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Strategic improvisation and HEIs performance: the moderating role of organizational culture

机译：战略即兴和HEI绩效：组织文化的调节作用

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Purpose This study aims to explore the relationships between strategic improvisation, organizational culture and higher education institutions (HEIs) performance. The dynamic nature of today’s environment, increased population and demand and budget cuts have created a lot of pressure on HEIs around the world. Hence, the need for effective human resource capable of providing advanced policies for efficiency and sustainability of these institutions. Design/methodology/approach A total of 229 questionnaires were filled and returned by academic leaders from HEIs in Kano state, Nigeria. The study used partial least squares path modelling to test the hypotheses postulated. Findings The major findings indicate that both strategic improvisation and organizational culture dimensions have direct relationship with HEIs performance. However, only innovative culture moderates the relationship between strategic improvisation and HEIs, while bureaucratic culture and supportive culture fail to support the proposed hypothesis. Research limitations/implications More studies are needed to further validate the impact of strategic improvisation (SI) on other public sector performance. Also, future studies should use longitudinal approach to establish at which stage SI has more impact on performance. Also, future studies should identify the difference that exists between units, department and faculty leaders, as some are more likely to engage in SI due to the nature of their specialization. Practical implications It is obvious that HEIs performance is not only limited to organizational factors but also individual characteristics such as ability to improvise. Hence, HEIs should consider SI ability during employment to ensure efficiency, performance and sustainability. Moreover, organizational culture of HEIs needs to be updated and to be more flexible in accommodating new initiatives or failure to encourage display of such ability. Originality/value Previous studies especially in the for profit sector have demonstrated the role of SI and organizational culture on performance. Thus, the present study is one of the early studies in the non-profit sector, specifically the HEIs. Moreover, the inconsistent result of the previous findings necessitates the study to test the moderating effect of organizational culture.
机译：目的本研究旨在探讨战略即兴，组织文化与高等教育机构（HEIs）绩效之间的关系。当今环境的动态性，人口和需求的增加以及预算的削减给全球各地的HEI带来了巨大压力。因此，需要能够为这些机构的效率和可持续性提供先进政策的有效人力资源。设计/方法/方法尼日利亚卡诺州的高校的学术负责人填写并返回了229份问卷。该研究使用偏最小二乘路径建模来检验假设。调查结果主要调查结果表明，战略即兴创作和组织文化维度均与HEI绩效直接相关。但是，只有创新文化才能缓和战略即兴与高校之间的关系，而官僚文化和支持文化则无法支持所提出的假设。研究的局限性/含义需要做更多的研究来进一步验证战略即兴创作（SI）对其他​​公共部门绩效的影响。此外，未来的研究应使用纵向方法来确定SI在哪个阶段对绩效产生更大的影响。此外，未来的研究应找出单位，部门和教职负责人之间存在的差异，因为由于专业化的性质，有些人更可能从事SI。实际意义很明显，HEI的绩效不仅限于组织因素，而且还包括个人特征，例如即兴能力。因此，高校应在雇用期间考虑SI的能力，以确保效率，绩效和可持续性。此外，高校的组织文化需要更新，并且在适应新的举措或未能鼓励这种能力发挥作用时要更加灵活。原创性/价值先前的研究，尤其是在营利性领域中的研究，已经证明了SI和组织文化对绩效的作用。因此，本研究是非营利部门（尤其是HEI）的早期研究之一。此外，先前发现的不一致结果使得该研究必须检验组织文化的调节作用。

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