EXPLORING THE MISSING LINKS OF WORKPLACE SPIRITUALITY AND KNOWLEDGE MANAGEMENT: A CONCEPTUAL FRAMEWORK

Contemporary workplace has become permanent resort for complex scenarios and challenges. The global pandemic 2019 reminded all about the insufficiency of current operational capacities and KSAs (Knowledge, Skill, and Attitude) at both institutional and individual levels. Technological superiority and Branding are no more buzz words for the business and economic progress. The mindset of Individual employee and organization, and their approach towards the notion of meaningful work, optimal utilization of knowledge and resilience are among the priority now. There is a constant demand for the alignment of individual’s morale with the values of organization. Employee loyalty, satisfaction, wellbeing and commitment are must for smooth working of organizations post pandemic. It is observed that workplace spirituality can be the key driver in employee to act upon their individual capacity in order to accelerate organizational effectiveness and to reinforce tools and techniques of knowledge management. The essentials of knowledge management involve the enthusiasm of employees to challenge, negotiate, adapt and nurture to learn from all the possible resources. The current study is all set to explore the dimensions of spirituality that drives individual to learn and manage knowledge in such a way that fabricate a ‘culture of creating meaningful experiences’ at workplace. This paper composes the Meta analytical review of all workplace spirituality models and knowledge management practices in the context of academic institutions. Based the on the review, this study attempts to formulate the adequate research propositions that can act of guideline to explore the connection between spirituality and knowledge management. The paper documents both theoretical and practical implications of possible association between spirituality and knowledge of individuals at workplace during task performance. The paper will try to offer suggestions, for organizations to incorporate ‘effective knowledge management mechanism through spirituality’ in the light of making them, the better learning places. KEYWORDS: Workplace Spirituality, Knowledge Management, Resilience, Organizational Learning Culture, Morale.

Pengaruh Organizational Learning Culture Terhadap Employee Performance Dengan Job Satisfaction Sebagai Mediasi

This study aims to determine the role of job satisfaction in mediating the relationship between organizational learning culture and employee performance. The subjects studied were the employees at PT XYZ which is an import agent company as well as a complete supplier of factory doors and warehouse needs in Indonesia. The number of samples taken in this study were 85 employees and 15 supervisors who were obtained by distributing questionnaires through google form with Non-probability sampling technique. The collected data is processed using SmartPLS. The results of data processing indicate that organizational learning culture has a positive effect on job satisfaction, job satisfaction has a positive effect on employee performance. However, the function of job satisfaction as a mediating variable in this study was not achieved because the correlation value with mediation is smaller than the value of organizational learning culture which can directly have a positive effect on employee performance. So the employee performance in this study is a partial mediation. Penelitian ini bertujuan untuk mengetahui Peranan Kepuasan Kerja sebagai Mediasi Hubungan antara Budaya Belajar Organisasi dan Kinerja Karyawan. Subjek yang diteliti adalah karyawan pada PT XYZ yang merupakan perusahaan agen import serta penyedia pintu pabrik dan kebutuhan gudang secara lengkap di Indonesia. Jumlah sampel yang diambil pada penelitian ini adalah karyawan dengan jumlah 85 orang dan supervisor 15 orang yang diperoleh dengan menyebar kuesioner melalui google form dengan teknik pengambilan sampel jenuh/sensus. Data yang telah dikumpulkan diolah menggunakan SmartPLS. Hasil dari pengolahan data menunjukkan bahwa budaya belajar organisasi berpengaruh positif terhadap kepuasan kerja, kepuasan kerja berpengaruh positif terhadap kinerja karyawan. Namun, fungsi kepuasan kerja sebagai variabel mediasi pada penelitian ini tidak tercapai karena nilai kolerasi dengan adanya mediasi lebih kecil daripada nilai budaya belajar organisasi yang secara langsung dapat berpengaruh positif terhadap kinerja karyawan. Maka kinerja karyawan disini merupakan mediasi parsial.

Employee’s Performance as a Consequence of Effective Communication and Working Environment: The Moderating Role of Organizational Learning Culture

Purpose: FMCG (Fast Moving Consumer Goods) sector has a significant role in the economic development of Pakistan. According to Pakistan Bureau of Statistics, the retail sector contributes 18.6% to the GDP of Pakistan. This sector can use effective communication with a learning work environment as a tool to increase their productivity and at the same time can build customer relations. This is because communication is an essential element used to deal with customers and employees. Whereas, at the same time comfortable work environment is helpful to boost the performance of this sector. The present study aims to examine the influence of effective communication and working environment on employee’s performance with the moderating role of organizational learning culture in FMCG sector of South Punjab Region. Design/Methodology/Approach: For the said purpose structured questionnaires were developed by using online google forms for collecting data. The sample population was selected from the FMCG sector of Pakistan. Then the collected data was analyzed by using regression analysis and Pearson Correlation via SPSS whilst Structural Equation Modeling (SEM) via Smart PLS. Findings: The results indicates that effective communication and work environment has a significant influence on employee’s performance and organizational learning culture plays a moderating role between effective communication and work environment. Implications/Value: This research has used FMCG sector specifically to examine the impact of effective communication hence, further research can be done by using other sectors i.e., Education, Agriculture, IT etc. In addition to that this study is based on the impact of effective communication and working environment on the employee’s performance through the moderating role of organizational culture further research can be made on the ways or methods improve working conditions of this sector.

