Organizational Culture Change Research Articles

The Relevance of Human Resources Management to Today's Business Environment

In today's economic phenomenon around a dynamic and competitive business landscape, the role of Human Resources Management (HRM) has evolved significantly to meet the evolving needs and challenges faced by organizations. I will explore the relevance of HRM in the contemporary business environment, highlighting its critical importance in driving organizational success and sustainability. The research begins by discussing the shifting paradigms in HRM, emphasizing the transition from traditional personnel management to strategic HRM. It examines how HRM functions such as recruitment, training, performance management, and employee relations have evolved to align with organizational objectives and foster a culture of innovation and agility. The research delves deeply into the strategic role of HRM in talent acquisition and retention, acknowledging the pivotal role of human capital in achieving competitive advantage. It discusses how HRM practices such as talent sourcing, succession planning, and diversity management contribute to building a skilled and diverse workforce that drives organizational growth and innovation. The research explores the significance of HRM in fostering employee engagement and motivation. It highlights the importance of creating a supportive work environment, promoting work-life balance, and recognizing employee contributions to enhance productivity and job satisfaction. It also examines the role of HRM in managing organizational change and fostering adaptability in the face of disruptive technologies and market shifts. It discusses how HRM practices such as change management, leadership development, and organizational culture alignment facilitate successful transformation initiatives and ensure organizational resilience. The analysis concludes by emphasizing the strategic imperative for organizations to invest in HRM practices that prioritize employee well-being, talent development, Work-Life balances and organizational effectiveness.

Organisational practices and social inclusion: Inclusionary place‐making in the library

AbstractSocial psychology has long been concerned with social exclusion. Much of this interest has focused on people's negative intergroup attitudes and how these may be changed through individual‐level interventions. In this paper we explore a different level of intervention – one that targets the routine organisational practices that communicate who is welcome and able to draw on the organisation's services. Specifically, we investigate how a public‐facing organisation—a library service—engaged in a process of self‐reflection on its routine social practices with the aim of making people experiencing various forms of exclusion (e.g., job seekers, benefit claimants, ethnic minorities) more welcome. Our data arise from interviews (N = 19) with staff concerning their attempts to transform the practices that constitute the library as a distinctive public place. Throughout, we explore how they reflected on their everyday organisational practices, how these may unintentionally exclude, and how they could be modified to facilitate social inclusion. Moreover, we pay particular attention to our participants' understanding of the challenges involved in changing organisational culture and creating a social space in which diversity is accepted.

THE EFFECT OF DIGITAL TRANSFORMATION ON ORGANIZATIONAL PERFORMANCE: A META ANALYSIS

The Effect of Digital Transformation on Organizational Performance: A Meta-Analysis. Digital transformation is a process of organizational change that utilizes digital technology to improve performance. Digital transformation includes aspects such as processes, business models, and changes in organizational culture. This research aims to analyze the impact of digital transformation on organizational performance. The research used a literature review method to analyze 37 journal articles published between 2016 and 2023. The research results show that digital transformation has a positive and significant influence on organizational performance. This performance improvement can be seen in increased efficiency, productivity and organizational competitiveness. The impact of digital transformation on organizational performance is not always linear. Several factors can influence the magnitude of digital transformation, including Organization Size, Industry, Organizational Culture, Competitiveness, Technological Change, and Organizational Capability in managing digital transformation. Therefore, organizations need to understand the factors that can influence the impact of digital transformation and make optimal use of digital transformation to improve performance.

Culture change and lessons learned from ten years in the VA centers of excellence in primary care education

