Wu Wei: A Contribution to the Water-like Leadership Style

2021 ◽  
Vol 18 (4) ◽  
pp. 312-331
Author(s):  
Laurent Auzoult
Keyword(s):  
Organizational Culture ◽  
Leadership Style ◽  
Specific Form ◽  
Point Of View ◽  
Measurement Scale ◽  
Self Evaluation ◽  
Wu Wei ◽  
Study Results ◽  
And Performance ◽  
The Impact

Some recent studies have focused on specific form of leadership, entitled water-like leadership (WLL), which is based on the Daoist doctrine. Specifically, this research presents a strategic non-agency (SNA) measurement scale which refers to the Daoist principle of Wu Wei. In a first study, results reveal that SNA was associated with self-consciousness, situationism, action / inaction attitude, WLL and Daoist thinking style (DTS) from the point of view of self-evaluation. In the second study, results reveal that SNA was linked to certain forms of organizational culture as well as to WLL and DTS from the point of view of hetero-evaluation. In a third study, results reveal that SNA was associated with positive states of health and performance at work. Overall, these studies establish the validity of this new measure of SNA and invite to explore the impact of SNA in the workplace and in other spheres of life.

scholarly journals The Effect of Organizational Culture and Leadership Style on Employees at Radio Televisao de Timor Leste. Empresa Publico (RTTL.EP), Timor-Leste

2021 ◽  
Vol 3 (1) ◽  
pp. 19-32
Author(s):  
Januario Soares ◽  
Dian Indiyati ◽  
Astri Ghina
Keyword(s):  
Organizational Culture ◽  
Leadership Style ◽  
Quantitative Methods ◽  
Employee Performance ◽  
Secondary Data ◽  
Timor Leste ◽  
And Performance ◽  
Transformational Leadership Style ◽  
The Impact ◽  
A Company

  Organizational culture and leadership are part of human resources which are one of the capital and have a very important role for the success of a company or organization because good human resource management is the key to the successful achievement of the company's goals. The success of an organization in achieving its goals in addition to requiring a good organizational culture, also depends on the implementation of the leadership style. A strong leadership style in the organization is used to direct all available resources in achieving goals and optimizing success in a company. This study aims to determine to test and analyze the influence of Organizational Culture and Transformational Leadership Style on Employee Performance at RTTL.EP. The aspects studied are the employee's work culture, the leadership style of a leader, and the impact of the process of the two variables which will result in employee job performance. The phenomenon in this research is explored with quantitative methods. Data collection techniques are by distributing research questionnaires, interviews, and collecting secondary data. The sample taken was 180 samples of RTTL.EP employees.  The results of this study are expected to be used as a work evaluation to improve organizational culture, leadership, and performance, this research can be used as a direction in improving employee performance at RTTL.EP so that it is always in line with the Vision and Mission of RTTL.EP, which is to provide quality programs to the audience.

scholarly journals Comprehensive Thermodynamic Analysis of the Humphrey Cycle for Gas Turbines with Pressure Gain Combustion

Energies ◽  
2018 ◽  
Vol 11 (12) ◽  
pp. 3521 ◽  
Author(s):  
Panagiotis Stathopoulos
Keyword(s):  
Gas Turbine ◽  
Gas Turbines ◽  
Combustion Process ◽  
Ideal Gas ◽  
Point Of View ◽  
Pressure Gain Combustion ◽  
Combustion Technology ◽  
Secondary Air ◽  
And Performance ◽  
The Impact

Conventional gas turbines are approaching their efficiency limits and performance gains are becoming increasingly difficult to achieve. Pressure Gain Combustion (PGC) has emerged as a very promising technology in this respect, due to the higher thermal efficiency of the respective ideal gas turbine thermodynamic cycles. Up to date, only very simplified models of open cycle gas turbines with pressure gain combustion have been considered. However, the integration of a fundamentally different combustion technology will be inherently connected with additional losses. Entropy generation in the combustion process, combustor inlet pressure loss (a central issue for pressure gain combustors), and the impact of PGC on the secondary air system (especially blade cooling) are all very important parameters that have been neglected. The current work uses the Humphrey cycle in an attempt to address all these issues in order to provide gas turbine component designers with benchmark efficiency values for individual components of gas turbines with PGC. The analysis concludes with some recommendations for the best strategy to integrate turbine expanders with PGC combustors. This is done from a purely thermodynamic point of view, again with the goal to deliver design benchmark values for a more realistic interpretation of the cycle.

scholarly journals The Impact of Organizational Culture and Performance Work System on Employees’ Performance

2018 ◽  
Vol 11 (6) ◽  
pp. 199 ◽  
Author(s):  
Amirreza Salehipour ◽  
Abdollah Ah mand
Keyword(s):  
Organizational Culture ◽  
High Performance ◽  
Ministry Of Education ◽  
Work System ◽  
Strong Relation ◽  
High Performance Work System ◽  
Research Questions ◽  
And Performance ◽  
The Impact ◽  
The Given

