Pub Date : 2024-01-25DOI: 10.21511/ppm.22(1).2024.24
Xavier Bronlet, Jessica Basile, Roberta Basile, Nicola Ferla
Companies are developing strategies to attract and retain talented workforce in an always more effervescent labor market. The ones that relate to attracting talents are usually referred to as employer branding, and the ones related to retaining talents are usually referred to as employee value propositions. This study aims to investigate the motivational factors in the employee value proposition model and suggest an extension of the common models. A questionnaire was elaborated to check the validity of the hypothetical model. The sample includes a large Swiss financial institution that decided to remain anonymous. 517 employees have provided valid observations; the multivariate analysis conducted under the lenses of structural equation modeling confirms the validity of the hypothetical model. In particular, the study illustrates that extrinsic (salary, benefits, career) and intrinsic (work environment, work purpose, and job strain) motivational factors must be considered in the employee value proposition model. The intrinsic motivational factors contribute slightly more than the extrinsic motivational factors; the salary factor contributes the most among the extrinsic motivation variables, and the working environment factor contributes the most among the intrinsic motivation variables. The elaborated model has practical application for corporations who want to govern their employee value proposition and align their employer branding identity. It extends the theoretical foundations to support further research in this domain.
{"title":"Employee value proposition: Which factors matter? A Swiss case study on motivational factors","authors":"Xavier Bronlet, Jessica Basile, Roberta Basile, Nicola Ferla","doi":"10.21511/ppm.22(1).2024.24","DOIUrl":"https://doi.org/10.21511/ppm.22(1).2024.24","url":null,"abstract":"Companies are developing strategies to attract and retain talented workforce in an always more effervescent labor market. The ones that relate to attracting talents are usually referred to as employer branding, and the ones related to retaining talents are usually referred to as employee value propositions. This study aims to investigate the motivational factors in the employee value proposition model and suggest an extension of the common models. A questionnaire was elaborated to check the validity of the hypothetical model. The sample includes a large Swiss financial institution that decided to remain anonymous. 517 employees have provided valid observations; the multivariate analysis conducted under the lenses of structural equation modeling confirms the validity of the hypothetical model. In particular, the study illustrates that extrinsic (salary, benefits, career) and intrinsic (work environment, work purpose, and job strain) motivational factors must be considered in the employee value proposition model. The intrinsic motivational factors contribute slightly more than the extrinsic motivational factors; the salary factor contributes the most among the extrinsic motivation variables, and the working environment factor contributes the most among the intrinsic motivation variables. The elaborated model has practical application for corporations who want to govern their employee value proposition and align their employer branding identity. It extends the theoretical foundations to support further research in this domain.","PeriodicalId":20521,"journal":{"name":"Problems and perspectives in management","volume":"25 10","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-01-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139598349","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-01-25DOI: 10.21511/ppm.22(1).2024.25
Florentina Kurniasari, Elissa Dwi Lestari
The rapid growth of the information technology industry has spurred corporate process digitalization. This study aims to examine how the Unified Theory of Acceptance and Use of Technology’s (UTAUT) major tenets – performance expectancy and effort expectancy – and trust affect managers’ acceptance of new e-fulfillment services. This study also considers Hofstede’s cultural dimension of long-term orientation as the major variable influencing management’s acceptance of the new fulfillment platform. This study employed a quantitative research methodology with a simple random sampling of 248 Indonesian Logistic Association members from various industries. The research finding shows that only effort expectancy does not significantly affect managers’ e-fulfillment platform usage. Both effort expectancy and performance expectancy have a significant impact on employee trust in using the new technology. In addition, performance expectancy, customer trust, and long-term orientation positively affect the managerial adoption of e-fulfillment services. The study also shows a full mediation effect of customer trust in the relationship of effort expectancy to managerial adoption and a partial mediation effect in the influence of performance expectancy into managerial adoption of electronic resources planning with trust as a mediating variable.AcknowledgmentThis study is conducted with the support from the Ministry of Education, Culture, Research, with the Contract No. 1170/LL3/AL.04/2023; 0059-RD-LPPM-UMN/P-JD/V/2023.
