ABSTRACT
This study focuses on the fear of failure (FF) in entrepreneurship and its effect on the entrepreneurial orientation (EO) as a strategic orientation in firms. There has been much research on EO as a predictor of organizations' performance since it is considered a manifestation of the entrepreneurial direction inside the organization. Yet, the research on the relationships between individual-level variables and EO itself still has room for contribution, especially the internal aspects related to the entrepreneur or the manager. Therefore, this research aims to explore FF in entrepreneurship and its inhibiting and motivating roles. In addition, given that the firm is the unit of analysis in this study, this research explained how an entrepreneur's FF affects the EO of the firm amidst the COVID-19 outbreak. The study administered a quantitative research design using a structured questionnaire. The results showed a positive influence of the entrepreneur's fear of failure on the firm's entrepreneurial orientation manifested in the firm's innovativeness dimension. However, the other two dimensions that contribute to the firm's EO representation (proactiveness & risk-taking) showed insignificant relationships with the entrepreneur's FF. © 2022, Academic Conferences and Publishing International Limited. All right reserved.
ABSTRACT
Abu Dhabi National Oil Company (ADNOC), being a significant role player the actualization of the Abu Dhabi Economic Vision of 2030, would need to improve and upgrade its performance level and its competitive advantage during this Covid-19 pandemic period. Therefore, this study examined the effects of technology management, innovation and training on organization performance in ADNOC United Arab Emirates (UAE). It also examined the moderating effect of work environment on the relationships between technology management and organizational performance, between innovation and organizational performance, and between training and organizational performance. This study has followed the quantitative method to collect the data and smart-PLS has been used to examine the nexus among the understudy variables. The overall findings signified a positive effect of technology management, innovation, and training on organization performance in ADNOC UAE. The result also indicates the moderating effect of working environment on the relationship between technology management and organizational performance. The overall findings imply that technology management, training and innovation are crucial drivers of enhanced performance, but conducive environment should be ensured to stimulate endured performance. © 2023 Iran University of Science and Technology. All rights reserved.
ABSTRACT
Due to ever-changing business context, researchers and academicians revisit established theories to examine their validity underdifferent evolving scenarios. Therefore, this study aims to examine the cross-functional capabilities of the organizations by revisiting the resource-based view (RBV) theory, especially focusing on thepost-COVID-19 period. This study also investigates the moderating role of the organization strategic management ability and itsinfluence on the performance of the organizations. After reviewing existing literature and applying RBV theory, a theoretical model was developed conceptually. Later, the conceptual model was validated using the structural equation modeling (SEM) technique with a survey of 342 usable respondents from 21 organizations. The study found thatRBV theory is useful and relevant for explaining organization cross-functional capabilities even in the post-COVID-19 period. We found that cross-functional capabilities have positively impacted overall organization capability, which then positively influences organization performance. The study also found that there is apositive moderating impact of strategic management ability onorganization performance. © 2023 Informa UK Limited, trading as Taylor & Francis Group.
ABSTRACT
In the last years, several studies dealt with smart working (SW) and its evolution during the pandemic. Most of them discussed benefits, drawbacks and drivers for successful implementation. Few studies investigated the impact on organization performance. It is not clear to what extent SW, especially in the emergence phase of the Covid-19 pandemic, has impacted the organizations, both at macro- and micro- structure level, and whether it may result into increased productivity and better innovation performance. The paper aims at investigating whether and under which conditions companies that adopted SW during the Covid-19 pandemic improved their performance. To achieve such a goal, based on a literature review, we develop a theoretical framework to describe the impact of SW on organization performance. Then, we design and administer a survey to test it. In particular, a questionnaire to empirically test the framework is developed, administered, and validated. In the paper we present a preliminary analysis of the results of the survey, which offers some interesting insights for theory and practice. In particular, by analysing the impact of the implementation of this new work modality on the organization performance, the paper contributes to the research on SW. Also, by developing a valid and reliable questionnaire, we provide a useful tool to help investigate whether and to what extent SW allows for productivity increase and better innovation performance. The tools also help retrieving information about the workers' perceptions regarding the implementation of smart working in their own company. © 2022 Academic Publishing International. All rights reserved.
