Search results for "Organizational performance"

Integrating human resource management into lean production and their impact on organizational performance

2011

PurposeThe first goal of this research is to analyse the effects of lean production (LP) on the policy of human resource management (HRM). The second is to determine whether or not implementation of HRM practices associated with LP explains the differences in organizational performance between manufacturing plants.Design/methodology/approachThe paper developed a questionnaire for data collection. Findings are presented from 76 establishments (79.17 per cent of the total sample) that specialise in single‐firing ceramic tiles in Spain.FindingsCompanies that make the most of LP practices are also those that take care to train workers in using these practices as well as improving their employme…

High involvement work practices and firm performance

2009

During the past two decades the chain of three links organizational strategy – human resources practices – organizational performance has been deeply analysed. However, the mediator role of organizational structure in the first link of this chain remains relatively uninvestigated. In this article we analyse a model of relationships among organizational strategy, organizational structure, human resources practices, and organizational performance. Through a structural equation methodology applied to a sample of 183 Spanish companies, we will try to confirm that organizations with differentiation strategies are more likely to implement high involvement work practices. As a novelty we will intr…

The combined use of quality management programs and work teams

2006

PurposeThe main goal of the work presented here is the study and comparative analysis of the changes that take place in the structure of organizations when managers decide to establish work teams in the context of quality management. It can be observed that team characteristics change and adapt to evolving management programs.Design/methodology/approachThe authors selected a qualitative research method, in particular the case study methodology. The comparative analysis of organizational changes was analyzed in three different business units that had implanted advanced quality management programs using work teams.FindingsThere is a relationship between the quality management approach and the…

Exploring the relationships between high involvement work system practices, work demands and emotional exhaustion: a multi-level study.

2016

This study explores the impact of enacted high involvement work systems (HIWS) practices on employee emotional exhaustion. This study hypothesized that work overload and job responsibility mediate the relationship between HIWS practices (ability, motivation, opportunity and work design HIWS practices) and employee emotional exhaustion. A total of 360 employees (nested within 49 work units) rated their feelings of work overload, job responsibility and emotional exhaustion. The line managers from these work units rated the enacted HIWS practices. Results indicate that ability- and motivation HIWS practices are positively related to work overload, and ability-, motivation- and work design HIWS…

2020

In contemporary working life of Nordic countries, employee involvement and well-being are emphasized and organizational functions and demands are continuously changing. Thus, the study of human resource management (HRM) practices and their consequences for employees is relevant. This study examines conflicts related to HRM in Finnish project-based companies and provides new information on the implications of conflicts in HRM practices for theorists and practitioners. The research was conducted qualitatively using content and thematic analysis. The findings suggest that conflicts framed within HRM practices are generally the result of the practices and expectations of the organization and ma…

Organizational climate and climate strength in UK hospitals

2008

In recent years, researchers have paid increasing attention to the idea of “climate strength” – the level of agreement about climate within a work group or organization. However, at present the literature is unclear about the extent to which climate strength is a positive attribute, and is concerned predominantly with small teams or organizational units. This paper considers three theoretical perspectives of climate strength, and extends these to the organizational level. These three roles of climate strength are then tested in 56 hospitals in the United Kingdom. Positive relationships were discovered between two of three climate dimensions (Quality and Integration) and expert ratings of or…

Long-Term Reward Patterns Contribute to Personal Goals at Work Among Finnish Managers

2016

The research addresses the impact of long-term reward patterns on contents of personal work goals among young Finnish managers ( N = 747). Reward patterns were formed on the basis of perceived and objective career rewards (i.e., career stability and promotions) across four measurements (years 2006–2012). Goals were measured in 2012 and classified into categories of competence, progression, well-being, job change, job security, organization, and financial goals. The factor mixture analysis identified a three-class solution as the best model of reward patterns: high rewards (77%), increasing rewards (17%), and reducing rewards (7%). Participants with reducing rewards reported more progressio…

Organizational technology as a mediating variable in centralization‐formalization fit

2012

PurposeWith a view to contributing to a better understanding of the interactions between design dimensions, the authors aim to present a formal model that analyzes the internal fit relationship between centralization and formalization, taking into account organizational technology and the “systems approach”.Design/methodology/approachBased on the study by Zeffane, the authors develop an alternative, formal model that introduces organizational technology and assumes that greater structural control does not necessarily lead to better organizational integration. The model equally considers the possibilities of underfit and overfit.FindingsThe proposed formal model provides a sound rationale on…

Alignment of strategy and structure in local government

2020

Strategic positioning and structural alignment in the public sector is a neglected area of research. This paper analyses the strategic positions of prospectors, defenders and reactors and structural alignment in Norwegian municipalities. Top managers responding to a survey perceived that the municipalities did align their organizational structures to the strategic positions for prospectors and defenders, but not for reactors, as hypothesized, but these relationships were modest. The top managers often found it difficult to provide consistent responses on their organizations’ choices of strategic positions. The authors show that many Norwegian municipalities have minimal alignment of their o…

Are altruistic leaders worthy? The role of organizational learning capability

2015

Purpose– The purpose of this paper is to investigate the relationship between altruistic leader behaviors, organizational learning capability and organizational performance.Design/methodology/approach– The sampling frame consists of several databases or listings of business that consider people as a key element of the organization and are considered by their employees to be good firms to work for or organizational environments where human resources management has high priority (n=251). The authors use structural equation modeling to test if the relationship between altruistic leader behaviors and organizational performance is mediated by organizational learning capability.Findings– Results …