Pub Date : 2024-07-01DOI: 10.21511/ppm.22(2).2024.54
H. Siagian, Sautma Ronni Basana, Zeplin Jiwa Husada Tarigan, Maya Novitasari, Ferry Jie
Global competition has forced companies, including small and medium enterprises (SMEs), to improve their competitive advantage. Supply chain management practices are the ways to improve the competitive advantage, particularly in the global competition context. However, there is still doubt SMEs can compete globally, considering they face limited resources, skilled workforce, and business networks. Therefore, this study aims to examine the influence of supply chain management practices, covering cross-functional integration, partnership, responsiveness, and resilience. Moreover, this study has examined which practices dominate in improving competitive advantage. The quantitative study involved 445 SMEs located in East Java, Indonesia. The respondents are supervisors or higher levels and work in departments related to supply chain management, as they can provide the relevant information and possess complete knowledge of management practices. The data were collected via a questionnaire designed with a five-point Likert scale. The responses were analyzed using SmartPLS software 4.0. The results show that cross-function integration improves supply chain partnership, responsiveness, and resilience (β = 0.705, 0.382, 0.324; t-value = 25.177, 6.697, 5.783). Supply chain partnerships affect supply chain responsiveness, resilience, and competitive advantage (β = 0.327, 0.257, 0.249; t-value = 5.933, 4.536, 5.651). Moreover, supply chain responsiveness improves supply chain resilience and competitive advantage (β = 0.285, 0.106; t-value = 5.690, 2.099). Supply chain resilience improves competitive advantage (β = 0.435 and t-value = 8.987). SMEs can enhance their competitive advantage by integrating their internal cross-functional integration and adopting supply chain partnership, responsiveness, and resilience. Acknowledgments The authors would like to thank DIKTI 2023 and Research and Community Outreach Petra Christian University for providing the grant to fund this research.
{"title":"Role of supply chain management in improving competitive advantage of Indonesian small and medium enterprises","authors":"H. Siagian, Sautma Ronni Basana, Zeplin Jiwa Husada Tarigan, Maya Novitasari, Ferry Jie","doi":"10.21511/ppm.22(2).2024.54","DOIUrl":"https://doi.org/10.21511/ppm.22(2).2024.54","url":null,"abstract":"Global competition has forced companies, including small and medium enterprises (SMEs), to improve their competitive advantage. Supply chain management practices are the ways to improve the competitive advantage, particularly in the global competition context. However, there is still doubt SMEs can compete globally, considering they face limited resources, skilled workforce, and business networks. Therefore, this study aims to examine the influence of supply chain management practices, covering cross-functional integration, partnership, responsiveness, and resilience. Moreover, this study has examined which practices dominate in improving competitive advantage. The quantitative study involved 445 SMEs located in East Java, Indonesia. The respondents are supervisors or higher levels and work in departments related to supply chain management, as they can provide the relevant information and possess complete knowledge of management practices. The data were collected via a questionnaire designed with a five-point Likert scale. The responses were analyzed using SmartPLS software 4.0. The results show that cross-function integration improves supply chain partnership, responsiveness, and resilience (β = 0.705, 0.382, 0.324; t-value = 25.177, 6.697, 5.783). Supply chain partnerships affect supply chain responsiveness, resilience, and competitive advantage (β = 0.327, 0.257, 0.249; t-value = 5.933, 4.536, 5.651). Moreover, supply chain responsiveness improves supply chain resilience and competitive advantage (β = 0.285, 0.106; t-value = 5.690, 2.099). Supply chain resilience improves competitive advantage (β = 0.435 and t-value = 8.987). SMEs can enhance their competitive advantage by integrating their internal cross-functional integration and adopting supply chain partnership, responsiveness, and resilience.\u0000Acknowledgments The authors would like to thank DIKTI 2023 and Research and Community Outreach Petra Christian University for providing the grant to fund this research.","PeriodicalId":509767,"journal":{"name":"Problems and Perspectives in Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141716986","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 : 2024-07-01DOI: 10.21511/ppm.22(2).2024.53
Aigerim Sekerbayeva, S. Tamenova, Bulent Tarman, D. Razakova, Z. Satpayeva
Having a university degree provides only a slight advantage over those without higher education, making other factors crucial in determining a graduate’s employment prospects. This study aims to analyze the factors that affect the employment of university graduates and define opportunities for public administration and university management in Kazakhstan. A logistic regression model based on primary data was used to examine the impact of the availability of practical experience and jobs in their specialty, social connections, technology development, and entrepreneurship on the likelihood of employment. The survey was conducted in 2022 and involved 300 graduates of the 2020–2021 academic year from all regions of Kazakhstan. Findings show that personal connections (F3) and technology and entrepreneurship (F4) positively impact graduates’ job prospects. However, lack of experience (F1) and the limited number of job offers (F2) reduce employment likelihood. If a graduate responds with 3 points for F1, 7 for F2, 7 for F3, and 1 for F4, they are less likely to secure a job in their specialty within a year of graduation. The main practical value of this study is that university career centers can use this model to predict the likelihood of graduates being employed. Providing a sophisticated online platform and different analytics-driven career services, open access to administrative data on the labor market, and new programs for students’ job experience and entrepreneurship will prepare university graduates for a dynamic labor market and reduce the mismatch between education and employment needs.
