MANAGEMENT ON THE PERFORMANCE OF ORIENTAL FOODS AS AN ORGANISATION IN OYO, OYO STATE, NIGERIA. METHOD: RESEARCH QUESTIONNAIRE WAS USED AS THE RESEARCH INSTRUMENT TO ELICIT RELEVANT INFORMATION FROM THE 192 RESPONDENTS CHOSEN AS THE SAMPLE SIZE AND STRATIFIED SAMPLING TECHNIQUE WAS ADOPTED IN THE ADMINISTRATION OF THE QUESTIONNAIRE WHILE DATA COLLECTED WERE ANALYSED THROUGH THE USE OF MULTIPLE REGRESSION ANALYSIS. RESULT: RESULTS OF THE STUDY SHOWED THAT THERE IS A STATISTICALLY SIGNIFICANT INFLUENCE OF HUMAN RESOURCE STAFFING, TRAINING AND DEVELOPMENT, STRATEGIC MANAGEMENT, AND COMPENSATION MANAGEMENT ON ORGANISATIONAL PERFORMANCE. IT WAS CONCLUDED THAT EFFECTIVE IMPLEMENTATION OF HR PLANNING IN ORGANISATIONS WOULD LEAD TO IMPROVED PERFORMANCE. CONTRIBUTION: ADEQUATE STAFFING WILL HELP TO ATTAIN HIGH PERFORMANCE ESPECIALLY WHEN HUMAN RESOURCE POLICIES AND PRACTICES ENSURE THE PREVENTION OF OBSOLETE SKILLS, AND RETAIN COMPETENT STAFF THROUGH ENABLING WORK ENVIRONMENT AND COMPETITIVE SALARY PACKAGE. [ABSTRACT FROM AUTHOR]

Effective and efficient organisations are not built merely on investment and return. But they are made upon the quality of the workforce and its commitment to the organisational objectives. Investments are also necessary to attract, train and retain superior human capital. Human Resources (HR) constitute the most valuable asset in any organisation with a developmental perspective. Recruitment is defined as a process of searching for prospective employees and stimulating them to apply for the job. Organisational performance is the product of the individual contribution of the employees through the impact of leadership competency and organisational culture. The potential success of a business enterprise depends on its organisational performance which means its ability to effectively implement to achieve the strategic organisational objectives. It is a known fact that talented employees are the backbone for the success of any organisation. They have the capability to plan the emerging environment in the right perspective and as such new business opportunities could be explored well. There is a direct and positive relationship between effective recruitment process and higher organisational performance in the form of productivity, customer satisfaction, profitability and corporate reputation. [ABSTRACT FROM AUTHOR]

The role of knowledge as an essential source of competitive advantage in organisations has become critical. To operate effectively in today’s economy, it is necessary to become a knowledge-based organisation. The purpose of this research, therefore, is to assess the impact of knowledge acquisition on the organisational performance of National Teachers’ Colleges (NTCs) in Uganda. Using a questionnaire, from a target population of 221, data were collected from a sample size of 141 respondents from the five National Teachers’ Colleges in Uganda. The data were analysed using descriptive statistical techniques, which included frequencies and percentages, and inferential statistical techniques, which included Spearman’s correlation, the coefficient of determination, and regression analyses to determine the impact of knowledge management as an independent variable on the performance of the NTCs. The findings show a moderate positive relationship (rho = 0.670) between knowledge acquisition and the performance of NTCs in Uganda. The coefficient of determination (rho² = 0.449) shows that knowledge acquisition accounted for 44.9% of the change in the performance of the NTCs in Uganda. The significance value (p = 0.000) was less than .05. Hence, the hypothesis that knowledge acquisition has a significant positive impact on the performance of NTCs in Uganda was accepted. This study will guide the NTCs to integrate their knowledge and assets such as databases, people and their experience and expertise, systems, policies, and procedures into knowledge management in order to improve performance. The results of this research will be used to improve the management of knowledge at the NTCs in Uganda, which may lead to an improvement in the way NTCs make themselves relevant to the society in which they operate. [ABSTRACT FROM AUTHOR]