BackgroundTeam-based care is critical to achieving health care value while maximizing patient outcomes. Few descriptions exist of graduate-level team training interventions and practice models. Experience from the multisite, decade-long Veterans Affairs (VA) Centers of Excellence in Primary Care Education provides lessons for developing internal medicine training experiences in interprofessional clinical learning environments.MethodsA review of multisite demonstration project transforming traditional silo-model training to interprofessional team-based primary care. Using iterative quality improvement approaches, sites evaluated curricula with learner, faculty and staff feedback. Learner- and patient-level outcomes and organizational culture change were examined using mixed methods, within and across sites. Participants included more than 1600 internal medicine, nurse practitioner, nursing, pharmacy, psychology, social work and physical therapy trainees. This took place in seven academic university-affiliated VA primary care clinics with patient centered medical home designResultsEach site developed innovative design and curricula using common competencies of shared decision making, sustained relationships, performance improvement and interprofessional collaboration. Educational strategies included integrated didactics, workplace collaboration and reflection. Sites shared implementation best practices and outcomes. Cross-site evaluations of the impacts of these educational strategies indicated improvements in trainee clinical knowledge, team-based approaches to care and interest in primary care careers. Improved patient outcomes were seen in the quality of chronic disease management, reduction in polypharmacy, and reduced emergency department and hospitalizations. Evaluations of the culture of training environments demonstrated incorporation and persistence of interprofessional learning and collaboration.ConclusionsAligning education and practice goals with cross-site collaboration created a robust interprofessional learning environment. Improved trainee/staff satisfaction and better patient care metrics supports use of this model to transform ambulatory care training.Trial registrationThis evaluation was categorized as an operation improvement activity by the Office of Academic Affairs based on Veterans Health Administration Handbook 1058.05, in which information generated is used for business operations and quality improvement (Title 38 Code of Federal Regulations Part 16 (38 CFR 16.102(l)). The overall project was subject to administrative oversight rather Human Subjects Institutional Review Board, as such informed consent was waived as part of the project implementation and evaluation.

Military culture: Understanding deeper dynamics through the warrior archetype

This paper proposes a new psycho-sociological approach to understanding military culture change, built on the notion of warrior archetype, in line with psychiatrist Carl Jung’s concept of archetype. It contends that military culture and its related institutional forms fundamentally seek to mobilize on an ongoing basis human energy produced through the activation of the warrior archetype. The archetype is built on enhancing feelings of strength in numbers, and empowerment through socially sanctioned actions and potential use of violence. It uses the example of the Canadian Armed Forces culture change effort to illustrate that any such planned organizational culture change will fail if it does not remain consistent with activating the warrior archetype, as its central dynamic and purpose.

Thwarted belongingness and empathy's relation with organizational culture change.

In response to several high-profile cases of senior leaders in the Canadian Armed Forces (CAF) being accused of various forms of sexual and professional misconduct, the organization has committed to culture change. Drawing on the group engagement model and empirical evidence, we propose that CAF members' experience of thwarted belongingness reduces their capacity to show empathy, which in turn affects their support for culture change. Participants were 139 Naval and Officer Cadets from the Royal Military College of Canada who were predominantly male (61%), between 18 and 21 years old (80%), and not members of a visible minority group (68%). Data was collected via an online self-report survey assessing thwarted belongingness, empathy, and attitudes toward culture change. Whether participants experienced thwarted belongingness was not directly related to their level of support for culture change. Individuals' thwarted belongingness was indirectly and negatively associated with support for culture change, through its impact on empathy. Taken together, the results demonstrate that cadets' experience of belongingness contributed to their level of empathy, which together predicted their support for culture change initiatives. Efforts to change the culture of the CAF may need to consider improving members' levels of belongingness and, by extension, their levels of empathy. Implications for inclusion efforts are discussed.

The sonic side of organizing: theorizing acoustemology for blind and visually impaired people's inclusion in the workplace

ABSTRACT Drawing on ethnography, this study investigates the treatment of blind and visually impaired people (BVIP) in the workplace adopting a sociomaterial framework based on acoustemology. This approach concerns the process of knowing with and through sound. In line with interest in multimodality within organization studies, acoustemology recognizes the auditory as a way to access systems of meanings, negotiations, co-constructions, discrimination and culture within organizations. Considering visual impairment as a culture, this research explores the way in which sound and sonic technologies act as relational (both social and material) channels through which BVIP conduct themselves in the workplace, interact with sighted co-workers, gain recognition and produce and reproduce a system of meanings. Through acoustemology, this study contributes to the issue of organizational inclusion of people with disability proposing dis-continuity, a concept that helps explore inclusion as a practice that involves alternative epistemologies and brings about changes in organizational culture.