{"title":"Strategic enablers: Unveiling crucial drivers for managerial adoption of electronic resources planning","authors":"Florentina Kurniasari, Elissa Dwi Lestari","doi":"10.21511/ppm.22(1).2024.25","DOIUrl":"https://doi.org/10.21511/ppm.22(1).2024.25","url":null,"abstract":"The rapid growth of the information technology industry has spurred corporate process digitalization. This study aims to examine how the Unified Theory of Acceptance and Use of Technology’s (UTAUT) major tenets – performance expectancy and effort expectancy – and trust affect managers’ acceptance of new e-fulfillment services. This study also considers Hofstede’s cultural dimension of long-term orientation as the major variable influencing management’s acceptance of the new fulfillment platform. This study employed a quantitative research methodology with a simple random sampling of 248 Indonesian Logistic Association members from various industries. The research finding shows that only effort expectancy does not significantly affect managers’ e-fulfillment platform usage. Both effort expectancy and performance expectancy have a significant impact on employee trust in using the new technology. In addition, performance expectancy, customer trust, and long-term orientation positively affect the managerial adoption of e-fulfillment services. The study also shows a full mediation effect of customer trust in the relationship of effort expectancy to managerial adoption and a partial mediation effect in the influence of performance expectancy into managerial adoption of electronic resources planning with trust as a mediating variable.\u0000AcknowledgmentThis study is conducted with the support from the Ministry of Education, Culture, Research, with the Contract No. 1170/LL3/AL.04/2023; 0059-RD-LPPM-UMN/P-JD/V/2023.","PeriodicalId":20521,"journal":{"name":"Problems and perspectives in management","volume":"22 6","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-01-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139598364","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-01-24DOI: 10.21511/ppm.22(1).2024.22
Lina Lina
Job performance is the ability to complete work according to predetermined standards. Stressful conditions at work can make job performance worse. An individual’s intrinsic religiosity can weaken these stressful conditions. This study aims to empirically prove the influence of challenge and hindrance stressors on job performance and examine whether intrinsic religiosity can moderate this influence. This paper uses the method of administering online questionnaire surveys by distributing Google Form links to the eligible respondents without conducting the interview. It employs a non-probability sampling design with a purposive sampling method, in this case, judgment sampling. The criteria for selecting respondents are individuals who have the status of full-time employees and work in state-owned and private-owned organizations in the cities of Indonesia. This study proved all hypotheses. Higher challenge stressors result in higher job performance. At the same time, higher hindrance stressors result in lower job performance. Further, intrinsic religiosity weakens the positive influence of challenge stressors on job performance. Individuals who are always attached to God will use work as a means to please God. The characteristics of these individuals are having a positive mental attitude so that they are always ready and calm in facing various work situations and view work as a calling. Also, this study proves that the negative influence of hindrance stressors on job performance is weaker in people with intrinsic religiosity. Ambiguous job descriptions, conflicts, or excessive work are no longer burdensome.AcknowledgmentThis study is funded by the Faculty of Economics and Business, Pelita Harapan University, award number 023/P-ORP-FEB/I/2024.
{"title":"The moderating role of intrinsic religiosity in the relationship of stressors and job performance: Evidence from Indonesia","authors":"Lina Lina","doi":"10.21511/ppm.22(1).2024.22","DOIUrl":"https://doi.org/10.21511/ppm.22(1).2024.22","url":null,"abstract":"Job performance is the ability to complete work according to predetermined standards. Stressful conditions at work can make job performance worse. An individual’s intrinsic religiosity can weaken these stressful conditions. This study aims to empirically prove the influence of challenge and hindrance stressors on job performance and examine whether intrinsic religiosity can moderate this influence. This paper uses the method of administering online questionnaire surveys by distributing Google Form links to the eligible respondents without conducting the interview. It employs a non-probability sampling design with a purposive sampling method, in this case, judgment sampling. The criteria for selecting respondents are individuals who have the status of full-time employees and work in state-owned and private-owned organizations in the cities of Indonesia. This study proved all hypotheses. Higher challenge stressors result in higher job performance. At the same time, higher hindrance stressors result in lower job performance. Further, intrinsic religiosity weakens the positive influence of challenge stressors on job performance. Individuals who are always attached to God will use work as a means to please God. The characteristics of these individuals are having a positive mental attitude so that they are always ready and calm in facing various work situations and view work as a calling. Also, this study proves that the negative influence of hindrance stressors on job performance is weaker in people with intrinsic religiosity. Ambiguous job descriptions, conflicts, or excessive work are no longer burdensome.\u0000AcknowledgmentThis study is funded by the Faculty of Economics and Business, Pelita Harapan University, award number 023/P-ORP-FEB/I/2024.","PeriodicalId":20521,"journal":{"name":"Problems and perspectives in management","volume":"48 7","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-01-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139602140","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-01-24DOI: 10.21511/ppm.22(1).2024.23
