Employees' perception towards e-learning: an exploratory study in the information technology sector in India

Purpose: The primary purpose of this research paper is to evaluate e-learning among employees of Information Technology (IT) companies based in Hyderabad, India. Design/methodology/approach: A survey was undertaken among the employees from different IT companies based in Hyderabad, India, to gauge the perception towards e-learning. The participants were selected randomly. The evaluation is based on a few factors: convenience, usefulness, course content, quality, effectiveness and benefits for employees and organizations. The responses were recorded online through a structured questionnaire. In total, 237 responses have been collected for this present study, of which 227 questionnaires were used for analysis. Findings: The surveyed employees perceived that e-learning helped them enhance their workplace competency in a flexible but effective manner. The e-learning also empowered the learners and ultimately contributed to the enhancement of organizational performance in some ways. Research limitations/implications: Limitation of the study – by examining the pris study was confined to employees working with IT companies based in Hyderabad City, India. The data is collected online, and there may be some insufficient responses. Implications of the study – the study results show a deep insight into the critical aspects of e-learning as a tool for employee training for the benefit of employees and organizational development. The surveyed respondents from the IT sector at Hyderabad perceived that keys to successful e-learning programs should give due consideration towards availability of internet bandwidth, making the course more interactive, providing more choices to the learners and user-friendly and personalized learning experience. The study also shows that the e-learning programs primarily benefit the employees as well as the organization in a manner, namely, improved productivity, helping to achieve business objectives of the firm, growth and advancement to the employees and enhancing the job-related knowledge. The study also discovered that e-learning improves employees' opportunities for professional growth and advancement inside and outside the organization by assisting them in learning new skills and enhancing job-related information. Practical implications: The internet penetration in recent years, as well as post-Covid-19, has given rise to online learning in the education and corporate sectors. The emergence of online or e-learning has been gaining ground in the corporate world by replacing the existing face-to-face or physical training model because of the cost factor and flexible learning to the learners. E-learning improves the learner's ability to adapt to the company's constantly changing business environment, which in turn helps the company increase departmental productivity and, ultimately, achieve its overall business goals. Social implications: The e-learning also empowered the learners and ultimately contributed to the enhancement of organizational performance in some ways. The e-learning also empowers the learner to perform better at his workplace and at the same time moving on the social ladder as the learning makes him/her confident at the job market. Originality/value: This study provides a valuable understanding of employee perceptions on the adoption and effectiveness of e-learning, which ultimately improves the benefits of the training and development department in realizing and enhancing the quality in corporate companies. © 2023, Emerald Publishing Limited.

A study to explore the linkage between green training and sustainable organizational performance through emotional intelligence and green work life balance

PurposeThis study aims to review the role of green training and green work life balance (GWLB) on sustainable organizational performance (SOP) with a moderating variable "Emotional Intelligence” (EI).Design/methodology/approachFor the development of the construct of the present study, a Scopus database was selected and research papers published in indexed journals were considered. Relevant keywords were selected and literature was searched on green training, EI, SOP, GWLB. The literature was reviewed to find out the linkage and possibility of development of integrated model. The main focus was on highlighting the relevance of green training on GWLB and its influence on SOP.FindingsSOP can be achieved with the intervention of EI and GWLB;further green training is one of the influential practices of human resource development (HRD) which helps to develop the green behavior.Research limitations/implicationsIt can give new insight to the organization for application of green human resource practices for SOP. Development and designing the cohesive environmental work culture and willingness to protect environment through green training can be implemented by HRD. Perhaps, the application of green training encourages GWLB.Practical implicationsQuantitative research and cross sectional study is required to find out the intervening role of EI and work–life balance between green training and SOP across a broader range of sectors.Originality/valueThis research extends the literature review and developed a new integrated model which shows the link between green training and SOP.

