scholarly journals The effects of organizational ambidexterity and justice on organizational learning

2021 ◽  
Vol 10 (1) ◽  
pp. 1-14
Author(s):  
Ilkay Eraslan ◽  
Erkut Altindag
Keyword(s):  
Organizational Learning ◽  
Organizational Justice ◽  
Learning Strategies ◽  
Organizational Support ◽  
Personal Development ◽  
Structural Equation ◽  
Family Firms ◽  
Equation Model ◽  
Organizational Ambidexterity ◽  
Innovation Activities

  This study examines the relationship between organizational justice and organizational ambidexterity with organizational learning. This paper also evaluates the effect of organizational justice on organizational learning strategies of employees in the cause-effect relationship and measure the effect of perceived organizational support and bi-directionality on organizational learning. 645 family firms operating in Istanbul have been analyzed with Structural Equation Model. Findings demonstrate that organization's ambidexterity ability and the concept of justice in the organization had an indirect and positive effect on the perception of organizational support. This study also highlights that companies using their generic knowledge and skills increase the effectiveness of their innovation activities. The exploratory and development capabilities of a company make a significant contribution to the personal development of the employees in the company.

The factors influencing CoP activities and their impact on relationship commitment and individual performance

2014 ◽  
Vol 18 (1) ◽  
pp. 75-91 ◽  
Author(s):  
Heeyoung Jang ◽  
Ilsang Ko
Keyword(s):  
Organizational Support ◽  
Perceived Risk ◽  
Structural Equation ◽  
Social Norm ◽  
Individual Performance ◽  
Equation Model ◽  
Relationship Commitment ◽  
Content Type ◽  
Online Activities ◽  
And Performance

Purpose – The objective of this study is to identify the factors that affect CoP activation and performance variables obtainable through CoP activities, and to gain greater insight into their relationships and the mechanisms. In particular, this paper intends to illustrate the role of perceived risk factor for the loss of uniqueness of one's own knowledge in terms of their influence on CoP activities. Design/methodology/approach – In this study, the human behaviours were divided into online and offline CoP activities and adopted affirmative affect and social norm from the Triandis model. In addition, the paper considered perceived expectation, perceived risk, and organization support as independent variables. These would accelerate online and offline activities in the community of practice. The paper considered relationship commitment and individual performance in the context of performance evaluations via CoP activities. A structural equation model was developed with research variables and hypotheses. Findings – As the consequence of the empirical assessment of the variables influencing the on/offline activities of a CoP, social norm, perceived expectation, perceived risk, and organizational support showed significantly influential relationships with online activities, and affirmative affect, perceived expectation, and organizational support evidenced significantly influential relationships with offline activities. However, with regard to online CoP activities, affirmative affect was not shown to be significant. As to offline activities, perceived risk was not shown to be significantly influential, while it was determined to significantly influence online activities in a negative direction. Originality/value – The results of this study demonstrated that on/offline CoP activities were significantly influential in terms both of relationship commitment and individual performance.

scholarly journals Design, Explanation, and Evaluation of Training Model Structures Based on Learning Organization—In the Cement Industry with a Nominal Production Capacity of Ten Thousand Tons

2016 ◽  
Vol 10 (1) ◽  
pp. 163
Author(s):  
Hamid Rahimian ◽  
Mojtaba Kazemi ◽  
Abbas Abbspour
Keyword(s):  
Organizational Learning ◽  
Learning Organization ◽  
Structural Equation ◽  
Production Capacity ◽  
Organizational Factors ◽  
Training Model ◽  
Equation Model ◽  
Cement Industry ◽  
Individual Factors ◽  
Factors Affecting

This research aims to determine the effectiveness of training based on learning organization in the staff of cement industry with production capacity over ten thousand tons. The purpose of this study is to propose a training model based on learning organization. For this purpose, the factors of organizational learning were introduced by qualitative research in the form of open codes, axial codes, selective codes and the resulted observations, and then the final model was obtained by structural equation model. The data were collected from the staff of three cement companies of Abyek, Tehran, and Sepahan, with a statistical population of 1719 staff of cement industry. The qualitative research sample included 29 experienced experts in the field of cement industry, and the quantitative research sample included 326 staff and experts, who were selected by multi-stage cluster sampling. A self-made questionnaire consisting of 72 questions was used to measure quantitative variables. The reliability of the questionnaire was 0.93 and its content and face validity was determined by expert colleagues and professors, the structural equation model and regression was used to analyze the quantitative data. The results showed that the status of learning organization in cement companies is in average level. Finally, the obtained model consisted of both individual and organizational factors. The individual factors affecting organizational learning include teaching scientific content, perception, trust, and self-efficacy of training. The organizational factors affecting organizational learning include organizational culture, forming the structure, the method of management and leadership, preparing human resource (identity), adaption to the environment, policies, rules, and regulations, and achieving a viable product. The share of individual factors on learning organization is higher than the effect organizational factors; the share of each factor is also determined.

