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This study explores how dimensions of organizational culture are related to performance in a sample of Christian churches. Alternative models of the relationships of four dimensions of organizational culture with multiple measures of church performance were explored using data provided by staff and pastors describing 53 Christian churches. We identified a model that fit the data very well in which the relative strength of four organizational cultural dimensions are predictors of the levels of seven alternative measures of church performance covering membership growth, constituent satisfaction, staff and constituent learning and development, and internal business processes. Church leaders desiring to improve performance could consider focusing on strengthening the culture dimensions that may be related to each area of church operations.

To introduce a conceptual model for increasing the likelihood that gainsharing plans will be successfully implemented.

The literature on gainsharing plans is rich in descriptions of how individual cases were successful or unsuccessful owing to various situational variables. Research on the effects gainsharing plans have on organizational effectiveness is much needed. The present paper builds on current research by providing a general model of factors that determine whether a particular gainsharing effort will increase organizational effectiveness. A review of the empirical literature provides support for the model presented.

Gainsharing can be an important and successful intervention for many organizations. The keys to success are involving all stakeholders in the development of the plan, developing an easy to understand formula for sharing gains, maintaining transparency, and ensuring that the plan's goals are in line with the organization's goals.

Develops a conceptual model which can be used by many organizations in an attempt to use gainsharing as a means to increase organizational effectiveness. Considerations for future research are discussed.

The main purpose of this paper is to investigate differences in student satisfaction across different programs of the same business college, and to identify dimensions underlying overall perceived quality. It also aims to investigate the existence of differences in perceived quality among programs and factors determining those differences. Based on these results, it seeks to assess the strengths and weaknesses of each program. Finally, differences in satisfaction constituents among high performing students and low performing students are to be analysed.

Research was conducted in two stages. First, a focus group method was employed in order to identify critical incident specificities for the population under study. Then, a survey based on Likert‐type items was used for data collection. Data processing involved both univariate and multivariate analysis.

Three major findings can be pointed out. First, in comparison with similar studies developed in western universities, the list of critical incidents contains noticeable differences. Secondly, it was found that students with different academic performances are concerned with different critical incidents. Thirdly, differences in overall satisfaction with educational experience were found among different lines of specialisation.

A major concern is related to not considering student motivation as an important influential variable on both academic performance and overall satisfaction. Then, a gender based analysis considering differences in satisfaction constituents could have been conducted.

Service organisations, including higher education providers, increasingly recognise that today's customers have many alternatives to chose from, that they may more readily change providers if they are not content, and that satisfaction largely depends on the quality of service provided. In the case of higher education institutions, this seems to be the case at the time (when prospective students apply to several colleges to get admitted), during the break between semesters (when students transfer from one college to another) or at the end of the program (when they can choose whether or not to continue their education within the same college).

The originality of this paper relies on the educational context in which it was conducted, and on the internal competition perspective. Compared with studies conducted in western universities, important differences were found. Romanian students report slightly different issues when evaluating perceived quality and satisfaction. Issues such as campus safety are not a major concern, while professors' personal behaviour problems are highlighted.

The purpose of this paper is to examine the drivers, practices, and outcomes of social media use in the management of organizational supply chain.

Online questionnaire survey was used to collect data from 285 organizations representing different industries in China. The data then were analyzed with structure equation modeling using SmartPLS.

The results indicate that key antecedents such as external pressures, internal readiness, expected benefits, strategic goals, and perceived risks influence organizational social media use, which subsequently impact organizational performance outcomes in operation and marketing as well as the satisfaction level of both internal and external constituents, such as customers, employees, partners, and suppliers.

The study obtained data about one organization from only one respondent and did not used random sampling.

This study provides insights on why and how companies should use social media for relationship building and business outcomes.

Drawing from the resources-based view, social networks, strategic choice theory, and technology organization and environment framework, a new social media utilization model for business outcome was established and testified using empirical data. This study is one of the first studies that adopts technology-organization-environment (TOE) framework of technology adoption theory to study organizational social media use. The findings in this study confirm the validity of the TOE framework for analyzing social media adoption and use in various organizations.

The purpose of this paper is to test hypothesized relationships within and between the domains of action and social alignment based on a sales perspective in business relationships.

This study is based on a cross-industrial sample of Norwegian companies consisting of 213 key informants corresponding to a valid response rate of 40.7 percent.