The Model of Organizational Performance Based on Employees' Dynamic Capabilities-Verification During Crisis Caused by Black Swan Event

The article concerns the potential influence of employees' dynamic capabilities on the performance of entire organization, which operates in crisis caused by Black Swan event. It is the expansion of job performance model based on employees' dynamic capabilities, proposing the possibility of translating the positive influence of those capabilities onto entire organization and underlining the importance of employees' dynamic capabilities during crisis within organization. Based on literature analysis, the shape of the amended model is proposed, in which employees' dynamic capabilities influence organizational performance through elements of the original model (person-job fit, work motivation, job satisfaction, work engagement and job performance), and additional ones: person-organization fit, person-supervisor fit. The proposed model is empirically verified based on the sample of 1160 organization operating in Poland, Italy and USA during an active wave of COVID-19 pandemic (which is an example of Black Swan event). The results obtained using path analysis confirmed that employees' dynamic capabilities indeed influence organizational performance of organizations operating in crisis caused by Black Swan event through elements proposed in the model.

Board gender diversity, firm performance and corporate financial distress risk: international evidence from tourism industry

PurposeThis paper examines contextual factors that affect the association between board gender diversity and firm performance.Design/methodology/approachThe authors use a global sample of listed firms in the tourism industry in 30 countries from 2015 to 2020.FindingsFirst, firm performance is positively associated with the proportion of female directors on a board. Second, the positive association between firm performance and the proportion of female directors on the board is higher in (1) countries with stronger shareholder rights, (2) countries with stronger securities law regulation stipulating disclosure of board diversity, (3) countries with stronger economic empowerment of women, and (4) during the COVID-19 crisis. Third, corporate financial distress risk is lower in firms with higher proportion of female directors on the board. Fourth, the negative association between corporate financial distress risk and the proportion of female directors on the board is more pronounced in (1) countries with stronger securities law regulations stipulating disclosure of board gender diversity, (2) countries with stronger economic empowerment of women, and (3) during the COVID-19 crisis.Originality/valueThe results indicate that contextual factors (comprising country-level corporate governance structures, economic empowerment of women and economic crisis) can affect the association between board gender diversity and firm performance.

The Link between HRM Practices and Performance in Healthcare: The Mediating Role of the Organizational Change Process.

The role of human resources as a change agent in the organizational change process holds great importance. Hence, it is crucial to identify ways human resources can support change. This paper investigates the direct and indirect relationships between human resource management (HRM) practices and organizational performance, as well as the mediating role of the organizational change process in these relationships. The proposed model integrates primary HRM practices, organizational change components, organizational performance, employee retention, and organizational abandonment. We collected data to evaluate the relationships between the model variables through a survey questionnaire applied to 441 Romanian employees in the healthcare industry. The paper used structural equation modeling to test the model's validity and hypotheses. The results show that HRM practices directly impact organizational performance and have a mediated impact through the organizational change process. Additionally, the direct and mediating effects are consistent, and healthcare employers consider appropriate HRM practices and effective management of the organizational change process as essential drivers to achieve superior performance. The empirical findings provide valuable insights for government policymakers, stakeholders, and health managers on how suitable HRM practices can influence organizational performance.

Weathering a Crisis: A Multi-Level Analysis of Resilience in Young Ventures: ET&P

In the context of the external disruption presented by the COVID-19 pandemic, we investigate (1) how individual-level resilience and inter-functional coordination relate to organizational resilience and (2) the link between organizational resilience and firm performance. We view organizational resilience as a resource-based capability and draw on insights regarding psychological capital and relational resources to inform our hypotheses. Our hypotheses are tested with a time-lagged, multi-level study of young technology ventures. The results show that when such firms are resilient, they tend to perform significantly better in a crisis. Further, organizational resilience is positively influenced by the individual resilience of top management team members, as well as inter-functional coordination. We discuss implications for theory and practice and suggest avenues for research on resilience in entrepreneurship.

