The Relation Between Servant Leadership, Organizational Performance, and the High-Performance Organization Framework

2012 ◽  
Vol 19 (2) ◽  
pp. 173-190 ◽  
Author(s):  
André de Waal ◽  
Mirna Sivro
Keyword(s):  
Servant Leadership ◽  
Organizational Performance ◽  
High Performance ◽  
Organization Framework ◽  
High Performance Organization

Suitability of the high performance organization framework for Egyptian ICT companies: a replication study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mohammed Azmy Ateia ◽  
Saneya Abdelfattah El Galaly ◽  
André de Waal
Keyword(s):  
Factor Analysis ◽  
High Performance ◽  
Research Question ◽  
Replication Study ◽  
Research Approach ◽  
Content Type ◽  
Study Results ◽  
Organization Framework ◽  
High Performance Organization ◽  
Ict Companies

Purpose The purpose of this paper is to answer the research question “Is the high-performance organization (HPO) Framework suitable for non-governmental private sector organizations, specifically the affiliates of international companies operating in the ICT sector in Egypt?” Design/methodology/approach The research concerns a replication study in which the HPO Questionnaire was used to collect data, and factor analysis was applied to evaluate the reliability and consistency of the HPO Framework. The research approach was the same as applied by de Waal et al. (2016), but this time the research population consisted of affiliates of international ICT companies, instead of local ICT companies as in the de Waal et al. (2016) study. Findings Data gathered by means of the HPO Questionnaire from managers of these affiliates were used to evaluate the reliability and internal consistency of the HPO Framework. The confirmatory factor analysis was done twice, once for the original 35-characteristic HPO Framework and once for the 26-characteristic HPO Framework as proposed by de Waal et al. (2016) for Egyptian local ICT companies. The study results clearly show the applicability of the original 35-characteristic HPO Framework for measuring the organizational strength and identifying performance-gaps of ICT companies that are affiliates of international organizations operating in Egypt. Originality/value This study adds to the growing HPO literature on developing countries and helps Egyptian ICT companies to adopt high-performance practices to be able to contribute more to the economic development of Egypt.

scholarly journals Servant Leadership Style and High-Performance Work System Practices: Pathway to a Sustainable Jordanian Airline Industry

2019 ◽  
Vol 11 (22) ◽  
pp. 6191 ◽  
Author(s):  
Rawan Alafeshat ◽  
Cem Tanova
Keyword(s):  
Servant Leadership ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Airline Industry ◽  
Employee Satisfaction ◽  
Employee Retention ◽  
High Performance ◽  
Time Lag ◽  
Equation Modeling ◽  
Full Time

The purpose of this study is to examine how servant leadership (SL) and high-performance work systems (HPWS) practices enable organizational performance, as shown by employee retention and employee satisfaction. Data was obtained from 300 full time employees in a private airline company in Jordan. The data was collected in three rounds, each separated by one-week time-lag. Structural equation modeling was used to test the proposed relationships and revealed that both servant leadership and HPWS practices were positively linked with employee satisfaction and retention, which were used as indicators of organizational sustainability. In order to understand how servant leadership and HPWS influence employee satisfaction and retention, we investigated the mediating role of employee engagement and discovered that it serves as a critical mechanism. The study affirmed that, in line with studies carried out in the west, servant leadership is also an effective leadership characteristic in the context of Jordan. Furthermore, the study helps to clarify the reason that servant leadership and HPWS lead to positive outcomes, due to the fact that these improve the engagement of employees. Thus, we understand that the increases in employee retention and satisfaction are due to the enhanced engagement of employees, and we show that engagement can be improved both by servant leadership and the application of HPWS in organizations. Consequently, the effectiveness and sustainability of the airline companies in Jordan will need to focus on primarily improving employee engagement.

scholarly journals How effective leadership of knowledge management impacts organizational performance

2019 ◽  
Vol 36 (1) ◽  
pp. 30-38 ◽  
Author(s):  
Mostafa Sayyadi
Keyword(s):  
Transformational Leadership ◽  
Knowledge Management ◽  
Organizational Performance ◽  
Technology Use ◽  
High Performance ◽  
Transformational Leaders ◽  
Internal Resources ◽  
Information Technology Use ◽  
Current Article ◽  
High Performance Organization

The current article shows how transformational leadership influences knowledge management to improve organizational performance through better use of a firm’s internal resources. Transformational leaders not only directly impact knowledge management, they also foster more effective strategy implementation and information technology use, which positively contribute to the effectiveness of knowledge management as a driver of organizational performance. This study contributes to the literature by exploring a framework upon which to continue developing a more comprehensive understanding of the relationships between transformational leadership, knowledge management, a firm’s internal resources, and organizational performance. Furthermore, the current article contributes to the practice of management by identifying ways in which managers can build a high-performance organization through leadership and knowledge management.

