Job satisfaction and organizational commitment

How Resilient are Lucid Motivators? Endeavoring Reforms for Effects of Psycho-social Factors on Workers Health Through Concurrent Engineering

Background

As the tremendous impact of extreme workloads, arduous working conditions, and disorganization disrupt humane job definitions in some industries, the need for workplace re-articulation was interfered to ameliorate psycho-social factors and suggest organizational intervention strategies. Especially for colossally wounded health-care (HC) systems, today it is now even more unrealizable to retain workforce resilience considering the immense impact of overwhelming working conditions.

Methods

This study introduces employment of concurrent engineering tools to re-design humane workplaces annihilating abatement over devoured resources. The study handles HC-workforce resilience in a pioneering motive to introduce transformation of well-known motivators and proposes solutions for retention and resilience issues grounding on HC workers' own voice.

Results

The proposed adjustable approach introduces integral use of focus group studies, SWARA, and QFD methods, and was practiced on a real-world case regarding Turkish HC workforce. The paper also presents widespread effects of findings by tendering generalized psycho-social rehabilitation strategies. Results confirmed the modifications of the most potent incessant motivators.

Conclusion

"Burn out issues" and "Challenging work" were found as the most important motivator and satisfier, respectively, to be exigently fulfilled. Corrective interventions, required resolutions, and workplace articulation connotations were arbitrated in terms of entire outcomes on four dimensions in three different planning periods considering the current status, repercussions of pandemic, and contingency of similar catastrophes. Descriptive illustrations were additionally presented to support deducted interpretations.

Enhancing Job Performance: The Critical Roles of Well-Being, Satisfaction, and Trust in Supervisor

This empirical study investigated the associations between psychological well-being, job satisfaction, trust in supervisor, and job performance. Data were collected from 277 company employees in Bahrain through online questionnaires and analyzed using structural equation modeling (SEM). The purpose of the study is to examine the relationships between psychological well-being, job satisfaction, trust in supervisor, and job performance through the use of a theoretical framework that synthesizes prominent models in the field of organizational psychology. The research findings indicate a positive influence of psychological well-being on both job satisfaction and job performance. Notably, job satisfaction plays a mediating role in the relationship between psychological well-being and job performance. The study contributes to the existing body of knowledge by offering an integrated approach to examining the intricate connections between psychological well-being, job satisfaction, trust in supervisor, and job performance, which all are crucial for creating a sustainable workplace environment and outcomes. Practical implications highlight the need for organizations to prioritize employee psychological well-being through initiatives such as wellness programs and supportive work environments, as these initiatives directly influence job satisfaction and performance. Job satisfaction acts as a significant mediator, emphasizing the importance of fair compensation, recognition, and professional development in enhancing job satisfaction.

A MCDM-based measurement proposal of job satisfaction comprising psychosocial risks

Preserving human well-being has become challenging for businesses, which continue efforts to overcome managing business processes concurrently, due to the cumulative effects of psychosocial risks at work that may seriously impair one's health. By focusing on this need, this paper proposes a more effective and realistic way of measuring job satisfaction comprising psychosocial risks by integrating multi-criteria decision-making (MCDM) methodology. Simplified PIvot Pairwise RElative Criteria Importance Assessment (PIPRECIA-S), i.e. the selected MCDM method, is used for weighting domains based on the opinions of employees working for a company in Türkiye, who also provide their attitudes towards job satisfaction through 36 items of Job Satisfaction Survey (JSS). This paper uses nine subscales of JSS to represent domains relevant to psychosocial risks. Three developed scenarios discuss the effectiveness of the proposed subscale-weighted job satisfaction measurement by presenting the subscales having different ranges in standard scores relative to the subscale-weighted scores.

Corporate governance, capital structure, and firm performance: a panel VAR approach

This study aims to examine the interrelationships and interdependencies between corporate governance (CG), capital structure (CS), and firm performance (FP) of companies listed on the Stock Exchange of Mauritius from 2009 to 2019 along with a comparison between financial and non-financial firms. A panel vector autoregression (PVAR) approach is used in this study to determine the relationship dynamics between CG, CS and FP. The findings reveal a positive and significant bidirectional association between CS and FP, supporting the trade-off theory. The results also show that CG and FP jointly help to increase CS while CG and CS jointly boost the profitability of firms. A strong bidirectional relationship with varied signs between CG and CS is found only for financial firms. The results of the forecast error variance decomposition analysis support the selection of FP as the most endogenous variable. Robustness tests also support the findings. This study is the first to examine the dynamic and interdependent relationships using a PVAR model between CG, CS and FP that presents new contributions to the existing CG and CS literature with insights from an emerging economy.

Assessment of Both Personal and Professional Aspects to Measure Job Satisfaction Levels among Garment Workers: Empirical Evidence from a Developing Country

The main objective of the present study is to assess the role of professional and personal aspects in determining job satisfaction of garment industry workers in Bangladesh as a developing country. The present study is conducted on 350 workers from 25 garment factories in Dhaka, Narayanganj, and Gazipur, three districts of Bangladesh where the garment industry dominates. The study location and sample size were determined based on the random sampling method. All the participating workers were interviewed in the light of a predetermined questionnaire. Statistical Package for Social Science-SPSS software, version 24.0 was used for data analysis. Brayfield-Rothe Job Satisfaction Measurement Scale (JSMS) and Questionnaire for Measuring Satisfaction with professional aspects (QMSPA) has been used in this study. The results of the current study showed that, among personal aspects, only age significantly impacted the respondents' overall job satisfaction. The respondents' overall job satisfaction was also significantly influenced by all professional factors. Between the personal and professional facets, the importance of professional factors as determinants of job satisfaction is greater than that of personal factors. The results of the present study suggest that since professional aspects are the main components of job satisfaction, it is necessary to ensure the proper presence of these components. Factors such as pay, job security, and adequate and appropriate amount are indicators of job satisfaction. All parties involved in the garments industry such as employer-worker, regulatory body BGMEA, BKMEA, policy-making body, government, and factory authorities can take into account the results of this study and determine future course of action to increase workers' job satisfaction.

Determining dimensions of job satisfaction in healthcare using factor analysis

BACKGROUND

Job satisfaction in health care has a great impact as it affects quality, productivity, effectiveness, and healthcare costs. In fact, it is an indicator of the well-being and quality of life of the organization's employees, as it has been variously linked with increased performance and negatively to absenteeism and turnover. Better knowledge of healthcare employees' job satisfaction and performance can directly contribute to the quality of the services provided to patients and is critical for the success of organizations.

METHODS

The Cronbach's alpha coefficient, split-half reliability, exploratory factor and confirmatory factor analysis were employed to assess the reliability and validity of JSS.

