The Negative Performance Implications of Industry Dynamism on Organizational Knowledge

2015 ◽  
Vol 11 (1) ◽  
pp. 52-65 ◽  
Author(s):  
James M. Bloodgood
Keyword(s):  
Organizational Performance ◽  
Organizational Knowledge ◽  
Organizational Efficiency ◽  
Knowledge Use ◽  
Efficiency And Effectiveness ◽  
High Degree ◽  
Use Of Knowledge ◽  
The Relationship ◽  
Positive Effect

Organizational knowledge is a key component of organizational efficiency and effectiveness, and ultimately success. The use of organizational knowledge is not always a conscious endeavor, and this can lead to the use of knowledge at inappropriate times or in inappropriate ways, particularly under changing conditions. To investigate the potential for ineffectual knowledge use, this study examines how organizational knowledge influences organizational performance when there is a high degree of industry dynamism. Using a sample of 105 U.S. firms from 46 industries, this study finds that industry dynamism moderates the relationship between organizational knowledge and organizational performance. Specifically, higher levels of dynamism weaken the positive effect of organizational knowledge on organizational performance. Implications for researchers and practitioners of this finding are discussed.

scholarly journals Internal Control Personnel’s Experience, Internal Control Weaknesses, and ESG Rating

2020 ◽  
Vol 12 (20) ◽  
pp. 8645
Author(s):  
Ja Eun Koo ◽  
Eun Sun Ki
Keyword(s):  
Internal Control ◽  
Corporate Sustainability ◽  
Length Of Service ◽  
Listed Firms ◽  
Control Quality ◽  
Efficiency And Effectiveness ◽  
Internal Control Weaknesses ◽  
Accounting Expertise ◽  
The Relationship ◽  
Positive Effect

Effective internal control is expected to have a positive effect on Environmental, Social, and Governance (ESG) ratings, which are an indicator of corporate sustainability, as it ensures improvements in efficiency and effectiveness in operations, reliable reports, and compliance with applicable laws and regulations. However, no matter how well an internal control system is designed, internal control quality deteriorates if internal control (IC) personnel do not understand the firm’s business or lack accounting experience. This study first explores the relationship between ESG ratings and internal control weaknesses (ICWs). We then examine two types of career experience of IC personnel—length of service and accounting experience—and their effect on ICWs. We conduct logit regression analyses using the data of 1876 non-financial listed firms in Korea. The results show that ICW firms have low ESG ratings. We also find that the accounting experience of IC personnel is more closely related to ICWs than the length of service. This implies that the accounting expertise of IC personnel may have a greater effect on internal control quality than the understanding of a firm’s business. Overall, our findings provide evidence that firms must have IC personnel with sufficient accounting expertise for sustainable management.

scholarly journals PENGARUH CORPORATE ENTREPRENEURIAL INTENTION DAN SELFEFFICACY TERHADAP ENTREPRENEURIAL INTENTION DAN ORGANIZATIONAL PERFORMANCE

2020 ◽  
Vol 29 (1) ◽  
pp. 37
Author(s):  
Okto Aditya Suryawirawan
Keyword(s):  
Organizational Performance ◽  
Risk Taking ◽  
Quantitative Methods ◽  
Entrepreneurial Intention ◽  
Entrepreneurial Intentions ◽  
Significant Positive Effect ◽  
Moderator Variable ◽  
Insignificant Effect ◽  
The Relationship ◽  
Positive Effect

Introduction: This study aims to examine the effect of corporate entrepreneurial intentions consisting of innovation, risk taking, and proactiveness on entrepreneurial intentions and organizational performance, with self-efficacy as a variable that moderates the influence between corporate entrepreneurial intentions and entrepreneurial intentions in Citraland Surabaya.Methods: This study uses quantitative methods and the samples used are employees from various departments at Citraland Surabaya. The instrument used in this study was a questionnaire, then tested the relationship between variables with partial least squares, using the SmartPLS software.Results: The results of this study indicate that there is a positive and insignificant effect of innovation on entrepreneurial intentions, a negative and insignificant effect of risk taking on entrepreneurial intentions, and a non-significant positive effect on entrepreneurial intentions. This study also found that the overall variables of corporate entrepreneurial intention had a positive and insignificant effect on organizational performance. The moderator variable in the form of selfefficacy was found to be unable to moderate the effect of the company's entrepreneurial intentions on entrepreneurial intentions.Conclusion and suggestion: The company can also facilitate the entrepreneurial interest of these employees by giving them higher authority when the company establishes new branches. It is hoped that the company will realize the importance of fostering interest in the company, and how this will provide them with future retirement.

