Organizational health between theory and practice field research in the General Company for Petroleum Products

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Majeed Hameed Taher ◽  
Namariq Abdulkareem Muhsen ◽  
Luma Majid Hameed
Keyword(s):  
Organizational Climate ◽  
Organizational Performance ◽  
Field Research ◽  
Organizational Health ◽  
Petroleum Products ◽  
Theory And Practice ◽  
General Level ◽  
Content Type ◽  
Free Environment ◽  
The Impact

Purpose This study aims to measure the basic foundations of organizational health in the General Company for Food Products and to indicate the extent of its presence or not within the company under investigation. Design/methodology/approach This research was completed using a descriptive and analytical approach using a sample of 97 employees from the General Company for Petroleum Products. Calculating the arithmetic mean, standard deviation, coefficient of variation, and confirmatory factor analysis are all part of the data processing process. Findings The basic components of organization health are present in the General Company for Petroleum Products, but they have not reached high levels to be called regulatory health. Originality/value The findings of this study can provide important information about the impact of basic organizational health components on the general level of companies, particularly the General Company for Oil Products and its prominent role in its leadership in strengthening the organizational climate with a healthy, pressure-free environment that contributes to raising employee and organizational performance levels.

scholarly journals How and when customer feedback influences organizational health

2016 ◽  
Vol 31 (2) ◽  
pp. 624-640 ◽  
Author(s):  
Petra Kipfelsberger ◽  
Dennis Herhausen ◽  
Heike Bruch
Keyword(s):  
Organizational Climate ◽  
Organizational Health ◽  
Organizational Level ◽  
Equation Modeling ◽  
Emotional Climate ◽  
Content Type ◽  
Customer Feedback ◽  
Affective Climate ◽  
Empowerment Climate ◽  
The Impact

Purpose – The purpose of this paper is to explore how and when customers influence organizational climate and organizational health through their feedback. Based on affective events theory, the authors classify both positive and negative customer feedback (PCF and NCF) as affective work events. The authors expect that these events influence the positive affective climate of an organization and ultimately organizational health, and that the relationships are moderated by empowerment climate. Design/methodology/approach – Structural equation modeling was utilized to analyze survey data obtained from a sample of 178 board members, 80 HR representatives, and 10,953 employees from 80 independent organizations. Findings – The findings support the expected indirect effects. Furthermore, empowerment climate strengthened the impact of PCF on organizational health but does not affect the relationship between NCF and organizational health. Research limitations/implications – The cross-sectional design is a potential limitation of the study. Practical implications – Managers should be aware that customer feedback influences an organization’s emotional climate and organizational health. Based on the results organizations might actively disseminate PCF and establish an empowerment climate. With regard to NCF, managers might consider the potential affective and health-related consequences for employees and organizations. Social implications – Customers are able to contribute to an organization’s positive affective climate and to organizational health if they provide positive feedback to organizations. Originality/value – By providing first insights into the consequences of both PCF and NCF on organizational health, this study opens a new avenue for scientific inquiry of customer influences on employees at the organizational level.

Intervention for supervisors, based on social skills and leadership, in order to improve organizational climate perception and organizational performance outcomes

2017 ◽  
Vol 30 (2) ◽  
pp. 281-292 ◽  
Author(s):  
Alejandro Adrian Cuadra-Peralta ◽  
Constanza Veloso-Besio ◽  
Jose Iribaren ◽  
Rodrigo Pinto
Keyword(s):  
Social Skills ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Transactional Leadership ◽  
Performance Outcomes ◽  
Private Company ◽  
Content Type ◽  
National Implementation ◽  
Objective Outcomes ◽  
The Impact