RESULTS

Six underlying dimensions were extracted (benefits and salary, management's attitude, supervision, communication, nature of work, and colleagues' support). Internal consistency reliability was satisfactory since Cronbach's alpha for the overall scale was 0.81 and for the various dimensions ranged from 0.61 to 0.81, respectively. Exploratory factor analysis showed a KMO value of 0.912. The confirmatory factor analysis indicated good fit: SRMR = 0.050, RMSEA = 0.055, IFI = 0.906 and CFI = 0.906.

CONCLUSION

Job satisfaction is a multidimensional construct that encompasses different facets of satisfaction. There is a lack of consensus as to which factors are more important and a researcher may find satisfaction with some factors while at the same time dissatisfaction with others. Our findings are significant for improving our understanding of the nature and assessment of job satisfaction in the Greek healthcare context, providing a more stable ground in a rapidly changing environment. A short JSS developed that could be much more widely used in the future.

Hate the Sin, Love the Sinner: Examining the Role of Religiosity on Generation M’s Attitude Toward Purchasing Luxury Counterfeiting Products in Social Commerce

Counterfeiting has become a prevalent business worldwide, resulting in high losses for many businesses. Considerable attention has been paid to research an individual attitude toward purchasing luxury counterfeit products in the offline context. However, there is currently lesser-known literature on the given phenomenon in the context of social commerce. Moreover, researchers observed that counterfeiting consumption is associated with consumer ethical values or beliefs. Practitioners and researchers are keen to find those factors that affect consumers’ ethical consumption behavior to reduce pirated products’ demand. However, the role of religion in shaping ethical behavior is less documented in the counterfeiting context. Therefore, this study investigated the effect of religiosity on the counterfeiting of luxury products in Pakistan. A five-dimensional Islamic religiosity model was adopted to understand the consumption phenomena. For quantitative research, cross-sectional data were collected from the generation M of Pakistan through self-administrative questionnaires. A total of 394 valid responses from active online users were collected to empirically examine the conceptual model by employing the partial least square structural equation model (PLS-SEM). The results reveal that all five dimensions of religiosity negatively affect the attitude of generation M. Moreover, it is found that knowledge has the highest negative effect on attitude, followed by orthopraxis, experience, central duties, and basic duties. The study also explains the theoretical and practical implications of the research. Finally, limitations and future research were also discussed.

Creating digital ecosystem for small and medium enterprises: the role of dynamic capability, agile leadership and change readiness

Purpose

The digitization efforts for small and medium enterprises (SMEs) as a result of advances in information technology are challenging, with one of them being the creation of digital ecosystems for SMEs. This study aims to develop a model of the relationship between SMEs’ readiness to change, agile leadership and dynamic capability to implement a digital ecosystem for SMEs in the creative industry in Semarang, Central Java, Indonesia.

Design/methodology/approach

A survey methodology was used in this study. Respondents in this study were creative industry SMEs in Semarang, Central Java, Indonesia. SMEs in the creative industry sector were chosen as samples as they require digital technology to manage their business development, production and distribution, customer relationships and to innovate in their businesses. In total, 250 creative SMEs, selected based on a purposive random sampling method, were included in this study. Data were analyzed using structural equation model-partial least square.

Findings

This study provides current insights and future needs for implementing digital ecosystems in SMEs in Indonesia’s creative industries. It also identifies three critical conditions for dealing with Industry 4.0: organizational readiness to change, agile leadership and dynamic capability.

Originality/value

In response to information technology advancements, this study proposes a new model for implementing digital ecosystems for SMEs. Furthermore, this study adds knowledge about the concept of a service-oriented technology ecosystem to help SMEs operate more efficiently. It focuses on the interaction of entities to improve the system’s utility, gain benefits and promote information exchange.

A Meta-Analysis of the Relationships Between Emotional Intelligence and Employee Outcomes

Emotional intelligence is an emerging field since the 1990s due to its important outcomes for employees. This study is a psychometric meta-analysis examining the links between emotional intelligence and organizational commitment, organizational citizenship behavior, job satisfaction, job performance, and job stress of employees. In this meta-analysis, carefully selected studies on emotional intelligence since the origin of the concept in 1990 were included along with studies examining its outcomes. For this analysis, three streams of emotional intelligence, consistent with previous meta-analyses, were considered: ability, self-report, and mixed emotional intelligence. This meta-analysis is an attempt to add to the literature by analyzing the relationships between emotional intelligence and selected employee outcomes over a period of time beginning in 1990. The three streams of emotional intelligence were separately analyzed to examine their relationship with employee outcomes. These outcomes were included in the study based on select research studies. Our study results showed that emotional intelligence and its three streams were positively related to organizational commitment, organizational citizenship behavior, job satisfaction, and job performance and negatively related to job stress.

Which Personal and Organizational Factors Influence the Organizational Commitment and Job Satisfaction of Shipyard Blue-Collar Workers?

Background: The purpose of this research was to analyze which personal and organizational factors are related to organizational commitment and job satisfaction of shipyard workers who work in different auxiliary shipyard military companies in the north of Spain. Methods: In total, 567 shipyard workers participated in this cross-sectional survey study. The ages were between 19 and 64 (M = 39.36, SD = 10.01), males 82.52%, females 17.48%. We used a survey that included questions about personal and organizational factors such as physical environment, occupational risks, and psychosocial risks, in addition to the job commitment and job satisfaction scales. Results: The results of this study show that job commitment is significantly related to a higher age, lower education, and environmental risk (low vs. high). Furthermore, job satisfaction (high vs. low) and organizational commitment (high vs. low) is related with environmental risk (low vs. high). Job commitment is also higher in workers with a low educational level and older workers. Job satisfaction is lower in workers with a high educational level. Conclusions: This study shows that different personal and environmental factors influence the shipyard workers’ organizational commitment and job satisfaction.

Containing Hunger, Contesting Injustice? Exploring the Transnational Growth of Foodbanking- and Counter-responses- Before and During the COVID-19 Pandemic

COVID-19 caused levels of household food insecurity to spike, but the precarity of so many people in wealthy countries is an outgrowth of decades of eroding public provisions and labour protections that once protected people from hunger, setting the stage for the virus' unevenly-distributed harms. The prominence of corporate-sponsored foodbanking as a containment response to pandemic-aggravated food insecurity follows decades of replacing rights with charity. We review structural drivers of charity's growth to prominence as a hunger solution in North America, and of its spread to countries including the UK. By highlighting pre-pandemic pressures shaping foodbanking, including charities' efforts to retool themselves as health providers, we ask whether anti-hunger efforts during the pandemic serve to contain ongoing socioeconomic crises and the unjust living conditions they cause, or contest them through transformative pathways to a just food system. We suggest that pandemic-driven philanthropic and state funding flows have bolstered foodbanking and the food system logics that support it. By contextualising the complex and variegated politics of foodbanking in broader movements, from community food security to food sovereignty, we reframe simplistic narratives of charity and highlight the need for justice-oriented structural changes in wealth redistribution and food system organisation if we are to prevent the kinds of emergency-within-emergency that we witnessed as COVID-19 revealed the proximity of many to hunger.

