Effect of Business Process Reengineering Factors on Organizational Performance: IT Capability as a Moderator

The main objective of this study is to examine the effects of the business process reengineering (BPR) factors on the Nigerian banks organisational performance. Additionally, this study also investigates the moderating effect of information technology (IT) capability in the relationship of BPR factors and the organisational performance. BPR factors are operationalised by change management, BPR strategy alignment, customer focus, management commitment, IT investment, and adequate financial resource. The IT capability dimensions include IT knowledge, IT operations and IT objects. Data was sent and collected through a hand-delivery method. A proportionate stratified random sampling was used for sample selection. 560 questionnaires were sent to banks’ managers but 417 of them were returned; giving a response rate of 74%. The findings were as follows: first, the findings show that fully supported relationships were found between IT capability and organisation performance. Second, the results showed that BPR factors such as adequate financial resources and management commitment were significantly related to overall organisational performance. Specifically, adequate financial resource's dimension was significantly related to cost reduction, customer service management and operations efficiency. Next, management commitment was found to be significantly related to customer service management and operation efficiency. Meanwhile, IT investment was significantly associated with customer service management. Other dimensions of BPR factors such as change management, customer focus, and BPR strategy alignment were found insignificant to the banks’ performance. Third, upon investigating the moderating effects of IT capability on the relationship between BPR factors and organisational performance, the results revealed mixed supports for the interaction effects of IT capability attributes. The outcome of this study provides important insights to both managers and researchers for further understanding on the effects of BPR factors and IT capability on organisational performance. The necessary suggestions on new area of research were recommended for future researchers

How to Generate More Value from IT: The Interplay of IT Investment, Decision Making Structure, and Senior Management Involvement in IT Governance

Information technology (IT) represents a large portion of an organization’s investments. Prior research has identified the linkage between IT investment and productivity. Numerous factors affect the value an organization can derive from its IT investment. However, extant literature has insufficiently studied IT governance’s impact on IT’s business value. In this study, we help to fill this gap by investigating the effects of IT decision making structure mechanisms and senior management’s IT governance involvement on the relationship between IT investment and organizational performance. This study builds on a novel framework that integrates two theories on IT in an organizational setting: strategic choice theory and contingency theory. We pool organization-level IT investment and IT governance practice data with other organization characteristics to investigate the moderating effects of IT governance practices. The empirical analyses reveal a positive moderating effect of IT decision marking structure mechanisms on the IT investment–organization performance relationship. Nevertheless, the results indicate that senior management’s IT involvement has no significant effect on this relationship. This study shows the importance of IT governance for organizations to effectively leverage their IT investment

Effects of strategic leadership, organizational innovativeness, information technology capability on effective strategy implementation

This study investigated the determinants of perceived organizational strategy implementation among public tertiary institutions in Nigeria. Primarily, the study explored the effects of Strategic Leadership (SL), Organizational Innovativeness (OI) and Information Technology Capability (ITC) on Effective Strategy Implementation (ESI). More precisely the direct effect of SL, OI and ITC on ESI were assessed. The study also examines the moderating effect of ITC on SL and OI on ESI. Thirteen (13) public tertiary institutions were considered by the research. One hundred and four (104) deans who serves as the research respondents were sampled out of the population total of 143 deans from the institutions. Hand delivery of questionnaires was used to solicit information from the respondents. Partial Least Squares Method (PLS 2) algorithm and bootstrap techniques were used to test the study hypotheses. The results provided support for most of the hypothesized relationship for the study. Specifically, SL, OI and ITC are found to be significant and positively affect organizational ESI. Additionally, ITC has been found to significantly moderate the relationship between SI and perceive ESI. While negative moderating effect of ITC was found between OI and perceive ESI. PIIT theory as well as Diffusion of Innovation Theory were partly considered as probable reasons for the negative finding. Therefore, significant positive effects of SL, OI and ITC suggest that the variables are important in facilitating ESI. As such, public tertiary institutions should be encouraged to demonstrate these behaviours for enhanced success of organizational strategy implementation. Enhanced success of effective strategy implementation could improve the overall effective function of the organizations. Contributions, limitations, and implications of the study were also discussed

An Asymmetrical Look at Air Force Human Capital Management: More Emphasis on Qualifications and Less on Rank

This research explored an asymmetrical concept of personnel management, specifically whether status, rank, is an artificial barrier to employing qualified enlisted personnel in some company grade officer duties. It takes the approach under the Human Capital Theory and questions whether rank plays a roll in effective performance and whether eliminating rank as a criterion to employment, in some duties, can support Air Force transformation efforts, without negatively affecting culture (i.e. chain-of-command, customs and courtesies). It describes a concept where more emphasis is put on meeting the knowledge, education, experience, and training qualifications and the required rank be interchangeable between enlisted and officer. Key support factors include: increase in enlisted education level; reduction in end strength; undermanned career fields; and salary difference between enlisted and officer. The finding suggest status has little effect on one\u27s ability to perform effectively and the extensive qualitative information indicates managing the knowledge personnel hold is the important aspect of human capital management. This concept is not intended to be a model of equality toward all airmen but attempts to increase the capability of the Air Force within the existing manpower constraints by putting the right person, in the right place, at the right time