{"title":"Analysis of employment factors for university graduates in Kazakhstan","authors":"Aigerim Sekerbayeva, S. Tamenova, Bulent Tarman, D. Razakova, Z. Satpayeva","doi":"10.21511/ppm.22(2).2024.53","DOIUrl":"https://doi.org/10.21511/ppm.22(2).2024.53","url":null,"abstract":"Having a university degree provides only a slight advantage over those without higher education, making other factors crucial in determining a graduate’s employment prospects. This study aims to analyze the factors that affect the employment of university graduates and define opportunities for public administration and university management in Kazakhstan. A logistic regression model based on primary data was used to examine the impact of the availability of practical experience and jobs in their specialty, social connections, technology development, and entrepreneurship on the likelihood of employment. The survey was conducted in 2022 and involved 300 graduates of the 2020–2021 academic year from all regions of Kazakhstan. Findings show that personal connections (F3) and technology and entrepreneurship (F4) positively impact graduates’ job prospects. However, lack of experience (F1) and the limited number of job offers (F2) reduce employment likelihood. If a graduate responds with 3 points for F1, 7 for F2, 7 for F3, and 1 for F4, they are less likely to secure a job in their specialty within a year of graduation. The main practical value of this study is that university career centers can use this model to predict the likelihood of graduates being employed. Providing a sophisticated online platform and different analytics-driven career services, open access to administrative data on the labor market, and new programs for students’ job experience and entrepreneurship will prepare university graduates for a dynamic labor market and reduce the mismatch between education and employment needs.","PeriodicalId":509767,"journal":{"name":"Problems and Perspectives in Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141710759","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 : 2024-07-01DOI: 10.21511/ppm.22(3).2024.01
Olena Dobrovolska, Knut Schmidtke, Julia Krause, Olena Matukhno, Arne Cierjacks
The development of strategy and tactics for reforms in the energy industry involves the identification of benchmark countries whose experience can form the basis of a quantitative assessment of the main targets of the reforms. The basis for such decisions can be the results of the integrated assessment of energy reforms in the EU countries for 2010–2021. This study aims to cluster these countries according to the integral indicator and determine specific directions in which the respective country needs to make progress in moving to another cluster. Thus, based on a linear model, the Fishburn formula, and variance analysis, 10 energy development indicators were combined into a single indicator that characterizes the effectiveness of energy reforms (for example, in 2021, it was the highest in Austria (0.612), Germany (0.644), and France (0.620); the lowest – in Latvia (0.383) and Croatia (0.369)). Based on this indicator, countries were clustered using the k-means method. Four clusters were formed: representatives of the highest first (Austria, Germany, France, Spain, Sweden, and Luxembourg) are strategic benchmarks for all EU countries, and representatives of other clusters are tactical benchmarks for countries from lower clusters. The average values of all 10 indicators of energy development were calculated. Their low values are a sign that this direction should be a priority when carrying out reforms, and their quantitative estimates can be used as specific targets when setting strategic and tactical tasks (transition to a higher cluster or achieving average values in one’s cluster). AcknowledgmentThe research was funded by a Fellowship agreement for a research fellowship in the framework of the 11th funding round within the Philipp Schwartz Initiative of the Alexander von Humboldt Foundation.
