Global Business and Organizational Excellence最新文献

Communication is a key element for the success of any organization. The present study aims to construct and validate a scale of perception of internal communication. It is also intended to assess whether there are differences in internal communication between employees who are teleworking and those who are in-person work in times of the COVID-19 pandemic. The methodology used is quantitative in nature based on a questionnaire survey, with the sample consisting of 837 Portuguese individuals in a work context. The results show that the structure of the scale of perception of internal communication is composed of three factors: organizational information, communication with supervisors, and communication between colleagues. The perception of internal communication in the factor organizational information showed higher levels in workers who are in telecommuting situations. It is hoped that this work will enrich the academy and enable managers to use communication more effectively so that the organizations they manage become more competitive.

While there is abundant discussion in business journals on the “how to” of purpose to achieve social good beyond profitability, academic research addressing the theoretical and practical impact of purpose on an organization's performance is limited. Some management scholars claim that organizations that are not purpose-driven and fail to consider the needs of their relevant stakeholders will not be able to create long term value for their companies. There is also concern that organizations may use purpose to show intention towards social good but lack tangible actions to demonstrate their commitment. To determine whether purpose impacts the long-term value creation of organizations, this research paper examined a deeper understanding of the meaning of purpose from both individual and organizational perspectives. With clarity on individual purpose as the ability for humans to consciously set their intentions to achieve good, organizational purpose can be considered as the conscious intentions of individuals to work collectively towards social good beyond the singular goal of profitability. Building on this theoretical understanding of purpose, together with an exploration of the shift occurring in organizational responsibility from a singular focus on shareholder returns towards stakeholder inclusivity, this paper proposes a Stakeholder Purpose Framework which links the impact of purpose to long-term value creation by aligning an organization's purpose with their stakeholders and measuring the outcomes of relevant environmental, social, and governance (ESG) metrics. Activating this framework will provide analytical data supporting whether (or not) purpose does impact an organization's ability to create long-term value.

Despite growing research on boundary management through role transitions, there is still a lack of understanding of the strategies individuals use to achieve work-family life balance, and there is little research on the relationship between role transitions and work-family life balance. This article aims to determine the extent to which inter-domain role transitions affect work-family life balance using segmentation and integration preferences as mediating variables. To achieve this objective, we conducted an empirical study in which data were collected from a sample of 311 executives (directors) from Ecuadorian higher education institutions. Using structural equation modeling, the direction and strength of the proposed relationships were determined. Findings show that family domain integration preference and family domain segmentation preference mediate the relationship between family-to-work role transitions and work-family life balance. On the other hand, work domain segmentation preference and work domain integration preference were found to have no mediating effect between work-to-family role transitions and work-family life balance. The findings have practical implications for managing work and family life boundaries. This research contributes to a better understanding of the mediating effect played by segmentation and integration preferences between inter-domain role transitions and work-family life balance from an individual perspective.

Achieving success in one's career has numerous positive consequences for individuals as well as for organizations. This study examines the influence of emotional intelligence measures on career success. Also, using the broaden and build theory, we propose employee resilience as an underlying mechanism connecting emotional intelligence measures and career success. Data were collected from employees working in different IT organizations in India's northern region. Confirmatory factor analysis followed by path analysis using the maximum likelihood estimation (MLE) method in AMOS was performed. Results found that all the emotional intelligence measures directly affect career success and employee resilience. For instance, the adaptability dimension had the most significant direct impact on career success, whereas the interpersonal dimension emerged as the leading predictor of resilience among all five emotional intelligence dimensions. In addition, employee resilience was identified as a partial mediator between all emotional intelligence measures and career success. The present study offers some insightful theoretical and practical implications.