Nietzsche’s three metamorphoses of the spirit and Schopenhauer’s primordial suffering: an organizational culture change model redefining spirituality in the workplace

PurposeThe paper redefines workplace spirituality (WS/WPS) by transcending the existential vacuum (in psychiatric terms a sense of lack of meaning of human existence and thus of work), leading to the development of workplace creativity, productivity and satisfaction, targeting operational profitability and organizational optimization.Design/methodology/approachSpirituality is analyzed philosophically, following the Nietzschean definition in response to Schopenhauer’s primordial suffering. Philosophical syncretism yields a viable organizational culture change model of spiritualizing the workplace. For this purpose, specific techniques are proposed which are combined with those already applied to various large companies and organizations.FindingsSpirituality in the workplace acts as a catalyst for developing beneficial qualities by increasing employee job satisfaction, organizational efficiency and business profitability, when equally responding to stakeholders’ needs.Practical implicationsThe suggested change model holistically fosters organizational, operational, individual and collective effectiveness through work place spirituality redefined.Originality/valueFor the first time spirituality in the workplace is discussed under a brand new perspective, resulting in an interdisciplinary emerging model, contributing to the field by providing guidance to academics and practitioners to its auspicious implementation through organizational culture change.

HRM practices, organizational learning and organizational performance: evidence from the big four financial services in France

Purpose This paper aims to examine the mediation effect of organizational learning on the link between human resource management (HRM) practices and organizational performance in some Big4 financial services companies. Design/methodology/approach The quantitative methodology was chosen for this research, using resource theory and knowledge-based approach to explain the relationship between latent variables. A sample of 403 HR employees and managers of the companies under study in France was selected in 2022. Structural equations modeling was used based on the Spss-Amos program to test the research hypotheses. Findings The results revealed that organizational learning played a mediating role between HRM practices (hiring, training, motivation and decision-making) and organizational performance and that learning enabled the performance of workers to improve and achieve competitive advantages in this field. Research limitations/implications The sample was based on four international companies working in the field of financial services and consulting and providing their services within France, which may affect the generalisability of the results and limit them to the studied sector. Practical implications The contribution of the study is to improve the awareness of administrators, decision makers and company employees of the importance of organizational learning for companies, and to stimulate motivation to learn and exchange knowledge in a constructive way that enhances organizational performance. Working on organizational culture change through HRM-practices-based learning as an effective mechanism for organizational performance improvement is one implication. These practises influence cadres' attitudes toward their work, which improves their performance. Social implications Working on organizational culture change through HRM-practices-based learning as an effective mechanism for organizational performance improvement is one implication. These practises influence cadres' attitudes toward their work, which improves their performance. Originality/value This study seeks to provide cadres and executives with an in-depth analysis of HRM and organizational learning, which, through its integration of these attributes, can contribute to the earning of knowledge-based competitive advantage and achieve superior and sustainable performance.

Canadian intensive care unit nurses' responses to moral distress during the COVID-19 pandemic, and their recommendations for mitigative interventions.

