Collaborative Organizational Culture Research Articles

Knowledge management and knowledge sharing in maintenance department of high-tech industries

PurposeThe competition and competitive advantage among firms in various industries have shifted toward a knowledge-based economy. This is particularly evident in knowledge-intensive industries where a company’s competitive edge relies heavily on its ability to generate and utilize new knowledge solutions. Knowledge management (KM) is essential for all organizations, but it holds greater significance in specific functional units, such as maintenance. Industrial maintenance is a knowledge-intensive field and knowledge sharing (KS) motivation is low due to the tacit and intricate nature of knowledge. Despite these challenges, sharing knowledge between experienced and novice employees is fundamental to industrial maintenance, and much remains to be examined in this area. This study explores how novices' knowledge and KS with other workers can be improved via “Training by Novices” program in industrial maintenance.Design/methodology/approachThis study adopted an action-research approach within a high-tech company’s maintenance department, involving 103 maintenance employees. The research unfolded in three pivotal phases: first, an initial evaluation of KM and KS was carried out; second, training programs by novices aimed at strengthening KS between novices and department members were implemented and third, data were collected to assess changes and facilitate improvement in knowledge exchange and collaboration within the department.FindingsThe study demonstrates that involving novices in training programs as trainers within high-tech industries' maintenance departments enhances KM and KS among all employees. The training programs led to substantial increases in knowledge for novices and experienced workers and fostered a culture of continuous learning. Despite the short training duration, participants' overall knowledge increased, and they found the program effective and expressed willingness to continue, indicating potential for long-term improvements in KS practices.Research limitations/implicationsThis research challenges conventional wisdom regarding KS among novices in industrial maintenance. Showcasing the effectiveness of novices as trainers offers a fresh perspective on enhancing KS practices within knowledge-intensive industries.Practical implicationsThis study provides actionable insights for maintenance managers grappling with KS challenges. Organizations can boost employees' knowledge and KS practices by advocating for structured training programs led by novices, fostering a more collaborative workplace culture.Originality/valueThis study introduces a novel approach by empowering novices to engage actively in KS within industrial maintenance settings. By utilizing novices as trainers, the research demonstrates a practical means of enhancing both their own knowledge and that of their peers. This innovative strategy not only addresses common challenges in KM within maintenance units but also promotes a culture of continuous learning and development. This research offers valuable insights into improving KS practices and fostering a more collaborative organizational culture.

Sustainable Cost Management and Green Business: The Role of Managerial Accounting Innovations

This research explores the impact of innovations in managerial accounting on sustainable cost management, focusing on the integration of green business practices. The objectives are to analyze how technological, process, strategic, and organizational innovations contribute to cost savings and sustainability performance, and to provide recommendations for practitioners and policymakers. A quantitative research design was employed, utilizing case studies from various industries. Data collection involved detailed analysis of company reports and sustainability metrics, while statistical techniques were used for data analysis. Key findings reveal that big data analytics and real-time reporting significantly enhance energy efficiency and cost savings, aligning with existing literature on the benefits of data-driven decision-making. Activity-Based Costing (ABC) and Environmental Management Accounting (EMA) improve cost allocation accuracy and environmental cost tracking, resulting in substantial cost reductions. Strategic frameworks like the Balanced Scorecard (BSC) and Life-Cycle Costing (LCC) effectively integrate sustainability goals with business objectives, promoting long-term financial and environmental benefits. Organizational practices, including cross-functional teams and strong top management commitment, are crucial for successful sustainability initiatives. The study concludes that these innovations in managerial accounting are vital for achieving sustainable cost management. Recommendations for practitioners include investing in advanced technologies, adopting strategic costing methodologies, and fostering a collaborative organizational culture. Policymakers are advised to create incentives and regulations that encourage sustainable practices. Future research should focus on the long-term impacts of these practices, industry-specific adaptations, and the socio-economic benefits of sustainable cost management. This research contributes to the growing body of knowledge on sustainable business practices and provides practical guidance for enhancing sustainability through managerial accounting innovations.

