Search results

This paper aims to study the impact of four dimensions of workplace spirituality (engaging work, spiritual connection, mystical experiences and sense of community), corresponding with workplace climate and compensation on employee perceived job performance.

A sample of 207 individuals from an international hospital were interviewed. Preliminary research, sale assessment, correlations and regressions were carried out.

The findings suggest that there are strong, positive and significant relationships between workplace spirituality (engaging work, sense of community), workplace climate, compensation and perceived job performance.

This paper relates to only the healthcare services. Hence, it is highly recommended that further research be administered in other professions and areas with a broader view and a longitudinal research design.

Some applicable recommendations to enhance personnel’s productivity and organizational effectiveness are suggested.

This paper could shed new light on the neglected acknowledged phenomena of spirituality, climate and compensation at work as well as make way for various applications in the working environment.

This paper aims to review and synthesize notable literature on high-performance organization (HPO), from which future research directions can be recommended.

This narrative literature review analyzes major HPO literature in popular books and peer-reviewed articles published in English in the period between 1982 and 2019.

The review revealed that HPO literature has evolved multiple times, illustrating the complex and multifaceted nature of this phenomenon. In particular, literature on HPO has evolved in four phases: (1) definitions and conceptual development of HPO; (2) exploration of approaches to achieve HPO; (3) empirical validation of HPO framework; and (4) complicated research models and designs on HPO. Several research gaps were identified, which definitely hold varying research value and can be seen as potential opportunities for future research.

The focus of this review is on HPO literature published in English rather than cover all existing literature.

It is among the first studies to review the HPO literature and its evolution. This review also recommends constructive areas for future research on HPO to focus on.

This paper aims to synthesize existing knowledge on high performance organization (HPO) in terms of definitions, contemporary trends and findings from empirical studies; from which areas for future research can be proposed.

This systematic literature review applies the matrix method to analyze major HPO literature in peer-reviewed English articles. A total of 73 articles have been found in 59 journals.

There are three key findings that emerged from this study. First, the research on HPO has been burgeoned in the past decades, generating several compelling studies in different contexts. The trend of HPO research is now shifting from theory development to theory validation. Second, HPO has been defined in various ways in the extant literature. However, they all address the importance of aligning the firms’ resources with the market demand and integrating various types of performance to measure HPO relative to competitors for a prolonged period. Third, an assessment of empirical HPO studies revealed gaps in terms of the research context, research design and the HPO’s nomological network.

The literature search in this review targeted at only articles published in the English language; therefore, publications in other languages were not included.

The strength of this study is that it provided an updated systematic review of HPO literature, is therefore, valuable in providing an overall picture of the current state of HPO research and providing potential directions for future studies.

This study aims to investigate the effects of leadership competences (cognitive, interpersonal, and results-oriented competences) on organizational learning, organizational innovation, and business performance.

Data were collected from owners, chief executive officers, top and middle management teams, and other managers of tourism and hospitality firms in Vietnam. A total of 638 valid responses was collected and processed using PLS-SEM technique.

The findings revealed that only results-oriented competence exerted significant influences on business performance. Organizational learning was affected by all three leadership competences, while only cognitive and interpersonal competences positively affected organizational innovation. The relationships among organizational learning, organizational innovation, and business performance were also confirmed. Moreover, the findings emphasized the mediating roles of organizational learning and organizational innovation in the relationship between leadership competences and business performance. Organizational learning and organizational innovation also acted as a mediator in the relationship between cognitive competence and business performance.

This study provided some suggestions for tourism and hospitality leaders in exhibiting appropriate leadership competences, strengthening organizational learning, and fostering organization innovation to enhance business performance.

Although the topics of leadership competences, organizational learning, organization innovation, and business performance have received a great concern among worldwide academia, there is scarce research examining the relationships among these four phenomena together. This paper is among the first study that offers a comprehensive model of the relationships among these domains.

This study aims to systematically review empirical research on the relationship between organizational learning (OL) and firm performance (FP) to evaluate how far the field has come.

This study follows a systematic, transparent and replicable approach suggested by Vom Brocke et al. (2009) to conduct a systematic review. A total of 52 empirical studies published over the years 1999–2019 was retrieved and analyzed.

Three key themes related to the OL–FP relationship have emerged from the review. First, research on OL and FP has been quantitatively conducted in a variety of countries and sectors. Second, dimensions of OL foster both financial and non-financial performance of firms through their combinations and interactions. Third, the relationship between OL and FP is mediated by organizational innovation.

The literature search returned only quantitative studies on OL and FP, which was accepted within the scope of this review. Future studies are encouraged to systematically examine case studies and qualitative research on OL and FP.

This review demonstrates that FP can be improved through different dimensions of OL. Based on our findings, managers wanting to enhance the performance of their firms can analyze the demand for OL and develop those OL dimensions.

