FLEXIBILITY IN HUMAN RESOURCES MANAGEMENT AND ITS IMPACT ON PERFORMANCE ORGANIZATIONS

People is the more important resource for any organization, flexibility is a highly desirable attribute for all companies; organizational flexibility is possible through people. This paper reports about the relationship between human resources management and organizational performance that can be upgraded by getting flexibility. The study was made in two main phases, first, a literature review looking for the state of the art about human resources management and organizational flexibility. Second, using affinity diagram, the relationship between these and the company performance was identified, for summarized in a conceptual proposal. The study conclude that companies can get high performance using the human resources management to be flexible

Bagaimana Leader Autonomy Support Dapat Meningkatkan Perilaku Inovatif pada Karyawan?

Innovative behavior has an important influence on the development, excellence, and success of an organization. Therefore, it is important to identify the antecedents of employees' innovative behavior. This study aims to investigate the moderating effect of ambidextrous organization culture in the relationship between leader autonomy support (LAS) and innovative behavior. Data were collected using an online survey (platform surveymonkey). Participants of this study were 117 employees in Jakarta with a tenure minimum of 1 year. Convenience sampling was used as the sampling technique. Data were analyzed by moderation model technique (PROCESS model 1) using Hayes PROCESS on SPSS software. Results showed that leader autonomy support significantly predict innovative behavior (b= 0.50, confidence interval [CI] [0.17, 0.83]). While ambidextrous organization culture significantly moderate the influence of leader autonomy support on innovative behavior (b=0.07, [CI][0.03, 0.12]). The results showed that ambidextrous organization culture moderated the correlation between LAS and innovative behavior. Leader’s support for employee’s innovative behavior should be strengthened and companies are expected to put more effort in understanding the role of situational factors (i.e., ambidextrous organizational culture) in employee’s innovative behavior.Abstrak. Penelitian ini bertujuan untuk menguji efek moderasi dari ambidextrous organization culture pada hubungan antara leader autonomy support dengan innovative behavior. Penelitian ini mengambil data melalui survei online dengan karakteristik bekerja di Jakarta dengan masa kerja minimal 1 Tahun (N=117) yang dipilih berdasarkan teknik convenience sampling. Penelitian ini menggunakan teknik analisa data moderation model (PROCESS model 1) dengan menggunakan program SPSS. Hasil penelitian menunjukkan bahwa leader autonomy support dan innovative behavior berkorelasi positif (r = 0.410, p < 0.01) dan terdapat pengaruh signifikan leader autonomy support terhadap innovative behavior (Sig. 0.000 <0.05; R Square 0.257; β = 0.5072).  Sedangkan ambidextrous organization culture signifikan memoderasi pengaruh leader autonomy support terhadap innovative behavior (Sig 0.0025< 0.005). Kata kunci: ambidextrous organization culture, innovative behavior, leader autonomy suppor

JOB AUTONOMY AND EMPLOYEE PERFORMANCE IN THE COUNTY GOVERNMENT OF ISIOLO, KENYA

Employees are a company's strategic asset, and their efforts help the organization to sustain itself in an increasingly competitive world. Previous research has shown that high job autonomy will allow workers to take part in some activities, thereby increasing their willingness and motivation to learn and prepare further. This study therefore sought to examine the influence of job autonomy on employee performance in county government of Isiolo. This study adopted a descriptive research design involving a mixed method approach. Employees in county government of Isiolo formed the target population for this study. At sample of 140 employees was arrived at by stratified sampling. A structured self-administered questionnaire and interviews were used for the study. Descriptive statistics and chi-square analysis were employed with the help of SPSS. The study found that there was a high job autonomy among employees in county government of Isiolo. Findings also showed as a high employee performance in the sample. There was a significant relationship (χ2 = 27.602, df = 16, p = 0.035) between job autonomy and employee performance. The study concluded that job autonomy influences employee performance in county government of Isiolo. Human resource managers in the public sector ought to enhance job autonomy by increasing the control among employees have over what they are supposed to accomplish. Article visualizations

Data Swagger: A Systemic Approach to Train, Motivate and Engage Data Savvy Employees

The relevance of data literacy has increased substantially over the past three decades. When trained well, data-literate employees at all levels can make data-driven decisions, improving the overall performance of their organization. Utilizing Transformative Learning Theory (TLT) and Experiential Learning Theory (ELT), this paper proposes a systematic data education framework for increasing data literacy across organizations. Focusing on the needs and experiences of non-expert end-users, this model proposes the following four learning strategies in data literacy training design: experiential data training, critical incident reflection, rational open discourse, and autonomous experimentation. To inform this model and further investigate barriers to data literacy in organizations, interviews were conducted with individuals from two different data analytics units in the U.S. Department of Defense. This research provides key insight and practical suggestions for developing and improving data literacy training programs

Design of Sustainable Business Models Using the Example of the Medical Supply Store