Effects of leadership and reward systems on employees' motivation and job satisfaction: an application to the Portuguese textile industry

Purpose

This study explores the perception of employees in textile industry firms in Northern Portugal regarding the influence of leadership and reward systems (RS) on their motivation (intrinsic and extrinsic) and job satisfaction (JS).

Design/methodology/approach

A questionnaire was addressed to the employees of 12 firms, obtaining a sample of 256 valid responses, for which a structural equation model was estimated.

Findings

The results showed that leadership and RS influence JS only through the mediating effects of intrinsic and extrinsic motivation.

Originality/value

This study makes empirical and theoretical contributions, testing the relationship between leadership and employees' JS and how this relationship can be mediated by RS, and motivation – both intrinsic and extrinsic. Moreover, this study was conducted in Portugal, country where these issues have not been researched jointly before.

The impact of organizational justice on intention to stay: The mediating role of organizational commitment

Retention of employees is substantial for firms to generate sustainability since losing experienced and skilled individuals influence the general productivity, and product quality (Noor, Zainuddin, Panigrahi, & Rahim, 2020). While various researches have been done regarding this matter, the larger part place on turnover because of organizational approach, a couple of studies have been done with the intention to stay. For this reason, this study incorporates organizational justice, organizational commitment, and how they relate to expanding intention to stay. The respondents were picked using a simple random sampling method. Using a sample of 603 engineers working in Malaysian construction projects. The data was accumulated through a self-administered questionnaire and analyzed utilizing structural equation modeling in IBM SPSS AMOS 23.0. The current study gets two fundamental outcomes. Firstly, organizational justice and organizational commitment are positively associated with the intention to stay. Secondly, organizational commitment plays a mediating role between organizational justice and employees’ intention to stay. Therefore, employees would be more willing for intention to stay in fair organizational settings, particularly when they are committed to their organization

Information and Communication Technology and Organizational Performance During Covid-19 Pandemic: The Role of Organizational Commitment, Growth Mindset, and Entrepreneurial Orientation

The purpose of this study is to assess how information and communication technology (ICT) adoption influences organizational performance (OP) during the Covid-19 pandemic by highlighting psychometric variables such as employees’ organizational commitment (OC), growth mindset (GM), and entrepreneurial orientation (EO). Based on the complementarity theory, we built a theoretical framework where OC, GM, and EO mediate the influence of ICT on OP and tested hypotheses proposed. Responses of 297 employees from agriculture cooperatives in Côte d’Ivoire were obtained on the basis of questionnaires which composed the data for this study. The empirical analysis affirmed the significant and positive effect of ICT adoption on OP, and the significant mediating effect of OC and GM in the relationship between ICT adoption and OP. However, the role of EO in mediating the influence of ICT adoption on OP is insignificant. This research increases understanding of the underlying process of the relationship between ICT adoption and organizational performance during the Covid-19 pandemic.

What is different about social enterprises’ operational practices and capabilities?

The aim of this paper is to identify the main practices and capabilities developed by social enterprises and to explore the relationship between the dual organizational identity of social enterprises and their operational capabilities. A multiple case-study research is conducted comprising five cases representative of the diversity of social enterprise models. The results suggest that the operations strategy in social enterprises is influenced by their dual organizational identity and entails some operational practices and capabilities beyond those traditionally reported in manufacturing companies. They adopt a greater diversity of practices aimed at improvement and cooperation capabilities and their specificities lead to the development of the mobilization of resources capability and the openness capability. Social enterprises with a high social identity show greater evidence of the development of these operational capabilities. This study contributes to the literature on operations strategy by identifying a set of operational practices and capabilities developed by social enterprises and exploring how they are influenced by their dual organizational identity. It responds to the claims that suggest that studying social enterprises would be a fertile ground to advance theoretical and empirical research in the field of service operations. Developing knowledge on the operations management of social enterprises provides valuable insights into improving the performance of such organizations.

The relationship between work–life balance and job satisfaction: moderating role of training and development and work environment

Purpose

The purpose of this study is to investigate the relationship between work–life balance (WLB) and job stress, job commitment and job satisfaction. Further, the role of work environment and training and development as moderators in the relationship between WLB and its consequences is investigated.

Design/methodology/approach

Using a structured survey instrument, this paper gathered data from 331 respondents working in a transportation company in southern part of India. After checking the psychometric properties of the structured survey instrument, the authors analyzed data using hierarchical regression and structural equation modeling.

Findings

The hierarchical regression results indicated that WLB is (1) negatively related to job stress, (2) positively related to job satisfaction and (3) positively related to job commitment. The results also indicated that (1) job stress is negatively related to job satisfaction, and (2) job commitment is positively related to job satisfaction. The results also support that work environment is a moderator in the relationship between (1) WLB and job stress, and (2) WLB and job satisfaction. Results also documented that training and development is a moderator in the relationship between (1) job stress and job satisfaction, and (2) job commitment and job satisfaction.

Research limitations/implications

Since the present research is based on self-report measures, the limitations of common method bias and social desirability are inherent. However, the authors have taken sufficient care to minimize these limitations. The research has implications for managers in work organizations.

Practical implications

This study contributes to both literature on human resource management and practicing managers. The study suggests that employers need to be aware of the importance of WLB and invest moneys into training and development programs. Results also suggest maintaining congenial work environment to help employees maintain balance between work and life.

Social implications

The study is expected to contribute to the welfare of the society in terms of identifying the consequences of WLB.

Originality/value

This study provides new insights about the consequences of WLB through moderating role of training and development and work environment. To the authors’ knowledge, this is a conceptual model developed and tested and first of its kind in India.

Generational Effects of Workplace Flexibility on Work Engagement, Satisfaction, and Commitment in South Korean Deluxe Hotels

This study examined the effects of workplace flexibility at deluxe hotels on work engagement, satisfaction, and commitment, to determine the moderating effect of generational characteristics (Generation X, Y, and Z). A total of 277 deluxe hotel employees in South Korea participated in the research. The results confirmed the positive effects of workplace flexibility on the engagement and satisfaction of deluxe hotel employees; second, employees’ work engagement had a positive effect on their satisfaction; third, employees’ satisfaction had a positive impact on employees’ commitment; and fourth, the influence of workplace flexibility on engagement did not differ by generation. However, Generation Z showed the largest increase in employee engagement resulting from work flexibility. This result signifies that, when compared to other generations, Generation Z places great importance on workplace flexibility. This study suggests that deluxe hotels should create flexible policies and organizational climates to increase employees’ work engagement, satisfaction, and commitment. The paper also discusses limitations and future research directions.

