Antecedents to firm performance and competitiveness using the lens of big data analytics: a cross-cultural study

There is a lack of awareness and knowledge among the Malaysian construction industry about waste management reduction. Numerous nations worldwide have understood and have incorporated the concept of the 3R (reduce, reuse, and recycle) in waste management, and it has worked out well. This study investigated construction waste issues and developed a model for sustainable reduction by applying 3R using a partial least squares structural equation modeling PLS-SEM in Malaysia. The research methodology adopted the quantitative and qualitative approaches by sending a survey questionnaire to the relevant stakeholders to obtain their views or perceptions and interviewing an expert in the related field about waste reduction in the Malaysian construction industry. Three hundred thirty questionnaires were collected within six months of submission. The significant factors are determined using mean ranking for the reduce, reuse and recycle elements. Based on the results, the exploratory power of the study model is considered sustainable with R2 values of 0.83%. At the same time, the results of relationships between improving factors, policy-related factors, construction waste generated, and sustainable construction waste reduction were significant. Also, the findings revealed that the top factors for waste generation on reducing, reusing, and recycling are lack of design and documentation, and lack of guidance for effective construction waste-collecting. The paper will explore different and dynamic practices, such as recycling, reuse of construction waste management cost reduction, enabling stakeholders and managers to estimate and quantify the actual size of CWM costs and benefits for sustainable development goals.

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“…Based on Behl [100] the model GoF of 0.39 is considered significant. Therefore, the research model fitted very well.…”

Section: Assessing Goodness-of-fit (Gof)mentioning

confidence: 99%

Modeling of 3R (Reduce, Reuse and Recycle) for Sustainable Construction Waste Reduction: A Partial Least Squares Structural Equation Modeling (PLS-SEM)

et al. 2021

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“…But this new form of employment has emphasized the need for scholars and practitioners to understand what accounts for individual motivation as they delve through constantly changing conditions in a gig economy (Ashford et al, 2018). It is not merely engagement with the online platform, but the continuous, uninterrupted nature of the engagement that is required to keep the business profitable (Behl, 2020). This unique context, where gig workers operate independently without any direct supervisors, necessitates the understanding of the process by which organizations can motivate gig-workers and support their well-being.…”

Section: Introductionmentioning

confidence: 99%

Gamifying the gig: transitioning the dark side to bright side of online engagement

Behl

Sheorey

Jain

et al. 2021

AJIS

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Gig work has transformed the work culture, globally. It’s sprawl, and popularity has also attracted excellent talent to join the gig workforce, most of which are online. While it has unfolded new avenues to showcase talent, its management irregularities have resulted in more significant dropouts. The study addresses a key research gap investigating the dropouts of gig workers on digital earning platforms by the moderating impact of gamified interventions on online platforms. We have based our arguments and derived our hypotheses based on social exchange theory and self-determination theory. A total of 367 responses were collected from white-collar gig workers who have completed tasks on one or more gig platforms in the past two years. We test our hypotheses using partial least square structural equation modelling (PLS-SEM). Results confirm that gamifying the online platform would enhance job satisfaction and productivity of gig employees, reducing the chances of quitting gig work. It is further observed that in the case of gig workers, high-performance work systems have a non-significant effect on the intentions to quit. The results contribute to the redesigning of online gig platforms with a layer of gamified artifacts to increase gig workers' retention.

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“…Collaborative projects drive knowledge sharing and learning (Zhang et al , 2017) because knowledge is widely considered as a lever for innovation, performance and overall organizational competitiveness (Behl, 2020; Caputo et al , 2019; Lin et al ., 2016). However, collaborations have a demerit.…”

Section: Introductionmentioning

confidence: 99%

Protecting organizational competitiveness from the hazards of knowledge leakage through HRM

Sharif

Rehman

Kanwal³

et al. 2021

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PurposeCollaborative projects are useful tools for learning and innovation. However, there is an associated cost – knowledge leakage, which is theoretically linked to challenging organizational competitiveness. The purpose of this study is to examine whether knowledge-oriented human resource (HR) management practices can protect organizations from the adverse effect of knowledge leakage while investigating the moderating role of knowledge-oriented HR management practices.Design/methodology/approachThis study uses mixed methods involving collection of qualitative data through 13 qualitative interviews and quantitative data through 398 survey questionnaires. SPSS 23 and Process Macro 3.1 have been applied to test the hypotheses.FindingsThe study finds that knowledge leakage adversely affects organizational competitiveness, whereas the effect of knowledge-oriented HR management practices on organizational competitiveness is positive. Further, knowledge-oriented HR practices negatively and significantly moderate the relationship between knowledge leakage and organizational competitiveness. As the strength of the moderator increases, the effect of knowledge leakage tends to diminish. Besides, demographic factors (age of the firm and industry type) do not influence the organizational competitiveness.Research limitations/implicationsThis study has several theoretical contributions; first, it contributes to knowledge-based view by empirically establishing the adverse effect of knowledge leakage on organizational competitiveness. Second, knowledge-oriented HR management practices increase organizational competitiveness, which is contribution to HR management literature. Lastly, knowledge-oriented HR management practices protect organizational competitiveness from the adversaries of knowledge leakage, which is contribution to strategic management literature.Practical implicationsPractitioners must invest in knowledge-oriented HR management practices such as human-to-human knowledge transfer among the workers. It will increase firm-level knowledge base that will positively contribute to organizational competitiveness. In addition, such practices can evade the hostile effect of knowledge leakage.Originality/valueThe conceptual model is novel as this is the first study to establish (1) the empirical relationship of knowledge-oriented HR management practices and organizational competitiveness and (2) the moderating effect of knowledge-oriented HR management practices between knowledge leakage and organizational competitiveness.

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Antecedents to firm performance and competitiveness using the lens of big data analytics: a cross-cultural study

Cited by 84 publications

References 104 publications

Modeling of 3R (Reduce, Reuse and Recycle) for Sustainable Construction Waste Reduction: A Partial Least Squares Structural Equation Modeling (PLS-SEM)

Modeling of 3R (Reduce, Reuse and Recycle) for Sustainable Construction Waste Reduction: A Partial Least Squares Structural Equation Modeling (PLS-SEM)

Gamifying the gig: transitioning the dark side to bright side of online engagement

Protecting organizational competitiveness from the hazards of knowledge leakage through HRM

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