{"title":"Effectiveness of reforms to eliminate obstacles in the development of sustainable energy in different countries of the world","authors":"Olena Dobrovolska, Knut Schmidtke, Julia Krause, Olena Matukhno, Arne Cierjacks","doi":"10.21511/ppm.22(3).2024.01","DOIUrl":"https://doi.org/10.21511/ppm.22(3).2024.01","url":null,"abstract":"The development of strategy and tactics for reforms in the energy industry involves the identification of benchmark countries whose experience can form the basis of a quantitative assessment of the main targets of the reforms. The basis for such decisions can be the results of the integrated assessment of energy reforms in the EU countries for 2010–2021. This study aims to cluster these countries according to the integral indicator and determine specific directions in which the respective country needs to make progress in moving to another cluster. Thus, based on a linear model, the Fishburn formula, and variance analysis, 10 energy development indicators were combined into a single indicator that characterizes the effectiveness of energy reforms (for example, in 2021, it was the highest in Austria (0.612), Germany (0.644), and France (0.620); the lowest – in Latvia (0.383) and Croatia (0.369)). Based on this indicator, countries were clustered using the k-means method. Four clusters were formed: representatives of the highest first (Austria, Germany, France, Spain, Sweden, and Luxembourg) are strategic benchmarks for all EU countries, and representatives of other clusters are tactical benchmarks for countries from lower clusters. The average values of all 10 indicators of energy development were calculated. Their low values are a sign that this direction should be a priority when carrying out reforms, and their quantitative estimates can be used as specific targets when setting strategic and tactical tasks (transition to a higher cluster or achieving average values in one’s cluster).\u0000AcknowledgmentThe research was funded by a Fellowship agreement for a research fellowship in the framework of the 11th funding round within the Philipp Schwartz Initiative of the Alexander von Humboldt Foundation.","PeriodicalId":509767,"journal":{"name":"Problems and Perspectives in Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141713747","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 : 2024-07-01DOI: 10.21511/ppm.22(2).2024.55
Fayrouz Abousweilem
This study aims to investigate the influence of remote work on team effectiveness in high-tech enterprises in Jordan, specifically focusing on knowledge management as a mediator. The study utilized a quantitative research design, with 254 participants actively participating in remote work settings across high-tech firms in Jordan. The sample was chosen based on the participants’ personal experiences with remote work arrangements, which provide valuable insights into the interplay between remote working conditions and team dynamics. The paper designed a structured questionnaire to elicit responses from employees about the variables under investigation. The survey data were analyzed using SmartPLS4 to validate the theoretical framework and research hypotheses. The results show a significant positive relationship between remote work and team effectiveness, as well as an improvement in knowledge management practices under telework conditions. Knowledge management practices refer to communicative activities regarding the systematic collection, organization, sharing, and application of knowledge resources. The importance of effective knowledge management practices is realized in remote settings, primarily through increased team efficiency and productivity. These results are statistically significant (p = 0.000), which stresses the importance of effective remote teamwork with regard to knowledge management.
