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Journal articles on the topic 'Performance of the organization'

Author: Grafiati

Published: 4 June 2025

Last updated: 1 August 2025

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1

Thi, Sen Vu. "Performance Evaluation Model – Overview of Some Research." Journal of Economics, Finance And Management Studies 4, no. 11 (2021): 2299–307. https://doi.org/10.47191/jefms/v4-i11-22.

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The article is made on the basis of a research method to review published documents related to the current model of performance evaluation according to financial and nonfinancial factors in the world. The review process of documents on each type of effectiveness evaluation model shows that: There is a performance evaluation model based solely on the financial factors of the entity, there are a number of models that allow performance evaluation based on both financial and non-financial factors to assess the overall performance of an organization. At the same time, the research has analyzed and

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Algazo, Fatima A., Rula Y. Hajjaj, and Zain M. ALdahabi. "Digital Transformation and Organization Performance." International Journal of Research Publication and Reviews 5, no. 5 (2024): 4054–59. http://dx.doi.org/10.55248/gengpi.5.0524.1232.

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Agwu, Edwin M. "Impact of Stakeholders' Analysis on Organizational Performance." International Journal of Strategic Decision Sciences 10, no. 4 (2019): 64–80. http://dx.doi.org/10.4018/ijsds.2019100104.

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Businesses have grown to the realization that no individual sector can make a significant, sustainable difference alone. Also, several studies have indicated the extensive use of stakeholder analysis within most organizations to improve their businesses. However, this depends on how well organizations can align and fulfill the needs of most if not all stakeholder concerns. This paper is based on a comparative case study of two organizations in the Nigeria financial sector in relation to their stakeholder management practices. The aim is to study the impact of stakeholder analysis on the perfor

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Marques, Maria da Conceição da Costa. "PERFORMANCE APPRAISAL: THE CASE OF A PUBLIC ENTITY IN PORTUGAL." Problems of Management in the 21st Century 17, no. 1 (2022): 48–62. http://dx.doi.org/10.33225/pmc/22.17.48.

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In the past, the attempt by organizations to establish a system for evaluating their employees has shown some inconsistency. This arose, essentially, due to the lack of objectivity at the time of classification, a process that always involves strong subjectivity. In the current paradigm, more and more organizations need to implement performance evaluation models based on strategic competencies, to fulfill established objectives to cement the creation of an organization's value. In most companies and organizations, the performance appraisal process is a tool used annually, serving only to monit

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Trajković, Svetlana. "INTELLECTUAL CAPITAL AS STRATEGIC PERFORMANCE OF THE ORGANIZATION." Knowledge International Journal 28, no. 5 (2018): 1545–51. http://dx.doi.org/10.35120/kij28051545s.

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The ability to manage knowledge becomes an increasingly important strategic activity in today's so-called. knowledge economy. To prioritize the preservation and improvement of intellectual capital, creating and disseminating knowledge within a modern organization, is becoming an increasingly decisive factor in achieving and maintaining its competitive advantage. The only viable advantage of a modern organization comes from what the company knows and how effectively is used what it knows and how quickly it acquires and uses new knowledge. There is a positive relationship between the intellectua

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Paunescu (Petre), C. F., та M. Man. "TНE TYPOLOGY OF TНE RELATIONSНIP BETWEEN TНE SOCIAL PERFORMANCE AND TНE FINANCIAL PERFORMANCE OF AN ORGANIZATION". Bulletin of Taras Shevchenko National University of Kyiv. Economics, № 210 (2020): 28–33. http://dx.doi.org/10.17721/1728-2667.2020/210-3/4.

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The development of each organization is an objective based on three basic pillars: economic development, social development and environmental protection. This macroeconomic objective can be joined by various microeconomic objectives, including the global performance made out of the organization's financial performance and social performance, its sustainability and social responsibility. The article aims to find answers to the following questions: Is there a relationship between the financial performance and the social performance of an organization? And if there is this relationship between th

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Norouzian, Mohammad Mehdi, and Dave Guyadeen. "Method of balanced scorecard for evaluating the performance of the Tehran Municipality's Plans." Journal of Humanities and Education Development 7, no. 1 (2025): 46–61. https://doi.org/10.22161/jhed.7.1.7.