Leadership 5.0, Cross-Functional Collaboration, and Team Innovation Attributes Among Faculty in Selected Higher Education Institutions

This study investigates the Leadership 5.0 characteristics of school administrators and assesses the importance of these leadership qualities on cross-functional collaboration and team innovation of faculty members within a higher education setting. Covering a spectrum of leadership competencies such as digital savviness, agility, innovation, and sustainability, the analysis reveals how these attributes correlate significantly with the dynamics of team collaboration and innovation. The findings highlight the imperative for administrators to continuously develop their capabilities to navigate the complexities of modern educational environments effectively. Key areas identified for development include enhancing digital and agile leadership skills, fostering a culture of innovation, and strengthening ethical frameworks and linkages within and beyond the institution. Recommendations emphasize the need for targeted professional development programs that address these key competencies, promoting a more collaborative and innovative organizational culture. Through structured training sessions, the adoption of collaborative tools, and the reinforcement of team-oriented practices, this study provides a strategic blueprint for enhancing the efficacy of educational leaders. The results affirm that successful leadership in education is not merely dependent on inherent traits but on continual growth, strategic foresight, and the effective management of interpersonal and technological resources, ensuring resilience and success in meeting contemporary educational challenges.

Strategic E-Procurement and AI Integration: Pioneering Solutions for Global Service Sector Challenges

This research article investigates challenges and innovative procurement approaches within the Service Sector. Specifically, through the lens of ten diverse global companies within the service sector, where traditional processes are being transformed through procurement software, yet complexity in implementing procurement software is ever on the rise with the need for customization, integration, user adoption and compliance with regulation and security. Add to this, the cost implications and constant improvements in technology and a picture of the challenges faced is painted. This study examines the multifaceted challenges faced by companies operating in the service sector and how they implement innovative strategies to overcome challenges. The study looks at the challenges, solutions that have been designed and implemented and how successful they have been. A detailed analysis of ten individual cases, utilities transformers to entertainment, and impact of collaborative strategies and organizational culture on how successful these have been presented. The results provide for a richer understanding of procurement challenges and innovative approaches that can be applied and provide insight into success and failure and reasons why, with technology integration, strategy collaboration and organizational cultures providing keys to success. Additionally, gaps in the literature that lead to areas of further study are presented.

Influence of Social Media on Employee Engagement and Organizational Culture in the Field of Human Resources Management

The development of information technology, particularly social media, has transformed communication in the workplace. Employees increasingly utilize social media platforms to interact and share information, both internally and externally within the company. This research aims to analyze the influence of social media on employee engagement and organizational culture in the field of Human Resources Management (HRM). The research method employed is a qualitative literature review utilizing Google Scholar to gather data from articles, papers, and journals published between 2000 and 2024. The study findings indicate that social media has a significant impact on employee engagement and organizational culture in the field of HRM. By facilitating communication among employees and strengthening the relationship between management and employees, social media can enhance employee engagement and shape an inclusive and collaborative organizational culture.

COMMUNICATING IT AUDIT FINDINGS: STRATEGIES FOR EFFECTIVE STAKEHOLDER ENGAGEMENT

This research paper explores the intricate realm of communicating IT audit findings, focusing on strategies for effective stakeholder engagement. The significance of IT audits in the contemporary digital landscape is underscored, emphasizing the need to translate technical assessments into actionable insights. The theoretical framework draws from the Technology Acceptance Model (TAM) and Stakeholder Theory, offering lenses to understand stakeholder engagement dynamics. The conceptual framework interconnects the nature of IT audits, communication strategies, and stakeholder engagement. Strategies highlighted include clear and concise reporting, tailoring communication to diverse stakeholders, leveraging visual aids and technology, establishing feedback mechanisms, and fostering a collaborative organizational culture. Benefits encompass informed decision-making, enhanced transparency, improved risk management, and strengthened stakeholder relationships. Barriers, such as technical jargon and resistance to change, are addressed to optimize communication effectiveness. The conclusion underscores the pivotal role of communication in IT audits, and recommendations provide a roadmap for organizations to navigate complexities and maximize the impact of IT audit findings on organizational resilience and strategic decision-making.
 Keywords: IT Audits, Stakeholder Engagement, Communication Strategies, Stakeholder Theory, Risk Management, Organizational Resilience.

