The impact of business networks on dynamic capabilities and product innovation: The moderating role of strategic orientation

2019 ◽  
Vol 37 (4) ◽  
pp. 1239-1266
Author(s):  
Wei Jiang ◽  
Felix Mavondo ◽  
Weihong Zhao
Keyword(s):  
Product Innovation ◽  
Dynamic Capabilities ◽  
Strategic Orientation ◽  
Business Networks ◽  
The Impact ◽  
Moderating Role

scholarly journals Impact of Dynamic Capabilities on Firm Performance: Moderating Role of Organizational Competencies

2015 ◽  
Vol 2 (2) ◽  
pp. 20 ◽  
Author(s):  
Khaliq Ur Rehman ◽  
Zafar Saeed
Keyword(s):  
Organizational Performance ◽  
Dynamic Capabilities ◽  
Paper Industry ◽  
Competitive Response ◽  
Organizational Competencies ◽  
And Performance ◽  
Relationship Of ◽  
The Impact ◽  
Moderating Role

This study observes the phenomenon of organizational performance with the lens of dynamic capabilities. This study investigates the impact of dynamic capabilities on organizational performance, taking organizational competencies as moderating variable, focusing on a paper industry at Lahore, Pakistan. The measurement of dynamic capabilities is based on the multi-dimensional construct underlying the four main factors which include i.e. Sensing, Learning, strong coordination, and competitive response to the rivals. This will lead to explore relationship of dynamic capabilities with organizational performance. Empirical research posits that dynamic capabilities have a direct impact on the organizational performance of the firm. It also proves that organizational competencies have positive moderating role in relationship of organizational performance and dynamic capabilities. This suggests that the direct relationship between dynamic capabilities and performance is insignificant.

The Impact of Culture on Innovation: the moderating role of Human Capital

2014 ◽  
Vol 1 (1) ◽  
pp. 607 ◽  
Author(s):  
Muhammad Adil Jan ◽  
Syed Muhammad Amir Shah ◽  
Kashif Ullah Khan
Keyword(s):  
Human Capital ◽  
Product Innovation ◽  
High Performance ◽  
Organization Culture ◽  
Competitive Edge ◽  
Hierarchical Cultures ◽  
The Impact ◽  
Moderating Role

Innovation plays an important role in developing the economy, to expand and sustain the high performance of firms, to maintain competitive edge in industry and improved the standard living and in creating a better quality of life. In Adhocratic culture, openness provides to employees and no fear of doing faults or getting things wrong to be done, human capital are the creative peoples and if democratic organizational culture is provided to them the organization can be find more innovative. The focus of current study was on the link between organizational cultures and innovation. Although the literature suggests the relevance of culture in increasing innovation, there is a lack of empirical evidence supporting this relation, which this study has explored. Our findings provide support for this relation. Furthermore we found that the organization culture can enhance product innovation, but that it can also inhibit it depending on the values that culture fosters. In particular we found that product innovation is positively associated to adhocracy cultures and has a negative relation to the hierarchical cultures.

Relationship between big five personality model and abusive supervision

2019 ◽  
Vol 12 (2) ◽  
Author(s):  
Bibi Tahira ◽  
Naveed Saif ◽  
Muhammad Haroon ◽  
Sadaqat Ali
Keyword(s):  
Big Five ◽  
Abusive Supervision ◽  
State Universities ◽  
Big Five Personality ◽  
Big Five Model ◽  
The Impact ◽  
First Time ◽  
Supervisor Behavior ◽  
Moderating Role

The current study tries to understand the diverse nature of relationship between personality Big Five Model (PBFM) and student's perception of abusive supervision in higher education institutions of Khyber Pakhtoonkhwa Pakistan. Data was collected in dyads i.e. (supervisors were asked to rate their personality attributes while student were asked to rate the supervisor behavior) through adopted construct. For this purpose, data was collected from three government state universities and one Private Sector University. The focus was on MS/M.Phill and PhD student and their supervisors of the mentioned universities. After measuring normality and validity regression analysis was conducted to assess the impact of supervisor personality characteristics that leads to abusive supervision. Findings indicate interestingly that except agreeableness other four attributes of (PBFM) are play their role for abusive supervision. The results are novel in the nature as for the first time Neuroticism, openness to experience, extraversion and conscientiousness are held responsible for the abusive supervision. The study did not explore the demographic characteristics, and moderating role of organizational culture, justice and interpersonal deviances to understand the strength of relationship in more detail way. Keywords: Personality big five model, abusive supervision, HEIs

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