IT reliability as a source of sustainability for organisations operating during the COVID-19 pandemic

The article aims to show that reliable IT support was crucial for the survival and sustainability of organisations during the COVID-19 pandemic. The article considers the negative effect of the crisis caused by the COVID-19 pandemic on the organisational sustainability of an organisation (i.e., organisational performance through employee job performance). It explores the role of IT reliability in mitigating such a negative effect. To verify the hypotheses, the empirical studies were performed during the COVID-19 crisis with 1160 organisations operating in Poland, Italy and the USA. The data were analysed using multiple linear regression models with mediators and moderators. The results confirmed that due to the ability to limit the severity of a crisis-induced negative effect on employee job performance (influencing organisational performance), IT reliability could be considered a mitigator for the negative effect of the COVID-19 crisis on the sustainability of organisations. The results indicate that IT reliability should be fostered among organisations operating during the COVID-19 pandemic to maintain sustainability. © 2023 Katarzyna Tworek, published by Sciendo.

INFLUENCE OF ORGANIZATIONAL LEARNING, ORGANIZATIONAL INNOVATION AND SELF COMPASSION ON ORGANIZATIONAL PERFORMANCE: A PROPOSED FRAMEWORK FOR SMES

In this era of industrial revolution (IR 4.0), coupled with the emergence of the deadly global pandemic of COVID-19, organizations are compelled to embrace new strategies for their routine decision-making. Innovation is the core of organization policy and the lifeline of enterprises at the local and global market. There has been a huge amount of research on innovation and elements contributing to innovation performance;however, few of them built a theoretical model to research the correlations among organizational learning, innovation performance, self compassion and organizational performance. Based on the existing studies and literature at home and abroad and considering the development status of innovative enterprises, this paper decomposes organizational learning and organizational performance. The innovation performance play role between organizational learning and organizational performance., organizations can achieve maximum strong excellence and remain in a competitive market. [ABSTRACT FROM AUTHOR] Copyright of Journal of Pharmaceutical Negative Results is the property of ResearchTrentz and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

INTELLECTUAL CAPITAL AND FIRM PERFORMANCE WITHIN TELECOMMUNICATIONS INDUSTRY DURING THE NEW NORMAL ERA

Abstract: In the post COVID-2019 era, companies are making a variety of changes to boost their performance. Companies need to understand that rivalry is for physical and intangible assets, such as intellectual capital, when they want to thrive and succeed in the market. Research on the relationship between intellectual capital and firm performance has become a study that has received wide attention from researchers from various disciplines. The purpose of this research was to analyze how intellectual capital, comprising human, structural and relational capital, affected firm performance in the telecommunications sector during post COVID-2019 era. Quantitative research using a questionnaire survey was used in this study. A valid research instrument was utilized to survey 115 employees from all telecommunications companies in Indonesia listed on the Indonesia Stock Exchange in 2019-2021. Human, structural, and relational capital were hypothesized to have a positive effect on company performance, and their relationship was investigated. Intellectual capital was found to have a statistically significant and positively impacting relationship with firm performance. Recommendations are then made for researchers and practitioners. This research has implications for practitioners. Practitioners can concentrate efforts on the three main components of intellectual capital management. Furthermore, managers in companies, especially telecommunications companies, understand how intellectual resources evolve following current developments and will ultimately positively impact performance. This is one of the very few studies examining the relationship between intellectual capital and firm performance in the Indonesian telecommunications industry and the first to investigate this relationship with perceptual measures in Indonesia.

A Coaching Co-Design: Fostering Change, Innovation, and Collaboration

A model of coaching co-design for executive teams (ETC) based on a four-year program using diagnostic and dialogic organization development tools focused on fostering change, innovation, and collaboration. The study engaged a leadership team of 34 participants from a fast-paced global software and hardware gaming company. Using extensive proprietary data, the model offers practitioners and academics a guide for co-creating a team coaching design. Co-creating a cooperative learning process uses a framework of interventions for intentionally planning and aligning behaviors and practices to support dynamic capabilities to boost firm success, adaptability, and organizational performance. This model exemplifies conditions that can unleash shared personal and organizational power for practitioners and academics. The research was undertaken in an industry where innovation and execution were necessary skills for survival and growth. This duality of skills is referred to as ambidexterity.

