The Impact of Perceived Organizational Support, Organizational Cultural Fit, Strategic Technology Management, and Teamwork towards Operational Employees’ Organizational Effectiveness in Life Insurance Companies, Bangkok Metropolitan Areas
Article Sidebar
Main Article Content
Abstract
The objectives of this study were to study the impact of perceived organizational support towards operational employees’ organizational effectiveness in Life Insurance Companies, Bangkok Metropolitan Areas, to study the impact of organizational culture fit towards operational employees’ organizational effectiveness in Life Insurance Companies, Bangkok Metropolitan Areas, to study the impact of strategic technology management towards operational employees’ organizational effectiveness in Life Insurance Companies, Bangkok Metropolitan Areas, and to study the impact of teamwork towards operational employees’ organizational effectiveness in Life Insurance Companies. Bangkok Metropolitan Areas. Data were collected from 400 operational employees using closed-ended questionnaires. The content validity was verified by experts and the reliability test of the questionnaire had the confidence value was 0.891. The descriptive statistics were analyzed by percentages and the inferential statistics were analyzed by multiple regression analysis at the statistical significance level of .05. The results found that the impact of perceived organizational support, organizational cultural fit, strategic technology management, and teamwork affected operational employees’ organizational effectiveness in Life Insurance Companies, Bangkok Metropolitan Areas at 89.00, 44.00, 66.40, and 48.10 percent by variable, respectively.
Article Details
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
The manuscript submitted for publication must be the original version, submitted only to this particular journal with no prior acceptance for publication elsewhere in other academic journals. The manuscript must also not violate the copyright issue by means of plagiarism.
References
Allen, M. S., & McCarthy, P. J. (2016). Be happy in your work: The role of positive psychology in working with change and performance. Journal of Change Management, 16(1), 55-74.
Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29, 99-118.
Al-Rawi, K. (2008). Cohesiveness within teamwork: The relationship to performance effectiveness–Case study. Education, Business and Society: Contemporary Middle Eastern Issues, 1(2), 92-106.
AlTaweel, I. R., & Al-Hawary, S. I. (2021). The mediating role of innovation capability on the relationship between strategic agility and organizational performance. Sustainability, 13(14), 1-14.
Baird, K. (2017). The effectiveness of strategic performance measurement systems. International Journal of Productivity and Performance Management, 66(1), 3-21.
Barrick, M. R., & Parks-Leduc, L. (2019). Selection for fit. Annual Review of Organizational Psychology and Organizational Behavior, 6(1), 171–193.
Coverdill, J. E., & Finlay, W. (1998). Fit and skill in employee selection: Insights from a study of headhunters. Qualitative Sociology, 21(2), 105–127.
Cummings, T. G., & Worley, C. G. (2001). Organization development and change (7th ed.). Cincinnati, Ohio: South-Western College.
Dai, K., & Qin, X. (2016). Perceived organizational support and employee engagement: Based on the research of organizational identification and organizational justice. Open Journal of Social Sciences, 4(12), 46-57.
Delizonna, L. (2017). High-performing teams need psychological safety. Here’s how to create it. Harvard Business Review, 8, 1-5.
Dibrell C., Craig J. B., & Neubaum D. O. (2014). Linking the formal strategic planning process, planning flexibility, and innovativeness to firm performance. Journal of Business Research, 67(9), 2000–2007.
Eaton, D., & Kilby, G. (2015). Does your organizational culture support your business strategy? Journal for Quality and Participation, 37(4), 4-7.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507.
Ferreira, J., Coelho, A., & Moutinho, L. (2020). Dynamic capabilities, creativity and innovation capability and their impact on competitive advantage and firm performance: The moderating role of entrepreneurial orientation. Technovation, 92–93(4), 102061.
Giedraitis, A., & Stašys, R. (2019). Improvement of teamwork compatibility: The example of an industrial enterprise. Forum Scientiae Oeconomia, 7(4), 53–66.
Hakanen, M., & Soudunsaari, A. (2012). Building trust in high-performing teams. Technology Innovation Management Review, 2(6), 38-41.
Halpin, B. W., & Smith, V. (2019). Recruitment: An undertheorized mechanism for workplace control. Theory and Society, 48, 709–732.
Hoegl, M., & Gemuenden, H. G. (2001). Teamwork quality and the success of innovative projects: A theoretical concept and empirical evidence. Organization Science, 12(4), 435-449.
Hoffman, B. J., & Woehr, D. J. (2006). A quantitative review of the relationship between person–organization fit and behavioral outcomes. Journal of Vocational Behavior, 68(3), 389–399.
