scholarly journals The Impact of the Organizational Culture on Hotel Outsourcing and Sustainable Performance an Empirical Application in the Egyptian Hotel Sector

2020 ◽  
Vol 12 (22) ◽  
pp. 9687
Author(s):  
Mahmoud Gebril Taha ◽  
Tomás F. Espino-Rodríguez
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Structural Model ◽  
Negative Impact ◽  
Negative Relationship ◽  
Positive Influence ◽  
Future Research ◽  
Competing Values ◽  
Sustainable Performance ◽  
The Impact

In recent years, the concept of an organizational culture in hotels has held an important position on both a theoretical and practical level because this culture significantly affects organizational performance and the strategies adopted by hotels. Therefore, it is considered one of the key factors in determining hotels’ tendency towards outsourcing and sustainable performance. In this study, we aim to analyze the impact of the organizational culture on the level of outsourcing and sustainable performance. To do so, we will use the Competing Values Framework (CVF), which divides organizational culture into four typologies: hierarchical, group, rational, and development cultures. A personal questionnaire was administered to the directors or managers of 114 hotels located in two Egyptian cities: Hurgada and Sharm El Sheikh. The results of the structural model suggest the negative impact of the hierarchical and development cultures on the level of outsourcing. The results show a positive influence of the four types of organizational culture on sustainable performance, suggesting that these hotels have a strong interest in sustainability and the environment. The findings reveal a negative relationship between the level of outsourcing and sustainable performance. Finally, this study presents academic and practical implications, as well as recommendations for future research.

scholarly journals Leadership Style And Organizational Culture In Learning Organization: A Comparative Study

2010 ◽  
Vol 14 (5) ◽  
Author(s):  
Sapna Rijal
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Comparative Study ◽  
Learning Organization ◽  
Leadership Style ◽  
Positive Influence ◽  
Future Research ◽  
Pharmaceutical Sector ◽  
The Impact

Scholars and practitioners have identified transformational leadership and organizational culture as important factors that influence the development of learning organization. Yet, few studies have empirically examined the impact of transformational leadership and organizational culture on learning organization. This study proposes hypotheses to understand the impact of transformational leadership and organizational culture on the development of learning organization. Data was collected from the pharmaceutical sector and a comparison was drawn between India and Nepal. Results indicate transformational leadership and organizational culture have a positive influence in the development of learning organization. The implication of the findings and possible directions for future research are discussed.

scholarly journals How Much Is Too Much? The Influence of Work Hours on Social Development: An Empirical Analysis for OECD Countries

2019 ◽  
Vol 16 (24) ◽  
pp. 4914
Author(s):  
Bei Liu ◽  
Hong Chen ◽  
Xin Gan
Keyword(s):  
Developing Countries ◽  
Social Development ◽  
Organizational Performance ◽  
Negative Impact ◽  
Negative Relationship ◽  
Developed Countries ◽  
Oecd Countries ◽  
Work Hours ◽  
Individual Level ◽  
The Impact

Work is a cornerstone of social development. Quantifying the impact on development of fluctuations in work hours is important because longer work hours increasingly seem to be the norm. Based on an integrative perspective that combines individual, organizational, and social factors, we constructed a model using data from 31 member countries of the Organisation for Economic Co-operation and Development (OECD). The proposed model was used to test the effect of work hours on different levels and to propose feasible suggestions accordingly. The results show that people in developing countries work more hours per week than those in developed countries, and that males work longer hours than females. Furthermore, regression analysis shows that current work hours are having a negative impact on development in OECD countries, especially in developing countries where people are working longer hours. Longer hours, in other words, do not promote development effectively. Specifically, work hours at the individual level are negatively related to health. At the level of organization, work hours are a reverse indicator of organizational performance, and at the level of society, there is a negative relationship between work hours and economic development. This study provides support for the proposition by the International Labour Organization to reduce work hours, and it facilitates our understanding of the relationship between work hours and social development.

scholarly journals Enigmatic Role of Female Directors on Boards towards Corporate Performance. An Empirical Study

