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Despite a long research tradition of investigating the relationship between organisational culture and performance, the findings remain inconclusive. To bridge this gap, this study proposes a research model to investigate how the opposing attributes of organisational culture variously affect employee satisfaction and how it is related to organisational performance. The job demand and resource (JD-R) model is adopted to conceptualize these attributes, and the motivation-hygiene theory is employed to explain the impact of culture on employee satisfaction. For empirical analysis, this study collected employee review data of large R&D intensive firms in the US and combined financial data. Based on a data of 295,307 reviews for 182 firms, it performed topic modelling to measure culture and regression analysis of panel data for hypothesis testing. The findings indicate that, for resourceful cultures, collaborative and innovation cultures positively affect employee satisfaction, but fair compensation culture does not. For demanding attributes, results-oriented, overwork, and job insecurity cultures are negatively related to employee satisfaction. Finally, employee satisfaction positively affects organisational performance. This research emphasizes the motivational significance of different organisational cultures in determining employee satisfaction and organisational performance. [ABSTRACT FROM AUTHOR]

This study was caried out to examine employees' perception of the effect of electronic human resource management (e-HRM) on organizational performance. Focused on four e-HRM components: e-recruitment, e-training, e-performance system, e-compensation combined effect on organizational performance (financial, customers, internal business, learning/growth) and determined the component with the strongest effect. Questionnaire survey covering demographics, e-HRM components and organizational performance on 332 respondents drawn from middle to senior level management employees of two Brewery firms in South-West Nigeria. Questions were framed to assess the extent to which they agree or disagree with the use and effect of e-HRM on organizational performance. Data collected was analysed using inferential statistical techniques of Partial Least Squares-Structural Equation Modelling to test the significance of e-HRM on organizational performance. Respondents perceived e-HRM improved organizational performance. Model β = 0.690, t = 17.491, f² =0.910, predicted that P < 0.05 up to 48% variation in organisational performance is explained by e-HRM practices. Weight of each component showed: e-Recruitment= 0.383, e-Training= 0.078, e-Performance System= 0.216, e-Compensation= 0.250 as e-recruitment is perceived to have the strongest weight and effect on organizational performance. Implication is that the organisations should strengthen e-Recruitment exercise and strategically position e-HRM practices as corporate strategies to enhance organization performance. [ABSTRACT FROM AUTHOR]

The pharmaceutical industry is key to the survival of the human race, but equally becoming increasingly susceptible to global disruptions. In Nigeria, records have shown that the industry is plagued with several problems, inclusive of low employee productivity, poor market share, low innovation performance, poor and marginal sales growth and low profitability, which are likely a result of a lack of strategic flexibility in the face of increasing environment turbulence and intense competition. Despite efforts from researchers, the moderating role of supply chain agility has been largely overlooked in the literature. Therefore, this study examines the moderating role of supply chain agility on the relationship between strategic flexibility (resource flexibility, coordination flexibility, proactive flexibility, reactive flexibility and futurity) and organisational performance. A survey research design was used to collect data from 642 management and senior staff employees of six pharmaceutical companies listed on the Nigerian Exchange Group. A total enumeration method was adopted for the study, with a well-structured adapted questionnaire, having Cronbach's alpha reliability coefficients ranging from 0.725 to 0.945. Partial Least Squares Structural Equation Modeling (PLS-SEM) was chosen to achieve the research goal. The PLS-SEM analysis revealed that strategic flexibility positively affects organizational performance (ß = -0.093, p> 0.050, Q2 = 0.644). However, supply chain agility negatively moderates this effect, indicating that while agility is beneficial independently, it can counteract the positive impact of strategic flexibility when combined. The study recommended that the management of pharmaceutical companies in Nigeria should pay serious attention to strategic flexibility as an organizational capability that can enhance performance in the face of increasing uncertainties in and unpredictability nature of the business environment. [ABSTRACT FROM AUTHOR]

In today's globalized economy, originations are competing intensely based on quality and are concentrating on meeting the demands of their customers. The application of total quality management has become a source of economic benefit for organizations and quality has evolved as an essential business management strategy. Over the past 20 years, researchers, businessmen, managers, experts and academics have come to the starting value of TQM greatly because of its impact on business success. An organization's continuous quality improvement across all levels is the core objective of management that concept is known as total quality management. It is a commonly used strategic tool for guaranteeing business success and changing companies. The purpose of this study is to evaluate the study on TQM procedures and how they affect organizational performance. This study also discusses the previous research, its values, recommendations and future suggestions. To accomplish this, a thorough analysis of the articles published over 30 years, was conducted and a tabular representation of the results was developed including research insights, author, methodology, region, area, results, suggestions, software and conclusions. Additionally, the significance of the argument between convergence and divergence in TQM adoption and organizational performance is another key topic that this study adds to the total quality management literature. The literature TQM argues that it helps businesses grow and empowers them to consistently provide higher quality services that consistently meet customers' expectations. However, the literature shows the positive impact of TQM on organizational behaviour. It also has been determined where gaps exist in the literature and what needs to be investigated. [ABSTRACT FROM AUTHOR]