The Mediated Moderating Role of Organizational Learning Culture in the Relationships among Authentic Leadership, Leader-Member Exchange, and Employees’ InnovativeBehavior

Previous studies have shown that enhancing employees’ innovative behavior can facilitate organizations’ sustainable competitiveness. This study investigated the relationship between authentic leadership and employees’ innovative behavior in Korean manufacturing and service companies. Moreover, the study examined the complex processes and conditions underlying this relationship. The results indicated that authentic leadership was significantly related to employees’ innovative behavior and that leader–member exchange mediated the relationship between authentic leadership and employees’ innovative behavior. Additionally, organizational learning culture moderated the relationship between leader–member exchange and employees’ innovative behavior. Finally, organizational learning culture moderated the mediating effect of authentic leadership on innovative behavior via leader–member exchange. We discuss the theoretical and practical implications of these findings as well as the study’s limitations for future research directions.

Applied mathematical analysis of organizational learning culture and new media technology acceptance based on regression statistical software and a moderated mediator model

In the hypercompetitive environment of the digital age, new media technologies are regarded as useful methods for improving organizational effectiveness and innovation. Using hierarchical regression equation and statistical software SPSS 22.0, this paper aims to explore the relationship between organizational learning culture and new media technology acceptance (NMTA), as well as the roles of organizational loyalty and personal innovativeness in state-owned companies. A total of 20161 valid questionnaires were collected for the final analysis. Based on a moderated mediator model and the bootstrapping method, the research indicates that there is a positive relationship between perceived organizational learning culture and NMTA. In addition, the effect of perceived organizational learning culture on NMTA is partially mediated by organizational loyalty. And personal innovativeness moderates the direct effect of perceived organizational learning culture on NMTA and indirect effect via organizational loyalty. The study offers implications for managers to promote the widespread use of new media technology in companies. Besides, this study provides new insights into the mechanism of new media technology adoption in state-owned companies by combining the perceived organizational level factors and personal trait.

ORGANIZATIONAL LEARNING CULTURE AS MODERATOR ON THE RELATIONSHIP BETWEEN TRANSFORMATIONAL LEADERSHIP AND AFFECTIVE COMMITMENT

The aim of this study is to investigate the effect of organizational learning culture as moderator on the relationship between transformational leadership and affective commitment. Framework in this study use Social Exchange Theory to explain the moderation effect and we argue that the relationship between transformational leadership and affective commitment is strengthened by organizational learning culture. Data were collected by administering questionnaires to the respondents using both offline and online survey on employees from startup companies in Indonesia (N = 73). This study using self-report method and data were analyzed using Hayes’ PROCESS macro on SPSS software. Results showed that organizational learning culture moderated the relationship between transformational leadership and affective commitment, such that the relationship was increased when organizational learning culture was high than when organizational learning culture was low. Moreover, theoretical and practical implications are given to improvement of employees’ affective commitment.

EFQM enablers and business performance relationship: Examining mediating role of organizational learning culture in Pakistani textile sector

Purpose This paper aims to determine the influence of the European Foundation for Quality Management (EFQM) excellence enablers on the financial, market and non-financial performance of the textile companies in Pakistan. Moreover, the mediating role of organizational learning culture is also tested in EFQM enablers and performance relationships. Design/methodology/approach Using a multi-respondent strategy, the data was collected from 254 textile firms registered with All Pakistan Textile Mills Association (APTMA) using a highly structured questionnaire. The data were analyzed using structural equation modeling via AMOS v.22. Findings The results reveal that EFQM excellence enablers significantly influence financial, non-financial and market performance. Furthermore, organizational learning culture (OLC) significantly positively mediates the relationship between EFQM excellence enablers and business performance. Research limitations/implications This study enhances the literature of EFQM enablers and microfoundations of institutional theory in the textile industry of developing countries and proposes a way forward to the effective utilization of such enablers for higher performance. Originality/value This research is the first of its kind that empirically tests the microfoundations of institutional theory concerning EFQM, OLC and performance in the textile industry of Pakistan.

The Cultural Differences in the Perception and Application of Crisis Management in Tourism

During the COVID 2019 outbreak countries in the world reacted to the epidemic situation differently. These discrepancies were based on the cultural differences and the reactions of public sector to deal organizationally and financially with these negative externalities, which can damage also tourism businesses. In this book chapter has been explained the differences in the reactions of Eastern cultures and Western cultures and their hierarchical approach to the decision-making process. The methodological approach to this book chapter and its content is based on the use of concepts rooted in the studies of applied models of crisis management and the application of several case studies from Europe, Asia and North America, where has been discussed the preparedness of public sector to bear a risk and to act effectively during COVID-19 outbreak. A discussion comprises cultural differences and their impact on health situation and the role of media as well as the organizational learning culture.