The impact of a learning organization on performance

2017 ◽  
Vol 41 (2) ◽  
pp. 177-193 ◽  
Author(s):  
Kyoungshin Kim ◽  
Karen E. Watkins ◽  
Zhenqiu (Laura) Lu
Keyword(s):  
Financial Performance ◽  
Organizational Performance ◽  
Human Resource Development ◽  
Human Resource ◽  
Learning Organization ◽  
Resource Development ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship ◽  
Positive Effect

Purpose The purpose of this study is to examine the relationships among a learning organization, knowledge and financial performance using the Dimensions of the Learning Organization Questionnaire and its abbreviated version. Design/methodology/approach This study used a secondary data set and performed second-order factor analysis and structural equation modeling for testing the proposed relationships. Findings The study found that a learning organization has a positive effect on knowledge performance; knowledge performance has a positive effect on financial performance; and knowledge performance fully mediates the relationship between a learning organization and financial performance. Research limitations/implications This study contributes to validating the current dimensionality of the theoretical framework of a learning organization proposed by Watkins and Marsick (1993, 1996) and offers a valid conceptual framework of the relationship among the learning culture and organizational performance dimensions. Practical implications This study re-stresses the significance of the learning and knowledge generated by the human resources of an organization and developed by human resource development practitioners. Originality/value This study is valuable to human resource development scholars and practitioners interested in improving and measuring organizational performance.

Examining the effect of personality traits on workplace spirituality

2020 ◽  
Vol 28 (5) ◽  
pp. 1005-1017
Author(s):  
Hasan Tutar ◽  
Emre Oruç
Keyword(s):  
Personality Traits ◽  
Quantitative Research ◽  
Workplace Spirituality ◽  
Content Type ◽  
Negative Behaviors ◽  
Theoretical Contribution ◽  
Research Designs ◽  
Efficiency And Effectiveness ◽  
The Relationship ◽  
Positive Effect

Purpose The purpose of this study is to determine the relationship between five-factor personality traits and workplace spirituality. Design/methodology/approach The research design of the study is prediction design, one of the quantitative research designs. The participants included 408 people working in a public university in Turkey as an academic or administrative staff. Five-factor personality traits and workplace spirituality scales were used to collect data. Findings Extraversion and conscientiousness have a positive effect on workplace spirituality. Openness, agreeableness and neuroticism have no significant effect on workplace spirituality. Research limitations/implications This study is limited to the relationship between “five-factor personality traits” and “workplace spirituality”. As the participants of the study were chosen among those who voluntarily agreed to participate in the study, the generalizability of the results is limited. The results are limited to explaining the questions such as “what”, “how much” and “who”. Practical implications The conclusions of the study are important in terms of showing the managers that everyone cannot be motivated and satisfied by the same motivators and therefore her or his perception of workplace spirituality will not be the same. Managers can improve organizational efficiency and effectiveness by raising employees’ workplace spirituality. It shows that employees attach importance to workplace spirituality, especially since Turkish culture has a conservative structure. In this way, motivation and job satisfaction of employees will increase and negative behaviors in the organization will decrease. Originality/value It can be argued that this study makes a significant theoretical contribution to research on the effect of workplace spirituality on the employee.

scholarly journals Kompensasi Memoderasi Pengaruh Partisipasi Penganggaran Pada Budgetary Slack

2019 ◽  
pp. 2460
Author(s):  
I Putu Widhi Nugraha Putra Suherman ◽  
Luh Gede Krisna Dewi
Keyword(s):  
Organizational Performance ◽  
Sampling Method ◽  
Good Governance ◽  
Survey Method ◽  
Budgetary Slack ◽  
Analysis Technique ◽  
Budgetary Participation ◽  
The Relationship ◽  
Positive Effect

This study aims to determine the effect of budgeting participation on budgetary slack in the Regional Organization of Badung Regency with moderated variable compensation. The population in this study were authorized officials in budgeting, namely 38 Badung District OPD. Determination of samples in this study using purposive sampling method. Total number of respondents was 143 respondents. The data collection method used is the survey method. The data analysis technique used is moderation regression analysis. The results of this study indicate that budgetary participation has a positive effect on budgetary slack, and compensation can weaken the relationship between budgetary participation and budgetary slack. The results of this study are expected to be able to provide a view for the parties involved in budgeting in the Badung District OPD so that decision making and policy determination in the future can minimize budgetary slack, improve organizational performance, and create good governance. Keywords: Budgeting participation, compensation, budgetary slack

