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Article
Publication date: 18 July 2019

Abhilasha Singh

The purpose of this paper is to investigate the impact of organizational norms on employee productivity within the higher education sector in UAE.

Abstract

Purpose

The purpose of this paper is to investigate the impact of organizational norms on employee productivity within the higher education sector in UAE.

Design/methodology/approach

A quantitative research approach was used to investigate 89 respondents from higher education institutions. An online survey approach was used to investigate the opinions of respondents with regard to the impact of organizational norms on employee productivity in UAE. The data were then statistically analyzed using SPSS version 22.

Findings

The results showed a positive association between the investigated organizational norms and employee productivity. Furthermore, there was a significant relationship between age and organizational norms. Increase in employee age corresponds to an increase in employee productivity.

Originality/value

This study has made a novel contribution, since there is a significant lack of research surrounding the influence of organizational norms on employee productivity in the higher education institutions in UAE.

Details

Journal of Applied Research in Higher Education, vol. 12 no. 2
Type: Research Article
ISSN: 2050-7003

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Article
Publication date: 9 October 2007

Jossy Mathew

The purpose of this paper is to explore the impact of organisational culture on productivity and quality in software organisations, with special reference to India.

Abstract

Purpose

The purpose of this paper is to explore the impact of organisational culture on productivity and quality in software organisations, with special reference to India.

Design/methodology/approach

The empirical study was done in two phases. The first phase adopts qualitative methodology and examines the significant aspects of organisational culture, productivity, and quality and the nature of the relationship organisational culture has with productivity and quality. The second phase makes a quantitative analysis of this relationship.

Findings

The study develops a range of insights into the way cultural processes tend to influence productivity and quality in people centric and knowledge intensive work contexts such as software.

Research limitations/implications

This study employed perceptual measures of productivity and quality in the quantitative analysis. Future studies can develop objective criteria, which would facilitate robust quantitative analysis. Future studies should also explore whether the findings of this study have generalisability beyond the Indian context.

Practical implications

The study provides insights into the management of productivity and quality in contexts where work is characterised by high levels of abstraction and invisibility.

Originality/value

There are very few empirical studies on this relationship in dynamic and sophisticated work contexts such as software and this further contributes to the debate concerning the impact of organisational culture on effectiveness.

Details

Employee Relations, vol. 29 no. 6
Type: Research Article
ISSN: 0142-5455

Keywords

Content available
Article
Publication date: 7 January 2021

Ekpenyong Ekpenyong Udofia, Bimbo Onaolapo Adejare, Gbemi Oladipo Olaore and Etete Ekpenyong Udofia

This study aims to test the impact of the coronavirus (Covid-19) pandemic on large firms, with regard to a supply disruption, productivity, customer satisfaction and firm…

Abstract

Purpose

This study aims to test the impact of the coronavirus (Covid-19) pandemic on large firms, with regard to a supply disruption, productivity, customer satisfaction and firm performance.

Design/methodology/approach

A cross-sectional survey design and stratified sampling technique were implemented for employee selection and data gathering. Confirmatory factor analysis (CFA) was used to examine the data and model fitness, while the structural equation model was used for hypotheses testing.

Findings

The pandemic triggered supply disruptions, but did not significantly impact the productivity of manufacturing firms directly. However, supply disruption positively and significantly impacted productivity. Organisational productivity had no significant impact on customer satisfaction, however, when mediating the relationship between Covid-19 and customer satisfaction, it produces a positive indirect effect. Finally, Covid-19 and supply disruption when mediated by organisational productivity both had negative significant relationships on performance.

Research limitations/implications

Having a unique model, it creates a trail for future researchers to explore further. Though customer satisfaction was expected to be affected by the pandemic, it is interesting to find out that customer satisfaction when mediated by organisational productivity was positively influenced.

Practical implications

Disruptions are inevitable, managers must balance the pursuit of customer satisfaction and productivity so that one does not erode the other. Emphasis must be channelled towards managing the productivity of the firm to maintain customer satisfaction during these uncertain times. Deliberate steps like manufacturing flexibility investments should be initiated.

Originality/value

The first study to examine Covid-19, supply disruption, customer satisfaction, organisational productivity and performance in the Nigerian manufacturing sector.

Details

Journal of Humanities and Applied Social Sciences, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN:

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Article
Publication date: 7 September 2015

Isabel de Sivatte, Judith R. Gordon, Pilar Rojo and Ricardo Olmos

The purpose of this paper is to test the relationship of work-life culture and organizational productivity and determine if it is mediated by the availability of work-life…

Abstract

Purpose

The purpose of this paper is to test the relationship of work-life culture and organizational productivity and determine if it is mediated by the availability of work-life programs.