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Urban planning researchers believe that anything that cannot be measured cannot be urbanized. In today's world, given the speed and volume of information and the challenges facing organizations, the need to have criteria for determining the position and planning based on strengths and weaknesses seems more necessary than ever. All organizations, whether public or private, need to evaluate the performance of their activities and processes for development, growth, and sustainability in today's competitive arena so that they can measure the efficiency and effectiveness of their organization's pro

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8

Jeffcutt, Paul. "The organization of performance and the performance of organization." Studies in Cultures, Organizations and Societies 2, no. 1 (1996): 95–110. http://dx.doi.org/10.1080/10245289608523469.

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HD., Melva Sitanggang, and Harlen Lbn. Raja Togu. "The Education and Compensation Factors Affect to the Performance." International Journal of Trend in Scientific Research and Development 2, no. 4 (2018): 2566–71. https://doi.org/10.31142/ijtsrd15674.

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The organization is the collection of people who cooperate in achieving the objectives which people have different behavior in work and needed a good education that should be owned by the Organization so that all employees that is in these organizations contribute to produce a good performance for the organization. In every organization has a strong influence on education to sustainability of the Organization for the future so that all organizations must have good planning to increase officers' education periodically. Beside the education, then other factors that can affect the performance

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Robescu, Ofelia, and Alina-Georgiana Iancu. "The Effects of Motivation on Employees Performance in Organizations." Valahian Journal of Economic Studies 7, no. 2 (2016): 49–56. http://dx.doi.org/10.1515/vjes-2016-0006.

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Abstract Society since ancient times faced with a weak involvement of human resources in organizations. Therefore motivating employees became today an important objective for organizations that want to remain viable on the market today. Motivation of human resources in the organization will bring extra performance to the manager that hopes to reach the organization's goals.

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Acar, William, and Frank L. Winfrey. "The resilient organization: Sustaining organizational renewal and performance." Strategic Change 3, no. 3 (1994): 165–73. http://dx.doi.org/10.1002/jsc.4240030307.

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Frink, Dwight D., Robert K. Robinson, Brian Reithel, et al. "Gender Demography and Organization Performance." Group & Organization Management 28, no. 1 (2003): 127–47. http://dx.doi.org/10.1177/1059601102250025.

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Considerable theoretical work has been published to date concerning the relationship between demographic composition of organizations and the performance of those firms. Indeed, under the topics of organization demography, substantial thought has been given to how demographic composition influences organization performance. Unfortunately, little empirical research has been conducted. The present research reports the results of two organization-level studies that investigated the relationship between gender diversity of organizations and their performance and hypothesized a nonlinear associatio

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Litzky, Barrie E., and Dona M. Decaeolis. "Corporate Social Performance, Person-Organization Fit, Organizational Commitment And Firm Performance." Proceedings of the International Association for Business and Society 11 (2000): 85–95. http://dx.doi.org/10.5840/iabsproc20001110.

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Yi-wei, Chu, and Ho Meng-chian. "Dynamics in Organization: Comparison Study of Learning Organization with Adaptive Organizations." Journal of Asian Multicultural Research for Social Sciences Study 2, no. 1 (2021): 1–6. http://dx.doi.org/10.47616/jamrsss.v2i1.85.

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This article discusses the dynamics in organizations, specifically about the comparison of organizational learning with adaptive organizations. This study used a survey method by relying on observational reviews of Organizations X and Y. Data collection was carried out on all staff from 2 organizations totaling 100 people each, 50 respondents each. The results showed the level of activity in the use of Organizational Technology, especially during the COVID-19 era, the role of information technology was a challenge and an opportunity for organizational performance owners to adapt so that their

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Ceisy Nita Wuntu and Tini Mogea. "THE IMPACT OF HUMAN RESOURCES TRAINING IN IMPROVING ORGANIZATIONAL PERFORMANCE." ENGGANG: Jurnal Pendidikan, Bahasa, Sastra, Seni, dan Budaya 3, no. 1 (2023): 247–53. http://dx.doi.org/10.37304/enggang.v3i1.8779.

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Human resources cannot be separated from training activities in an organization or company. Human resource training is required for all organizations and institutions because almost everyone recognizes that the success of an organization or company is heavily reliant on the human resources that manage it. Employees require training in order to improve their abilities, knowledge skills, motivation, and behavior. Human resource training is critical in today's modern era of development because employees' formal education is insufficient to meet the demands of jobs and positions in organizations a

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Kimberly, Jessica Fiona, Dimas Bagus Prakoso, and Tommy Christian Efrata. "PERAN INDIVIDUAL INNOVATION CAPABILITY, MOTIVASI INTRINSIK, DAN SELF-EFFICACY TERHADAP KINERJA INDIVIDU DALAM ORGANISASI MAHASISWA." Media Mahardhika 17, no. 2 (2019): 231. http://dx.doi.org/10.29062/mahardika.v17i2.80.