There is no denying that female entrepreneurship success has been making a significant impact on the world. Females now own businesses at a rate that surpasses males, and they are also leading the way in many industries. At the same time, extant literature indicates that female entrepreneurship success is low compared to male counterparts. Concerning enriching the literature, this study aimed to explore the missing catalysts of female entrepreneurship success in a developing country perspective, Bangladesh. Using a purposive sampling strategy, the researchers used semi-structured interviews to collect data from 14 participants, including female entrepreneurs and professors of entrepreneurs. Collected data were thematically analyzed. The study's findings are concurrent with the previous literature, while it also provides some new insights relating to the catalysts for business success among female entrepreneurs. The study has found that networking, digital leadership, institutional supports, childcare centers, healthcare systems, and secure transportation are the missing catalysts for female entrepreneurship success in Bangladesh. The study concludes with implications for females’ entrepreneurial journey with regards to theory, practice, and future directions.

Digital business model innovation (DBMI) has been acknowledged as a new business norm which allows for increased competitiveness. By adopting the dynamic capabilities theory, this research aims to investigate the adoption of DBMI among small and medium-sized enterprises (SMEs) in a developing country. The qualitative data were collected using semi-structured virtual interviews with SMEs. The findings revealed that the SMEs have redesigned their DBMI through value creation innovation, which refers to the use of new digital technology, new capability, and strong collaboration with new partners to streamline the business processes. SMEs innovate their value proposition by focusing on new product and service offerings and creating profitable customer relationships. Interestingly, SMEs also implement value delivery innovation, utilizing new delivery channels to target new market segments. In terms of value capture innovation, SMEs are concerned with obtaining new sources of revenues at a lower cost structure. Research studies on DBMI in Malaysia are scarce. The originality of this research lies in the exploration of DBMI in the real-life business context, and the insights it will provide to SMEs and practitioners in the midst of adopting DBMI. The findings offer valuable insights for SMEs, practitioners, and policymakers in emerging economies.

Critique and change can contribute to advancement and improvement in how we understand the world (i.e., theory) and how we can do things (i.e., practice). When done well (i.e., rigor, well argued) and well done (i.e., complete, novel) (Mukherjee et al., 2022; Whetten, 1989), critique and change can reaffirm and strengthen relevance and reputation, for example, in the case of academic publishing, the hallmark of premier journals as sentinels of good science (Lim, 2018a, 2021b). This is in line with critical theory, which advocates for critique and change of social practice for a brighter future (Tyson, 2006).

Essentially, critique can be defined as the act of assessing the “what” and “what if” of something, for example, the good (pros) versus the bad (cons), the strengths (advantages) versus the shortcomings (disadvantages), and the opportunities (potential benefits) versus the challenges (potential threats), whereas change can be described as the act of doing something differently, for example, adapting, modifying, or newly developing something (e.g., theory, practice) (i.e., the “what”).

The desire to maintain status quo is no longer relevant. With disruption omnipresent and the world progressing at an agile pace and in a dynamic manner (Lim, 2023b), change has now firmly established itself as a constant feature of the present and the future. Hence, to advance, we must not only acknowledge but also embrace change. However, change is not easy, with many people preferring to maintain status quo and thus resisting change. The rationale behind this preference and resistance could be attributed to the large investment (e.g., effort, money, people, time) gone into establishing the status quo. Therefore, change may be perceived as a threat that would discard past investment and status quo, even to the extent of rendering them irrelevant when they are discarded entirely rather than partially (i.e., the “why”).

Notwithstanding the reality that change is the only constant (urgency), not everything that could be changed should be changed, and thus, change, if any, should be strategic (usefulness/relevance). To illustrate, the reputational hallmark of premier journals (e.g., novelty, rigor, translational) should inarguably be maintained as status quo in order to preserve public confidence and trust in good science (otherwise, it could signal a threat to the possible end of good science) (importance), though it should also be noted that maintaining this status quo requires the ability and openness to critique as well as change that is done well and well done (given that critique and change are the foundations for this status quo) (necessity).

Given the sharp and succinct articulation of the problem statement (necessity, importance, usefulness/relevance