Necessity of improving employees’ performance in ministry of education in Iran was the reason of conducting this research. Authors are focused on the impact of High Performance Work System (HPWS) and the culture of organization on employees’ performance in Iran ministry of education. By conducting specified study based on distributed survey questionnaire to 162 members of ministry of education in Iran, this study aims to provide answer to the given research questions of study. The outcome of hypotheses testing illustrate HPWS significantly effects ministry members’ performance and shows strong relation between variables. Likewise, organizational culture demonstrates significant affirmative impact on Iran ministry of education members and employees’ performance. Findings of current research indicate that the ministry of education in Iran requires immediate action toward improving performance of members to obtain desired outcome. Accordingly, to the result of present study, current research attempts to provide practical concepts and illustrate limitations, suggestions for improvement of ministry and future study in this field.

scholarly journals The Degree of Effectiveness of The Management of Women in Administrative Empowerment and Its Obstacles at The Branches of Hail University from The Point of View of Faculty Members: درجة فاعلية الإدارة النسائية في التمكين الإداري ومعوقاتها لدى فروع جامعة حائل من وجهة نظر عضوات هيئة التدريس

2020 ◽  
Vol 4 (3) ◽  
Author(s):  
Maysaa hasan muflih BaniHani
Keyword(s):  
Point Of View ◽  
Faculty Members ◽  
Work Team ◽  
First Semester ◽  
Delegation Of Authority ◽  
The Social ◽  
Study Results ◽  
General Average ◽  
High Degree ◽  
The Impact

The purpose of this study was to investigate effectiveness of female administration in the Administrative Empowerment at Hail University branches and its impediments, from the point of view of the faculty members. The researcher used the descriptive analytical approach. The questionnaire was the tool of study and the study sample consisted of (53) of female faculty members at Hail University branches during the first semester 2018- 2019. The results of this study found that the overall degree of administrative empowerment was obtained at a general average (3.93) i.e. high degree and at the dimensional level. Indeed, the work team term was in the first rank with an average of 4.09, and then it comes the delegation of authority with an average of (3.89). The communication term comes at the third level with an average of (3.88) and in the last rank, it comes the motivation of the staff with an average of (3.86) and all of them with a rating of (high). As regard the obstacles in the women administration, the administrative impediments obtained the first rank with an average of (3.87) followed by the personal constraints with an average of (3.76), and then the political impediments with an average of (3.47), and finally the social obstacles with an average of (2.61). For instance, the study showed that there were no significant differences due to the impact of experience years and the impact of scientific qualification. There were some recommendations according to the study results, which were to increase the effectiveness of faculty members and remove obstacles facing them.

scholarly journals Testing the Mediating Role of Career Development in Affecting Intellectual Capital and Organizational Culture on Employee Performance: Evidence of Local Banks in Yogyakarta, Indonesia

2021 ◽  
Vol 23 (1) ◽  
pp. 16-32
Author(s):  
Titi Laras ◽  
Rutha Mathilde Santana ◽  
Bambang Jatmiko ◽  
Tiyas Puji Utami
Keyword(s):  
Organizational Culture ◽  
Career Development ◽  
Intellectual Capital ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Study Results ◽  
And Performance ◽  
Branch Office

Research aims: This study aims to examine the role of career development in mediating the relationship between intellectual capital and organizational culture on employee performance.Design/Methodology/Approach: This study used a proportional stratified random sampling method with 126 permanent employees of local banks in Yogyakarta, Indonesia, as research respondents. The respondents included Head Office, Main Branch Office, and Senopati Branch Office. The data were collected by distributing a questionnaire, and the secondary data were in the form of data or documents that supported and strengthened the primary information from books, magazines, journals, and other documents. Then, the analytical tool utilized in this study was SEM (Structural Equation Modeling) to test the research hypotheses.Research findings: The results showed that intellectual capital and organizational culture had a positive and significant effect on career development and performance, but career development had no positive and significant effect on performance. Meanwhile, career development could not mediate the effect of intellectual capital and organizational culture on performance.Theoretical contribution/Originality: The study results contribute to the literature (body of knowledge), especially as additional discussion toward theory and literature related to intellectual capital, organizational culture, career development, and performance in local banks, which is still very limited.

scholarly journals The Impact of Coal and Biomass Co-Firing on the Economy of Power Plant Carbon Capture

2020 ◽  
Vol 12 (2) ◽  
pp. 67-77
Author(s):  
Quan Zhuang ◽  
Philip Geddis ◽  
Bruce Clements
Keyword(s):  
Economic Evaluation ◽  
Power Plant ◽  
Incremental Cost ◽  
Co2 Capture ◽  
Electricity Generation ◽  
Carbon Capture ◽  
Lower Cost ◽  
Study Results ◽  
And Performance ◽  
The Impact