scholarly journals Organizational Commitments in Financial Service Audit With Antecedents of Organizational Justice and Job Satisfaction

2020 ◽  
Vol 11 (4) ◽  
pp. 86
Author(s):  
Petrus Ridaryanto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Structural Equation ◽  
Interactional Justice ◽  
Equation Model ◽  
Quality Of Services ◽  
Accounting Firms ◽  
And Performance

Public trust in a profession is determined by the reliability, accuracy, timeliness, and quality of services or services that can be provided by the auditor profession. Although the auditor's work and performance procedures have tended to be supervised and determined strictly and formally by external institutions, studies have shown that the context of the internal environment has an effect on improving auditor performance. This study seeks to analyze the effect of organizational justice and job satisfaction in the auditor's environment on organizational commitment. It focuses more on behavioral accounting, specifically relating to the auditor's work environment, by taking the object of the treatment's influence in the organization's internal participation and involvement of auditors that is reflected by organizational commitment. By using the Structural Equation Model (SEM), the findings show that procedural justice and interactional justice are empirically proven to influence organizational commitment. On the other hand, distributive justice has no effect on organizational commitment, and job satisfaction has also been proven empirically to have no effect on organizational commitment. These results provide input for public accounting firms so as not to overlook the fairness factor in providing rewards to auditors. In the case of fairness the awarding of rewards / awards to the auditor is not only limited to the amount of reward, but also the process for determining the amount of the reward.

Effect of Organizational Learning, Transformational Leadership, and Market Orientation on Firm Performance

2016 ◽  
Vol 13 (03) ◽  
pp. 1640001 ◽  
Author(s):  
Fethi Calisir ◽  
Cigdem Altin Gumussoy ◽  
Ecem Basak ◽  
Gozde Gurel
Keyword(s):  
Transformational Leadership ◽  
Organizational Learning ◽  
Firm Performance ◽  
Market Orientation ◽  
Structural Equation Model ◽  
Structural Equation ◽  
Organizational Innovation ◽  
Substantial Effect ◽  
Equation Model

The purpose of this study is to examine the effects of organizational learning, market orientation, and transformational leadership on the organizational innovation and firm’s performance amongst the firms performing in Turkey. Using LISREL, structural equation-model, the data gathered from 330 employees were used to identify the variables that significantly affect the firm’s performance. The results indicated that 32% of firm’s performance is explained by the organizational innovation and market orientation, and organizational innovation has the strongest effect. However, organizational learning has no substantial effect on firm’s performance, and transformational leadership is also found to have an insignificant impact on the organizational innovation.

scholarly journals Influence of Transformational Leadership Perception in Employee Performance: Perception of Learning Organizations and Innovations as Mediator (Study in CV. Amigo Mangesti Utomo)

2019 ◽  
Vol 6 (5) ◽  
pp. 792
Author(s):  
Ogy Septiadi ◽  
Heru Kristanto
Keyword(s):  
Transformational Leadership ◽  
Organizational Learning ◽  
Organizational Performance ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Model ◽  
Research Approach ◽  
Leadership Perception ◽  
Permanent Employees ◽  
One Year

The purpose of this research was to determine the effect of transformational leadership on organizational performance :mediation of  organizational learning and innovation ( Study in CV. Amigo Mangesti Utomo ). The research approach used is a type of empirical research, with data collection methods used by survey techniques, using a Likert scale in the survey with a rating interval between scores of 1-5, where score 1 indicates a very dissatisfied perception while score 5 indicates a very satisfied perception. The sample in this research is permanent employees (who work more than one year) in CV. Amigo Mangesti Utomo. The analysis method used to determine the relationship between variables is path analysis using the structural equation model (SEM) method and the AMOS program. The results of testing the hypothesis are as follows: 1. The variable of transformational leadership perception has a positive and significant effect on innovation, 2. The variable of transformational leadership perception has a positive and significant effect on innovation, 3. The variable of organizational learning perception shows results that have no significant effect on innovation, 4. Variable perception of organizational learning has a positive and significant effect on employee performance, 5. Innovation variable has a positive and significant effect on employee performance.