Social media adoption and business performance: the mediating role of organizational learning capability (OLC)

Purpose

The purpose of this paper is to explore the mediating effect of learning capacity in the relationship between the social media usage by the construction of small- and medium-sized enterprises (SMEs) and their business performance in Nigeria.

Design/methodology/approach

A quantitative survey technique was used to collect data from the owner/manager of construction SMEs in Nigeria. The partial least square structural equation modeling was used in the assessment of the measurement model and structural model to assess the validity and reliability of the measures and to evaluate the hypotheses proposed in the conceptual model.

Findings

Empirical findings indicated a significant positive relationship between learning capacity and performance of SMEs. Similarly, the use of social media is significantly and positively associated to the business performance of SMEs. It has also been shown that learning capacity is a mediator of the relationship between social media and SME performance.

Research limitations/implications

The data for the study is are all from a single industry and a related line of business, so it could be more interesting to include more companies across sectors or industries. The finding contributes to the ongoing debate on the effect of social media on business performance. It also defined the need for the owner/manager of SMEs to understand and appreciate the effect of social media through the organization's learning potential to gain a sustainable competitive advantage.

Practical implications

There are a number of theoretical and practical implications for academics and practitioners who are interested in further studies of organizational social media. The research presents a quantitative study on the effect of social media adoption on the organizational performance of the construction industry. This study confirms the mediating role of learning capability in the relationship between the use of social media and performance of SMEs operating in the construction industry.

Originality/value

This study empirically examined the relationship between social media adoption and the SMEs learning capability and business performance by evaluating a hypothesized conceptual framework to establish the relationships.

A systematic literature review of sustainable entrepreneurship with thematic analysis

Purpose

This paper reviews the literature available on sustainable entrepreneurship along with the terms used interchangeably (as the context demands) and explores the themes research have undertaken to explain the concept across multidisciplinary avenues. The purpose of this literature review is to determine the direction of research in the field of sustainable entrepreneurship. It also enables the author to find out the relevance with similar terminologies, i.e. green entrepreneurship, ecopreneurship, ecological entrepreneuship etc. Also, how various differentiating concepts under the guise of sustainable entrepreneurship contribute to the similar goals on organizational level.

Design/methodology/approach

Scopus and Web of Science databases are explored for research articles including term “sustainable entrepreneurship”. A list of 50 most cited articles is extracted from the results and analyzed for underlying themes and trends in current research. Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) standard is used to systematically search articles from two databases and filtering for the most relevant manuscripts.

Findings

The categorization of research articles is conducted to understand the direction of research in this field and the emphasis on specific aspects. Themes identified are further elaborated into subcategories to get to the underlying theme of the research article. The research trend implicates the shift toward practical application and evaluation along with conceptual exploration and analysis which is inherent in any field of research.

Originality/value

The literature review in primarily conducted on two most referred databases, i.e. Scopus and Web of Science, as the search for term “sustainable entrepreneurship” yeilded most results in these databases. Also the methodology adopted focused on the most cited articles in the past two decades to extract the themes and subthemes. This allows the researcher to determine the trends and gaps in the current research.

Exploring the effects of small- and medium-sized enterprise employees' job satisfaction on their innovative work behaviours: the moderating effects of personality

Purpose

The purpose is to contribute to the debate on how job satisfaction might influence small and medium-sized enterprise (SME) employees' propensity to engage in innovative work behaviours. The authors examine the relations between job satisfaction and innovative work behaviour and each of its sub-dimensions: idea generation, promotion and realisation. Additionally, the authors explore the potential moderating effects of openness to experience and conscientiousness on the relations between job satisfaction and innovative work behaviour and each of the sub-dimensions of innovative work behaviour.

Design/methodology/approach

Paper-based questionnaires were used to collect data from employees in 28 SMEs located in the Aargau region of Switzerland. All the SMEs were part of the high-tech manufacturing industry. The authors’ hypothesized model was tested using hierarchal regression analysis on a sample of 125 employees.

Findings

Job satisfaction was positively related to innovative work behaviour and to each of its sub-dimensions: idea generation, promotion and realisation. Openness to experience moderated the relationships between job satisfaction and innovative work behaviour and job satisfaction and the sub-dimensions idea generation, idea promotion and idea realisation. However, conscientiousness did not moderate the relationship between job satisfaction and innovative work behaviour, nor between job satisfaction and each of the sub-dimensions of innovative work behaviour.

Practical implications

Findings demonstrate that supportive work environments in SMEs which help develop job satisfaction among employees can have positive effects on the discretionary performances of employees.

Originality/value

Studies that examine relationships between job satisfaction and innovative work behaviours in SMEs are extremely sparse. This study makes novel contributions to this line of inquiry by examining how job satisfaction relates to each of the three sub-dimensions of innovative work behaviour and by exploring the potential moderating roles of two important personality traits in these relationships.

The role of dispositional mindfulness in employee readiness for change during the COVID-19 pandemic

Purpose

The coronavirus disease 2019 (COVID-19) pandemic has forced organisations to change the way they work to maintain viability, even though change is not always successfully implemented. Multiple scholars have identified employees' readiness for change as an important factor of successful organisational change, but research focussed on psychological factors that facilitate change readiness is scarce. The purpose of the present study was to investigate whether employee dispositional mindfulness contributes to readiness for change.

Design/methodology/approach

Employees (n = 301) from various industries in New Zealand participated in an online survey shortly after the local COVID-19 lockdown ended. The employees' levels of mindfulness, readiness for change, well-being and distress were assessed using well-validated psychometric scales. Multiple regression analyses tested the effect of mindfulness on readiness for change, with well-being and distress as moderating variables.

Findings

The results show that the effect of mindfulness on readiness for change is moderated by both well-being and distress. Mindfulness has a positive, significant effect on readiness for change when levels of well-being are high and levels of distress are low.

Practical implications

These findings have important implications for organisations who aim to promote readiness for change in their employees. Even though mindfulness has been shown to be beneficial, organisations also have to consider the mental states of their employees when managing change.

Originality/value

This study provides empirical evidence that dispositional mindfulness may facilitate the employees' readiness for change, but only when levels of well-being are high and distress are low.

Responsible Artificial Intelligence (AI) for Value Formation and Market Performance in Healthcare: the Mediating Role of Patient's Cognitive Engagement

The Healthcare sector has been at the forefront of the adoption of artificial intelligence (AI) technologies. Owing to the nature of the services and the vulnerability of a large section of end-users, the topic of responsible AI has become the subject of widespread study and discussion. We conduct a mixed-method study to identify the constituents of responsible AI in the healthcare sector and investigate its role in value formation and market performance. The study context is India, where AI technologies are in the developing phase. The results from 12 in-depth interviews enrich the more nuanced understanding of how different facets of responsible AI guide healthcare firms in evidence-based medicine and improved patient centered care. PLS-SEM analysis of 290 survey responses validates the theoretical framework and establishes responsible AI as a third-order factor. The 174 dyadic data findings also confirm the mediation mechanism of the patient's cognitive engagement with responsible AI-solutions and perceived value, which leads to market performance.

