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31 – 40 of over 120000Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to…
Abstract
Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.
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Moses Acquaah and Eddy K. Tukamushaba
The purpose of this paper is to examine the effect of the human factor (HF), organizational justice and the interaction between the two on individual employees’ perceptions of the…
Abstract
Purpose
The purpose of this paper is to examine the effect of the human factor (HF), organizational justice and the interaction between the two on individual employees’ perceptions of the effectiveness with which their organizations undertake activities in two sub-Saharan African countries.
Design/methodology/approach
Survey data were collected from two samples containing public sector and private sector organizations from two sub-Saharan African economies – Ghana (n=158) and Uganda (n=208). Hierarchical regression analysis was utilized to analyze the survey data from the two countries separately.
Findings
The HF dimensions of moral capital and human capabilities, and organizational justice were related to individual employees’ perceptions of the effectiveness of their organizations in both studies. In particular, higher perceptions of organizational justice at the workplace enhanced the impact of the HF dimensions of moral capital and human capabilities on individual employees’ perceptions of the effectiveness with which their organizations perform activities.
Practical implications
Organizations in sub-Saharan Africa should emphasize the development of the HF qualities that focus on moral capital and the utilization and application of the knowledge, skills and abilities embedded in employees at the workplace. In particular, moral capital could play a critical role in ameliorating counter-productive attitudes and behaviors such as shirking, bribery and corruption in organizations. Moreover organizations in sub-Saharan Africa can improve their effectiveness by developing fair decision-making procedures and interactions between management/supervisors and subordinates.
Originality/value
The study provides the first empirical investigation of the link between the HF and perceived effectiveness of organizations, and how organizational justice moderates this relationship in a sub-Saharan African environment.
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Azmawani Abd Rahman, Siew Imm Ng, Murali Sambasivan and Florence Wong
Training alone is not sufficient to enhance organizational effectiveness to a greater level because not all knowledge obtained from the training is properly transferred and…
Abstract
Purpose
Training alone is not sufficient to enhance organizational effectiveness to a greater level because not all knowledge obtained from the training is properly transferred and applied to the organization. This study aims to investigate whether efforts invested by Malaysian manufacturers in employee training and knowledge transfer affect organizational effectiveness.
Design/methodology/approach
This study adopted a quantitative research design. The questionnaire developed for this study captured the training related to individual/managerial skills, the knowledge management process in place to capture and apply the knowledge obtained through training, and the organizational effectiveness. A closed‐ended online survey was sent to 1,000 members of the Federation of Malaysian Manufacturers (FMM) throughout Malaysia and 88 manufacturers responded. The unit of analysis was an organization.
Findings
The study found the following: training employees to acquire individual/managerial skills and process skills helps in improving organizational effectiveness; knowledge application and knowledge protection interact with individual/managerial skills training to improve organizational effectiveness; and knowledge acquisition, knowledge application and knowledge protection interact with process skills training to enhance organizational effectiveness.
Practical implications
Organizations are urged to devise training modules depending on the needs of individual employees, create an environment that will encourage the trained employees to apply their skills (knowledge), and develop policies to retain these employees.
Originality/value
This paper addresses an important and not so well researched issue. It analyzes the interactions between the dimensions of knowledge management practices and type of training in improving the organizational effectiveness of manufacturing firms in Malaysia.
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N. Gladson Nwokah and Augustine I. Ahiauzu
While much empirical work has centered on marketing effectiveness, the generalizability of its relationship to emotional intelligence in the Nigerian context has been…
Abstract
Purpose
While much empirical work has centered on marketing effectiveness, the generalizability of its relationship to emotional intelligence in the Nigerian context has been under‐researched. The purpose of this paper is to assess the impact of emotional intelligence on the marketing effectiveness of the organization.
Design/methodology/approach
A 31‐item survey questionnaire is developed and 108 corporate organizations in Nigeria are selected from the 2007 edition of the Nigerian Stock Exchange Gazette as a sample for this study. Hand delivery survey is conducted from key informants in the organizations. Returned instruments are analyzed using non‐parametric correlation through the use of the Statistical Package for Social Sciences.
