Hiba Kayed, Amro Al-Madadha, Abdelraheem M. Abualbasal
Abstract Background/Purpose: Entrepreneurial education can have a positive effect on entrepreneurial intention of university students, yet universities in Jordan still do not direct their attention to invest in Entrepreneurial education. This study aims to investigate the effect of entrepreneurial education and Culture on entrepreneurial intention through psychological empowerment of university students. Methodology: A questionnaire was distributed to a sample of 220 university students in Jordan who take any course in entrepreneurship. Data were analysed and hypotheses were tested through Structural Equation Modelling (SEM) using Statistical Package for Social Sciences (SPSS). Results: The analysis of the study showed that; entrepreneurial education has a significant influence on psychological empowerment, psychological empowerment has a significant influence on entrepreneurial intentions, culture has a significant influence on psychological empowerment, entrepreneurial education has a significant influence on entrepreneurial intention and culture has a significant influence on entrepreneurial intention. The results of the study answer the calls of previous research to examine the role of culture and psychological empowerment in entrepreneurial education to affect entrepreneurial intention. Conclusion: Universities in Jordan should focus more on entrepreneurial education by psychologically empowering students to increase their intentions towards entrepreneurship. This study contributes to the existing literature by providing a better understanding of the relationship between entrepreneurial education and entrepreneurial intention through culture and psychological empowerment.
{"title":"The Effect of Entrepreneurial Education and Culture on Entrepreneurial Intention","authors":"Hiba Kayed, Amro Al-Madadha, Abdelraheem M. Abualbasal","doi":"10.2478/orga-2022-0002","DOIUrl":"https://doi.org/10.2478/orga-2022-0002","url":null,"abstract":"Abstract Background/Purpose: Entrepreneurial education can have a positive effect on entrepreneurial intention of university students, yet universities in Jordan still do not direct their attention to invest in Entrepreneurial education. This study aims to investigate the effect of entrepreneurial education and Culture on entrepreneurial intention through psychological empowerment of university students. Methodology: A questionnaire was distributed to a sample of 220 university students in Jordan who take any course in entrepreneurship. Data were analysed and hypotheses were tested through Structural Equation Modelling (SEM) using Statistical Package for Social Sciences (SPSS). Results: The analysis of the study showed that; entrepreneurial education has a significant influence on psychological empowerment, psychological empowerment has a significant influence on entrepreneurial intentions, culture has a significant influence on psychological empowerment, entrepreneurial education has a significant influence on entrepreneurial intention and culture has a significant influence on entrepreneurial intention. The results of the study answer the calls of previous research to examine the role of culture and psychological empowerment in entrepreneurial education to affect entrepreneurial intention. Conclusion: Universities in Jordan should focus more on entrepreneurial education by psychologically empowering students to increase their intentions towards entrepreneurship. This study contributes to the existing literature by providing a better understanding of the relationship between entrepreneurial education and entrepreneurial intention through culture and psychological empowerment.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"55 1","pages":"18 - 34"},"PeriodicalIF":1.9,"publicationDate":"2022-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44499904","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}
Ekaterina S. Morozevich, Yevgeniya A. Kuznetsova, A. Kubrikova, N. Livak, Alexander I. Makarov
Abstract Background and purpose: Employees with their knowledge, skills and values are a connecting link between the deep organizational transformations and new technologies. In this regard, the human resource management system needs new approaches and tools for the diagnostics, training and personnel development based on the synchronization of the organization and the employee’s values. The study aim is to develop a comprehensive methodology for building an employee’s soft skills profile in order to form personalized educational trajectory and an adaptive management system creation. Methodology: An approach to the soft skills profile’s formation through broadcasting of the description of personality’s behavioral indicators into actual supra-professional competencies is considered. Modeling and automation of the employee profile’s soft skills was carried out. Statistical observation and empirical confirmation were used to evaluate the developed methodology. 115 respondents from different fields of science and technology from Reshetnev University took part in the diagnostic. Results: The results show that the proposed complex automated personality diagnostics is valid. And it allows you to visualize the soft skills profile, determine the level of competencies’ expression and identify the directions of the employee’s individual development. Conclusion: The study offers a comprehensive integrated methodology which allows you to assess the formation level of representatives’ soft skills of various fields of activity. This development can be used both in the educational environment to form an education ecosystem in accordance with the requirements of the innovative economy development and in the enterprise management system to increase the production potential of both employees themselves and enterprises.