Purpose Interventions to develop leadership have attracted the interest of both the professional world and academia. The latter through review papers has highlighted the need to incorporate organizational performance outcomes when evaluating the effectiveness of programs for leadership development, because they have been particularly scarce. Keeping this in mind, the purpose of this paper is to analyze the effectiveness of an intervention aimed at direct supervisors, on the basis of social skills and transformational/transactional leadership, in order to improve organizational climate (OC) perception and objective outcomes of organizational performance. Design/methodology/approach A quasi-experimental pretest-posttest design was used, with no quasi-control group. Intervention was applied to all direct supervisors (n=8) of a private company in the industrial sector, with national implementation. The intervention covered a period of two months, with a total of eight sessions. The frequency of the intervention was a weekly session of 90 minutes each. The impact was measured in their direct subordinates (n=34). The outcome variables were OC perception and various indicators of organizational performance. Findings The results showed a statistically significant increase, moderate-to-high magnitude (dMR=0.38-1.21), in most sub-dimensions of OC. The various organizational performance indicators (e.g. volume of sales, positioning of the company, etc.) also showed improvements. Practical implications Results suggest that the authors’ intervention program, based on social skills and leadership, aimed to develop leadership, has an effect on organizational efficacy outcomes, such as OC perception and organizational performance. The implications of this study’s findings for HR managers are that there is a direct relation between improvement in outcomes associated with organizational effectiveness and the training of direct supervisors; this is because the leadership in the levels that deal directly with workers is responsible for carrying out the main tasks of the organization. Originality/value The overall objective of this research was to analyze the effectiveness of an intervention aimed at direct supervisors, on the basis of social skills and transformational/transactional leadership, in order to improve OC perception and objective outcomes of organizational performance.

Developing a model for the influence of perceived organizational climate on organizational citizenship behaviour and organizational performance based on balanced score card

2014 ◽  
Vol 63 (3) ◽  
pp. 290-307 ◽  
Author(s):  
Arash Shahin ◽  
Javad Shabani Naftchali ◽  
Javad Khazaei Pool
Keyword(s):  
Organizational Climate ◽  
Organizational Performance ◽  
Organizational Citizenship ◽  
Structural Equation ◽  
Sufficient Information ◽  
Balanced Score Card ◽  
Statistical Population ◽  
Content Type ◽  
Internal Resources ◽  
The Impact

Purpose – The purpose of this paper is to investigate the influence of employees’ perception of organizational climate on organizational citizenship behaviour outbreak and the impact of both of them on organizational performance. Design/methodology/approach – This survey has been performed using structural equation modelling (SEM). The statistical population composed of the managers of Mazandaran small- to medium-sized enterprises. The analysis of the data obtained from distributed survey questionnaire has been performed by SPSS18 and AMOS18 software. Findings – Findings imply that positive perception of organizational climate influences on increasing organizational citizenship behaviour outbreak and performance of enterprise, and organizational citizenship behaviour in turn has positive and significant impact on organizational performance. Results of this survey also indicate that organizational citizenship behaviour impacts on sub-criteria of enterprise performance (i.e. financial, customer, learning and growth, internal processes). Moreover, the influence of organizational climate on all sub-criteria of performance except internal processes has been confirmed. Research limitations/implications – Lack of sufficient information concerning organizational climate in internal resources, and in some external ones, and low number of surveys performed in this field, limits the possibility of comparing the results of this survey with other similar surveys. Originality/value – This survey can be considered as an innovative survey, since there is no similar survey conducted in which three variables of organizational climate, performance, and citizenship behaviour studied, considering their specified sub-criteria.

Effects of perceived diversity on perceived organizational performance

2019 ◽  
Vol 41 (5) ◽  
pp. 1079-1097
Author(s):  
Riffat Blouch ◽  
Malik Faisal Azeem
Keyword(s):  
Organizational Performance ◽  
Organizational Justice ◽  
Diversity Management ◽  
Theory And Practice ◽  
Healthcare Sector ◽  
Healthcare Industry ◽  
Content Type ◽  
Significant Difference ◽  
The Impact ◽  
The Relationship