Municipalities in the Republic of South Africa (RSA) face significant operational challenges, evident in weakened administrative functions, unmet service delivery targets, a lack of public trust, deficient accountability systems, a poor work ethos, and inadequate governance, largely due to alleged skill gaps among personnel. To address these issues, Workplace Skills Plans (WSPs) are essential for bolstering leadership capacity and organizational performance, enabling municipalities to deliver effective services to the community. This study aims to investigate the persistent operational challenges and examine how adherence to legislative mandates on skills development can support WSPs, aligning training and development efforts within municipalities. A well-developed WSP can significantly improve organizational effectiveness and foster leadership potential in South African municipalities. The study utilizes a qualitative approach, employing textual analysis (document analysis) to understand WSP processes as vital tools for leadership capacity building and enhancing organizational performance. It is grounded in various legislative and policy frameworks that guide skills development across municipalities. The insights obtained from this study will aid in enhancing leadership capacity and organizational performance through WSPs initiated by the RSA government. The study's findings underscore the importance of implementing WSPs in South African municipalities as a strategic measure to improve leadership capacity and overall municipal performance. Furthermore, it is essential to create a depoliticized work environment to support an HRM system that fosters a culture of compliance, accountability, and good governance. [ABSTRACT FROM AUTHOR]

HR-related risks can disrupt operations and cause significant problems for organizations. Effective HR risk management is essential for mitigating these risks. A strong HR risk management plan ensures adherence to labour laws, prevents costly legal issues, and safeguards public trust. Public sector organisations can proactively address potential HR risks and attract and retain top talent, improve employee morale, and achieve their goals more effectively. The primary purpose of this research was to critically investigate and analyze current HR risk management practices—justification of the choice of the research object. A questionnaire survey was conducted with 30 Erongo Regional Council staff members to explore HR risk management practices in a public sector organization. Justification of the choice of the research and research period: Informational and statistical basis of research. A descriptive research design was used to collect and analyze data. Descriptive statistics, hypothesis testing, and regression analysis were employed. A questionnaire survey was used to collect data from 30 Erongo Regional Council staff members. The main results of the research. The study found that the respondents understand HR risk management practices and the organization manages HR risks. A positive correlation was found between HR risk management and organizational performance. However, the study also revealed challenges in HR risk management implementation. Questionnaires are cost-effective and can reach many respondents within a short time frame. It allows you to gather data from a more comprehensive range of public sector organizations and get a broader perspective. This study recommends increased employee awareness of how HR risks can disrupt operations. By fostering awareness, organizations can minimize the likelihood of overlooking potential risks. These programs can equip them with the knowledge and skills to implement effective risk management strategies.

Although many performance practices have been operated to enhance government department performance, the outcomes of performance practices have caused some challenges. An important concept in performance management is 'overload'; public employees suffer from the high workload in the operation of many performance management systems. This study first identifies the concept of 'evaluation overload' in managing performance evaluation systems and tests how this overload affects organizational performance. The results indicate that a heavy workload in evaluative processes has direct and indirect impacts on the perceived and archival organizational performance of central agencies in South Korea. [ABSTRACT FROM AUTHOR]

This study delves into the strategic challenge of Knowledge Management (KM) in organisations, particularly in the public sector, and aims to identify the impact of KM practices on organisational performance. By examining the relationship between knowledge as a valuable resource for competitive advantage, the study identifies the factors that affect knowledge formalisation and preservation in organisations. The study surveyed several department heads from a public organisation to analyse the impact of KM practices, and found that practices such as knowledge capitalisation, formalisation, sharing and inventory have a positive effect on organisational performance. The study also sheds light on the importance of understanding the context and potential barriers to effective KM, particularly department heads' reluctance to share knowledge due to concerns over losing power. The contribution of this study lies in bridging the gap between theory and practical context in KM practices and identifying the factors that affect organisational performance. [ABSTRACT FROM AUTHOR]

This study aims to identify non-rational factors that affect the decision-making of managers in Indonesian information institutions, and the impact these have on organisational performance. It was conducted using a quantitative descriptive research design. The 498 respondents were selected using purposive sampling, and questionnaires were distributed from August to October 2022. The findings showed that the influence of non-rational factors on organisational performance was weak, with an r-value of 0.246. Five non-rational factors were found to play a significant role in influencing the decision-making process: experience, religious beliefs, local wisdom, personality, and intuition. Other influence factors were obeying orders from superiors and workplace culture. Non-rational factors with a weak impact were emotions and irrational considerations. It can be concluded that the influence of the five non-rational factors on managers' decisions, coupled with a working relationship based on negotiation, can help strengthen the quality of decision-making. It can also improve organisational performance. [ABSTRACT FROM AUTHOR]

