Search Results for organizational-performance-

Abstract

The research aimed to determine the extent to which tourism training strategies, with their dimensions (analyzing tourism training needs, setting training objectives, implementing training, evaluating training), contribute to improving organizational performance with its dimensions (operational efficiency, financial performance, customer satisfaction) through sustainable development with its dimensions (economic dimension, social dimension, environmental dimension) The research problem was embodied in identifying the challenges facing the companies under study in designing their training programs while integrating the dimensions of sustainable development to achieve outstanding organizational performance. A questionnaire was distributed to (60) employees and (5) were excluded for scientific and methodological reasons in a General Authority for Tourismin Baghdad Governorate. The descriptive and analytical approach was used to present and analyze the data. The (SPSS v21) program was used to analyze the data using statistical methods and the use of the correlation coefficient (Pearson), the simple regression analysis method, Multiple linear regression، and the F, t test. One of the most important conclusions reached by the research is that there is a strong correlation between tourism training strategy and organizational performance in the tourism companies studied, and that sustainable development plays an important mediating role in the relationship between tourism training strategy and organizational performance. This means that the effectiveness of training increases when it is integrated with sustainability practices to achieve outstanding organizational performance. The most important recommendations that the research provides are: adopting an integrated strategic framework for tourism training and moving Iraqi tourism companies from the traditional method of implementing courses to a strategic training management model based on linking needs analysis, long-term company plans, and organizational performance indicators, to ensure the sustainability of the training impact.

Abstract

This study aimed to analyze the impact of strategic drift on improving organizational performance through an analytical study of the opinions of a sample of employees at the Technical Institute / Kufa , within the context of seeking to bridge the knowledge gap related to explaining the nature of the relationship between these two variables in educational institutions. The study was based on the hypothesis that strategic drift, through its dimensions represented by satisfaction with leadership, marketing myopia, logical incrementalism, and organizational commitment, is one of the factors that directly influence the level of organizational performance, which was measured through its dimensions of accounting returns, growth, stock market performance, and operational performance. The study adopted the descriptive – analytical approach, and the questionnaire was used as the main tool for data collection, in addition to observation and personal interviews to enhance the accuracy of the results. The study population consisted of (355) employees, while the study sample included (185) questionnaires valid for statistical analysis. The data were analyzed using the (SPSS) program, relying on a set of descriptive and inferential statistical methods, particularly correlation and impact tests, after ensuring that the data met the conditions of normal distribution. The results of the statistical analysis showed the existence of a statistically significant and positive correlation and impact relationship between strategic drift and organizational performance. This confirms that the conscious management of manifestations of strategic drift can contribute to the early detection and treatment of organizational imbalances, improve the efficiency of resource utilization, and enhance the institution’s ability to adapt to environmental changes. The results also indicated that integration among the dimensions of strategic drift leads to achieving better levels of organizational performance, especially in operational aspects and institutional growth. The study concluded that strategic drift is not necessarily an entirely negative phenomenon; rather, it can be employed as an effective managerial tool if properly diagnosed and managed, thereby contributing to improving organizational performance and achieving institutional sustainability. In light of the results, the study recommended enhancing strategic awareness among administrative leaders and adopting flexible mechanisms to monitor and address strategic drift in a manner consistent with the requirements of modern work environments in educational institutions.

Abstract

The research problem stems from the increasing challenges facing the telecommunications sector amidst a highly competitive and rapidly evolving technological environment. Organizations in this sector are striving to adopt Enterprise Resource Planning (ERP) systems to enhance their performance; however, there remains a knowledge gap regarding the actual and tangible impact of these systems on organizational performance indicators within the local context. Therefore, this research aims to investigate the impact of implementing ERP system dimensions (Information Integration, Information Quality, and Process Efficiency) on enhancing organizational performance efficiency dimensions (Operational Efficiency, Performance Quality, and Speed of Completion) within telecommunications companies operating in the Middle Euphrates provinces (Babylon, Karbala, and Al-Najaf Al-Ashraf). The research adopted the descriptive-analytical approach. The results revealed a statistically significant positive correlation between the implementation of ERP systems and organizational performance efficiency. Regression analysis indicated that ERP implementation explains 52% of the variance in organizational performance efficiency. Detailed findings showed that the "Process Efficiency" dimension was the most influential on "Operational Efficiency" and "Speed of Completion," while the "Information Quality" dimension was the strongest predictor of "Performance Quality." Based on these results, the research recommends that companies invest in improving data quality, re-engineering processes to align with system requirements, providing continuous training programs for employees, and ensuring top management support. The research also suggests conducting future studies that incorporate mediating variables, such as organizational culture, and expanding the scope to include other economic sectors using diverse research methodologies to deepen the understanding of this relationship.

