scholarly journals Abusive Supervision and its influence on Employee Silence and Organizational Productivity: Evidence from Pakistan

2021 ◽  
Vol 3 (2) ◽  
pp. 355-384
Author(s):  
Kamran Phulpoto ◽  
Nazar Hussain Phulpoto ◽  
Manzoor Ali Brohi ◽  
Saifullah Memon
Keyword(s):  
Organizational Performance ◽  
Abusive Supervision ◽  
Leadership Team ◽  
Decision Makers ◽  
Organizational Productivity ◽  
Public And Private ◽  
Fair Treatment ◽  
Private Organizations ◽  
Supervisor Relationships ◽  
Employee Silence

It is the need of every organization to maximize its profits by working with efficient and effective organizational tools and to make the best use of organizational resources. For a business to gain profit it is essential for managers and decision-makers to keep the pace of generating profits always at a certain mark. This study aims to identify potential managerial problems for businesses operating in Pakistan, specifically related to employee-supervisor relationships. The study is a novel attempt in this field as it intends to uncover the employee silence aspects in the event of abusive supervision and finds its impact on overall organizational performance. The research was carried out with a sample of 110 responses collected from public and private organizations in Pakistan. This research has identified that with the increase in abusive leadership, there will be a decrease in organizational productivity and employees’ silence will also significantly increase. Meanwhile, employee silence has a comparatively larger effect i.e., 12% on the productivity of an organization, than the direct effect of abusive supervision on productivity. The study findings accentuate that the organizational leadership team should work on maintaining fair treatment of every employee and decrease the extent of abusive supervising behaviour at work in order to maximize profits and let employees use their potential creativity to give the best output that organizations really expect them to provide.

scholarly journals How Leadership Behaviors Affect Organizational Performance in Pakistan

2012 ◽  
Vol 4 (6) ◽  
pp. 354-363 ◽  
Author(s):  
Muhammad Akram ◽  
Liaqat Ali . ◽  
Muhammad Muazzam Mughal .
Keyword(s):  
Organizational Performance ◽  
Leadership Behaviors ◽  
Positive Impact ◽  
Leadership Behavior ◽  
Pooled Analysis ◽  
Public And Private ◽  
Private Organizations ◽  
Support For Innovation ◽  
Private And Public ◽  
Organizational Performances

The purposes of this study are to analyze which leadership behavior is most closely related with organizational performances based on both leader’s and employee’s perceived; and to what extent leadership behaviors have impact on organizational performances in public and private organizations. Two questionnaires were developed to capture leaders’ behaviors and employees’ responses. Sample comprises of five hundred managers and five hundred employees of different private and public sector organizations of Pakistan. Correlation analysis and regression analysis are used to analyze relationship and effects of leadership behaviors with and on organizational performances. Results indicate that: firstly, all leadership behaviors are positively interrelated with leader is perceived and employee has perceived organizational performances. Secondly, only monitoring leadership behavior has significant positive impact on leader’s and employee’s perceived organizational performance based on individual analysis; whereas, innovative role modeling, support for innovation, recognition and monitoring leadership behaviors have significant positive impact on leader’s perceived and employee’s perceived organizational performances based on pooled analysis.

Strategic drivers to promote employee suggestion schemes in GCC organizations

2020 ◽  
Vol 8 (3) ◽  
pp. 273-294 ◽  
Author(s):  
Fauzia Jabeen ◽  
Khalid Mehmood ◽  
Mehrajunnisa Mehrajunnisa
Keyword(s):  
Organizational Performance ◽  
Employee Participation ◽  
Small Sample ◽  
Theory And Practice ◽  
Organizational Level ◽  
Public And Private ◽  
Content Type ◽  
Private Organizations ◽  
Gcc Countries ◽  
Middle East Countries

