Creating High-Performance Organizations in Asia: Issues to Consider

Waal, André de

doi:10.18646/2056.72.20-007

Cited by 7 publications

(23 citation statements)

References 49 publications

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“…In addition, the findings established a significant relationship between the HPO framework and high performance. This agreed with researchers who established that the HPO framework has an important effect on focussing organisational efforts to attaining a high-performance status (de Waal, 2020;de Waal and Mulimbika, 2017;de Waal and Goedegebuure, 2017). We provide a unique perspective on the practical efforts to leverage the benefits of the HPO framework.…”

Section: Theoretical Implicationssupporting

confidence: 74%

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The mediating effect of knowledge management in the relationship between the HPO framework and performance

Bagorogoza

Herik

Waal

et al. 2023

IJPPM

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PurposeThe study examines the mediating effect of knowledge management (KM) in the relationship between the high-performance organisation (HPO) framework and high performance in financial institutions (FIs) in Uganda. The paper aims to develop a framework that promotes high performance in the FIs.Design/methodology/approachThe conceptual model was tested on a sample of 28 financial instituitions using structural equation model.FindingsThe findings revealed that the high-performance framework is significantly related to high performance and KM is related high performance. KM mediates the relationship between the high-performance framework and high performance.Research limitations/implicationsThe findings revealed that the high-performance framework is significantly related to high performance and KM is related high performance. KM mediates the relationship between the high-performance framework and high performance.Practical implicationsThe findings revealed that the high-performance framework is significantly related to high performance and KM is related high performance. KM mediates the relationship between the high-performance framework and high performance.Originality/valueThis study makes several empirical and theoretical contributions, addressing the gap in the literature about the role of the HPO framework in strategic management. This study tests the relationship between the HPO and the firm's performance by taking the mediating effects of KM. The designed model highlights a significant organisational performance approach that can influence the finance sector positively.

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Section: Theoretical Implicationssupporting

confidence: 74%

“…high performance (Bagorogoza and de Waal, 2010;de Waal, 2020). The implication is that the HPO framework may directly influence performance or indirectly but most likely it does so through KM processes in the FIs.…”

Section: Hpo Framework and Performancementioning

confidence: 99%

The mediating effect of knowledge management in the relationship between the HPO framework and performance

Bagorogoza

Herik

Waal

et al. 2023

IJPPM

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“…Case 2: Competition and Consumer Protection Commission (de Waal, 2018(de Waal, , 2020de Waal and Mulimbika, 2017;de Waal et al, 2014) Originally established in 1997 as the Zambia Competition Commission, the Competition and Consumer Protection Commission (CCPC) is responsible for ensuring that Zambian companies do not use restrictive business practices, abuse their market position or engage in anticompetitive mergers and acquisitions. Employing a staff of 80 (originally less than 30 in 1997), it aims to promote a culture of competition for a sustained economic growth and wealth creation and to protect and enhance consumers' rights.…”

Section: Created Clear Priority and Focus On Hpomentioning

confidence: 99%

“…Case 2: Competition and Consumer Protection Commission (de Waal, 2018, 2020; de Waal and Mulimbika, 2017; de Waal et al , 2014)…”

Section: Research Approachmentioning

confidence: 99%

How to stay high-performing: developing organizational grit

Waal

Burrell

Drake

et al. 2022

MBE

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Purpose In the past decades, there has been much research into ways organizations can become high-performing. Research into ways organizations can stay high-performing, especially in challenging times, is much less prevalent. The purpose of this study is to look at ways that high-performance organizations (HPOs) use in practice to stay high-performing. Design/methodology/approach The approach of this study consisted of a qualitative matching of the theoretical ways organizations can foster organizational grit – strengthen stamina and resilience of employees to keep achieving results and to persevere in the face of setbacks – with the empirical ways three case organizations in practice used to stay high-performing. Findings The literature review yielded 9 ways to foster organizational grit, while the empirical research provided 12 ways HPOs used to stay high-performing. What the literature highlighted was matched in such a way that these practical ways to stay high-performing can be understood as solutions/alternatives with which to foster grit in the organization in a practical manner. Originality/value HPOs are quite rare and being able to follow them closely for a prolonged period of time is even more unique. Therefore, this study can be seen as adding a unique piece to the puzzle of how to stay HPO and how organizational grit can be fostered and strengthened.

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“…On the other hand, there does not seem to be sufficient research on high-performance organizations in Chinese high-tech enterprises. According to a recent review of research comparing high-performance levels in Chinese and Irish firms ( de Waal, 2020 ), only a small number of studies have been conducted in the Chinese setting. The Chinese economy has transitioned from a planned economy to a market socialist state and from an economy that state-owned enterprises primarily ruled to one with a broad range of public and private ownership forms.…”

Section: Introductionmentioning

confidence: 99%

The impact of self-directed team on high-performance organization with the mediating role of knowledge sharing culture: Organizational support as a moderator

et al. 2022

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The primary aim of this investigation is to identify the relationship between self-directed teams and high-performance organizations (work). Furthermore, exploring the mediating role of knowledge-sharing culture with the self-directed team and high-performance organization relationships. Moreover, this study analyzed the moderating role of a sense of organizational support in the relationship between knowledge-sharing culture and high-performance organizations. Using the PLS-SEM approach (SmartPLS 3.3.7) in this study, we obtained data from employees of high-tech enterprises listed on the Shanghai Stock Exchange China to analyze this study. The present research seeks to determine the direct and indirect effects of the study-related factors on the outcome of the investigation. According to the findings, a self-directed team positively impacts knowledge sharing culture, knowledge sharing behavior, knowledge sharing strategy, and mutual trust among its members. Knowledge-sharing culture has no mediating role and its component in the relationship between independent and dependent constructs. This study also indicated that a sense of organizational support has no moderating effect on the relationship between a knowledge-sharing culture and high-performance organizations. This study may practically contribute to high-tech enterprises to develop and implement business development and proper self-directed team, knowledge-sharing culture, and sense of organizational support, and consequently, can contribute to the growth of overall high-performance organizations.

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Creating High-Performance Organizations in Asia: Issues to Consider

Cited by 7 publications

References 49 publications

The mediating effect of knowledge management in the relationship between the HPO framework and performance

The mediating effect of knowledge management in the relationship between the HPO framework and performance

How to stay high-performing: developing organizational grit

The impact of self-directed team on high-performance organization with the mediating role of knowledge sharing culture: Organizational support as a moderator

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