Effective leaders in entrepreneurial organizations build cultures that lead to high-performance outcomes

2020 ◽  
Vol 1 (3-4) ◽  
pp. 148-176
Author(s):  
Ayman El Tarabishy
2020 ◽  
Vol 12 (2) ◽  
pp. 19-50 ◽  
Author(s):  
Muhammad Siddique ◽  
Shandana Shoaib ◽  
Zahoor Jan

A key aspect of work processes in service sector firms is the interconnection between tasks and performance. Relational coordination can play an important role in addressing the issues of coordinating organizational activities due to high level of interdependence complexity in service sector firms. Research has primarily supported the aspect that well devised high performance work systems (HPWS) can intensify organizational performance. There is a growing debate, however, with regard to understanding the “mechanism” linking HPWS and performance outcomes. Using relational coordination theory, this study examines a model that examine the effects of subsets of HPWS, such as motivation, skills and opportunity enhancing HR practices on relational coordination among employees working in reciprocal interdependent job settings. Data were gathered from multiple sources including managers and employees at individual, functional and unit levels to know their understanding in relation to HPWS and relational coordination (RC) in 218 bank branches in Pakistan. Data analysis via structural equation modelling, results suggest that HPWS predicted RC among officers at the unit level. The findings of the study have contributions to both, theory and practice.


2016 ◽  
Vol 42 (4) ◽  
pp. 487-520 ◽  
Author(s):  
Joshua E. Marineau

Although there is some evidence individuals’ knowledge of the organization’s social network can be a valuable resource, providing advantages, it is unclear whether those advantages also relate to employee performance outcomes, such as career advancement. Thus, the question this study seeks to answer is “Does accuracy of the social network provide a unique resource unto itself, positively affecting one’s promotion in the organization?” This question is answered from a social exchange and social resources view using cognitive social structure-style data collected in the call center of a large U.S. restaurant equipment manufacturing firm. Evidence suggests that social network accuracy of the work-related trust and distrust networks increased the chances for promotion compared with the less accurate. In addition, trust and distrust network accuracy moderated supervisor-rated performance effects on promotion, such that accuracy is generally more beneficial for low compared with high performance individuals, increasing their chances of promotion. Contributions to research in career advancement, social networks, network cognition, and positive and negative tie perception are discussed.


2021 ◽  
pp. 1755-1764
Author(s):  
Fatimah Mohamed Mahdy ◽  
Asia Yagoub Alhadi

This research paper aims to study the impact of high-performance work systems (HPWS) according to the AMO includes three human resource management practices which are (Ability-enhancing human resource management practices, motivation-enhancing human resource management practices, and opportunities -enhancing human resource management practices). The authors select a random sample of 400 individuals from 10 banks in Saudi Arabia, Egypt, Sudan to prove the validity of the hypotheses; The study found a set of results and one of them indicate that there is a significant positive relationship among high-performance work systems according to the AMO model on the results of human resource performance.


Author(s):  
Hari Govinda Rao Chukka ◽  
Sampath Dakshina Murthy Achanta

The idea of the circular economy is gaining steam in academia through the green economics of human resources policies in Asia. A high performance model delivers superior outcomes but does not deter praiseworthy professors from biased human interference. Using the computerized-based geometric performance base incentive model (CGPBI) is particularly beneficial in encouraging faculty who have achieved superior outcomes in all areas of science, academia, and other contributions. To fill this gap, the author proposed a geometric hybrid reward policy model that includes a number of fictitious variables such as topic tolerance, the effects of subject matter, and the average outcome across all subjects. This model uses Python to construct a standardized framework to gather data on the success of faculty. It provides a robust indication of comparative success and motivates workers to achieve more transparent performance outcomes. The author proposes the use of a multi-source assessment (MSA) to evaluate the faculty's annual results.


2015 ◽  
Vol 37 (5) ◽  
pp. 506-524 ◽  
Author(s):  
Mansoor Ahmad ◽  
Matthew Allen

Purpose – Despite a growing literature on human resource management (HRM) in emerging economies, evidence from Pakistan is limited. There is scant information on both the human resource (HR) practices that indigenous workplaces adopt and their associations with HR-related outcomes. The purpose of this paper is to fill that gap by examining whether universalistic assumptions about the applicability of “high-performance” HR practices are valid in Pakistan, a country with religious values and organizational traditions that differ to those in the west. Design/methodology/approach – This study draws on the, to date, most comprehensive survey of indigenous establishments in Pakistan. The authors use logistic regressions to analyze the data. Findings – Workplaces, in general, adopt several “high-performance” HR practices, such as extensive training, career breaks, rigorous pre-employment candidate assessment, and the sharing of strategic information with employees. Attitude surveys and the provision of training in a variety of jobs to non-managerial employees are consistently associated with better HR-related outcomes (absenteeism, quit rates, and labour productivity). Overall, the paper finds some limited support for the applicability and efficacy of high-performance HRM practices in Pakistan. Such practices conform to Islamic principles. The results also indicate, however, that cultural traits play a role in how those practices are implemented. Social implications – Increased adoption of certain HR practices by establishments in Pakistan may help to improve the working conditions and employment prospects of employees and may also ameliorate the country’s sluggish economic growth rates. Originality/value – HRM in Pakistani establishments has received relatively scant attention. Existing research either focuses on a relatively small number of firms, assesses HR in MNC subsidiaries, or examines a limited range of HR practices. Understanding the HR practices that are (and are not) adopted and their associations with performance outcomes will not just enhance the knowledge of HR in emerging economies, but will also provide insights into how to improve establishment performance and economic growth rates.