2021 ◽  
Vol 7 (2) ◽  
pp. 311-318
Author(s):  
Areeba Khan ◽  
Sohail Saeed
Keyword(s):  
Organizational Performance ◽  
Structural Model ◽  
Negative Impact ◽  
Stock Exchange ◽  
Negative Relationship ◽  
Least Square Method ◽  
Partial Least Square ◽  
Least Square ◽  
Regulatory Requirement ◽  
Female Directors

Purpose: The presence of female members on boards is quite enigmatic. Almost every academic author argues that female directors’ contribution in the board room is positive and significant, and their presence, improves organizational performance. This study purpose is to figure out the link between female members and organizational performance. Design/Methodology/Approach: For the purpose, Partial least square method of regression is used to develop the relationship.  The measurement and structural model and theories are used to codevelop the formative constructs. Secondary data is used and collected from Pakistan stock exchange. Those KSE-100 companies are used in which female directors were there in any year from 2005 till 2012. Findings: The results reveal that there was a negative relationship, empirically, which strengthened the notion that female directors in Pakistan are just the cosmetic face of board of directors and more female directors on board hinder the firm performance. Female members on the board had negative impact on the financial measures of return on equity and assets turnover. Implications/Originality/Value: This study is helpful for the businesses in Pakistan to rely and utilize the knowledge, innovative skills and experience of female directors rather than to fill the seat as a regulatory requirement.

scholarly journals Leadership Style And Organizational Culture In Learning Organization: A Comparative Study

2016 ◽  
Vol 20 (2) ◽  
pp. 17-26
Author(s):  
Sapna Rijal
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Comparative Study ◽  
Learning Organization ◽  
Leadership Style ◽  
Positive Influence ◽  
Future Research ◽  
Pharmaceutical Sector ◽  
The Impact

Scholars and practitioners have identified transformational leadership and organizational culture as important factors that influence the development of learning organization. Yet, few studies have empirically examined the impact of transformational leadership and organizational culture on learning organization. This study proposes hypotheses to understand the impact of transformational leadership and organizational culture on the development of learning organization. Data was collected from the pharmaceutical sector and a comparison was drawn between India and Nepal. Results indicate transformational leadership and organizational culture have a positive influence in the development of learning organization. The implication of the findings and possible directions for future research are discussed.

scholarly journals The perceived impact of employee turnover and its outcome on the efficiency of the organizational performance

2020 ◽  
Author(s):  
Hanan Suleiman Salim Al Amri ◽  
Jitendra Pandey
Keyword(s):  
Organizational Performance ◽  
Employee Turnover ◽  
Negative Impact ◽  
Study Finding ◽  
Survey Method ◽  
Future Research ◽  
Top Management ◽  
Staff Turnover ◽  
High Staff Turnover ◽  
The Impact

The problem of employee turnover is very important in any organization. The impact of displacing an employee differ based on many factors, including the hardness of the position. To study the impact, we prepare a questionnaire and distribute it online with people working in Oman. However, there is not many studies highlighted the employee turnover. Employee turnover is a measurement of numbers of employee who left their works or organization and there are two types of employee turnover, voluntary and involuntary.   Therefore, the aim of this research is to examine the problem and understand it, which consists of three elements: analyze the cause, determine the impact of employee’s performance, and provide solutions and recommendation based on findings.  This research focuses on the impact of staff turnover on organizational effectiveness and employee performance within Oman. High staff turnover rate may jeopardize efforts to attain organizational objectives. In addition, when an organization loses a critical employee, there is negative impact on innovation, consistency in providing service to guests may be jeopardized and major delays in the delivery of services to customers may occur. The research design used in this study was the quantitative approach, which allowed the researcher to use structured questionnaires when collecting data.   A pilot study was conducted to test the questionnaire. The survey method was used in this study because the target population only composed of 100 employees. A high response rate of 88% was obtained using the personal method of data collection, questionnaire was structured in a 5-point Likert scale format. The Statistical Package for Social Science (SPSS) version 15 for Windows was used for statistical analysis of the main responses. The study finding suggests that salary is the primary cause of staff turnover in the Department of Home Affairs. The findings highlighted that high staff turnover increases workload to the present employees in the department. The study finding also showed that staff turnover causes reduction in effective service delivery to the customers and reflects poorly on the image of the Department. Other findings suggested that unhealthy working relationship may also be the cause of staff turnover in the department. The recommendations highlighted that top management should pay a marketable salary to employees and the employees must be rewarded if they have achieved their goals. Top management should also develop opportunities for career advancement in the department. Top management should involve employees when they make key decisions that will affect them in the organization. The study concludes with direction for future research.