PurposeThis study applies a decision support tool to prioritize the various drivers that influence employee suggestion schemes (ESSs) in both public and private organizations based in the Gulf Cooperation Council (GCC) countries for better organizational performance.Design/methodology/approachUsing theories of organizational creativity, an analytic hierarchy process (AHP) model was developed with 5 criteria and 24 sub-criteria. Data were collected from executives (n = 48) from both public and private organizations in the GCC. Later, the data were interpreted with a priority vector assigned to each criterion and sub-criterion.FindingsThe results indicate that leaders/management support, individual traits and organization culture are the key drivers that influence employees' involvement in an ESS.Research limitations/implicationsThe study is limited to a small sample size, and data were collected only in three GCC countries. The study provides insights into ESS in the context of developing countries and is a relevant contribution to both theory and practice. The results will be of interest to businesses and academics for improving understanding on the various enablers of successful employee participation programme implementation and subsequent increase in organizational performance in the GCC.Originality/valueThe novelty of this study is that it resolves the lack of empirical research in the Middle East countries/GCC. The transition phase of knowledge-based economies highlights the significance of innovation and creativity through active employee participation to improve business results. The study attempts to prioritise both individual- and organizational-level drivers for promoting ESS by leveraging theories of creativity in alignment with the GCC National Innovation Agenda. This study can be generalized from the GCC context due to homogeneity in organizational governance and cultural aspects.

scholarly journals The End of Publicness?

2013 ◽  
Vol 3 (3) ◽  
pp. 44-61 ◽  
Author(s):  
Stuart Anderson
Keyword(s):  
Organizational Performance ◽  
Healthcare Sector ◽  
Current Evidence ◽  
Public Organization ◽  
Public And Private ◽  
Private Organizations ◽  
Private Organization ◽  
Is Management ◽  
Key Questions ◽  
What Matters

When Wallace Sayre declared that ‘public and private organizations are alike in all unimportant respects' a quest began to establish the truth or otherwise of this assertion. Researchers have been investigating the topic for over sixty years. They have focused on two key questions; what is meant by a public or private organization? And what constitute ‘important respects' and ‘unimportant respects' respectively? This paper reviews current evidence relating to the testing of Sayre's statement, focusing on the healthcare sector. It is concluded that research has failed to provide unequivocal evidence that particular aspects of publicness impact aspects of organizational performance in particular ways. Sayre got it wrong; public and private organizations are alike in all important respects. It is argued that it is time to call a halt to publicness studies; what matters is management and organization, and it is on these issues that public organization researchers should now concentrate.

scholarly journals A Multi-Tiered Framework for Insider Threat Prevention

Electronics ◽  
2021 ◽  
Vol 10 (9) ◽  
pp. 1005
Author(s):  
Rakan A. Alsowail ◽  
Taher Al-Shehari
Keyword(s):  
Real World ◽  
Relevant Literature ◽  
Security And Privacy ◽  
Insider Threat ◽  
Unified Framework ◽  
Insider Threats ◽  
Public And Private ◽  
Private Organizations ◽  
Confidential Data ◽  
Real Value

As technologies are rapidly evolving and becoming a crucial part of our lives, security and privacy issues have been increasing significantly. Public and private organizations have highly confidential data, such as bank accounts, military and business secrets, etc. Currently, the competition between organizations is significantly higher than before, which triggers sensitive organizations to spend an excessive volume of their budget to keep their assets secured from potential threats. Insider threats are more dangerous than external ones, as insiders have a legitimate access to their organization’s assets. Thus, previous approaches focused on some individual factors to address insider threat problems (e.g., technical profiling), but a broader integrative perspective is needed. In this paper, we propose a unified framework that incorporates various factors of the insider threat context (technical, psychological, behavioral and cognitive). The framework is based on a multi-tiered approach that encompasses pre, in and post-countermeasures to address insider threats in an all-encompassing perspective. It considers multiple factors that surround the lifespan of insiders’ employment, from the pre-joining of insiders to an organization until after they leave. The framework is utilized on real-world insider threat cases. It is also compared with previous work to highlight how our framework extends and complements the existing frameworks. The real value of our framework is that it brings together the various aspects of insider threat problems based on real-world cases and relevant literature. This can therefore act as a platform for general understanding of insider threat problems, and pave the way to model a holistic insider threat prevention system.