CEO Overconfidence and its Relationship with Overinvestment in the Context of the COVID-19 Pandemic

This paper primarily focuses on examining the correlation between CEO overconfidence and firm investment. Initially, I aimed to investigate whether there are any differences in confidence levels between male and female CEOs. The outcome of my research was that I was unable to identify any notable differences in the effects of CEO overconfidence on investment between male and female executives. This implies that regardless of gender, when a CEO displays overconfidence, they are likely to exhibit a similar inclination towards overinvestment. Additionally, my research focuses on the impact of the COVID-19 pandemic on CEO overconfidence and its subsequent influence on firm investment behavior. My study successfully establishes this connection. Specifically, in the current context of the COVID-19 pandemic, the relationship between CEO overconfidence and investment ratios is expected to weaken. However, the primary reason for this weakening effect is the volatile economic climate brought about by the COVID-19 era. The pandemic has significantly influenced companies to reduce their investments, resulting in the emergence of underinvestment as a prevalent issue, irrespective of the level of CEO confidence. In addition, my research reveals that a high level of CEO confidence is not able to substantially augment investment levels or adequately mitigate the problem of underinvestment in light of the substantial disruptions caused by the pandemic

An explorative study of the relationship betweenpolice officer morale, behaviours, and the delivery ofpublic value services

Aims: To examine the relationship between the workplace morale drivers of police officers and the delivery of public-facing policing services. Design and participants: One qualitative study in England involving semi-structured interviews with 10 police officers of federated rank. Measurements: A preliminary survey asked Participants to choose from a series of known morale drivers, and to state additional drivers not captured. Six broad categories of driver subsequently formed the guiding framework for participant interviews. Findings: Four types of morale driver were found to be most relevant to rank-and-file police officers: (a) leadership; (b) target/performance culture; (c) supportive networks/role models; and (d) force systems/processes. Police leadership comprising Superintendents, NPCC ranks and a small number of police-related agencies, was the primary factor. Police morale and legitimacy were found to be associated in the context of public encounters and partnership working. Conclusion: The research suggests that London-based, federated officers are expected to be uncommonly stoic, tolerant, selfless and morally courageous in a working environment which subjects them to unrealistic expectations and frequent undermining, where functional support systems and authentic role models are difficult to find. It appears that the politicisation of policing, weaknesses in leadership and elements of workplace dysfunction combine to underpin a seemingly widespread disregard for the physical and psychological needs of the workforce. The research suggests a transactional working environment exists where officers are subject to micromanagement tactics that directly conflict with and prevent the official expectation that each police officer, regardless of rank, will lead by good example

An investigation of the impact of the pace of change in post -IPO corporate governance on firm performance

In this study, I examine the impact of changes in post-IPO corporate governance on firm performance. Changes in corporate governance affect firm performance in various ways. Some theories such as agency and resource dependence theories predict that fast-paced change in post-IPO corporate governance will enhance firm performance. Other theories such as the resource-based view offer the opposite prediction that slowpaced change is more beneficial for firm performance. I, therefore, develop competing hypotheses regarding the impact of change in post-IPO corporate governance on firm performance. IPO firms have unique characteristics. They are often small, young firms. As a matter of fact, they suffer from the liabilities of newness and smallness. Unlike established large firms, TO firms often have limited resources and lack credibility to acquire needed resources. IPO firms also share other typical characteristics. Normally, top managers have extraordinarily important roles in IPO firms. They represent an important source of competitive advantage for IPO firms. Another typical characteristic of IPO firms is that their corporate governance is informal and weak, especially prior to the IPO. After going public, firms have to change their corporate governance to meet the requirements of the Securities and Exchange Commission (SEC) and expectations of the investment community. Major changes in corporate governance include changes in managerial ownership, changes in board composition, and changes in top management team (TMT) membership. To understand the impact of these changes on firm performance, I adopt various theoretical perspectives. Except for change in managerial ownership, agency and resource dependence theories argue that rapid change in post-IPO corporate governance will help to reduce agency costs and increase firm legitimacy, thus enhancing firm performance. On the contrary, the resource-based view predicts that slow change in post-IPO corporate governance helps to maintain and leverage TMT psychological commitment and social and human capital, which help create competitive advantages and enhance firm performance. I used archival data from Hoovers Online, Edgar, S&P Compustat , and CRSP to test whether slow or rapid change in post-IPO corporate governance is more beneficial for firm performance. I also tested the moderating effect of changes in managerial ownership, the presence of a founder CEO, and technology on the relationship between change in post-IPO corporate governance and firm performance. Empirical results provide some support for the case of slow change in post-IPO corporate governance. Changes in managerial ownership and the presence of a founder CEO somewhat moderate the relationship between changes in post-IPO corporate governance and firm performance. The major theoretical implication is that for young, entrepreneurial firms, the need for supporting original top managers should be viewed as at least as important as the need for protecting investors. The important implication for policy makers, investors and managers is that change in post-IPO corporate governance should be implemented gradually to maintain and leverage original top managers\u27 psychological commitment, and human and social capital for the benefit of the firm. The study suggests that future research should provide more insights into the relationship between investors and managers in the face of a transformational change such as IPOs. The major limitation of this study involves the possibility of survivorship bias. (Abstract shortened by UMI.

