Influence of human factors on organisational performance

Habtoor, Nasser

doi:10.1108/ijppm-02-2014-0016

Cited by 40 publications

(30 citation statements)

References 54 publications

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“…Based on the analysis of 304 responses collected through the survey, the empirical study suggests that CI has a positive direct influence on CS, thus confirming previous similar studies (Lin et al , 2005; Sila, 2007; Habtoor, 2016; Jayanth and Xu, 2016). The proposed model incorporates multiple mediators to reflect complexity of the organizational environment, and to identify practices that can further promote the impact of CI on CS (Shah and Goldstein, 2006).…”

Section: Discussionsupporting

confidence: 84%

“…CI as a complicated phenomenon can be affected by various practices; thus, multiple mediating variables and their influence on the firm performance are considered (Baron and Kenny, 1986; Habtoor, 2016). To disentangle the complex relationships between CI, organizational practices, and CS, a model summarizing research hypotheses in Figure 1 is proposed.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

“…The motivational aspect is one of the understudied areas in the management of CI initiatives, and this area piques research interest in the face of the growing notion of the “soft” or “human” side of CI among scholars. The research on the influence of motivational factors on CI is limited to the studies that assess the influence of the motivational practices on the “hard” or “technical” ones, omitting the possibility of the direct influence of motivational aspect on CI effectiveness (Flynn et al , 1999; Habtoor, 2016).…”

Section: Theoretical Frameworkmentioning

confidence: 99%

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Can continuous improvement lead to satisfied customers? Evidence from the services industry

Koval

Nabareseh

Chromjaková

et al. 2018

TQM

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Purpose To achieve higher customer satisfaction (CS), companies implement continuous improvement (CI) programs, regardless of the growing evidence of their failure to achieve declared goals. The purpose of this paper is twofold: first, to identify whether companies are able to improve CS through the application of CI; and, second, to identify what organizational practices are able to facilitate the impact of CI on CS. Design/methodology/approach To test the developed assumptions, the study uses the structural equation modeling technique. The data for analysis were collected from 304 service companies via a custom web-survey. Findings The research confirms the direct positive impact of CI on CS. Further, the study demonstrates that management commitment and rewards system that encourages employees to participate in CI play the major facilitating role in improving CS through CI. These practices accompanied by quality-oriented culture and employee training in the improvement tools provide necessary infrastructure to sustain CI in the companies over time. Additionally, regardless of the vital role of goal setting for CI established in previous research, the proposed study finds a limited ability of goal setting, as compared to other organizational practices, to facilitate CI–CS relationship. Originality/value The study contributes to the scarce field of research on CI implementation in the services environment. Further, the research assesses CS as a variable of interest, as opposite to the previous studies, considering CS as a part of the composite variable. The research assesses the impact of the training in CI methodology on the CI–CS relationship, while previous research focuses on the general, work-related training. The findings provide an important basis for further academic work in the area of quality management. The identified practices can serve as guidance for managers, implementing CI in their companies due to the high fit of the proposed model.

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Section: Discussionsupporting

confidence: 84%

Section: Theoretical Frameworkmentioning

confidence: 99%

Section: Theoretical Frameworkmentioning

confidence: 99%

See 1 more Smart Citation

Can continuous improvement lead to satisfied customers? Evidence from the services industry

Koval

Nabareseh

Chromjaková

et al. 2018

TQM

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“…For instance, Almatrooshi et al (2016) investigated the impact of cognitive, emotional, and social competencies on leadership competencies that in turn influence both employee and organizational performance. Habtoor (2016) focused on the influence of human factors on organisational performance. Katou (2017) examined the effects of human resource management on both proximal organisational outcomes (such as job satisfaction, motivation, and organisational commitment) and distal organisational outcomes (such as employee engagement, organisational citizen behaviour, co-operation among employees, intention to quit, and operational performance).…”

Section: Introductionmentioning

confidence: 99%

Impact of employee satisfaction with facilities on self-assessed productivity support

