Saeed Nosratabadi, Roya Khayer Zahed, V. Ponkratov, E. Kostyrin
Abstract Background and purpose: The use of artificial intelligence (AI) models for data-driven decision-making in different stages of employee lifecycle (EL) management is increasing. However, there is no comprehensive study that addresses contributions of AI in EL management. Therefore, the main goal of this study was to address this theoretical gap and determine the contribution of AI models to EL management. Methods: This study applied the PRISMA method, a systematic literature review model, to ensure that the maximum number of publications related to the subject can be accessed. The output of the PRISMA model led to the identification of 23 related articles, and the findings of this study were presented based on the analysis of these articles. Results: The findings revealed that AI algorithms were used in all stages of EL management (i.e., recruitment, on-boarding, employability and benefits, retention, and off-boarding). It was also disclosed that Random Forest, Support Vector Machines, Adaptive Boosting, Decision Tree, and Artificial Neural Network algorithms outperform other algorithms and were the most used in the literature. Conclusion: Although the use of AI models in solving EL management problems is increasing, research on this topic is still in its infancy stage, and more research on this topic is necessary.
{"title":"Artificial Intelligence Models and Employee Lifecycle Management: A Systematic Literature Review","authors":"Saeed Nosratabadi, Roya Khayer Zahed, V. Ponkratov, E. Kostyrin","doi":"10.2478/orga-2022-0012","DOIUrl":"https://doi.org/10.2478/orga-2022-0012","url":null,"abstract":"Abstract Background and purpose: The use of artificial intelligence (AI) models for data-driven decision-making in different stages of employee lifecycle (EL) management is increasing. However, there is no comprehensive study that addresses contributions of AI in EL management. Therefore, the main goal of this study was to address this theoretical gap and determine the contribution of AI models to EL management. Methods: This study applied the PRISMA method, a systematic literature review model, to ensure that the maximum number of publications related to the subject can be accessed. The output of the PRISMA model led to the identification of 23 related articles, and the findings of this study were presented based on the analysis of these articles. Results: The findings revealed that AI algorithms were used in all stages of EL management (i.e., recruitment, on-boarding, employability and benefits, retention, and off-boarding). It was also disclosed that Random Forest, Support Vector Machines, Adaptive Boosting, Decision Tree, and Artificial Neural Network algorithms outperform other algorithms and were the most used in the literature. Conclusion: Although the use of AI models in solving EL management problems is increasing, research on this topic is still in its infancy stage, and more research on this topic is necessary.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"55 1","pages":"181 - 198"},"PeriodicalIF":1.9,"publicationDate":"2022-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43931170","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}
Abstract Background and purpose: The purpose of this study is to investigate the relationship between core job characteristics (CJC) and personal work outcomes (OUT), as well as the roles of experienced meaningfulness of work (EMW) and experienced responsibility for outcomes of work (EROW) in mediating the CJC–OUT relationship. Specifically, this study attempts to examine the effectiveness of CJC in improving EMW and EROW and to shed light on the roles of EMW and EROW in enhancing the OUT of employees in the Northern Cyprus hotel sector. Methods: This study adopted a quantitative approach to collect and analyze the data from 420 tourism stakeholders in Northern Cyprus hotel sector. A partial least squares (PLS) technique using Smart-PLS was applied to test the direct relationships within the research model and determine any mediating effects. Results: The analysis revealed strong support for meaningfulness of work and experienced responsibility for outcomes of work acting as partial mediators in the relationship between core job characteristics and personal work outcomes. Moreover, core job characteristics was found to have a reasonable direct effect on personal work outcomes, experienced meaningfulness of work, and experienced responsibility for outcomes of work. Conclusion: The current study points to the importance of including experienced meaningfulness of work and experienced responsibility for outcomes of work as mediating variables to understand better the relationship between core job characteristics and Personal work outcomes. Several theoretical and practical implications are included before pinpointing the directions of potential future studies that makeup on the evidence-based argument regarding the results of this study. Lastly, top management in hotel sector would benefit from job redesign because the results demonstrated that the core job characteristics have a positive effect on their work outcomes.