Design/methodology/approach

Quantitative data for the study were collected using three sources: an original survey completed by managers of 195 different companies, archival data from two databases, and archival data published in three national surveys. Hypotheses were tested using path analyses.

Findings

The data reveals that work-life culture has no direct effect on labor productivity but does have an indirect effect on it, through the availability of work-life programs.

Research limitations/implications

One of the study’s limitations is that its design is cross-sectional. The authors suggest that future longitudinal studies examine the impact of work-life culture on organizational outcomes.

Practical implications

Practitioners should note the importance of promoting a favorable work-life culture and offering work-life programs as they enhance labor productivity.

Originality/value

The authors examine the impact of work-life culture on organizational productivity, a relatively understudied relationship at the organizational level.

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Book part
Publication date: 28 September 2015

Md Shah Azam

Information and communications technology (ICT) offers enormous opportunities for individuals, businesses and society. The application of ICT is equally important to…

Abstract

Information and communications technology (ICT) offers enormous opportunities for individuals, businesses and society. The application of ICT is equally important to economic and non-economic activities. Researchers have increasingly focused on the adoption and use of ICT by small and medium enterprises (SMEs) as the economic development of a country is largely dependent on them. Following the success of ICT utilisation in SMEs in developed countries, many developing countries are looking to utilise the potential of the technology to develop SMEs. Past studies have shown that the contribution of ICT to the performance of SMEs is not clear and certain. Thus, it is crucial to determine the effectiveness of ICT in generating firm performance since this has implications for SMEs’ expenditure on the technology. This research examines the diffusion of ICT among SMEs with respect to the typical stages from innovation adoption to post-adoption, by analysing the actual usage of ICT and value creation. The mediating effects of integration and utilisation on SME performance are also studied. Grounded in the innovation diffusion literature, institutional theory and resource-based theory, this study has developed a comprehensive integrated research model focused on the research objectives. Following a positivist research paradigm, this study employs a mixed-method research approach. A preliminary conceptual framework is developed through an extensive literature review and is refined by results from an in-depth field study. During the field study, a total of 11 SME owners or decision-makers were interviewed. The recorded interviews were transcribed and analysed using NVivo 10 to refine the model to develop the research hypotheses. The final research model is composed of 30 first-order and five higher-order constructs which involve both reflective and formative measures. Partial least squares-based structural equation modelling (PLS-SEM) is employed to test the theoretical model with a cross-sectional data set of 282 SMEs in Bangladesh. Survey data were collected using a structured questionnaire issued to SMEs selected by applying a stratified random sampling technique. The structural equation modelling utilises a two-step procedure of data analysis. Prior to estimating the structural model, the measurement model is examined for construct validity of the study variables (i.e. convergent and discriminant validity).

The estimates show cognitive evaluation as an important antecedent for expectation which is shaped primarily by the entrepreneurs’ beliefs (perception) and also influenced by the owners’ innovativeness and culture. Culture further influences expectation. The study finds that facilitating condition, environmental pressure and country readiness are important antecedents of expectation and ICT use. The results also reveal that integration and the degree of ICT utilisation significantly affect SMEs’ performance. Surprisingly, the findings do not reveal any significant impact of ICT usage on performance which apparently suggests the possibility of the ICT productivity paradox. However, the analysis finally proves the non-existence of the paradox by demonstrating the mediating role of ICT integration and degree of utilisation explain the influence of information technology (IT) usage on firm performance which is consistent with the resource-based theory. The results suggest that the use of ICT can enhance SMEs’ performance if the technology is integrated and properly utilised. SME owners or managers, interested stakeholders and policy makers may follow the study’s outcomes and focus on ICT integration and degree of utilisation with a view to attaining superior organisational performance.

This study urges concerned business enterprises and government to look at the environmental and cultural factors with a view to achieving ICT usage success in terms of enhanced firm performance. In particular, improving organisational practices and procedures by eliminating the traditional power distance inside organisations and implementing necessary rules and regulations are important actions for managing environmental and cultural uncertainties. The application of a Bengali user interface may help to ensure the productivity of ICT use by SMEs in Bangladesh. Establishing a favourable national technology infrastructure and legal environment may contribute positively to improving the overall situation. This study also suggests some changes and modifications in the country’s existing policies and strategies. The government and policy makers should undertake mass promotional programs to disseminate information about the various uses of computers and their contribution in developing better organisational performance. Organising specialised training programs for SME capacity building may succeed in attaining the motivation for SMEs to use ICT. Ensuring easy access to the technology by providing loans, grants and subsidies is important. Various stakeholders, partners and related organisations should come forward to support government policies and priorities in order to ensure the productive use of ICT among SMEs which finally will help to foster Bangladesh’s economic development.