Research background and context: Megatrends, new technologies, increasing customer demands and current challenges in the VUCA world are changing established business models in the German healthcare sector. The global Corona pandemic, which broke out at the beginning of 2020, is seen as a catalyst for the digital transformation of organisations to ensure innovation and competitiveness. Purpose/objectives: This research contribution is intended to show organisations how the digital transformation can be shaped. A sustainable further development of the business model is the key to success. Through the intelligent selection of business model characteristics, added value should be generated for the (stationary) medical supply store. Design/research methodology: In his research project, the author combined secondary data on business models and expert interviews to develop a process model. Findings, originality/value and possible practical implications: In times of disruptive change, serious impacts on established business models will become increasingly common and strategically challenging for companies. Organisations need to understand the most important value drivers for their business, as they have a significant impact on the success of the business model. A digital accompaniment of the customer in the use of the medical product or service is indispensable today. At the same time, the holistic understanding of the customer influences the profiling of the compan

Organizational Learning's Effect on Business Performance and High-Performance Human Resource

Purpose: The principal intention of this manuscript is to investigate the impact of “Perceived High-Performance Human Resource” (HpHR) in the telecommunications industry, such as “Extensive Training” (ExTr), “Performance Management” (PerMang), “Performance Appraisal” (PerApp), “Performance-Based Compensation” (PerComp), “Empowerment” (Empnt), and “Competency Development” (CompDev). Furthermore, the function of “Organizational Learning” (OrgLerng) as a relation between “Human Resources” (HumRes) practicing that lead to high achievement and BusPer has been investigated.   Theoretical framework: The theories were tested using “Structural Equation Modeling” (SEM). Design/methodology/approach: The census method was used to collect information from telecommunications personnel in specific sections of Iraq (North Iraq). The “Confirmatory Factor Analysis” (CFAs) was utilized to check and confirm the data's reliability and validity.   Research, Practical & Social implications: The “Organizational Learning” (OrgLerng) also acts as a relation among high-performing practicing of HR and organizational acting. The consequences for management have also been discussed.   Findings:  The “High Performance” (HiPer) methods, according to the report, have a helpful influence on the success of the organization.

Innovative Behaviour and Firm’s Performance in the Nigerian Manufacturing Sector

The paper examined innovative behaviour and firm’s performance in the Nigerian manufacturing industry. Relevant literatures have emphasized the need to make a strong relevance for innovativeness to act as a catalyst for innovation to occur in the firm. While there has been significant research evidence on the conceptualization of innovation, more of the studies have focused on the descriptive nature of innovation. The population of the study was the staff in the selected company and questionnaire was distributed on the company’s sample. The study employed the univariate analysis of variance (ANOVA) to ascertain the statistical significance and the level to which innovativeness give rise to variation in firm’s performance in the selected organization. The study emphasized the immense benefit manufacturing firms and industrial policy makers will make towards the attainment of innovativeness to contribute adequately to the economic development of the nation and the social well-being of the citizens

Diabetes Capabilities for the Healthcare Workforce Identified via a 3-Staged Modified Delphi Technique.

Consumers access health professionals with varying levels of diabetes-specific knowledge and training, often resulting in conflicting advice. Conflicting health messages lead to consumer disengagement. The study aimed to identify capabilities required by health professionals to deliver diabetes education and care to develop a national consensus capability-based framework to guide their training. A 3-staged modified Delphi technique was used to gain agreement from a purposefully recruited panel of Australian diabetes experts from various disciplines and work settings. The Delphi technique consisted of (Stage I) a semi-structured consultation group and pre-Delphi pilot, (Stage II) a 2-phased online Delphi survey, and (Stage III) a semi-structured focus group and appraisal by health professional regulatory and training organisations. Descriptive statistics and central tendency measures calculated determined quantitative data characteristics and consensus. Content analysis using emergent coding was used for qualitative content. Eighty-four diabetes experts were recruited from nursing and midwifery (n = 60 [71%]), allied health (n = 17 [20%]), and pharmacy (n = 7 [9%]) disciplines. Participant responses identified 7 health professional practice levels requiring differences in diabetes training, 9 capability areas to support care, and 2 to 16 statements attained consensus for each capability-259 in total. Additionally, workforce solutions were identified to expand capacity for diabetes care. The rigorous consultation process led to the design and validation of a Capability Framework for Diabetes Care that addresses workforce enablers identified by the Australian National Diabetes Strategy. It recognises diversity, creating shared understandings of diabetes across health professional disciplines. The findings will inform diabetes policy, practice, education, and research