Building a virtual factory: an integrated design approach to building smart factories

Purpose

The complexity of manufacturing systems, on-going production and existing constraints on the shop floor remain among the main challenges for the analysis, design and development of the models in product, process and factory domains. The potential of different virtual factory (VF) tools and approaches to support simultaneous engineering for the design, and development of these domains has been addressed in the literature. To fulfil this potential, there is a need for an approach which integrates the product, process and production systems for designing and developing VF and its validation in real-life cases. This paper aims to present an integrated design approach for VF design and development, as well as a demonstration implemented in a wind turbine manufacturing plant.

Design/methodology/approach

As the research calls for instrumental knowledge to discover the effects of intervention on the operations of an enterprise, design science research methodology is considered to be a well-suited methodology for exploring practical usefulness of a generic design to close the theory–practice gap. The study was planned as an exploratory research activity which encompassed the simultaneous design and development of artefacts and retrospective analysis of the design and implementation processes. The extended VF concept, architecture, a demonstration and procedures followed during the research work are presented and evaluated.

Findings

The artefacts (models and methods) and the VF demonstrator, which was evaluated by industry experts and scholars based on the role of the VF in improving the performance in the evaluation and reconfiguration of new or existing factories, reduce the ramp-up and design times, supporting management decisions. Preliminary results are presented and discussed.

Research limitations/implications

The concept VF model, its architecture and general methodology as an integrated design and development approach, can be adopted and used for VF design and development both for discrete and continuous manufacturing plants. The development and demonstration were limited, however, because real-time synchronisation, 3D laser scanning data and a commonly shared data model, to enable the integration of different VF tools, were not achievable.

Originality/value

The paper presents a novel VF concept and architecture, which integrates product, process and production systems. Moreover, design and development methods of the concept and its demonstration for a wind turbine manufacturing plant are presented. The paper, therefore, contributes to the information systems and manufacturing engineering field by identifying a novel concept and approach to the effective design and development of a VF and its function in the analysis, design and development of manufacturing systems.

Demonstration and evaluation of a digital twin-based virtual factory

Smart manufacturing, tailored by the 4th industrial revolution and forces like innovation, competition, and changing demands, lies behind the concurrent evolution (also known as co-evolution) of products, processes and production systems. Manufacturing companies need to adapt to ever-changing environments by simultaneously reforming and regenerating their product, process, and system models as well as goals and strategies to stay competitive. However, the ever-increasing complexity and ever-shortening lifecycles of product, process and system domains challenge manufacturing organization's conventional approaches to analysing and formalizing models and processes as well as management, maintenance and simulation of product and system life cycles. The digital twin-based virtual factory (VF) concept, as an integrated simulation model of a factory including its subsystems, is promising for supporting manufacturing organizations in adapting to dynamic and complex environments. In this paper, we present the demonstration and evaluation of previously introduced digital twin-based VF concept to support modelling, simulation and evaluation of complex manufacturing systems while employing multi-user collaborative virtual reality (VR) learning/training scenarios. The concept is demonstrated and evaluated using two different wind turbine manufacturing cases, including a wind blade manufacturing plant and a nacelle assembly line. Thirteen industry experts who have diverse backgrounds and expertise were interviewed after their participation in a demonstration. We present the experts' discussions and arguments to evaluate the DT-based VF concept based on four dimensions, namely, dynamic, open, cognitive, and holistic systems. The semi-structured conversational interview results show that the DT-based VF stands out by having the potential to support concurrent engineering by virtual collaboration. Moreover, DT-based VF is promising for decreasing physical builds and saving time by virtual prototyping (VP).

“I Want to Serve, but the Public Does Not Understand”—An Approach to Employees’ Intention to Stay in the Malaysian Construction Companies

This paper explicitly clarifies an employee’s goal to voluntarily stay in his/her current employment. A large volume of research has concentrated on corporate environments on the causes of workforce turnover. Nevertheless, little was done to investigate workers’ desire to remain, which was the essential parameter in determining their stay in the construction sector. Therefore, this research was undertaken to explore the relationship between job embeddedness (off-the-job and on-the-job and the intent of staying in Malaysian construction companies with the mediating impact of continuance commitment. For the analysis, a simple random under probability sampling technique was used. Of the overall 280 samples surveyed, 243 responded and used it in the report, 86.8% of the response rate. A structural equation modeling approach was used to analyze the direct and indirect relationships as drawn by the hypotheses. This research showed that the component of the off-the-job, on-the-job embeddedness and intention to stay were substantially linked. At the same time, continuance commitment plays a full mediation between the convergence of off-the-job, on-the-job and the intention to stay. These findings suggest that construction companies in Malaysia need to consider organizational and community embeddedness relationships along with continuance commitment in the invention of programs designated to influence workers’ intention to stay on their current jobs.

Employer's Role Performance Towards Employees' Satisfaction

The wave of the Fourth Industrial Revolution (IR4.0) is a phenomenon in which one or more technologies are replaced by another technology in a short amount of time. In small and medium-sized enterprises (SMEs), some internal and external problem are occurring that suggest change from classical to technological approach. Thus, this chapter aims to establish the relationship between the employees' satisfaction toward their employer's role performance. Based on the power-dependence and agency theories, this study contributes to the SMEs industry in Malaysia and will involve IR4.0 by offering a much more comprehensive theoretical perspective to aid understanding and prepare for the revolution internally. The sample of this study comprises of employees who are working in various sectors of the SMEs industry. G-power technique was employed to find the minimum sample size in this study. Meanwhile, the SPSS and PLS will be used to analyse the data. The practical implication of this research concerns the factors that can enhance employee satisfaction if their company jumps into the IR4.0. Thus, the employer should play the right role to make sure the employees are ready and well prepared for the revolution despite there being environmental uncertainty happening in the process.

Evaluation of financial incentives for green buildings in Canadian landscape

Financial Incentives (FIs) for green buildings are a major component of energy policy planning and play a vital role in the promotion of sustainable development and carbon mitigation strategies. Despite the presence of numerous FIs in Canada, there is still a lack of understanding on their distribution and effectiveness. This review first investigates the FIs available for residential and commercial buildings in Canada, and then performs a comprehensive review of studies related to FIs' effectiveness evaluation. It is found that FIs for buildings in Canada can be distributed into four categories: tax, loans, grants, and rebates. Among these, rebates from utility providers are the most common and are administered in all provinces. In addition to these, special incentives are available for three end-users (low-income, aboriginal people, landlords and tenants) and for three types of buildings (heritage, non-profit and energy rated). A clear contrast is observed on FIs offered in three regulatory regimes (Federal, provincial and municipal). Four provinces (Alberta, British Columbia, Ontario and Quebec) are leading in green building efforts. The in-depth literature review was also used to develop an understanding on the criteria used in effectiveness evaluation and the factors impacting effectiveness. Based on the findings of different studies on FIs effectiveness, a generic approach for evaluation of FIs is proposed that can help in deploying successful FIs programs. The results of this review are of importance to the policymakers, government authorities, and utilities engaged in designing and improving FIs for energy efficient buildings.