Wafa Rashid Alalyani, Chia Kuang Lee
The purpose of this study is to empirically examine the impact of total quality management, institutional pressure, and organizational citizenship behavior on project performance moderated by project governance in ongoing construction projects. Empirical data were collected from 162 respondents engaged in ongoing construction projects in Oman using a self-administered questionnaire. The partial least square structural equation modeling (PLS-SEM) technique was used to analyze the data. The findings show that TQM significantly impacts project performance. In contrast, organizational citizenship behavior did not mediate between total quality management and project performance. Project governance partially moderated the impact of total quality management on project performance. This study offers practical implications for the construction industry that wants to improve its project performance. This paper recognizes the significance of TQM practices by developing an industry-wide culture of successful project performance. It is vital to support the ongoing efforts of the project managers to promote and apply quality management principles, particularly in the construction industry.
{"title":"Investigating factors affecting project performance moderated by project governance","authors":"Wafa Rashid Alalyani, Chia Kuang Lee","doi":"10.21511/ppm.22(1).2024.23","DOIUrl":"https://doi.org/10.21511/ppm.22(1).2024.23","url":null,"abstract":"The purpose of this study is to empirically examine the impact of total quality management, institutional pressure, and organizational citizenship behavior on project performance moderated by project governance in ongoing construction projects. Empirical data were collected from 162 respondents engaged in ongoing construction projects in Oman using a self-administered questionnaire. The partial least square structural equation modeling (PLS-SEM) technique was used to analyze the data. The findings show that TQM significantly impacts project performance. In contrast, organizational citizenship behavior did not mediate between total quality management and project performance. Project governance partially moderated the impact of total quality management on project performance. This study offers practical implications for the construction industry that wants to improve its project performance. This paper recognizes the significance of TQM practices by developing an industry-wide culture of successful project performance. It is vital to support the ongoing efforts of the project managers to promote and apply quality management principles, particularly in the construction industry.","PeriodicalId":20521,"journal":{"name":"Problems and perspectives in management","volume":"59 24","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-01-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139600933","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-01-22DOI: 10.21511/ppm.22(1).2024.20
Elona Çera, Roland Subashi
This paper aims to bring new insights into the role of commitment-based human resource management practices in open innovation in small and medium-sized enterprises. Additionally, the goal is to enhance comprehension of the aforementioned interactions by considering the mediating effect of developmental culture. Data were collected from owners and managers of 131 small and medium-sized enterprises operating in the service and manufacturing sectors in Albania. The study employed a quantitative research instrument, namely online surveys. To yield results and extract figures, the study applied partial least squares-structural equation modeling, examining the interrelationships among constructs. The empirical results highlight the direct effects of commitment-based human resource management practices and developmental culture on open innovation. Specifically, the study reveals that commitment-based human resource management practices have a significant role in promoting open innovation (O = 0.598, t = 10.057, p = 0.000). Additionally, the findings indicate that developmental culture serves as a complementary factor by mediating the connection between commitment-based human resource management practices and open innovation (O = 0.136, t = 1.789, p = 0.037). This study draws the attention of business owners and strategy developers circumnavigating the Albanian small and medium-sized enterprises environment. Barring certain limitations, it enthralls their propensity toward innovation, aligning it with an enabling business culture.AcknowledgmentThis work is supported by Tomas Bata University internal grants, FaME TBU No. IGA/FaME/2023/012 “Closed and open innovation: role of human resource, servant leadership, digitalization, and uncertainty.”