{"title":"Core Job Characteristics and Personal Work Outcomes: The Mediating Role of Critical Psychological States: Empirical Evidence from Northern Cyprus Hotel Sector","authors":"Mohammad Sleimi, M. Elayan, Lamar Abu Hajleh","doi":"10.2478/orga-2022-0015","DOIUrl":"https://doi.org/10.2478/orga-2022-0015","url":null,"abstract":"Abstract Background and purpose: The purpose of this study is to investigate the relationship between core job characteristics (CJC) and personal work outcomes (OUT), as well as the roles of experienced meaningfulness of work (EMW) and experienced responsibility for outcomes of work (EROW) in mediating the CJC–OUT relationship. Specifically, this study attempts to examine the effectiveness of CJC in improving EMW and EROW and to shed light on the roles of EMW and EROW in enhancing the OUT of employees in the Northern Cyprus hotel sector. Methods: This study adopted a quantitative approach to collect and analyze the data from 420 tourism stakeholders in Northern Cyprus hotel sector. A partial least squares (PLS) technique using Smart-PLS was applied to test the direct relationships within the research model and determine any mediating effects. Results: The analysis revealed strong support for meaningfulness of work and experienced responsibility for outcomes of work acting as partial mediators in the relationship between core job characteristics and personal work outcomes. Moreover, core job characteristics was found to have a reasonable direct effect on personal work outcomes, experienced meaningfulness of work, and experienced responsibility for outcomes of work. Conclusion: The current study points to the importance of including experienced meaningfulness of work and experienced responsibility for outcomes of work as mediating variables to understand better the relationship between core job characteristics and Personal work outcomes. Several theoretical and practical implications are included before pinpointing the directions of potential future studies that makeup on the evidence-based argument regarding the results of this study. Lastly, top management in hotel sector would benefit from job redesign because the results demonstrated that the core job characteristics have a positive effect on their work outcomes.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"55 1","pages":"228 - 240"},"PeriodicalIF":1.9,"publicationDate":"2022-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41451419","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}
Sohrab Ghanizadeh, F. S. Ardabili, M. Kheirandish, Eshagh Rasouli, Mohammad Hassanzadeh
Abstract Background and purpose: Today’s dynamic environment is increasingly pressuring public organizations to be simultaneously flexible and efficient. The purpose of this study was to examine the mediating role of organizational ambidexterity in the relationship between psychological capital and the perfor-mance of public organizations that have bureaucratic limitations to their activity and are not as competitive as the private sector. Methods: A questionnaire was developed and distributed among the employees of Management and Planning Organizations in 31 provinces in Iran, and a total of 373 questionnaires were returned. The data was analysed using CFA to validate the measures, and then the mediating effects of organi-zational ambidexterity was tested. Results: The results indicated the significant relationship between psychological capital and organizational performance (B=0.55) and the positive mediation effect of organizational ambidexterity on this relationship (0.333). Conclusion: The findings can help managers of public organizations to enhance their organizational performance by strengthening psychological capital and ambidexterity.
{"title":"Psychological Capital and Organizational Performance: The Mediating Role of Organizational Ambidexterity","authors":"Sohrab Ghanizadeh, F. S. Ardabili, M. Kheirandish, Eshagh Rasouli, Mohammad Hassanzadeh","doi":"10.2478/orga-2022-0014","DOIUrl":"https://doi.org/10.2478/orga-2022-0014","url":null,"abstract":"Abstract Background and purpose: Today’s dynamic environment is increasingly pressuring public organizations to be simultaneously flexible and efficient. The purpose of this study was to examine the mediating role of organizational ambidexterity in the relationship between psychological capital and the perfor-mance of public organizations that have bureaucratic limitations to their activity and are not as competitive as the private sector. Methods: A questionnaire was developed and distributed among the employees of Management and Planning Organizations in 31 provinces in Iran, and a total of 373 questionnaires were returned. The data was analysed using CFA to validate the measures, and then the mediating effects of organi-zational ambidexterity was tested. Results: The results indicated the significant relationship between psychological capital and organizational performance (B=0.55) and the positive mediation effect of organizational ambidexterity on this relationship (0.333). Conclusion: The findings can help managers of public organizations to enhance their organizational performance by strengthening psychological capital and ambidexterity.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"55 1","pages":"214 - 227"},"PeriodicalIF":1.9,"publicationDate":"2022-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43825974","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}
Abstract Background and purpose: Although management fashions have been discussed for nearly 30 years, a certain amount of time had to pass before the discussions were based on factual data. This research mainly aims to trace management approaches in some selected international indices over nearly half a century. In this study, the basic question of how the historical course of management fashions has developed has been answered by following the development course. Methods: The Descriptive Statistical method was preferred in the study because of its suitability to the subject’s essence, the purpose of the research, and the research question’s answer. The research was carried out based on the data collected about management trends by scanning the Web of Science and Scopus databases covering 1975-2020. Results: Management fashions follow rapid adoption, implementation, disappointment, and abandonment. Research results; show that the lack of knowledge and awareness of management fashions poses a significant waste of time and intellectual capital. This determination is crucial, especially for young researchers and new generation managers. Conclusion: In conclusion, it can be said that while new approaches that have tangible counterparts and can be grounded continue, approaches that do not have concrete counterparts disappear, causing a waste of time and mental effort.