To describe intensive care unit nurses' experiences of moral distress during the COVID-19 pandemic, and their recommendations for mitigative interventions. Interpretive description. Data were collected with a purposeful sample of 40 Canadian intensive care unit nurses between May and September 2021. Nurses completed a demographic questionnaire, the Measure of Moral Distress-Healthcare Professionals survey and in-depth interviews. Quantitative data were analysed using descriptive statistics. Qualitative data were categorized and synthesized using reflexive thematic analysis and rapid qualitative analysis. Half of the nurses in this sample reported moderate levels of moral distress. In response to moral distress, nurses experienced immediate and long-term effects across multiple health domains. To cope, nurses discussed varied reactions, including action, avoidance and acquiescence. Nurses provided recommendations for interventions across multiple organizations to mitigate moral distress and negative health outcomes. Nurses reported that moral distress drove negative health outcomes and attrition in response to moral events in practice. To change these conditions of moral distress, nurses require organizational investments in interventions and cultures that prioritize the inclusion of nursing perspectives and voices. Nurses engage in a variety of responses to cope with moral distress. They possess valuable insights into the practice issues central to moral distress that have significant implications for all members of the healthcare teams, patients and systems. It is essential that nurses' voices be included in the development of future interventions central to the responses to moral distress. This study adheres to COREQ guidelines. What Problem did the Study Address? Given the known structural, systemic and environmental factors that contribute to intensive care unit nurses' experiences of moral distress, and ultimately burnout and attrition, it was important to learn about their experiences of moral distress and their recommendations for organizational mitigative interventions. Documentation of these experiences and recommendations took on a greater urgency during the context of a global health emergency, the COVID-19 pandemic, where such contextual influences on moral distress were less understood. What Were the Main Findings? Over half of the nurses reported a moderate level of moral distress. Nurses who were considering leaving nursing practice reported higher moral distress scores than those who were not considering leaving. In response to moral distress, nurses experienced a variety of outcomes across several health domains. To cope with moral distress, nurses engaged in patterns of action, avoidance and acquiescence. To change the conditions of moral distress, nurses desire organizational interventions, practices and culture changes situated in the amplification of their voices. Where and on Whom Will the Research Have an Impact on? These findings will be of interest to: (1) researchers developing and evaluating interventions that address the complex phenomenon of moral distress, (2) leaders and administrators in hospitals, and relevant healthcare and nursing organizations, and (3) nurses interested in leveraging evidence-informed recommendations to advocate for interventions to address moral distress. What Does this Paper Contribute to the Wider Global Community? This paper advances the body of scientific work on nurses' experiences of moral distress, capturing this phenomenon within the unique context of a global health emergency. Nurses' levels of moral distress using Measure of Moral Distress-Healthcare Professional survey were reported, serving as a comparator for future studies seeking to measure and evaluate intensive care unit nurses' levels of moral distress. Nurses' recommendations for mitigative interventions for moral distress have been reported, which can help inform future interventional studies. No patient or public contribution.

Determinants of Employee Performance: A Case of Indonesia's Islamic Bank Merger

This study aims to determine the influence of change management, organizational culture, and transformational leadership on the performance of Bank Syariah Indonesia employees. This study uses a quantitative approach with an explanatory research type. The data collection method uses questionnaire dissemination. The population used in this study was employees of Bank Syariah Indonesia, amounting to 100 people. Still, in the dissemination process, questionnaires were obtained again and then reduced to 78 questionnaires. The method to process data is SEM (Structural Equation Model), which uses AMOS software version 24.0 as a tool. Based on the results of the goodness of fit criteria analysis, after modification, indices obtained χ2: 334.059 with P≥0.05, CMIN / DF: 1.114 (≤2.00), RMSE: 0.038 (≤0.08), GFI: 0.805 (≥0.90), NFI: 0.874 (≥0.90), TLI: 0.978 (≥0.90), IFI: 0.985 (≥0.90). The goodness of fit criterion is in good condition, where after modification, indices can see a decrease in the value of chi-square offset by an increase in other criteria. This explains that modifying indices improves the goodness of fit criteria in good condition. The results of this research analysis include (1) change management has a significant influence on transformational leadership; (2) organizational culture has no influence on transformational leadership; (3) change management has a significant influence on employee performance; (4) organizational culture has a significant influence on employee performance; (5) Transformational leadership has no significant effect on employee performance; (6) transformational leadership has no mediating influence on change management and employee performance; (7) Transformational leadership has no mediating influence on organizational culture and employee performance.

Good use, non-use and misuse: safe sport reporting systems in context

ABSTRACT Reporting systems constitute an essential part of today’s safe sport initiatives across the world. Informed by literature on reporting wrongdoings in organisational contexts and a political sociology approach to policy instrumentation, this article examines how abuse reporting systems are utilised in youth high-performance sport environments. Drawing from 51 interviews with both user and provider groups of South Korea’s reporting facilities, the results offer three main uses of the country’s safe sport reporting mechanisms: (1) ‘good use’ that relies on their communicative capacity to signal changing organisational culture; (2) ‘non-use’ that derives not only from the fear of reprisals, but from more subtle relational and situational concerns, such as teams’ dissolution; and (3) ‘misuse’ of the systems as a tool to advance individual agendas as opposed to protecting victims. The findings of this study not only provide evidence for both positive and perverse effects of safe sport reporting facilities per se, but also illuminate the importance of social and institutional conditions that can both enable and constrain this newly implemented policy measure for athlete safeguarding.