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The successful accomplishment of organizational goals, targets, and work programs is closely related to the organization's human resources. Any evaluation regarding organizational performance is likely to involve the accomplishment of the organization's vision, mission, and work programs. Such evaluation is conducted by the human resources within the organization. Therefore, the purpose of this research is to determine the influence of individual innovation capability, intrinsic motivation, and self-efficacy on the student organizations' individual performance at Ciputra University. Proportion

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Sadeghi, Ghasem, Masoud Ahmadi, and Maryam Taghvaee Yazdi. "The relationship between organizational citizenship behavior and organizational performance (case study: Agricultural Jihad Organization of Mazandaran Province)." Problems and Perspectives in Management 14, no. 3 (2016): 317–24. http://dx.doi.org/10.21511/ppm.14(3-si).2016.03.

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The main purpose of this study is analyzing the relationship between organizational citizenship behavior and market orientation. This study is an applied research in terms of the purpose based on a descriptive correlational method. The statistical population included all employees of Agricultural Jihad Organization of Mazandaran province consisting of 1923 persons. 391 people (male and female) were selected using random stratified sample. Data were collected through two standard questionnaires: Podsakoff’s (2003) organizational citizenship behavior (24 questions) and Fazel’s (2012) organizatio

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Reza, Heru Kreshna, and Sukmo Hadi Nugroho. "PERFORMANCE MANAGEMENT AS A MEDIA OF CHANGE TOWARDS ORGANIZATION IMPROVEMENT." JOURNAL ASRO 11, no. 03 (2020): 140. http://dx.doi.org/10.37875/asro.v11i03.346.

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Management in an organization is the main activity that differentiates an organization from other organizations in providing services to humans. The success of an organization in providing services to its customers can be observed through the performance produced by the organization. The performance of an organization can be seen as good results if managerial performance and organizational performance can be combined, combining these two performances requires the organization to face changes. Change can occur because of something that comes from within or from outside an organization. Change m

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Koleci, Baki, and Redon Koleci. "PERFORMANCE MEASUREMENT SYSTEM OF THE RESOURCES IN REPUBLIC OF KOSOVO." Knowledge International Journal 32, no. 1 (2019): 101–4. http://dx.doi.org/10.35120/kij3201101k.

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Professor Robert Kaplan of Harvard Business School and David Norton as the Balance Scorecard Collavorative founder and director of Palladium Group with joint research since 1990 and so far have come to the conclusion of how contemporary enterprises advertise in business, stressing that organizations have strategies to well formulated, but 7 out of 10 organizations are not successful in its realization. As a main cause have highlighted the lack of appropriate instrument for realization of the strategy. Their collaboration in the 1990 project "Measurement of performance of the organization" that

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Wibowo, Ugung Dwi Ario, and Yudhistira Pradhipta Aryoko. "PERSON-ORGANIZATION FIT AND PERCEPTION OF JOB CHARACTERISTICS ON ORGANIZATIONAL COMMITMENT, AND THE IMPACT ON PERFORMANCE IN SHARIA ORGANIZATIONS." SENTRI: Jurnal Riset Ilmiah 3, no. 2 (2024): 954–66. http://dx.doi.org/10.55681/sentri.v3i2.2213.

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There are 164 sharia public credit bank or BPR Syariah in Indonesia that ideally, their employees have a commitment to sharia organizations. The antecedents such as person-organization fit and perception on characteristics of their work. Meanwhile, it is necessary to understand the influence of person-organization fit and perceptions of job characteristics on organizational commitment, and their impact on performance in sharia organizations. This research using quantitative research, with the subjects of this research were employees of the BPR Syariah in Banyumas Regency. Data collected by sca

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21

Ali, Sameetah, and Saad Babar. "Organizational Knowledge Creating Capabilities and Employee Performance." Research Journal for Societal Issues 6, no. 2 (2024): 636–64. http://dx.doi.org/10.56976/rjsi.v6i2.229.

