The Impact of Cultural Intelligence on Organisational Performance: Applied Study in Sample of Jordanian Pharmaceutical Companies

2020 ◽  
Vol 19 (02) ◽  
pp. 2050010
Author(s):  
Najm Abood Najm ◽  
Aya Y. Zaghari
Keyword(s):  
Market Share ◽  
Cultural Intelligence ◽  
Three Dimensions ◽  
Performance Criteria ◽  
Pharmaceutical Companies ◽  
Organisational Performance ◽  
Administrative Practices ◽  
Four Dimensions ◽  
Cognitive Behavioural ◽  
The Impact

The aim of this study is to determine the impact of cultural intelligence in its four dimensions (metacognitive, cognitive, motivational and behavioural) on organisational performance based on three criteria: productivity, profitability and market share in Jordanian pharmaceutical companies. The study is sought to provide a broad review of the literature of cultural intelligence and administrative practices in the field of business administration and research in different parts. The results of the study confirmed that there is an impact of three dimensions of cultural intelligence (metacognitive, cognitive, behavioural) on organisational performance (productivity, profitability, market share), while the motivational dimension has no impact on all three performance criteria in Jordanian pharmaceutical companies.

scholarly journals Perceptions of Indian managers on the impact of convergent technologies on work and resultant organisational performance in service industry

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sanjeev Kumar ◽  
Prikshat Verma ◽  
Parth Patel ◽  
J. Irudhaya Rajesh
Keyword(s):  
Customer Satisfaction ◽  
Service Sector ◽  
Service Industry ◽  
Management Control ◽  
Organisational Performance ◽  
Content Type ◽  
Four Dimensions ◽  
Perceived Impact ◽  
The Impact ◽  
Practical Implications

PurposeThis research examines Indian service managers' perceptions on impact of convergent technologies on their work and resultant organisational performance. The research uses four dimensions – task productivity, task innovation, customer satisfaction and management control – taken together, to investigate the perceived impact of convergent technologies adoption in service organisations context and further examines the resultant organisational performance, based on these dimensions.Design/methodology/approachThe study used partial least squares (PLS) approach to evaluate the measurement model and the structural model. The study was conducted in service industry firms that have made a significant progression towards adopting convergent technologies.FindingsThe results of the study demonstrated higher levels of perceived impact of adoption of convergent technologies on all the four dimensions (i.e. task productivity, task innovation, customer satisfaction and management control). The results of the study also indicate that all the impact dimensions positively influence organisational performance.Research limitations/implicationsThe results of the study suggest that all the impact dimensions positively influence organisation, therefore the service sector managers should be aware about the role of adopting latest convergent technologies so as to enhance the task productivity, innovation, customer satisfaction and management control in their job roles.Practical implicationsThe practical implications of this research are derived on the basis of Future of Work, Labour Market Information Systems, Productivity, Enterprise Development, Enhancing skills of service employees and Employability themes.Originality/valueTo researchers best knowledge is to first study of its kind to evaluate the perceived impact of convergent technologies on organisational performance in Indian context.

scholarly journals Multi-Scale Features of Regional Poverty and the Impact of Geographic Capital: A Case Study of Yanbian Korean Autonomous Prefecture in Jilin Province, China

Land ◽  
2021 ◽  
Vol 10 (12) ◽  
pp. 1406
Author(s):  
Binyan Wang ◽  
Junfeng Tian ◽  
Peifeng Yang ◽  
Baojie He
Keyword(s):  
Spatial Heterogeneity ◽  
Natural Environment ◽  
Socioeconomic Development ◽  
Jilin Province ◽  
Three Dimensions ◽  
Four Dimensions ◽  
Multi Scale ◽  
Poverty Measures ◽  
Low Efficiency ◽  
The Impact

Poverty is a challenge worldwide. Policy and regulations guiding anti-poverty measures for governments, NGOs, and multilateral institutions have not considered the spatial scale effect of regional poverty, resulting in low-efficiency poverty alleviation actions. This study addressed research gaps by analyzing the multi-scale (county, township, and village) features of regional poverty in Yanbian Korean Autonomous Prefecture in Jilin province, China. It examined the impact of geographic capital and associated spatial heterogeneity from four dimensions: natural environment, transport location, facilities accessibility, and socioeconomic development. The results identified that regional poverty varied at different scales: lower-scale poverty had higher levels of spatial differences, agglomeration, and spatial autocorrelation than higher-scale poverty, and the “island effect” was prominent. The factors potentially impacting regional poverty varied at different scales for geographical capital. At the township scale, only transport location and socioeconomic development dimensions could make significant differences. Factors in all four dimensions could affect village-scale poverty significantly, and the natural environment dimension was more effective than the other three dimensions. The impact of geographic capital and its spatial heterogeneity at the village scale varied, implying that local and diverse anti-poverty measures should increase. This study improves understanding of the multi-scale features of regional poverty and supports the formulation of effective anti-poverty measures.