Abstract

The study aims to analyze the role of strategic clarity, represented by its dimensions (clarity of goals, clarity of activities and procedures, and clarity of organizational structure), in achieving job well-being through its dimensions (relationships, self-acceptance, autonomy, and purpose of work) among employees at Jabir Ibn Hayyan University for Medical and Pharmaceutical Sciences. The importance of the study lies in addressing a contemporary topic in management thought related to enhancing the balance between organizational performance and employee well-being. The study adopts a descriptive-analytical approach by designing a questionnaire distributed to a sample of employees from the College of Pharmacy. The sample consisted of (60) employees out of a total population of (112). The data were analyzed using appropriate statistical methods to test the study hypotheses and to measure the correlation and impact relationships among the variables. The results revealed a significant correlation and effect between strategic clarity and job well-being, indicating that increased clarity of goals and procedures contributes to enhancing employees’ psychological satisfaction and job engagement. The findings also showed that clarity of goals is the most influential dimension among those examined.

Abstract

The study addresses the nature of the intertwined and integrated relationship between the organizational health of business organizations in the Iraqi tourism sector and strategic immunity, according to what these variables witness from the emergence of artificial intelligence with its capabilities and driving powers in supporting the organizational environment to predict potential risks and challenges during future periods, as well as increasing the level of transparency in the business environment and improving the integration of artificial intelligence in the organizational circle, starting from planning and passing through describing the nature of internal processes, reaching the achievement of targeted institutional goals. Thus, the three variables: artificial intelligence, strategic immunity, and organizational health are no longer just individual concepts, but have become institutionalized strategic tools prepared for the future.

One of the most important determinants of the current study lies in addressing an underexplored research area. To the best of our knowledge, there is a notable scarcity of prior studies that integrate strategic immunity, organizational health, artificial intelligence, and organizational culture within a unified framework. Existing Arab and international studies tend to examine these dimensions separately, rather than as interconnected drivers of digital organizational resilience.

Abstract

The contemporary business environment reflects a clear integration between administrative and cognitive sciences, where tools are increasingly intertwined to perform various economic activities. Marketing is considered one of the fundamental managerial functions responsible for transferring goods and services from producers to consumers through a variety of tools and techniques. This research focuses on modern marketing tools, including technological and informational techniques such as Barcode and Quick Response (QR) codes, as well as behavioral techniques such as Self-Marketing and Body Language. These tools contribute significantly to supporting and developing accounting and auditing processes by simplifying and accelerating accounting operations, reducing financial manipulation and fraud, automating accounting and auditing activities in line with global developments, detecting intentional and unintentional errors, and protecting consumer rights. Furthermore, these tools enhance organizational competitive advantage and help maintain market share in dynamic business environments. The study concludes that the integration of modern marketing tools with accounting systems improves the quality, accuracy, and reliability of financial reports, thereby supporting top management in making rational strategic decisions based on accurate and up-to-date information. In addition, the use of digital technologies contributes to reducing operational costs, improving economic efficiency, and enhancing overall organizational performance.

Abstract

This study aimed to examine the role of organizational identity in enhancing strategic cohesion at Al-Furat General Company for Chemical Industries by assessing the level of organizational identity and its dimensions, as well as investigating the nature of the relationship and impact between organizational identity and strategic cohesion. The study adopted a descriptive-analytical approach and employed a structured questionnaire as the primary data collection instrument. Data were collected from a sample of 239 employees and analyzed using SPSS Version 26. The statistical techniques included descriptive statistics, Pearson's correlation coefficient, and simple linear regression analysis. The findings revealed a high level of organizational identity, with a mean score of 3.94, while the level of strategic cohesion was found to be satisfactory, with a mean score of 3.76. The results further indicated a positive and statistically significant correlation between organizational identity and strategic cohesion (r = 0.671, p < 0.01). Moreover, organizational identity exerted a positive and significant effect on strategic cohesion, explaining 45.1% of the variance in the dependent variable. Among the dimensions of organizational identity, continuity demonstrated the strongest effect, followed by distinctiveness and centrality. The study concluded that strengthening organizational identity constitutes an effective strategic approach to enhancing strategic cohesion and achieving greater alignment between organizational vision, strategic objectives, and managerial practices. Accordingly, the study recommends reinforcing organizational identity values, sustaining organizational continuity, improving internal communication systems, and promoting employees' participation in the implementation of strategic initiatives to enhance organizational performance.