The findings validate that coordination relates positively to economic satisfaction (ES); coordination does not relate to non-economic satisfaction (NES); coordination relates positively to cooperation; cooperation relates positively NES; and cooperation mediates between ES and NES.

This study tests and successfully validates an action and social alignment model based on a sales perspective in seller business relationships, providing additional insights into the field of relationship quality and the sales literature. Suggestions for further research are provided.

According to sales practitioners, the research model makes sense in relation to managerial implications for seller business relationships.

This study contributes to incorporating a seller perspective in relation to existing theory and previous studies on a buyer perspective to quality constructs in business relationships.

The purpose of this paper is to examine the linkages between leadership and satisfaction models with neural networks to epistemologically explore both the theoretical and practical basis of these paradigms to analyze the effect employee readiness has on job satisfaction. A review of the literature indicates an absence of a paradigmatic precursor to the satisfaction-performance dyadic. Revisiting theoretical frameworks builds a reconceptualized prism that amalgamates leadership and job satisfaction constituents to form a theoretical scaffold and linkage between employee readiness and job satisfaction.

Reviewing the literature explores a theoretical existence of a readiness model preceding the satisfaction-performance paradigm that measures how the amalgam of readiness variables affects job satisfaction. This conceived theory uses a unidirectional model that extends the linear progression and institutes a backwards propagation linkage to the satisfaction-performance linkage using the following unidirectional correlation: readiness-satisfaction→ satisfaction-performance. Using a neural network approach, a total of 160 companies are integrated into a simulation using leadership, satisfaction and readiness variables, with an emphasize on high relationship, to ascertain the effect of readiness on job satisfaction.

While there are studies that interchangeably link satisfaction and performance, revisiting the literature provides theoretical insight that validates the formation of a preceding construct that converges leadership and satisfaction constituencies to form a dyadic relationship between readiness and satisfaction. Research has tirelessly attempted to discover variable correlation between job performance and job satisfaction. However, these attempts are met with contradictory results. To truly link employee readiness to the job satisfaction/job performance dyad, a neural network is created, which deduces that random probabilities confirm the continuous exactitude of a positive correlation between readiness and job satisfaction. This, in turn, confirms an existent theoretical precursor to the satisfaction-performance paradigm. The implications of not linking job readiness to satisfaction and performance can potentially leave managers amiss when triangulating performance decline. Reclassifying the satisfaction-performance dyadic corroborates Judge et al.’s (2001) theory that reinventions of this impression should be researched, and Graen and Uhl-Bien’s (1991) conclusive remarks that an evaluation beyond “trait-like” individual differences of leaders is necessary to recognize the leadership paradigm loop, which is inclusive of the leader, the follower and the dyadic relationship.

This research paper is useful for practitioners and academics to refer as the comparative and intersecting explanation of leadership and job satisfaction models, as it peripherally conveys a legitimate view of a preceding relational construct that will add value to the relevance of employee readiness as it affects job satisfaction. In addition, the neural network approach is a sound and unique method to algorithmically validate the correlation between job satisfaction models and leadership. Through codifying, the environmental variables comprised Herzberg et al.’s (1959) motivation and hygiene factors that are directly related to a leader-member exchange function, an evidentiary linkage validates the literature works of Hersey and Blanchard (2001) and directly links it to job satisfaction precursors.

This study aims to reveal the constituents of seafaring service quality (physical and social environment) and their effects on seafarer employee satisfaction (job satisfaction and turnover intention) and analyse any differences among seafarer ranks. Literature on service quality has overlooked the transportation sector and seafaring in particular.

Seafaring service quality is measured by the workplace environment constituted of physical and social environments. Two types of employee (job) satisfaction were explored: overall job satisfaction and turnover intention. This study is based on a unique, large survey based on the Existence-Relatedness-Growth (ERG) needs theory. An exploratory factor analysis revealed four physical environment factors (Ship conditions, Communication facilities, Nautical health and Living conditions) and four social environment factors (Social fit, Team cohesion, Ship company support and Intercultural environment). Multi-group regression analysis assessed the effects of seafaring service quality on employee satisfaction.