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Knowledge creation allows organizations to innovate and respond efficiently to the environmental dynamics. This research examines the relationship of organizational knowledge creating capabilities with employee performance, and also determines mediating effect of organization based self esteem and resilience in this relationship. The organizational knowledge creating capabilities (structure and individual knowledge), organization based self esteem, resilience and employee performance were measured by using a questionnaire of 7 point likert scale. Data were collected from healthcare sector. The

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Chairunnisa, Sagala Nadya Putri Mtd Zainur Rozzaqiyah Aulia Rahmi Aldi Bayu Anggara Chandra Wijaya. "Pengaruh Budaya Organisasi, Kompetensi dan Motivasi Terhadap Kinerja Karyawan." Madani: Jurnal Ilmiah Multidisiplin 1, no. 6 (2023): 856–62. https://doi.org/10.5281/zenodo.8152036.

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<em>Organizational culture is a pattern of behavior developed by an organization's employees learned when faced with problems of external adaptation and internal integration, that has proven good enough to be approved and taught to new members as a way to realize, think and feel. In addition, organizational culture refers to a system of shared meaning held by members that distinguishes the organization from other organizations. Organizational culture within an organization is usually associated with values, norms, attitudes and work ethic on hold in common by each component of the organiza

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Risdwiyanto, Andriya. "High-Performance Organization untuk Menghadapi Turbulensi Lingkungan Bisnis." Jurnal Maksipreneur: Manajemen, Koperasi, dan Entrepreneurship 7, no. 1 (2017): 73. http://dx.doi.org/10.30588/jmp.v7i1.324.

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<p><span class="fontstyle0">Today’s businesses face unprecedented challenges. Leaders are confronted with increased competition, globalization, demand for growing social responsibilities, technological changes, and new strategic thinking. These need to be managed to build and sustain a </span><span class="fontstyle0">high-performance organization </span><span class="fontstyle2">(AMA, 2007). </span><span class="fontstyle0">The organizational environment is anything that is around an organization that has an influence, either directly or </span&

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Moore, Nicole, Kristin Weger, Sampson Gholston, and Vineetha Menon. "The Baldrige analysis of performance and leadership." Journal of Management and Engineering Integration 17, no. 2 (2024): 34–42. http://dx.doi.org/10.62704/10057/28463.

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Leadership within an organization is crucial to its performance, growth, and future success in the industry. While the existing literature explores the impact of leadership on organizational performance, there remains a notable gap in research specifically addressing the leadership systems and trends within organizations awarded the Baldrige Performance Excellence award. To better understand whether themes exist within high-performing organizational leadership, applications (N = 9) from Baldrige Performance Excellence award winning organizations were analyzed using deductive content analysis t

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Ipinazar, Asier, Enara Zarrabeitia, Rosa Maria Rio Belver, and Itziar Martinez de Alegría. "Organizational culture transformation model: Towards a high performance organization." Journal of Industrial Engineering and Management 14, no. 1 (2021): 25. http://dx.doi.org/10.3926/jiem.3288.

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Purpose: The main objective of this research is to design an Organizational Culture Transformation Model (OCTM) prototype, in order to enable a High Performance Organization (HPO).Design/methodology/approach: There are three main processes involved in the methodology. Two of them, the definition of the main OCTM work elements as an initial hypothesis based on a work environment approach and the scientific visualization of the key Organizational Culture research hubs through the analysis of the main topics in research publications, flow in parallel. Subsequently, at a certain point, both of the

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Allen, Tammy D., Mark Alan Smith, Fred A. Mael, Patrick Gavan O'Shea, and Lillian T. Eby. "Organization-Level Mentoring and Organizational Performance Within Substance Abuse Centers." Journal of Management 35, no. 5 (2009): 1113–28. http://dx.doi.org/10.1177/0149206308329969.

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Individual benefits to those who have been mentored are well documented. The present study demonstrates that organization-level mentoring relates to overall organizational performance. In a study of 589 employees of 39 substance abuse treatment agencies, the authors found that agencies with a greater proportion of mentored employees also reported greater overall agency performance. Organization-level mentoring also related to organization-level job satisfaction, organization-level organizational citizenship behavior, and organization-level learning. Results provide justification for organizati

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Handiwibowo, Gogor Arif, Rini Puji Astuti, and Rita Ambarwati. "Conceptual Framework Performance Contributor from Internal Organizations of Corporate Social Responsibility Activities." International Journal of Mechanical Engineering Technologies and Applications 2, no. 1 (2021): 67. http://dx.doi.org/10.21776/mechta.2021.002.01.10.