{"title":"Tracing Management Fashions in Selected Indices: A Descriptive Statistical Study","authors":"H. Tutar, T. Sarkhanov","doi":"10.2478/orga-2022-0013","DOIUrl":"https://doi.org/10.2478/orga-2022-0013","url":null,"abstract":"Abstract Background and purpose: Although management fashions have been discussed for nearly 30 years, a certain amount of time had to pass before the discussions were based on factual data. This research mainly aims to trace management approaches in some selected international indices over nearly half a century. In this study, the basic question of how the historical course of management fashions has developed has been answered by following the development course. Methods: The Descriptive Statistical method was preferred in the study because of its suitability to the subject’s essence, the purpose of the research, and the research question’s answer. The research was carried out based on the data collected about management trends by scanning the Web of Science and Scopus databases covering 1975-2020. Results: Management fashions follow rapid adoption, implementation, disappointment, and abandonment. Research results; show that the lack of knowledge and awareness of management fashions poses a significant waste of time and intellectual capital. This determination is crucial, especially for young researchers and new generation managers. Conclusion: In conclusion, it can be said that while new approaches that have tangible counterparts and can be grounded continue, approaches that do not have concrete counterparts disappear, causing a waste of time and mental effort.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"55 1","pages":"199 - 213"},"PeriodicalIF":1.9,"publicationDate":"2022-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43622539","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}
Abstract Background and purpose: This paper relates challenges faced by older adult employees during the COVID-19 crisis in order to describe strategies to reduce the digital divide and technostress, thereby supporting inclusion and retention in the marketplace. Older adults are particularly at risk of Internet-related social exclusion, especially during the COVID-19 pandemic. The main research question of the current scoping review were: What kind of strategies can reduce the digital divide and technostress of older adult employees and contribute to their inclusion and retention in the working market during the COVID-19 pandemic? Methodology: This review is based on the Arksey and O’Malley framework for scoping reviews. The six-stage framework includes: identifying research questions, identifying relevant studies, study selection, charting the data, summarizing and reporting the results, and a consultation exercise. A scoping review was conducted using five humanistic and social electronic databases - CINAHL with full text, EBSCO, Medline, SocIndex, Web of Science - and additionally hand-searches performed on Google Scholar. The search was limited to studies published from January 2020 to March 2021. After applying inclusion and exclusion criteria, 10 articles were included. Results: This review shows that the most important strategies are: 1) ICT educational training courses; 2) social dialog; 3) building inclusive workplaces; 4) implementation of successful ‘aging in public’ policies. Our results are beneficial for individuals, organizations, industries and different societies by showing how concrete strategies can be implemented at multiple levels. Conclusion: The study has found that one of the most effective strategies to reduce the digital divide faced by older adult employees during the COVID-19 crisis and technostress is social dialog between employers and employees, which can be a source of innovative and creative solutions (e.g. partnership programs or tailored support). Social dialog should include active cooperation with older adult workers - asking what they need and want - to enable skills development through training.