Exploring Effective Knowledge Management Strategies for Achieving Organizational Success

Successful knowledge management methods are the focus of this research. This research analyzes the efficacy of various knowledge management strategies and the variables that affect their success. The results show that knowledge management practices succeed when they have strong leadership backing, employee buy-in, an attitude of sharing information, a solid technological foundation, and an open and collaborative organizational culture. The research shows that better employee engagement, productivity, innovation, customer satisfaction, and financial outcomes can be achieved by fostering a culture of knowledge sharing, ensuring the backing of leadership, promoting employee participation, and capitalizing on technological infrastructure. Organizations that want to succeed in the long run should look to this research for guidance on how to enhance their knowledge management practices.

THDC India Ltd.—Performance Management System

The case is based on the current performance management system (PMS) followed by THDC India Ltd. (THDCIL). It intends to provide inputs about the importance of sound and objective performance management as a key HR subsystem that helps in planning, measuring and integrating performance, contributing towards organizational and business objectives, and developing a collaborative organizational culture. The case portrays an incident of performance review grievance between a superior (Mr Ajay Kumar) and a subordinate (Mr Prashant Kumar) and shows an organization’s struggle to handle an inefficient performance planning claim by a subordinate. Despite creating a clear mandate and SMART (specific, measurable, attainable, realistic and timely) PMS goals, the HR team and employees are continuously showing resistance to discuss and develop SMART KRAs and KPIs collaboratively. It further talks about the issues in the performance planning process regarding goal setting, providing regular feedback and managing performance effectively while actively engaging employees. It also states how an incident about the unsatisfactory appraisal rating of Mr Prashant Kumar led to organizational chaos and employee dissatisfaction. It further provides insights into managing an aggrieved manager using performance review discussion and coaching. It also intends to give students an insight into the different steps in designing and modifying performance management to suit business requirements. The case may help students appreciate the different roles played by HR, such as employee champion, administrative expert, strategic partner and change agent for aligning and achieving individual, team and organizational goals and objectives. They would also gain knowledge and skills to understand the role of HR in designing, executing and managing the PMS by analysing a real-life situation.

Researcher management and cooperation: challenges in Brazilian research organizations from the perspective of microfoundations

In this work, we explore the dynamics of microfoundations dimensions (individuals, processes and structures) of research organizations (ROs) in order to diagnose the challenges faced by researcher management in Brazilian ROs and improve cooperative actions. To this end, analytical variables were defined from the theoretical fields of management (people and microfoundations) and research-industry cooperation, and applied in three exploratory-descriptive case studies. The results show that the effectiveness of research-industry cooperation depends on paradigm shift and long-term actions, such as the implementation of a collaborative organizational culture and the prioritization of innovative governance. Furthermore, the development of these capacities is hampered by the low maturity of career development processes, structural and financial-budgetary constraints. This research contributes to theoretical development, establishing constructs from the ROs specificities and proposing initial relationships among the analytical variables structured. For practice, we highlight the organizational diagnosis and actions for a better cooperative performance of ROs.

코로나19 팬데믹 상황에서 유아교육기관의 전문성 지원환경이교사의 스트레스와 교사협력을 통해 디지털 리터러시에 미치는 영향

This study aimed to examine the extent to which organizational support influenced teachers’ digital literacy through teachers’ interpersonal stress and collaboration among teachers for online teaching in preschools during Covid-19 pandemic. Teacher’s digital literacy is an essential competence of teacher’s readiness for virtual educational paradigm in the future. This study aimed to highlight how to promote teachers’ digital literacy especially focused on collaborative and supportive organizational culture. In this study, a sample of 222 preschool teachers participated and self-reported through online questionnaires on organizational support, their interpersonal stresses, collaboration among teachers for on-line teaching and their digital literacy. Data were analyzed using SEM in Mplus 8.1. Overall, higher levels of organizational supports predicted higher levels of teachers’ digital literacy through higher levels of collaboration for online teaching. Additionally, higher levels of organizational supports predicted teachers higher levels of teachers’ digital literacy through lower levels of teachers’ interpersonal stresses and higher levels of collaboration among teachers for online teaching. The results suggest that efforts to build successful partnership among teachers under organizational supports can be promising target in continuing educational policies to enhance teachers’ readiness in future virtual educational environment.