{"title":"How do commitment-based HRM practices and a developmental culture interact to foster open innovation in SMEs?","authors":"Elona Çera, Roland Subashi","doi":"10.21511/ppm.22(1).2024.20","DOIUrl":"https://doi.org/10.21511/ppm.22(1).2024.20","url":null,"abstract":"This paper aims to bring new insights into the role of commitment-based human resource management practices in open innovation in small and medium-sized enterprises. Additionally, the goal is to enhance comprehension of the aforementioned interactions by considering the mediating effect of developmental culture. Data were collected from owners and managers of 131 small and medium-sized enterprises operating in the service and manufacturing sectors in Albania. The study employed a quantitative research instrument, namely online surveys. To yield results and extract figures, the study applied partial least squares-structural equation modeling, examining the interrelationships among constructs. The empirical results highlight the direct effects of commitment-based human resource management practices and developmental culture on open innovation. Specifically, the study reveals that commitment-based human resource management practices have a significant role in promoting open innovation (O = 0.598, t = 10.057, p = 0.000). Additionally, the findings indicate that developmental culture serves as a complementary factor by mediating the connection between commitment-based human resource management practices and open innovation (O = 0.136, t = 1.789, p = 0.037). This study draws the attention of business owners and strategy developers circumnavigating the Albanian small and medium-sized enterprises environment. Barring certain limitations, it enthralls their propensity toward innovation, aligning it with an enabling business culture.\u0000AcknowledgmentThis work is supported by Tomas Bata University internal grants, FaME TBU No. IGA/FaME/2023/012 “Closed and open innovation: role of human resource, servant leadership, digitalization, and uncertainty.”","PeriodicalId":20521,"journal":{"name":"Problems and perspectives in management","volume":"31 6","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-01-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139607323","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-01-22DOI: 10.21511/ppm.22(1).2024.21
Adriana Grenčíková, Jana Španková, M. Kordoš
The implementation of the home office has changed the organization of work not only during the pandemic but also permanently, so it is considered challenging to explore the effects on work processes and the value orientation of employees. This study aims to identify the employees’ subjective perceptions of work productivity, as well as the advantages and disadvantages of home office during each wave of the COVID-19 outbreak, by taking into account the views of each generational cohort. The paper analyzes the effects of the home office on employee productivity in Slovak firms and its impacts on private life. Descriptive statistical methods were used to process the data obtained by questionnaire survey, conducted in several phases from September 1, 2020, till August 20, 2022, on a sample of 1167 respondents reached by random selection. The questionnaire was distributed through social network sites and targeted at people who use information and communication technologies, which is a requirement of the home office. The hypothesis was verified using the chi-square test. Based on the survey results, workers who use home offices feel isolated and prefer a combined form of work; they lack social contact, which reflects negatively on their mental health. The combined form of work also significantly impacts the sustainability of work productivity. The study recommends that organizations ensure work-life balance, understanding the particular generations working within the home office.
{"title":"The impact of home office on employee productivity and work balance","authors":"Adriana Grenčíková, Jana Španková, M. Kordoš","doi":"10.21511/ppm.22(1).2024.21","DOIUrl":"https://doi.org/10.21511/ppm.22(1).2024.21","url":null,"abstract":"The implementation of the home office has changed the organization of work not only during the pandemic but also permanently, so it is considered challenging to explore the effects on work processes and the value orientation of employees. This study aims to identify the employees’ subjective perceptions of work productivity, as well as the advantages and disadvantages of home office during each wave of the COVID-19 outbreak, by taking into account the views of each generational cohort. The paper analyzes the effects of the home office on employee productivity in Slovak firms and its impacts on private life. Descriptive statistical methods were used to process the data obtained by questionnaire survey, conducted in several phases from September 1, 2020, till August 20, 2022, on a sample of 1167 respondents reached by random selection. The questionnaire was distributed through social network sites and targeted at people who use information and communication technologies, which is a requirement of the home office. The hypothesis was verified using the chi-square test. Based on the survey results, workers who use home offices feel isolated and prefer a combined form of work; they lack social contact, which reflects negatively on their mental health. The combined form of work also significantly impacts the sustainability of work productivity. The study recommends that organizations ensure work-life balance, understanding the particular generations working within the home office.","PeriodicalId":20521,"journal":{"name":"Problems and perspectives in management","volume":"39 11","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-01-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139608764","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-01-19DOI: 10.21511/ppm.22(1).2024.19
A. Almohtaseb, Jehad S. Aldehayyat, Adel Al Khattab, Z. Alabaddi
Supply chain management practices are always helpful for multinational enterprises in increasing their growth. However, there has always remained an open debate about which practices are helpful for small and medium enterprises (SMEs). Therefore, this study has examined the influence of supply chain management practices on the performance of SMEs. Moreover, it has examined how the moderation of supply chain ecocentricity and innovation capabilities strengthens or weakens the relationship between supply chain management practices and SMEs’ performance. The quantitative study involved 352 SME managers as they can provide the relevant information and possess complete knowledge of management practices. The data were gathered via a questionnaire, and the responses were analyzed using IBM SPSS 28 and IBM AMOS. The results show that SMEs’ performance is linked to supply chain management practices (β = 0.544; P < .001), and this linkage is further strengthened by supply chain ecocentricity (R2 change = 0. 082***, F-Statistics = 47.18) and innovation capabilities (R2 change = 0.061***, F-Statistics = 39.74). SMEs can enhance their performance by efficiently incorporating supply chain management practices and developing innovation capabilities and supply chain ecocentricity.AcknowledgmentsThis study is funded by Al Hussein Bin Talal University, Ma’an, Jordan, No. 125/2023.