{"title":"Employee’s Competence Profile for Adaptive Organization Management","authors":"Ekaterina S. Morozevich, Yevgeniya A. Kuznetsova, A. Kubrikova, N. Livak, Alexander I. Makarov","doi":"10.2478/orga-2022-0001","DOIUrl":"https://doi.org/10.2478/orga-2022-0001","url":null,"abstract":"Abstract Background and purpose: Employees with their knowledge, skills and values are a connecting link between the deep organizational transformations and new technologies. In this regard, the human resource management system needs new approaches and tools for the diagnostics, training and personnel development based on the synchronization of the organization and the employee’s values. The study aim is to develop a comprehensive methodology for building an employee’s soft skills profile in order to form personalized educational trajectory and an adaptive management system creation. Methodology: An approach to the soft skills profile’s formation through broadcasting of the description of personality’s behavioral indicators into actual supra-professional competencies is considered. Modeling and automation of the employee profile’s soft skills was carried out. Statistical observation and empirical confirmation were used to evaluate the developed methodology. 115 respondents from different fields of science and technology from Reshetnev University took part in the diagnostic. Results: The results show that the proposed complex automated personality diagnostics is valid. And it allows you to visualize the soft skills profile, determine the level of competencies’ expression and identify the directions of the employee’s individual development. Conclusion: The study offers a comprehensive integrated methodology which allows you to assess the formation level of representatives’ soft skills of various fields of activity. This development can be used both in the educational environment to form an education ecosystem in accordance with the requirements of the innovative economy development and in the enterprise management system to increase the production potential of both employees themselves and enterprises.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"55 1","pages":"3 - 16"},"PeriodicalIF":1.9,"publicationDate":"2022-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48494701","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: The study explores subordinate managers’ propensity to trust superiors’ decisions. Its purpose is twofold: first, to provide lower-level managers with a tool to know when and how to trust superiors’ decisions for a better organizational performance, and second, to lay the foundations for the development of a conceptual model of subordinate managers’ behavior. Methods: The research philosophy adopts an inductive content analysis perspective. A mixed-methods research design is applied, using both qualitative and quantitative approaches. Data is collected through questionnaire, focus groups, interviews, and literature review. A total number of 219 managers from eight Bulgarian business organizations filled the questionnaire and 92 of them participated in group discussions and interviews. Results: The majority of the managers surveyed tend to trust their immediate superiors. As a result of group discussions, the main advantages and disadvantages of managers with opposing attitudes toward trust are identified. A decision tree model of subordinate manager’s appropriate behaviors is proposed. Conclusion: Inferior managers can have an active role in managing trust in their superiors’ decisions. Several situational factors, including superior’s competence and integrity, and organizational culture, determine the degree of trust that the subordinate manager should observe concerning the decisions and requests of the immediate superior.