Details

E-Services Adoption: Processes by Firms in Developing Nations
Type: Book
ISBN: 978-1-78560-325-9

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Article
Publication date: 1 April 2019

Jaewon Yoo and Yeonsung Jung

The purpose of this paper is to test the effects of the service orientation on bank-employee behaviors; to empirically examine the moderating role of the productivity

Abstract

Purpose

The purpose of this paper is to test the effects of the service orientation on bank-employee behaviors; to empirically examine the moderating role of the productivity orientation in an effort to explain when and why the simultaneous pursuit of the service orientation and the productivity orientation negatively affect the financial service employee psychological empowerment; and to explore any contextual factors that can suppress or facilitate the bank–employee behaviors.

Design/methodology/approach

A single cross-sectional descriptive design was used for this study. Purposive sampling was used to identify the respondents who were bank employees in financial-service-sector organizations in South Korea. To analyze the data, a confirmatory-factor analysis (CFA) using LISREL 8.5 was employed. Conditional process modeling was performed to test the moderated mediation and the moderated-mediation hypotheses.

Findings

The results showed a significant relationship between the service orientation and the frontline-employee behaviors, thereby establishing the psychological empowerment as an intervening mechanism. The findings also suggest that the moderating role of the productivity orientation weakened the positive effect of the service orientation on the bank-employee psychological empowerment. This research identifies the positive interactive effect of the customer power upon the psychological empowerment of the employee extra-role behavior. The task interdependence enhanced the link between the psychological empowerment and the employee in-role behavior.

Research limitations/implications

The specific service sector that was chosen is retail banking. The cross-sectional nature of the data is considered a limitation; furthermore, the self-reported nature of the completed questionnaires might have resulted in the common method bias. Further research should be conducted to collect longitudinal data from other service sectors to verify the hypothesized relationship. Extensions into other sectors that differ in terms of the customer power degree and the task interdependence level could lead to a contingency framework that shows if and how the hypothesized linkages can be changed according to the contextual factors.

Practical implications

For managers who want or need to pursue the strategic goals of the service orientation and the productivity orientation simultaneously, this study offers useful insights into the management of the strategic dilemmas that stem from service-setting multi-goal pursuits from an employee perspective. Second, the significant positive relationships that were observed between the values of the overt customer power and the extra-role behavior suggest that constraining and influential customer behaviors are likely to produce a structured working environment that encourages the bank-employee extra-role behavior. Third, the results also suggest that the task structure (task interdependence) may influence the employee in-role behavior. Thus, managers should encourage an organizational sense of belonging for their employees and an understanding of the essential nature of the employee work role in terms of a competitive organizational performance.

Social implications

In banking circumstances, stickiness on product orientation by cutting cost will deteriorate the level of customer service and will then reduce customer revenues. In this case, disgruntled staff and unhappy customers perceive that their interests are being sacrificed in the pursuit of greater productivity. In this situation, revenues may fall faster than the reduction in costs. Thus, it may be proven that the cost of the dual demands from these two orientation types outweigh the benefit. Bank executives may perceive organizational productivity orientation as being an easier and more evident tool to use for reducing cost, especially with the existence of tough competition. Critically, in addition to poor service quality, this study indicates that there is a side effect of productivity orientation practice. Thus, managers should use caution in the concurrent employment of the two types.

Originality/value

This study identified the reason for the negative service outcomes that result from the simultaneous pursuits of the service orientation and the productivity orientation. From an employee perspective, it might be proven that the costs of the dual-service and production-orientation demands may outweigh the benefits. Thus, this proposed research model, in which the frontline autonomy acted as a key mediator and the customer power and the task interdependence were salient moderators, has been shown as crucial in the transmission of the impacts of the service and the quality orientation, and in the blunting of the service-productivity trade-offs that are due to the employee’s perceived multi-goal orientations.

Details

International Journal of Bank Marketing, vol. 37 no. 2
Type: Research Article
ISSN: 0265-2323

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Article
Publication date: 6 January 2021

Muhammad Naeem and Wilson Ozuem

Competitive pressure and social influence for technology adoption have increased among developed, developing and emerging countries. The influence of social structure…

Abstract

Purpose

Competitive pressure and social influence for technology adoption have increased among developed, developing and emerging countries. The influence of social structure, organizational forces and political forces varies between public sector hospitals in countries where there are more social media restrictions. This study aims to explore how the use of social media can influence employee engagement and productivity in the workplaces of public sector hospitals.

Design/methodology/approach

The study follows a social constructivist approach to understand employee attitudes, motivation culture, political forces and the local context. Data were collected from health professionals of five public sector hospitals using a non-directive and semi-structured interview method.

