Intangible resources for an organization’s sustainability potential

Bulińska-Stangrecka, Helena; Bagieńska, Anna

doi:10.9770/jesi.2020.8.1(50)

Cited by 10 publications

(4 citation statements)

References 106 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Furthermore, the findings are in line with the trend showing the role of intangible resources in building organizational sustainability [72,73]. This underlines the importance of promoting work-life balance to enhance employee performance.…”

Section: Discussionsupporting

confidence: 85%

Green Work-Life Balance and Greenwashing the Construct of Work-Life Balance: Myth and Reality

et al. 2021

Self Cite

View full text Add to dashboard Cite

Some of the frequently used buzz words in the corporate sector include green leadership, green human resource management, green employee engagement and green work-life balance. The intention of this article is to identify and examine the logical reasons that govern “green work-life balance” or, in simple terms, “greenwashing” work-life balance. The paper also aims at providing a comprehensive conceptualization of work-life balance, while thoroughly examining the components of measuring the construct. Based on a cross-sectional study in the banking industry with a sample of 170 managerial employees, this study analyzes the impact of work-life balance on employee job performance mediated by employee engagement. Results support the assumed relationship between work-life balance and employee job performance embedded in employee engagement. The theoretical contribution of this study concerns the application of role behavior theory to describe the mechanisms shaping the relationship between work-life balance and job performance through employee engagement. The practical implications of the paper include recommendations for improving job performance by enhancing the work-life balance and strengthening employee engagement.

show abstract

Section: Discussionsupporting

confidence: 85%

Green Work-Life Balance and Greenwashing the Construct of Work-Life Balance: Myth and Reality

et al. 2021

Self Cite

View full text Add to dashboard Cite

show abstract

“…It consisted of the following questions: “I have a good relationship with my co-workers”; “I have a sense of mutual support in my organization”; “I perceive my organization as a community”, “In my organization, regardless of the position in the structure, there are friendly relations between employees”, “There are good relations between employees in my organization”; “I consider the relationship between employees in my organization to be definitely positive”. This measure was constructed on the basis of the measure used by Bulińska-Stangrecka and Bagieńska [ 98 ] in the employee investigation in the context of innovation.…”

Section: Methodsmentioning

confidence: 99%

The Role of Employee Relations in Shaping Job Satisfaction as an Element Promoting Positive Mental Health at Work in the Era of COVID-19

Bulińska-Stangrecka

Bagieńska

2021

IJERPH

Self Cite

108

View full text Add to dashboard Cite

The COVID-19 pandemic is affecting the mental health of employees. Deterioration of the well-being of workers is also caused by changes in the working environment. Remote working can affect both social interactions and job satisfaction. The purpose of the study is to examine what factors influence job satisfaction in the context of remote work caused by a pandemic. The study analyses whether employee relations and interpersonal trust are related to the level of perceived job satisfaction. The investigation started with a literature review and then research hypotheses have been formulated. Based on an empirical study, carried out on a sample of 220 IT employees during the pandemic, an analysis of the mediating role of trust in links between employee relations and perceived job satisfaction was conducted. The current study found that positive employee relations contribute to the level of job satisfaction. Additionally, trust is an important factor that mediates these relationships. Based on the results of the research, it was possible to describe the mechanism of shaping a supportive work environment during a pandemic.

show abstract

“…Intangible resources are the non-physical assets of organisations (Simarmata et al, 2022). These resources are invaluable and provide organisations with a competitive advantage, leading to longlasting and sustainable success (Bulińska-Stangrecka & Bagieńska, 2020). Examples of such resources include technology know-how, a learning culture, and relationships with stakeholders (Sharma & Dharni, 2020).…”

Section: Schools' Intangible Resources and E-learning Implementationmentioning

confidence: 99%

School resources and effective implementation of e-Learning in secondary schools in Kasese Municipality, Uganda

Kyomuhendo,

Mugizi,

Rwothumio

et al. 2024

IJER

View full text Add to dashboard Cite

This study examined the influence of school resources on the effective implementation of e-learning in secondary schools in Kasese Municipality, Uganda. Specifically, the study investigated the impact of tangible resources, intangible resources, and school capabilities on e-learning in these schools. Using quantitative research approach, the study employed a correlational research design and collected data from 170 teachers using a self-administered questionnaire. The data were then analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM). The results of the SEM analysis revealed that school resources, namely tangible resources (? = 0.266, t = 3.612, p = 0.000<0.05), intangible resources (? = 0.234, t = 2.351, p = 0.019<0.05) and capabilities (? = 0.456, t = 5.129, p = 0.000<0.05), had a significant positive influence on e-learning. Based on these findings, the study concluded that tangible and intangible resources and school capabilities are necessary for the effective implementation of e-learning in secondary schools. The study recommends that the Ministry of Education, school directors, and head teachers ensure that schools have sufficient tangible resources for e-learning. Additionally, directors and head teachers should also ensure that schools possess adequate intangible resources and capabilities to support the effective implementation of e-learning. The practical significance of this study lies in its demonstration of how existing resources in schools can be utilised to implement e-learning in secondary schools effectively.

show abstract

Intangible resources for an organization’s sustainability potential

Cited by 10 publications

References 106 publications

Green Work-Life Balance and Greenwashing the Construct of Work-Life Balance: Myth and Reality

Green Work-Life Balance and Greenwashing the Construct of Work-Life Balance: Myth and Reality

The Role of Employee Relations in Shaping Job Satisfaction as an Element Promoting Positive Mental Health at Work in the Era of COVID-19

School resources and effective implementation of e-Learning in secondary schools in Kasese Municipality, Uganda

Contact Info

Product

Resources

About