دانلود رایگان مقاله انگلیسی عملکرد شرکت در به چالش کشیدن جو کسب و کار: تعامل کاری مدیریتی - اشپرینگر 2017

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رایگان

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عنوان فارسی

عملکرد شرکت در به چالش کشیدن جو کسب و کار: آیا تعامل کاری مدیریتی تغییر می کند؟

عنوان انگلیسی

Firm performance in challenging business climates: does managerial work engagement make a difference?

صفحات مقاله فارسی

0

صفحات مقاله انگلیسی

25

سال انتشار

2017

نشریه

اشپرینگر - Springer

فرمت مقاله انگلیسی

PDF

نوع مقاله

ISI

نوع نگارش

مقالات پژوهشی (تحقیقاتی)

رفرنس

دارد

پایگاه

اسکوپوس

کد محصول

E9018

رشته های مرتبط با این مقاله

مدیریت

گرایش های مرتبط با این مقاله

مدیریت عملکرد، مدیریت کسب و کار

مجله

کسب و کار و مدیریت آسیایی - Asian Business and Management

دانشگاه

Vienna - Austria

کلمات کلیدی

بهره وری، عملکرد شرکت، مشارکت در کار، فساد، مدیر، بنگلادش

doi یا شناسه دیجیتال

https://doi.org/10.1057/s41291-017-0016-4

برای سفارش ترجمه این مقاله با کیفیت عالی و در کوتاه ترین زمان ممکن توسط مترجمین مجرب سایت ایران عرضه؛ روی دکمه سبز رنگ کلیک نمایید.

چکیده

Abstract

Do more highly work-engaged managers contribute to firm performance? Leaning on the resource-based view, we propose managerial work engagement as a resource relevant to firm performance. Data from a representative survey of managers in Bangladesh support this and illuminate the role of the wider context in predicting work engagement. In less-corrupt environments with a more humane leadership culture, work engagement is more prevalent. In addition, individual work engagement is driven by firm-level factors and contributes independently to firm performance. This illustrates the mutual dependency between an individual manager’s work engagement and microeconomic determinants of firm performance.

نتیجه گیری

Conclusions

Our work provides an empirical investigation of how the work engagement of a manager affects their firm performance. The results indicate that managerial work engagement explains a small yet statistically significant part of differences in performance between firms. From a managerial perspective, this indicates that work engagement can be understood as an important human capital resource, relevant to both the individual and the organization. This has practical implications at the firm level, since the findings imply that a firm is well advised to invest in resources which have been found to be drivers of managerial work engagement. We then link this finding to both regional and firm-specific contexts.

We show how regional factors, especially corruption and cultural leadership values, and firm-specific factors such as industry affiliation matter for individual work engagement, and thereby indirectly affect firm performance. Hence, we propose a channel though which regional contextual characteristics and firmspecific aspects affect firm performance through individual managers, who have to navigate within those specific contexts. We find widespread corruption to have a negative, and humane leadership as well as software sector to have a positive, effect on firm performance through work engagement. This is a substantial contribution to the literature on work engagement, its relevance to firm performance and its dependence on contextual characteristics.

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