The influence of internal service quality and employee satisfaction on organizational commitment in travel agencies: The case of Serbia

The aim of the research is to observe the influence of internal service quality and employee satisfaction on organizational commitment of employees in travel agencies. A sample of 150 respondents employed in travel agencies in Serbia was surveyed in April 2020, using the questionnaire technique and validated instruments: a modified SERVQAL model, Job Satisfaction Survey (JSS) and Organizational Commitment Questionnaire (OCQ). The influence of internal service quality and employee satisfaction on organizational commitment in travel agencies was tested using multiple regression. Research findings have indicated that the increase in internal service quality and employee satisfaction is accompanied by an increase in organizational commitment of employees in travel agencies. Finally, the results, implications and limitations are presented, and future research recommendations are specified.

Job satisfaction and organizational commitment of employees in tourism: Serbian Travel agency case

The aim of this research is to examine the relationships between the factors of job satisfaction (pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, co-workers, nature of work and communication) identified by Spector and the organizational commitment in travel agencies in Serbia. The survey was conducted during March and April 2020, on a sample of 152 respondents, using a survey method and validated instruments: Job Satisfaction Survey and Organizational Commitment Questionnaire. Research findings indicate a significant positive relationship between job satisfaction and organizational commitment. Furthermore, the results indicate that pay, promotion, fringe benefits, co-workers and communication correlate significantly with employee commitment, while between the other factors of job satisfaction (supervision, contingent rewards, operating procedures, nature of work) and organizational commitment, there are moderately positive relationships. Implications, research limitations and suggestions for future research are presented.

The influence of operational excellence on the culture and agility of organizations: evidence from industry

Purpose

This article offers a novel approach that brings together management, engineering and organizational behavior. It focuses on the understanding of organizational dynamics in an era of technological change, upholding the importance of organizational agility and of the cultural paradigm in the management of organizations.

Design/methodology/approach

In this work, the authors present the conclusions from a set of studies carried out in organizations operating in technical and technological industries. The authors assessed the capabilities of these organizations in terms of operational excellence maturity and its impact on the organizational culture and organizational agility.

Findings

Results show the importance of operational excellence either in developing or expanding organizational agility capabilities while reinforcing the cruciality of an excellence-oriented culture to sustain these efforts over time.

Originality/value

Increasingly unstable business environments have led to a growing interest in how to develop and maintain operational excellence in the face of continued and disruptive change. However, this interest has, so far, been advanced with little empirical evidence to support the corresponding predictions. This work offers the first practical evidence that continued focus and optimization of operations, with the right cultural alignment, helps organizations survive and thrive in increasingly volatile, uncertain, complex and ambiguous environments.

Determinants of CSRD in non-Asian and Asian countries: a literature review

Purpose

The purpose of this paper is to review the current status of research works on corporate social responsibility disclosure (CSRD) in both non-Asian and Asian countries. It seeks to provide an overview of existing literatures to facilitate future research.

Design/methodology/approach

The present study used the content analysis of 64 empirical research papers from 41 countries from 1990 to 2020 to show the rapid development of and global focus on CSRD. Various CSRD measures had been used in previous researches on the extent and quality of disclosure.

Findings

Company characteristics, namely, company size, age, profitability, industry, share price performance and corporate governance mechanisms and their impact on CSRD, were investigated. Crucial variances between the determinants of CSRD in non-Asian and Asian countries were also reviewed. In non-Asian countries, especially the advanced ones, specific stakeholders such as regulators, the environment, shareholders, ownership and media are considered very significant in the disclosure of CSR information. Meanwhile, in Asian countries, CSRD is more affected by external strength and stakeholders, which include international capital markets, creditors, the environment, international media and ownership.

Research limitations/implications

The determinants of CSRD, namely, community, workplace, environment and marketplace issues received very little pressure from the public. This paper suggests that there is a need for more studies examining CSRD in non-Asian and Asian (emerging) countries.

Social implications

Business organisations in non-Asian and Asian countries should take social practices into consideration in their CSRD decision-making. This review highlights the significance of merging organisational and social activities.

Originality/value

This study adds value by examining CSRD aspects that were not reviewed in previous studies on CSRD in non-Asian and Asian countries. This study provides a comprehensive review of the determinants of CSRD in both non-Asian and Asian countries.

Improving the weight of Technical Attributes in Quality Function Deployment by the Integration of Techniques for Order of Preference by Similarity to Ideal Solution method

Purpose

This study aims to integrate the Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS) method with quality function deployment (QFD) which helps to improve the weight of technical attributes by calculating the closeness of particular attributes with the best attributes and farthest from the worst technical attributes simultaneously.

Design/methodology/approach

For the fulfilment of the aim of the study, detailed literature is reviewed and a suitable tool for score calculation has been selected. Further, the proposed methodology is applied in a literature-based case study, and a new weight is calculated and compared with the previous weight.

Findings

The finding of the study suggests that higher weightage is assigned to those technical attributes which is very close to the best technical attribute, and lower weightage is assigned to the technical attributes which are very close to worst technical attributes. Therefore, the weight calculated with the help of the proposed methodology will suggest to optimally invest the resources on technical attributes so that the maximum customer satisfaction is achieved.

Practical implications

The proposed method will help in better score calculation of QFD. Therefore, the use of the proposed method will help in better product and service design for maximum customer satisfaction.

Social implications

Proposed methodology aims to help managers, administrators, QFD practitioners and product/service designers to design a new product/service or mange the quality of existing product/services in an effective way.

Originality/value

This is the first kind of study, in which modification in score calculation has been proposed. This modification will help in the better assignment of resources for maximum customer satisfaction.