Impact of Knowledge Capabilities on Organisational Performance in the Private Sector in Oman

2021 ◽  
Vol 17 (1) ◽  
pp. 15-32
Author(s):  
Samir Marwan Hammami ◽  
Faisal Ahmed ◽  
Jestin Johny ◽  
Mohammed Ali Bait Ali Sulaiman
Keyword(s):  
Knowledge Management ◽  
Organizational Performance ◽  
Organizational Knowledge ◽  
Business Environment ◽  
Organisational Performance ◽  
Business Goals ◽  
Analysis Technique ◽  
Collaborative Capabilities ◽  
Managerial Capabilities ◽  
Positive Effect

The authors examine various aspects of the organizational knowledge capabilities and assess their impact on the organizational performance of private firms in Oman. Ten hypotheses are developed, linking the dimensions of organizational knowledge capabilities (OKC) (technological, cultural, managerial, and collaborative) with the aspects of performance. The path analysis technique is used to test the hypotheses; only four hypotheses depicted the effect of OKC on performance. They find that managerial capabilities play a significant role but have an indirect positive effect on enhancing performance. They have a higher impact only when they are inter-linked with collaborative capabilities, which have a direct and significant effect on performance. This paper deciphers the various knowledge capabilities and establishes inter-linkages among them in the firm context. The results enable the development of a productive knowledge management ecosystem in the business environment and spotlight on the wise investment of IT in achieving business goals.

scholarly journals Knowledge management, innovativeness, and organizational performance: Evidence from Serbia

2013 ◽  
Vol 58 (199) ◽  
pp. 85-107 ◽  
Author(s):  
Marko Slavkovic ◽  
Verica Babic
Keyword(s):  
Knowledge Management ◽  
Organizational Performance ◽  
Organizational Innovation ◽  
Innovation Process ◽  
Process Innovation ◽  
Mediating Effects ◽  
The Subject ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

The importance of knowledge management and its contribution to organizational performance and innovativeness has been the subject of many studies and is increasingly gaining recognition worldwide. Our study analyses the impact of knowledge management on perceived organizational performance and innovativeness in the context of the Serbian economy. The results of the empirical research on leading Serbian firms demonstrates the direct and positive effect of knowledge management. The regression results show that knowledge management generally has a positive effect on organizational performance. Also, the results show that knowledge management is positively related to the different dimensions of organizational innovation (process innovation and administrative innovation). The mediating effects of process innovation and administrative innovation on the relationship between knowledge management and organizational performance are only partially supported.

Recruitment of local human resources and its effect on foreign subsidiaries in Japan

2019 ◽  
Vol 42 (8) ◽  
pp. 1014-1032 ◽  
Author(s):  
Manami Suzuki ◽  
Naoki Ando ◽  
Hidehiko Nishikawa
Keyword(s):  
Knowledge Transfer ◽  
Knowledge Sharing ◽  
Intercultural Competence ◽  
Professional Training ◽  
Organizational Knowledge ◽  
Ordinary Least Squares ◽  
Foreign Subsidiaries ◽  
Content Type ◽  
The Relationship ◽  
Positive Effect

Purpose This paper aims to investigate three different orientations of recruitment (profession-sensitive, language-sensitive and interculture-sensitive recruitment) and their effect on the foreign subsidiaries of multinational corporations (MNCs). Design/methodology/approach This study examines the relationship among three different orientations of recruitment and knowledge transfer from parent firms to foreign subsidiaries. Data are collected from local managers in MNCs’ subsidiaries operating in Japan using a questionnaire. The hypotheses are tested by using ordinary least squares resression (OLS). Findings The results of this study indicate that each of the three orientations of recruitment positively influences the knowledge transfer of MNCs. In particular, the positive effect of profession-sensitive recruitment is enhanced when foreign subsidiaries are established through acquisition. The positive effect of interculture-sensitive recruitment on knowledge transfer is also strengthened by offering professional training. Research limitations/implications This study is subject to several limitations. The sample size is small, and the data were collected from a single country. In addition, the respondents’ positions in an organizational hierarchy have not been taken into account. Despite these limitations, this study can be considered the first step toward future research on the relationship between different orientations of recruitment and intra-organizational knowledge transfer. Practical implications The results of this study indicate that not only profession-sensitive recruitment but also language-sensitive and interculture-sensitive recruitment are important for intra-organizational knowledge sharing. This study suggests that local employees with intercultural competence have the potential to improve subsidiary performance through knowledge sharing with parent firms if they are provided with professional training. Originality/value This study has empirically examined the complex mechanism of the three important factors (professional, language and intercultural competence) in recruitment and their influence on knowledge transfer. In particular, this study emphasizes language-sensitive recruitment and interculture-sensitive recruitment, which have received less attention than profession-sensitive recruitment in international business research. Moreover, this study focuses on the relationship between recruitment and knowledge sharing in a cross-border setting, which few studies in the human resource management area have examined.