{"title":"Knowing When and How to Trust Superiors’ Decisions: Toward a Conceptual Model of Subordinate Managers’ Behavior","authors":"Emil Kotsev","doi":"10.2478/orga-2022-0004","DOIUrl":"https://doi.org/10.2478/orga-2022-0004","url":null,"abstract":"Abstract Background/Purpose: The study explores subordinate managers’ propensity to trust superiors’ decisions. Its purpose is twofold: first, to provide lower-level managers with a tool to know when and how to trust superiors’ decisions for a better organizational performance, and second, to lay the foundations for the development of a conceptual model of subordinate managers’ behavior. Methods: The research philosophy adopts an inductive content analysis perspective. A mixed-methods research design is applied, using both qualitative and quantitative approaches. Data is collected through questionnaire, focus groups, interviews, and literature review. A total number of 219 managers from eight Bulgarian business organizations filled the questionnaire and 92 of them participated in group discussions and interviews. Results: The majority of the managers surveyed tend to trust their immediate superiors. As a result of group discussions, the main advantages and disadvantages of managers with opposing attitudes toward trust are identified. A decision tree model of subordinate manager’s appropriate behaviors is proposed. Conclusion: Inferior managers can have an active role in managing trust in their superiors’ decisions. Several situational factors, including superior’s competence and integrity, and organizational culture, determine the degree of trust that the subordinate manager should observe concerning the decisions and requests of the immediate superior.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"55 1","pages":"50 - 63"},"PeriodicalIF":1.9,"publicationDate":"2022-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42818765","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: To scale up HR innovation with HR technology, organizations worldwide are putting effort into adopting HR Analytics (HRA) among HR professionals and the actual use of HRA for organizational decision-making. This study aims to explore the behavioral intention to use HRA from the perspective of HR professionals by using UTAUT. Methodology: Partial least squares structural equation modeling (PLS-SEM) was employed to validate the model based on data collected via a survey from 270 HR professionals in India. Results: The result revealed a significant positive impact of performance expectancy, effort expectancy, social influence, and facilitating condition on behavioral intention to use HRA. However, organization culture negatively moderates the relationship between HRA adoption intention and adoption behavior. The establishment of organizational culture as a moderator in Indian organizations is unique. Conclusion: The study extends the explanatory context of UTAUT and provides feasibility for the organizations to guide HR professionals to adopt HRA from multiple paths of intention and usage behavior. Managers, business leaders, and policymakers can use this finding to assist HRA adoption in their organizations.
{"title":"Predicting HR Professionals’ Adoption of HR Analytics: An Extension of UTAUT Model","authors":"S. Ekka, Punamdeep Singh","doi":"10.2478/orga-2022-0006","DOIUrl":"https://doi.org/10.2478/orga-2022-0006","url":null,"abstract":"Abstract Background and Purpose: To scale up HR innovation with HR technology, organizations worldwide are putting effort into adopting HR Analytics (HRA) among HR professionals and the actual use of HRA for organizational decision-making. This study aims to explore the behavioral intention to use HRA from the perspective of HR professionals by using UTAUT. Methodology: Partial least squares structural equation modeling (PLS-SEM) was employed to validate the model based on data collected via a survey from 270 HR professionals in India. Results: The result revealed a significant positive impact of performance expectancy, effort expectancy, social influence, and facilitating condition on behavioral intention to use HRA. However, organization culture negatively moderates the relationship between HRA adoption intention and adoption behavior. The establishment of organizational culture as a moderator in Indian organizations is unique. Conclusion: The study extends the explanatory context of UTAUT and provides feasibility for the organizations to guide HR professionals to adopt HRA from multiple paths of intention and usage behavior. Managers, business leaders, and policymakers can use this finding to assist HRA adoption in their organizations.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"55 1","pages":"77 - 93"},"PeriodicalIF":1.9,"publicationDate":"2022-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42561505","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: Managing human resource in foreign subsidiaries of Multinational Companies (MNCs) has been a challenging task due to the cultural diversity. High Performance Work System (HPWS) has been adopted by headquarters of MNCs in their subsidiaries as a form of control. The current research aims to explore the adoption and implementation of HPWS in subsidiaries of Japanese MNCs in Vietnam. Design/Methodology/Approach: A qualitative research design was conducted with data collected from semi-structured in-depth interviews with 33 managers working in 11 subsidiaries of Japanese MNC in Vietnam. Content analysis was used to analyze the data. Results: The results suggested that although HPWS was not fully implemented in these establishments, ability enhancing, motivation enhancing and opportunity enhancing bundle of HPWS were adopted to a varying extent. In addition, HPWS was adopted as a reactive response rather than a strategic choice. Finally, cost-benefit consideration may provide explanation for the non-systematic implementation of HPWS in affiliations of Japanese MNCs in Vietnam. Conclusion: The research provides some evidences to support the best-fit approach to HPWS adoption and implementation. Although HPWS has the potential to improve organizational performance, it must be internally aligned with the context of the organization.
