Intellectual Capital and Innovation Performance: Systematic Literature Review

Over the years, several studies have been conducted to identify the impact of various intellectual capital components on the organizational performances. However, most of these works greatly replicated the applications and uses of different intellectual capital components (human, structural, relational, social) without addressing the shortcomings related to their empowerment toward the innovation perception of the organizations. Based on this fact, we comprehensively reviewed the existing literatures that strongly influenced the innovation performance of the financial sector. Standard inclusion and exclusion criteria were used for the critical and systematic evaluation of the past studies. It identified the main limitations of intellectual capital components efficiency in the financial sector that could considerably affect their desired innovation performances in the dynamic and competitive market scenarios. In addition, a correlation was established among the organizational growth of intellectual capital components and innovation performance, leading to positive implications on intellectual capital components development.

A Content Analysis on Publications Written on (E-Government and M-Government) from 2000 to 2021

The ICT (Internet Communication Technology), with the assistance of Web 2.0 tools, made a revolutionary impact on organizational performances, including the governmental ones. The Electronic Government or (E-Government) is a modern approach that contributes positively to the governmental organization's performances; it leads to a structural reforms and creates an innovative atmosphere in the flow of information. The Mobile Government or (M-Government) created by the technology innovators to add better efficiency to the governmental organizations works for saving time and efforts. Between 2000 and 2021, this study looked at publications that supported E-Government and M-Government that were published on the Scopus website or contributed to the Scopus database.

Information technology as an indicator of the level of organizational performance

This paper presents the results of research into the impact of information technology (IT) on individual and organizational performances in companies in Serbia: job satisfaction (JS), communication satisfaction (CS), organizational commitment (OCM), organizational trust (ITW), organizational learning (OL) and financial performance (FP). The data were obtained from a questionnaire completed by N = 380 middle managers from 102 companies in Serbia. The methods used for statistical data processing were: descriptive statistics, correlation analysis and the t-test. The main conclusions of the study are: 1. Information technology items in companies in Serbia are slightly above average values. 2. The level of information technology in the company is an indicator of the level of organizational performance in the company. 3. The level of information technology in the company has direct and indirect positive impacts on the level of a number of organizational performances in the company.

How Can Organizational Justice Contribute to Job Satisfaction? A Chained Mediation Model

The maintenance of workers’ job satisfaction plays a central role among strategies supporting human capital, as it seems to be an important protective variable determining employees’ well-being and individual and organizational performances. Thus, the aim of the present research was to analyze the contribution of different dispositional and organizational variables that could affect individual job satisfaction, particularly focusing on the direct and indirect effects of acceptance of change with the mediation of organizational justice and its subdimensions. A total of 179 Italian workers (41% men, 59% women; mean age = 47 years old; SD = 10.87) completed the Acceptance of Change Scale, Job Satisfaction Scale and Organizational Justice Scale. Results showed a significant influence of acceptance of change on job satisfaction, also highlighting a partial mediation effect of organizational justice. Furthermore, when the latter was explored in depth by considering its subdimensions (procedural, distributive, informational, interpersonal justice) as mediators, a significant chained total-mediation model emerged. Such findings can provide useful indications for research and intervention to favor workers’ job satisfaction in several job contexts.

An Analysis of Training-Related Outcomes Within Canadian National Sport Organizations

Past research has demonstrated that human resource training often results in improved individual and organizational performances. Yet, the focus has been on whether or not training has an impact on performance, rather than the nature of that impact. The purpose of this study is to investigate the nature of training-related outcomes in the context of one training program within the Canadian national sport sector. Interviews were conducted with key representatives from 12 Canadian national sport organizations. Findings showed the manifestations of performance change that occur as a result of training, revealing a new way of thinking at the individual level, a new way of doing within group and organizational processes, and a new way of being across organizations. Three theoretical perspectives—interpretation, learning, and institutional—are used to frame the discussion of the findings. Implications for practice and future research are presented.