Charisma as an attribute of transformational leaders: what about credibility?

2018 ◽  
Vol 37 (6) ◽  
pp. 512-524 ◽  
Author(s):  
Ralph Williams Jr ◽  
Deana M. Raffo ◽  
Leigh Anne Clark
Keyword(s):  
Transformational Leadership ◽  
Leadership Development ◽  
Organizational Performance ◽  
Transformational Leaders ◽  
Content Type ◽  
Credibility Scale ◽  
Leadership Research ◽  
The Relationship ◽  
Positive Effect

Purpose The purpose of this paper is to propose a conceptual model describing potential relationships among transformational leadership, charisma, credibility and organizational performance. Design/methodology/approach This paper is conceptual, based on a review of current transformational leadership, charisma and credibility literature. Findings The authors present a model where credibility is an antecedent of transformational leadership; transformational leadership has a positive effect on organizational performance; and charisma positively moderates the relationship between transformational leadership and organizational performance. Research limitations/implications A model to integrate credibility into transformational leadership research is proposed. Practical implications This paper considers credibility as an important attribute of transformational leadership, and thus credibility may have significant implications for practitioners in leadership development strategies. Originality/value Currently, there is a lack of research on the role of credibility in leadership. The authors discuss the importance of measuring leader credibility and generating a credibility scale.

Exploring the relationships among tacit knowledge sharing, mentoring and employees’ abilities

2019 ◽  
Vol 50 (1) ◽  
pp. 34-56
Author(s):  
Mohammad Orsan Al-Zoubi ◽  
Ala’aldin Alrowwad ◽  
Ra’ed Masa’deh
Keyword(s):  
Knowledge Sharing ◽  
Organizational Performance ◽  
Tacit Knowledge ◽  
Work Environments ◽  
Content Type ◽  
Mediating Role ◽  
Tacit Knowledge Sharing ◽  
The Relationship ◽  
Positive Effect

Purpose This study aims to assess the relationships among tacit knowledge sharing, mentoring and employees’ abilities in the areas of solving the work problems, adaptation to environments and creation of new innovative ideas. Design/methodology/approach This study applied quantitative research methods to examine the causal relationships among the key study variables. A questionnaire-based survey developed to evaluate the research model by drawing a convenience sample includes 123 employees working in the selected company headquarters in Jordan. Surveyed data were examined following the structural equation modeling procedures. Findings Results revealed that tacit knowledge sharing had a positive effect on employees’ abilities in the areas of adaptation to the work environments and creation of innovative ideas, while there was no an affirmative effect on employees’ abilities in the area of solving the work problems. In addition, the study showed that mentoring had a positive effect on employees’ abilities in terms of solving work problems, adaptation to work environments and creation of new innovative ideas. Furthermore, mentoring had mediated the relationship between tacit knowledge sharing and employees’ abilities. Research limitations/implications The findings of this study lay a basis for future studies pertain to the effect of tacit knowledge sharing and mentoring on the employees’ abilities as preconditions for improving organizational performance. These findings would be supported by future research studies, the examining of larger samples of pharmaceutical companies to give deeper meanings and more understandings of the relationship, among key study variables. The authors argue that it is useful to expand the current research by conducting future studies, examining the mediating role of other social learning methods such as storytelling and community of practices on relationship between tacit knowledge sharing and employees abilities. Practical implications The current research model will assist knowledge managers and practitioners to take serious decisions pertaining employees’ involvement in the process of tacit knowledge sharing and mentoring as preconditions for superior organizational. As well as, it can be a step forward for conducting further research studies on relationships among tacit knowledge sharing, mentoring and employees abilities. Social implications This suggested model may act as a catalyst for continuous improvements to the Jordan pharmaceutical industry in terms of producing high-quality medicines that improve health of humans and the society at large. Originality/value Although academic studies on knowledge management showed a positive relationship between tacit knowledge sharing and organizational performance, few studies examined the relationships between tacit knowledge sharing and employees’ abilities as preconditions for superior organizational performance. Furthermore, they ignored to examine the effect of the crucial mediating role of mentoring on the relationship between the two constructs. Therefore, this research tries to fill these gaps appropriately.

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