Search results

Using trait activation theory (TAT), this paper aims to empirically assess that work drive (WD) personality characteristics of employees will express better towards intrapreneurial behaviour (IB) outcomes in higher levels of job autonomy (JA) at the workplace.

Using cross-sectional design, a total of 258 engineering employees from the automotive industry of Pakistan were surveyed. The partial least square structural equation modelling (PLS-SEM) statistical method was used to evaluate the hypothesised theoretical model.

Statistical results revealed a significant and positive relationship between WD and IB. WD personality was also found to be activated with its interplay with JA for personality expression towards IB.

The present study offers a deeper insight into the interplay of organisational and individual factors as determinants of IB of employees. The study's findings suggested the importance of the rightful application of organisational situational cues in person–situation interaction for positive workplace behaviours by employees. Personality assessment of employees and their interplay with situational cues, as per conceptualisation of TAT, can assist the corporations towards enhanced levels of employees' behavioural tendencies towards intrapreneurship.

The application of TAT from the present study's perspective is novel theoretically as the literature on the activation of personality traits towards IB outcomes is non-existent. Also, the assessment of situational cues in JA will open avenues for organisational behaviour researchers to seek more organisational situational moderators for their assessment of various personality–outcome relationships in diverse contexts to activate personality traits.

Despite the increasing number of studies investigating environmentally sustainable practices in different sectors, no research exists on the issues related to the success factors for implementing environmentally sustainable practices in the utilities sector. To partially fill this research gap, the purpose of this study is to empirically examine these success factors in a public utilities organization in the United Arab Emirates.

An integrated interpretive structural modeling and fuzzy cross-impact matrix multiplication applied to classification approach was implemented to identify the critical success factors (CSFs) and to model and analyze the relationships among them.

Thirteen CSFs were identified and the relationships among them were represented by a seven-level hierarchical graphical model, and six CSFs were identified as drivers of success: government policies, regulations and environmental awareness programs; organization sustainability strategies; top management commitment; organizational capabilities; social and environmental responsibility; and eco-knowledge.

This is first kind of study to identify CSFs for implementing environmentally sustainable practices in the utilities sector. The results could guide government policymakers and decision-makers in utilities organizations that are interested in implementing environmentally sustainable practices.

The purpose of the development of the paper is to construct probabilistic interval-valued hesitant fuzzy Technique for Order Preference by Similarity to an Ideal Solution (TOPSIS) model and to improve some preliminary aggregation operators such as probabilistic interval-valued hesitant fuzzy averaging (PIVHFA) operator, probabilistic interval-valued hesitant fuzzy geometric (PIVHFG) operator, probabilistic interval-valued hesitant fuzzy weighted averaging (PIVHFWA) operator, probabilistic interval-valued hesitant fuzzy ordered weighted averaging (PIVHFOWA) operator, probabilistic interval-valued hesitant fuzzy weighted geometric (PIVHFWG) operator and probabilistic interval-valued hesitant fuzzy ordered weighted geometric (PIVHFOWG) operator to cope with multicriteria group decision-making (MCGDM) problems in an efficient manner.

(1) To design probabilistic interval-valued hesitant fuzzy TOPSIS model. (2) To improve some of the existing aggregation operators. (3) To propose the Hamming distance, Euclidean distance, Hausdorff distance and generalized distance between probabilistic interval-valued hesitant fuzzy sets (PIVHFSs).

The results of the proposed model are discussed in comparison with the aggregation-based method from the related literature and found the effectiveness of the proposed model and improved aggregation operators.

A case study concerning the healthcare facilities in public hospital is addressed.

The notion of the proposed distance measure is used as rational tool to extend TOPSIS model for probabilistic interval-valued hesitant fuzzy setting.

Perception of organizational politics is one of the key factors of the organization's performance. Based on the principles of Game Theory, this study aims to examine the impact of management's and employee's politics within an organization on the psychological and organizational stress levels of workers, followed by their task and contextual performance.

Following the non-probability convenience sampling technique, the data was collected from the managerial and non-managerial staff of public, private and semi-government services organizations in Rawalpindi, Islamabad, Lahore, Faisalabad, Gujranwala, Abbottabad and Karachi cities in Pakistan.

The structural analyses indicate that organizational politics is a major cause of stress among workers and has a significant positive impact on the psychological and organizational stress of workers. Moreover, both organizational politics and job stress hinder workers' performance.

The findings of the current research provide valuable insights into the management of firms about the destructive role of politics with a special focus on psychological and organizational stress, followed by job and contextual performance, particularly in the context of Pakistan. It also proposes strategies to counter this issue, improving worker's performance. Furthermore, the findings also suggest whether management or employees are more involved in organizational politics.

The determination of human behaviours due to individual characteristics (personality traits) or situational factors has long remained inconclusive. Although the literature stream on personality as the determinants of behaviour is voluminous, the interest of researchers is also growing towards organisational situational cues as the determinant of behaviours. According to situation strength theory (SST), behaviours are determined by situations in strong situations and by personality in weak situations. This study aims to propose a theoretical model of intrapreneurial behaviour (IB) emanation from empowering leadership (EL) by extending the epistemology of SST under the influence of organisational strong situations of job autonomy (JA) and perceived organisational support (POS).

Using SST, the present study argues that strong situations play a key role in determining human behaviours, and the same can be viewed deductively to assess IB.

The study attempts to propose whether EL is capable of predicting IB under the strong situation effect of JA and POS while dampening the impact of human personality characteristics.