供应链管理实践总是有助于跨国企业提高增长速度。然而，关于哪些做法对中小型企业（SMEs）有帮助，一直存在争议。因此，本研究探讨了供应链管理实践对中小企业绩效的影响。此外，研究还探讨了供应链生态中心和创新能力的调节作用如何加强或削弱供应链管理实践与中小企业绩效之间的关系。定量研究涉及 352 名中小企业经理，因为他们可以提供相关信息，并对管理实践有全面的了解。研究通过问卷收集数据，并使用 IBM SPSS 28 和 IBM AMOS 对回答进行分析。结果表明，中小企业的绩效与供应链管理实践有关（β = 0.544; P < .001），供应链生态中心（R2 变化 = 0. 082***，F-统计量 = 47.18）和创新能力（R2 变化 = 0.061***，F-统计量 = 39.74）进一步加强了这种联系。中小企业可以通过有效融入供应链管理实践、发展创新能力和供应链生态中心性来提高其绩效。 鸣谢本研究由约旦马安的 Al Hussein Bin Talal 大学资助，编号为 125/2023。
{"title":"The role of supply chain management in improving performance of Jordanian small and medium enterprises","authors":"A. Almohtaseb, Jehad S. Aldehayyat, Adel Al Khattab, Z. Alabaddi","doi":"10.21511/ppm.22(1).2024.19","DOIUrl":"https://doi.org/10.21511/ppm.22(1).2024.19","url":null,"abstract":"Supply chain management practices are always helpful for multinational enterprises in increasing their growth. However, there has always remained an open debate about which practices are helpful for small and medium enterprises (SMEs). Therefore, this study has examined the influence of supply chain management practices on the performance of SMEs. Moreover, it has examined how the moderation of supply chain ecocentricity and innovation capabilities strengthens or weakens the relationship between supply chain management practices and SMEs’ performance. The quantitative study involved 352 SME managers as they can provide the relevant information and possess complete knowledge of management practices. The data were gathered via a questionnaire, and the responses were analyzed using IBM SPSS 28 and IBM AMOS. The results show that SMEs’ performance is linked to supply chain management practices (β = 0.544; P < .001), and this linkage is further strengthened by supply chain ecocentricity (R2 change = 0. 082***, F-Statistics = 47.18) and innovation capabilities (R2 change = 0.061***, F-Statistics = 39.74). SMEs can enhance their performance by efficiently incorporating supply chain management practices and developing innovation capabilities and supply chain ecocentricity.\u0000AcknowledgmentsThis study is funded by Al Hussein Bin Talal University, Ma’an, Jordan, No. 125/2023.","PeriodicalId":20521,"journal":{"name":"Problems and perspectives in management","volume":"38 8","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139612135","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-01-19DOI: 10.21511/ppm.22(1).2024.18
Donatas Voveris, A. Jaržemskis, Ieva Girdvainienė
The relationship between governance measures and company performance is a widely debated topic in economics, finance, and organizational analyses with diverse outcomes in the existing scholarly body of work. This study aims to examine the relationship between the share of independent members on the board and the financial return of state-owned enterprises. Lithuania was chosen as a setting for the research because the country has been successfully implementing ambitious corporate governance reforms in the public sector and thus is recognized by the Organisation for Economic Co-operation and Development for its efforts. Within the examined dataset of 27 Lithuanian state-owned enterprises spanning 2015 to 2021, there was a notable rise in the proportion of independent board members, ascending from 13% in 2015 to 61% in 2021. However, no statistically significant correlation is discerned between the share of independent board members and financial performance indicators, specifically return on assets (r (181) = –0.020, p > 0.05) and return on equity (r (181) = –0.104, p > 0.05). The quantitative results are complemented through the administration of semi-structured interviews with a subset of board members affiliated with these enterprises. The absence of a relationship between independent board members and the financial return is explained via a more significant influence of state decisions than the effect of a board. Therefore, the appointment of independent board members alone cannot be regarded as the sole guarantor of improvement in financial returns.