{"title":"The Adoption and Implementation of High-Performance Work System in Subsidiaries of Japanese Multinational Companies in Vietnam: a Qualitative Study","authors":"H. Tran, Thi Ngoc Quynh Dinh, The Kien Nguyen","doi":"10.2478/orga-2022-0003","DOIUrl":"https://doi.org/10.2478/orga-2022-0003","url":null,"abstract":"Abstract Background and purpose: Managing human resource in foreign subsidiaries of Multinational Companies (MNCs) has been a challenging task due to the cultural diversity. High Performance Work System (HPWS) has been adopted by headquarters of MNCs in their subsidiaries as a form of control. The current research aims to explore the adoption and implementation of HPWS in subsidiaries of Japanese MNCs in Vietnam. Design/Methodology/Approach: A qualitative research design was conducted with data collected from semi-structured in-depth interviews with 33 managers working in 11 subsidiaries of Japanese MNC in Vietnam. Content analysis was used to analyze the data. Results: The results suggested that although HPWS was not fully implemented in these establishments, ability enhancing, motivation enhancing and opportunity enhancing bundle of HPWS were adopted to a varying extent. In addition, HPWS was adopted as a reactive response rather than a strategic choice. Finally, cost-benefit consideration may provide explanation for the non-systematic implementation of HPWS in affiliations of Japanese MNCs in Vietnam. Conclusion: The research provides some evidences to support the best-fit approach to HPWS adoption and implementation. Although HPWS has the potential to improve organizational performance, it must be internally aligned with the context of the organization.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"55 1","pages":"35 - 49"},"PeriodicalIF":1.9,"publicationDate":"2022-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48671892","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}
Anja Žnidaršič, A. Baggia, A. Pavlíček, J. Fischer, M. Rostanski, Borut Werber
Abstract Background and purpose: Despite their clear relevance to human life, microchip implants are still widely viewed as negative, threatening our privacy and raising growing concerns about our health. This paper aims to investigate the important factors influencing people’s perception of microchip implants and their willingness to use them for different purposes. Methodology: The cross-sectional study was conducted in three European countries and the data were analysed using the group Structural Equation Modeling approach. Only complete answers to the online survey questionnaire items were used representing a convenience sample of 804 respondents. Results: The results show that perceived ease of use, usefulness and perceived trust are significant predictors of intention to use microchip implants. Perceived trust is influenced by privacy and technology safety. Concerns about painful procedures and other health concerns reduce the perceived usefulness of microchip implants. Apart from the predictor health concerns, the results were similar in all countries. Conclusion: Based on the presented results, researchers interested in investigating the actual use of microchip implants can establish a solid foundation for their research. The results may assist policy makers in developing the regulations to ensure the safe use of microchip implants and allow for a higher level of security. As a follow-up, investigation of changes in the acceptance of microchip implants following the threat of a global pandemic is proposed.