Harnessing Organizational Leadership and Cultural Competence to Attract and Retain Quality Teachers: The Case of Inner-City Schools

Strategic investments in organizational leadership within the education sector can reap significant dividends in attracting and retaining quality teachers. These investments include comprehensive cultural competency training for all school administrators, teachers, and staff as well as the inclusion of these groups in creating a collaborative organizational culture. Such investments are particularly important in inner-city schools, where research reveals that cultural incompetence and the absence of a collaboratively developed organizational plan contribute to high levels of teacher attrition and substantial difficulties in attracting new teachers. Because scholarship has already recognized and identified the problem of attracting talented teachers to low-income and urban districts, this article takes the next step to suggest novel evidence-based solutions to the problem. Central to this approach is the school administrator’s responsibility to build an organizational culture that ensures equity, educational rigor, and opportunities for meeting teachers’ and administrators’ work-related needs. Building this culture requires (a) delivery of empirically supported cultural competency training; (b) self-assessments of management style to create an approach designed to enhance employee satisfaction; (c) creation of a shared vision and organizational leadership plan designed to make the work environment more attractive and satisfying to current and prospective teachers; and (d) development of a flexible yet practical service delivery framework that enables employees’ workplace needs to be met. In creating this culture, we argue that inner-city teacher attraction and retention rates can be dramatically improved.

Prediction of job burnout based on organizational culture and job satisfaction of employees of Shahid Beheshti University

Background and purpose: In an organization's environment, human factors are exposed to various nervous and psychological pressures that negatively affect people's performance. The purpose of this study is to predict job burnout based on organizational culture and job satisfaction of employees of Shahid Beheshti University. Methodology: The present study was descriptive-correlation type, with the statistical population of all university employees in 1992. The statistical sample was 132 people who were selected using a random sampling method. The research was collected using Maslash's job burnout questionnaires, Hofstede's organizational culture, and Barry Field's and Ruth's job satisfaction questionnaires. The obtained data were analyzed using Pearson's correlation coefficient, linear regression analysis, and t-test. Results: The results showed a significant negative relationship between organizational culture and job burnout and a significant positive relationship between organizational culture and job satisfaction. Also, there is a positive and significant relationship between job burnout and job satisfaction; Organizational culture and job satisfaction can predict employee burnout. Also, there was a significant difference in job satisfaction between male and female employees, but no difference was seen in organizational culture and job burnout in both sexes. Conclusion: Based on the findings of this research, a collaborative organizational culture creates the highest level of job satisfaction and the lowest level of job burnout.

A psychological contract perspective of vertical and distributed leadership in project-based organizations

The primary purpose of this study is to examine the relationship between two leadership styles (vertical and distributed), conceptualized through types of decisions made (strategic and operational/tactical), and the state of psychological contract (fulfillment/breach) at three different levels of the organizational hierarchy in project-based organizations. The explorative analysis of eight organizations from India and Australia demonstrates the prevalence of distributed leadership: operational and technical decisions are usually entrusted to the project team and project managers, while strategic decisions are made by senior management. The study suggests that three factors facilitate a specific leadership style (vertical or distributed): organizational culture, knowledge sharing and project management practices, which in turn impact the state of psychological contract (fulfillment/breach). A flexible, collaborative organizational culture supports knowledge sharing and the adoption of agile methods, enabling distributed leadership and leading to psychological contract fulfillment.