Purpose The purpose of this paper is to investigate the association between constructs of employee perception of diversity (EPD) and perceived organizational performance (POP) through components of organizational justice over different hierarchal levels and also across the private and public healthcare sector organizations. Additionally, this study also examines whether employees from diverse backgrounds vary in their perceptions regarding diversity in healthcare sector of Pakistan. Design/methodology/approach Data were collected from primary sources, that is medical, paramedical and administrative staff (different designations) of both public and private hospitals for analyzing the results. The overall population consisted of 250 respondents and the hypotheses were tested using two-way ANOVA and CAUSALMED procedures. The data were collected during the course of three months in different time slots from 9 a.m. to 9 p.m. Statistical Analysis Software was used to analyze the data. Findings Findings indicate that regardless of their gender or categories, employees recognize diversity positively, but their responses have significant difference over the hierarchal levels. Furthermore, it is found that EPD is positively linked to the POP, and the relationship gets stronger in the presence of perceived organizational justice (POJ). Research limitations/implications The study was confined to the healthcare sector, so further studies can be conducted in other sectors. The present study checked the impact of POJ, but other important reasonable factors that can intervene in the relationship between perceived diversity and POP can be studied, such as organizational commitment. Practical implications First of all, it is dispensable for the organizations to ensure the positive perception of these initiatives from employees to implement the diversity programs. Second, the management must ensure the presence of all groups of employees to get the right responses for the diversity management initiatives. Third, the healthcare industry of Pakistan needs to be assessed in the context of current study and diversity initiatives should be taken in hiring and retention of the employees. Originality/value The presence of employees of healthcare industry across the sector over hierarchal levels will absolutely add value to the existing knowledge on diversity, diversity management, management theory and practice.

Keynote

2019 ◽  
Vol 1 (1) ◽  
Author(s):  
Jeanne LIEDTKA
Keyword(s):  
Organizational Performance ◽  
Design Thinking ◽  
Social Systems ◽  
Field Research ◽  
Higher Order ◽  
Lens Design ◽  
Social Sector ◽  
Extensive Field ◽  
Innovative Solutions ◽  
The Impact

The value delivered by design thinking is almost always seen to be improvements in the creativity and usefulness of the solutions produced. This paper takes a broader view of the potential power of design thinking, highlighting its role as a social technology for enhancing the productivity of conversations for change across difference. Examined through this lens, design thinking can be observed to aid diverse sets of stakeholders’ abilities to work together to both produce higher order, more innovative solutions and to implement them more successfully. In this way, it acts as a facilitator of the processes of collectives, by enhancing their ability to learn, align and change together. This paper draws on both the author’s extensive field research on the use of design thinking in social sector organizations, as well as on the literature of complex social systems, to discuss implications for both practitioners and scholars interested in assessing the impact of design thinking on organizational performance.

Moderating role of patriotism on sales tax compliance among Jordanian SMEs

2020 ◽  
Vol 13 (3) ◽  
pp. 389-415 ◽  
Author(s):  
Ahmad Farhan Alshira'h ◽  
Hijattulah Abdul-Jabbar
Keyword(s):  
Tax Compliance ◽  
Arab Countries ◽  
Moderating Effect ◽  
Theory And Practice ◽  
Sales Tax ◽  
Deterrence Theory ◽  
Content Type ◽  
Tax Rate ◽  
Tax Audit ◽  
The Impact

Purpose The purpose of this paper is to investigate the impact of tax audit, tax rate and tax penalty on sales tax compliance and examine the moderating effect of patriotism on the associations between tax audit, tax rate and tax penalty with sales tax compliance among Jordanian manufacturing small- and medium-sized enterprises (SMEs). Design/methodology/approach In this study, 660 questionnaires were distributed by using systematic random sampling to manufacturing SMEs in Jordan, after which a total of 385 useable questionnaires were deemed suitable for analysis. Partial least squares structural equation modelling (PLS-SEM) was used to validate the measurement model and structural model and the predictive relevance of the study’s model. Findings The findings showed that tax audit and tax penalty were positively associated with the level of sales tax compliance, whereas tax rate was insignificantly associated with sales tax compliance. They also demonstrated the moderating significant effect of patriotism on the relationship between tax penalty, tax audit and tax rate with sales tax compliance. Research limitations/implications Tax authorities and policymakers in developing majority societies in developing countries and in other Arab countries, especially in Jordan may use the results to focus their interest on the formulation of policies founded on the outcomes of the study to strengthen eligible SMEs to comply to further boost their sales collections. Originality/value This study extends the deterrence theory in the context of sales tax compliance by proposing the moderating effect of patriotism in the deterrence theory on sales tax compliance among SMEs. Moreover, the suitability for the use of PLS-SEM as a statistical tool in investigating the extended deterrence theory with patriotism as a moderating variable as well as its implications for theory and practice was also discussed.