From the system view of organisations, this study investigated how client relationship management (CRM) strategy responses of architectural firms to market conditions influence their firm performance. Previous studies have proposed empirical models that explored this relationship in several organisational contexts, but there is a dearth of studies that explained the link between CRM strategy and firm performance in the context of architectural firms. The empirical model of the current study closed this gap by explaining how the CRM strategy features used by architectural firms influence their firm performance. A questionnaire survey of 195 samples of randomly selected architectural firms was conducted in Lagos, Nigeria. 82 copies of the questionnaire (42% response rate) were retrieved and the nominal and ordinal data obtained were subjected to descriptive, factor and categorical regression analyses using Statistical Product and Service Solutions (SPSS) software (IBM SPSS Statistics 23). The regression analysis revealed that client collaboration, client communication and service customisation dimensions of CRM strategy had a statistically significant influence on the firms' overall performance. The model of this study contributed to the empirical literature by revealing how the strategic behaviour of architectural firms in the industrial market optimizes their performance. Managerial implications and areas for further studies were stated. [ABSTRACT FROM AUTHOR]

This study aims to respond to calls for more empirical evidence concerning the factors and outcomes of organisational capacity for change (OCC). Quantitative data analyses on a sample of 200 employees and managers in organisations in Bulgaria were performed. Exploratory factor analysis extracted six OCC factors: transformational leadership, valence, organisational flexibility, previous experience with change, climate, and goals for improvement. Two hypotheses on the relationship of OCC factors and control variables with adaptability and organisational performance were tested through hierarchical regression analyses and were partially confirmed. Findings highlight the need for organisations to focus on transformational leadership, change process factors (previous experience with change, valence), organisational context factors (organisational flexibility, goals for improvement), and climate (for cohesion) to help build a capacity for implementing and sustaining multiple changes. Two of the OCC factors -- climate and goals for improvement -- do not have a statistically significant relationship to either of the outcomes in this sample. [ABSTRACT FROM AUTHOR]

Total Quality Management (TQM) research predominantly focuses on private sector industries, with limited attention to other key sectors like the third sector. This shortage is evident despite the TQM literature highlighting the importance of considering the business sector context when assessing TQM implementation. Therefore, this paper aims to report the recent developments in the relationship between TQM and Organizational Performance (OP) in the three sectors of the economy: the private, the public, and the third sectors. Through a systematic literature review methodology, 331 empirical studies published from 2000 to 2022 were analysed, drawn from Scopus, ABI Global, and EBSCO databases. The results indicate a paucity of empirical research on TQM and OP within the third sector, in contrast, TQM and OP have been extensively investigated in the private sector and to a moderate extent in the public sector. The study's novelty lies in utilising contingency theory to highlight the role of sector type as a contextual factor in TQM implementation across the three sectors: private, public, and third sector. This research contributes to the TQM literature by identifying existing research gaps in the third sector context, emphasising the urgency of empirical research that considers essential organisational variables alongside TQM and OP. [ABSTRACT FROM AUTHOR]

Customer relationship management (CRM) practices are essential for gaining a competitive edge in the business environment. CRM has been used worldwide in the banking industry to acquire, create, and maintain strong customer relationships. With intense competition among commercial banks in Ghana, this paper purposely established the effects of CRM practices on organisational performance, focusing on the hierarchically mediating roles of customer satisfaction and loyalty. The positivists' philosophy, quantitative approach, and descriptive survey design guided the study. The sample used was 420 customers who were selected using multi-stage sampling techniques. A questionnaire was the instrument used. The data were analysed using partial least square structural equation modelling to test the research model. The results revealed that CRM practices positively affect organisational performance. However, the effects become stronger when customer satisfaction and loyalty mediate hierarchically the link between CRM and organisational performance. The study concludes that whenever these variables mediate CRM practices and organisational performance hierarchically, there will be a significant boost in commercial banks' performance in Ghana. This study provides insight into what could strongly boost the performance of organisations, especially commercial banks. Its findings could also be a source of motivation for other organisations in the service sector. The study suggests that, based on its findings, the various branch managers in charge of CRM should develop, nurture, and maintain attractive CRM practices as an administrative system to help boost customer satisfaction and loyalty, respectively. [ABSTRACT FROM AUTHOR]

