The impact of a firm’s prior performance is not significant as a performance factor. Weak relationship on commitment to ethics. No relation between positive outcomes and innovation or sharing resources. Strong relationship between team effectiveness. Employee satisfaction is a reason for better performance as is human resource management practices. No relationship between level of competition and performance. Data-driven decision making and performance is related but not statistically significant. Decision speed is more likely in unsuccessful performance. Further analysis showed the following factors associated with stronger performance: team effectiveness, resource sharing across units, data-driven decisions, employee satisfaction, board of director’s influence, and CEO autonomy.
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