Identities Hidden in Challenges: The Sequential Mediation of Thriving at Work and Employee Investment

The present study explores the influence of challenge stressors on identity orientation directly and via thriving at work and employee investment. Drawing on the broaden-and-build theory of positive emotions, this study proposes challenge stressors as a critical predictor of identity orientation. The purpose of this article is to explore if a particular identity is salient in different contextual factors, and this study suggests that challenge stressors stimulate personal, relational, and collective identities to respond to a situation. The relationships hypothesized in this study were tested using a sample of 225 employees from the banking sector of Pakistan. A time-lagged research design consisting of two waves of data collection was employed. A structural equation modeling technique was used to test the hypotheses regarding the relationship between challenge stressors and identity orientation, including the role of thriving at work and employee investment as intervening mechanisms of this relationship. Results showed that challenge stressors had a significant positive relationship with identity orientation. The results also confirmed the sequential mediation of thriving at work and employee investment in the relationship between challenge stressors and identity orientation. The findings suggest that the positive side of stress as a strength motivates employees for continued self-development. Importantly, challenge stressors enhance employees' ability to thrive at work and, in turn, they invest in the work more and identify themselves strongly with their organization and work.

Internal flexibility in health-care organizations: a value-laden perspective on sustainability

Purpose

This study aims to identify the constituents of internal flexibility in health-care organizations for achieving sustainability. The study incorporates resources-based theory and resource-dependence theory to illustrate how health-care organizations exhibit internal flexibility to redress environmental uncertainties and maximize organizational responsiveness.

Design/methodology/approach

This paper conducts a case study in a health-care organization to explore how health-care organizations acquire several resources for attaining internal flexibility. A survey of health-care professionals was conducted to assess the relationships using partial least squares-structural equation modeling.

Findings

In the present study, the dimensions of internal flexibility in health-care organizations are identified. This study also established internal flexibility as a higher-order factor and explained its underlying aspects as a value-laden perspective on sustainability.

Research limitations/implications

The study was conducted in the public health-care context in India. The framework needs to be tested in another context. The sample size for the study was limited to health-care experts, which could be extended to include the customer’s perspective.

Originality/value

The study contributes to the body of knowledge by identifying the specific dimensions of internal flexibility and explains as a higher-order factor. It enhances the understanding of sustainability from a flexibility perspective of the firm.

Understanding business owners' challenge and hindrance appraisals

Purpose

The aim is to expand the challenge-hindrance framework and develop a coherent theoretical framework that explains individual differences in the way small business owners appraise their job demands. Literature has shown that dealing effectively with job demands leads to competitive advantage and depends on individual appraisals.

Design/methodology/approach

For this qualitative study, 20 in-depth interviews were analyzed using a partially grounded theory approach.

Findings

Open and axial coding revealed a broader range of demands than have hitherto been studied, related to actions rather than job characteristics. Selective coding confirmed expectations based on the Conservation of Resources Theory that appraisals of demands differ between business owners and change over time depending on role identities, and material, social, personal and energy resource levels, via the valence (identities) and degree of anticipated outcomes. Business owners appraised certain demands as challenging when they were co-occurring with other demands usually categorized as challenges, whereas these same demands were appraised as hindering when co-occurring with demands usually categorized as hindrances.

Research limitations/implications

The results imply that appraisals can be influenced by societal context, life events, processes of formal and informal learning, personal growth and aging. These topics would be interesting avenues for future research.

Originality/value

The results of this study challenge our understanding of job demands in general and current categorizations of job demands as challenges versus hindrances in specific, by providing an in-depth, contextualized and dynamic view of the appraisal of demands related to owning and running a business.

Neurodiversity at work: a biopsychosocial model and the impact on working adults

INTRODUCTION

The term neurodiversity is defined and discussed from the perspectives of neuroscience, psychology and campaigners with lived experience, illustrating the development of aetiological theories for included neurodevelopmental disorders. The emerging discourse is discussed with relevance to adults, social inclusion, occupational performance and the legislative obligations of organizations.

SOURCES OF DATA

Literature is reviewed from medicine, psychiatry, psychology, sociology and popular press. No new data are presented in this article.

AREAS OF AGREEMENT

There is consensus regarding some neurodevelopmental conditions being classed as neurominorities, with a 'spiky profile' of executive functions difficulties juxtaposed against neurocognitive strengths as a defining characteristic.

AREAS OF CONTROVERSY

The developing nomenclature is debated and the application of disability status versus naturally occurring difference. Diagnosis and legal protections vary geographically, resulting in heretofore unclear guidance for practitioners and employers.

GROWING POINTS

The evolutionary critique of the medical model, recognizing and updating clinical approaches considering the emerging consensus and paradigmatic shift.

AREAS TIMELY FOR DEVELOPING RESEARCH

It is recommended that research addresses more functional, occupational concerns and includes the experiences of stakeholders in research development, moving away from diagnosis and deficit towards multi-disciplinary collaboration within a biopsychosocial model.

Demographic factors, compensation, job satisfaction and organizational commitment in private university: an analysis using SEM

Purpose

The purpose of this paper is to examine the direct and indirect effects of demographic factors on employee compensation, job satisfaction and organizational commitment in private higher educational institutes in Bangladesh. Specifically, how do compensation structure and job satisfaction mediate in the link between demographic factors and organizational commitment? To answer this question, a theoretical framework using the theory of employee retention provided by Martin and Kaufman, as its basis was established.

Design/methodology/approach

Data (n= 515) were collected from faculty members of the private universities in Bangladesh. Structural equation modeling was used to analyze the data.

Findings

Findings indicate that though demographic factors have no direct impact on organizational commitment, they have indirect impacts on organizational commitment through the mediation of compensation structure and faculty job satisfaction. Besides, compensation structure also has a significant mediating role in the link between demographic structure and faculty job satisfaction.

Research limitations/implications

One possible drawback is the number of private universities from which the data were collected. In the sample used here, only 20 private universities were selected to conduct the survey. Besides, the study could not include public universities that are also a significant part and parcel of higher education in the country. So, if more private and public universities were taken into consideration to collect the data, the results might be improved. Thus, the usual cautions about overgeneralizing findings from this sample, to populations for which it is not strictly representative, apply.

Practical implications

From a practical perspective, as a cumulative body of work on organizational commitment, we will be better able to advise policymakers and educators on the elements they need to address to increase the longer engagement of the faculty members in their institutes. In this study, the one area of findings that may help policymakers and educators the most concerns compensation package that affects job satisfaction and organizational commitment. We found that demographic factors and compensation packages are the most important factors for the faculty members to impact on organizational commitment in this study.

Social implications

The social implication is that policymakers of the private universities can focus on fair justice in terms of demographic factors and compensation package for job satisfaction, motivation and organizational commitment of the faculty members in their universities.

Originality/value

The findings of the study are important for the policymakers of the higher education institutes.

CORPORATE BRAND IMAGE OF ISLAMIC BANK IN MALAYSIA: ANTECEDENTS AND CONSEQUENCE

The role of corporate brand image in influencing the survival of companies has never been underestimated. Because of this, this study intends to examine the antecedents and the consequence of corporate brand image towards customer behaviour. A model proposing firms and non-firms communication as the antecedents and loyalty as the consequence was proposed. One hundred and sixty-eight (168) questionnaires were collected and data was analysed based on the Partial Least Square-Structural Equation Modeling (PLS-SEM). The result of the study revealed that both firm and non-firm communication play a significant role in shaping the corporate brand image of an Islamic bank, especially in Malaysia. Corporate brand image on the other hand was also found to influence customers’ loyalty. These findings have broadened the understanding of the corporate brand image’s antecedents and the consequence also shows the importance of managing the Islamic bank corporate communication.

