Exploring the Relationship Between Organizational Structure and Employee Productivity in Knowledge-Intensive Firms
Keywords:
Organizational structure, employee productivity, knowledge-intensive firms, communication dynamics, autonomy, qualitative researchAbstract
This study aims to explore how specific elements of organizational structure influence employee productivity within knowledge-intensive firms operating in Tehran, Iran. A qualitative research design was employed using semi-structured interviews with 18 participants from various knowledge-intensive firms in Tehran. Participants were purposefully selected based on their experience in project management, research, innovation, or technical expertise. Interviews focused on perceptions of structural design, communication dynamics, and their impact on productivity. Data collection continued until theoretical saturation was achieved. Thematic analysis was conducted using NVivo 12 software to code transcripts, identify patterns, and generate emergent themes through an iterative coding process. Three overarching themes emerged: (1) Structural Configuration, including subthemes such as hierarchical clarity, role specialization, and decentralization, which influenced task focus and autonomy; (2) Communication Dynamics, encompassing vertical and horizontal communication flows, technological channels, and information transparency, all of which mediated the structure–productivity relationship; and (3) Productivity Enablers and Barriers, which involved autonomy in task execution, knowledge-sharing culture, innovation support mechanisms, and workload balance. Participants emphasized that flexible structures, effective communication, and supportive cultures significantly enhanced productivity, while structural redundancy, overcommunication, and poor workload planning served as barriers. The study underscores the critical role of adaptive and transparent organizational structures in promoting productivity within knowledge-intensive firms. Aligning structural elements with communication practices, autonomy, and a collaborative culture is essential for maximizing employee performance. These findings contribute to both theory and practice by offering actionable insights for designing more effective organizational environments in dynamic, knowledge-driven contexts.
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