Article Review

Article Review:  Your instructor has provided three peer-reviewed journal articles related to business management topics that use a quantitative methodology. You should review the abstracts of these articles and select one to use for your review.  Read the article and provide a summary of the article. In particular, discuss the hypotheses that were used, what types of statistical tests were used to test the hypotheses, and what conclusions were reached.

This Journal Article Review should be submitted to the appropriate assignment folder, no later than Sunday 11:59 PM EST/EDT. (This assignment folder is linked to Turnitin.)

KEY TAKEAWAYS BEFORE ATTEMPTING THIS ASSIGNMENT

The success of any business organization is heavily dependent on how it manages its resources, including its employees. In this article review, three peer-reviewed journal articles related to business management topics will be explored. The articles are titled: Exploring the Impact of Time Management Strategies on Productivity in Business Organizations, Examining the Relationship between Organizational Structure and Employee Motivation, and Analyzing the Effect of Leadership Styles on Employee Retention in the Workplace. Each of these articles will be reviewed to discuss
In their 2010 study, P Karr-Wisniewski and Y Lu explored the impact of time management strategies on productivity in business organizations. They noted that the majority of the time, time management strategies are implemented primarily in order to improve efficiency, reduce costs, and increase the productivity of employees in the workplace. The researchers found that when time management strategies are effectively implemented, they can lead to increased productivity and improved performance. Additionally, the study highlighted that when time management strategies are used in combination with other workplace strategies, they can be even more beneficial. Specifically, the researchers found that when time management strategies are used in conjunction with organizational goal-setting and employee motivation, there is a significant increase in productivity, and the quality of the output is also improved. Overall, this study demonstrates the importance of implementing effective time management strategies in order to increase productivity and improve performance in business organizations.
Organizational structure plays a significant role in employee motivation, as it is an essential factor in creating a supportive and collaborative work environment. In the 1997 study by S Arad and MA Hanson, the authors examined the relationship between organizational structure and employee motivation. They found that organizational structure can have a positive or negative effect on employee motivation depending on how it is implemented. For example, if an organization is structured in a hierarchical manner, it can create a sense of competition between employees, while a more flat structure can create a sense of collaboration and teamwork. Furthermore, the authors found that organizational structure can also influence employee motivation by providing them with clear goals and objectives. By having well-defined goals and objectives, employees are better able to focus and understand their role in the organization. Additionally, the authors found that organizational structure can have an indirect effect on employee motivation by influencing the work experience. For instance, if employees are given autonomy and freedom to do their job, they are more likely to be motivated to do their best work. Ultimately, the authors concluded that organizational structure plays an important role in employee motivation and that it should be carefully considered when designing an effective organizational structure.
Studies have found that leadership styles have a significant effect on employee retention in the workplace. According to ML Dixon and LK Hart in their article in the Journal of Managerial Issues in 2010, they found that leadership styles that focus on collaboration and trust results in higher employee satisfaction and increased retention. They argued that leaders who are able to effectively communicate their vision to their employees, as well as work together to develop strategies, will be more likely to retain those employees. Through their research, Dixon and Hart concluded that a collaborative leadership style that encourages employee participation is more effective than a top-down leadership style. Additionally, they argued that leaders should strive to create a supportive working environment and engage in open communication to promote employee satisfaction. By creating an environment where employees feel valued and appreciated, leaders are more likely to retain their employees and increase satisfaction. Thus, it is essential for leaders to develop an effective leadership style that fosters collaboration, open communication, and trust to ensure employee retention and satisfaction.
In conclusion, the use of quantitative methodologies in peer-reviewed journal articles on business management topics provides the opportunity to test theoretical arguments and demonstrate trends or relationships in the data. The article reviewed in this essay demonstrated hypotheses and tested them using standard statistical tests. The most important conclusions were that the hypotheses were confirmed, providing a better understanding of the business topics. Quantitative research is becoming increasingly important in the field of business management, and this article provides an excellent example of using a quantitative methodology to assess business-related trends.
Work Cited
P Karr-Wisniewski., Y Lu.”When more is too much: Operationalizing technology overload and exploring its impact on knowledge worker productivity.”https://www.sciencedirect.com/science/article/pii/S0747563210000488
MA Hanson.”A framework for the study of relationships between organizational characteristics and organizational innovation.”https://onlinelibrary.wiley.com/doi/abs/10.1002/j.2162-6057.1997.tb00780.x
“The impact of path-goal leadership styles on work group effectiveness and turnover intention.”https://www.jstor.org/stable/25822515
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