The Effects of Organizational Culture and Leadership Style on Organizational Performance in Times of COVID-19 Pandemic

This study seeks to determine the effect of organizational culture and leadership style on organizational performance during the COVID-19 pandemic. Two perspectives were considered in organizational performance: company and personal perspectives. A survey questionnaire was administered among 161 telecommunication industry employees who have worked in the company for at least five years. Descriptive statistics presented the employees' perception of the company's culture, leadership style, and organizational performance. Structural equation modeling determined the effect of culture and leadership style on organizational performance. Findings identified that organizational culture affects performance from both the company and personal perspectives. Leadership style affects the personal perspective of performance. Thus, management must consider that the culture and the leadership style can be the source of the organization's sustainable competitive advantage. The study will help business leaders to understand the importance of developing the right organizational culture that encourages the members of the organization to be resilient in times of crisis and the kind of leadership style that will make the organization not only survive but also thrive. Copyright © 2023 GMP Press and Printing.

The effect of investor protection on firm riskiness and performance during the COVID-19 economic crisis

This paper examines whether differences in the quality of investor protection between countries affect firm riskiness and firm performance during the COVID-19 economic downturn. Using a large cross-country dataset and a broad variety of controls measured at the state and firm level, we find that jurisdictions that offer stronger investor protection experience significantly lower volatility and better performance during the pandemic. This effect is amplified in countries strongly affected by COVID-19. Our results contribute to the ongoing debate in the finance literature about the impact of the quality of investor protection on corporate behaviour and performance.

IMSI Indore: coping with COVID-19 VUCA in higher education

Learning outcomes: This comprehensive case has been written for an undergraduate-level course on general management and a post-graduate-level course on organizational behavior and strategic management. After working through the case and conducting an in-depth discussion of the assignment questions, students will be able to do the following: 1. perform a comprehensive assessment of the institute's internal context to measure its resources and preparedness to deal with COVID-19;2. apply organizational change frameworks (to understand the trigger of the change, type of change and change process);3. qualitatively analyze the dynamic capabilities and resources available to reopen the institute;and 4. suggest ways to institutionalize agility in the organization to improve the preparations and future responses to student management on campus based on a thorough analysis. Case overview/synopsis: Founded in 1996, the Indian Managerial Studies Institute, Indore, has emerged as a leader in management education by appropriately weaving the pertinent roles of industry, government and PSUs into a common thread. With the onset of COVID-19 in March 2020, IMSI Indore began to respond to educational and administrative challenges by building on resilient strategies. Two decision-making situations cropped up as the situation improved and again converged to the more lethal second wave in March 2021. Dr Hemant Vishwas, Dean of IMSI Indore, needed to determine whether the institute should continue with the reduced employee and hybrid classroom model or reopen with full-fledged operations for the following academic year. Complexity academic level: This comprehensive case has been written considering the teaching pedagogy for an undergraduate-level course on organizational behavior (organizational development and change module) and a post-graduate-level course on organizational behavior and strategic management. This case is suitable for courses on organizational development, change and strategy implementation. Organizational behavior and organizational development and change can be used to understand the core concepts of the change content and process, i.e. the scope and scale of the change. The case also touches on inducing a dynamic change in response to the pandemic in an educational setting, teaching the concepts of dynamic capabilities. It is also expected to be useful for teaching courses related to operations strategies in educational services for executive degree programs and faculty development workshops. Supplementary materials: Teaching notes are available for educators only. Subject code: CSS 6: Human Resource Management. © 2023, Emerald Publishing Limited.

Development of a change management framework to enhance business model innovation, which improves organizational performance in the Nigeria travel sector