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In this 20th century era, the business environment is more demanding that a business organization not only have a profit orientation. However, aspects of the impact on the environment and surrounding communities must also receive adequate attention in line with the increasing quantity and quality of business organizations. The concept of sustainable development is proposed to be a concept that tries to provide a balanced effect between financial performance factors, community welfare factors and environmental sustainability factors. In balancing the three factors above, CSR (Corporate Social R

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Peace, Doka, and Dr. Fatma Zehra TAN Pro. "Strategic HR Management Impacts on the Performance of an Organization." International Journal of Management and Economics Invention 09, no. 04 (2023): 2862–67. https://doi.org/10.5281/zenodo.7791601.

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<strong>Abstract</strong> Strategic HR management has an impact on the performance of an organization and it can play an effective role. SHRM constructs organizations’ desired objectives which are attainable and boost their performance. For that reason, this paper investigates the impact of strategic HR management on an organization’s performance and the correlations between them. Researchers have done some studies on strategic human resources management and explored how strategic H management influences the performance of an organization. However, studies claim that strategic HR m

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Webb, Natalie J., and Philip J. Candreva. "Diagnosing Performance Management and Performance Budgeting Systems: A Case Study of the U.S. Navy." Public Finance and Management 10, no. 3 (2010): 524–55. http://dx.doi.org/10.1177/152397211001000305.

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We present here a case study of an organization within the U.S. Navy that created a new organizational construct and performance management system. We explore the issues faced by naval leaders as they attempt to use their performance information to make resource allocation decisions at the sub-organization level, and drive budgets at the organization and service (navy) level. We diagnose the practical problems a government organization encounters when implementing a performance management system, to include their influence on budgets, and make recommendations for public sector performance budg

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Pokharel, Mohan P., and Sang Ok Choi. "Exploring the relationships between the learning organization and organizational performance." Management Research Review 38, no. 2 (2015): 126–48. http://dx.doi.org/10.1108/mrr-02-2013-0033.

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Purpose The purpose of this research is to evaluate the Dimensions Of Learning Organization Questionnaire (DLOQ) framework from the perspective of public sector organizations. We have used performance indicator data after organizational learning inspired intervention in a semi-autonomous network of public sector organizations. Design/methodology/approach This study used original administrative data to track the learning progress, as measured by a ratio of access to funding sources. The study also collected survey data using tailored DLOQ instruments and then determined the efficacy of DLOQ fra

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Tini Mogea. "The Importance Of Human Resources Training To Improve Organizational Performance." CENDEKIA: Jurnal Ilmu Sosial, Bahasa dan Pendidikan 3, no. 2 (2023): 58–72. https://doi.org/10.55606/cendikia.v3i2.954.

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In an organization or company, human resources cannot be separated from training activities. Training for human resources is a necessity for every organization or institution because almost everyone recognizes that the success of an organization or company is highly dependent on the human resources that manage them. Therefore, training is needed by employees so that they can improve their abilities, knowledge skills, motivation, and behavior. In today's modern era of development, human resource training is very important, because the formal education that employees have undergone is not enough

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Naidu, K. Kishore. "INVENTORY MANAGEMENT IN FIRM PERFORMANCE." International Scientific Journal of Engineering and Management 03, no. 05 (2024): 1–9. http://dx.doi.org/10.55041/isjem01875.

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Different organizations follow different type of inventory management practices; Inventory management practice is the type of activities that an organization follow in is the process of ordering, issuing, storing and trading inventory products held by that organization. Inventory management plays a key role in order management and acts as an integral part in supply chain management. Based on the existing literature, the present paper investigates types of inventory management practices followed by different form of organization. The main objective of the paper is to develop a conceptual framew

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Najma, Bibi Dr. Waseem Sajjad. "Performance Appraisal Practice and Nurses Performance." Mader e Milat International Journal of Nursing and Allied Sciences (MINAS) 1, no. 3 (2023): 9–19. https://doi.org/10.5281/zenodo.8403665.

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Performan<strong> </strong>ceappraisal is a key component of human resource management almost in every organizations and one of the most vital responsibilities for human resource and  line manager/supervisors. Great manpower can create a good organization and productive employees can contribute effectively in organization. The main purpose of this study was to assess The effect of performance appraisal on employee performance in relation to factors like interpersonal relationship objective setting rater accuracy and recognition.  In order to conduct the study the research is des

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Handayani, Ririn, Widodo Widodo, Umalihayati, Megawati Megawati, Jafriansen Damanik, and Saptana Tri Prasetiawan. "Factors of innovative behavior affecting Indonesian lecturers' contextual and task performance." Knowledge and Performance Management 9, no. 1 (2025): 174–91. https://doi.org/10.21511/kpm.09(1).2025.13.