{"title":"Driving remote team success through knowledge management practices in the Jordanian high-tech industry","authors":"Fayrouz Abousweilem","doi":"10.21511/ppm.22(2).2024.55","DOIUrl":"https://doi.org/10.21511/ppm.22(2).2024.55","url":null,"abstract":"This study aims to investigate the influence of remote work on team effectiveness in high-tech enterprises in Jordan, specifically focusing on knowledge management as a mediator. The study utilized a quantitative research design, with 254 participants actively participating in remote work settings across high-tech firms in Jordan. The sample was chosen based on the participants’ personal experiences with remote work arrangements, which provide valuable insights into the interplay between remote working conditions and team dynamics. The paper designed a structured questionnaire to elicit responses from employees about the variables under investigation. The survey data were analyzed using SmartPLS4 to validate the theoretical framework and research hypotheses. The results show a significant positive relationship between remote work and team effectiveness, as well as an improvement in knowledge management practices under telework conditions. Knowledge management practices refer to communicative activities regarding the systematic collection, organization, sharing, and application of knowledge resources. The importance of effective knowledge management practices is realized in remote settings, primarily through increased team efficiency and productivity. These results are statistically significant (p = 0.000), which stresses the importance of effective remote teamwork with regard to knowledge management.","PeriodicalId":509767,"journal":{"name":"Problems and Perspectives in Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141701340","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 : 2024-06-12DOI: 10.21511/ppm.22(2).2024.44
Felix Roessle, Carolin Fleischmann, Kathrin Roessle
An underrepresentation of women in executive positions has persisted for decades. This paper aims to analyze the financial impact of women in executive positions in German companies by examining the economic value added and exploring the effects of Environmental, Social, and Governance (ESG) factors and female supervisory board members on female board members. The results indicate that in the 200 largest German companies, the share of female executives increased between 2018 and 2022. Regardless of industry, female executives started at very low levels at around 4% in 2018; in 2022, this figure reached around 11%. Thereby, the financial sector showed the highest share of female executives at around 14% in 2022, and the industrial sector at around 9%. A closer look reveals that large companies have higher shares of female executives than smaller companies. Large companies show an average of 17% compared to small ones, and in 2022, only 8%. There is a positive correlation between the share of female supervisory board members and female executives, arguing that female supervisory board members seem to hire more female executives. Companies with more female executives tend to have lower ESG controversy scores, and companies with more female executives, measured by the economic value added, perform better financially than companies with few or no women. Companies with female executives show about 2 percentage points higher economic value added than those with the lowest share of females (no or few female executives). Thus, it seems that female executives matter and make a difference in companies.
{"title":"Gender diversity and financial performance in executive positions in German companies","authors":"Felix Roessle, Carolin Fleischmann, Kathrin Roessle","doi":"10.21511/ppm.22(2).2024.44","DOIUrl":"https://doi.org/10.21511/ppm.22(2).2024.44","url":null,"abstract":"An underrepresentation of women in executive positions has persisted for decades. This paper aims to analyze the financial impact of women in executive positions in German companies by examining the economic value added and exploring the effects of Environmental, Social, and Governance (ESG) factors and female supervisory board members on female board members. The results indicate that in the 200 largest German companies, the share of female executives increased between 2018 and 2022. Regardless of industry, female executives started at very low levels at around 4% in 2018; in 2022, this figure reached around 11%. Thereby, the financial sector showed the highest share of female executives at around 14% in 2022, and the industrial sector at around 9%. A closer look reveals that large companies have higher shares of female executives than smaller companies. Large companies show an average of 17% compared to small ones, and in 2022, only 8%. There is a positive correlation between the share of female supervisory board members and female executives, arguing that female supervisory board members seem to hire more female executives. Companies with more female executives tend to have lower ESG controversy scores, and companies with more female executives, measured by the economic value added, perform better financially than companies with few or no women. Companies with female executives show about 2 percentage points higher economic value added than those with the lowest share of females (no or few female executives). Thus, it seems that female executives matter and make a difference in companies.","PeriodicalId":509767,"journal":{"name":"Problems and Perspectives in Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-06-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141353873","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 : 2024-06-07DOI: 10.21511/ppm.22(2).2024.43
Zaid Megdad, Dilber Caglar Onbasioglu
This study aims to examine the impact of human resource management strategies on gaining a competitive advantage in Jordanian commercial banks. Human resource strategies can help organizations achieve their goals by attracting and retaining skilled workers who contribute to the organization’s competitive advantage. A competitive environment requires effective human resource strategies. Thus, the study utilizes a descriptive analysis approach to analyze the data and test the hypotheses through SPSS and PLS-SEM-4. The study population comprises 13 banks, and the sample includes all employees of human resources departments. A total of 411 respondents joined a comprehensive survey, and 405 questionnaires were deemed valid. The findings reveal that human resource management strategies have a positive impact on competitive advantage (p = 0.000) and organizational climate (p = 0.000); organizational climate positively affects competitive advantage (p < 0.001). Furthermore, the study shows an indirect relationship between human resource management strategies and competitive advantage through organizational climate (p < 0.001).
