Spatial Dependence of Local Development in Mongolia
Abstract Workforce downsizing has become a popular human resource practice in organizations over the last few years. During the economic or financial crisis, most companies take an appropriate measure to implement downsizing strategies in order to optimize cost efficiencies as well as to achieve operational effectiveness. However, more surprisingly, its long term impact on a number of organizational outcomes remains ambiguous. Research on the impact of downsizing is still questionable. Organizations recognize that a stable and effective organization structure and culture must be in place to have a favorable working environment for innovation. To perform daily work, develop innovation and obtain efficiencies, workers’ knowledge must frequently be shared across organizational boundaries. Organizational downsizing is a popular approach amongst managers these days. This paper therefore, aims to review various pitfalls introduced into the organization as a result of the downsizing exercise. This paper attempts to identify both direct and indirect consequences of downsizing to the organization’s ability with the purpose of innovation in the long run.
The ESG Imperative: Transforming Profit Logic in Business and Policy
Abstract Workforce downsizing has become a popular human resource practice in organizations over the last few years. During the economic or financial crisis, most companies take an appropriate measure to implement downsizing strategies in order to optimize cost efficiencies as well as to achieve operational effectiveness. However, more surprisingly, its long term impact on a number of organizational outcomes remains ambiguous. Research on the impact of downsizing is still questionable. Organizations recognize that a stable and effective organization structure and culture must be in place to have a favorable working environment for innovation. To perform daily work, develop innovation and obtain efficiencies, workers’ knowledge must frequently be shared across organizational boundaries. Organizational downsizing is a popular approach amongst managers these days. This paper therefore, aims to review various pitfalls introduced into the organization as a result of the downsizing exercise. This paper attempts to identify both direct and indirect consequences of downsizing to the organization’s ability with the purpose of innovation in the long run.
A Study on Mongolia’s Foreign Trade and Economic Growth: The Case of Its Two Neighbors and Third Neighbor
Abstract Workforce downsizing has become a popular human resource practice in organizations over the last few years. During the economic or financial crisis, most companies take an appropriate measure to implement downsizing strategies in order to optimize cost efficiencies as well as to achieve operational effectiveness. However, more surprisingly, its long term impact on a number of organizational outcomes remains ambiguous. Research on the impact of downsizing is still questionable. Organizations recognize that a stable and effective organization structure and culture must be in place to have a favorable working environment for innovation. To perform daily work, develop innovation and obtain efficiencies, workers’ knowledge must frequently be shared across organizational boundaries. Organizational downsizing is a popular approach amongst managers these days. This paper therefore, aims to review various pitfalls introduced into the organization as a result of the downsizing exercise. This paper attempts to identify both direct and indirect consequences of downsizing to the organization’s ability with the purpose of innovation in the long run.
Tourist Satisfaction and Revisit Intention in Altai Tavan Bogd
Abstract Workforce downsizing has become a popular human resource practice in organizations over the last few years. During the economic or financial crisis, most companies take an appropriate measure to implement downsizing strategies in order to optimize cost efficiencies as well as to achieve operational effectiveness. However, more surprisingly, its long term impact on a number of organizational outcomes remains ambiguous. Research on the impact of downsizing is still questionable. Organizations recognize that a stable and effective organization structure and culture must be in place to have a favorable working environment for innovation. To perform daily work, develop innovation and obtain efficiencies, workers’ knowledge must frequently be shared across organizational boundaries. Organizational downsizing is a popular approach amongst managers these days. This paper therefore, aims to review various pitfalls introduced into the organization as a result of the downsizing exercise. This paper attempts to identify both direct and indirect consequences of downsizing to the organization’s ability with the purpose of innovation in the long run.
When The Investor’s Mind Breaks Rationality Cognitive Biases And Investment Decisions – Evidence From Mongolia Using A PLS-SEM Approach
Abstract Workforce downsizing has become a popular human resource practice in organizations over the last few years. During the economic or financial crisis, most companies take an appropriate measure to implement downsizing strategies in order to optimize cost efficiencies as well as to achieve operational effectiveness. However, more surprisingly, its long term impact on a number of organizational outcomes remains ambiguous. Research on the impact of downsizing is still questionable. Organizations recognize that a stable and effective organization structure and culture must be in place to have a favorable working environment for innovation. To perform daily work, develop innovation and obtain efficiencies, workers’ knowledge must frequently be shared across organizational boundaries. Organizational downsizing is a popular approach amongst managers these days. This paper therefore, aims to review various pitfalls introduced into the organization as a result of the downsizing exercise. This paper attempts to identify both direct and indirect consequences of downsizing to the organization’s ability with the purpose of innovation in the long run.
Factors Influencing the Stability of Commercial Banks in Mongolia
Abstract Workforce downsizing has become a popular human resource practice in organizations over the last few years. During the economic or financial crisis, most companies take an appropriate measure to implement downsizing strategies in order to optimize cost efficiencies as well as to achieve operational effectiveness. However, more surprisingly, its long term impact on a number of organizational outcomes remains ambiguous. Research on the impact of downsizing is still questionable. Organizations recognize that a stable and effective organization structure and culture must be in place to have a favorable working environment for innovation. To perform daily work, develop innovation and obtain efficiencies, workers’ knowledge must frequently be shared across organizational boundaries. Organizational downsizing is a popular approach amongst managers these days. This paper therefore, aims to review various pitfalls introduced into the organization as a result of the downsizing exercise. This paper attempts to identify both direct and indirect consequences of downsizing to the organization’s ability with the purpose of innovation in the long run.
