Organizational speed as a dynamic capability: Toward a holistic perspective

Current research on organizational speed has been disjointed, which has left organizational speed as an underdeveloped area of study. In this essay, we expand the view of organizational speed as a multidimensional gestalt-like construct that may influence firm performance and competitive advantage. We offer a capability-based definition of organizational speed and identify and review the building blocks of organizational speed. We propose new avenues and questions for future research based on our perspective

Survival as a success in the face of a scarcity of resources

From institutional, resource dependence and organizational ecology perspectives, there are two initial requirements for organizational survival: 1) there are sufficient resources in the niche, and 2) the organization can obtain these resources. A new concept, saturation, is created to measure the scarcity of resources by analyzing its influence on survival. However, organizational success also depends on organizational characteristics, which can hinder the securing of the resources necessary for survival. This article researches ownership structure as an organizational characteristic. These influences are tested utilizing data from a population of 1298 Spanish olive oil mills

PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL TERHADAP TURNOVER INTENTION DENGAN IKLIM ORGANISASI SEBAGAIVARIABEL MEDIASI ( Studi Kasus : Karyawan PT. Sejahtera Buana Trada di Kota Malang )

This research aims to determine and analyze the influence of transformational leadership style on turnover intention through organizational climate as a mediating variable. This type of research is explanatory research using a quantitative approach method. The sampling technique used total sampling with a total sample of 76 people. The data analysis technique used in this research is correlation analysis with the SmartPLS tool. The results of this research show that transformational leadership style has a negative and significant effect on turnover intention at PT. Sejahtera Buana Trada. Transformational leadership style has a positive and significant effect on organizational climate. Organizational climate has a negative and significant effect on turnover intention. Organizational climate can mediate the influence of transformational leadership style on turnover intention

Employee attitudes as a mediator between HRM and organizational performance

Attitude is a power that controls human behaviour. When employee Attitude is positive, it can give impact positive to organization performance. A proper human resource management (HRM) managed by organization, the employee attitude will be affected. HRM practices influence employee attitude positively and there is a mediating role of employee attitude between training and development dimension of HRM practices and organizational performance. Therefore, the purpose of this study is to explore employee atttiude as a mediator between HRM and organizational performance. A sample of this study was 219 respondents from employee construction in Libya. The data was analyzed using structural equation modelling (SEM) approach. This study showed that employee attitudes is a full mediator between relationship HRM and organizational performance. Therefore, HRM practices influence employee attitude and its give impact to organizational performance for more effective and efficient in achieving organization goal

The Influence of Organizational Culture, Leadership Style and Organizational Commitment in Improving Employee Performance

The university is one of the containers, where the provision of service facilities and provide human resource capacity to the identical community of various sciences. This study aims to determine to know the influence of Organizational Culture, Leadership Style and Organizational Commitment in improving job performance Employees consisting of permanent and non permanent lecturer at Unpad Unpad Dili Timor-Leste. The type of research used in this study is quantitative approach. The quantitative approach is based on the approach done by recording and analyzing the data of the research results by using statistical calculations supported by literature study and data collection tool in the form of questionnaires distributed to permanent and non permanent lecturers at Unpad Unpad Dili Timor-Leste. The results showed that partially organizational culture, positive and significant effect on employee performance, leadership style has a positive and significant impact on employee performance, as well as organizational commitment have a positive and significant impact on employee performance

Market forces, strategic management, HRM practices and organizational performance, a model based in european sample

This study uses structural equation modeling to test a model of the impact of human resources management practices on perceived organizational performance, on a large sample of European companies. The influences of competitive intensity, industry attractiveness and strategic management are considered in the model, and their direct and indirect influence on organizational performance is assessed. The model produced an adequate fit and results show that strategic management does influence human resource practices. Human resource flexibility practices and performance management have a positive impact on organizational performance, while training was not found to have a significant impact. A direct positive impact of competitive intensity and industry attractiveness on strategic management was supported by the data, as well as a direct positive effect of industry attractiveness on perceived organizational performance.

Social media recruitment : communication characteristics and sought gratifications

This study examines how social media pages can be used to influence potential applicants' attraction. Based on the uses and gratifications theory, this study examines whether organizations can manipulate the communication characteristics informativeness and social presence on their social media page to positively affect organizational attractiveness. Moreover, we examine whether job applicants' sought gratifications on social media influence these effects. A 2 x 2 between-subjects experimental design is used. The findings show that organizations can manipulate informativeness and social presence on their social media. The effect of manipulated informativeness on organizational attractiveness depends on the level of manipulated social presence. When social presence was high, informativeness positively affected organizational attractiveness. This positive effect was found regardless of participants' sought utilitarian gratification. Social presence had no significant main effect on organizational attractiveness. There was some evidence that the effect of social presence differed for different levels of social gratification

Motivation and Organizational Culture on Performance with Self-efficacy Mediation

The study aims to determine firstly the direct effect of motivation on performance,secondly the indirect effect of motivation on performance mediated by self efficacy, thirdlythe direct influence of organizational culture on the performance, and lastly the indirectinfluence of organizational culture on performance mediated by self-efficacy. The subjectsof this study are 60 women from the group of cashew producer. Hence, the samplingtechnique uses Census and the data collection method uses semi-structured interviews andquestionnaires. The data analysis uses Simple Linear Regression and Path Analysis. Basedon the data processing results, it shows: 1) the direct effect of motivation on the performanceare at 0,287; 2) the indirect effect of motivation on performance mediated by self efficacyare at 0.440; 3) the direct effect of organizational culture on the performance are at 0,260;and 4) the indirect influence organizational culture on performance mediated by selfefficacymediated are at 0.426.Therefore, it can be concluded that self-efficacy can help in overcoming the existingproblems in the organization, because self-efficacy encourage the efforts to improveperformance. Within strong, dynamic, and positive motivation and organizationalculture, one's performance will definitely increase and shows good progress