{"title":"The mediating role of organizational climate for human resources management strategies and competitive advantage in Jordanian commercial banks","authors":"Zaid Megdad, Dilber Caglar Onbasioglu","doi":"10.21511/ppm.22(2).2024.43","DOIUrl":"https://doi.org/10.21511/ppm.22(2).2024.43","url":null,"abstract":"This study aims to examine the impact of human resource management strategies on gaining a competitive advantage in Jordanian commercial banks. Human resource strategies can help organizations achieve their goals by attracting and retaining skilled workers who contribute to the organization’s competitive advantage. A competitive environment requires effective human resource strategies. Thus, the study utilizes a descriptive analysis approach to analyze the data and test the hypotheses through SPSS and PLS-SEM-4. The study population comprises 13 banks, and the sample includes all employees of human resources departments. A total of 411 respondents joined a comprehensive survey, and 405 questionnaires were deemed valid. The findings reveal that human resource management strategies have a positive impact on competitive advantage (p = 0.000) and organizational climate (p = 0.000); organizational climate positively affects competitive advantage (p < 0.001). Furthermore, the study shows an indirect relationship between human resource management strategies and competitive advantage through organizational climate (p < 0.001).","PeriodicalId":509767,"journal":{"name":"Problems and Perspectives in Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-06-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141375487","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 : 2024-06-07DOI: 10.21511/ppm.22(2).2024.42
Giuseppe Sorrentino, Mario Situm, Yuliia Serpeninova, M. Tumpach, Z. Juhászová
In the context of mergers and acquisitions (M&A), management decisions regarding asset allocation play a key role in determining the strategic value of intangible assets. This study investigates the allocation of such assets, particularly goodwill, in relation to enterprise value on balance sheets across global M&A transactions within the B2C sector from 2000 to 2021. Utilizing data from the Markables database, which includes 543 transactions, this study presents robust and quantile regression analyses to effectively address challenges arising from non-normally distributed data. The findings underscore a significant correlation between the strategic allocation of intangible assets, especially goodwill, and enterprise value, highlighting their essential role in reflecting future earning potential and growth prospects. Additionally, the study reveals specific factors, including transaction type (asset vs. share deals) and timing (transaction year), that influence these asset allocation decisions. These insights are critical for enhancing management decisions in valuation and strategic financial planning during M&A. By elucidating these dynamics, this paper significantly contributes to the literature on management accounting and corporate finance, offering a granular understanding of the valuation of intangible assets in business combinations. Acknowledgment This study emerged from a cooperative project between the University of Applied Sciences Kufstein (Austria) and the University of Economics in Bratislava (Slovakia) 2023-05-15-003 “Enhancing long-term business value towards environmentally and socially sustainable economy,” which was funded by the performance committee of the Austria-Slovakia Action initiative.