scholarly journals Workplace Spirituality, Perceived Organizational Support, and Organizational Citizenship Behavior

2021 ◽  
Vol 4 (4) ◽  
Author(s):  
Ana Mariana ◽  
◽  
Bram Hadianto ◽  
Nur Nur ◽  
Catherine Suyanto
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Structural Equation ◽  
Perceived Organizational Support ◽  
Workplace Spirituality ◽  
Equation Model ◽  
Citizenship Behavior ◽  
Central Java ◽  
To Receive

This research investigates the effect of workplace spirituality and perceived organizational support on the organizational citizenship behavior of the employees working at one of the factories in Magelang, Central Java, Indonesia. The number of employees becomes the population is 404, and the total samples are 198, obtained by the Isaac and Michael formula and taken by simple random technique. Moreover, we utilize the survey and structural equation model based on covariance to receive the responses from the employees through questionnaires and analyze the proposed effects through hypothesis examination. To conclude, this research demonstrates that workplace spirituality is needed to enhance employees' organizational citizenship behavior level. Meanwhile, perceived organizational support does not. Based on this evidence, some implications are also discussed.

Effect of Coopetitive Activity on Innovation and Management Performances in the Structural Context

2019 ◽  
Vol 24 (2) ◽  
pp. 365-384 ◽  
Author(s):  
Yongrae Cho ◽  
Choonghyun Lee
Keyword(s):  
Regression Model ◽  
Structural Equation ◽  
Business Environment ◽  
Process Innovation ◽  
Equation Model ◽  
Sustainable Growth ◽  
Structural Context ◽  
Innovation Activities ◽  
Product And Process Innovation ◽  
Product And Process

This study intends to demonstrate whether firms’ cooperative activities, particularly ‘coopetition’, affect business performances. Coopetition, which is cooperation with competitors, is a strategic concept that suggests competition and cooperation between firms can exist simultaneously. More specifically, in order to investigate cooperation as a part of innovation mechanism, this study analysed the mediating effects of product and process innovation performances in between cooperative activities and management performances. For this purpose, we applied a structural equation model (SEM) by integrating a regression model and a logistic regression model. The former analysed the effects of cooperation and innovation on management performances, whereas the latter studied influence of cooperation on innovation performances. For empirical analysis, we utilised data from Korea Innovation Survey (KIS), which incorporates information on Korean firm’s innovation activities and their relevant performances. The results from this study can be applied to addressing and diagnosing issues in Korean industries by analysing relationships among cooperative activities, innovation outcomes and management performances in the structural context. The analysis showed that coopetition, compared to other types of cooperation, has enhanced the performance of process innovation. Furthermore, the analysis demonstrated that cooperation related positively to management performances. This study, however, also addresses the problem that Korean firms have limitations in linking these innovation performances to actual management performances of financial growth. The results highlight the significance of strategic openness and flexibility, even to competitors, as the business environment and technology market may change drastically. Coopetition strategy can work as a facilitator in providing windows of opportunity for sustainable growth through field-based innovation.

The Decision-Making Ecology of Placing a Child into Foster Care

2020 ◽  
pp. 111-135
Author(s):  
J. Christopher Graham ◽  
Alan J. Dettlaff ◽  
Donald J. Baumann ◽  
John D. Fluke
Keyword(s):  
Decision Making ◽  
Low Income ◽  
Organizational Support ◽  
Structural Equation ◽  
Organizational Factors ◽  
Equation Model ◽  
Average Risk ◽  
Mediated Effects ◽  
Out Of Home Care ◽  
The Impact

The Decision-Making Ecology provided a framework for empirically testing the impact of case, caseworker, and organizational factors on the decision to place children in out-of-home care. The structural equation model developed fit the data extremely well, indicating a complex relationship between the variables. The main findings indicate that case factors, even as aggregated to the worker level, were of most importance: Percent removed was increased in part by greater average risk being assessed and more families on a worker’s caseload being low income. Furthermore, removal rates were increased by lower proportions of Hispanic families on the caseload, as well as by lower organizational support and a perception of manageable workload and sufficient resources. Individual factors (i.e., variables characterizing the caseworkers themselves) were not found to directly influence the placement decision, including workers’ own race/ethnicity, although various orders of mediated effects were indicated, and these are detailed. Interrelationships between variables that affect case, caseworker, and organizational factors are discussed along with implications for practice.

Sign in / Sign up

Export Citation Format

Share Document