Purpose of the article: There seems to be lack of studies on the link between corporate governance disclosure attributes and organisational performance, particularly for consumer and industrial goods companies in sub-Sahara Africa in a single study. Consequently, this study was carried out with the view to evaluating whether certain corporate governance disclosure attributes (chief executive officer compensation and share ownership) affect organisational performance (return on capital employed) in sub-Sahara Africa. Methodology/Methods: Secondary data from 2012--2021 were obtained from the annual reports and accounts of sixteen (16) companies, of which four (4) were selected from each region of sub-Saharan Africa (West Africa: Nigeria; Southern African: South Africa, East Africa: Kenya; and Central Africa: Egypt). Data obtained were analysed via descriptive (mean, median, standard deviation, minimum and maximum values, kurtosis, skewness and Karl Pearson correlation matrix), post estimation (factor and principal component analyses, variance inflation factor and heteroscedasticity) and inferential (Ordinary Least Square, Fixed and Random Effects Regression) statistical tools. Scientific aim: This paper assessed corporate governance disclosure attributes and organisational performance in sub-Sahara Africa. Findings: The fixed and random regression result indicated that while chief executive officer compensation had significant relationship with organisational performance (coefficient = --1.1971; z_value = --3.40 and prob_z = 0.001), chief executive officer share ownership (coefficient = 0.00087, z_value = 0.04 and prob_z = 0.082) had insignificant relationship with organisational performance in sub-Saharan Africa. Conclusion: The study advocates the need to decrease chief executive officer share ownership concentration, as it may probably reduce decision-making process, transparency and objectivity of the board. Thus, concentration of chief executive officer sharehodling should be taken seriously by top management in that chief executive officers should not be accorded too much opportunity to aquire companies' stocks. [ABSTRACT FROM AUTHOR]

To survive in a volatile and uncertain business environment, organisations need to adjust, evolve and progress. The ability to quickly adapt to change gives a competitive advantage to the organisation. Therefore organisations should understand and improve various factors which predict employee readiness to change. The primary objective of this study was to assess the impact of organisational justice and psychological ownership on employee readiness to change in the Indian IT industry. A cross-sectional research design was adopted for the study, and the respondents include 211 full-time employees from different organisations in the Indian IT industry. Findings revealed that both organisational justice and psychological ownership has a positive relationship with employee readiness to change. The results of multiple linear regression also established that organisational justice and psychological ownership jointly predict employee readiness to change. The present study, grounded on the psychological theory of social exchange and social exchange theories, enriches the existing literature about employee readiness to change and offers important implications for practitioners. [ABSTRACT FROM AUTHOR]

In recent decades there has been an increasing concern among stakeholders surrounding sport organisations regarding the implementation of governance principles and processes. It is believed that these can help them to overcome sustainability problems and to promote organisational success. This research aims to analyse the governance of Catalan sports federations (CSFs), an area that has not been analysed to date. The study, based on previous approaches in the sport management literature, proposes a model to measure three dimensions considered key to good governance in sport organisations: democracy and participation, ethics and integrity, and accountability and transparency, which are measured by quantitative performance indicators. 38 CSFs were assessed, and the results showed considerable room for improvement with respect to metrics in divergent areas of organisational governance. Six clusters were determined using the Hierarchical Ascending Classification, and statistical correlations were also found between the dimensions analysed and the size of the organisations. In addition to the interest for stakeholders in the context of Catalonia, the authors believe that this research supports recent calls for good governance in sport and can serve as a foothold for scholars to investigate other contexts. [ABSTRACT FROM AUTHOR]

Gamification is a concept that has not been analysed thoroughly for its positive outcomes or challenges. Although the effects of gamification in the field of education have been studied from numerous angles, gamified organisational learning features and the overall contribution of gamification have not been researched sufficiently. Following the implementation of a gamified E-learning platform, we conducted a case study in a Lebanese bank to measure the effects of gamified E-learning. The results showed that the adoption of gamified E-learning and employees' engagement levels were positively associated. Gamification also proved its importance in influencing employees' behaviour by creating a competitive environment and engaging employees on a knowledge-oriented platform. After the implementation, about 65% of employees declared higher levels of work engagement. Moreover, approximately 67% of employees acknowledged a higher degree of job satisfaction. This research paper also indicates the variables that can affect learners' -- in this case, the bank employees' -- perception of the gamified E-learning platform. Investigating the positive outcomes of implementing gamified processes in E-learning can pave the way for developing more complex gamified e-learning platforms. [ABSTRACT FROM AUTHOR]

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Information technologies have been widely recognised for their capability to add certain value to organisations in terms of strategy and operation. Studies regarding SMEs and IT in different contexts across the nations of the world have shown that SMEs are confronted with technological issues leading to a low adoption rate of IT. This research propounds that IT innovation is an indispensable tool for gaining a competitive edge over business rivals. This research presents empirical evidence to validate the existence of a positive influence of adopting IT innovations to improve organisational performance. This will be achieved by measuring variables, such as organisational performance and information technology using the balanced scorecard. Both qualitative and quantitative research methods were used with multiple case study designs to attain the study objectives. Convenience sampling was used to select the participating SMEs, while purpose sampling was used to select the 47 participants that were interviewed. An interview guide was designed to have a semi-structured questionnaire. Data was transcribed, coded, analysed and interpreted using content analysis to provide transparency to the findings. The findings of the study showed that SMEs rely on some IT innovations to manage and market their products and/or services. IT innovations bring about speed delivery and efficient communication, propagated by digital technologies The role of IT innovations on organisational performance should not be discarded because non-usage of IT is tantamount to poor organisational growth. [ABSTRACT FROM AUTHOR]