Abstract

This study aimed to demonstrate the impact of entrepreneurial strategic leadership on achieving institutional excellence through a field study at Al-Husayniya General Hospital. The study stemmed from the problem of some institutions' weak adoption of modern leadership styles that combine strategic vision, innovation, and initiative, which may negatively affect their institutional performance and ability to achieve sustainable excellence. The study employed a descriptive-analytical approach, and a questionnaire was designed as the primary data collection tool. (132) questionnaires were distributed to a sample of hospital administrators, department heads, and unit managers, and (102) questionnaires were returned, representing a response rate of (77%). Of these, (89) questionnaires were deemed valid for statistical analysis. The study concluded that there is a statistically significant correlation between entrepreneurial strategic leadership and institutional excellence. Furthermore, the results showed a significant positive impact of entrepreneurial strategic leadership, in its various dimensions, on achieving institutional excellence. The results confirmed that the adoption of a clear strategic vision by administrative leaders, the promotion of a culture of innovation, and the encouragement of initiative and calculated risk-taking effectively contribute to improving institutional performance, raising the quality of services, and enhancing the institution's competitiveness. The study recommended the necessity of strengthening entrepreneurial strategic leadership practices within healthcare institutions by developing the skills of administrative leaders, disseminating a culture of innovation, and adopting organizational policies that support institutional excellence, thereby contributing to achieving sustainability and organizational superiority.

Abstract

This study aims to examine the impact of applying Social Responsibility Accounting (SRA) on rationalizing government expenditure in the Directorate of Persons with Disabilities and Special Needs in Babylon Governorate. It seeks to measure management awareness of the SRA concept, analyze the actual level of its application across its main dimensions (economic, social, and environmental), and clarify the extent to which such awareness contributes to the optimal use of financial resources. The study adopts a descriptive-analytical approach using the case study method. Data were collected through a questionnaire distributed to 60 respondents, of which 47 were returned, and 42 valid questionnaires were analyzed using SPSS software. The results indicate a high level of SRA implementation across all three dimensions. The findings of the main hypothesis test reveal a statistically significant effect of management awareness of SRA on government spending rationalization, with a coefficient of determination (R² = 0.765). Multiple regression analysis shows that the economic dimension has the strongest impact on rationalizing expenditure, followed by the environmental dimension, while the social dimension has a relatively weaker effect. The study recommends enhancing managerial awareness of SRA, adopting a clear accounting framework for performance measurement, and ensuring balanced support of economic, social, and environmental dimensions. Integrating SRA into institutional performance evaluation criteria would improve organizational performance, strengthen public trust, and support sustainable development.

Abstract

Strategic human resource planning enables organizations to secure the required human resources in terms of quantity, quality, and timing to achieve their strategic objectives. Achieving high levels of quality, excellence, and organizational performance has become an essential and urgent requirement that organizations can no longer afford to overlook. Accordingly, this study seeks to examine the role of strategic human resource planning in developing the leadership pathway at Rafidain Bank. The study aims to assess the level of institutional performance excellence from the perspective of employees at Rafidain Bank in Baghdad and to clarify the relationship between the study variables, namely strategic human resource planning and leadership pathway development.

Abstract

This study aimed to analyze the impact of corporate governance on enhancing ethical behavior within business organizations. Corporate governance can be described as an organizational framework that contributes to regulating organizational performance and ensuring compliance with ethical and professional standards. The study adopted a theoretical and analytical approach by reviewing relevant literature and recent studies published between 2018 and 2025, including studies in internationally classified journals and fields, that examined the relationship between governance principles—namely transparency, accountability, independence, and social responsibility—and the ethical behavior of employees and senior management. The findings of the analysis revealed that the implementation of corporate governance effectively contributes to fostering a culture of integrity and responsibility within organizations, reducing corruption and the abuse of power, and strengthening trust between organizations and their stakeholders. The study concludes that adopting corporate governance principles is not merely a managerial choice for business organizations, but rather a strategic necessity for achieving sustainability and maintaining a positive corporate reputation.

