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1 – 6 of 6Ghulam Mustafa, Zahid Ali, Virginia Bodolica and Prajwal Kayastha
This study aims to examine the influence of international business competence (IBC) on innovation performance of organizations activating in global markets. The study also…
Abstract
Purpose
This study aims to examine the influence of international business competence (IBC) on innovation performance of organizations activating in global markets. The study also explores whether ambidextrous organizational culture (AOC) acts as an antecedent of IBC and whether the environmental dynamism affects the IBC–innovation performance relationship.
Design/methodology/approach
The authors assessed the hypothesized relationships using data collected from a sample of companies operating in the Norwegian seafood industry. The direct, mediating and moderating effects were tested using partial least squares (PLS) with SmartPLS software application.
Findings
The empirical analysis revealed that AOC is positively associated with IBC, while IBC is a significant predictor of innovation performance. The findings also corroborated the proposed mediation effect of IBC, but refuted the moderating role of environmental dynamism.
Originality/value
This study contributes to the international business literature by suggesting that companies equipped with IBC can excel in innovative undertakings and that organizational culture can be effectively leveraged to develop such competences.
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Mercedes Úbeda-García, Enrique Claver-Cortés, Bartolomé Marco-Lajara, Francisco García-Lillo and Patrocinio Carmen Zaragoza-Sáez
The purpose of this paper is to explore whether the use of high-performance work systems (HPWSs) facilitates the development of organizational ambidexterity directly or through a…
Abstract
Purpose
The purpose of this paper is to explore whether the use of high-performance work systems (HPWSs) facilitates the development of organizational ambidexterity directly or through a mediating variable such as ambidextrous organizational culture.
Design/methodology/approach
The theoretical model and the hypotheses proposed were tested using a sample of 100 Spanish hotels. The data analysis method used was the partial least squares.
Findings
The results of the research confirm that HPWSs exert a direct influence on organizational ambidexterity. HPWSs shape and integrate exploitative and exploratory activities through the construction of a culture that promotes organizational diversity and shared vision, which are needed to shape a suitable context for ambidexterity. Therefore, ambidextrous organizational culture emerges as a mediating variable between HPWSs and organizational ambidexterity. Finally, the ambidexterity of hotels has a positive impact on their performance.
Originality/value
The present paper presents new alternatives when undertaking research on organizational ambidexterity. More specifically, this research incorporates a mediator variable called ambidextrous organizational culture between HPWSs and organizational ambidexterity, which has not been considered before.
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Maryam Gull, Shazia Parveen and Ahmad Rizki Sridadi
Resilient higher education institutions can endure, develop and compete in the face of ambiguous, challenging and pandemic situations. In a world of digital transformation…
Abstract
Purpose
Resilient higher education institutions can endure, develop and compete in the face of ambiguous, challenging and pandemic situations. In a world of digital transformation, organizational resilience is crucial. Prior research has paid less attention to achieving organizational resilience. This study aims to use the digital capability theory to address this research gap and determine adaptive culture’s direct and indirect influence on organizational resilience. The impact of adaptive culture on organizational resilience is being investigated via the underlying mechanism of digital transformation.
Design/methodology/approach
The data was gathered using a cross-sectional, self-administered questionnaire with convenience sampling techniques from higher educational institutions in South Asia’s context. The direct and indirect effects were analyzed using SEM from 294 teaching faculty members.
Findings
The findings show a significant positive association between the study’s constructs. The association between adaptive culture and organizational resilience was partially mediated by digital transformation. The findings provide important insights for policymakers, academics and higher education institutions in developing adaptable cultures to achieve organizational resilience, primarily through digital transformation.
Originality/value
Few research studies have investigated a direct relationship among the constructs of the study to the best of the authors’ knowledge. It is the first study to investigate the role of digital transformation as the underlying mechanism between adaptive culture and organizational resilience. Theoretical contributions, practical implications and future research directions have all been presented.
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L.M. Daphne Yiu, Andy C.L. Yeung and Abe P.L. Jong
In this research, we empirically examine the impact of Business Intelligence (BI) systems on operational capability in high-tech sectors. We also seek to understand the contextual…
Abstract
Purpose
In this research, we empirically examine the impact of Business Intelligence (BI) systems on operational capability in high-tech sectors. We also seek to understand the contextual factors that facilitate the adoption of BI systems.
Design/methodology/approach
We adopt Propensity Score Matching (PSM) and event study methodology, and analyze the financial data for a sample of 144 US firms which adopted BI systems from 2005–2014, and compare them to control firms without BI systems.
Findings
We find that the implementation of BI systems leads to higher operational capability, particularly for large high-tech firms with high technology intensity. We further show that technology intensity and firm size are important contextual factors for firms to reap the benefits of BI systems.
Practical implications
We demonstrate how benefits from the adoption of BI systems are likely to be strengthened. The benefits of BI systems depend on firms' technology intensity and firm size of high-tech firms. Accessing relevant and timely reports for decision-making is particularly important in the highly dynamic, volatile and competitive high-tech sectors.
Originality/value
We contribute to the literature by providing empirical evidence that the adoption of BI systems can improve firms' operational capability and show that technology intensity and firm size are important contextual factors for firms to reap the benefits of BI systems. We advance the understanding regarding the contextual factors in which firms are more likely to gain additional benefits from their adoptions of BI systems.
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Albert Amankwaa, Michael Asiedu Gyensare and Pattanee Susomrith
The purpose of this paper is to examine simultaneously multiple mediating mechanisms through which transformational leadership affects innovative work behaviour (IWB)…
Abstract
Purpose
The purpose of this paper is to examine simultaneously multiple mediating mechanisms through which transformational leadership affects innovative work behaviour (IWB). Specifically, the authors test job autonomy, affective commitment and supportive management as the three mediating paths through which transformational leadership predicts innovative wok behaviour.
Design/methodology/approach
Data were collected from 358 employees working in large retail banks in Accra, the capital of Ghana. A partial least squares structural equation modelling technique was used to estimate the measurement and structural models.
Findings
Job autonomy and supportive management rather than affective commitment mediated the relationship between transformational leadership and IWB. In addition, transformational leadership positively relates to job autonomy, affective commitment, supportive management and IWB.
Practical implications
By adopting leadership behaviours that seek to offer employees freedom on the job, a feeling of attachment to the organisation and positive perception of leadership support, managers and HR professionals can potentially foster employee innovation. This could stimulate organisational innovation and business success in the financial sector.
Originality/value
Although it is important to understand the mechanisms or processes through which transformational leadership behaviour promotes IWB, research in this area is scanty and scarce. This study theorises and empirically examines job autonomy and support management as novel mechanisms through which transformational leadership behaviour translates into workers’ innovative behaviour in formal banking institutions.
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