scholarly journals The impact of organizational culture on the employee intention to stay and the mediating role of remuneration

2020 ◽  
Vol 3 (4) ◽  
pp. 367-378
Author(s):  
Tran Thi Ai Cam
Keyword(s):  
Organizational Culture ◽  
Human Resource ◽  
Structural Model ◽  
Future Research ◽  
Human Resource Managers ◽  
Intention To Stay ◽  
Mediating Role ◽  
Resource Managers ◽  
The Impact

This study investigates the mediating role of remuneration in the impact of organizational culture (i.e. clan, adhocracy, hierarchy and market) on the intention to stay of employees in the information technology (IT) sector. The research model in this paper is developed from previous studies on organizational culture and human resource management. A survey was conducted between May and July 2017 on employees of 25 IT companies in Vietnam, yielding 600 valid responses. On this sample we use confirmative factor analysis and structural model for quantitative analysis. The results indicate that adhocracy culture and market culture have a significant and direct impact on employees’ intention to stay. Meanwhile, remuneration plays a mediating role in these relationships. On the contrary, the relationships between clan culture and hierarchy culture with intention to stay are not statistically significant. These results offer theoretical and practical contributions to human resource managers and references for future research.  

scholarly journals The interaction of employee trust & ethical decision making

2020 ◽  
Vol 11 (02) ◽  
pp. 161-168
Author(s):  
Evangelia Fragouli ◽  
Keyword(s):  
Decision Making ◽  
Organizational Culture ◽  
Organizational Performance ◽  
Social Order ◽  
Ethical Decision ◽  
Ethical Decision Making ◽  
Negative Impact ◽  
Personal Characteristics ◽  
Employee Trust ◽  
The Impact

Trust is seen to include both emotional and cognitive dimensions and to function as a deep assumption underwriting social order. In the past three decades, the importance of trust in the workplace & its influence on organizational performance has been recognized by research scholars, and practitioners. This research paper aims to examine the impact of employee trust on leaders' ethical decision-making. This study applies literature review method to address the above subject showing that the impact of employee trust on leaders’ ethical decision-making relates to organizational aspects, as well as personal characteristics of leaders. Consideration of organizational aspects include performance, effective communication, and organizational culture. The personal aspects relate to leadership self-certification, guilt, rational attitude, leader learning, and moral model. Further, this study suggests that employee trust enhances e& & motivates leaders to make ethical decisions. However, organizational culture and leadership personal characteristics may have a negative impact on ethical decision-making. This study suggests that organizations could make collective decisions on major issues to reduce the impact of these negative factors on ethical decision-making.

scholarly journals Employee Behaviors toward Using and Saving Energy at Work. The Impact of Personality Traits

Energies ◽  
2021 ◽  
Vol 14 (12) ◽  
pp. 3404
Author(s):  
Dawid Szostek
Keyword(s):  
Personality Traits ◽  
Energy Saving ◽  
Organizational Citizenship ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Organizational Citizenship Behaviors ◽  
Equation Modeling ◽  
Future Research ◽  
Citizenship Behaviors ◽  
The Impact