Findings
The results of the study validate the instruments on emotional intelligence and the earlier instruments for marketing effectiveness and find a strong association between emotional intelligence and marketing effectiveness of corporate organizations in the Nigerian context. The main finding is that emotional intelligence leads to marketing effectiveness in corporate organizations in Nigeria.
Practical implications
The implications of the results are clear for scholars and managers. For managers, the paper has implications for the investigation of the link between emotional intelligence and marketing effectiveness of corporate organizations in Nigeria. In the first place, the paper provides a direct test of the applicability of a western paradigm to the Nigerian economic system different from other cultures.
Originality/value
The paper significantly refines the body of knowledge concerning the impact of emotional intelligence on marketing effectiveness in the Nigerian context. It will, without doubt, contribute to the body of existing literature on emotional intelligence and marketing effectiveness.
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G. Ronald Gilbert and Ali M. Parhizgari
To survive in increasingly competitive markets, customer focused organizations are challenged to create and sustain long term loyal and supportive customers. To ensure long term…
Abstract
To survive in increasingly competitive markets, customer focused organizations are challenged to create and sustain long term loyal and supportive customers. To ensure long term service quality, organizations need to have quality focused internal structures and processes in place to support those on the front line who make or break the organization’s reputation with their customers. This paper introduces nine scientifically developed measures of internal structures and processes that are associated with service quality. These measures are applicable to organizations in a variety of industries in both the public and private sectors and can serve to benchmark “best in class” practices. They were developed from ratings obtained from 8,924 employees from over 100 organizations. When organizations provide supportive structures and processes for their front line employees, these employees are better able to provide top quality products and services to their external customers.
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Athuman Kalokola Mahyoro and Pendo Shukrani Kasoga
The purpose of this study is to examine how the level of attributes of the internal audit function relates to the effectiveness of internal audit services in local government…
Abstract
Purpose
The purpose of this study is to examine how the level of attributes of the internal audit function relates to the effectiveness of internal audit services in local government authorities (LGAs) in Tanzania.
Design/methodology/approach
Data have been collected through a survey whereby 510 respondents from LGAs in Tanzania through their Heads of Internal Audit Functions, Internal Auditors and Chairpersons of Audit Committees respond to the questionnaire. The data were subjected to principal component analysis and exploratory factor analysis to reduce the set of items and to provide continuous scores for use in multiple regression analyses.
Findings
The findings reveal that audit quality; organization setting and auditee attributes have a significant positive influence on the effectiveness of internal audit services in LGAs in Tanzania.
Research limitations/implications
The study covered only LGAs in Tanzania. Future research in this field should address the gaps identified in the study.
Practical implications
This paper highlights areas that need management attention on the improvement of the effectiveness of internal audit units.
Originality/value
This paper contributes to the literature of both internal auditing and management studies by linking the level of attributes of internal audit function which are audit quality, organization setting, auditee attributes and effectiveness of internal audit services in Tanzania.
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N. Gladson Nwokah and Augustine I. Ahiauzu
The purpose of this paper is to assess the impact of managerial competencies on the marketing effectiveness of the organization. While many empirical works have centered on…
Abstract
Purpose
The purpose of this paper is to assess the impact of managerial competencies on the marketing effectiveness of the organization. While many empirical works have centered on marketing effectiveness, the generalizability of its relationship to managerial competencies in the Nigerian context has been under‐researched.
Design/methodology/approach
A 27‐item survey questionnaire was developed and 84 corporate organizations in Nigeria were selected from the 2005 edition of the Nigerian stock exchange gazette as a sample of this study. A hand‐delivered survey was conducted from key informants in the organizations. Returned instruments were analyzed using non‐parametric correlation through the use of the Statistical Package for Social Sciences (SPSS) version 10.