The social environment has stronger effects than the physical environment on job satisfaction but not on employee retention. Team cohesion has strong effects on employee retention, while social fit has stronger effects on overall job performance. Seafarer ranks showed significant variations. The physical environment matters for 2nd engineers' and cadets’ job satisfaction but not for ratings, masters and chief officers. Team cohesion is significant to master, chief officer, engineer and cadet ranks but not for junior officers and ratings. Social fit has stronger effects on overall job performance than employee retention, particularly for ratings, cadets, master, chief officer and chief engineer ranks. Ship company support has the stronger effect on overall job satisfaction among all workplace factors; this is also observed across all ranks.

Motivation theories like the ERG theory can help understand service quality and employee satisfaction in the maritime sector; future studies should examine more behaviour variables/constructs from these theories.

Maritime companies can offer better services to seafarers, who are considered as key workers, by customising their interventions to specific seafarer ranks and developing a supportive culture that improves seafarer well-being.

This study examined the overlooked topic of maritime service quality based on a large-scale survey grounded on ERG theory and reveals how the physical and social environment has different effects on seafarer job satisfaction and retention.

This study examines the impact of response time on user experience for mobile applications and considers the moderating influence of gender and network environment on this relationship.

An experiment was conducted with 50 young adults to evaluate their user experience of a mobile application that simulates variations in network environment and response time. User experience was evaluated based on the three constituent dimensions of tolerance, acceptance, and satisfaction.

Analytical results demonstrate that response time not only adversely affects user experience of mobile applications, but that this effect is not homogeneous across the three dimensions of tolerance, acceptance and satisfaction. The findings also illustrate that gender moderates the effect of response time on user experience, however, the negative influence is more salient for males than females, which is opposite to our hypothesis. The joint moderating influence of gender and network environment turned out to be partly significant.

By illuminating users' tolerance, acceptance, and satisfaction with varied response times, findings from this study can inform the design of mobile applications such that desired levels of user experience can be assured with minimum resources.

Although response time has been hailed as a key determinant of user experience for desktop applications, there is a paucity of studies that have investigated the impact of response time on user experience for mobile applications. Furthermore, prior research on response time neglects the multi-dimensional nature of user experience. This study bridges the above mentioned knowledge gaps by delineating user experience into its constituent dimensions and clarifying the effects of response time on each of these dimensions.

Site‐based management depends on collaboration and teamwork among teachers, administrators, and parents. Collaborative decision making in educational systems is frequently characterized by conflict and disagreement, given differing perspectives and opinions among participants, and differing interests in the status quo. School principals, charged with facilitator roles in locally managed schools, are challenged to address resulting conflicts in ways that yield functional synergies and constructive outcomes which enable schools to respond to community needs. The purpose of this study is to develop a profile of preferred conflict management behaviors and strategies of a sample of principals in a large, urban school district who work in site‐based managed schools. Results reflect these principals’ preference for solution‐oriented conflict strategies. Findings are discussed in terms of the changing leadership responsibilities of principals in site‐based managed schools.

Permeation of private sector banks has triggered intense competitiveness in the Indian banking sector; therefore, customer satisfaction has become the epicenter of all activities. The study seeks to explicate the antecedents and reverberation of customer satisfaction in the Indian retail banking sector.

Top six Indian private sector banks were selected based on market capitalization. Cross-sectional data from 460 retail bank customers were collected by employing a structured questionnaire and evaluated wielding structural equation modeling.

The study discerns seven antecedents of customer satisfaction, namely tangibility, reliability, empathy, responsiveness, assurance, perceived service innovation and bank reputation. The results unveil that assurance, bank reputation and perceived service innovation significantly escalate customer satisfaction, which further markedly accentuates customer loyalty. However, tangibility was the only dimension bearing an insignificant relationship. In addition, both perceived trust and perceived risk significantly moderate the association between customer satisfaction and customer loyalty in the model.

Incorporation of merely private sector banks and considering cosmopolitans restraints generalization of findings to some extent. The study bespeaks essential determinants of customer satisfaction that might succor bank professionals to retain customers and ameliorate profitability.

There is a paucity of literature on “perceived service innovation” and “bank reputation” in the Indian banking scenario. Therefore, the study augments the literature by integrating aforesaid important constituents along with other antecedents and reverberation. Moreover, the study uses theoretical lens to anchor its hypotheses through a comprehensive conceptual model in the backdrop of Indian retail banking.