摘要背景和目的：本文介绍了新冠肺炎危机期间老年员工面临的挑战，以描述减少数字鸿沟和技术压力的策略，从而支持融入和保留市场。老年人尤其面临与互联网相关的社会排斥风险，尤其是在新冠肺炎大流行期间。当前范围界定审查的主要研究问题是：在新冠肺炎大流行期间，什么样的战略可以减少老年员工的数字鸿沟和技术压力，并有助于他们融入和保留工作市场？方法：本审查基于范围审查的Arksey和O'Malley框架。六个阶段的框架包括：确定研究问题、确定相关研究、研究选择、绘制数据图表、总结和报告结果，以及咨询活动。使用五个人文和社会电子数据库——CINAHL全文数据库、EBSCO数据库、Medline数据库、SocIndex数据库、Web of Science数据库——以及在Google Scholar上进行的手动搜索，进行了范围界定审查。搜索仅限于2020年1月至2021年3月发表的研究。在应用纳入和排除标准后，纳入了10篇文章。结果：本综述表明，最重要的战略是：1）信息和通信技术教育培训课程；2） 社会对话；3） 建设包容性工作场所；4） 成功实施“公共老龄化”政策。我们的研究结果通过展示如何在多个层面实施具体战略，对个人、组织、行业和不同社会都是有益的。结论：研究发现，在新冠肺炎危机和技术压力期间，减少老年员工面临的数字鸿沟的最有效策略之一是雇主和员工之间的社会对话，这可以成为创新和创造性解决方案（如合作计划或量身定制的支持）的来源。社会对话应包括与老年工人的积极合作，询问他们需要和想要什么，以通过培训促进技能发展。
{"title":"From Digital Divide to Technostress during the COVID-19 Pandemic: A Scoping Review","authors":"Andrea Seberíni, M. Nour, Miroslava Tokovská","doi":"10.2478/orga-2022-0007","DOIUrl":"https://doi.org/10.2478/orga-2022-0007","url":null,"abstract":"Abstract Background and purpose: This paper relates challenges faced by older adult employees during the COVID-19 crisis in order to describe strategies to reduce the digital divide and technostress, thereby supporting inclusion and retention in the marketplace. Older adults are particularly at risk of Internet-related social exclusion, especially during the COVID-19 pandemic. The main research question of the current scoping review were: What kind of strategies can reduce the digital divide and technostress of older adult employees and contribute to their inclusion and retention in the working market during the COVID-19 pandemic? Methodology: This review is based on the Arksey and O’Malley framework for scoping reviews. The six-stage framework includes: identifying research questions, identifying relevant studies, study selection, charting the data, summarizing and reporting the results, and a consultation exercise. A scoping review was conducted using five humanistic and social electronic databases - CINAHL with full text, EBSCO, Medline, SocIndex, Web of Science - and additionally hand-searches performed on Google Scholar. The search was limited to studies published from January 2020 to March 2021. After applying inclusion and exclusion criteria, 10 articles were included. Results: This review shows that the most important strategies are: 1) ICT educational training courses; 2) social dialog; 3) building inclusive workplaces; 4) implementation of successful ‘aging in public’ policies. Our results are beneficial for individuals, organizations, industries and different societies by showing how concrete strategies can be implemented at multiple levels. Conclusion: The study has found that one of the most effective strategies to reduce the digital divide faced by older adult employees during the COVID-19 crisis and technostress is social dialog between employers and employees, which can be a source of innovative and creative solutions (e.g. partnership programs or tailored support). Social dialog should include active cooperation with older adult workers - asking what they need and want - to enable skills development through training.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"55 1","pages":"98 - 111"},"PeriodicalIF":1.9,"publicationDate":"2022-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45322488","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}
Abstract Background: When a male leader becomes a father, changes in his transformational leadership behaviour occur due to shifted priorities, role expectations and resource transfer between domains. Work–life enrichment research acknowledges the positive overall effects of fatherhood on overall transformational leadership behaviours. Our quantitative study contributes to existing knowledge by analysing the perception of behavioural changes of leaders from the employees’ view. The results are matched with previous studies to assess differences of perception between leaders and employees. Methods: Our research uses a granular, detailed definition of transformational leadership. Based on a sample of 139 respondents, we test the positive effects of fatherhood on leadership performance with Wilcoxon signed rank sum tests. Results: 13 out of 15 transformational leadership behaviours improve significantly with fatherhood. We find that leaders and employees view change differently. Employees perceive improvement similarly in terms of direction, but it is less pronounced in terms of magnitude. Moreover, we find that well rated leaders tend to benefit the most from fatherhood, at least from the perspective of their employees. Males perceive higher levels of improvement than females, which we attribute to a gender empathy bias. Conclusion: Our study confirms work–family enrichment theory and the positive effects of fatherhood on transformational leadership behaviour. Nevertheless, we show that not all involved parties perceive behavioural changes conformably.