scholarly journals Assessing the Impact of Cultural Intelligence on Sustainable Career Competitive Advantage for Students in College of Design

2019 ◽  
Vol 12 (1) ◽  
pp. 10 ◽  
Author(s):  
Jui-Che Tu ◽  
Xiu-Yue Zhang ◽  
Shu-Ping Chiu
Keyword(s):  
Career Development ◽  
Competitive Advantage ◽  
Design Education ◽  
Culturally Diverse ◽  
Cultural Intelligence ◽  
Two Dimensions ◽  
Three Dimensions ◽  
Demographic Differences ◽  
The Impact ◽  
Practical Implications

In culturally diverse career settings, some designers are performing more effectively than others. The competence and intelligence behind their performance are crucial to sustainable career development in the highly competitive and globalized design industry. We believe that cultural intelligence (or CQ as a shorthand label) is highly required in such cross-cultural design situations, and it could be trained and improved through design education. Therefore, to better prepare students in design colleges for sustainable career development, we extend and assess the CQ model in design education. We begin the study by determining the demographic differences of design students in terms of CQ, then clarify associations between CQ and competitive advantage. The results of variance analyses using both a t-test and ANOVA showed that education level had a significant effect on two dimensions of CQ (cognitive and motivational CQs), whereas gender, age, and design field did not have significant effects on any dimensions of CQ. Further, step-wise regression analyses demonstrated that three dimensions of CQ (motivational, metacognitive, and behavioral CQs) had significant impacts on competitive advantage. Based on these results, theoretical and practical implications, as well as suggestions for future studies, are further discussed.

scholarly journals Value Discipline Dimensions on Organisational Performance and Competitive Advantage: A Study on Pharmaceutical Companies in Diabetes Care

2017 ◽  
Vol 9 (3) ◽  
pp. 88
Author(s):  
Debasis Bharadwaj ◽  
Ayesha Farooq ◽  
Biranchi N Jena
Keyword(s):  
Developing Countries ◽  
Data Collection ◽  
Competitive Advantage ◽  
Organizational Performance ◽  
Diabetes Care ◽  
Secondary Data ◽  
Pharmaceutical Companies ◽  
Organisational Performance ◽  
High Quality ◽  
The Impact

Purpose: Recent studies highlighted the increase of competiveness and fluctuation in pharmaceutical market share, the industry facing tremendous pressure. Hence the sector has the necessity to embrace the goal of delivering their products and services with value. Specifically, diabetes care in the pharmaceutical industry has been an important agenda for providing high quality services and products to the customers in past few decades. Therefore, the present paper critically views the impact of value discipline dimensions on organizational performance and competitive advantage of diabetes care in both developed and developing countries.Design/ methodology/ Approach: This research involves in secondary data collection due to achieving the objectives framed. Moreover, it perceives the association between the variables is not possible, conducting interviews with respondents in both developed and developing countries are also difficultFindings: The finding shows that there is animpact of value discipline dimensions on organizational performance and competitive advantage of diabetes care in both developed and developing countries via secondary data collection method. Research Limitations/ Implications: This study is limited to secondary research and all the findings inferred are from the information available from secondary sources.Practical implications: The impact of value discipline dimensionson organizational performance and competitive advantage of diabetes care is effective in the context of both developed and developing countries.Originality/ Value: Understanding the value discipline dimensions impact on organizational performance and competitive advantage of diabetes care is anew one. Hence this paper proposes this concept in both developed and developing countries perspective. 

