scholarly journals MANAGING MATURITY IN PROCESS-BASED IMPROVEMENT ORGANIZATIONS: A PERSPECTIVE OF THE ROMANIAN COMPANIES

2012 ◽  
Vol 13 (2) ◽  
pp. 223-241 ◽  
Author(s):  
Carmen Păunescu ◽  
Carmen Acatrinei Pantea

Building upon various models from the literature which assess the maturity level achieved by an organization at one moment in time, the paper introduces a model which helps organizations, interested in remaining competitive and achieving sustainability, to monitor and evaluate their process performance. Such as, the paper analyzes the relationships that exist among the critical components of an organization's management system at the strategic and operational level so that key drivers will become the heart of sustainable development. In particular, the paper focuses on how the organizational system influences process maturity profile of the Romanian companies. Data were collected in face-to-face structured-questionnaire interviews from 1302 public and private organizations from Romania. The dearth of empirical research examining organization process maturity in emerging countries constitutes a critical gap in the business process management literature that needs much more attention from scholars. For the purpose of this paper, a factor analysis was employed to explain the pattern of correlations within a set of observed variables that determine the process maturity profile of the Romanian companies. The research results show that there are strong positive correlations between the variables examined that account for a higher level of maturity and performance of organization's processes.

2014 ◽  
Vol 35 (7) ◽  
pp. 956-972 ◽  
Author(s):  
Hee Jun Choi ◽  
Ji-Hye Park

Purpose – The purpose of this paper is to examine the results of an empirical exploration of the relationship between learning transfer climates and organizational innovation. Additionally, factors associated with learning transfer climate that could account for innovation in Korean public and private organizations have been explored. Design/methodology/approach – This study relies on quantitative data obtained from two survey questionnaires. The sample consists of 390 employees working for seven private and five public organizations; further, each employee has completed at least one training program within a one-year period. Findings – Results of the study demonstrate that private, rather than public organizations, have significantly higher mean scores for all five learning transfer climate variables and for perceived organizational innovation. The results of multiple regression analyses reveal that openness to change and performance coaching have common and significant impacts on perceived innovation in both private and public organizations. However, the other three variables (i.e., transfer effort-performance expectations, performance-outcomes expectations, and performance self-efficacy) have varied effects on perceived innovation depending on organizational type. Specifically, transfer effort-performance expectations has a relatively meaningful impact on perceived innovation in public organizations. Performance-outcomes expectations and performance self-efficacy have relatively meaningful effects on perceived innovation in private organizations. Research limitations/implications – The sample for this study consists of employees solely from Korean organizations. Therefore, further studies encompassing a greater sampling variety are required to determine the generalizability of these results. In addition, this study is limited to an investigation of the possible differences between public and private organizations with respect to their learning transfer climates and innovation. In studies to follow, researchers can further investigate these relationships in segmented organizations. Originality/value – The results of this study will assist human resource practitioners to promote innovation effectively and efficiently based on organizational type.


2019 ◽  
Vol 36 ◽  
Author(s):  
Vladimir Pinto NOVAES ◽  
Maria Cristina FERREIRA ◽  
Larissa Maria David GABARDO-MARTINS

Abstract Authentic leadership consists of a pattern of behavior based on positive psychological capacities and on an ethical and moral climate. The study evaluated the internal structure and convergent validity of the Authentic Leadership Inventory. The sample consisted of 548 workers from public and private organizations of both genders, who responded to the initial version of the scale, containing 14 items, distributed among four factors: self-knowledge, relational transparency, internalized moral perspective and balanced processing. The confi rmatory factor analyses showed that the best fi t model was the four fi rst order factors with a second order factor, which fully confi rmed the original scale model. Authentic leadership had positive correlations with transformational leadership, job satisfaction, work engagement, and affective organizational commitment. The evidences of validity obtained recommend the use of instrument in future research situations.


2018 ◽  
Vol 48 (3) ◽  
pp. 345-368
Author(s):  
Darima Butitova

Over the past several decades, researchers across public and private organizations accumulated evidence that perceptions of organizational justice influence work attitudes and performance. Building on previous research, the present study examines the determinants of perceived organizational justice, including the effect of years of public service. By focusing on years of public service, the study explores how perceived organizational justice changes depending on time spent working in public organizations. Based on the regression analysis of the survey data of 522 state government employees, the study concludes that state government employees who report more years of public service are less likely to perceive their workplace as fair. The findings of the study are discussed in terms of their practical implications for improving a quality of workplace experiences among government employees, as one of the essential factors for maintaining high-performing public organizations.