{"title":"Influence of Parental Experience on Transformational Leadership Behaviour: A Test of Work–Family Enrichment of Male Managers from an Employee Perspective","authors":"Bernhard Stellner","doi":"10.2478/orga-2022-0008","DOIUrl":"https://doi.org/10.2478/orga-2022-0008","url":null,"abstract":"Abstract Background: When a male leader becomes a father, changes in his transformational leadership behaviour occur due to shifted priorities, role expectations and resource transfer between domains. Work–life enrichment research acknowledges the positive overall effects of fatherhood on overall transformational leadership behaviours. Our quantitative study contributes to existing knowledge by analysing the perception of behavioural changes of leaders from the employees’ view. The results are matched with previous studies to assess differences of perception between leaders and employees. Methods: Our research uses a granular, detailed definition of transformational leadership. Based on a sample of 139 respondents, we test the positive effects of fatherhood on leadership performance with Wilcoxon signed rank sum tests. Results: 13 out of 15 transformational leadership behaviours improve significantly with fatherhood. We find that leaders and employees view change differently. Employees perceive improvement similarly in terms of direction, but it is less pronounced in terms of magnitude. Moreover, we find that well rated leaders tend to benefit the most from fatherhood, at least from the perspective of their employees. Males perceive higher levels of improvement than females, which we attribute to a gender empathy bias. Conclusion: Our study confirms work–family enrichment theory and the positive effects of fatherhood on transformational leadership behaviour. Nevertheless, we show that not all involved parties perceive behavioural changes conformably.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"55 1","pages":"112 - 127"},"PeriodicalIF":1.9,"publicationDate":"2022-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47006650","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}
Abstract Purpose: Outsourcing information security has proven to be an efficient solution for information security management; however, it may not be the most suitable approach for every organization. This research aimed to develop a multi-criteria decision-making model that would enable organizations to determine which approach to information security management (outsourcing or internal management) is more suitable for their needs and capabilities. Methods: Our study utilized several different research methods. First, the decision criteria were identified by reviewing related work and then selected by information security experts in a focus group. Second, a survey was conducted among information security practitioners to assign the criteria weights. Third, four use cases were conducted with four real-world organizations to assess the usability, ease of use, and usefulness of the developed model. Results: We developed a ten-criteria model based on the analytic hierarchy process. The survey results promote performance-related criteria as more important than efficiency-focused criteria. Evidence from use cases proves that the decision model is useful and appropriate for various organizations. Conclusion: To make informed decisions on approaching information security management, organizations must first conduct a thorough analysis of their capabilities and needs and investigate potential external contractors. In such a case, the proposed model can serve as a useful support tool in the decision-making process to obtain clear recommendations tailored to factual circumstances.
{"title":"Outsource or not? An AHP Based Decision Model for Information Security Management","authors":"Luka Jelovčan, Anže Mihelič, Kaja Prislan","doi":"10.2478/orga-2022-0010","DOIUrl":"https://doi.org/10.2478/orga-2022-0010","url":null,"abstract":"Abstract Purpose: Outsourcing information security has proven to be an efficient solution for information security management; however, it may not be the most suitable approach for every organization. This research aimed to develop a multi-criteria decision-making model that would enable organizations to determine which approach to information security management (outsourcing or internal management) is more suitable for their needs and capabilities. Methods: Our study utilized several different research methods. First, the decision criteria were identified by reviewing related work and then selected by information security experts in a focus group. Second, a survey was conducted among information security practitioners to assign the criteria weights. Third, four use cases were conducted with four real-world organizations to assess the usability, ease of use, and usefulness of the developed model. Results: We developed a ten-criteria model based on the analytic hierarchy process. The survey results promote performance-related criteria as more important than efficiency-focused criteria. Evidence from use cases proves that the decision model is useful and appropriate for various organizations. Conclusion: To make informed decisions on approaching information security management, organizations must first conduct a thorough analysis of their capabilities and needs and investigate potential external contractors. In such a case, the proposed model can serve as a useful support tool in the decision-making process to obtain clear recommendations tailored to factual circumstances.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"55 1","pages":"142 - 159"},"PeriodicalIF":1.9,"publicationDate":"2022-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49094327","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}
