The Big Five Model in Relation to Job Performance:A New Look at Organizational Psychology

The Big Five Theory is often regarded as psychology’s most influential personality theoretical approach.The goal of this study is to examine the role of the Big Five Theory in the workplace,especially which personality qualities are more likely to predict work success.Which traits should companies emphasize throughout the hiring and selection processes?How can businesses use the Big Five personality model to locate employees that are more productive,efficient,and devoted to the organization’s goals?A detailed assessment of existing recent research addresses the aforementioned issues.Following a review of many current articles on the subject,it was established that using this model had a positive influence on individual and group performance,working relationships,manager work performance,and workplace innovation.

A Study on Organizational Commitment,Work Motivation,and Job Performance After the COVID-19 Epidemic in Taiwan-The Mediating Effects of Work Motivation and Organizational Communication

The purpose of this study is to explore the correlation between organizational commitment and job performance among employees in Taiwan Residents companies after the COVID-19 epidemic,and to use work motivation and organizational communication as intermediary variables to further understand the interaction between them.Using hierarchical multiple regression analysis and bootstrap method to analyze,the research results show that organizational commitment has a significant positive impact on work motivation and work performance,and work motivation also has a significant positive impact on work performance.In addition,organizational communication has a mediating effect on organizational commitment and work motivation,and work motivation also has a mediating effect on organizational commitment and work machine performance.The results of this study hope to understand the working conditions of organizations and employees after the COVID-19 epidemic,and provide relevant business operators with follow-up references for their operations.

Interaction between supply chain risk and organizational performance

To offer a theoretic guidance to practice, on the basis of the work in an emerging strand of supply chain management and by matching the constructs of performance and risk together, a framework between supply chain risk management and organizational performance is developed. The framework includes a series of mutually associated processes as follows: risk sources and profiles, risk and performance drives, risk and performance consequences, risk management responses, and risk and performance outcomes. Furthermore, every process is elaborated on in detail. Thereinto, organizational performance consists of efficiency and effectiveness which is linked to risk drivers and risk management responses. Finally, some necessary discussions and supplements are put forward from a practical point of view. This study is to some extent expected to be conducive to the theories and the practice of supply chain management for contemporary enterprises.

Effect of Knowledge about Workers' Psychological Contract Imbalance on Organizational Performance

Knowledge-based employees are the inexhaustible motive force for the sustainable development of modern enterprises. Being consistent with the psychological expectation of knowledge-based employees is conducive to stimulating the intrinsic motivation of knowledge-based employees and promoting the innovation performance of enterprises. Based on 175 valid questionnaires,the analysis shows that the knowledge about employees' psychological contract can be divided into two-dimension, transactional or relational dimension. Both of them are independent to each other.The correlation analysis shows that the transactional psychological contract and relational psychological contract have positive correlation with team performance and organization performance.At the same time, the team performance and organization performance have positive correlation. Regression analysis shows that compared with relational psychological contract,transactional psychological contract can promote team performance and organizational performance more effectively. Both two psychological contracts can mediate the organizational performance by virtue of team performance.

The Effect of Intellectual Capital on Organizational Performance: The Mediating Role of Knowledge Sharing

Understanding the various effects that exist among intellectual capital, knowledge sharing, and organizational performance is the main purpose of this study. Data were gathered from 356 employees working in manufacturing companies in Jordan. In order to test the hypotheses of this study, the approach suggested by [1] was undertaken. The results of the analysis revealed that intellectual capital had a positive effect on organizational performance and knowledge sharing. The results also showed that knowledge sharing had a positive effect on organizational performance. Finally, it was found that knowledge sharing had a positive mediating effect on the relationship between intellectual capital and organizational performance. The findings of this study thus provide many benefits for researchers and practitioners despite the presence of some limitations.

Empirical Study on the Relationship between Organizational Flexibility and Performance of Agricultural Enterprise

Flexible management of enterprise has become a hot topic,but there are fewer researches about the relationship between organizational flexibility and performance of enterprise. In this paper,taking agricultural enterprise as research object,theoretic model on the relationship between organizational flexibility and performance of enterprise is established. Via investigation data,different types of agricultural enterprises are analyzed. Results show that organizational flexibility of agricultural enterprise has certain positive impact on enterprise performance,and the impacts on enterprise performance by different aspects of organizational flexibility from different types of agricultural enterprises are different.