This is among the first systematic literature reviews on OL and FP. The findings of this study also contribute to the previously scattered understanding of OL and FP.

This paper aims to investigate how the relationships between different leadership approaches and organizational learning have been examined in the literature, from which future research areas can be recommended.

This systematic literature review applies matrix method to examine major literature in leadership and organizational learning. A total of 57 peer-reviewed English publications from 45 journals were selected and analyzed.

The synthesis of these empirical studies revealed as follows: the relationship between leadership and organizational learning has been mostly quantitatively investigated in many countries and sectors; multiple leadership styles have been identified to ameliorate processes, levels and capabilities of organizational learning and transformational leadership still remains the most commonly used style; there are mediating mechanism and boundary conditions in the relationship between leadership and organizational learning.

The literature search in this study was mainly focused on English articles only; therefore, some papers in other languages may have not been included.

This review offers an overall picture of the existing knowledge of organizational learning and leadership that will be fruitful for practitioners to understand and replicate these concepts.

There are little systematic literature reviews on the relationship between leadership and organizational learning. This paper is among the first systematic reviews to analyze how leadership has been associated with organizational learning and provide potential research directions.

This study investigates how to foster innovation and high performance through leadership competences (result-oriented, cognitive, interpersonal) in the context of tourism firms in Vietnam during COVID-19 pandemic.

Quantitative approach and survey questionnaire were applied to collect data from managerial executives working at different tourism establishments in Vietnam. A total of 638 responses were analyzed using partial least square-structural equation modeling (PLS-SEM) technique.

The findings revealed that all three leadership competencies affected almost all factors of business innovation. However, leaders' interpersonal competence was not related to process innovation and leaders' result-oriented competence was not associated with organizational innovation. Furthermore, leaders' result-oriented competence, product innovation, and process innovation were found to directly enhance organizational performance.

This study proposed some suggestions for tourism leaders in exhibiting appropriate leadership competences and fostering business innovation to drive their firms towards superior performance.

Achieving high performance is always a priority goal of many firms; therefore, several attempted have been made to address several factors affecting organizational performance. This study provides a more nuanced picture of the relationships between the leadership competences, business innovation, and high performance of tourism firms.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

The results suggest ways in which business performance can be enhanced by appropriate leadership competencies, enhanced organizational innovation and enhanced organizational learning.

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

During the COVID-19 pandemic, it has raised an important question of whether government efforts (GEFs), especially communication work, could prevent the outbreak of this pandemic by enhancing public trust and public compliance with the government. This research answers this question by focusing on the case of Vietnam, a low-resource country that gained some achievements during the first pandemic year 2020. In particular, this study aims to investigate the relationship between GEF, public trust and public compliance during the country’s first nationwide social distancing.

The structural equation modelling is used to analyse data collected from 467 respondents in Vietnam during the nationwide social distancing in 2020.

Perceived GEF is positively associated with public compliance with the government directly and indirectly through the mediating role of public trust in government (PTG). The empirical results also reveal the effectiveness of government communication work, one among the government’s great efforts, during the COVID-19 pandemic, in terms of intensity and diversity in communication and information channels.

During a pandemic, the governments must enhance public compliance with public health measures to implement the anti-epidemic missions effectively. Therefore, it is important to raise public perception of GEF and PTG. The study’s findings highlight that governments in developing countries should implement relevant responses and policies for the ongoing COVID-19 pandemic and future public health crises, especially in the context that effective vaccines are unavailable or insufficient.

To the best of the authors’ knowledge, this research is among the first attempts that examine the role of GEF, especially public health communication work, in raising public compliance directly and indirectly through the mediating role of public trust. The study carries some important messages for containing a public health crisis like the COVID-19 pandemic.

During the coronavirus disease 2019 (COVID-19) pandemic, public health risk communication has been a vital work. Students account for a large proportion of the population and are often highly mobile; thus, they face a high risk of contagion and spreading the disease. Therefore, risk communication to this group during the pandemic has been essential. This research examines the relationship between risk communication to students and their appropriate behaviors (compliance with COVID-19 preventive measures and COVID-19 information sharing).

This research used structural equation model (SEM) and generalized structural equation model (GSEM) to analyze the data collected from students during the COVID-19 pandemic.

The findings revealed that risk communication in mass media was positively associated with students' compliance with preventive measures and sharing pandemic-related information. Additionally, their compliance behavior was positively associated with their information-sharing behavior.

This research offers some implications regarding the containment of a highly-infectious virus, especially for the context when the risk of outbreak is high and an effective vaccine is not available, by focusing on risk communication and compliance and information-sharing behaviors.

This research is one of the early attempts to examine the risk communication to students, their compliance with preventive measures and their information-sharing behavior during a pandemic.