Management Dynamics in the Knowledge Economy (E-Journal)
Not a member yet
398 research outputs found
Sort by
3D Printing Leadership Dynamics: Emotional Intelligence, Organizational Emotional Climate, Job Performance Linkages in South Africa
Full text linkResearch on the 3D printing industry in South Africa has predominantly focused on engineering and technical aspects, leaving a gap in studies related to management and organizational dynamics. To address this gap, our study aimed to examine the direct and mediating relationships between leader emotional intelligence, organizational emotional climate and employee job performance among 3D printing firms in South Africa. We employed a deductive research approach, a quantitative research method and a cross-sectional explanatory correlational research design. We used simple random sampling to select 148 employees of 3D printing firms in South Africa. Questionnaires served as the data collection instruments, and online data gathering was done using Google Forms. The Statistical Package for Social Sciences (SPSS) version 26 software was used for data coding, data entry, and descriptive statistics. Smart PLS 4 was used to conduct Partial Least Squares (PLS) Structural Equation Modelling. The study's findings demonstrate that a significant positive relationship exists between leader emotional intelligence and employee job performance. A significant positive relationship also exists between leader emotional intelligence and organizational emotional climate. A significant positive relationship was found to exist between organizational emotional climate and employee job performance. The finding also showed that organizational emotional climate mediates the relationship between a leader's emotional intelligence and employee job performance. The findings emphasize that fostering emotional intelligence among leaders in South African 3D printing firms could enhance both employee job performance and organizational emotional climate. Our findings emphasize that by prioritizing leader training and development in emotional intelligence, 3D printing firms could create a positive emotional atmosphere conducive to improved employee job performance
Empowerment, Motivation, and Training: Key Drivers of Employee Performance in Information Technology Sector
Full text linkThe extensive literature reflected the association between employee empowerment, financial motivation, employee training and employee performance, and empirical inconsistency existed in distinct contexts. This study examines the effect of employee empowerment, financial motivation, and employee training on employee performance in the information technology sector of Nepal. Thus, the study aims to fill up the gap in the literature, testing the research hypothesis through positivism and deductive approaches. A total of 300 structured questionnaires were disseminated among the employees working in the information technology sector in Kathmandu, Nepal, to accumulate cross-sectional primary sources of data. Only 196 (65.33 per cent) useful questionnaires were received back. Descriptive, correlation, and regression analyses are analytical statistical techniques adopted in the study to reflect the profile of respondents, assess the relationship association, and examine their effects. Additionally, internal consistency was tested with Cronbach alpha, evidencing the reliability as all values of Cronbach alpha > 0.70. The findings of the study revealed that all the variables comprising employee empowerment, financial motivation, and employee training have a positive association with employee performance and reflect a significant effect on employee performance in the information technology sector in Kathmandu, Nepal. These findings suggest that decision-makers in organisations benefit from performance enhancement through employee empowerment, financial motivation, and employee training
Toward Financial Optimization: Assessing the Influence of Budget Process on Effective Accounting Management
Full text linkThis study analyzes the pivotal role of the budget process in effective accounting management and advocates for tailored strategies to fortify Vietnamese enterprises amidst global competition, thereby charting a course towards sustainable development. It delves into the intricate relationship between budget process and accounting approaches within Vietnamese enterprises, highlighting their crucial role in achieving sustainable growth and prosperity. Effective management of this interplay, including elements such as the Budget Process, Planning, Implementation, and Control, is essential for optimizing Accounting Management for Vietnamese Enterprises. Tailored strategies are emphasized as vital tools for navigating the challenges posed by global competition, enabling enterprises to pursue sustainable development objectives. By integrating budget process with accounting practices, businesses can enhance strategic decision-making and position themselves for success amidst dynamic market conditions. Overall, the study underscores the necessity for Vietnamese enterprises to align these two domains to unlock their full potential for sustained success, driving long-term prosperity and growth in the contemporary business landscape. This research also provides theoretical groundwork for future researchers as well as businesses to apply for adjustments in budget management to enhance the effectiveness of administrative operations
The Anatomy of Unemployment: Determinants During and After the COVID-19 Crisis
Full text linkUnemployment is a factor that heavily influences the output of each economy. It is, therefore, one of the main concerns of any government worldwide. This study identifies key determinants of unemployment. By constructing an econometric model for the registered unemployment rate in Slovakia, the period from 2013 to 2022 was under scrutiny, while the impact of the COVID crisis was considered in the model through a dummy variable. Potential determinants of unemployment were selected based on theoretical knowledge and other scientific works, that is, average interest rates, gross minimum wage, GDP, inflation, exports, imports, government spending, corruption index, COVID-19 crisis, and month of the year. The final relevant factors for unemployment were tested and validated: interest rates, GDP, inflation, government spending, and exports. These study results may be valuable for the government when designing targeted interventions to optimise the unemployment rate in Slovakia or similar economies by influencing other macroeconomic indicators