Market orientation and capacity for change in higher education performance in Indonesia

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Badri Munir Sukoco ◽  
Zuyyinna Choirunnisa ◽  
Mohammad Fakhruddin Mudzakkir ◽  
Reza Ashari Nasution ◽  
Ely Susanto ◽  
...  
Keyword(s):  
Market Orientation ◽  
Learning Process ◽  
Customer Orientation ◽  
Three Dimensions ◽  
Organisational Performance ◽  
Content Type ◽  
Competitor Orientation ◽  
Education Performance ◽  
The Impact ◽  
Capacity For Change

Purpose Changes are inevitable and organisations should develop their organisational capacity for change (OCC) to survive. This paper aims to test the effect of market orientation on OCC (learning, process and context), as well as the impact of OCC on organisational performance. Design/methodology/approach This research used a survey of 314 heads of study programmes in Indonesia’s highest-ranked universities to test the proposed hypotheses. Findings The results of this research demonstrate that OCC is determined by customer orientation and cross-functional coordination (market orientation), while competitor orientation influences the learning dimension of OCC. Moreover, only the context dimension of OCC positively influences organisational performance in addition to serving as a mediator between market orientation (customer orientation and cross-functional coordination) and organisational performance, whereas competitor orientation positively influences organisational performance. Originality/value This paper empirically tested the three dimensions of OCC (learning, process and context) that had previously been discussed only conceptually. Furthermore, the organisation should be market-oriented to possess the capacity for change. Finally, the paper proposes and demonstrates that organisational context (culture) plays a significant role in OCC in developing organisational performance.

ORGANISATIONAL JUSTICE AND MANAGING WORKPLACE INNOVATION: HOW IMPORTANT ARE FORMAL PROCEDURES?

2019 ◽  
Vol 23 (03) ◽  
pp. 1950026
Author(s):  
CLAIRE A. SIMMERS ◽  
ADELA J. McMURRAY
Keyword(s):  
Structural Equation ◽  
The United States ◽  
Three Dimensions ◽  
Significant Finding ◽  
Four Dimensions ◽  
Organisational Justice ◽  
Study Results ◽  
Workplace Innovation ◽  
The Impact ◽  
Formal Procedures

Few studies examine organisational justice and innovation simultaneously within workplace settings. Thus, the purpose of our study was to investigate the impact of organisational justice on workplace innovation. We tested the three dimensions of organisational justice (distributive, procedural and interactional) and the four dimensions of workplace innovation (individual, team, organisational and overall climate for innovation) across multiple industry contexts. The sample comprised 282 individuals employed in a variety of industries based in the United States. The Structural Equation Modelling (SEM) analysis identified a significant finding where organisational justice formal procedures promoted all four dimensions of workplace innovation and thus was important in managing workplace innovation. Distributive justice only had an impact on organisational innovation, while interactional procedures justice only had an impact on innovation climate and thus were less important. The study results provide new contributions to the innovation literature.

Serving Diverse Customers: The Impact of Cultural Intelligence on Employee Burnout, Engagement, and Job Satisfaction

2021 ◽  
pp. 109634802110160
Author(s):  
Hyounae (Kelly) Min ◽  
Hyun Jeong Kim ◽  
Jerome Agrusa
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Cultural Intelligence ◽  
Equation Model ◽  
Primary Role ◽  
Personal Resource ◽  
Four Dimensions ◽  
Work Related ◽  
Employee Burnout ◽  
The Impact

This study examined the impact of cultural intelligence (CQ) on three key work-related attitudinal outcomes (burnout, engagement and job satisfaction) in a structural equation model. Data were collected from 288 restaurant employees in Hawaii, United States, where restaurant patrons are culturally diverse. Among the four dimensions of CQ (metacognitive, cognitive, motivational, and behavioral), cognitive and motivational CQ played a primary role in the proposed model. Motivational CQ predicted employee burnout and engagement; cognitive CQ predicted engagement. In addition, both motivational and cognitive CQs had an indirect influence on job satisfaction through engagement or burnout. Unlike previous studies of people who are studying or working abroad, this study indicates that CQ can be a salient personal resource for hospitality employees in their home countries but who have diverse customers. Theoretical and practical implications are discussed based on the findings of this research.

scholarly journals The Impact Of Metacognitive, Cognitive And Motivational Cultural Intelligence On Behavioral Cultural Intelligence

2017 ◽  
Vol 16 (3) ◽  
pp. 223-230 ◽  
Author(s):  
Doreen J. Gooden ◽  
Carole Ann Creque ◽  
Claudette Chin-Loy
Keyword(s):  
Cultural Intelligence ◽  
Three Dimensions ◽  
And Behavior ◽  
Behavioral Cultural Intelligence ◽  
The Impact ◽  
Motivational Cultural Intelligence