{"title":"Are we Ready to Use Microchip Implants? An International Cross-sectional Study","authors":"Anja Žnidaršič, A. Baggia, A. Pavlíček, J. Fischer, M. Rostanski, Borut Werber","doi":"10.2478/orga-2021-0019","DOIUrl":"https://doi.org/10.2478/orga-2021-0019","url":null,"abstract":"Abstract Background and purpose: Despite their clear relevance to human life, microchip implants are still widely viewed as negative, threatening our privacy and raising growing concerns about our health. This paper aims to investigate the important factors influencing people’s perception of microchip implants and their willingness to use them for different purposes. Methodology: The cross-sectional study was conducted in three European countries and the data were analysed using the group Structural Equation Modeling approach. Only complete answers to the online survey questionnaire items were used representing a convenience sample of 804 respondents. Results: The results show that perceived ease of use, usefulness and perceived trust are significant predictors of intention to use microchip implants. Perceived trust is influenced by privacy and technology safety. Concerns about painful procedures and other health concerns reduce the perceived usefulness of microchip implants. Apart from the predictor health concerns, the results were similar in all countries. Conclusion: Based on the presented results, researchers interested in investigating the actual use of microchip implants can establish a solid foundation for their research. The results may assist policy makers in developing the regulations to ensure the safe use of microchip implants and allow for a higher level of security. As a follow-up, investigation of changes in the acceptance of microchip implants following the threat of a global pandemic is proposed.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"54 1","pages":"275 - 292"},"PeriodicalIF":1.9,"publicationDate":"2021-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46964372","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: Workplace Deviance are among the most common phenomena observed in organizations. This might be attributed to narcissistic style of leadership and the manifestations of organizational aggression. It is further aggravated by increased workplace hostility. The main purpose of this research is to observe the impact of moderated mediation of organizational aggression and workplace hostility upon the relationship between narcissistic leadership and workplace deviance. Methodology: A cross-sectional investigation was conducted using self-survey method. With 673 participants in the study, the author used an electronic questionnaire (Google Forms) to collect data from employees working at five food product companies in Iraq. Mediation model, moderation analysis, and moderated mediation models were evaluated using Structural Equation Modeling (SEM) for which AMOS V.23 software was used. Results inferred that organizational aggression partially mediates a positive relationship between narcissistic leadership and workplace deviance. Further, the relationship between organizational aggression and workplace deviance depends on the changes in level of workplace hostility. Moreover, the study empirically supports the fundamentals of moderated mediation model. In other terms, the study infers that indirect effect of narcissistic leadership in workplace deviance through organizational aggression has been significantly moderated by workplace hostility. Conclusion: When leaders adopt narcissistic behaviors to achieve their personal interests, it leads to increased organizational aggression and workplace deviance that eventually increase the levels of workplace hostility. Accordingly, moderated mediation model provides a better understanding about how narcissistic leadership, organizational aggression, and workplace hostility all work together to influence workplace deviance.
{"title":"Narcissistic Leadership and Workplace Deviance: A Moderated Mediation Model of Organizational Aggression and Workplace Hostility","authors":"Hussein Hurajah Alhasnawi, A. Abbas","doi":"10.2478/orga-2021-0023","DOIUrl":"https://doi.org/10.2478/orga-2021-0023","url":null,"abstract":"Abstract Background: Workplace Deviance are among the most common phenomena observed in organizations. This might be attributed to narcissistic style of leadership and the manifestations of organizational aggression. It is further aggravated by increased workplace hostility. The main purpose of this research is to observe the impact of moderated mediation of organizational aggression and workplace hostility upon the relationship between narcissistic leadership and workplace deviance. Methodology: A cross-sectional investigation was conducted using self-survey method. With 673 participants in the study, the author used an electronic questionnaire (Google Forms) to collect data from employees working at five food product companies in Iraq. Mediation model, moderation analysis, and moderated mediation models were evaluated using Structural Equation Modeling (SEM) for which AMOS V.23 software was used. Results inferred that organizational aggression partially mediates a positive relationship between narcissistic leadership and workplace deviance. Further, the relationship between organizational aggression and workplace deviance depends on the changes in level of workplace hostility. Moreover, the study empirically supports the fundamentals of moderated mediation model. In other terms, the study infers that indirect effect of narcissistic leadership in workplace deviance through organizational aggression has been significantly moderated by workplace hostility. Conclusion: When leaders adopt narcissistic behaviors to achieve their personal interests, it leads to increased organizational aggression and workplace deviance that eventually increase the levels of workplace hostility. Accordingly, moderated mediation model provides a better understanding about how narcissistic leadership, organizational aggression, and workplace hostility all work together to influence workplace deviance.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"54 1","pages":"334 - 349"},"PeriodicalIF":1.9,"publicationDate":"2021-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41329580","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}