Impacts and challenges of eSocial in the accounting environment

In an increasingly technological world, accounting professionals cannot be left behind and must be constantly updated. An example of this advance is eSocial, a tool created by the Federal Government in the SPED project to submit labor information. Thus, both the accountant and the supervisory bodies needed to adapt to this reality and the internal and external environment. Thus, the study aimed to analyze the perception of accountants about the effects of contingency variables in the implementation of eSocial. The sample involved 103 accountants enrolled in the Regional Accounting Council of the state of Santa Catarina (CRC/SC), predominantly female. Data were analyzed using descriptive statistics, information entropy, and Pearson correlation. The results show that most respondents agree that their work environment has undergone organizational restructuring and cultural changes. Still, they are not sure about the impact of the implementation of eSocial by the government or that they are 100% prepared to manage the information generated by eSocial. Regarding the technology contingency variable, accountants believe it helps communicate between accounting and the tax authorities and between accounting and companies. Still, it also partly bureaucratizes the implementation of eSocial. It was also possible to observe that there is no agreement on the lack of technological improvement by the government, and most do not believe that the accounting software they use helps in submitting the eSocial. There was a mean relationship between the contingency variable that makes up the environment and the implementation of eSocial. It was possible to perceive a mean relationship between the technology contingency variable and the implementation of eSocial. Given the above, it can be concluded that contingency factors, even if moderately and even if often without the knowledge of accounting professionals, are present in accounting offices, especially in the implementation of eSocial. Thus, the study contributes to the scarcity of research linking contingency theory with eSocial. And yet, in a complementary way, it contributes to the government seeing through the eyes of accounting professionals what were their main difficulties with eSocial and their critical view of the government’s management of this data.

Strategi Inovatif Dalam Pengelolaan Sumber Daya Manusia: Meningkatkan Kinerja Organisasi Di Era Digital

This journal discusses innovative strategies that can be applied in human resource management (HRM) to enhance organizational performance in the digital era. With rapid changes in technology and the business environment, organizations need to develop innovative approaches in managing their human resources. The article explores various innovative strategies, including the adoption of cutting edge technology, employee skill development, and adaptation to organizational cultural changes. The implementation of these innovative strategies can help organizations remain relevant and competitive in the evolving market.

Stepping Towards Sustainable Leadership: Analysis of Leadership Practices In The Mining Industry In Supporting The Achievement of Sustainable Development Goals

This research aims to fill the research gap by analyzing sustainable leadership practices in the mining industry, expanding the understanding from previous sustainable leadership literature. The focus is to provide a deep understanding of the role of sustainable leadership in supporting the Sustainable Development Goals (SDGs). Qualitative methods are employed to comprehend social phenomena through the collection and analysis of descriptive and non-numeric data. The study explores "Sustainable Leadership Practices at PT ABC and PT XYZ in Supporting the Achievement of Sustainable Development Goals." The findings indicate that PT ABC and PT XYZ implement sustainable leadership practices, including commitments to social, economic, and environmental aspects. However, they face challenges such as resource constraints and organizational cultural changes. Leaders in both companies play a crucial role in communicating the importance of sustainability and leading change. Managerial implications involve developing internal policies that strengthen sustainable leadership practices and enhancing employee awareness. Management needs to address financial and cultural challenges while ensuring compliance with regulations. Investor implications include a deeper understanding of the company's commitment to social, economic, and environmental aspects as an evaluation factor for long-term sustainability.

Rationalization strategies in Botswana press newsrooms ensuing the COVID-19 pandemic

Drawing on the organizational culture theory, this article examines managerial decision-making at Botswana’s three press newsrooms, Botswana Daily News, Gazette and Mmegi newspapers, in response to the COVID-19 pandemic. Data collected through in-depth interviews with the journalists in Botswana identified three significant decisions made by management at the newsrooms: increasing the adoption and use of media technology, altering news production work processes and restructuring press newsrooms. WhatsApp was introduced as one of the leading social media platforms for distributing digital copies of newspapers. The findings demonstrated that lockdowns and the need to avoid physical contact established to reduce virus spread incited these decisions. Our data analysis underscored that not only has the COVID-19 pandemic interrupted the operating environments of newsrooms, but it has also pressured media managers to introduce innovative, progressive strategies to adapt to the new normal. Therefore, a public health crisis can influence organizational culture change in media organizations.