The proficiency of survival of an organization depends on the ability to adapt to change, and change is a dynamic tool that impacts organizational growth and performance. The travel industry is one of the largest productive and diverse sectors comprising transportation, accommodation, food and beverage, entertainment, which are interlinked. The vastness in structure and composition of the travel industry allows several factors to impact the operation of the travel sector. This research identifies the level of impact that the internal and external factors have on the travel sector's business model innovation and analyze the key challenges faced during the implementation of business model innovation. This research further addresses the gaps in business model innovation research undertaken in the travel industry. The literature review provides a better understanding of the previous and current business model innovation in the Nigerian travel sector while incorporating a change management framework designed to create a productive and stable way of implementing change into the business model of the travel agency.This research adopts mixed embedded method research using a qualitative approach to support a quantitative system for data collection and analyses to accomplish the above. A quantitative method was adopted using a general survey constructed to focus on the business model innovation and the travel industry operations in Nigeria, examining its strategies and ability. Three hundred surveys were received and analyzed using SPSS, analysis connexion and regression, and tested hypotheses. Six interviews focused on the top management team to provide an adopted view of internal operations and their effect on the external environment. Interviews were adopted as a qualitative method to understand the factor affecting business model innovation in the Nigerian travel sector and the strategies adopted in developing a business model innovation from the management perspective.Certain limitations like the global pandemic Covid-19 slowed down the progress of the research, furthermore. The time constraint and lack of specific resources were obstacles;the mixed embedded method was also time-consuming.The findings address the research objectives of this research while contributing to the existing business model innovation literature by providing a broader view of the travel sector as it creates a clear roadmap for integration and value creation. Several kinds of literature drive this, theories and data collection which aims at identifying the factors affecting the BMI in the travel sector. And also, constructively studying change management theories like Lewin's and Kotter's theory aids in developing a suitable change management framework that serves as a roadmap in generating insight to help envisage, strategize, and address issues respectively to change.The contribution of this research addresses the importance of integration and implementation in the operation chain. Creates an understanding of the business model innovation as the sequence of activities that are technically and economically expressed from the beginning of the development stage to the implementation of a change management framework until its final commercialization and the importance in the business model innovation. Furthermore, this research also develops a change management framework that acts as a support system and catalyst for growth, sustainability, and adaptability.Lastly, the recommendation is established based on the result collected from the research, which focuses on identifying specific measures to fill research gaps in practice, knowledge and the Travel sector. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

Child Welfare Practice Improvement Efforts: A Descriptive Study of Capacity Building Services Received by Courts, States, and Tribes

The staff practices and organizational processes of child welfare agencies and courts influence families' experiences and outcomes. Capacity building services have been delivered to improve organizational performance and practices, but studies of their impact are hampered by a lack of data on specific features of services. This study describes services delivered by the Child Welfare Capacity Building Collaborative during 2017–2019 using data from the Collaborative's service and outcome tracking system. By supporting more rigorous study, these data can promote service improvements. These service data also provide a baseline that can be used to explore how services may change over time in response to federal legislation and social contextual factors such as the coronavirus pandemic.

An antidote to what's ailing healthcare workers: a new (old) way of relational leadership.

PURPOSE: The purpose of the study's mixed-methods evaluation was to examine the ways in which a relational leadership development intervention enhanced participants' abilities to apply relationship-oriented skills on their teams. DESIGN/METHODOLOGY/APPROACH: The authors evaluated five program cohorts from 2018-2021, involving 127 interprofessional participants. The study's convergent mixed-method approach analyzed post-course surveys for descriptive statistics and interpreted six-month post-course interviews using qualitative conventional content analysis. FINDINGS: All intervention features were rated as at least moderately impactful by at least 83% of participants. The sense of community, as well as psychological safety and trust created, were rated as impactful features of the course by at least 94% of participants. At six months post-intervention, participants identified benefits of greater self-awareness, deeper understanding of others and increased confidence in supporting others, building relationships and making positive changes on their teams. ORIGINALITY/VALUE: Relational leadership interventions may support participant skills for building connections, supporting others and optimizing teamwork. The high rate of skill application at six months post-course suggests that relational leadership development can be effective and sustainable in healthcare. As the COVID-19 pandemic and systemic crises continue to impact the psychological well-being of healthcare colleagues, relational leadership holds promise to address employee burnout, turnover and isolation on interprofessional care teams.

