Purpose Associations perform an important role in developing a profession, by organizing professionals into a community in which relevant information and knowledge are shared, ideas expanded, contacts with other like-minded professionals made, a code of ethics established and appropriate practices for members identified. For an association to be effective, it has to perform at the highest quality level. However, no studies can be found in the academic literature on how to create high-performing associations. This paper aims to apply the high-performance organization (HPO) Framework within the Emirates Insurance Association (EIA) to evaluate its current strength and identify possible improvements that need to be implemented for EIA to achieve high performance. Design/methodology/approach In this article, the HPO Framework – which has been used and validated in many contexts, including non-profit organizations (NPOs) – is applied within the EIA to evaluate its current strength and, thereby, identify possible improvements that need to be implemented for EIA to achieve high performance. Findings The research results showed that the HPO Framework – when adapted to the circumstances of an association – is able to accurately evaluate the situation within that association and yield targeted recommendations to improve its performance. Originality/value This research fills a lacuna in the current literature on how to improve the performance of associations; it can, therefore, function as a foundation for further academic research into high performance in associations and possibly other types of NPOs. Moreover, the research results help managers of associations and NPOs in their quest for high performance by offering tangible improvement suggestions.
Purpose Islamic finance is an interesting field of research, as it represents an alternative to conventional finance for Muslims. It is a way of conducting finance based on the principles of Islam and prohibition of interest. Islamic finance can be divided into two areas: Islamic banking and Islamic insurance (Takaful). This paper aims to describe a research study on the applicability of the high-performance organization (HPO) framework on Takaful insurance companies and whether it can improve their performance in a sustainable way. Design/methodology/approach The factors and characteristics of the HPO framework are theoretically matched with the characteristics of the Takaful industry for evaluating whether these reinforce or weaken each other. The outcome of this matching process gives an indication of whether it is easier or more difficult for Takaful insurance companies, compared with conventional companies, to apply the HPO framework and transform themselves into HPOs. Findings It can be theoretically expected that, out of 35 HPO characteristics, 10 will be easier to strengthen in Takaful organizations compared with conventional organizations and 9 will be more difficult, and for 16 characteristics, there will be no difference. These results suggest that, most likely, it does not make a difference whether UAE Takaful organizations or conventional organizations implement the HPO framework, they will probably need roughly the same amount of effort to make a successful transition. Research limitations/implications In a follow-up study, the HPO framework will be applied at several Takaful insurance companies to evaluate the operation of the framework in practice. Originality value To date, no studies of the HPO framework and HPOs have been conducted at Takaful insurance companies in the UAE. Thus, by theoretically matching the HPO framework with Takaful organizations, the study fills a gap in the management literature regarding high-performance improvement techniques for Takaful organizations.
PurposeHappiness at work (HAW) has been a hot item in both the academic and managerial literature, as HAW seems to have a positive effect on attractiveness of an organization on its current workforce and potential new employees. Many of the HAW models have been developed in a Western setting, while this research aims at evaluation of whether a previously validated HAW model in the Western context is also valid in a non-Western context; in this case at a Takaful insurance company in the United Arab Emirates.Design/methodology/approachEmployees of the Takaful insurance company were asked to rate their organization on how high performance it was – using the validated high-performance organization (HPO) questionnaire – and how happy they were – using the previously validated HAW questionnaire. The collected data was subjected to confirmatory factor analyses and structural equation modeling to arrive at a validated HAW model for this Takaful insurance company.FindingsThe study results show that if the Takaful insurance company transforms itself to an HPO, it will become more attractive to current and future employees, by raising the HAW of current employees. The results also show that HAW consists of three factors: work engagement, job satisfaction and affective organizational commitment.Practical implicationsThe Takaful insurance company now has knowledge at its disposal about ways to promote happiness in its employees, thus raising its attractiveness to current and future employees. The developed HAW model for this company is potentially also useful for other Takaful insurance companies in the UAE.Originality/valueThis study was the first of its kind – using the HPO and HAW models developed in a Western context, to be validated for a Takaful insurance company – and as such, contributes to both the HPO and HAW literature.
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