The purpose of the article is to determine how personality traits (extraversion, neuroticism, conscientiousness, agreeableness and openness to experience) affect organizational citizenship behaviors for the environment (OCBE), especially in the context of energy saving. The purpose is also to verify the hypothesis that this impact is significantly moderated by individuals’ demographic characteristic (sex, age, length of service, work type and economic sector of employment). To achieve the purposes, a survey was conducted in 2020 on 454 working people from Poland. The analysis was based on structural equation modeling (SEM). The research model assumed that particular types of personality affect direct and indirect OCBEs, including energy-saving patterns. The model also included the aforementioned demographic characteristics of respondents. I proved that personality traits have a significant impact on direct and indirect organizational citizenship behaviors for the environment. In the case of direct OCBEs, the energy-saving items that were most significantly affected by employee personality were: I am a person who turns off my lights when leaving my office for any reason; I am a person who turns off the lights in a vacant room; I am a person who makes sure all of the lights are turned off if I am the last to leave. The strongest predicators were Neuroticism (negative relationship) and Agreeableness (positive relationship) for direct OCBE, but Extraversion (positive relationship) and Agreeableness (negative relationship) for indirect OCBE. The impact of an individual’s personality on OCBE was significantly moderated mainly for indirect behaviors. This applied to all the analyzed demographic variables, but it was stronger for women, employees aged up to 40 years, those with 10 years or more experience, office/clerical workers, and public sector employees. The article discusses the theoretical framework, research limitations, future research directions and practical implications.

A Meta-Analytic Review of the Relationship Between Learning Organization and Organizational Performance and Employee Attitudes: Using the Dimensions of Learning Organization Questionnaire

2021 ◽  
pp. 153448432098736
Author(s):  
Boreum Ju ◽  
Yunsoo Lee ◽  
Sunyoung Park ◽  
Seung Won Yoon
Keyword(s):  
Organizational Performance ◽  
National Culture ◽  
Learning Organization ◽  
Meta Analysis ◽  
Negative Relationship ◽  
Employee Attitudes ◽  
Future Research ◽  
Analytic Review ◽  
Dimensions Of Learning ◽  
The Relationship

The purpose of this meta-analysis study is to examine the correlations between the Dimensions of Learning Organization Questionnaire (DLOQ) and frequently examined outcomes including organizational performance and employee attitudes. Positive relationships were found between the DLOQ and organizational performance (e.g., financial, knowledge, and innovative performance) and employee attitudes (e.g., organizational commitment and job satisfaction) and the sub-dimensions (e.g., affective, continuance, and normative commitment), with a notable exception of a negative relationship between the DLOQ and turnover. Because the DLOQ has been used in many countries over the years, this study also examined the influence of national culture on the outcomes. Power distance moderated the relationship between the learning organization and overall organizational performance. Our meta-analytic review makes substantive contributions to the literature on the learning organization concept and the study of national culture as a significant moderator. Implications of these findings and suggestions for future research are discussed.

The Impact of the Business Environment on the Formalization of Informal Firms. The Case of Kosovo

Südosteuropa ◽  
2020 ◽  
Vol 68 (4) ◽  
pp. 505-529
Author(s):  
Kujtim Zylfijaj ◽  
Dimitar Nikoloski ◽  
Nadine Tournois
Keyword(s):  
Negative Impact ◽  
Positive Impact ◽  
Business Environment ◽  
Positive Influence ◽  
Policy Implications ◽  
Tax Reforms ◽  
Firm Level ◽  
Characteristics Analysis ◽  
Significant Negative Impact ◽  
The Impact

AbstractThe research presented here investigates the impact of the business environment on the formalization of informal firms, using firm-level data for 243 informal firms in Kosovo. The findings indicate that business-environment variables such as limited access to financing, the cost of financing, the unavailability of subsidies, tax rates, and corruption have a significant negative impact on the formalization of informal firms. In addition, firm-level characteristics analysis suggests that the age of the firm also exercises a significant negative impact, whereas sales volume exerts a significant positive impact on the formalization of informal firms. These findings have important policy implications and suggest that the abolition of barriers preventing access to financing, as well as tax reforms and a consistent struggle against corruption may have a positive influence on the formalization of informal firms. On the other hand, firm owners should consider formalization to be a means to help them have greater opportunities for survival and growth.

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