Abstract Background/Purpose: SMEs are subject to different factors in the business environments that influence their business performance. Considering the importance of restaurants’ environmental characteristics, entrepreneurs can also, through their entrepreneurial characteristics, influence SMEsʼ management of the requisite assets (MRA). Accordingly, this study examines the influence of restaurant SMEs’ entrepreneurial (self-efficacy, orientation, and demographics) and environmental (location, size, and competition) characteristics on MRA and, consequently, on SMEs’ operational efficiency. Methods: Primary data relating to the environmental (location, size, and competition) and entrepreneurial (self-efficacy, orientation, and demographic) characteristics were obtained using a survey questionnaire, while the secondary data were obtained from SMEs’ official financial reports. The sample consists of 266 restaurant SMEs in the Republic of Slovenia. Efficiency was analysed using data envelopment analysis (DEA), and structural equation modelling (SEM) was used to test the research model. Results: The results indicate that environmental characteristics have a much more significant impact on MRA than entrepreneurial characteristics. Entrepreneurial self-efficacy and most demographic characteristics (age, gender, education, and experience) proved not to influence significantly MRA and, consequently, SMEs’ operational efficiency. Conclusion: SMEs’ external environment is generally not directly influenced by managerial decisions. Therefore, it is critical to strengthen the influence of the internal environment through an active development of entrepreneurial characteristics, which could result in a more effective MRA and higher efficiency. The conclusion provides suggestions for future research and valuable information for entrepreneurs, academia, and policymakers.
{"title":"The Interplay of Restaurant SMEs’ Entrepreneurial and Environmental Characteristics, Management of the Requisite Assets, and Operational Efficiency","authors":"T. Planinc, Marko Kukanja, Anja Žnidaršič","doi":"10.2478/orga-2022-0011","DOIUrl":"https://doi.org/10.2478/orga-2022-0011","url":null,"abstract":"Abstract Background/Purpose: SMEs are subject to different factors in the business environments that influence their business performance. Considering the importance of restaurants’ environmental characteristics, entrepreneurs can also, through their entrepreneurial characteristics, influence SMEsʼ management of the requisite assets (MRA). Accordingly, this study examines the influence of restaurant SMEs’ entrepreneurial (self-efficacy, orientation, and demographics) and environmental (location, size, and competition) characteristics on MRA and, consequently, on SMEs’ operational efficiency. Methods: Primary data relating to the environmental (location, size, and competition) and entrepreneurial (self-efficacy, orientation, and demographic) characteristics were obtained using a survey questionnaire, while the secondary data were obtained from SMEs’ official financial reports. The sample consists of 266 restaurant SMEs in the Republic of Slovenia. Efficiency was analysed using data envelopment analysis (DEA), and structural equation modelling (SEM) was used to test the research model. Results: The results indicate that environmental characteristics have a much more significant impact on MRA than entrepreneurial characteristics. Entrepreneurial self-efficacy and most demographic characteristics (age, gender, education, and experience) proved not to influence significantly MRA and, consequently, SMEs’ operational efficiency. Conclusion: SMEs’ external environment is generally not directly influenced by managerial decisions. Therefore, it is critical to strengthen the influence of the internal environment through an active development of entrepreneurial characteristics, which could result in a more effective MRA and higher efficiency. The conclusion provides suggestions for future research and valuable information for entrepreneurs, academia, and policymakers.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"55 1","pages":"160 - 177"},"PeriodicalIF":1.9,"publicationDate":"2022-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48907246","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}
Abstract Background and Purpose: A growing body of evidence confirms that employee ecological behaviour (EEB) is the most critical factor indicating organisational competitive advantage and environmental performance. The present study identifies and explores the green competencies required at the workplace to perform ecological behaviour. No prior study has explored the required green competencies from employees at the workplace in higher education institutions to the researchers’ knowledge. Design/Methodology/Approach: The research utilises the data generated from eighteen comprehensive interviews with the top five Malaysian green universities’ employees. The study adopted the content analysis approach to explore contextually relevant competencies required for EEB in the workplace. Results: Six main green competencies, namely environmental awareness, environmental attitude, environmental knowledge, environmental consciousness, green mindfulness, and green ability, were generated from the analysis supporting ecological behaviour at the workplace. Conclusion: This research explored the required green competencies of employees to be environmental-friendly in the workplace by investigating the previously neglected domain required in the workplace. The research offers practical implications to universities and human resources (HR) to adopt accountabilities for an organisation to be environmentally sustainable. The recruitment committee and top management of higher education institutions should accentuate an environmental stance and green competencies in job descriptions to entice applicants with an environment-friendly mentality.
