Browsing by Author "Ouedraogo, Noufou"
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- ItemA consumer perspective of service quality in the airline industry(2011) Hossain, Muhammad Muazzem; Ouedraogo, Noufou; Rezania, DavarThe airline Service quality has received much attention from both academicians and practitioners. Various studies have used SERVQUAL, AIRQUAL, the Kano Model, etc. for measuring the customer service quality in the airline industry. However, a review of the airline service quality literature shows a lack of research about the use of latent semantic analysis (LSA) in uncovering the underlying factors affecting the quality of service provided by the airline companies. The purpose of this study is to explore the generic service quality characteristics pertaining to the airline industry by mining the comments provided by the passengers of various airline companies across the globe. Passengers are under no pressure to express their concerns, opinions, or suggestions for improvement of service quality. Therefore, we posit that the customers’ comments are reflections of their perception of quality of service that they have already experienced. This study will help the stakeholders better understand the characteristics of service quality in the airline industry. The findings will provide managers in the airline industry with insights for managing and improving the quality of service rendered to their customers. We collected 1,069 customer comments on eleven airline companies and conducted an LSA on them to identify five factors affecting the service quality in the industry. The findings suggest that caring and friendly crews, luggage handling, in-flight meals, in-flight entertainment, and service expectation are the five critical factors of the airline service quality in the eyes of the customers.
- ItemAntecedents and outcome of employee change fatigue and change cynicism(2021) Ouedraogo, Noufou; Ouakouak, Mohammed LaidOrganisations implement changes either to address real business imperatives or to follow trends in their industries. But frequent changes in an organisation often lead to employee change fatigue and change cynicism. The purpose of this study is to investigate the impact of the change logic of appropriateness and the logic of consequences on change fatigue and change cynicism and the impact of change fatigue and change cynicism on change success.
- ItemEffectiveness of human resource management practices in developing countries(2021) Thomson, Stanley Bruce; Ouedraogo, Noufou; Horbay, Matthew; Khan, Mohammad Ashiqur RahmanDunning (2006) asserted that international business research focused heavily on the physical assets of organizations and nations, thus neglecting the human environment of organizations and nations. Research has shown “the most important driver for economic advancement is knowledge” and is drawn from the human environment (Zhu et al., 2011, p. 312). The human environment is defined as the “human assets (i.e. creativity leading to innovation; experience, skills and knowledge of employees) and the skills and abilities those assets possess within a given location” (Zhu et al., 2011, p. 312).Thus, how an organization, including government, manages its human resources (HR), drawn from the human environment in which it operates, will significantly impact success or failure (Barney, 2001; Kong & Thomson, 2009).We contend that although there has been a great deal of research on human resource management (HRM) as a competitive advantage for firms, there has been little work done on the analysis of HRM practices in government and its influence on a nation’s competitive advantage. In a qualitative study of a developing nation in the Caribbean we interviewed 12 senior level employees. Our analysis revealed that little attention was paid to HRM, which resulted in the ineffectiveness of the application of government policies. The data revealed that issues started with the recruitment and selection processes. This paper focuses on the recruitment and selection processes utilized by government agencies that cause institutional voids which lead to the failure to utilize public service employees as a source of competitive advantage.
- ItemEffects of employee creative problem-solving on innovation outcomes and non-financial performance: the moderating role of culture and communication(2020) Ouedraogo, Noufou; Ouakouak, Mohammed Laid; Salem, TarekThe purpose of this paper is to investigate the effects of employees’ creative problem-solving on organisations’ innovation outcomes, as well as the effects of innovation outcomes on organisations non-financial performance. Based on a sample of 320 participants from diverse organisations, using structural equation modelling techniques, we find that creative problem-solving does not have any effect on innovation outcomes, except with the moderating influence of an innovative culture or communication. We also find that innovation outcomes have a positive relationship with non-financial performance. We make theoretical contributions into the antecedents of innovation outcomes, while offering several practical insights for leading creative employees and managing innovation.
- ItemFostering knowledge sharing and knowledge utilization: the impact of organizational commitment and trust(2018) Ouakouak, Mohammed Laid; Ouedraogo, NoufouThe purpose of this paper is to explore the influence of organizational commitment and trust on knowledge sharing and on knowledge utilization. Also, the study aims to examine the influence of knowledge sharing on knowledge utilization.
- ItemImpacts of personal trust, communication, and affective commitment on change success(2018) Ouedraogo, Noufou; Ouakouak, Mohammed LaidPurpose Successful change implementation is crucial for organizational prosperity, and even survival. The purpose of this paper is to examine the impacts of personal trust and communication on change success, through affective commitment.Design/methodology/approach Based on an empirical study conducted among 307 employees of Canadian organizations and using structural equation modeling techniques.Findings The authors find that communication has a direct impact on change success, as well as an indirect impact through affective commitment. Trust only exerts an indirect effect through affective commitment.Originality/value This research thus extends the literature on the role of “soft” organizational factors on organizational change. Since the authors have limited this study to “soft” variables, it can be complemented with a study of hard factors contributing to change success, in order to build a comprehensive organizational change success model.
- ItemKnowledge sharing as a give-and-take practice: the role of the knowledge receiver in the knowledge-sharing process(2021) Ouakouak, Mohammed Laid; AlBuloushi, Nour; Ouedraogo, Noufou; Sawalha, NabeelThe purpose of this study is to investigate whether openness to receive and openness to share knowledge drive employees to share knowledge with colleagues in the workplace. The authors also investigate what, if any, influence knowledge sharing has on performance at both individual and work unit levels.
- ItemLeadership credibility and change success: mediating role of commitment to change(2021) Ouedraogo, Noufou; Zaitouni, Michel; Ouakouak, Mohammed LaidThe purpose of this study is to investigate the effects of leadership credibility on employees' behaviours and attitudes towards organisational change through the lens of employee commitment to change.
- ItemStudent acceptance of knowledge management systems: evidence from a Canadian business school(2013) Rezania, Davar; Hossain, Muhammad Muazzem; Ouedraogo, NoufouThis study investigates the factors affecting the perceived usefulness of and the intention to use knowledge management (KM) systems by students. The research model posits that the intention to use KM systems in higher education depends on perceived usefulness, perceived user-friendliness, organizational rewards, and community of practice. A survey method was used to collect the data for the study. We used a convenience sample consisting of undergraduate students enrolled in various business courses in a Canadian University. The data obtained from a sample of 120 students were initially factor analyzed to identify the relevant factors. Separate factor analysis was conducted for each of three types of measures – the independent measures, the intermediate measures, and the dependent measure. In order to test the proposed hypotheses, we employed the method of multiple regression analysis. The findings suggest that organizational rewards and KM system characteristics positively impact perceived usefulness, and that user-friendliness, usefulness, organizational rewards, and community of practice are significant predictors of intention to use KM system. This analysis reveals that business schools need to focus on usefulness and practical relevance of knowledge captured in knowledge management systems. This is in line with the current debate in management education regarding the appropriateness of methods employed to teach business knowledge. Organizational rewards being a significant predictor of intention to use KM systems corroborate the expectancy theory. Therefore, it is important for business schools to communicate on the usefulness of their KM systems but also to encourage its usage through different incentives.