Fairness Reactions to Personnel Selection Techniques in Morocco
Full text linkCandidate reactions represent a pressing contemporary subject, with heightened expectations for favorable treatment from companies during recruitment. Negative encounters adversely affect employer branding and candidate attraction. Thus, meticulously cultivating the candidate experience is imperative. This research examines the responses of candidates to various hiring methods in Morocco. A total of 244 job seekers rated the favorability and fairness of selection methods, including interviews, resumes, work-sample tests, biographical information blanks, written ability tests, personal references, personality tests, honesty tests, graphology, and personal contacts. Moroccan job seekers completed an online questionnaire, and data were analyzed using IBM SPSS. The snowball sampling method was employed, with participants initially identified on LinkedIn. Our primary objective is to assess the prevalence of the ten selection procedures used in Morocco and examine candidates' favorability towards these approaches. Within-subjects analysis of variance (ANOVA) evaluated differences in candidates' responses to the selection methods. Applicants expressed the most positive responses towards résumés, work-sample tests, interviews, and personality tests, while graphology, references, and biographical information were the least favorable. Regarding procedural justice, applicants rated frequency of use, predictive validity, opportunity to perform, employer's rights, and face validity most positively, while interpersonal warmth and invasion of privacy were least valued. However, this study faced several limitations. The cross-sectional design hindered robust causal inferences, and reliance on single-item measures for procedural fairness and organizational outcomes limited our findings' depth. Generalizing results to the broader Moroccan population requires caution due to potential regional and sectoral variations. While snowball sampling increased the sample size, it precluded response rate calculation. Practical implications and future research perspectives are also highlighted
Supply Chain Innovative Practices and Customer Satisfaction: Insights from Manufacturing SMEs
Full text linkIn today's highly competitive business landscape, SMEs face the challenges of meeting customer demands and expectations. To remain competitive, attract and satisfy customers, manufacturing SMEs must adopt innovative practices within their supply chain. This research investigates the influence of supply chain innovative practices (SCIPs) on customer satisfaction within the context of manufacturing SMEs. A cross-sectional questionnaire survey was utilised to collect the data from 172 customers of manufacturing SMEs in Mwanza, Tanzania to gain comprehensive insights into the influence of SCIPs on customer satisfaction. Descriptive statistics and binary logistic regression (BLR) were used for data analysis. The research findings revealed that manufacturing SMEs adopt SCIPs, including digitalization and IoT integration, vendor-managed inventory, customisation, Just-In-Time, collaborative relationships, and lean manufacturing to a moderate extent. Moreover, the findings demonstrate a significant and positive correlation between SCIPs and customer satisfaction. We conclude that SMEs that successfully adopt SCIPs experience higher levels of customer satisfaction, which, in turn, positively influences customer loyalty and brand reputation. Therefore, manufacturing SMEs can capitalise on customer satisfaction, loyalty, and sustainable growth by strategizing SCIPs along their supply chain. The study contributes to the existing knowledge by providing valuable insights into the importance of SCIPs in improving customer satisfaction in manufacturing SMEs
Regional-Sectoral Characteristics of the Formation of Digital Economy Sectors and Evaluation of Its Innovative Perspectives
Full text linkThe analysis of the characteristics of regional-sectoral approaches to the effective formation of the structure of the modern digital economy and the assessment of their innovative perspectives are considered urgent issues. In this aspect, the analysis of the scientific-theoretical foundations and formation problems of the information economy as the main element of the digital economy has been attempted. The structural features and characteristics of the digital economy were studied, and the method of evaluating the innovative perspectives of its sectors was developed. New information, knowledge, and technology-intensive economic sectors have been identified. The method of assessing the perspective of sub-sectors of the digital economy was developed in the form of a sequence of certain algorithmic steps. In the evaluation process, the selection of organizations and experts, the determination of the experts' weighting coefficients, and the indicators for assessing the perspective of sub-fields were also determined by the experts themselves. As a result of the assessment of the innovative perspectives of the sub-fields of the digital-information economy, the level of innovativeness of the relevant sectors, the level of potential development, the level of the possibility of creating new jobs, the level of social utility, the level of influence on the development of other areas, the level of current infrastructure provision and cyber resistance, the level of necessary staffing, export orientation indicators such as level, green, inclusion and sustainability level, competitiveness level have been adopted. The results of the generalized systematic analysis and evaluation of the research results of the preliminary expert evaluations of the digital economy sectors on the innovative perspective are given schematically. It has been shown that effective results can be achieved with the application of modern computer software in the formation of digital economy sectors based on the technologies of the Industry 4.0 platform and in the assessment of its innovative prospects. Those results can be effectively applied in other regional-sectoral structures with relevant characteristics