Study on the Performance Optimization of Knitted Fabric Anti-Roll by Tissue Structure

Will use the same number of positive and negative coil longitudinal organization of fabric is ta edge sex used in the work of the organization to warp fabric edge sex, between restrained knitting principle, design a kind of weft basketwork weaving method, especially in weft knitting machine woven from has the edge of weft knitted fabric performance weaving method. In order to overcome the existing technology aims to make weft basketwork structure of a single organization, edge sex is bad, or can’t produce rich weft knitted fabric appearance of shortage, provide a resistance to edge weft knitted fabric weaving method.

Resolution of Relationship between Organizational Performance and Human Resource Management through Nonlinear Modeling

The relation between the HRM and the firm performance is analyzed statistically by many researchers in the literature. However, there are very few nonlinear approaches in literature for finding the relation between Human Resource Management (FIRM) and firm performance. This paper exposes the relationship between human resource management and organizational performance through the use of nonlinear modeling technique. The modeling is proposed based on Radial Basis Function (RBF) which is nonlinear modeling technique in literature. The relation between 12 input and 9 output parameters is investigated in this research that is collected between 54 companies in Turkey which indicated that the relationship between organizational management performance and relationship management can be modelled through nonlinearly.

A Comparison and Performance of Different Optical Switching Architectures

Optical Packet Switching (OPS) and transmission networks based on Wavelength Division Multiplexing (WDM) have been increasingly deployed in the Internet infrastructure over the last decade in order to meet the huge increasing demand for bandwidth. Several different technologies have been developed for optical packet switching such as space switches, broadcast-and-select, input buffered switches and output buffered switches. These architectures vary based on several parameters such as the way of optical buffering, the placement of optical buffers, the way of solving the external blocking inherited from switching technologies in general and the components used to implement the WDM. This study surveys most of the exiting optical packet switching architectures. A simulation-based comparison of input buffered and output buffered architectures is presented. The performance analysis of the selected two architectures is derived using simulation program and compared at different scenarios. We found that the output buffered architectures give better performance than input buffered architectures. The simulation results show that the-broadcast-and-select architecture is attractive in terms that it has lees number of components compared to other switches.

Exploring the Relationship between Corporate Social Responsibility, Employee Engagement, and Organizational Performance: The Case of Jordanian Mobile Telecommunication Companies

The aim of this research is to explore the relationship between corporate social responsibility, employee engagement, and organizational performance in Jordanian mobile telecommunication companies. A total of 350 questionnaires containing 37 items were used to collect information from the respondents. Multiple and simple regression analyses were conducted to test the research hypotheses. Results of the current study revealed that corporate social responsibility (both internal and external) and employee engagement (vigor, absorption, and dedication) have a significant positive relationship with organizational performance. Also, the results revealed that there is a significant positive relationship between corporate social responsibility (internal CSR and external CSR) and employee engagement. The Baron and Kenny mediation model and Sobel test were used to test whether employee engagement mediated the relationship between corporate social responsibility and organizational performance. The results showed that employee engagement fully mediated the relationship in a significant way. The results of the current study have many managerial implications for mobile telecommunication companies. In order to enhance organizational performance, decision makers must work on creating and maintaining an efficient corporate social responsibility agenda, which would increase employees’ engagement in their work which will lead to improved performance outcomes.

The Impact of Lean Transformation on the Organizational Performance: The Case of Public Utilities in Greece