The high performance organization: proposed definition and measurement of its performance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
André de Waal
Keyword(s):  
Organizational Performance ◽  
High Performance ◽  
Peer Group ◽  
Research Question ◽  
General Definition ◽  
Common Denominator ◽  
Content Type ◽  
Definition Of ◽  
High Performance Organization ◽  
First Time

Purpose The purpose of this paper is to arrive at a general definition of an HPO and a (practical) way to measure an HPO. Managers are looking for techniques to strengthen their organizations in a way that they cannot only cope with threats but could also quickly take advantage of opportunities, and thus, grow and thrive. The academic and especially the practitioner fields reacted on this “thirst for high performance knowledge” with a plethora of books and articles on the topic of high performance organizations (HPOs). These publications each came with their own description and measurement of HPOs, which created a lot of confusion among practitioners. Design/methodology/approach In this study the following reserach question is answered: how can an HPO be defined and its performance measured? So that with the answer, this paper can take away the aforementioned confusion. This paper does this by conducting an extensive systematic review of the literature on HPO, after which this paper synthesizes the findings into a proposal on how to define and measure the HPO. Findings This paper was able to obtain from the literature a list of definitions and measurements for an HPO. The common denominator in these definitions and measurements turned out to be respondents given their opinion on the effects of the organizational practices they apply on organizational performance vis-à-vis that of competitors. This paper concluded therefore that an HPO should be defined and measured relative to competitors and should be based on the perception of managers and employees of the organization: An HPO is an organization that achieves results that are better than those of its peer group over a longer period of time. Research limitations/implications With the answer on the research question, this paper fills the current gap in the definition and measurement literature on HPOs, and thus, has moved the research into HPOs forward, as researchers can use these research results in their future studies on high performance and HPOs. Originality/value Although there is a plethora of literature on high performance and HPOs no univocal definition and measurement of the HPO can be found. This study provides for the first time an academically well-founded definition and measurement method.

Formulating a partnership framework for Egyptian ICT companies

2017 ◽  
Vol 10 (3) ◽  
pp. 293-312 ◽  
Author(s):  
André de Waal ◽  
Dalia S.F. Habil ◽  
Robert Goedegebuure
Keyword(s):  
Organizational Performance ◽  
Value Chain ◽  
High Performance ◽  
New Technologies ◽  
High Reliability ◽  
Performance Practices ◽  
Content Type ◽  
Full Benefit ◽  
High Performance Organization ◽  
Ict Companies

Purpose Nowadays, it is rare to find an organization that operates in isolation, without the need to partner with other organizations. Partnerships offer firms access to new technologies, markets, and knowledge. During the process of transforming into a high performance organization (HPO), an organization will eventually find itself operating within a bigger value chain. The purpose of this paper is to identify the factors and practices that can help Egyptian ICT companies to become better members in such a partnership, in a way that enables full benefit to be gained from the partnership. Design/methodology/approach The study used a questionnaire based on the high performance partnership (HPP) framework that has previously been validated in the Western and Asian contexts. The questionnaire was distributed to seven Egyptian ICT organizations who partnered with each other, after which a exploratory factor analysis (EFA) was performed on the collected data to identify the factors that influence the success of partnerships between Egyptian ICT companies. Findings The EFA showed that five (of the original ten) factors from the HPP Framework achieved a high reliability while 47 of the original 54 underlying characteristics applied in the Egyptian ICT context. In addition, these five HPP factors had strong positive relations with the success of the partnership as perceived by partners. Interestingly, the HPO scores of individual partners also had a positive effect on the perceived success of the partnership. Originality/value This study fills the lacuna that currently exists in empirical research about organizational performance practices in Egypt. The study also has practical implications, as management of Egyptian ICT companies are now able to undertake focused improvement actions to increase the success of the partnerships into which they enter.

Suitability of the high performance organization framework to Egyptian ICT companies

2016 ◽  
Vol 11 (4) ◽  
pp. 632-648 ◽  
Author(s):  
André de Waal ◽  
Dalia S.F. Habil ◽  
Robert Goedegebuure
Keyword(s):  
High Performance ◽  
Management Practices ◽  
High Reliability ◽  
Performance Practices ◽  
Content Type ◽  
Five Factors ◽  
Confirmatory Factor ◽  
Organization Framework ◽  
High Performance Organization ◽  
Ict Companies

Purpose The purpose of this paper is to deal with the need for Egyptian ICT companies to adopt high performance practices in order to be able to contribute more to the development of Egypt. However, as not much research has been done into management practices which can support these organizations in the Egyptian context, a framework which was developed based on Western and non-Western data – the high performance organization (HPO) framework – was tested on its suitability in the Egyptian context. Design/methodology/approach The study used a questionnaire which was distributed to seven Egyptian ICT organizations after which a confirmatory factor analysis (CFA) was performed on the collected data. Findings The CFA showed that the original five factors from the HPO framework achieved a high reliability while 26 out of the original 35 underlying characteristics applied in the Egyptian ICT context. Originality/value This study fills the gap which currently exists in empirical research about organization performance practices in Egypt. The study also has practical implications as management of Egyptian ICT companies are now able to undertake focussed improvement actions.

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