The prisoner’s dilemma in the workplace: how cooperative behavior of managers influence organizational performance and stress

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Josef Spurný ◽  
Ivan Kopeček ◽  
Radek Ošlejšek ◽  
Jaromír Plhák ◽  
Francesco Caputo
Keyword(s):  
Organizational Performance ◽  
Stress Resistance ◽  
Prisoner's Dilemma ◽  
Organizational Context ◽  
Cooperative Behavior ◽  
Prisoner’S Dilemma ◽  
Working Environment ◽  
Content Type ◽  
Stress Levels ◽  
The Impact

Purpose The aim of the paper is to analyze the impact of cooperativeness of managers who occupy central positions in interaction networks on the performance and stress levels of a whole organization. Design/methodology/approach To explore this relationship, a multi-parameter agent-based model is proposed which implements the prisoner’s dilemma game approach on a scale-free network in the NetLogo environment. A description of the socioeconomic aspects and the key concepts implemented in the model is provided. Stability and correctness have been tested through a series of validation experiments, including sensitivity analysis. The source code is available for further exploration and testing. Findings The simulations revealed that improving the stress resistance of all employees moderately increases organizational performance. Analyzing managers’ roles showed that increasing only the stress resistance of managers does not account for significantly higher overall performance. However, a substantial increase in organizational performance and a decrease in stress levels are achieved when managers are unconditionally cooperative. This effect is stronger for the lowered stress resistance of employees. Therefore, the willingness of managers to cooperate under all circumstances can be a key factor in achieving better performance and building a more pleasant, stress-free working environment. Originality/value This paper aims to present a model for analyzing cooperation, specifically in the organizational context, extending the prisoner’s dilemma with novel concepts and mechanisms. Although the results confirm the existing theories about the importance of central nodes in complex networks, they also provide further details on how the cooperative behavior of central nodes (i.e. the managers) might benefit the organization.

Implementing capabilities-based quality management and marketing strategies to improve business performance

2016 ◽  
Vol 33 (8) ◽  
pp. 1124-1137 ◽  
Author(s):  
Satish Mehra ◽  
Joshua T. Coleman
Keyword(s):  
Quality Management ◽  
Marketing Strategy ◽  
Organizational Performance ◽  
Management Practices ◽  
Retail Banking ◽  
Marketing Strategies ◽  
Content Type ◽  
Quality Management Practices ◽  
Study Results ◽  
The Impact

Purpose The purpose of this paper is to study the impact of successfully coordinating infrastructural capabilities, such as technology, and structural capabilities, such as people, on the performance of service businesses. Effective coordination of these two types of capabilities is shown to impact the implementation of quality management practices and the design of marketing strategy, both of which when utilized properly, lead to enhanced organizational performance. Design/methodology/approach The authors surveyed retail banking firms for this study to analyze empirical data on infrastructural and structural capabilities. Results were corroborated on the basis of in-depth interviews with several banking managers to provide real world verification of the findings. Findings Results indicate that both infrastructural and structural capabilities positively impact the design of marketing strategy, while only structural capabilities impact the implementation of quality management practices. Both, successfully implemented quality management ideals and a well-designed marketing strategy, are shown to enhance overall organizational performance. Research limitations/implications Research was conducted on a specific sector of the service industry, the banking sector. Also, the relatively small size of the study sample may have impacted the outcome of research applicability in some large businesses. Continuously emerging financial regulations could not be incorporated in the study. On the positive side, strong managerial feedback provides guidance toward adopting the study results, and lays the foundation for future research. Originality/value As today’s rapidly evolving society pushes people out of service encounters, replacing them with efficient and cost-saving technology, roles of both the people and the technology in an organization must be fully understood. This paper shows that, despite the exponential growth of technological innovation, both people and technology are critical to enhancing organizational performance through sound quality management practices and supportive marketing strategies.