Green innovation is increasingly receiving attention in organisational behaviour 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. [ABSTRACT FROM AUTHOR]

High Performance Work Systems (HPWS) research is based on the search for the most suitable bundle of complementary practices appropriate for the organisation and its operating environment. We examine the contents of a HPWS in organisations seeking impeccable safety and reliability as their foremost 'performance' outcome. We propose a 'High Reliability HRM' framework, and examine the degree of implementation in a three case study of Australian state emergency services organisations. The findings highlight HRM practices inconsistent with the framework, and illustrated by rich interview accounts, we detail associated negative implications for employee behaviour and attitudes. We contribute to HPWS research by empirically examining how reliability‐seeking organisations conceptualise and implement HRM systems. This study emphasises how inconsistency in HRM practice bundles can pose a threat to reliable service provision, a critical finding for emergency services and reliability‐seeking organisations more broadly. [ABSTRACT FROM AUTHOR]

Despite efforts by the South African government to manage public sector performance, the Department of Social Development (DSD) is facing lawsuits for failing to provide public value to the foster care placement beneficiaries. This article examines the integration of organisational and individual performance management systems to enhance foster care service delivery in Waterberg District, Limpopo Province, South Africa. A parallel convergent mixed‐method research design was adopted, and drew on the principal component analysis (PCA) and thematic analysis to analyse the impact of integrating organisational and individual performance management systems amongst social workers. The PCA findings accentuate the significant role of strategic human resources management, work experience and performance management delivery systems. Furthermore, performance targets as critical elements to enhance effective foster care service delivery in South Africa is highlighted. In complementing the PCA findings, the thematic analysis attributed the failure to manage and address the challenges associated with the backlog in foster care by the DSD as a consequence of misalignment between strategic intent, workforce and internal integration between different programmes at the operational level, in particular between social work and community development programmes. Peer review procedures should be designed to enhance the effectiveness of the performance management deployment system. Consequently, strategic human resource management practices should correspond with the department's resources and needs to enhance performance and service quality. [ABSTRACT FROM AUTHOR]

This paper takes us on a methodological journey, analysing the efficiency of implementing information technologies in the business environment. In the context of digital transformation of the SMEs in the EU, Romania, and the Republic of Moldova emerges the necessity to focus on implementing information technologies in the business area, as the primary factor of boosting organisational performance. The aim of this research is to shed light on the possibilities of implementing information technologies in the business environment of Romania and the Republic of Moldova. The methodology of this scientific endeavour has been geared towards using multiple methods of research, among which stands out the quantitative research, the inquiry used as a research tool, namely a questionnaire. The results of the research show a direct interconnection between implementing information technologies and customer satisfaction, particularly organisational performance. Thus, organisations aspiring to grow their performance should remodel their management system in terms of implementing new information technologies which will increase customer trust, improve client satisfaction, and gain customer loyalty to the products/services provided by the company concerned. [ABSTRACT FROM AUTHOR]

This study examines the mediating role of two types of employee related behaviour, creativity and collegiality, in the association between the use of Snell's (1992) three control types (i.e. input, behaviour, and output) with individual employee job performance and organisational performance. An online survey questionnaire was used to collect data, with 203 responses received from Australian lower-level managers. The findings reveal that while output controls influence both individual employee job performance and organisational performance directly, creativity and collegiality play significant roles in mediating the associations between input and behaviour controls with both individual employee job performance and organisational performance. Overall, the findings contribute to the MCS literature by providing an empirical insight into how the use of different types of controls can enhance specific aspects of performance, i.e. individual employee job performance, and organisational financial and non-financial performance, via employee related behaviour (creativity and collegiality). Such findings have important implications for practice. [ABSTRACT FROM AUTHOR]

Lean is one of the most powerful operational excellence methodologies in operations management that manufacturing organisations deploy to enhance their competitiveness. The objective of this study is to investigate published research with respect to the relationship between lean practices and organisational performance using a meta-analysis of correlation approach. This study gathered data from 40 articles published in reputed journals from 1993 to 2020 and analysed the effect of lean practices on organisational performance. In this context, this study utilised 12 lean practices and 4 different performance outcomes, which included operational, financial, market, and environmental. Using comprehensive meta-analysis software, the results indicate that a significant and strong positive relationship exists between aggregate lean practices and aggregate organisational performance (r = 0.37). There is also a significant strong positive relationship with all of the performance outcomes. The research highlights those individual practices have the strongest impact on organisational performance and emphasises the role of moderating variables in the relationship between lean practices and organisational performance. Theoretical and practical implications are discussed and limitations and future research directions are presented. The findings of this study provide a better understanding of lean deployment benefits in organisation. This research has significant contribution to the body of knowledge for the lean research community, especially for lean deployment in emerging sectors. [ABSTRACT FROM AUTHOR]