A detailed economic evaluation was carried out to determine the impact of biomass and coal co-firing on power plant carbon capture by methods of plants equipment designing factors and performance, and the sum up of the associated breakdowns of CAPEX and OPEX. Based on the assumptions of the CO2 neutrality of biomass and likely governmental incentives to reduce CO2 emissions, the study results show that biomass and coal co-firing would result in both lower cost of carbon avoided (carbon capture) and lower incremental cost of electricity generation when MEA solvent carbon capture is applied. Two scenarios for co-firing with carbon capture, 30% biomass blending and 90% or 60% CO2 capture from stack, indicate different preference depending on lower or higher incentives.

scholarly journals An empirical investigation of workplace factors affecting lean performance

2018 ◽  
Vol 67 (2) ◽  
pp. 278-296 ◽  
Author(s):  
Ilias Vlachos ◽  
Evangelia Siachou
Keyword(s):  
Organizational Culture ◽  
Knowledge Acquisition ◽  
Continuous Improvement ◽  
Negative Impact ◽  
Hierarchical Regression ◽  
Content Type ◽  
Factors Affecting ◽  
Study Results ◽  
Workplace Factors ◽  
The Impact

Purpose The purpose of this paper is to identify workplace factors with an impact on lean performance (LP). This can lead to better LP outcomes, thus facilitating organizations to smoothly move from the conventional to lean management. Design/methodology/approach The direct effects of training, knowledge acquisition and organizational culture are empirically investigated using data from 126 managers employed at a global company, which recently has improved its LP. Study’s hypotheses were analyzed with hierarchical regression models. Findings The findings suggest that not all of the aforementioned workplace factors holistically affect LP. Only organizational culture is associated to the four LP variables (i.e. continuous improvement, waste, ergonomy and product quality). Training and knowledge acquisition offer partially effects on LP with training to contribute mostly to predicting continuous improvements. Knowledge acquisition alone, has significant yet negative impact on both continuous improvement and ergonomy. Even more, when training is combined with knowledge acquisition the results are different. Originality/value As this study highlights the impact of workplace practices on LP, attributes mainly importance to the distinct effects that each of the aforementioned factors has on the four distinct LP variables. Although the study results reflect a particular case, its recommendations could facilitate practitioners to achieve better lean outcomes.

The role of perceived social media agility in customer engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
David Gligor ◽  
Sıddık Bozkurt
Keyword(s):  
Social Media ◽  
Online Survey ◽  
Positive Impact ◽  
Customer Engagement ◽  
Measurement Scale ◽  
Content Type ◽  
Study Results ◽  
Seeking Behavior ◽  
The Impact

Purpose The concept of agility has been applied to several domains to help firms develop the capability to quickly adjust their operations to cope and thrive in environments characterized by frequent changes. Despite the soaring number of social media users and the benefits associated with agility in other domains, the application of agility in a social media context has yet to be explored. Further, little is known about how agility in a social media context impacts desirable customer-related attributes, such as customer engagement and customer-based brand equity (CBBE). This paper aims to address this gap by adapting the construct to social media (i.e. perceived social media agility) and exploring its impact on customer engagement and CBBE. Design/methodology/approach This paper conducted an online survey with 200 adult subjects. This paper used multivariate regression analyzes to empirically test a scale for perceived social media agility and explore its impact on CBBE and customer engagement, along with the moderating role of customer change-seeking behavior. Findings The study results show that perceived social media agility directly and indirectly (through customer engagement) positively influences CBBE. Also, results show that the positive impact of perceived social media agility on CBBE is further magnified for customers high on change-seeking. However, customer change-seeking does not affect the strength or direction of the impact of perceived social media agility on customer engagement. Originality/value This paper contributes to social media literature by adapting and testing a measurement scale for the construct of perceived social media agility and exploring its role in enhancing customer engagement and CBBE.

The Role of Performance Management Practices on Organizational Performance

2014 ◽  
pp. 62-85 ◽  
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Performance Management ◽  
Leadership Style ◽  
Management Practices ◽  
Business Goals ◽  
Culture Performance ◽  
And Performance ◽  
Positive Effect

This chapter introduces the framework and causal model of leadership style, organizational culture, performance management practices, and organizational performance. It argues that dimensions of leadership style, organizational culture, and performance management practices have mediated positive effect on organizational performance. Performance management practices positively mediate the relationships between leadership style and organizational performance and between organizational culture and organizational performance. Leadership style is positively correlated with organizational culture. Understanding the theoretical learning is positively beneficial for organizations aiming to increase organizational performance and achieve business goals.

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