Optimizing Business Processes through Information System Integration A Case Study in Banda Aceh

This research aims to optimize business processes through information system integration using a case study in Banda Aceh. This research uses a qualitative approach with a single case study research method. Data was collected through in-depth interviews, direct observation and documentation. Research respondents consist of managers and employees involved in the business processes to be integrated. Data analysis was carried out using content analysis. The research results show that information system integration significantly increases the efficiency and effectiveness of business processes in Banda Aceh. Information system integration enables faster data processing, better monitoring of business processes, and more accurate decision making. Additionally, information system integration also enables better collaboration between different departments and stakeholders. Based on these findings, it can be concluded that information system integration plays an important role in optimizing business processes in Banda Aceh. By integrating information systems, companies can increase operational efficiency, reduce costs, and increase customer satisfaction. However, the implementation of information systems integration also faces challenges, such as technical difficulties and changes in organizational culture. Therefore, strong commitment and support from company management is needed to achieve optimal results.
  

IMPLEMENTATION OF INDICATORS IN AN URGENCY AND EMERGENCY PHYSICAL THERAPY SERVICE

As in other health professions, Physical Therapy needs indicators to guide its management and, consequently, ensure quality care. However, indicators in this area are still scarce. OBJECTIVE: implementing indicators as a care management tool in an Urgency and Emergency Physical Therapy service. METHODOLOGY: this is a cross-sectional study carried out in a reference pediatric hospital in the Federal District. The implementation of the 16 indicators was based on care records and service needs. RESULTS: the data revealed a higher incidence of professionals providing assistance in the months of February, July and August. Regarding the volume of care, the number of patients undergoing invasive and non-invasive mechanical ventilation, as well as the number of transfers to the hospital's own pediatric intensive care unit, there was a significant demand in the first few months of the year. As for the number of deaths and unscheduled extubations, there was a higher incidence in March and April, respectively. Regarding the absence of indicators recording, February and November were more prevalent. CONCLUSION: the seasonal period, characterized by a higher prevalence of bronchiolitis cases, occurs in the first half of the year, resulting in greater demand for pediatric beds. The implementation and effective monitoring of urgency and emergency indicators are challenging, given the operational dynamics marked by dynamism, unpredictability and high demand. Resistance to change and lack of organizational culture for management based on indicators are also significant obstacles.

A qualitative exploration of the relevance of training provision in planning for implementation of managed alcohol programs within a third sector setting

Background Managed Alcohol Programs (MAPs) are a harm reduction strategy for people experiencing homelessness and alcohol dependence. Despite a growing evidence base, resistance to MAPs is apparent due to limited knowledge of alcohol harm reduction and the cultural preference for abstinence-based approaches. To address this, service managers working in a not-for-profit organization in Scotland designed and delivered a program of alcohol-specific staff training as part of a larger study exploring the potential implementation of MAPs during the COVID-19 pandemic. Methods Semi-structured interviews were conducted with 15 service managers and staff regarding their experiences of the training provided. Data were analyzed using Framework Analysis, and Lewin’s model of organizational change was applied to the findings to gain deeper theoretical insight into data relating to staff knowledge, training, and organizational change. Findings Participants described increased knowledge about alcohol harm reduction and MAPs, as well as increased opportunities for conversations around cultural change. Findings highlight individual- and organizational-level change is required when implementing novel harm reduction interventions like MAPs. Conclusion The findings have implications for the future implementation of MAPs in homelessness settings. Training can promote staff buy-in, facilitate the involvement of staff within the planning process, and change organizational culture.

Faktor-Faktor Yang Mempengaruhi Kinerja Organisasi Bawaslu Republik Indonesia

This research examines the factors that influence the performance of Bawaslu RI, namely using organizational culture variables, change management and information system success. This research uses descriptive analysis and the Structural Equation Modeling (SEM)-Lisrel statistical method. Data was collected from questionnaires distributed and returned from 325 Bawaslu members in Indonesia as respondents. The results of the study show that organizational culture, change management and the success of information systems have a positive and significant effect on the performance of Bawaslu RI.