Potential for Predicting Risk Through Individual Behavioral Indicators in Fintech Lending Using a Two-Stage Model
Abstract Workforce downsizing has become a popular human resource practice in organizations over the last few years. During the economic or financial crisis, most companies take an appropriate measure to implement downsizing strategies in order to optimize cost efficiencies as well as to achieve operational effectiveness. However, more surprisingly, its long term impact on a number of organizational outcomes remains ambiguous. Research on the impact of downsizing is still questionable. Organizations recognize that a stable and effective organization structure and culture must be in place to have a favorable working environment for innovation. To perform daily work, develop innovation and obtain efficiencies, workers’ knowledge must frequently be shared across organizational boundaries. Organizational downsizing is a popular approach amongst managers these days. This paper therefore, aims to review various pitfalls introduced into the organization as a result of the downsizing exercise. This paper attempts to identify both direct and indirect consequences of downsizing to the organization’s ability with the purpose of innovation in the long run.
Insurance Industry Development and Progress Toward the Sustainable Development Goals: A Cross-Country Empirical Analysis
Abstract Workforce downsizing has become a popular human resource practice in organizations over the last few years. During the economic or financial crisis, most companies take an appropriate measure to implement downsizing strategies in order to optimize cost efficiencies as well as to achieve operational effectiveness. However, more surprisingly, its long term impact on a number of organizational outcomes remains ambiguous. Research on the impact of downsizing is still questionable. Organizations recognize that a stable and effective organization structure and culture must be in place to have a favorable working environment for innovation. To perform daily work, develop innovation and obtain efficiencies, workers’ knowledge must frequently be shared across organizational boundaries. Organizational downsizing is a popular approach amongst managers these days. This paper therefore, aims to review various pitfalls introduced into the organization as a result of the downsizing exercise. This paper attempts to identify both direct and indirect consequences of downsizing to the organization’s ability with the purpose of innovation in the long run.
IPO Valuation in Mongolia: Comparing Traditional Approaches and the O95 Model for Improved Prediction
Abstract Workforce downsizing has become a popular human resource practice in organizations over the last few years. During the economic or financial crisis, most companies take an appropriate measure to implement downsizing strategies in order to optimize cost efficiencies as well as to achieve operational effectiveness. However, more surprisingly, its long term impact on a number of organizational outcomes remains ambiguous. Research on the impact of downsizing is still questionable. Organizations recognize that a stable and effective organization structure and culture must be in place to have a favorable working environment for innovation. To perform daily work, develop innovation and obtain efficiencies, workers’ knowledge must frequently be shared across organizational boundaries. Organizational downsizing is a popular approach amongst managers these days. This paper therefore, aims to review various pitfalls introduced into the organization as a result of the downsizing exercise. This paper attempts to identify both direct and indirect consequences of downsizing to the organization’s ability with the purpose of innovation in the long run.
Impact of Employee Attributes and Firm Characteristics on the Job Security Perception of Employees in the RMG Industry of Bangladesh
Employees’ job security perception (JSP) is widely acknowledged as a dynamic construct shaped by various employee characteristics (Abri et al., 2022). It is closely linked to job satisfaction, wherein a strong perception of job security alleviates anxiety surrounding potential job loss (Sanyal et al., 2018). Moreover, elevated levels of JSP are associated with enhanced career stability and greater intrinsic motivation (Rajabi et al., 2020). Conversely, when employees experience a lack of job security, they are more likely to consider alternative employment opportunities (Hadoud et al., 2021). Scholars have identified several influential factors, including demographic attributes of employees (DAEs), firm characteristics (FCs), environmental dynamics, and occupational conditions, as contributors to employees’ job security perception (Abri et al., 2022). However, DAEs and FCs have emerged as particularly significant in labour-intensive industries (Hadoud et al., 2021), exerting considerable influence over employee retention and overall job commitment (Aman-Ullah et al., 2022). It is therefore crucial that management considers these factors carefully in designing employee motivation strategies (Amegayibor, 2021). Understanding DAEs is imperative for firms aiming to harness employees’ full potential (Amegayibor, 2021), as these attributes serve as intrinsic predictors of individual performance (Hendrawijaya, 2019). Employees’ productivity, effectiveness, and well-being are intrinsically tied to their demographic profiles. Likewise, FCs play a critical role in shaping strategic direction and innovation initiatives (Handoyo et al., 2023). Firms also exert a degree of control over employees’ personal and professional development trajectories (Bassiouny, 2016). According to Kang and Kim (2011), internal firm dynamics often influence financial decision-making and strategic behaviors. For example, larger firms generally demonstrate greater capacity and motivation to engage employees through structured incentive mechanisms (Bassiouny, 2016). Nevertheless, some studies argue that the relationship between JSP and DAEs or FCs may not be significant in certain service sectors (Bose, 2018). These mixed findings underscore the need to investigate: To what extent do DAEs and FCs shape employees’ job security perception within the RMG sector in Bangladesh?