Improving employees’ performance through internal marketing and organizational learning: Mediating role of organizational innovation in an emerging market

Imani, Saheb; Foroudi, Pantea; Seyyedamiri, Nader; Dehghani, Niloofar

doi:10.1080/23311975.2020.1762963

Cited by 19 publications

(10 citation statements)

References 97 publications

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“…However, there are still doubts about the integrity of the relationship postulated by the thesis, and investigations fail to ascertain a positive relationship between happiness and performance levels [5,25]. The relationship between these constructs (happiness and performance) is favourable for reducing absenteeism and turnover levels and improving behaviour and results at both organisational and individual levels [3]. Given the above, managers should focus on finding the most efficient ways to promote happiness.…”

Section: Concept and Origin Of The Hpw Thesismentioning

confidence: 98%

“…The lack of human resources that want to stay in organisations is strangling managers, who are beginning to realise that their strategy must involve innovative solutions and discarding classical management forms [1,2]. The organisational management mind-set is now shifting from an external to an internal perspective, that is, to view their employees as their internal customers [2,3].…”

Section: Introductionmentioning

confidence: 99%

“…Research following these trends has proven that employees with good levels of well-being are employees who have better performance levels. Happy workers provide superior quality services, adding value, promoting competitiveness and innovation, improving motivation and organisational learning, enhancing employees' commitment to their organisations and improving their attitudes and behaviours [2,3,[6][7][8][9][10][11][12]. In this line of thought, the thesis of the happy-productive worker (HPW) arises based on the belief that a happy worker is more productive.…”

Section: Introductionmentioning

confidence: 99%

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How to Measure the Happy-Productive Worker Thesis

Costa¹,

Oliveira²,

Ferreira³

2023

Business, Management and Economics

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Globalisation and intensifying competition force organisations to create distinctive competitive advantages, transforming classic management models and seeking effective responses to the mutability and dynamics of markets. People management plays a central role in achieving differentiating capacities, forcing more effective management of human resources. In an environment marked by high absenteeism and turnover, followed by the growing difficulty in retaining talent, organisations have been seeking to increase the satisfaction of internal customer needs (employees), working on issues such as well-being and happiness at work. The increasing concern with employee well-being and their association with job performance have been the basis for many research studies aimed at understanding the impact of the concept of happiness on employee behaviour and performance. This chapter seeks to summarise the main ways of operationalising the constructs inherent to the thesis of the happy-productive worker (happiness and performance). This chapter is structured as follows: introduction, exploration of the happy-productive worker thesis (concept and origin and main theoretical frameworks related to the idea), measuring the constructs (happiness and performance), and conclusion.

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Section: Concept and Origin Of The Hpw Thesismentioning

confidence: 98%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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How to Measure the Happy-Productive Worker Thesis

Costa¹,

Oliveira²,

Ferreira³

2023

Business, Management and Economics

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“…For further research, it is expected that: (1) research will be conducted by expanding the research area outside East Java Province and Central Java Province so that the results can represent findings that can be generalized better in schools in East Java Province and Central Java Province; (2) meta-analysis can be considered to increase the generalizability of the research results, by taking other provinces in Indonesia as research areas; (3) the latest reference assessments will be conducted on teacher performance and involving leaders or students in assessing teacher performance so that the quality of further research results can be improved. For future research, it is recommended to take into account other factors that also affect the performance of the teachers and the performance of the school, such as the commitment of teachers [76]; empowering leadership [77]; organizational innovation [78]; work commitment [79]; teachers leadership and trust [71]; and organizational agility [80]. For future research, other factors that can improve OCB can be reviewed, such as intangible assets and work engagement [12], job crafting [81] quality of work life [82], intrinsic motivation, and affective commitment [83].…”

Section: Future Developments In Researchmentioning

confidence: 99%

The Effects of Organizational Justice on Employee Performance Using Dimension of Organizational Citizenship Behavior as Mediation