Abstract

Theoretical Framework:

This study addressed the phenomenon of quiet quitting as a behavior manifested in employees performing only the minimum required work without showing additional commitment or initiative. This phenomenon is linked to causes such as burnout, lack of appreciation, and the absence of career advancement opportunities, making it a direct threat to employee engagement and organizational performance stability. The study aimed to explore the relationship between the dimensions of digital leadership and the dimensions of quiet quitting among the employees of Al-Maram Advertising Company.

Objective:

The study aimed to test the hypotheses regarding the relationship and impact between the dimensions of digital leadership — namely (digital leaders' competence, digital leaders' capability, organizational structure, and organizational strategy) — and the dimensions of quiet quitting — represented by (work overload, unfair compensation, poor work environment, and lack of career advancement opportunities). It also sought to analyze how digital leadership contributes to reducing levels of quiet quitting.

Methodology:

The study employed a quantitative analysis based on questionnaires distributed to employees of Al-Maram Advertising Company, with data collected from 48 employees in addition to interviews with senior and middle management. A structural model was designed to illustrate the direct effects of each digital leadership dimension on quiet quitting.

Findings:

The study revealed a statistically significant inverse relationship between all dimensions of digital leadership (competence, capability, structure, and strategy) and manifestations of quiet quitting among Al-Maram employees. Collectively, digital leadership accounted for 92% of the variance in quiet quitting (R² = 0.922), with digital leaders' competence having the strongest effect (β = -0.755). While the contributions of the other dimensions were smaller, they remained statistically significant. The results confirm that enhancing digital leadership practices effectively reduces the likelihood of employees’ psychological withdrawal.

Recommendations:

The study recommended that Al-Maram Advertising Company focus on improving digital leaders’ competence through specialized training programs in digital leadership, and activates clear strategies for leveraging technology in communication and motivation. It also advised restructuring the work environment to align with digital transformation requirements. Moreover, the study recommended developing clear promotion and recognition policies to ensure employee motivation and reduce the likelihood of quiet quitting, thereby enhancing employee engagement and sustaining the company’s high performance.

Abstract

This research aims to analyze the role of sustainable local leadership in enhancing prosperity indicators according to the Legatum Prosperity Index, through an analytical study at the Karbala Provincial Council. The research is based on the hypothesis that adopting sustainable leadership practices contributes to improving the work environment, enhancing social capital, and supporting the sustainability of organizational development within local government institutions. The study employed a descriptive-analytical approach. Data were collected through a questionnaire distributed to a random sample of 130 employees at the Karbala Provincial Council, using a five-point Likert scale. The data were statistically analyzed using SPSS version 22 and SmartPLS software to test the research hypotheses and measure the relationships between its variables. The sustainable local leadership variable was measured across five dimensions: diversity, organizational justice, employee development, advancement and orientation, and work-life balance. Prosperity was measured based on the dimensions of the Legatum Prosperity Index. The results showed a strong and statistically significant positive effect of sustainable local leadership on enhancing prosperity indicators, with an effect size of β = 0.825 and high explanatory power for the model. This underscores that sustainable leadership practices are crucial for improving organizational performance and fostering the prosperity of organizations and communities. The findings also indicated that the employee development dimension had the greatest impact compared to the other dimensions. The research recommends that local leaders adopt sustainable leadership practices based on organizational justice, human resource development, and a supportive work environment. This will contribute to achieving sustainable development and improving the quality of public services within the framework of the Legatum Prosperity Index.

Abstract

This research aims to analyze the role of empowerment strategies in achieving creative performance among employees of the General Company for Communications and Information Technology (GCIT), a vital government organization operating in a dynamic technological environment that requires continuous renewal and innovation. The research used the descriptive-analytical approach, and data were collected through a questionnaire distributed to a random sample of 140 employees, from which 137 valid questionnaires were retrieved for statistical analysis. The research focused on studying the impact of four dimensions of empowerment strategies: power, knowledge, information, and rewards, as independent variables, while creative performance represented the dependent variable. SPSS V.26 was used to test the hypotheses and study the impact of variables. The research results showed a significant positive effect for most empowerment dimensions in enhancing employees' creative performance, with the dimensions "power" and "knowledge" having the greatest impact. In contrast, the effect of "rewards" was low. The results confirmed that empowering employees cognitively and practically and providing a supportive organizational environment positively impact their ability to think creatively and devise new solutions. The study recommends adopting comprehensive empowerment policies within the company, creating a work environment that encourages creativity, and reconsidering incentive systems and information flow to enhance organizational performance and keep pace with the requirements of digital transformation.