Purpose: Lean Management concerns a strategy or philosophy aiming at saving resource practices and curtailment of public expenses, with ultimate objective of the enhancement of the organizational performance. By extension, the successful integration of the Lean Management leads to positive organizational results, such as higher quality, along with improved financial, environmental and business market performance. Although a lot of studies related to the effect of Lean production on the organizational performance have been conducted, empirical findings that examine the case of the public sector are absent. Additionally, there is no precise mechanism through which the Lean Management determines the organizational performance of the public utility companies. The above mentioned research gap is examined with this research, given that it investigates the influence of the Successful Lean Management on the Organizational Performance (Environmental Performance, Financial Performance, Business Performance) in public utilities in Greece. Research Methodology: The research method combines bibliographic research and empirical—with quantitative method—through a case study. More specifically, via quantitative approach, which was based on sample research with standardized questionnaire, performed in two of the biggest and most important public utilities in Greece, the Public Power Corporation S.A. (PPC S.A.) and the Athens Water Supply and Sewerage Company (EYDAP S.A). Findings: Quantitative findings from this illustrated that the successful transformation towards the Lean principles/saving resources affects positively the Business Market Performance, the Environmental and the Financial Performance. Limitations: Main restrictions of the current study are the capitalization of random sample and the strict focus on Greek public utilities that function under conditions of competition. Consequently, whichever generalizations for the whole Public Sector as well as for businesses of the private sector it would be better to be avoided, as they differ concerning their structural and functional features and their organizational culture.

The Relationship Between Cross-Cultural Conflict Management Levels and Employee Organizational Performance in Cross-Border E-Commerce Corporations in China

This research focuses on the cross-cultural conflict management of cross-border e-commerce corporations in companies on employee organizational performance under conflict management such as power distance conflict,individualism,long-term orientation,indulgence and avoidance of uncertainty as the independent variables and employee organizational performance such as quality,efficiency,and profitability of organizational tasks as the dependent variable.With the advancement of China’s reform and opening up and the implementation of the“One Belt,One Road”strategy,the globalized economy has penetrated into various countries and regions.China trade exchanges with other countries have become more frequent,and have also set up branch factories and branches abroad.However,there are certain differences between the branch company and the domestic culture in the actual operation process.If the cross-border e-commerce corporations cannot handle these contradictions and differences well,the company may face difficulties such as cultural conflicts.For this reason,this paper makes a deep analysis of this,taking the cross-border e-commerce corporations in Guangxi as an example,and points out the problems existing in cross-cultural management in this region and putting forward personal opinions and solutions to related problems,and putting forward feasible solutions,enhances the understanding of involving conceptualizations of cross-cultural communication conflict and its management in the frame of cross-cultural conflicts management theory and provides references for the formulation of cultural conflict management measures for cross-border e-commerce corporations.So that enterprises can gain a firm foothold in the international market competition,enrich and enhance their soft power,and enhance their international status in the development of multinational regions.The result of this research will not only answer existing research questions,but also introduce new ideas and new questions for future research.

政策感知、组织创新氛围与人才创新绩效——人才自我创新期待的中介作用

在创新驱动发展背景下,区域创新与组织创新的最终落脚点是人才创新。以人才自我创新期待为中介变量,结合东部城市调查数据构建结构方程模型,系统考察政策感知与组织创新氛围对人才创新绩效的作用机制。研究结果表明,政策感知和组织创新氛围均对人才创新绩效具有显著正向影响;人才自我创新期待在政策感知与人才创新绩效之间、组织创新氛围与人才创新绩效之间均发挥中介作用;与政策感知相比,组织创新氛围对人才创新绩效的影响更显著。上述研究结论为解释政策感知和组织创新氛围影响人才创新绩效的内在机理提供了新思路,有助于政策制定者和组织管理者通过激发人才自我创新期待提高创新绩效。

高绩效工作系统如何影响员工创新行为--组织认同与服务型领导的作用

积极促进员工创新行为对企业发展具有重要意义,高绩效工作系统是影响员工创新行为的重要前因变量,但现有文献对其影响机理的研究尚显不足。基于社会交换理论与社会认同理论,运用多层线性模型探究了组织认同在高绩效工作系统与员工创新行为之间的中介作用以及服务型领导的调节作用。研究结果表明,高绩效工作系统对员工创新行为具有显著正向影响,组织认同在高绩效工作系统与员工创新行为之间发挥部分中介作用,服务型领导在高绩效工作系统与员工创新行为之间发挥正向调节作用,服务型领导在高绩效工作系统与组织认同之间也发挥正向调节作用,服务型领导正向调节组织认同在高绩效工作系统与员工创新行为之间的中介效应,即服务型领导水平越高,中介效应越显著。