Findings

The results show that the use of social media sites has increased collaboration, coordination and cooperation among health professionals, especially in critical situations. They are more socialized, connected and engaged, thus helping them to exchange useful knowledge using instant messaging apps. Conversely, there are no organizational polices and specific laws and too little support from management and senior doctors to drive the use of social networking sites in public hospitals. The use of social media has enhanced health professionals' engagement and productivity as they are able to share their expertise, knowledge and information with their colleagues and subordinates.

Research limitations/implications

The results can guide policy-makers, researchers, hospitals, doctors and the Ministry of Health about the positive use of social networking sites in the workplace. The positive use of social networking sites in the workplace can enhance information, knowledge and coordination which may help to enhance employee engagement and productivity.

Originality/value

The present study has provided a social media health organization workplace (SMHOW) model which explains how individual and organizational contexts can influence the actual use of social media in healthcare organizations.

Details

Employee Relations: The International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0142-5455

Keywords

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Article
Publication date: 1 February 2006

Kit Brooks and Fredrick Muyia Nafukho

This article aims to offer a theoretical framework that attempts to show the integration among human resource development (HRD), social capital (SC), emotional…

Abstract

Purpose

This article aims to offer a theoretical framework that attempts to show the integration among human resource development (HRD), social capital (SC), emotional intelligence (EI) and organizational productivity.

Design/methodology/approach

The literature search included the following: a computerized search of accessible and available material using the key words “human resource development”, “emotional intelligence”, “social capital”, “human capital”, “organizational productivity”, “productivity”, and “organizational performance”.

Findings

The literature review provides evidence that it is logical to assume that the relationship among HRD, social capital, emotional and organization productivity is highly integrated. This finding influenced the authors to conceptualize an integrated model that illustrates the interconnectivity of HRD, social capital, emotional intelligence and organizational productivity with internal and external environmental factors.

Research limitations/implications

The integrated model conceptualizing the dynamic relationship among HRD, social capital, emotional intelligence and organization productivity is based primarily on the review of the literature.

Originality/value

The integrated model developed by the authors provides a framework that HRD scholars and practitioners may use to develop innovative instruments to measure the relationship among HRD, EI and SC and their subsequent impact on organization performance.

Details

Journal of European Industrial Training, vol. 30 no. 2
Type: Research Article
ISSN: 0309-0590

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Book part
Publication date: 16 December 2016

Jan de Leede and Joyce Nijland

New Ways of Working practices like activity-based working and home-based work lead to different behaviors of employees. Due to these NWW practices, employees choose their…

Abstract

New Ways of Working practices like activity-based working and home-based work lead to different behaviors of employees. Due to these NWW practices, employees choose their own preferred times and places to work – albeit to a certain extent and within certain boundaries. This might have an impact on the possibilities for teamwork. Therefore, we suppose that teamwork and teamwork behaviors might moderate the relationship between NWW and outcomes. Does teamwork behavior have an influence on the relation of NWW and productivity or organizational commitment? And how, is it a positive or a negative influence on these relations? This chapter reports the results of an explorative study on the relationship between NWW practices, teamwork behavior, productivity, and organizational commitment. Quantitative data from the questionnaire will illustrate the main issues: the complex linkages between the four components of NWW, the outcome variables, and the effect of different components of teamwork behavior. This chapter describes the issue of teamwork and provides new data on the actual use and effectiveness of the different components of teamwork behaviors.

Details

New Ways of Working Practices
Type: Book
ISBN: 978-1-78560-303-7

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Article
Publication date: 15 July 2019

Naveed Iqbal, Mansoor Ahmad and Matthew M.C. Allen

This study draws upon social exchange theory to explore the role of impersonal trust as an intermediate value-creating factor between electronic human resource management…

Abstract

Purpose

This study draws upon social exchange theory to explore the role of impersonal trust as an intermediate value-creating factor between electronic human resource management (e-HRM) and productivity. The purpose of this paper is to seek the antecedents and consequences of impersonal trust within organisations to provide a holistic view of e-HRM and employee productivity. This is the first study to examine how impersonal trust mediates the relationship between e-HRM and employee productivity.

Design/methodology/approach

The data were collected through a large-scale survey of 700 line managers in Pakistani banks. The data were analysed using structure equation modelling.

Findings

The empirical results validate all of the study’s hypotheses, including the role of impersonal trust, which partially mediates the relationship between e-HRM and employee productivity. The results provide empirical evidence that technology-enabled HRM supports organisations by enhancing organisational trust and productivity outcomes.

Originality/value

Such findings contribute to the HRM literature: e-HRM and organisational trust are key predictors for improving employee productivity. The existing literature suggests that e-HRM has a positive impact on employees’ trust in the HRM department. The results provide valuable insights for HR practitioners allowing them to enhance employee productivity by using e-HRM to improve employees’ trust in the organisation.

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