Olfat Ganji Bidmeshk, Mohammad Mehraeen, A. Pooya, Yaghoob Maharati
Abstract Background and purpose: Operational alignment, the alignment between business processes (BPs) and information systems (ISs), is a well-acknowledged requirement for improving business efficiency. However, a lack of sound foundation for the practical implementation of operational alignment remains in the existing literature. This is, in part, because previously developed coarse-grained strategic alignment models for operational alignment have overlooked the differences between strategic and operational levels of alignment. Additionally, while some studies have recognized these differences, they remain limited. This is partly due to their negligence of the IS’s socio-technical nature or their focus on identifying the social antecedents and their effect on operational alignment, without considering how ISs meet the business requirements in achieving operational alignment. To overcome this potential lack of applicability, the purpose of this paper is to determine the right level of abstraction for describing BPs and ISs and reconceptualizing operational alignment. Methodology: This paper conducts empirical research using a grounded theory (GT), centering on semi-structured interviews with 28 experts involved in the Iranian top public universities. Data were analyzed by using MAXQDA software. Results: The resulting FunCaps framework specifies the required combinations of BP functions and IS capabilities for operational alignment. Conclusion: FunCaps reconceptualizes operational alignment based on operational planning and reciprocal integration and establishes the broader picture by considering an IS as a socio-technical system.
{"title":"The FunCaps Framework: Reconceptualizing Operational Alignment","authors":"Olfat Ganji Bidmeshk, Mohammad Mehraeen, A. Pooya, Yaghoob Maharati","doi":"10.2478/orga-2021-0018","DOIUrl":"https://doi.org/10.2478/orga-2021-0018","url":null,"abstract":"Abstract Background and purpose: Operational alignment, the alignment between business processes (BPs) and information systems (ISs), is a well-acknowledged requirement for improving business efficiency. However, a lack of sound foundation for the practical implementation of operational alignment remains in the existing literature. This is, in part, because previously developed coarse-grained strategic alignment models for operational alignment have overlooked the differences between strategic and operational levels of alignment. Additionally, while some studies have recognized these differences, they remain limited. This is partly due to their negligence of the IS’s socio-technical nature or their focus on identifying the social antecedents and their effect on operational alignment, without considering how ISs meet the business requirements in achieving operational alignment. To overcome this potential lack of applicability, the purpose of this paper is to determine the right level of abstraction for describing BPs and ISs and reconceptualizing operational alignment. Methodology: This paper conducts empirical research using a grounded theory (GT), centering on semi-structured interviews with 28 experts involved in the Iranian top public universities. Data were analyzed by using MAXQDA software. Results: The resulting FunCaps framework specifies the required combinations of BP functions and IS capabilities for operational alignment. Conclusion: FunCaps reconceptualizes operational alignment based on operational planning and reciprocal integration and establishes the broader picture by considering an IS as a socio-technical system.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":" 45","pages":"256 - 274"},"PeriodicalIF":1.9,"publicationDate":"2021-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41252477","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 study aims to answer a research question: With which essential cornerstones technological innovations the transformation from Society 4.0 and Industry 4.0 to Society 5.0 and Industry 5.0 is enabled? The study is important for practitioners and researchers to understand the meaning of Society 5.0 and to familiarise themselves with the drivers that will help shape Society 5.0 policies and play an important role in its further development. Therefore, the authors conducted a quantitative bibliometric study that provides insights into the importance of the topic and incorporates current characteristics and future research trends. Methodology: The study used algorithmic co-occurrence of keywords to gain a different insight into the evolution of Society 5.0. Thirty-six selected articles from the Web of Science database were analysed with the bibliometric analysis and overlay visualisation. Results: The co-occurrence analysis shows that terms artificial intelligence, cyber-physical systems, big data, Industry 4.0, Industry 5.0, open innovation, Society 5.0, super-smart society have been widely used in researches in the last three years. Conclusion: The study presents a bibliometric analysis to analyse the current and future development drivers of a Society 5.0. According to the results, the transition from Society 4.0 to Society 5.0 can be achieved by implementing knowledge and technologies in the IoT, robotics, and Big Data to transform society into a smart society (Society 5.0). In particular, the concept would enable the adaptation of services and industrial activities to individuals’ real needs. Furthermore, these technologies allow advanced digital service platforms that will eventually be integrated into all areas of life.