{"title":"The paradox of independent board members and financial return of state-owned enterprises: Case of Lithuania","authors":"Donatas Voveris, A. Jaržemskis, Ieva Girdvainienė","doi":"10.21511/ppm.22(1).2024.18","DOIUrl":"https://doi.org/10.21511/ppm.22(1).2024.18","url":null,"abstract":"The relationship between governance measures and company performance is a widely debated topic in economics, finance, and organizational analyses with diverse outcomes in the existing scholarly body of work. This study aims to examine the relationship between the share of independent members on the board and the financial return of state-owned enterprises. Lithuania was chosen as a setting for the research because the country has been successfully implementing ambitious corporate governance reforms in the public sector and thus is recognized by the Organisation for Economic Co-operation and Development for its efforts. Within the examined dataset of 27 Lithuanian state-owned enterprises spanning 2015 to 2021, there was a notable rise in the proportion of independent board members, ascending from 13% in 2015 to 61% in 2021. However, no statistically significant correlation is discerned between the share of independent board members and financial performance indicators, specifically return on assets (r (181) = –0.020, p > 0.05) and return on equity (r (181) = –0.104, p > 0.05). The quantitative results are complemented through the administration of semi-structured interviews with a subset of board members affiliated with these enterprises. The absence of a relationship between independent board members and the financial return is explained via a more significant influence of state decisions than the effect of a board. Therefore, the appointment of independent board members alone cannot be regarded as the sole guarantor of improvement in financial returns.","PeriodicalId":20521,"journal":{"name":"Problems and perspectives in management","volume":"52 8","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139613505","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-01-18DOI: 10.21511/ppm.22(1).2024.17
Tayseer AL Afaishat, Maan Al-Maadhedee, Ismail Yamin
Digital strategy is one of the methods adopted by organizations to use digital technology to achieve business goals, improve performance, and enhance competitive advantage by significantly improving customer experience. Success in achieving competitive advantage requires implementing the digital strategy effectively. The study aims to determine the impact of adopting the digital strategy on the possession of competitive advantage with the moderating role of employee satisfaction in the Jordanian banking sector. Data were collected from 397 employees working in twelve Jordanian banks. The SPSS software was used to analyze the data and test the hypotheses. The results show that adopting digital strategy dimensions explains 55.6% of the variance of competitive advantage dimensions. Data, quality, and flexibility explain 45.8%, 44.8%, and 47.3% of the variance of competitive advantage, respectively. Also, the results show a positive impact of digital strategy dimensions (technologies, data, human resources, and operations) on competitive advantage dimensions (quality, flexibility, and cost). Moreover, the results also show that employee satisfaction moderates and enhances the relationship between adopting the digital strategy and possessing competitive advantages. The study recommended that decision-makers in commercial banks pay attention to applying digital technology because it enhances the speed and quality of providing services to customers.