scholarly journals An Ecosystem Innovation Framework: Assessing Mobility as a Service in Budapest

2021 ◽  
Vol 13 (7) ◽  
pp. 3753
Author(s):  
Athena Roumboutsos ◽  
Ioanna Pagoni ◽  
Athena Tsirimpa ◽  
Amalia Polydoropoulou
Keyword(s):  
Urban Transport ◽  
Decision Makers ◽  
First Year ◽  
Negative Externalities ◽  
Modal Shift ◽  
Present Contribution ◽  
Public And Private ◽  
Document Collection ◽  
Smart Mobility ◽  
The City

Smart Mobility and the introduction of innovation in the complex and dynamic actor ecosystem of urban transport is faced with the need to manage change in order to secure sustainability and protect against negative externalities. The present contribution provides decision-makers with a tool to assess innovation strategies and monitor change over time. The proposed EcoSystem Innovation Framework (ESIF) is applied to a flagship innovation: Mobility as a Service (MaaS). The application concerns the City of Budapest, a location with highly-utilized resources and low car ownership, in contrast to other locations where MaaS is implemented. The ESIF is constructed through qualitative research (stakeholder workshops, interviews, document collection and analysis) for three (3) points in time: Summer 2018; Summer 2019 and end of 2020 (first year of the COVID-19 pandemic). The ESIF analysis was able to guide decision-makers and highlight potential future trends demonstrating the potential of the ESIF framework. For the City of Budapest, the ESIF highlighted the delicate balance in the promotion of MaaS, as the dichotomy between public and private on-demand mobility may trigger a negative modal shift. The COVID-19 pandemic has enhanced this potential. Despite public sector efforts, market opportunity has surfaced leading to contrasting interests in the ecosystem.

Supply chain practices and organizational performance

2017 ◽  
Vol 28 (1) ◽  
pp. 75-101 ◽  
Author(s):  
Shrikant Gorane ◽  
Ravi Kant
Keyword(s):  
Supply Chain ◽  
Customer Satisfaction ◽  
Financial Performance ◽  
Organizational Performance ◽  
Customer Value ◽  
Structural Equation ◽  
Decision Makers ◽  
Current Status ◽  
Content Type ◽  
Manufacturing Organizations

Purpose The purpose of this paper is to empirically test a framework which identifies the relationships between various supply chain practices (SCPs) and organizational performance (operational performance (OP), customer satisfaction, and financial performance) in the context of Indian manufacturing organizations. Design/methodology/approach From the literature, ten SCPs are selected which finally influences the organizational performance. In order to understand the interactions between SCPs and organizational performance, this paper grouped the ten SCPs into four constructs namely: information and communication technology, supply chain (SC) integration, operational responsiveness, and closed loop green practices. Three levels of firm performance are also examined, including OP, customer satisfaction, and financial performance. The paper-based and web-based survey yielded 292 responses from the Indian manufacturing organizations. The data collected were put through rigorous statistical analysis to test for the content, construct, and criterion-related validity, as well as reliability analyses. Further a structural equation model was developed to test the relationships between SCPs and organizational performance. Findings The finding suggests that a successful SCPs implementation not only improves the OP, but also enhances customer satisfaction and financial performance. In addition, higher financial performance is also attributable to better customer value resulting from the achievement of better customer satisfaction. Research limitations/implications SCPs are complex constructs. While this study shows the effect of broadly accepted SCPs on organizational performance, not all possible practices are covered in this study. Again the study can be further extended to sector specific so that the results can be further refined. Practical implications This is one of the few studies which attempts to investigate whether there is any relationship exits between SCPs and organizational performance. The finding will help decision makers in the organization to know the importance of SCPs and how SCPs influence the organizational performance. Second, this study has developed and validated a multi-dimensional construct of SCPs, which can assist decision makers of Indian organizations to evaluate the competence of their current status of SCPs in the organization. Originality/value As per the knowledge of the authors, this is the first kind of study which empirically investigated the relationships between SCPs and organizational performance in the context of Indian manufacturing organizations.