Firm performance in uncertain times: the importance of networking capabilities

PurposeAlthough a body of studies investigates how networking capabilities (NCs) form and maintain interorganizational relationships that affect firm performance, little is known about this relationship in crisis contexts. This article explores managers' perceptions of environmental uncertainties and how this perception influences NC development and subsequent firm performance, especially during the COVID-19 crisis.Design/methodology/approachThe authors used a quantitative research approach to complete this objective, utilizing primary data from a survey of North American firms (N = 212), mostly (62.3%) small- and medium-sized. Data were analyzed via the partial least squares structural equation modeling technique.FindingsThe authors found that managers' perception of environmental uncertainties positively impacts the NCs to initiate and develop relationships, which is associated with better firm performance during crises. The capability to initiate and develop relationships supports the firm's access to relevant resources that may be converted into business performance.Originality/valueBy analyzing managers' perceptions of environmental uncertainties and the development of NCs, the study results expand upon previous research by highlighting that starting new relationships and developing existing ones may be an efficient managerial response immediately after a crisis occurs.

Market Competition, Balanced Scorecard, and Their Effects on Hotel Organizational Performance and Manager's Satisfaction

This study examines the effect of market competition as a determinant of the balanced scorecard (BSC) system and the two consequences of organizational performance and managers' satisfaction. Four hypotheses are tested using partial least squares structural equation modeling. The data were collected from 145 valid responses from four- and five-star hotels in Turkey and focused on the pandemic period. The results revealed that market competition does not affect the use of BSC. Nevertheless, the BSC leads to better organizational performance and system satisfaction for managers. Managers' satisfaction with the BSC was also positively related to the performance of hotel organizations.

A Hybridized Framework for Designing and Evaluating E-Learning Students' Performance in Medical Education

The COVID-19 pandemic resulted in the hurried adoption of e-learning with no proper need analysis to inform the design and subsequent evaluation of students' performance in e-learning in medical education. Consequently, several studies evaluating performance in e-learning in medical education do so by conducting pre-Test and post-Test with no defined framework or model to guide the evaluation. This makes the findings from these studies subjective and biased since factors that possibly impact students' performance were neither considered in the design of the course nor measured and reported in the evaluation studies. We, therefore, introduce an essential pedagogical e-learning concept by developing a framework to inform the design and evaluation of students' performance in e-learning in medical education via the thoughtful fusion of the Task-Technology Fit Model and the Kirkpatrick Evaluation Model. Our hybrid framework was piloted at the University of KwaZulu-Natal, Durban, South Africa and findings emphasize the need for alignment between learning tasks, technology infrastructures, individual traits, and contextual limitations of students as key factors in determining how well students perform in the classroom and their clinical practices at work. This study advances the body of knowledge by providing a well-brainstormed and intricately designed framework to guide the design of courses and evaluation of student's performance in an e-learning context in medical education. © 2022 IEEE.

The role of quality assurance in improving the distribution of organizational performance

The continuity of the organization was disrupted when the COVID-19 pandemic hit the world in early 2020, and many organizations were forced to adapt to emergencies. Programs that have been developed for the long term must be modified to suit the situation. This paper aims to evaluate the impact of the pandemic and analyze the ongoing impact of transformational leadership on the distribution of organizational performance mediated by organizational learning, total quality management and quality assurance, and altruism as moderating variables. The study was conducted by using Partial Least Square to analyze the behavior of the highest leadership of the Child Welfare Institution (CWI) of the Ministry of Social Affairs of the Republic of Indonesia, with a sample of 185 accredited institutions throughout Indonesia. The results of the study indicate that several factors affect the process of evaluating organizational performance. The LKSAs need to improve the quality of their organization's performance by following the requirements of the Ministry of Social Affairs consistently and continuously in implementing the fulfillment of the quality standards. The contribution of novelty in this study is that the total quality management variable is not able to improve organizational performance. The surprising finding is that the consistency of the distribution of total quality management implementation has no effect when the highest leadership is unable to carry out the sustainability of the standards that have been painstakingly prepared long before the pandemic occurred. However, the quality assurance can increase the distribution of organizational performance substantially. © 2023 Growing Science Ltd. All rights reserved. © 2023 by the authors;licensee Growing Science, Canada.