A Critical Study of Women Graduate Student Experiences in Agricultural and Extension Education

The American Association for Agricultural Education (AAAE) aims to build a more inclusive and collaborative organizational culture. In 2017, women faculty and graduate students comprised 37.8% of the total AAAE membership. The need to recruit and retain diverse faculty and students in agricultural and extension education (AEE) remains if the AAAE organization is to achieve its goal. Women faculty experiences in AEE were studied previously, yet less attention was given to women graduate students. The purpose of this critical inquiry study was to develop a profile of women graduate students in postsecondary AEE by describing the mentoring experiences and organizational climate for women graduate students in the profession. Four emergent themes described women graduate students’ experiences in AEE: (a) reflections on graduate school, (b) realities of graduate school, (c) future in academia, and (d) the pursuit of mentorship. Participant reflection on the graduate school experience was conflicting. The realities of graduate school in AEE described a man’s world, the Good Ol’ Boys Club, microaggressions toward women, and the questioning of women’s competency. Participants seemed confident, unsure, or concerned about a career in postsecondary AEE. Faculty and fellow graduate students are considered encouraging mentors, but a void of women leaders to serve as role models in AEE was identified. AAAE should promote a more positive, inclusive, and intentionally mentored graduate school experience to retain more women in postsecondary AEE. More critical research related to graduate student experiences is encouraged to improve the inclusivity of the AEE profession.

Hope for the best, prepare for the worst: barriers to service innovation

PurposeDespite the growing scholarly interest in service innovation and its associated benefits for organizations, research into the barriers to developing new services remains scant. In addition, most of these studies have been mainly conducted at the firm level, failing to incorporate macro forces in the industry. To fill this gap, this study aims to investigate major industry trends as well as organizational attributes that affect organizations’ capability in designing innovative services.Design/methodology/approachA qualitative approach was used. In all, 21 semi-structured interviews with senior executives in different banks were conducted to collect data. Data were analyzed through thematic analysis.FindingsThe results of this study suggest that privatization, technological shortcomings, legislative inefficiencies and deposit orientation instead of market orientation were major industry trends that affect service innovation. Furthermore, ambiguity in knowledge management regimes, silo mentality and the absence of a collaborative organizational culture, growing need to focus on human capital and risk aversion were the main organizational attributes that should be addressed for effective service innovation.Practical implicationsService innovation is a strategic asset for organizations. To effectively leverage the benefits, managers should have an end-to-end approach toward the subject. The findings of this study would inform managers of different obstacles in the development of new services from an organizational and industry-wide perspective. Based on the outputs of the interviews and a thorough review of the literature, managerial implications are presented.Originality/valueThis study is one of the few studies that explores service innovation challenges at both macro and micro levels of analysis, providing a more holistic view of the phenomenon in the context of service organizations.

The Impact of Job Retention on Continuous Growth of Engineering and Informational Technology SMEs in South Korea

This study aims to explore what factors are critically associated with job retention in Engineering and Information Technology small- and medium-sized enterprises (SMEs) in South Korea, and how employers think about staff retention policy in relation to business growth. This contrasts with previous studies that mainly focus on employee motivation, job retention, and turnover. Qualitative semi-structured interviews were conducted face-to-face with founder Chief Executive Officers (CEOs). The results suggest that an important factor influencing job retention policies of these SMEs was to motivate employees to make greater voluntary effort, including through developing a collaborative organizational culture, rather than solely offering them additional financial rewards or using other Human Resource Management (HRM) practices to improve individual performances. Interviewees believed that job retention and business growth were closely related, and they discussed various ways of eliciting emotional commitment from employees. Unlike research on larger firms, these suggestions did not involve immediate financial rewards. How employers thought that the roles played by employees strongly influenced their firm’s productivity and competitiveness. This study suggests SME employers adjust their retention policy specifically to improve their firm’s survival and long-term growth.

Curating Care: The Design and Feasibility of a Partnership Between an Art Museum and an Academic Pain Center

AbstractThis qualitative study describes the design and feasibility of a partnership between an art museum and an academic pain center (Art Rx) to address chronic pain. The research team used semi‐structured stakeholder interviews with participating health care providers and museum staff to develop an understanding of the perceived complexity, risk and opportunity associated with the partnership. Results suggest that it is possible to align the missions of both types of organizations in a partnership felt to be beneficial to individuals with chronic pain. Interviewees identified a number of important factors for success including a collaborative organizational culture, partnership champions in both organizations, and a quality improvement process that incorporates stakeholder feedback into the partnership's continued development. This paper concludes with a recommendation that public health partnerships with museums to address chronic pain may be feasible and of unique value to both health care providers and museum staff in furthering their respective organizations’ missions.