This investigation aimed to assess the influence of Employee Competence, Information Technology, and Accounting Information Systems on the performance of CV Nurissah Company. The goal was to enhance the operational outcomes of the organization. The study employed multiple linear regression techniques for data analysis, utilizing the SPSS software for data processing. Data were gathered through questionnaires distributed among 95 staff members at CV Nurissah Company. The findings of this research reveal that (1) employee competence exerts a positive impact on organizational performance; (2) the utilization of information technology enhances organizational performance; (3) the implementation of accounting information systems contributes positively to organizational performance; and (4) the combined effect of employee competence, information technology, and accounting information systems significantly boosts organizational performance. [ABSTRACT FROM AUTHOR]

This study examines the effect of the intensity of competitive forces on organisational performance and competitive advantage and the moderating role of the use of traditional and contemporary management accounting practices on this relationship. Using survey data collected from 505 US-based financial managers, the findings indicate that the use of traditional management accounting practices was found to positively moderate the effect of the intensity of competitive forces on competitive advantage. Additional exploratory analysis revealed that the extent of use of contemporary management accounting practices positively moderates the effect of the intensity of competitive forces on organisational performance in a product differentiation/high-force environment. The extent of use of contemporary management accounting practices was also found to positively moderate the effect of the intensity of competitive forces on competitive advantage in a low-cost/high-force. However, the extent of use of contemporary management accounting practices was found to negatively moderate the effect of the intensity of competitive forces on competitive advantage in a product differentiation/low-force environment. Finally, the extent of use of traditional management accounting practices was found to negatively moderate the effect of the intensity of competitive forces on organisational performance in the product differentiation/high-force model. These findings provide a preliminary insight into the important role of management accounting practices in the management of competitive forces. [ABSTRACT FROM AUTHOR]

Managers recognise the ability of the Balanced Scorecard (BSC) to leverage strategic focus and organisational performance. In addition, the BSC is capable of addressing strategic focuses, aligning and monitoring strategic goals. Considering the strategic focus and organisational performance, various studies have been carried out related to the BSC; however, few studies have delved into the knowledge and relevance recognised by organisations with and without the BSC. Considering the organisations that have implemented the BSC and those that have not, this research empirically demonstrates the real benefits of this tool. A quantitative approach was adopted, using a questionnaire drawn up on the basis of a literature review. The respondents were managers of companies that have implemented the BSC and managers of companies that have not implemented the BSC. This research shows that the characteristics and benefits of the BSC are confirmed by the managers of the main exporting organisations in Portugal, regardless of whether they have the BSC implemented or not. In companies that do not have the BSC in place, managers agree that if the BSC were implemented, it would support strategic focus and improve the monitoring of organisational performance. The contribution of this research is useful for both academics and professionals, as it highlights the relevance of the BSC with regard to strategic focus and performance management. Recommendations: The BSC should be used to track strategic focus and organ-isational performance on a monthly basis [ABSTRACT FROM AUTHOR]

Orientation: This research conceptualised the effect of implementing creating shared value concept on organisational performance for the companies in the oil and gas sector in United Arab Emirates (UAE) and introduced the role of change management as mediating factor. Research purpose: The research aims to illustrate the influence of applying creating shared value (CSV) strategies on corporate organisational performance and craft the impact of change management practices on these organisations. Motivation for the study: This study was carried out after spotting the gap and inconsistency pattern in academic literature for the concept of adopting creating shared value as ecological and practical strategies to tackle the unprecedented challenges in the oil and gas sector after unprecedented crisis occurred. Research approach/design and method: The study adopted conceptual analysis as theoretical research methodology that focused on examining and clarifying the definitions, meanings and utilisation of study key variables within a certain field, hence it aimed to ensure the consistent and accurate application of these concepts. Main findings: This study successfully conceptualised the effect of CSV on organisational performance (OP). In addition, this study conceptualised the role of organisational change management (OCM) as a mediating variable on the relationship between CSV and organisational financial performance. Practical/managerial implications: This research crafted the dynamic flow chart for the variables that affect the organisational performance in the oil sector that led to enriching the understanding and prospects of managers and executives to utilise that model among their organisations. Contribution/value-add: This is the first study to enhance the perceptions of factors that influence corporate performance, especially among oil and gas companies in the UAE.