Employer Branding – Employer Attractiveness as a New Mindset in the Healthcare Sector
Full text linkThe shortage of skilled labour, demographic change and ever-increasing cost pressures are presenting healthcare organisations with key challenges in the areas of strategy, leadership and portfolio management. In the Federal Republic of Germany, there is an acute shortage of skilled workers in 352 of 801 occupational groups (44% of all occupational groups). Effective employer branding is the only way to sustainably increase employer attractiveness and generate competitive advantages on the labour market. Employer branding is the identity-based development and positioning of a company as an attractive employer. The aim of the article is to identify relevant characteristics of employer attractiveness, which can be located in particular in the perception of IT specialists. The identification of these characteristics should help organizations to optimize their personnel policy in the long term. The authors chose the mixed-methods research approach. The hypothesis system is conceptualized and operationalized within the framework of structural equation modelling (SEM). The practical relevance of the findings from the quantitative research is examined in expert interviews. The data analysis is based on qualitative content analysis according to Kuckartz. Due to the research background, data collection is limited to the EU member state Germany. The shift in the balance of power in the labour market towards employees is not a development that can be limited to Europe. In a globalized world, companies have access to a wider talent pool, but are also exposed to increased competition for the best talent. A strong employer brand enables companies to stand out and attract top talent. The empirical results show that a positively perceived employer attractiveness can achieve the employer branding goals of recruiting employees and retaining them in the long term. The clever combination of tangible and intangible benefits, embedded in a modern corporate and error culture (mindset), is decisive in determining whether qualitative growth of the organization is possible
Comparative Study on the Impact of Human Factors on Operational Performance of Innovation Hubs
Full text linkTo fill a gap in current literature, this paper analyses the impact of human factors on the operational performance of innovation hubs in the SAARC Nations and the European Union. Upon conducting an extensive examination of academic literature, four primary classifications of human factors were determined: organizational factors, individual attributes, the nature of a task and working environment. This research offers a cross-sectional analysis of these factors and their implications on innovation centres in the culturally and economically diverse domain of SAARC Nations and the European Union. The findings suggest that organizations functioning in the context of Innovation hubs in SAARC Nations, where centralized authority and value correctness is mostly emphasised on, face challenges in order to foster employee engagement and creativity. However, the innovation hubs of the European Union receive treatment from a more flexible and tolerant approach which is backed by progressive technology and is incredibly sensitive to concerns touching on ergonomics and safety of the working environment. This research highlights High performing, High committing, and High involvement management, management techniques to manage human factors to enhance operation performance. Adaptive and individual approach to the management of human variables, based on the differences in cultural and economic conditions of each region, is essential for effective development of the innovative substance and competitive advantage, the paper states. The results obtained from this study offer important guidance for the policymakers, managers and practitioners who are involved in managing and creating innovation hubs. It has provided a framework of how the organisation’s operation performance may be improved through effective management of human resources
The Influence of Intrapreneurial Behavior on Task and Contextual Performance of Employees in Healthcare Marketing Organizations: A LISREL Multigroup Modelling Study
Full text linkExisting literature on the impact of intrapreneurial behavior on performance has been largely focused on individual and organizational-level performance. As a matter of conjecture, managers are assumed to display higher competence than their subordinates (operational staff) in marketing organisations. Empirical evidence is scanty on the comparison/s between managers and operational staff, on the influence of intrapreneurial behaviors on task and contextual performance in pharmaceutical marketing organisations. This paper builds on role theory to examine employee-level differences (managers vs operational staff) by testing the influence of intrapreneurial behaviors on task and contextual performance in a pharmaceutical marketing context. Covariance-based multigroup structural equation modelling in LISREL was used to develop the model and address this gap. Data was collected using a self-reported online questionnaire from 220 participants composed of managers (n=58) and operational staff (n=162) in the pharmaceutical marketing industry in Nigeria. Confirmatory factor analysis established the validity of constructs. Multigroup confirmatory factor analysis established configural invariance among the groups, justifying a multigroup analysis. Intrapreneurial behavior positively influenced task and contextual performance in the general path model. Risk-taking behavior had no impact on task and contextual performance. Managers showed stronger proactive behavior on task and contextual performance compared to operational staff, while the latter group had stronger innovative behavior impact on task performance only. The study identified the low risk-taking propensity of employees as a gap in intrapreneurial behavior. Therefore, it proposes risk management training for both managers and operational staff. The study concludes that intrapreneurial behavior aligns more with proactivity for managers, while operational staff tend to be more innovative toward their core responsibilities