Groen

Voordt

Hoekstra³

et al. 2019

JFM

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Purpose This paper aims to explore the relationship between satisfaction with buildings, facilities and services and perceived productivity support and to test whether the findings from a similar study of Batenburg and Van der Voordt (2008) are confirmed in a repeat study after 10 years with more recent data. Design/methodology/approach Data were traced from a database with data on user satisfaction and perceived productivity support. These data were collected through the work environment diagnostic tool WODI light. The data include responses from 25,947 respondents and 191 organisations that have been analysed by stepwise multiple-regression analyses. Findings In total 38% of the variation of office employees’ satisfaction with support of productivity can be explained by employee satisfaction with facilities, the organisation, current work processes and personal- and job-related characteristics. The most important predictor of self-assessed support of productivity is employee satisfaction with facilities. In particular, psychological aspects, i.e. opportunities to concentrate and to communicate, privacy, level of openness, and functionality, comfort and diversity of the workplaces are very important. The findings confirm that employee satisfaction with facilities correlates significantly with perceived productivity support. Other factors that are not included in the data set, such as intrinsic motivation, labour circumstances and human resource management may have an impact as well. Originality/value This research provides a clear insight in the relation between employee satisfaction with facilities and the perceived support of productivity, based on survey data collected over almost 10 years in 191 organisations.

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“…Na contemporaneidade, a relação organização-trabalhador desenvolve-se para além do aspecto jurídico, demandas de materiais (insumos e exsumos), de fatores técnicosprofissionais, econômicos; compreende-se a necessidade de focar mais nos fatores humanos, aqueles mais idiossincráticos relativos ao perfil e valoração profissional, os quais, na maioria das vezes associam-se ao desenvolvimento das atividades profissionais no ambiente de trabalho, influenciando diretamente na conduta organizacional, grau de envolvimento, engajamento, reconhecimento, relações sociais, e recompensas (Habtoor, 2016). A partir disso, tem surgido cada vez mais pesquisas que buscam compreender as variáveis intrínsecas Evidência métrica de construto e invariância fatorial da escala de percepção de suporte organizacional em trabalhadores brasileiros 197 que mediam a relação organização-trabalhador, no intuito de investigar de que forma os fatores humanos podem influenciar a atuação e o desempenho dos trabalhadores nas organizações brasileiras (Formiga, Freire, Batista, & Estevam, 2017;Scorsolini-Comin, Inocente, & Miura, 2012;Tamayo & Paschoal, 2003;Tractenberg, 1999).…”

Section: Introductionunclassified

Evidência métrica de construto e invariância fatorial da escala de percepção de suporte organizacional em trabalhadores brasileiros

2019

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Os estudos sobre a qualidade da produtividade e inovação na relação indivíduo-organização tem recebido atenção em diversas perspectivas científicas (sociológica, psicológica, educacional, etc.). Mas, nos últimos dez anos, o tema sobre medida psicológica no ambiente do trabalho tem sido uma área muito produtiva, pois, tem o objetivo de mensurar dado fenômeno e seus impactos no âmbito individual e coletivo no ambiente de trabalho. Das muitas medidas administradas na área do trabalho e da organização, a escala de suporte organizacional é uma das mais promissoras, pois, avalia o quanto a empresa, na percepção do empregado, reconhece e valoriza sua atuação profissional. A presente pesquisa tem como objetivo verificar a qualidade psicométrica da estrutura fatorial da escala de percepção do suporte organizacional em trabalhadores. Para a realização dos estudos, duas amostras foram coletadas: a primeira, com 200 trabalhadores brasileiros, homens e mulheres, acima de 18 anos, do setor publico e privada do trabalho, destinada a análise exploratória; na segunda amostra, 201 trabalhadores, com mesmas características sociodemográficas da primeira amostra, a qual, destinou-se para análise confirmatória. Todos responderam, através do e-mail ou rede social, a Escala de Percepção de Suporte Organizacional (EPSO) e questões relativas aos dados sociodemográficos e profissionais. Os resultados na análise exploratória e confirmatória da medida EPSO revelaram uma organização fatorial reduzida com cinco itens e não nove itens, como vem sendo utilizado, estes, contemplaram itens que focaram mais nas questões positivas (de base social e humana) do comportamento organizacional.

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Influence of human factors on organisational performance

Cited by 40 publications

References 54 publications

Can continuous improvement lead to satisfied customers? Evidence from the services industry

Can continuous improvement lead to satisfied customers? Evidence from the services industry

Impact of employee satisfaction with facilities on self-assessed productivity support

Evidência métrica de construto e invariância fatorial da escala de percepção de suporte organizacional em trabalhadores brasileiros

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