Author(s):  
G. Alarcon ◽  
P. Alarcon ◽  
M. Altamirano ◽  
E. Centeno

The application of process management in our country has been extended throughout the last decade; improvement in management, high performance levels, reduction of operation times, optimization of resources and obtaining of quality certifications are among the main reasons why both public and private organizations seek to implement it. However, despite being an implicit activity within the change of management model to the process approach and even the improvement of the functional administrative model, the documentation of processes becomes an uncomfortable, complex and time-consuming task that often generates nervousness and distrust in workers. Diversity of criteria and the lack of an adequate methodology with effective tools makes it difficult to achieve the expected results. This article presents in detail the steps, their sequence and instruments used that allow an organization to raise the information of its processes and document them. As a result of different research projects developed over several years, the methodology of process mapping allowed for the documentation of all the activities of different administrative units of the Escuela Superior Politécnica de Chimborazo and not only to comply with the laws and regulations but also to improve their management. In the last application, it contributed to the development of the documentary structure of a quality management system that allowed an academic unit to achieve international quality certification. Keywords: management, processes, process documentation, process manual. Resumen Escuela Superior Politécnica de Chimborazo, Riobamba, Ecuador *E-mail: [email protected] La aplicación de la gestión de procesos en nuestro país se ha ido extendiendo a lo largo de la última década; mejoras en la gestión, altos niveles de rendimiento, reducción de tiempos de operaciones, optimización de recursos y obtenciones de certificaciones de calidad son entre otros los principales motivos por los cuales organizaciones tanto públicas como privadas buscan implementarla. Sin embargo y a pesar de ser una actividad implícita dentro del cambio de modelo de gestión hacia el enfoque de procesos e incluso del mejoramiento del modelo administrativo funcional, la documentación de los procesos se convierte en una labor incomoda, compleja y con un alto consumo de tiempo que suele generar nerviosismo y desconfianza en los trabajadores. Diversidad de criterios y la falta de una metodología adecuada con instrumentos eficaces complica cumplir los resultados esperados. El presente artículo presenta a detalle los pasos, su secuencia e instrumentos utilizados que le permiten a una organización levantar la información de sus procesos y documentarlos. Resultado de diferentes proyectos de investigación desarrollados a los largo de varios años, la metodología de levantamiento de procesos permitió documentar todas las actividades de distintas unidades administrativas de la Escuela Superior Politécnica de Chimborazo y no solo cumplir lo establecido el leyes y reglamentos sino también mejorar su gestión, en la última aplicación contribuyó a elaborar la estructura documental de un sistema de gestión de la calidad que logró que una unidad académica alcance una certificación internacional de calidad. Palabras claves: gestión, procesos, documentación de procesos, manual de procesos.


2017 ◽  
Vol 3 (1) ◽  
pp. 1-8
Author(s):  
Ajay Thapa

The main purpose of this paper is to discuss why the balancing act is an important approach in leading or managing public and private organizations in the 21st century. The paper presents a brief concept of the terms; exhibits a critical discussion on the application of balancing act between the various approaches of organization management such as continuity and diversity, individual and organization incentive, conformity and individualism, centralization and decentralization, face to face and distant communications, and different but complementary roles into public and private organizations; and finally draws a conclusion. The paper is expected to be useful for the leaders and/or managers of public and private organizations to manage organizations efficiently and effectively.


2016 ◽  
Vol 15 (02) ◽  
pp. 1650014 ◽  
Author(s):  
Bibi M. Alajmi ◽  
Laila N. Marouf ◽  
Abdus Sattar Chaudhry

Knowledge management (KM) is considered an important intervention in improving health care services. KM facilitates the transfer of existing knowledge and the development of new knowledge in hospitals. This research focuses on investigating the relationship between KM practices and performance in selected hospitals in Kuwait, exemplified by perceived productivity and quality. Survey data were collected from 277 doctors working in public and private hospitals in Kuwait. As predicted by previous studies, the doctors who responded to this research perceived good KM practices to have positive correlations with the productivity and quality of hospitals. Multiple regression analysis demonstrated a significant predictive power of knowledge capturing practices in predicting productivity and quality of hospitals. Knowledge sharing practices showed no significant predictive power in the model, and knowledge generating practices showed a slight prediction power.


2003 ◽  
Vol 1 (2) ◽  
pp. 208-222 ◽  
Author(s):  
Georgia N. L. Johnston

Working with faith communities in health promotion is widely acclaimed and yet not readily practiced. This article describes a study conducted among four faith communities to determine the process required for sustainable faith-based programs. Face-to-face interviews were conducted among 12 community volunteers who participated to identify their perceptions of the project. Two staff members were also interviewed to identify the process from their perspectives. Project-related documents were also analyzed to provide details and triangulate the data from the interviews. The study followed the project for 2 ½ years. Several factors were identified as significant influences on participation and project sustainability. These included value, active pastoral support, program success, and volunteer commitment. The results of this study indicate that pastoral support and faith community ownership are critical components that should be included in faith-based community building efforts.


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