{"title":"Make it their Decisions, not your Directives: Exploring Required Green Competencies for Employee Ecological Behaviour","authors":"K. Farooq, M. Yusliza, Zikri Muhammad, N. Mat","doi":"10.2478/orga-2022-0009","DOIUrl":"https://doi.org/10.2478/orga-2022-0009","url":null,"abstract":"Abstract Background and Purpose: A growing body of evidence confirms that employee ecological behaviour (EEB) is the most critical factor indicating organisational competitive advantage and environmental performance. The present study identifies and explores the green competencies required at the workplace to perform ecological behaviour. No prior study has explored the required green competencies from employees at the workplace in higher education institutions to the researchers’ knowledge. Design/Methodology/Approach: The research utilises the data generated from eighteen comprehensive interviews with the top five Malaysian green universities’ employees. The study adopted the content analysis approach to explore contextually relevant competencies required for EEB in the workplace. Results: Six main green competencies, namely environmental awareness, environmental attitude, environmental knowledge, environmental consciousness, green mindfulness, and green ability, were generated from the analysis supporting ecological behaviour at the workplace. Conclusion: This research explored the required green competencies of employees to be environmental-friendly in the workplace by investigating the previously neglected domain required in the workplace. The research offers practical implications to universities and human resources (HR) to adopt accountabilities for an organisation to be environmentally sustainable. The recruitment committee and top management of higher education institutions should accentuate an environmental stance and green competencies in job descriptions to entice applicants with an environment-friendly mentality.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"55 1","pages":"128 - 141"},"PeriodicalIF":1.9,"publicationDate":"2022-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41415376","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}
Abstract Purpose: The purpose of this article is to examine the relationship between employee participation in the decision-making process (EPDMP) and organizational citizenship behavior (OCB) while considering the mediating role of affective commitment (AC). Methods: The article is based on primary cross-sectional data collected using questionnaires and applying a convenience sampling method among employees in Bosnia and Herzegovina (B&H). The sample consists of 302 employees from 127 companies across multiple industries. Results: First, there is a positive relationship between EPDMP and two dimensions of OCB – organizational citizenship behavior directed at individuals (OCBI) and organizational citizenship behavior directed at the organization (OCBO). Second, the findings suggest that AC mediates the relationship between EPDMP and OCBI and OCBO. Furthermore, OCBI is found to mediate the relationship between AC and OCBO. Conclusion: This article extends the literature by introducing the mediating role of AC in the relationship between EPDM and two dimensions of OCB and the mediating role of OCBI in the relationship between AC and OCBO.
{"title":"Employee Participation in the Decision-Making Process and Organizational Citizenship Behavior: The Mediating Role of Affective Commitment","authors":"E. Knezović, Hamza Smajić","doi":"10.2478/orga-2022-0005","DOIUrl":"https://doi.org/10.2478/orga-2022-0005","url":null,"abstract":"Abstract Purpose: The purpose of this article is to examine the relationship between employee participation in the decision-making process (EPDMP) and organizational citizenship behavior (OCB) while considering the mediating role of affective commitment (AC). Methods: The article is based on primary cross-sectional data collected using questionnaires and applying a convenience sampling method among employees in Bosnia and Herzegovina (B&H). The sample consists of 302 employees from 127 companies across multiple industries. Results: First, there is a positive relationship between EPDMP and two dimensions of OCB – organizational citizenship behavior directed at individuals (OCBI) and organizational citizenship behavior directed at the organization (OCBO). Second, the findings suggest that AC mediates the relationship between EPDMP and OCBI and OCBO. Furthermore, OCBI is found to mediate the relationship between AC and OCBO. Conclusion: This article extends the literature by introducing the mediating role of AC in the relationship between EPDM and two dimensions of OCB and the mediating role of OCBI in the relationship between AC and OCBO.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"55 1","pages":"64 - 76"},"PeriodicalIF":1.9,"publicationDate":"2022-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47447881","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}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：