Organizational factors influencing successful primary care and public health collaboration

BackgroundPublic health and primary care are distinct sectors within western health care systems. Within each sector, work is carried out in the context of organizations, for example, public health units and primary care clinics. Building on a scoping literature review, our study aimed to identify the influencing factors within these organizations that affect the ability of these health care sectors to collaborate with one another in the Canadian context. Relationships between these factors were also explored.MethodsWe conducted an interpretive descriptive qualitative study involving in-depth interviews with 74 key informants from three provinces, one each in western, central and eastern Canada, and others representing national organizations, government, or associations. The sample included policy makers, managers, and direct service providers in public health and primary care.ResultsSeven major organizational influencing factors on collaboration were identified: 1) Clear Mandates, Vision, and Goals; 2) Strategic Coordination and Communication Mechanisms between Partners; 3) Formal Organizational Leaders as Collaborative Champions; 4) Collaborative Organizational Culture; 5) Optimal Use of Resources; 6) Optimal Use of Human Resources; and 7) Collaborative Approaches to Programs and Services Delivery.ConclusionWhile each influencing factor was distinct, the many interactions among these influences are indicative of the complex nature of public health and primary care collaboration. These results can be useful for those working to set up new or maintain existing collaborations with public health and primary care which may or may not include other organizations.

Attitudes toward supplier integration: the USA vs China

PurposeStudies show the benefits of supplier integration, yet negative attitudes toward supplier integration exist that research fails to explain. The purpose of this paper is to investigate managerial attitudes toward supplier integration and how intra-firm processes and culture affect the formation of such attitudes. In particular, the paper aims to examine the differing influences between the USA and China.Design/methodology/approachUsing multi-group structural equation modeling, the authors re-analyzed the data collected by Nahm et al. (2004) and Li et al. (2014) comprised of responses from 224 US and 117 Chinese manufacturing managers.FindingsThe study finds that managerial attitudes toward supplier integration depend on the degree to which a collaborative organizational culture and synchronous manufacturing practices exist within a firm. Moreover, in the Chinese context, the influence of a collaborative organizational culture is lower than the influence of synchronous manufacturing practices. The opposite is found in the US context.Practical implicationsThe results suggest that overcoming negative attitudes of supplier integration requires more than simply espousing the benefits of supplier integration; looking deeper into an organization’s internal characteristics and situational context is required. In particular, if the country context already emphasizes the collaborative culture, the organization should focus on synchronous manufacturing practices in order to form a positive attitude toward supplier integration.Originality/valueThis paper is the first to examine how managerial attitudes toward supplier integration are formed. The work is novel because the authors suggest that the formation of managerial attitudes toward supplier integration inter-firm management can be affected by intra-firm management in the minds of managers, which are influenced by country contexts.

Knowledge sharing capability in healthcare organizations

PurposeThe purpose of this study is to examine the effect of organizational culture and stakeholders’ expectations on the relationship between organizational factors and organizations’ knowledge-sharing capability.Design/methodology/approachThe data were collected from public and private hospital administrators in Thailand via a questionnaire. To test the hypotheses, the data were analyzed using regression analysis.FindingsThe results reveal that organizational culture has a positive effect on the relationship between organizational climate and knowledge integration, while stakeholders’ expectations have positive effects on the relationships between organizational climate and interchanging knowledge.Research limitations/implicationsThe present study focuses on knowledge sharing at an organizational level; future studies should examine knowledge sharing at both the organizational and individual levels.Practical implicationsThis paper focuses on the effect of organizational factors on knowledge-sharing capability in hospitals. Executives should support the organizational climate and collaborative organizational culture for promoting knowledge integration in an organization. Furthermore, interchanging knowledge and organizational climate could be emphasized by the expectations of stakeholders.Originality/valueDesign of organizational climate, organizational culture, and expectations of stakeholders contribute to knowledge sharing at an organizational level.