An Exploration of User Innovation from Inside the Firms: Uncovering Internal Dynamics and Embedded Lead Userness

openThis thesis contributes to the UI research by suggesting that firms need to put more emphasize on the internal dynamics by defining and boosting their strategic, organizational, and managerial potentials. At the same time, it suggests that the human side of the collaboration which deals with individual, choices, abilities, and motivations needs more attention in particular concerning lead userness. Based on the three papers, this PhD thesis aims to enhance our understanding of different perspectives of user innovation by providing a categorization of both external-to-the-firm and internal-to-the-firm themes and tackling the embedded userness. The first paper aims to scrutinize the “locus” of UI meaning to distinguish between studies focusing on external-to-the-firm conditions of UI. By conducting a systematic literature review , this study explores the existing studies focusing on external-to-the-firm conditions of UI (user’s types, users’ roles, enabling platforms, etc.) and papers focusing on internal-to-the-firm conditions of UI, such as strategies, capabilities and organizational routines that trigger and support UI processes. While current studies tackle different angles of the UI mostly from an external-to-the-firm perspective, this study identifies two general streams of research from both perspectives from inside and outside of the firm and provides a complete categorization of different aspects and themes of each perspective. The second paper investigates internal dynamics of firm–users collaboration by bridging the literature on user innovation and the literature on open innovation. Based on a systematic literature review, this study provides a more detailed categorization of internal-to-the firm conditions. The findings of this study highlight the precise sub-streams of each internal dynamic group including strategic, organizational, and managerial dynamics. Finally, based on the findings of the second study associated with dearth of research on micro-foundations or in other words human side of UI, the third study examines the individual-level antecedents of embedded lead userness. More specifically, based on the data coming from collected from 554 employees belonging to 42 Italian and Croatian small and medium-sized companies, this study inspects the relationship between entrepreneurial self-efficacy and ELU when mediated by creative bootlegging. The findings show that employees who show self-motivation and conviction in entrepreneurial activities also tend to commit (enjoy carving out some time to be committed) to unofficial innovation projects which in turn make them become more curious and expert about the products and to act as lead users. Overall, the findings of the thesis are important to further advance the innovation management research and in particular UI research. Taken together, these findings shed more light on the various processes, roles, decisions as well as human and psychological arguments that underpin the use of UI in firms. The thesis concludes by summarizing the key theoretical and managerial contributions of the three papers and then the limitations and avenues for further research on UI is provided.This thesis contributes to the UI research by suggesting that firms need to put more emphasize on the internal dynamics by defining and boosting their strategic, organizational, and managerial potentials. At the same time, it suggests that the human side of the collaboration which deals with individual, choices, abilities, and motivations needs more attention in particular concerning lead userness. Based on the three papers, this PhD thesis aims to enhance our understanding of different perspectives of user innovation by providing a categorization of both external-to-the-firm and internal-to-the-firm themes and tackling the embedded userness. The first paper aims to scrutinize the “locus” of UI meaning to distinguish between studies focusing on external-to-the-firm conditions of UI. By conducting a systematic literature review , this study explores the existing studies focusing on external-to-the-firm conditions of UI (user’s types, users’ roles, enabling platforms, etc.) and papers focusing on internal-to-the-firm conditions of UI, such as strategies, capabilities and organizational routines that trigger and support UI processes. While current studies tackle different angles of the UI mostly from an external-to-the-firm perspective, this study identifies two general streams of research from both perspectives from inside and outside of the firm and provides a complete categorization of different aspects and themes of each perspective. The second paper investigates internal dynamics of firm–users collaboration by bridging the literature on user innovation and the literature on open innovation. Based on a systematic literature review, this study provides a more detailed categorization of internal-to-the firm conditions. The findings of this study highlight the precise sub-streams of each internal dynamic group including strategic, organizational, and managerial dynamics. Finally, based on the findings of the second study associated with dearth of research on micro-foundations or in other words human side of UI, the third study examines the individual-level antecedents of embedded lead userness. More specifically, based on the data coming from collected from 554 employees belonging to 42 Italian and Croatian small and medium-sized companies, this study inspects the relationship between entrepreneurial self-efficacy and ELU when mediated by creative bootlegging. The findings show that employees who show self-motivation and conviction in entrepreneurial activities also tend to commit (enjoy carving out some time to be committed) to unofficial innovation projects which in turn make them become more curious and expert about the products and to act as lead users. Overall, the findings of the thesis are important to further advance the innovation management research and in particular UI research. Taken together, these findings shed more light on the various processes, roles, decisions as well as human and psychological arguments that underpin the use of UI in firms. The thesis concludes by summarizing the key theoretical and managerial contributions of the three papers and then the limitations and avenues for further research on UI is provided.Dottorato di ricerca in Scienze manageriali e attuarialiopenGhasemzadeh, Khatere

Promoting Innovative Work Behavior Through Innovative Work Environment

The study examines the effect of an innovative work environment on the innovative work behaviour of employees. To broaden the concept of the study, related literature was reviewed. The study used a descriptive assessment and correlational research design and the population of the study was all employees from the two colleges (DWCL and DWCV). The data was gathered through research questionnaires and used inferential statistics to analyze the data. The study found that the innovative work environment and innovative work behaviour are high but not very high. The ANOVA result suggests that there is a significant correlation between an innovative work environment and the innovative work behaviour of employees. It recommends that nurturing innovative work behaviour is to nurture an innovative workplace. The study recognizes its limitation and recommends further investigation concerning different dimensions of innovative work environments and their effect on work performance