Findings
The results of the study reported in this paper validated the earlier instruments and find a strong association between managerial competencies and marketing effectiveness of corporate organizations in the Nigerian context. The main finding of this study is that managerial competencies lead to marketing effectiveness in corporate organizations in Nigeria.
Research limitations/implications
The implications of the results of this study are clear for scholars and managers. For managers this paper has implications on the investigation of the link between managerial competencies and marketing effectiveness of corporate organizations in Nigeria. In the first place, this paper provides a direct test of the applicability of a western paradigm to the Nigerian economic system, which is different from the other culture.
Originality/value
This paper significantly refines the body of knowledge concerning the impact of managerial competency on marketing effectiveness in the Nigerian context. This paper will no doubt contribute to the body of existing literature on managerial competency and marketing effectiveness.
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Carmen Camarero Izquierdo and María José Garrido Samaniego
The current work seeks to analyze the different effects of three alternative strategic marketing orientations – market orientation, sales orientation, and product orientation – on…
Abstract
Purpose
The current work seeks to analyze the different effects of three alternative strategic marketing orientations – market orientation, sales orientation, and product orientation – on non‐profit organizations' effectiveness, specifically their economic and social effectiveness.
Design/methodology/approach
In order to test the hypotheses proposed, an empirical analysis of 182 Spanish museums was conducted.
Findings
The study reveals that social effectiveness relates highly to product and customer orientation, whereas economic effectiveness mainly depends on sales orientation and inter‐functional coordination.
Practical implications
The results suggest that applying a marketing orientation centered on the product and knowing the visitor is critical for successfully fulfilling the objectives of conservation and diffusion of culture. Moreover, the organization needs to focus on sales, on the internal customer, and on the coordination between the managing institutions, to be able to achieve satisfactory economic results.
Originality/value
This work makes an empirical contribution to the analysis of market orientation on cultural organizations. Although previous research has underlined the relevance of a market orientation for museums and cultural organizations, few empirical analyses have been developed until now.
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Dianne J. Hall, Joseph B. Skipper, Benjamin T. Hazen and Joe B. Hanna
Today's supply chains face increasing vulnerabilities; effective management of disruptions is critical to an organization's ability to weather disruptive events and remain…
Abstract
Purpose
Today's supply chains face increasing vulnerabilities; effective management of disruptions is critical to an organization's ability to weather disruptive events and remain competitive. Contingency planning is a method of risk management that promotes effective crisis management. This research tests proposed antecedents of contingency planning effectiveness in a supply chain setting.
Design/methodology/approach
A survey method was used to gather data from 103 participants who are involved in their respective organization's contingency planning and implementation processes. The data were analyzed using partial least squares to examine relationships between contingency planning effectiveness, inter‐organizational information technology (IT) use, cooperative attitude, and inter‐organizational collaboration.
Findings
The proposed model explains 87 percent of the variance in contingency planning effectiveness. The findings suggest that inter‐organizational collaboration, inter‐organizational IT use, and cooperative attitude directly impact contingency planning effectiveness. Inter‐organizational collaboration mediates the relationships between the other antecedents and contingency planning effectiveness.
Originality/value
Although effective contingency planning has been shown to influence positive outcomes, the relationship between contingency planning effectiveness and its antecedents is not well understood in extant literature. This study identifies and investigates key antecedents to contingency planning effectiveness and provides a foundation for continued investigation.
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This paper presents the major findings of recently completed research in the UK concerning the attributes of information as an asset and its impact on organisational performance…
Abstract
This paper presents the major findings of recently completed research in the UK concerning the attributes of information as an asset and its impact on organisational performance. The research study employed an automated information asset- and attribute-scoring grid exercise and semi-structured open-ended interviews with 45 senior UK managers in four case study organisations. The information asset-scoring grid was developed to provide a simple visual representation of information assets and attributes using Excel charts. The semi-structured open-ended interviews aimed to identify the attributes of information assets considered significant by 45 senior UK managers and to explore relevant issues such as the value of information and organisational effectiveness.