Background: The topics of digitalisation and project management have received increasing attention in the 21st century due to the important role they play in organisational success. Objectives: The article makes use of an exploratory approach to determine the push factors and challenges disrupting digitalisation as well as the key success factors that influence the use of digitalisation to support project managers in a mining organisation. Method: A qualitative approach was undertaken in this study, categorised by an interpretive lens. Twelve authoritative capacity participants were purposively selected and interviewed face-to-face to identify the subjective nature of reality and phenomena. Results: The study findings strongly suggest that, in order to improve project management digitalisation within the organisation and improve organisational efficiency, consideration should be given to the push factors for digitalisation. However, challenges such as resistance to change and infrastructure limitations disrupt the digitalisation process. The findings also revealed that key success factors include leadership and organisational support, which should also be taken into account when implementing digitalisation. Conclusion: It can be concluded that the aim of the study has been met and the research objective reached. Contribution: Given the importance of project management digitalisation, especially in the mining sector, the study makes a unique and meaningful contribution through empirically determined findings. Specifically, this study contributes to the body of knowledge by providing influential factors for digitalising project management. In addition, the development of the conceptual project management framework provides sound contributions to further advance the field of study.

Background: Small and Medium Enterprises (SMEs) are vital to Malaysia’s economy, comprising a significant portion of all businesses. However, the COVID-19 pandemic exposed vulnerabilities in the SMEs’ digital readiness to operate remotely. To remain competitive, SMEs must adopt digital technologies to innovate and compete. The problem is despite government initiatives promoting digitalisation, the adoption of Cloud Enterprise Resource Planning (ERP) remains low. Research Goals: This study aims to explore how Cloud ERP can increase SME organisational performance and promote its adoption. Methods: The study uses a qualitative method and analyses the evidence from in-depth interviews with Cloud ERP practitioners, followed by sentiment and thematic analysis of the data. Results: The findings suggest that the adoption of Cloud ERP systems could enhance the organisational performance of SMEs by having the right resources, capabilities, culture and competitive attributes. The resources needed are budget and knowledge, management support capabilities and a culture of mindset and commitment. Implications: The implications show SMEs can enhance agility through Cloud ERP and open innovation to promote external collaboration, reduce costs and accelerate innovation cycles. This research serves as a foundation for developing a framework for collaborative innovation between SMEs and external partners. Originality: The originality of this article lies in the specific barriers, resources and capabilities affecting Cloud ERP adoption among Malaysian SMEs from the perspective of Cloud ERP practitioners not widely explored in existing literature. Furthermore, it introduces a novel dimension by linking Cloud ERP adoption with open innovation, highlighting how SMEs can leverage external knowledge and partnerships to drive innovation and improve organisational performance.

Green entrepreneurial orientation (GEO) and green supply chain management (GSCM) have emerged as important strategic tools for environmental management. Integrating the sustainability capabilities of GEO with GSCM practices, such as green purchasing and green supply chain integration, is crucial for optimizing both environmental and commercial outcomes. Yet, how the interface of GEO and GSCM drives corporate environmental and financial performances remains underexplored. We draw on the Natural/Resource Based View to argue that the environmental and financial performance consequences of GEO may be channelled through green purchasing under varying conditions of green supplier and customer integration. We test our model using survey data from 225 SMEs in a sub-Saharan African country. We find a direct positive effect of GEO on the environmental but not on financial performance. Further results reveal that the environmental and financial performance benefits of GEO are more salient when channelled through green purchasing, particularly under greater levels of green supplier and customer integration. The theoretical and practical implications are discussed.

Consumer psychology, consumer experience, consumer satisfaction, and organizational performance constitute domains that exert a direct or indirect influence on a company’s operational efficacy. Despite their inherent expansiveness, these realms are typically scrutinized discretely and frequently devoid of explicit linkage to organizational performance. Nonetheless, their interrelations enable the characterization of consumer profiles and the quantification of these attributes. Should these characteristics manifest in a company’s performance, they can be leveraged through various managerial tools. This article endeavors to systematically review literature across these domains via a structured literature inquiry to foster a holistic understanding of the consumer paradigm, particularly emphasizing satisfaction dynamics and influential factors, notably rooted in psychological and experiential frameworks. Such insights are pivotal for enhancing organizational performance. The chosen methodology, a systematic literature review, specifically a structured approach, is deemed optimal for its comprehensive coverage of diverse facets of consumer behavior and their nexus with organizational outcomes. Our inquiry advocates for a mixed-methods research design targeting customers of select companies within a specific national and industrial context. The inquiry encompasses consumer satisfaction, personality (as a constituent of consumer psychology), consumer experience, consumer cognition (as a component of consumer experience), and organizational (financial) performance. Despite the absence of comprehensive research in these areas, this study promises to unearth transformative insights for enhancing organizational efficacy. It is recommended to conduct extensive research with a mixed design, within the selected country and industry, which will be focused on customers of selected companies.