2016 ◽  
Vol 38 (3) ◽  
pp. 438-462 ◽  
Author(s):  
Margaret Heffernan ◽  
Brian Harney ◽  
Kenneth Cafferkey ◽  
Tony Dundon

Purpose – While an established stream of research evidence has demonstrated that human resource management (HRM) is positively related to organisational performance, explanations of this relationship remain underdeveloped, while performance has been considered in a narrow fashion. Exploring the relevant but often neglected impact of creativity climate, the purpose of this paper is to examine key processes (mediation and moderation) linking high-performance human resource practices with a broad range of organisational performance measures, including employee performance and HR performance. Design/methodology/approach – The paper draws on a People Management Survey of 169 HR managers from top performing firms in the Republic of Ireland. Findings – The findings provide general support for the role of creativity climate as a key mediator in the HRM-performance relationship. The impact of HPWS on performance is judged universal with little evidence of variation by strategic orientation. Practical implications – Sophisticated HRM is found to directly impact a range of organisational performance outcomes. Creativity climate provides an understanding of the mechanisms through which such impact takes effect. Organisations should develop a clear and consistent HR philosophy to realise HR, employee and organisational performance. Originality/value – The paper offers a more intricate understanding of the key factors shaping both the operation and impact of the HRM-performance relationship. Creativity climate offers an important vehicle to better understand how the HRM-performance relationship actually operates. The paper also highlights the potential of examining multiple organisational performance outcomes to offer more nuanced and considered insights.


Energies ◽  
2021 ◽  
Vol 14 (22) ◽  
pp. 7701
Author(s):  
Sujung Min ◽  
Hara Kang ◽  
Bumkyung Seo ◽  
JaeHak Cheong ◽  
Changhyun Roh ◽  
...  

Recently, nanomaterial–based scintillators are newly emerging technologies for many research fields, including medical imaging, nuclear security, nuclear decommissioning, and astronomical applications, among others. To date, scintillators have played pivotal roles in the development of modern science and technology. Among them, plastic scintillators have a low atomic number and are mainly used for beta–ray measurements owing to their low density, but these types of scintillators can be manufactured not in large sizes but also in various forms with distinct properties and characteristics. However, the plastic scintillator is mainly composed of C, H, O and N, implying that the probability of a photoelectric effect is low. In a gamma–ray nuclide analysis, they are used for time–related measurements given their short luminescence decay times. Generally, inorganic scintillators have relatively good scintillation efficiency rates and resolutions. And there are thus widely used in gamma–ray spectroscopy. Therefore, developing a plastic scintillator with performance capabilities similar to those of an inorganic scintillator would mean that it could be used for detection and monitoring at radiological sites. Many studies have reported improved performance outcomes of plastic scintillators based on nanomaterials, exhibiting high–performance plastic scintillators or flexible film scintillators using graphene, perovskite, and 2D materials. Furthermore, numerous fabrication methods that improve the performance through the doping of nanomaterials on the surface have been introduced. Herein, we provide an in–depth review of the findings pertaining to nanomaterial–based scintillators to gain a better understanding of radiological detection technological applications.


Author(s):  
Jonathon R. Lever ◽  
Alistair P. Murphy ◽  
Rob Duffield ◽  
Hugh H.K. Fullagar

Purpose: To investigate the effects of combined sleep hygiene recommendations and mindfulness on actigraphy-based sleep parameters, perceptual well-being, anxiety, and match outcomes during high-performance junior tennis tournaments. Methods: In a randomized crossover design, 17 high-performance junior tennis players completed the baseline, control, and intervention (INT) conditions across 3 separate weeks. The baseline consisted of unassisted, habitual sleep during a regular training week, and the control was unassisted sleep during a tournament week. The players attended a sleep education workshop and completed a nightly sleep hygiene protocol during a tournament week for the INT. Analysis was performed on the weekly means and on the night prior to the first match of the tournament (T-1). Results: Significant differences were observed for increased time in bed, total sleep time, and an earlier bedtime (P < .05) across the INT week. These parameters also significantly improved on T-1 of the INT. A moderate effect size (P > .05, d > 1.00) was evident for decreased worry on T-1 of the INT. Small effect sizes were also evident for improved mood, cognitive anxiety, and sleep rating across the INT week. The match performance outcomes remained unchanged (P > .05). Conclusions: Sleep hygiene INTs increase the sleep duration of high-performance junior tennis players in tournament settings, including the night prior to the tournament’s first match. The effects on perceptual well-being and anxiety are unclear, although small trends suggest improved mood, despite no effect on generic match performance outcomes.


2016 ◽  
Vol 24 (5) ◽  
pp. 730-747 ◽  
Author(s):  
Subhash C. Kundu ◽  
Neha Gahlawat

AbstractThis study investigates the diverse performance outcomes related to the bundles/components of high-performance work systems on the basis of ability–motivation–opportunity model. Using the primary data from 563 employees of 204 firms operating in India (collected during the time period between March, 2012 and January, 2013), the study has indicated that employees’ perceptions regarding the applicability of ability-enhancing, motivation-enhancing, and opportunity-enhancing human resource practices result in enhanced affective commitment and superior firm performance. The results have revealed that affective commitment fully mediates the relationship of opportunity-enhancing human resource practices with firm performance and partially mediates the relationships of ability-enhancing and motivation-enhancing human resource practices with firm performance. The study contributes in unlocking the ‘black box’ related to the high-performance work systems and firm performance relationship by stressing upon the importance of affective commitment as a mediator. Managerial implications and directions for future research are also discussed.


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