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This study aims to explore the innovative behavior mediation mechanism to illuminate Indonesian lecturers’ contextual and task performance from the perspectives of talent management, learning organizations, and grit. Three hundred eighty-five lecturers from Indonesian private universities were inadvertently sampled using a Likert scale questionnaire to gather research data. The structural equation modeling method was used to examine the collected data. The results indicated that talent management, learning organization, and grit significantly affect lecturers’ innovative behavior; innovative b

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Challa, Amdissa Jiru, Teklu Tilahun, and Assefa Aga Deribe. "The Link between Components of Performance Management and Performance Management Effect." Annals of the University of Craiova for Journalism, Communication and Management 8, no. 1 (2022): 107–20. https://doi.org/10.5281/zenodo.7470321.

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Research findings on the outcomes of performance management are inconclusive as researches reported both intended and unintended consequences of performance management. This paper investigates the extent to which the components of the performance management process influence the performance management effect in the public organizations. Performance management comprises a range of practices an organization engages in, from which this study investigates the influence of participation in target setting, performance information use, performance information processing capacity, performance review,

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Randongkir, Anisa Nurlitasari, Veithzal Rivai V, and Azis Hakim. "Management of Expectations and Reality for Employee Performance." Jurnal Indonesia Sosial Sains 6, no. 4 (2025): 1099–109. https://doi.org/10.59141/jiss.v6i4.1696.

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Effective management of expectations between the organization and employees is key to improving individual and overall organizational performance. This article examines various aspects that need to be considered in managing the gap in expectations and realities that have an impact on employee performance. Many factors are material for managing this condition, but in this article we will discuss the most important factors that are very fundamental both from the side of the organization as management and from the individual side of employees must run in harmony so that management can run well, n

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A. de Waal, Andre, and Chiraprapha Tan Akaraborworn. "Is the high performance organization framework suitable for Thai organizations?" Measuring Business Excellence 17, no. 4 (2013): 76–87. http://dx.doi.org/10.1108/mbe-01-2013-0001.

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Putu Gde Arie Yudhistira, Putu Gde Arie Yudhistira, I. Gede Riana I Gede Riana, I. Wayan Gede Supartha I Wayan Gede Supartha, and I. Made Artha Wibawa I Made Artha Wibawa. "Knock! Knock! How Does Knowledge Management Maintain Organizational Performance in Organization? A Systematic Literature Review." GLOBAL BUSINESS FINANCE REVIEW 29, no. 6 (2024): 129–42. http://dx.doi.org/10.17549/gbfr.2024.29.6.129.

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Mohanaad, SHAKIR, Mohammed khalfan Al MAMARI Fada, Ahmed Amur Al KHUAIMI Alhanoof, Abdullah marhoon khamis Al NAAIMI Aisha, and Salim Sagheer Al OWAISI Aalia. "THE IMPACT OF IT TRAINING ON EMPLOYEE PERFORMANCE IN SMALL ORGANIZATION - OMAN." International Journal of Recent Research in Commerce Economics and Management (IJRRCEM) 10, no. 2 (2023): 13–30. https://doi.org/10.5281/zenodo.7913242.

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<strong>Abstract:</strong> As known that the IT training and management of human resources very important for any organization, the measure of success of any organization is measured by the extent to which pre-established goals are achieved, which depend mainly on the workforce. Therefore, in order to improve the organization's performance, organizations must focus on information technology and invest in this field. However, we do not see many organizations working to invest in the field of information technology, because they do not put it among their priorities, and some of these organiz

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Rusu, Raluca, and Alexandru Baboş. "Organizational Citizenship Behaviour In Military Organization." International conference KNOWLEDGE-BASED ORGANIZATION 21, no. 1 (2015): 272–76. http://dx.doi.org/10.1515/kbo-2015-0046.

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Abstract This paper is intended to be, first of all a review of theoretical literature on Organizational Citizenship Behavior (OCB) and for that, we tried to define the concept and to separate it from other similar concepts, and to analyze the dimensions of this type of behavior. Secondly, we identified the dimensions of Organizational Citizenship Behavior in military organizations, in order to see how OCB could influence the organizational performance.