The individual and organizational level effects of TQM practices on job satisfaction

2017 ◽  
Vol 38 (2) ◽  
pp. 215-225 ◽  
Author(s):  
Daniel I. Prajogo ◽  
Brian Cooper
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Employee Attitudes ◽  
Organizational Level ◽  
Total Quality ◽  
Content Type ◽  
Multi Level ◽  
The Individual ◽  
A Company

Purpose The purpose of this paper is to examine the multi-level relationship between people-related total quality management (TQM) practices and employee job satisfaction. The authors draw upon organizational climate theory to hypothesize that TQM is related to job satisfaction at the individual employee level, as well as at the organizational level in the form of shared perceptions of TQM practices in the workplace. Design/methodology/approach Multi-level modelling was used to test the study hypotheses. The sample was drawn from 201 employees working in 23 organizations in Australia. Findings The findings show that people-related TQM practices are positively related to job satisfaction at both individual and organizational levels, with a stronger effect on employee attitudes observed at the organizational level. Research limitations/implications The statistically significant multi-level relationship between people-related TQM practices and job satisfaction extends the findings of previous studies conducted only at the individual level; thus, supporting the sustainability of TQM as a management principle at a company-wide level. Practical implications The findings broadly support the implementation of people-related TQM practices as part of a strategy of creating a “high performance” climate in organizations, which in turn, will likely to positively affect both individual and organizational performance. Social implications From a wider social perspective, the implementation of TQM practices as a company-wide initiative could facilitate greater corporate social responsibility of the organization. Such practices as training, involving, and empowering employees can promote social commitment by valuing employees as one important stakeholder. Originality/value This is the first empirical study to the best of the author’s knowledge that uses multi-level modelling to examine the relationship between TQM practices and employee attitudes such as job satisfaction.

Global challenges, sustainable development, and their implications for organizational performance

2015 ◽  
Vol 27 (4) ◽  
pp. 430-446 ◽  
Author(s):  
Busaya Virakul
Keyword(s):  
Sustainable Development ◽  
Organizational Performance ◽  
Relevant Literature ◽  
Business Practices ◽  
Business Organizations ◽  
Effective Response ◽  
Content Type ◽  
Global Challenges ◽  
Sustainability Policy ◽  
The Impact

Purpose – This paper aims to propose an effective response by business organizations to the impact of global challenges and sustainable development (SD). It also presents an overview model of organizational performance employing such an approach. Design/methodology/approach – This paper is a conceptual work based upon a review of theories, research findings and reports gathered from relevant literature. The review yielded the following research framework: many countries are facing global challenges; these global challenges are affecting business organizations as external factors; SD is a concept employed to address these challenges; SD can be applied in business organizations through corporate social responsibility (CSR), corporate governance (CG) and sustainability policy and practices; and embedding CSR, CG and sustainability concepts at a strategic level is an effective response to global challenges. Findings – Global challenges are impacting on business organizations and will continue to do so into the future. CSR, CG and sustainability concepts are increasingly being adopted by leading business organizations throughout the world. Embedding CSR, CG and sustainability concepts at a strategic level can sustain long-term organizational performance, as they help businesses face global challenges in a positive manner and maintain their position in societies on good terms with all stakeholders. Research limitations/implications – Different cultural or socio-economic environments may limit the interpretation and application of the findings or propositions in this research. Practical implications – How CSR, CG and sustainability concepts can be holistically implemented in business practices. Social implications – The role of business in lessening the effect of global challenges and supporting SD is illustrated in the proposed model. Originality/value – This paper demonstrates connections among the following critical influences on organizational performance: global challenges; SD; and CSR, CG and sustainability.

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