Stressors on the detectives of the Prince William County Police Department

Law enforcement is a highly stressful occupation, with law enforcement officials facing critical incidents such as violent crime scenes and potential loss of life. These incidents, however, are not a daily occurrence. The most common daily stressors associated with law enforcement originate from the law enforcement organization itself, the daily interactions with coworkers, the usage or misusage of the assigned equipment, and the individual\u27s perception of the work environment. This study collected survey data to analyze the prevalence and effects of the daily stressors perceived by the detectives of the Prince William County Police Department. This study identified three areas that required improvement in the work environment and provides the following recommendations; department should develop an ergonomics program, as well as, a procedure for the purchase of equipment, and a formal recognition program

IT-BUSINESS STRATEGIC ALIGNMENT: ESSAYS EXAMINING TYPES OF ALIGNMENT AND THEIR RELATIONSHIP WITH FIRM PERFORMANCE

While Information-Technology (IT)-Business Strategic Alignment (hereafter referred to as alignment) continues to be a topic of great concern to both researchers and practitioners alike, it is often misunderstood and, as such, many organizations find alignment difficult to achieve. In particular, alignment is often defined in many different ways, its operational measures are used inconsistently, and it is unclear how it can be attained. In this dissertation, we assert that researchers should include explicit references to the type of alignment under study, that adequate and consistent operational measures of each alignment type are necessary, and that we need a better understanding of the CIO attributes that may facilitate alignment. Each of these points is addressed in three separate essays, as discussed in the following paragraphs. In our first essay, we conducted a review and meta-analysis of the alignment literature to gain a better understanding of the types of alignment that have been examined. In particular, we probed the inter-relationships between alignment, the context, and firm performance. We found distinct relationships between three types of alignment and three measures of firm performance. We also found social alignment is a precursor to alignment within firms. Furthermore, a moderator analysis suggested sampling and measurement are an additional source of conflicting findings in the alignment literature. Through this essay, we contribute to the literature by developing clear definitions of alignment\u27s dimensions, clarifying the relationship between alignment and types of performance outcomes, and offering insight into sources of inconsistencies in alignment research. We believe this first essay offers a basis for more consistent treatment of alignment concepts in future IT research. In our second essay, we report on the development of operational measures designed to capture six different types of alignment. These instruments are intended to be a tool for studying the alignment between IT and business strategies (i.e. intellectual alignment), between IT and business infrastructures and processes (i.e. operational alignment), and across these two domains such that strategies are linked with infrastructures and processes (i.e. 4 types of cross-domain alignment). As such, this essay proposes definitions for each type of alignment and develops operational measures for each construct, each possessing desirable psychometric properties. Finally, we apply the Power-Dependence and Political Perspectives in our third essay to explain the relationship between power, political skill, and the CIO\u27s influence over the executive team\u27s commitment to strategic and technical IT initiatives. Our results suggest structural power (i.e. the CIO\u27s formal position in the firm), expert power (i.e. the CIO\u27s business and technical knowledge), and prestige power (i.e. the important connections the CIO has established) relate to the CIO\u27s influence over the executive team\u27s commitment to IT initiatives. We also found political skill positively moderates the relationship between the CIO\u27s power and influence over the executive team\u27s commitment to IT initiatives. Taken together, our literature review provides conceptual clarity about the nature of alignment. In our construct development essay, we gained operational clarity such that researchers can study the different types of alignment and their relationships with other constructs like performance. Finally, our CIO study improves our understanding of the manifestation of alignment through CIO influence on major IT-business initiatives

Municipal Budget Workshop

This manual provides an up-to-date look at the art of local government budgeting. In spite of the variety of local governments in Tennessee, general descriptions can be offered and analytical patterns discussed. The following topics are covered: why do we budget; the budget cycle; the budget process, including the interaction of the many role players in the process; the many purposes of budgeting; and resource constraints