{"title":"The impact of adopting the digital strategy on the competitive advantage: A moderating role of employee satisfaction in the Jordanian banking sector","authors":"Tayseer AL Afaishat, Maan Al-Maadhedee, Ismail Yamin","doi":"10.21511/ppm.22(1).2024.17","DOIUrl":"https://doi.org/10.21511/ppm.22(1).2024.17","url":null,"abstract":"Digital strategy is one of the methods adopted by organizations to use digital technology to achieve business goals, improve performance, and enhance competitive advantage by significantly improving customer experience. Success in achieving competitive advantage requires implementing the digital strategy effectively. The study aims to determine the impact of adopting the digital strategy on the possession of competitive advantage with the moderating role of employee satisfaction in the Jordanian banking sector. Data were collected from 397 employees working in twelve Jordanian banks. The SPSS software was used to analyze the data and test the hypotheses. The results show that adopting digital strategy dimensions explains 55.6% of the variance of competitive advantage dimensions. Data, quality, and flexibility explain 45.8%, 44.8%, and 47.3% of the variance of competitive advantage, respectively. Also, the results show a positive impact of digital strategy dimensions (technologies, data, human resources, and operations) on competitive advantage dimensions (quality, flexibility, and cost). Moreover, the results also show that employee satisfaction moderates and enhances the relationship between adopting the digital strategy and possessing competitive advantages. The study recommended that decision-makers in commercial banks pay attention to applying digital technology because it enhances the speed and quality of providing services to customers.","PeriodicalId":20521,"journal":{"name":"Problems and perspectives in management","volume":"106 25","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-01-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139615576","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-01-15DOI: 10.21511/ppm.22(1).2024.16
Yunata Kandhias Akbar, Sunda Ariana, Antonius Setyadi, S. Pawirosumarto, Endri Endri
Sustainable universities play a role in evaluating and reporting on sustainable practices in developing countries. The study aims to identify human capital’s impact on sustainable university performance by implementing sustainable human resource management (sustainable HRM) as a mediating variable. The paper uses a quantitative approach, with a sample of 140 employees consisting of lecturers and educational staff at Esa Unggul University, Jakarta, Indonesia. Data were collected using a Likert scale questionnaire and analyzed using structural equation modeling-partial least squares with SmartPLS 4.0 software. The results showed a positive and significant impact that was statistically proven by a direct impact of human capital and sustainable HRM on sustainable universities as well as an indirect impact of human capital on sustainable universities mediated by sustainable HRM. Furthermore, the results showed that the level of direct influence of human capital on sustainable universities has an influence value of 0.371, where the influence is categorized as weak. The level of indirect influence with sustainable HRM as a mediator between human capital and sustainable universities has an influence of 0.662 with a fairly strong/moderate influence. This proves that the role of sustainable HRM practices is an essential component in realizing a sustainable university. Empirical findings recommend increasing the capacity and quality of lecturers and education staff as the main component of university human capital to achieve sustainable higher education performance. Sustainable HRM practices need to be implemented thoughtfully by universities to improve performance from economic, environmental, and social aspects.
{"title":"Human capital and sustainable university: Mediating role of sustainable human resource management in Indonesia","authors":"Yunata Kandhias Akbar, Sunda Ariana, Antonius Setyadi, S. Pawirosumarto, Endri Endri","doi":"10.21511/ppm.22(1).2024.16","DOIUrl":"https://doi.org/10.21511/ppm.22(1).2024.16","url":null,"abstract":"Sustainable universities play a role in evaluating and reporting on sustainable practices in developing countries. The study aims to identify human capital’s impact on sustainable university performance by implementing sustainable human resource management (sustainable HRM) as a mediating variable. The paper uses a quantitative approach, with a sample of 140 employees consisting of lecturers and educational staff at Esa Unggul University, Jakarta, Indonesia. Data were collected using a Likert scale questionnaire and analyzed using structural equation modeling-partial least squares with SmartPLS 4.0 software. The results showed a positive and significant impact that was statistically proven by a direct impact of human capital and sustainable HRM on sustainable universities as well as an indirect impact of human capital on sustainable universities mediated by sustainable HRM. Furthermore, the results showed that the level of direct influence of human capital on sustainable universities has an influence value of 0.371, where the influence is categorized as weak. The level of indirect influence with sustainable HRM as a mediator between human capital and sustainable universities has an influence of 0.662 with a fairly strong/moderate influence. This proves that the role of sustainable HRM practices is an essential component in realizing a sustainable university. Empirical findings recommend increasing the capacity and quality of lecturers and education staff as the main component of university human capital to achieve sustainable higher education performance. Sustainable HRM practices need to be implemented thoughtfully by universities to improve performance from economic, environmental, and social aspects.","PeriodicalId":20521,"journal":{"name":"Problems and perspectives in management","volume":" 24","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-01-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139620656","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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