Green service production in healthcare and role of value chain flexibility

Purpose

This paper aims to understand the specific role of value chain flexibility (VCF) in the strategies of green service production (GSP) in healthcare. The study explores the key dimensions of VCF and their linkages with the current GSP strategies in healthcare firms.

Design/methodology/approach

The study uses an exploratory case study with three representative national-level healthcare firms in India. A multiple case study methodology was utilized to explore the relationships between GSP and VCF.

Findings

The findings of the study suggest that several strategies for GSP require the support of multiple dimensions of VCF. More importantly, the role of each dimension of VCF depends upon the innovativeness of green service design, green procurement and green service practices.

Research limitations/implications

The study was conducted in the emerging healthcare market of India. Thus, the generalizability of the framework needs to be tested in another context. The study reports the employee's perception, and the patients’ (customers) views were not included.

Originality/value

The study is a first step to understand the theoretical perspectives of the relationships between GSP and VCF by exploring the underlying concepts. Furthermore, the study explicates the dynamics of their interplay in a systematic way and contributes to a framework of GSP and VCF in the healthcare context.

Inventory and ordering decisions: a systematic review on research driven through behavioral experiments

Purpose

The success of a supply chain is highly reliant on effective inventory and ordering decisions. This paper systematically reviews and analyzes the literature on inventory ordering decisions conducted using behavioral experiments to inform the state-of-the-art.

Design/methodology/approach

This paper presents the first systematic review of this literature. We systematically identify a body of 101 papers from an initial pool of over 12,000.

Findings

Extant literature and industry observations posit that decision makers often deviate from optimal ordering behavior prescribed by the quantitative models. Such deviations are often accompanied by excessive inventory costs and/or lost sales. Understanding how humans make inventory decisions is paramount to minimize the associated consequences. To address this, the field of behavioral operations management has produced a rich body of research on inventory decision-making using behavioral experiments. Our analysis identifies primary research clusters, summarizes key learnings and highlights opportunities for future research in this critical decision-making area.

Practical implications

The findings will have a significant impact on future research on behavioral inventory ordering decisions while informing practitioners to reach better ordering decisions.

Originality/value

Previous systematic reviews have explored behavioral operations broadly or its subdisciplines such as judgmental forecasting. This paper presents a systematic review that specifically investigates the state-of-the-art of inventory ordering decisions using behavioral experiments.

Intangible Assets and Performance in Nonprofit Organizations:A Systematic Literature Review

Nonprofit organizations (NPOs) promote citizens' participation in community life through several different kinds of organizations: some more informal (such as associations and volunteering groups), others more formal or public (such as charities and foundations). This heterogeneity, as well as the well-known peculiarities of NPOs when compared to profit and public ones, poses new challenges to their management. In the constant need to find balance between financial constraints and social value, a main resource for NPOs is the management of intangible assets, such as knowledge, positive relationships within the organization and with users, external image, loyalty and commitment, and so on. From the literature on for-profit organizations, it is well known that proper management of intangible assets improves an organization's sustainable competitive advantage, not only by enhancing its members' affiliation and commitment but even by enhancing their productivity. This is particularly relevant when taking into account the main role of volunteers in the third sector. Volunteers, indeed, show different job attitudes and organizational behaviors than paid employees, as their membership and accountability are less formalized and they frequently lack a proper teamwork, due to the high volunteer turnover. At the same time, from the managers point of view, managing volunteers and paid workers require higher skills and competencies than managing human resources in for-profit organizations. Developing these reflections and considerations, we aim to conduct a systematic literature review on the association between intangible assets and performance in NPOs. The literature will be conducted following the indications from the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) statement. It provides an evidence-based minimum set of items to be included in the review, as well as a workflow to properly manage and choose the papers to be included. The authors conducted the research using EBSCO, ProQuest, and Scopus databases.

Process Mining for Six Sigma

Process mining offers a set of techniques for gaining data-based insights into business processes from event logs. The literature acknowledges the potential benefits of using process mining techniques in Six Sigma-based process improvement initiatives. However, a guideline that is explicitly dedicated on how process mining can be systematically used in Six Sigma initiatives is lacking. To address this gap, the Process Mining for Six Sigma (PMSS) guideline has been developed to support organizations in systematically using process mining techniques aligned with the DMAIC (Define-Measure-Analyze-Improve-Control) model of Six Sigma. Following a design science research methodology, PMSS and its tool support have been developed iteratively in close collaboration with experts in Six Sigma and process mining, and evaluated by means of focus groups, demonstrations and interviews with industry experts. The results of the evaluations indicate that PMSS is useful as a guideline to support Six Sigma-based process improvement activities. It offers a structured guideline for practitioners by extending the DMAIC-based standard operating procedure. PMSS can help increasing the efficiency and effectiveness of Six Sigma-based process improving efforts. This work extends the body of knowledge in the fields of process mining and Six Sigma, and helps closing the gap between them. Hence, it contributes to the broad field of quality management.

How information sharing at information grounds helps reconnect a religiously divided society? Cafés, Christians and Muslims in Ambon, Indonesia

Purpose

Different worldviews have been posed as constraining to information sharing. Religion is one element that constitutes the way people view the world. In many countries, religion has become a source for violent conflicts. This study investigates how Christians and Muslims in Ambon, Indonesia shared information at cafes situated at border areas and it helped the two religious communities reconcile their different worldviews after over a decade of living in conflicts.

Design/methodology/approach

Informed by information grounds theory, this study analyzes data collected through a series of observation at three cafes situated at border areas and in-depth interviews with 31 informants. The analysis illuminates the processes that enable Christians and Muslims to exchange their different worldviews.

Findings

This study found that, after the conflict, Christian and Muslim communities longed for the interaction they had with the other as it was before the conflict. However, these same communities tended to remain in there religiously homogenous environments as there was a conception that the others' area was unsafe. Cafés at the borders became platforms to fulfill the need to meet with the other, promoting inter-religious interactions. At the cafés, an array of information was shared to establish mutual interests, from which more meaningful interpersonal relationships such as friendship and collaboration arose. Such relationships allowed regular visitors to exchange worldviews, re-stitching the broken social fabric in post-conflict Ambon.

Originality/value

This study expands the applicability of information grounds theory to the context of a religious conflict in Southeast Asia. It demonstrates processes of how continuous interactions at information grounds can gradually facilitate communities with adversarial relationships to exchange their different worldviews.