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Jannet, MBABAZI. "EFFECTIVENESS OF WORK CULTURE ON PROJECT PERFORMANCE IN NON -GOVERNMENT ORGANIZATIONS(NGOs): CASE OF ECONOMIC POLICY RESEARCH NETWORK RWANDA (EPRN RWANDA)." BRAINAE Journal of Business, SCience and Technology 25, no. 1 (2022): 1–11. https://doi.org/10.5281/zenodo.7394537.

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This study aimed at assessing the effectiveness of work culture on project performance in Non -Governmental Organizations (NGOs) with reference to the Economic Policy Research Network (EPRN Rwanda). It was carried out based on three objectives:(i) To ascertain the effectiveness of technology-driven organization’s work culture on project performance in Non-Government Organizations, (ii)To determine the effectiveness of short-term contract driven organization’s work culture on project performance in Non-Government Organizations, (iii)To assess the effect of Key Performance Indicators

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Aslami, Mohammad Salim, and Aakanksha Uppal. "The Effects of the Stakeholders Relationship Management on Organization Performance." Revista Gestão Inovação e Tecnologias 11, no. 4 (2021): 5454–67. http://dx.doi.org/10.47059/revistageintec.v11i4.2572.

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Partner management, partner relationship management examines have a significant spot in writing. We looked for their effect on organization performance through the Employee and Social parts of Company Evaluation interceding factors. Laborers were chosen to accomplish the objectives of the examination. Employees hold and as they are the internal stakeholders. Thus, it becomes necessary to explore their effect in stakeholder relationship management on organizational efficiency, which is highly competitive. The staff was essential to cover the organization's accomplishments. If they functioned as

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Barker, James R., and Tom Dixon. "Communication, Organization, and Performance." Administrative Science Quarterly 44, no. 2 (1999): 436. http://dx.doi.org/10.2307/2667009.

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Micieta, Branislav, Martin Gaso, and Martin Krajcovic. "Innovation Performance of Organization." Communications - Scientific letters of the University of Zilina 16, no. 3A (2014): 112–18. http://dx.doi.org/10.26552/com.c.2014.3a.112-118.

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Turock, Betty J. "Performance, Organization and Attitude." Journal of Library Administration 6, no. 4 (1986): 33–52. http://dx.doi.org/10.1300/j111v06n04_04.

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Morley, Michael, and Noreen Heraty. "The high‐performance organization:." Management Decision 33, no. 2 (1995): 56–63. http://dx.doi.org/10.1108/00251749510081737.

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Spanos, Grigorios. "Organization and export performance." Economics Letters 146 (September 2016): 130–34. http://dx.doi.org/10.1016/j.econlet.2016.07.031.

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de Waal, André, and Mirna Sivro. "The Relation Between Servant Leadership, Organizational Performance, and the High-Performance Organization Framework." Journal of Leadership & Organizational Studies 19, no. 2 (2012): 173–90. http://dx.doi.org/10.1177/1548051812439892.

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Rays, Muh Rays, Titik Aryati Titik, and Yvonne Augustine Yvonne. "Investing the effect of learning organization, organizational culture, company reputation on organizational performance." Technium Social Sciences Journal 37 (November 9, 2022): 265–86. http://dx.doi.org/10.47577/tssj.v37i1.7540.

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The purpose of this study was to examine the effect of organizational learning, understanding of organizational culture, company reputation on organizational performance and this study used the theory of resources-based view and contingency theory. The data used is primary data. Data were collected using the Google Form survey method to 523 medium and large-scale manufacturing industry companies in Indonesia. While the questionnaires analyzed were 471 medium and large scale manufacturing industrial companies in Indonesia. Test the data analysis software using SEM PLS. The results showed that t

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Isnedi, Arianta. "Organization Commitment as a Mediation to Impact Organization Performance: Study in Government of Aceh Jaya." International Journal of Business Management and Technology 3, no. 4 (2023): 168–74. https://doi.org/10.5281/zenodo.7656612.

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The aims of this study to look at the relationship of learning organization, leadership style and organization culture on organization commitment and its impact on organization performance. The research is conducted at the government of Aceh Jaya as a district government organization. The population is all employees of the Government of Aceh Jaya, as many as 192 employees. The sampling techniques uses a census method, that takes the whole population as a sample. The result shows that learning organization, leadership style, organization culture, and organization commitment effect organization

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