摘要背景和目的：本研究旨在回答一个研究问题：从社会4.0和工业4.0到社会5.0和工业5.0的技术创新的关键基石是什么？这项研究对于从业者和研究人员理解Society 5.0的含义，熟悉有助于制定Society 5.0政策并在其进一步发展中发挥重要作用的驱动因素非常重要。因此，作者进行了一项定量文献计量研究，深入了解了该主题的重要性，并结合了当前的特点和未来的研究趋势。方法：该研究使用关键词的算法共生来获得对Society 5.0进化的不同见解。通过文献计量分析和叠加可视化对来自Web of Science数据库的36篇精选文章进行了分析。结果：共现分析表明，人工智能、网络物理系统、大数据、工业4.0、工业5.0、开放创新、社会5.0、超级智能社会在过去三年的研究中得到了广泛应用。结论：本研究提供了一种文献计量分析，以分析社会5.0的当前和未来发展驱动因素。根据研究结果，从社会4.0到社会5.0的过渡可以通过在物联网、机器人和大数据中实施知识和技术来实现，将社会转变为智能社会（社会5.0）。特别是，这一概念将使服务和工业活动能够适应个人的真实需求。此外，这些技术允许先进的数字服务平台最终融入生活的所有领域。
{"title":"Mapping of the Emergence of Society 5.0: A Bibliometric Analysis","authors":"Vasja Roblek, M. Meško, I. Podbregar","doi":"10.2478/orga-2021-0020","DOIUrl":"https://doi.org/10.2478/orga-2021-0020","url":null,"abstract":"Abstract Background and purpose: The study aims to answer a research question: With which essential cornerstones technological innovations the transformation from Society 4.0 and Industry 4.0 to Society 5.0 and Industry 5.0 is enabled? The study is important for practitioners and researchers to understand the meaning of Society 5.0 and to familiarise themselves with the drivers that will help shape Society 5.0 policies and play an important role in its further development. Therefore, the authors conducted a quantitative bibliometric study that provides insights into the importance of the topic and incorporates current characteristics and future research trends. Methodology: The study used algorithmic co-occurrence of keywords to gain a different insight into the evolution of Society 5.0. Thirty-six selected articles from the Web of Science database were analysed with the bibliometric analysis and overlay visualisation. Results: The co-occurrence analysis shows that terms artificial intelligence, cyber-physical systems, big data, Industry 4.0, Industry 5.0, open innovation, Society 5.0, super-smart society have been widely used in researches in the last three years. Conclusion: The study presents a bibliometric analysis to analyse the current and future development drivers of a Society 5.0. According to the results, the transition from Society 4.0 to Society 5.0 can be achieved by implementing knowledge and technologies in the IoT, robotics, and Big Data to transform society into a smart society (Society 5.0). In particular, the concept would enable the adaptation of services and industrial activities to individuals’ real needs. Furthermore, these technologies allow advanced digital service platforms that will eventually be integrated into all areas of life.","PeriodicalId":44901,"journal":{"name":"Organizacija","volume":"54 1","pages":"293 - 305"},"PeriodicalIF":1.9,"publicationDate":"2021-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47286383","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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