This study investigates the impact of Metacognitive, Cognitive, and Motivational Cultural Intelligence (CQ) on Behavioral Cultural Intelligence (CQ).  In particular, we examine whether cognitive capabilities influence actions and behavior. The results show that 28.4% of the variability in behavioral CQ is explained by metacognitive CQ, cognitive CQ and motivational CQ. Further analysis was done to determine how each of these three dimensions impacts on behavioral CQ.  Results show that only metacognitive and motivational CQ influence behavioral CQ.

scholarly journals The Impact of Talent Management on Achieving Strategic Success by Centralizing Sustainable Organizational Performance

2017 ◽  
Vol 1 (3) ◽  
pp. 297-335
Author(s):  
Dargham Hassan Abdul Hassan Abdul ◽  
Amira Hattab Al-Janabi ◽  
Khairuddin Mohamed Ali Habash
Keyword(s):  
Statistical Analysis ◽  
Organizational Performance ◽  
Mobile Communications ◽  
Talent Management ◽  
Three Dimensions ◽  
Form Analysis ◽  
Four Dimensions ◽  
Organizational Creativity ◽  
Strategic Success ◽  
The Impact

This research aims to demonstrate the impact of talent management in achieving strategic success through sustainable organizational performance in Asia-Cell for mobile communications in Iraq, To achieve the aims of research a model has been designed including three main variables, the independent variable represents the talent management through four dimensions identified (mupphy, 2007, mc gee, 2011) in their studies are (gain talent, build talent, sustain talent optimization talent management) while the mediated variable represents the sustainable organizational performance through three dimensions and by (Smith, 2012), namely, (organizational Creativity, and organizational ambidexterity, organizational flexibility) as for the dependent variable it is the strategic success and its includes (a specific strategy, effective implementation, innovation, customer satisfaction) and by ( Fayad, 2011) A number of hypotheses were deduced and designed of which are correlation hypotheses, impact hypotheses, and for the medium variable hypotheses, By adopting the style of research analytical, researchers used the questionnaire as a basic tool for collecting research data, as it has been 50 form analysis valid out a questionnaire 80 have been distributed, as well as conducting personal interviews with a sample of the research, then was a statistical analysis of the data and test hypotheses using the proper statistical analysis (SPSS V.20) program, the results showed the validity of the research hypotheses formulated and based upon a number of conclusions, which recommends that the adoption of company management of talent and organizational performance sustainable management to achieve strategic success.

Measuring the added value of workplace change

Facilities ◽  
2015 ◽  
Vol 33 (11/12) ◽  
pp. 773-792 ◽  
Author(s):  
Chaiwat Riratanaphong ◽  
Theo van der Voordt
Keyword(s):  
Performance Measurement ◽  
Added Value ◽  
Performance Criteria ◽  
Performance Measurement System ◽  
Organisational Performance ◽  
Workplace Change ◽  
Content Type ◽  
Measurement Systems ◽  
Performance Measurement Systems ◽  
The Impact

Purpose – The purpose of this paper is to compare performance measurement systems from the literature with current performance measurement approaches in practice to get a better understanding of the complex relationships between workplace change, added value and organisational performance. To be able to measure the added value of workplace change, a valid and reliable performance measurement system is needed to measure the impact of the work environment on organisational performance before and after the change. A second aim is to have a closer look at the appraisal of workplace change by the end users. Design/methodology/approach – A review of the literature traced various performance measurement systems with different performance areas and key performance indicators (KPIs). Three case studies were conducted, two in Thailand, and one in The Netherlands, to explore if and how these theoretical insights are applied in current practice. Due to the worldwide introduction of New Ways of Working, special attention is paid to employee satisfaction and perceived productivity support. Findings – Many performance criteria and KPIs from literature are used in practice. However, apart from the balanced scorecard, no performance measurement system from literature is literally applied. Regarding most issues, none of the organisations conducted a comparison of the impact of their real estate on organisational performance before and after the change. In one case only, both ex ante and ex post data were collected about the appraisal of change by the end users. Research limitations/implications – The number of cases is limited. Additional case studies in depth are needed to get a wider picture of practice. Besides, still much work has to be done to operationalise the performance criteria. Practical implications – The performance measurement systems that were found in theory and practice can be used as input to value adding management of facilities. Based on the findings, a step-by-step procedure is presented to facilitate the selection of prioritised KPIs. Originality/value – This research connects the concepts of performance measurement and adding value by workplace change with data from two different continents.

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