AbstractThis paper aims to assess the effect of inventory control systems on performance of mining firms in Zimbabwe. A systematic literature review was used to review current and relevant scholarly work. The paper used a quantitative survey approach where a survey questionnaire was utilized to collect quantitative primary data from 203 respondents in mining companies. IBM SPSS AMOS version 22 statistical tool was used to conduct Structural Equation Modelling and Confirmatory Factor Analysis. SEM was used to test the formulated hypotheses and CFA was used to determine convergent and discriminant validities of measurement models. The results of this research reveal a positive direct and positive indirect effect of inventory control systems on performance of mining firms in Zimbabwe. Therefore, the research concludes that inventory control systems are used to optimize inventory levels to avoid high inventory ordering and holding costs and stockouts of raw materials and spare parts in mining firms. Thus, mining firms are recommended to use inventory control systems mentioned in this paper to optimize inventories of raw materials and spare parts to improve their performances. This paper also suggests the implementation of modern computerised inventory control systems for effective inventory control in mining firms in Zimbabwe.

This study investigates the influence of a supportive work environment and organisational learning culture (OLC) on organisational performance with a serial mediation of learning agility and organisational innovation. Data was collected from 379 entry and middle-level information technology (IT) professionals. Structural equation modelling (SEM) and bootstrapping approach were utilised to assess the proposed hypotheses. Results indicate that both a supportive work environment and learning agility have a significant and positive impact on organisational innovation. In addition, learning agility was significantly correlated with organisational performance. Learning agility and organisational innovation had a serial mediating role in the indirect effect of a supportive work environment and OLC on organisational performance. This is the first known study to highlight that both a supportive work environment and OLC are essential for enhancing organisational performance through learning agility and organisational innovation in IT companies. [ABSTRACT FROM AUTHOR]

Purpose: This paper shows how organisational agility allows companies to adopt the necessary changes to remain competitive and produce with a lower environmental impact, implying customers in the value chain. Design/methodology/approach: This investigation uses a cross-sectional design to collect data on the study variables from a sample of 260 Spanish manufacturing organisations. Structural equations with PLS are applied to test hypotheses. Findings: Results show that organisational agility is positively related to eco-innovation. Furthermore, eco-innovation results in a positive relationship with organisational performance. Finally, it has been found that customer involvement positively moderates the effect of organisational agility on new green processes and products and makes green product innovations more successful. Practical implications: Conclusions indicate that would be advisable that innovative companies promote capabilities such as organisational agility, and integrating customer involvement throughout their value chain, for developing successful new green products increasing their results with a lower environmental impact. Likewise, the customer's involvement in eco-innovation projects has been found, in companies with agile behaviours, that could aim to increase their performance, helping to react more quickly to market trends and saving money in product development. Originality/value: This investigation addresses three gaps previously identified in the literature. Firstly, it covers a lack of research on how agility could foster green innovation and how this could positively affect their performance outcomes. Secondly, it studies a moderating factor, customer involvement, and its effects on the relationship between organisational agility and eco-innovation in product and process and between eco-innovation in product and organisational performance. Thirdly, it introduces dynamic capabilities theory through agility concept to study the dynamic context of the eco-environment. [ABSTRACT FROM AUTHOR]

HR-related risks can disrupt operations and cause significant problems for organizations. Effective HR risk management is essential for mitigating these risks. A strong HR risk management plan ensures adherence to labour laws, prevents costly legal issues, and safeguards public trust. Public sector organisations can proactively address potential HR risks and attract and retain top talent, improve employee morale, and achieve their goals more effectively. The primary purpose of this research was to critically investigate and analyze current HR risk management practices--justification of the choice of the research object. A questionnaire survey was conducted with 30 Erongo Regional Council staff members to explore HR risk management practices in a public sector organization. Justification of the choice of the research and research period: Informational and statistical basis of research. A descriptive research design was used to collect and analyze data. Descriptive statistics, hypothesis testing, and regression analysis were employed. A questionnaire survey was used to collect data from 30 Erongo Regional Council staff members. The main results of the research. The study found that the respondents understand HR risk management practices and the organization manages HR risks. A positive correlation was found between HR risk management and organizational performance. However, the study also revealed challenges in HR risk management implementation. Questionnaires are cost-effective and can reach many respondents within a short time frame. It allows you to gather data from a more comprehensive range of public sector organizations and get a broader perspective. This study recommends increased employee awareness of how HR risks can disrupt operations. By fostering awareness, organizations can minimize the likelihood of overlooking potential risks. These programs can equip them with the knowledge and skills to implement effective risk management strategies [ABSTRACT FROM AUTHOR]