The current study offers a significant departure from current human resource practices in person-situation dialectics, moving away from personality assessments and toward the creation of cues from strong situations for fostering human behaviour. As a result, personality researchers are being encouraged to conduct a reality check on the extensive personality research conducted in occupational settings. Considering organisational situational cues can impact human resource scope in areas such as talent management, selection, promotion and employment.

In this study, the situation strength theory (SST) has been applied to assess the predictability of empowering leadership (EL) in explaining intrapreneurial behaviour (IB) under the strong situation effect of job autonomy (JA).

The proposed theoretical framework was assessed using cross-sectional survey data from 237 engineers employed in Pakistan's automotive firms. Covariance-based structural equation modelling (CB-SEM) was used to analyse the survey data.

The study's results revealed a positive relationship of EL with JA and IB. Drawing from the conceptualisation of SST, JA serves as an organisational strong situation by offering sufficient cues and significantly intensifies the relationship between EL and IB.

The study contributes by establishing the requirement of strong organisational situations for nurturing IB in organisations. The study's outcomes are useful for academia, practitioners and industry to identify strong situations for employees' organisational behavioural outcomes like IB to dampen the personality impacts of employees on organisational processes. Hence, the study offered a major shift or an alternative in existing human resource practices, from personality assessments to creating cues from strong situations for fostering human behaviours. This will impact organisational human resource management scope during talent management, selection, promotion and employment.

The present study is novel from the IB investigation due to situational response in organisations, as assessed by employees. The study contributes towards SST by extending its epistemology to explain IB as an outcome of EL. The present study offers important empirical evidence for the role of the strong organisational situation of JA.

The present study enriches the person-situation debate by developing and testing a theoretical model on the nexus between empowering leadership (EL) and intrapreneurial behaviour (IB) in the presence of a strong organisational situation of perceived organisational support (POS).

Cross-sectional survey data collected from 237 engineers working for Pakistani automakers were used to evaluate the suggested theoretical framework. The survey results were analysed using the partial least square structural equation modelling (PLS-SEM) method.

The results from the analysed data revealed a significant and positive relationship between EL and IB. POS significantly moderate the relationship between EL and IB as per the conceptualisation of situation strength theory (SST) and is established as a strong organisational situation that generates situational cues for IB outcomes from employees.

The present study provides new insights into determining employees' workplace behaviour as viewed from the organisational situations. Hence, top management in organisations can create a conducive environment by improving employees' POS for valued work behaviours like IB.

The purpose of this paper is to analyze the difficulties observed during implementation of quality management systems (QMSs) in Brazilian manufacturing companies.

The methodological strategy used was a literature review, a panel of experts and a survey. Through the literature review, 15 difficulties associated with the implementation of QMS were raised; these were organized into latent variables by specialists in the subject and served as the basis for a survey. In total, 123 professionals working with quality management in manufacturing companies participated in the research and the data collected were analyzed by means of second-order confirmatory factorial analysis.

The results allowed the validation of the 15 difficulties observed in the literature, and it was evidenced that these difficulties are structured in four latent variables as follows: difficulties associated with employees; difficulties associated with QMS structuration; difficulties associated with integration; and difficulties resulting from the planning.

The main limitation of this research is the sample size, because 123 professionals that work with quality management in manufacturing companies participated in the research. It should be noted, however, that all parameters evaluated through the second-order confirmatory factorial analysis were validated.

The findings have great value for both quality management professionals, who may use those findings to guide the pre-implementation phase of a QMS, and researchers, who may use those findings as a foundation for future studies, in the development of models or tools related to QMS implementation.

No other paper was found on the scientific basis with the same focus for Brazilian manufacturing companies, thus demonstrating originality. The value of the research lies in the fact that the results presented here, statistically validated, may be used by other researchers and market professionals.

Construction process is complex and traditionally fragmented; thus, it is almost impossible to have a project completed without changes to the original plan or the construction process. The purpose of this study is to identify and examine the causes of variation orders, ascertain their effects and establish the cost and time performance implication as a result of variation orders.

This study obtained information from 90 construction stakeholders on 30 completed educational building projects to ascertain the causes and effects of variation orders on project delivery using questionnaire survey. In addition to this, a pro forma document was designed to obtain the project characteristics, cost and time data from these 30 completed educational building projects. Factor analysis was used to categorise the causes of variation orders, while severity index was used to examine their effects on project delivery. The hypothesised statement was tested using paired t-statistics to examine whether a statistically significant difference existed between variation orders, cost and time performance of the projects.

The study identified 13 main factors as causes of variation orders and the results revealed that the most frequent effects of variations were increase in construction costs, time, client dissatisfaction, increase construction project rework and demolition and project abandonment. The results also showed that variation orders had significant effects on both cost and scheduled performance of the educational building projects with average cost and time escalation of 33.95 and 29.45 per cent of the original project cost and time, respectively, for the entire projects studied, while average cost implication of variation orders is 23.79 per cent.

The findings in this study will be of assistance to government agencies and management of public works in higher institutions of learning in managing variations in construction projects. The study will also add to the current literature on the impact of variation orders on educational building projects in developing countries. Finally, it will create the much-needed awareness on the severity and implication of change or variation orders on project delivery.

The study identified and examined the causes of variation orders, ascertained their effects and established the cost and time effects of the causes of variation order on project performance. This will assist project initiators, contractors, consultants and other stakeholders to fully appreciate and understand the significant effects of variation orders on project performance.