ABSTRACT
Since the onset of the COVID-19 pandemic, many organizations have permitted their employees to work from anywhere, giving rise to the phenomenon of the digital workplace, which enables employees to do their work by connecting, communicating, and collaborating with other employees. Organizations' dynamic capabilities play a major role in enabling this transformation of the workplace. As the situation is so recent, there is considerable interest amongst researchers, practitioners, academicians, and policymakers to understand the role of organizations' dynamic capability in digital transformation of the workplace, as well as the role of digital leadership in improving organization performance and enabling the digital transformation process to happen. Therefore, this study investigates the influence of digital workplace on organization performance and the moderating role of digital leadership capability in digitally transforming the workplace. We developed a research model from our review of the literature review and dynamic capability view (DCV) theory, and then we validated it using the PLS-SEM technique on a sample of 335 respondents from different types of organizations that have embarked on the digital transformation journey. The study finds that the dynamic capabilities of organizations have a significant and positive influence on the digital transformation of the workplace, which in turn improves the employees' work-life balance resulting better employee performance and superior organization performance. The study also highlights the significant role that digital leadership plays in the digital transformation of the workplace. © 2023 The Authors
ABSTRACT
Partner management, partner relationship management examines have a significant spot in writing. We looked for their effect on organization performance through the Employee and Social parts of Company Evaluation interceding factors in Covid-19. Laborers were chosen to accomplish the objectives of the examination. Employees hold and as they are the internal stakeholders. Thus, it becomes necessary to explore their effect in stakeholder relationship management on organizational efficiency, which is highly competitive. The staff was essential to cover the organization's accomplishments. If they functioned as a gathering, the impact might be exceptional. The organization's management would comprehend the workers' prerequisites and aspirations, and a management style of advanced organization systems was resolved. It was found from the investigation that inside partner relationship management framework is organizational performance. Via the eyes of European multinational organizations, the thesis examines the relationship between corporate social responsibility (CSR) and organizational success. Furthermore, the study investigates the role of corporate reputation as a moderator in the CSR-organizational performance linkages. The final data set included 340 responses from senior executives/managers at European multinational corporations.
ABSTRACT
The aim of this paper is to provide a literature review of the Supply Chain Management Control Systems as a discipline that converges two fields: The MCS and the SCM. This convergence has as goal the enhance of the organization's performance. Faced with the critical situation and the crisis that the world is experiencing due to the Covid-19 pandemic, companies are today, more than ever, forced to ensure the efficiency of their SCs as a pledge to improve their overall performance. Therefore, the purpose of this article is to provide a review of the role of the MCS in managing and assuring the resilience and the performance of the SC. To get a solid grasp of the structure of MCS research in SCM and study the link between, we conducted a literature review of the articles published between 2016 and 2021. The aim is to provide a view of the recent researches covering the subject of the SCMCS. © 2022 IEEE.
ABSTRACT
The business environment is increasingly uncertain due to the rapid development of disruptive information technologies, the changing global economy, and the COVID-19 pandemic. This brings great uncertainties to investors to predict the performance changes and risks of companies. This research proposes a sequential data-based framework that aggregates data from multiple sources including both structured and unstructured data to predict the performance changes. It leverages data generated from the early risk warning system in China stock market to measure and predict organization performance changes based on the risk warning status changes of public companies. Different from the models in existing literature that focus on the prediction of risk warning of companies, our framework predicts a portfolio of organization performance changes, including business decline and recovery, thus helping investors to not only predict public company risks, but also discover investment opportunities. By incorporating sequential data, our framework achieves 92.3% macro-F1 value on real-world data from listed companies in China, outperforming other static models.
ABSTRACT
The emotional dimensions of health workers are emerging as a serious issue in academic discourse in the current decade. The World Health Organization (WHO) report underscores the significance of Emotional Stability among health workers as a factor affecting the performance of the health sector organization. Purpose. This study investigates the role of Emotional Intelligence on Performance through Psychological resilience in this pandemic situation of COVID19 in the Health sector Organization in Odisha, India. Method. Taking samples from public and private hospitals in Odisha 103 nurses’ were administered Schutte’s Self Report Emotional Intelligence Scale. The questionnaire has dimensions as Emotional Perception, Facilitating Cognition, Emotional Understanding, and Emotional Management. Findings. Regression analysis showed that the Emotional intelligence of health workers can be a predictive factor of Organization performance in the health industry. The nurses of different hospitals are proficient in taking on new challenges, they are also competent in adapting to any situation, they can recognize their strengths and weaknesses, and also they can treasure good humor during bad times. Principal component factor analysis showed that emotional perception and understanding as well as facilitating cognition used in regulating the overall performance of the hospital. Value of results. The amount of EI a nurse of a hospital has developed significantly impacts organization performance as a major part of the hospital nurses act as the central pillar of hospitals so they have a sense of understanding and can critically analyze patient behaviors and minimizes issues within the territory. This study going to help the hospital managers for managing the emotions of nurses who work under him / them. © 2021 Organizatsionnaya Psikhologiya. All rights reserved.
ABSTRACT
The cornerstone of any successful organizations is the frontline employees. Frontline employees (FLEs) are always in action at the frontline of the business. They do not operate from the office space or from the corporate setting. Frontline employees directly interact with their customers. During the COVID-19 pandemic, many frontline employees experienced numerous challenges as most of the places there were full or partial lockdown imposed by the government agencies and the frontline employees could not be able to directly connect with their customers. Not many studies are there which investigated the issue of resource integration, dynamic capabilities, and engineering management abilities of the frontline employees such as technological capability, emotional intelligence, and psychological capability which perceived to influence the frontline employee adaptability and organization performance. In this background, the purpose of this study is to examine the relationship between frontline employee adaptability and organization performance during COVID-19 pandemic from technological, emotional, and psychological perspectives. With the help of dynamic capability view and different adaptability theories, a theoretical model has been developed conceptually. Later the conceptual model has been validated using partial least square - structural equation modeling technique considering 412 respondents from frontline employees of different organizations in Asia and EMEA. The study found that frontline employees' dynamic capabilities and engineering management abilities significantly and positively impact employee adaptability which in turn impact the performance of the organization mediating through employee job satisfaction and employee performance.