{"title":"Supporting management decisions for M&A transactions based on the strategic allocation of intangible assets","authors":"Giuseppe Sorrentino, Mario Situm, Yuliia Serpeninova, M. Tumpach, Z. Juhászová","doi":"10.21511/ppm.22(2).2024.42","DOIUrl":"https://doi.org/10.21511/ppm.22(2).2024.42","url":null,"abstract":"In the context of mergers and acquisitions (M&A), management decisions regarding asset allocation play a key role in determining the strategic value of intangible assets. This study investigates the allocation of such assets, particularly goodwill, in relation to enterprise value on balance sheets across global M&A transactions within the B2C sector from 2000 to 2021. Utilizing data from the Markables database, which includes 543 transactions, this study presents robust and quantile regression analyses to effectively address challenges arising from non-normally distributed data. The findings underscore a significant correlation between the strategic allocation of intangible assets, especially goodwill, and enterprise value, highlighting their essential role in reflecting future earning potential and growth prospects. Additionally, the study reveals specific factors, including transaction type (asset vs. share deals) and timing (transaction year), that influence these asset allocation decisions. These insights are critical for enhancing management decisions in valuation and strategic financial planning during M&A. By elucidating these dynamics, this paper significantly contributes to the literature on management accounting and corporate finance, offering a granular understanding of the valuation of intangible assets in business combinations.\u0000Acknowledgment This study emerged from a cooperative project between the University of Applied Sciences Kufstein (Austria) and the University of Economics in Bratislava (Slovakia) 2023-05-15-003 “Enhancing long-term business value towards environmentally and socially sustainable economy,” which was funded by the performance committee of the Austria-Slovakia Action initiative.","PeriodicalId":509767,"journal":{"name":"Problems and Perspectives in Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-06-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141372328","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 : 2024-06-06DOI: 10.21511/ppm.22(2).2024.41
Leyla Huseynova
The study aims to analyze the impact of challenges and opportunities related to corruption, regulatory barriers to doing business, innovativeness of the business environment, and development of institutions and policies that ensure economic prosperity on the development of MSMEs in Central-Western Asia countries. The paper chooses seven Central-West Asian countries using Asian Development Bank statistics for 2010–2021. Based on eleven indicators of the Asian Development Bank (the absolute values and dynamics of the number of MSMEs, their employees, their contribution to GDP, financing by banks and non-banking financial institutions) and factor analysis, the composite indicator of MSMEs’ development was calculated. The highest levels of the composite indicator in 2021 were observed for Kazakhstan (1.248), Uzbekistan (1.120), and Azerbaijan (1.043), and the lowest values for the Kyrgyz Republic (0.676). Employing a panel regression analysis with time-fixed effects (for all countries), connections between composite indicators of MSMEs’ development and the Corruption Perceptions Index, Ease of Doing Business Index, Global Competitiveness Index, and Global Innovation Index were explored. The greatest impact was in 2019 – with an increase in the Corruption Perceptions Index by one unit (the higher it is, the less corruption is considered by experts), the MSME development indicator increased by 0.26 units. With an increase in the Ease of Doing Business, Global Competitiveness, and Global Innovation Indices by one unit (growth indicates deterioration of the country’s rating position), the composite indicator of MSMEs’ development decreases by 0.68, 0.69, and 0.67 units, respectively.
{"title":"Challenges and opportunities in the development of micro, small, and medium-sized enterprises (MSMEs) in Central and West Asia","authors":"Leyla Huseynova","doi":"10.21511/ppm.22(2).2024.41","DOIUrl":"https://doi.org/10.21511/ppm.22(2).2024.41","url":null,"abstract":"The study aims to analyze the impact of challenges and opportunities related to corruption, regulatory barriers to doing business, innovativeness of the business environment, and development of institutions and policies that ensure economic prosperity on the development of MSMEs in Central-Western Asia countries. The paper chooses seven Central-West Asian countries using Asian Development Bank statistics for 2010–2021. Based on eleven indicators of the Asian Development Bank (the absolute values and dynamics of the number of MSMEs, their employees, their contribution to GDP, financing by banks and non-banking financial institutions) and factor analysis, the composite indicator of MSMEs’ development was calculated. The highest levels of the composite indicator in 2021 were observed for Kazakhstan (1.248), Uzbekistan (1.120), and Azerbaijan (1.043), and the lowest values for the Kyrgyz Republic (0.676). Employing a panel regression analysis with time-fixed effects (for all countries), connections between composite indicators of MSMEs’ development and the Corruption Perceptions Index, Ease of Doing Business Index, Global Competitiveness Index, and Global Innovation Index were explored. The greatest impact was in 2019 – with an increase in the Corruption Perceptions Index by one unit (the higher it is, the less corruption is considered by experts), the MSME development indicator increased by 0.26 units. With an increase in the Ease of Doing Business, Global Competitiveness, and Global Innovation Indices by one unit (growth indicates deterioration of the country’s rating position), the composite indicator of MSMEs’ development decreases by 0.68, 0.69, and 0.67 units, respectively.","PeriodicalId":509767,"journal":{"name":"Problems and Perspectives in Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-06-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141375984","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 : 2024-06-04DOI: 10.21511/ppm.22(2).2024.39