Hunjra, A. I., Butt, B. Z., & Rehman, K. U. (2019). Financial management practices and their impact on organizational performance. World Applied Sciences Journal, 9(9), 997-1002.
Ivanov, C-I., & Avasilcăi, S. (2014). Performance measurement models: An analysis for measuring innovation processes performance. Procedia - Social and Behavioral Sciences, 124, 397–404.
Jansen, K. J., & Kristof-Brown, A. (2006). Toward a multidimensional theory of person- environment fit. Journal of Managerial Issues, 18(2), 193-212.
Kaplan, R. S., & Norton, D. P. (1996). Using the balanced scorecard as a strategic management system. Harvard Business Review, 74(1), 75-85.
Kozlowski, S. W. J., & Bell, B. S. (2012). Work groups and teams in organizations. In N. Schmitt & S. Highhouse (Eds.), Comprehensive Handbook of Psychology: Industrial and Organizational Psychology (pp. 412-469). New York: Wiley.
Kristof-Brown, A. L., & Billsberry, J. (2013). Organizational fit: Key issues and new directions. Malden, MA: Wiley.
Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of Management, 43, 1854–1884.
Lee, J. Y. (2018). The effects of job characteristics on the team creativity of distribution companies: Moderating effects of transformational leadership. Journal of Asian Finance, Economics and Business, 5(4), 161-172.
Ling, W. Q., Yang, H. J., & Fang, L. L. (2006). Perceived organizational support of the employees. Journal of Psychology, 38(2), 281-287.
Loi, R., Ao, O. K., & Xu, A. J. (2014). Perceived organizational support and coworker support as antecedents of foreign workers’ voice and psychological stress. International Journal of Hospitality Management, 36, 23-30.
Luthans, F., Luthans, K. W., & Luthans, B. C. (2004). Positive psychological capital: Beyond human and social capital. Business Horizons, 47(1), 45-50.
Markić, D. (2014). A review on the use of performance indicators in the public sector. TEM Journal, 3(1), 22–28.
Mohammed, H. O., Sadq, Z. M., Abdullah, N. N., & Arab, H. R. (2022). Role of strategic flexibility in enhancing innovation performance from a futuristic perspective. Qalaai Zanist Scientific Journal, 7(1), 1064–1081.
Nadeak, M., Widodo, A., Asbari, M., Novitasari, D., & Purwanto, A. (2021). Understanding the links between coaching, OCB, and individual performance among MSME employees. International Journal of Social and Management Studies, 2(4), 65-80.
Ortega-Parra, A., & Sastre-Castillo, M. (2013). Impact of perceived culture on organizational commitment. Management Decision, 15, 107- 1083.
Parmenter, D. (2015). Key performance indicators: Developing, implementing, and using winning KPIs. UK: John Wiley & Sons.
Rathnam, R. G., Johnsen, J., & Wen, H. J. (2005). Alignment of business strategy and IT strategy: A case study of a fortune 50 financial services company. Journal of Computer Information Systems, 45(2), 1-8.
SKozlowski, S. W. J., & Ilgen, D. R. (2006). Enhancing the effectiveness of work groups and teams. Psychological Science in the Public Interest, 7, 77-124.
Sluss, D. M., Klimcak, M., & Holmes, J. J. (2008). Perceived organizational support as a mediator between rational exchange and organizational identification. Journal of Vocational Behavior, 73(3), 457-464.
Stamper, C. L., & Johlke, M. C. (2003). The impact of perceived organizational support on the relationship between boundary spanner role stress and work outcomes. Journal of Management, 29(4), 569-588.
Tallon, P. P. (2007). A process-oriented perspective on the alignment of information technology and business strategy. Journal of Management Information Systems, 24(3), 227-268.
The Thai Life Assurance Association. (2023). Rāingān pračham pī sō̜ngphanhārō̜ihoksiphok [Annual report 2023]. Retrieved July 30, 2023, from https://www.tlaa.org/
Wang, Y., Cao, Y., Xi, N., & Chen, H. (2021). High-performance work system, strategic flexibility, and organizational performance—the moderating role of social networks. Frontiers in Psychology, 12, 1-10.
Yamane, T. (1967). Statistics: An introductory analysis (2nd ed.). New York: Harper and Row.
Zhang, Y., Khan, U., Lee, S., & Salik, M. (2019). The influence of management innovation and technological innovation on organization performance. A mediating role of sustainability. Sustainability, 11(2), 1-21.