This systematic review rigorously analyses the impact of Human Resource Management (HRM) methods on enhancing Green Supply Chain Management (GSCM) practices in order to accomplish strategic organisational goals. The paper systematically compiles and analyses previous research, specifically examining how HRM methods are incorporated into GSCM environments and how they affect the long-term viability of organisations. Using the PRISMA method, this review rigorously synthesises data to identify and evaluate the effectiveness of several HRM initiatives in supporting sustainable supply chain practices. The findings indicate a significant correlation between strategic human resource management (HRM) initiatives and the operational performance of green supply chain management (GSCM) practices. This correlation contributes to the attainment of firms' overarching strategic objectives. The review underscores the need of connecting Human Resource Management (HRM) with Green Supply Chain Management (GSCM) to attain environmental and organisational goals. Additionally, it suggests areas for future research, specifically focusing on investigating longterm effects, developments in technology, and applicability across different sectors. The conclusions emphasise the importance of incorporating HRM methods into GSCM to promote sustainable business models and accomplish long-term strategic goals. [ABSTRACT FROM AUTHOR]

Communication in organisations is essential for them to be competitive in a global world that is constantly changing. Internal communication especially can be a highly effective and useful strategic tool for improving organisational performance through employee motivation and satisfaction. Based on a questionnaire survey completed by 426 employees of Portuguese organisations, this work aims to understand, using a partial least squares structural equation model, the importance of internal communication in the motivation and satisfaction of Portuguese employees. The results show that internal communication in organisations directly influences job satisfaction and also indirectly, through motivation at work, giving motivation at work the role of mediator. It is therefore important for Portuguese organisations to invest in effective internal communication strategies in order to promote employee motivation and satisfaction, recognising motivation as a key mediator in the relationship between internal communication and job satisfaction. [ABSTRACT FROM AUTHOR]

The study examined the impact of knowledge management and organisation performance in selected foam manufacturing firms in Lagos state, Nigeria. The study made use of survey research design to obtain information from the staff of Vita-foam Nigeria Plc. and Mouka Limited. The population of the study was the 792 staff of Vitafoam Nigeria Plc. Ikeja, and Mouka Limted, Ikeja, Lagos State, Nigeria. The study made use of simple random sampling technique. Result of the first hypothesis showed the R²value of 0.608 which means that knowledge management technology variables have positive influence on workforce effectiveness. Also, findings of the second hypothesis showed an R² value of 0. 660 which means that knowledge management strategy variables have positive influence on workforce effectiveness. In addition, findings of hypothesis three showed that R² value = (0. 791) which means that knowledge management training variables have positive influence on workforce effectiveness. Finally, hypothesis four resulted in an R² value of 0.734, indicating a favorable impact of knowledge application factors on workforce efficiency. The research ultimately establishes that variables such as knowledge application, training in knowledge management, the strategic approach to knowledge management, and the utilisation of knowledge management technology all exhibit statistically significant relationships with workforce effectiveness. The research suggests that it would be beneficial for business organisations to adopt different knowledge management approaches. These approaches are valuable as they provide guidance on effectively overseeing and consolidating a company's information, data, and expertise, leading to enhanced productivity and efficiency. [ABSTRACT FROM AUTHOR]

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

The efficacy of organisational effectiveness during the Fourth Industrial Revolution may have been hindered by prevailing leadership styles and management practices. Hence, it has been proposed that other theories, models, or approaches to leadership will be necessary for organisations to maintain competitiveness and achieve long-term success in a business environment that deviates dramatically from the norm for leaders. This essay posits that the application of Leadership 4.0 and novel management practices may hold significance within this particular context. This study investigated the influence of leadership 4.0 and modern management on the success of organisations during the Fourth Industrial Revolution (4IR). Qualitative research methodologies were employed to conduct desk research and obtain the findings. There exists a positive association between Leadership 4.0, creative management methods, and organisational performance capabilities. Numerous scholarly and practical deliberations have substantiated the significance of leadership, specifically Leadership 4.0, in effectively navigating the complexities and challenges posed by the Fourth Industrial Revolution (4IR). Furthermore, supplementary evidence was identified to substantiate theories pertaining to dependent leadership. The findings of this study have practical implications for companies as they validate the existing literature that highlights the crucial role of leadership in organisational performance, particularly for survival and long-term viability in the contemporary business landscape (4IR). The findings make a valuable contribution to the growing body of knowledge in the domains of Fourth Industrial Revolution (4IR), leadership, creative management techniques, and research on organisational performance. [ABSTRACT FROM AUTHOR]

This study aims to describe the implementation of an internal audit in the BTM Sinar Mentari Tuban Cooperative and to describe internal audit planning to increase the effectiveness of the performance of the BTM Sinar Mentari Tuban Rice Cooperative organisation. Data collection techniques are carried out using questionnaires, observations, and interviews. Data analysis techniques are measurements with a Likert scale and descriptive statistics. Based on data analysis conducted on internal audits in increasing the effectiveness of organisational performance at the BTM Sinar Mentari Tuban cooperative, it can be seen that The results of research on the effectiveness of the role of internal audit at the Sinar Mentari BTM Cooperative show effective results. This can be seen from the calculation results showing 92.80%. The results of calculating the effectiveness of the company's performance show 92.46%; this means that the company's performance will be effective if there is an internal audit role. [ABSTRACT FROM AUTHOR]