Hermanto

Srimulyani

2022

Sustainability

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One of the important factors that can affect employee performance (EP) is the employee’s perception of organizational justice (OJ) in the workplace and the employee’s willingness to carry out the employee’s primary role (in the role) optimally and the employee’s willingness to carry out tasks outside the employee’s primary job (extra-role), commonly called organizational citizenship behavior (OCB). OCB is divided into two dimensions: OCB at the individual level (OCBI) and OCB at the organizational level (OCBO). In educational organizations, the OCB of teachers is a strategic matter, so it needs to be a concern for school management if schools want to continue to survive and develop in the era of globalization characterized by changes in a dynamic and competitive environment. OCB from teachers can be said to be a form of teacher gratitude because the school has supported the welfare of teachers a lot, appreciates the contributions of teachers, and feels organizational justice practiced by the school. The respondents to the study were 820 full-time teachers from high schools and vocational high schools spread across several regions in East Java Province and Central Java Province, Indonesia, who were taken using convenient sampling techniques. This study aims to analyze: (1) the effect of OJ on OCBI and OCBO; (2) the direct effects of OJ and indirect effects on EP with OCBI and OCBO as mediation. Data analysis used the structural equation model (SEM) and Sobel test. The results of hypothesis testing show that: (1) OJ can significantly improve OCBI; (2) OJ can significantly improve OCBO; (3) the OJ was found to have a significant positive effect on EP; (4) OCBI can significantly improve EP; (5) OCBO can significantly improve EP; (6) OCBI partially mediates the influence of OJ on EP; (7) OCBO partially mediates the influence of OJ on EP. The results of this study explain the essential aspects of behaviour in the workplace, such as OJ, OCB, and EP, with a particular focus on high schools and vocational high schools in several regions in East Java Province and Central Java Province, Indonesia. The results showed that improving the EP of teachers can be achieved by organizational management through OJ practices in the work environment as well as organizational management efforts in improving the OCB of employees, considering that employees play an essential role in improving organizational performance.

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“…The research conducted by Lim et al (2019) states that the management of internal marketing and cultural congruence is the responsibility of senior managers or administrators. Imani et al (2020) has stated that ES has a great impact on the performance of a business and the ability to gain a competitive advantage. It has been proved by the theory of job satisfaction that the characteristics and the levels of job satisfaction result in enhancing the cultural congruence in an organization and leads to the favorable outcomes of the job.…”

Section: The Moderating Role Of Cultural Congruence In the Relationsh...mentioning

confidence: 99%

Enhancing Textile Industry’s Employee Satisfaction through Market Sensing Capability and Internal Marketing Practice

Wahyudi

Iqbal

Sunarti

2021

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Recognize the importance of employee satisfaction in any organization, this study is piloted to forestall the effect of Internal Marketing Practice and Market Sensing capability on employees’ satisfaction in the context of the Indonesian textile industry as one of the fast-growing industry criteria in Asian markets. The drive behind this study is to examine the relationship between Internal marketing practice, Market Sensing Capability, and Employee Satisfaction. Furthermore, this study plans to see that how Cultural congruence moderates the relationship between Employee Satisfaction through Internal Marketing Practice along with Market Sensing Capability by advancing a research model. According to this study’s requirement, the quantitative methodology is chosen, with purposive method of 323 employees was selected and analyzed. By using a web-based survey approach was selected for data, entailing of structured questionnaire. A structural equation model was operated for results on AMOS that supported the hypothetical relationship between all hypotheses. This study will guide the managers of textile firms to recognize that how important is employee satisfaction and how they can improve their practices to strengthen employee satisfaction. This study also contributes in cultural Congruence and market sensing capability literature. It is not free from limitations specifically in terms of sample size and variables that can be addressed in the future.

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Improving employees’ performance through internal marketing and organizational learning: Mediating role of organizational innovation in an emerging market

Cited by 19 publications

References 97 publications

How to Measure the Happy-Productive Worker Thesis

How to Measure the Happy-Productive Worker Thesis

The Effects of Organizational Justice on Employee Performance Using Dimension of Organizational Citizenship Behavior as Mediation

Enhancing Textile Industry’s Employee Satisfaction through Market Sensing Capability and Internal Marketing Practice

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