scholarly journals The Importance of Resilience for Well-Being in Retirement

2015 ◽  
Vol 25 (61) ◽  
pp. 191-199 ◽  
Author(s):  
Cristiane Pimentel Nalin ◽  
Lucia Helena de Freitas Pinho França
Keyword(s):  
Factor Analysis ◽  
Elderly Population ◽  
Well Being ◽  
The Elderly ◽  
Hierarchical Regression ◽  
Education Programs ◽  
Public And Private ◽  
Private Organizations ◽  
Economic Satisfaction ◽  
The Mean

The increase in the elderly population has prompted research on retirement. This study investigated the importance of resilience, economic satisfaction, the length of retirement, and planning to well-being during retirement of 270 participants. The majority of this sample were men (64%), and the mean age was 65 years (SD = 5.7). The participants were retired members of 10 public and private organizations in Rio de Janeiro. Factor analysis and hierarchical regression were performed. The results showed that determined resilience (mastery, adaptability, confidence and perseverance) and socioeconomic satisfaction were the main predictors of well-being in retirement and explained 28% of this model. The findings suggest that well-being in retirement is closely related to socioeconomic satisfaction and determined resilience. Additional research should address the importance of resilience for the well-being of retirees who are or not members of retirement associations. Resilience attitudes should be promoted in Retirement Education Programs.

A phenomenological study of time concept and management and productivity in a sub–Saharan African context

2017 ◽  
Vol 17 (2) ◽  
pp. 197-214 ◽  
Author(s):  
James B Abugre
Keyword(s):  
Time Management ◽  
Phenomenological Study ◽  
Sub Saharan Africa ◽  
Public And Private ◽  
Phenomenological Psychology ◽  
Private Organizations ◽  
African Context ◽  
Flexible Resource ◽  
Sub Saharan ◽  
Study Participants

The purpose of this article was to investigate the concept of time and its management in relation to productivity. Consequently, this work employed phenomenological psychology to unearth the experiences of employees on the concept of time management and its impact on productivity using Ghana as a study. Participants involved both local and expatriate workers sharing their experiences on the subject matter in a conversational style. Results indicated that clock time is considered a flexible resource in both social and professional settings. Findings also revealed that time management drives productivity, and its orientation is consequential to the cultural behaviors of local employees in both public and private organizations based on the quality of their corporate cultures. Hence, rigid timelines can turn around public organizations in sub-Saharan Africa and the world as a whole.

Revitalizing Human Communities and Reclaiming Biological Communities

2017 ◽  
Author(s):  
William R. Burch ◽  
Gary E. Machlis ◽  
Jo Ellen Force
Keyword(s):  
United States ◽  
Natural Resources ◽  
Ecosystem Model ◽  
The United States ◽  
Decision Makers ◽  
Public And Private ◽  
Integrated Network ◽  
Biological Communities ◽  
Human Ecosystem ◽  
Problems And Solutions

This chapter demonstrates how the Human Ecosystem Model (HEM) offers a unity of understanding with shared concepts, a framework, and a model for resolving complex human ecosystem problems. With it, decision-makers from different organizations—public and private—may coordinate their work with that of local citizens. The emphasis is on the whole system, which combines issues such as trends in crime, housing, education, health, natural resources, and community stability into an integrated network. The chapter illustrates how the framework and model was applied in a major city in the United States: Baltimore, Maryland. The Baltimore story emphasizes that certain universal problems and solutions confront all human societies. The universality of problems and the search for integrated solutions required a framework like the HEM to identify, apply, and store learning.

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