Orientation: Talent management has become a significant concept in human resource management because of the potential influence thereof on organisational performance in a competitive business environment. Research purpose: This study investigated the impact of contextual factors on talent management and organisational performance of small, medium and micro enterprises (SMMEs) in the Gauteng manufacturing sector. Motivation for the study: There is a paucity of research on how organisational context influences the implementation of talent management and related organisational performance. Research approach/design and method: A quantitative cross-sectional research design was adopted. The target population included proprietors, general managers and human resource practitioners employed at manufacturing SMMEs in the Gauteng province. A self-designed survey was utilised to gather data from 395 participants. Statistical analysis included structural equation (direct effect) and mediation modelling (indirect effect). Main findings: Exogenous and endogenous contextual factors and specifically perceived importance of talent management and SMME size, statistically significantly predicted talent management and subsequently organisational performance. Coronavirus disease 2019 (COVID-19) impact, perceived talent management importance, SMME size and enterprise age statistically significantly influenced talent management directly. Similarly, competition perception, COVID-19 and talent management importance impacted organisational performance. Practical/managerial implications: To promote strategic human resource management and significantly contribute to organisational performance, SMMEs in the manufacturing sector should comprehend the strategic role of talent management, as well as the influence of exogenous and endogenous contextual factors. Contribution/value-add: This study extends the corpus of knowledge regarding talent management and organisational performance in SMMEs, underscoring exogenous and endogenous contextual factors.

Orientation: The changing demands employees experience because of the turbulent and competitive world of work has increased their workload, necessitating a focus on their well-being to ensure their contribution to the effectiveness of organisations. Research purpose: The purpose of this study was to investigate the relationship between employee well-being (EWB) and organisational effectiveness (OE) in a South African bond origination company. Motivation for the study: Organisations need to improve their effectiveness to remain competitive and are dependent on the well-being of their employees to achieve this. Understanding the effect of EWB on OE can assist organisations in managing this relationship. Research design/approach and method: A quantitative cross-sectional approach was used in which a convenient sample of 203 employees completed five questionnaires to measure OE and the four underlying contructs of EWB. A correlation analysis was conducted to determine the statistical relationship between the four EWB constructs and OE. Main findings: Results indicated a statistically significant positive relationship between job satisfaction, work engagement and OE and a statistically significant negative relationship between Burnout and OE, while no relationship was found between workaholism and OE. Practical/managerial implications: Managers should implement interventions to increase job satisfaction and work engagement and decrease burnout to increase the performance of their organisations. Contributions/value-add: This study provides managers with an understanding of how the performance of their organisations can be improved by managing the well-being of their employees.

Purpose: The present study aims to provide an overview of the topic of intellectual capital in SMEs in the construction industry. Identifying the different research paths based on a systematic literature review will allow effective knowledge of the topics under study and the definition of a research agenda for the future. Design/methodology/approach: This Systematic literature review considers articles collected from the Web of Science (WoS) database, a total of 105 scientific articles published in various reference journals without a defined time interval, using two analyses. A co-citation analysis allows the identification of the most influential authors and references cited within the theme, and a bibliographic coupling analysis enables the identification of the most referenced thematic clusters. Findings: The systematisation of the available literature through the bibliographic coupling analysis identified four clusters, namely cluster (1) Intellectual Capital and Organizational Performance, cluster (2) Knowledge Management, cluster (3) Innovation, and cluster (4) Strategic Partnerships. Originality: The study seeks to provide insights into effective strategies for leveraging intellectual resources to achieve organisational success in the construction industry., The steps that have already been taken are analysed, and the way forward is indicated through a future research agenda to strengthen a poorly explored area.

Drawing on the resource-based view, the current study examines the direct effect of staffing autonomy (SA) on strategy implementation (SI) and organisational performance (OP) in public and private universities. The study also investigates the direct effect of SI on OP. It further explores whether SI mediates the link between SA and OP. Moreover, the study examines whether the type of universities moderates the relationship among the constructs. The hypotheses were tested based on survey data from 254 leaders of public and private universities in India. PLS-SEM-based results reveal that SA has a significant positive impact on both SI and OP. Further, the results show that SI has a significant positive impact on OP. Besides, the results find that SI mediates the relationship between SA and OP. Furthermore, the multi-group analyses show that the university type has no moderating effect on the effect of SA on SI and OP, as well as on the impact of SI on OP. The results of the current study support the anticipations derived from a resource-based view. The theoretical and practical contributions are discussed, and limitations and new lines of future research are presented.