F. Mammadova, Nargiz Fatahova, Shaban Mammadov, Ruslan Gasimov, Shukur Aliyev
Social housing for socially vulnerable segments of the population is a significant component of governmental social policy, as it is directly linked to demographic and migration processes, socially vulnerable groups and people with special needs, poverty alleviation, social integration, and community development. The study conducts a bibliometric analysis (using VOSviewer tools) of the scientific literature on social housing policy and management. The study filtered more than 6,000 research papers indexed in the Scopus database from 1983 to 2024. The purpose was to structure the global scientific knowledge on governmental management of social housing as an element of the state’s social policy, focusing on the following directions. The first is the evolution of scientific thought. The analysis revealed a rapid growth in scientific interest starting from 1991; the earliest articles were published in the United Kingdom, Netherlands, and the United States, while scholars from Spain, Mexico, and Italy joined after 2020. The second is the complexity or conversely – concentration of research networks. The top five countries by the number of works are the United Kingdom, Australia, the Netherlands, Italy, and the United States; the most powerful research schools are in the Netherlands, Australia, and the United Kingdom; the most extensive scientific connections are held by the Netherlands, the United States, the United Kingdom, Italy, and France. The third is the content-thematic orientation of the research. The paper identified the predominance of works from social sciences; social housing issues are most frequently studied in connection with public health and inequality issues.
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Pub Date : 2024-06-04DOI: 10.21511/ppm.22(2).2024.40
Sura Al-Ayed
This study aims to investigate the relationships between artificial intelligence in human resources (HR), technology competence, and HR system strength within organizations. Employing a cross-sectional methodology, survey data were collected from 272 employees working in HR departments in the private sector of Saudi Arabia. Partial least squares structural equation modeling was utilized for analysis to evaluate these relationships. The results indicate a significant positive relationship between artificial intelligence in HR and both technology competence (β = 0.444, p < 0.001) and HR system strength (β = 0.539, p < 0.001). Additionally, there is a positive impact of technology competence on HR system strength (β = 0.272, p = 0.021). These findings underscore the importance of investing in AI technologies and enhancing employees’ technological skills to improve HR system effectiveness. Furthermore, the study emphasizes the necessity for organizations to prioritize agility and adaptability in HR strategies while addressing ethical and social considerations surrounding AI in HR practices. Moreover, the study elucidates the role of artificial intelligence in fostering innovation and sustainability within HR practices, contributing to organizational resilience and competitiveness. AcknowledgmentThe author extends her appreciation to the Arab Open University for funding this work through Research Fund No. (AOUKSA-524008).
{"title":"Role of artificial intelligence for strengthening human resource system via mediation of technology competence","authors":"Sura Al-Ayed","doi":"10.21511/ppm.22(2).2024.40","DOIUrl":"https://doi.org/10.21511/ppm.22(2).2024.40","url":null,"abstract":"This study aims to investigate the relationships between artificial intelligence in human resources (HR), technology competence, and HR system strength within organizations. Employing a cross-sectional methodology, survey data were collected from 272 employees working in HR departments in the private sector of Saudi Arabia. Partial least squares structural equation modeling was utilized for analysis to evaluate these relationships. The results indicate a significant positive relationship between artificial intelligence in HR and both technology competence (β = 0.444, p < 0.001) and HR system strength (β = 0.539, p < 0.001). Additionally, there is a positive impact of technology competence on HR system strength (β = 0.272, p = 0.021). These findings underscore the importance of investing in AI technologies and enhancing employees’ technological skills to improve HR system effectiveness. Furthermore, the study emphasizes the necessity for organizations to prioritize agility and adaptability in HR strategies while addressing ethical and social considerations surrounding AI in HR practices. Moreover, the study elucidates the role of artificial intelligence in fostering innovation and sustainability within HR practices, contributing to organizational resilience and competitiveness.\u0000AcknowledgmentThe author extends her appreciation to the Arab Open University for funding this work through Research Fund No. (AOUKSA-524008).","PeriodicalId":509767,"journal":{"name":"Problems and Perspectives in Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-06-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141268308","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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