Corporate Culture Research Articles

ВПРОВАДЖЕННЯ ПРАКТИК САМОМЕНЕДЖМЕНТУ ДЛЯ ПОКРАЩЕННЯ КОРПОРАТИВНОЇ КУЛЬТУРИ

In the course of writing the scientific article, the main stages of implementing self-management practices to improve corporate culture were determined. It was found that the effectiveness of such practices largely depends on the level of organizational support and adaptation to specific conditions. Key aspects affecting the success of self-management implementation, including personnel motivation, adaptation to military challenges, and changes in the corporate structure, are analyzed. The study showed that the implementation of self-management strategies makes it possible to increase the adaptability of organizations to the rapidly changing conditions of war, contributing to the preservation and improvement of corporate culture even in difficult and unstable conditions. The key aspects of the implementation of such practices are summarized, which is an important factor for maintaining the stability and efficiency of organizations in the conditions of a long war. The impact of self-management on various aspects of corporate culture in the context of war is systematized, in particular, on the interaction between employees, management processes and the general atmosphere in the organization. The results of the study indicate the need for full or partial integration of various self-management practices into the general management strategies of Ukrainian organizations, which allows them to effectively cope with challenges arising in crisis situations caused by war.

SPECIALISTS’ IDENTITY IN CORPORATE CULTURE AND PROFESSIONAL COMMUNICATION

The article highlights the problem of a specialists’ identity in corporate culture and professional communication. The purpose of the work is to investigate the qualities of a professional’s personality and its formation in the conditions of professional activity. In accordance with this goal, the following tasks were selected: 1) to form an idea about the moral consciousness of an individual; 2) justify the value consciousness of the individual; 3) describe the professional self-awareness of the individual; 4) describe professional communication in corporate culture.In particular, the feeling of conscience, duty, responsibility, honor, honesty, dignity, nobility, politeness, tact, respect, which affects the formation of a specialist’s personality, was characterized; correlations between human values, self-esteem and professional activity are established, the concept of professional norms, rules, roles, behavior models is considered; professional qualities, abilities, abilities and skills, emotions and needs, motives and goals.The study analyzes the mechanisms of communication in a professional team in situations of relationship development, conversations with the manager, notification of rights and obligations, discussion of working conditions and achievement of results, setting tasks, forming goals, motivation, prompting to action, requests, orders.Considerable attention is paid to professional self-awareness, spiritual and material values, the choice of value orientation, the relationship between good and bad in a person’s personality. Professional communication and professional etiquette were mentioned among the most important subtopics, which are the basis of the development of professional relations between individuals at work.

Assessing the Role of Cultural Diversity in Shaping Organizational Performance and Customer Satisfaction in the Hospitality Sector: A Quantitative Approach

The hospitality sector staff is noted for being multicultural, as is its customer. Understanding the complexities of cultural diversity is crucial for efficient hospitality management as businesses work to establish inclusive and culturally sensitive settings. In the context of the hospitality sector, this paper aims to investigate the effects of cultural diversity on organizational performance and consumer satisfaction. A representative sample of workers in the hotel sector is given a standardized questionnaire. The survey measures demographic traits, attitudes toward cultural diversity, perceptions of inclusion, and the effects of diversity on business performance and customer happiness. Since the data are quantifiable, statistical analysis may be used to find trends, correlations, and the overall impact of cultural diversity on many aspects of hospitality management. The study's findings add to the body of knowledge on cultural diversity in the hospitality sector by providing insights into the tactics and methods that improve industry efficiency and customer happiness. The study emphasizes the need of developing a welcoming and inclusive company culture that values diversity, encourages cultural awareness, and capitalizes on the distinctive skills and viewpoints of employees from all origins.

The correlative factors of enterprise culture and enterprise human resource based on data analysis and federated learning

Under the current big topic of enterprise management, how to cultivate, use, and maintain talents is the critical problem of modern human resource management. Based on big data mining, cloud computing, and other related model optimization technologies, this study explores the crucial significance of enterprise culture construction and enterprise human resource management in achieving the business objectives of the entire enterprise. The establishment of this model also means that the enterprise’s profit margin and business indicators have been improved and developed under a certain model. The case results demonstrate that the optimized competency model is significant to studying corporate culture management system behavior, policy analysis, and improving corporate human resource management policies.

Inspiring nurses’ sustainability mindset: Exploring the Mediating Role of Organizational Culture on the relationship between Pro-social Leader behaviors and nurses’ sustainability consciousness

BackgroundSince nurses are at the frontline of healthcare delivery, their actions and understanding of the environment have a big impact on how long healthcare systems can last. It is essential to comprehend the elements that impact nurses’ sustainability consciousness to encourage ecologically conscious actions in the healthcare industry.AimThis study aimed to explore the relationship between pro-social leader behaviors and nurses’ sustainability consciousness and testify to the mediating role of organizational culture in this relationship.DesignA cross-sectional descriptive correlational design by STROBE criteria was used.Methods and toolsAn approach to a judgmental non-probability sampling technique was employed to obtain data from 350 nurses in an Egyptian hospital. Three measurement surveys were employed: Organizational Culture Survey, Prosociality Scale, and, Sustainability Consciousness Questionnaire (SCQ-S). Relationships were shown using structural equation modeling and descriptive and inferential statistics.Results53.4% of nurses have high perceptions of organizational culture, and the majority of nurses (85.7%) have high perceptions of prosocial leader behaviors. Furthermore, 60.9% of nurses have high perceptions of sustainability consciousness. Additionally, Prosocial leader behaviors positively correlated with organizational culture (r = 0.129) and nurses’ sustainability consciousness (r = 0.274). The indirect effect of prosocial leader behaviors on nurses’ sustainability consciousness through organizational culture is calculated by multiplying the coefficients of both direct effects (0.129 * 0.159 = 0.811). This means that for each unit increase in prosocial leader behaviors, we would expect a 0.811 unit increase in nurses’ sustainability consciousness through the mediating effect of organizational culture. The model appears to match the data well based on the model fit parameters (CFI = 1.000, IFI = 1.000, RMSEA = 0.114).ConclusionsThe study highlights the impact of pro-social leader behaviors on nurses’ sustainability consciousness through the organizational culture as a mediating factor. Nursing Implications: Findings from this research can promote environmental stewardship and sustainable practices in the healthcare sector by illuminating the elements that can encourage and support a sustainability-oriented mindset among nurses. To promote a more sustainable future for the nursing profession, the findings can guide activities in nursing education, corporate culture transformation, and leadership development.

Practice of international relations: potential for transfer to other spheres

In today's world, there is a close intertwining of academic disciplines and spheres of practical interaction. To identify a potential for transfer of international practices, the authors of this study attempt to elicit cases of successful transfer of practical experience from International Relations and world politics to other fields, as well as provide illustrative examples of parallel development of similar practices. As one of the most extensive practices in the realm of International Relations, diplomacy appears to contain a large number of relevant cases. Transfer and parallel development of negotiation techniques and mediation technologies manifest themselves both in the related sphere of domestic politics and in corporate culture. Another example of business borrowing international practices is the institution of industrial espionage, which nowadays might be compared to the institution of political-military espionage in terms of its scale and organization. The study also focuses on the phenomena of parallel development of social practices, namely emancipation. While it is regarded as a process of gaining legal independence in the sphere of law, in International Relations it denotes a rejection of the idea of domination of a certain order or ideological stance. The final part of the study is dedicated to the consideration of typologies of behavior, as well as analogies and metaphors, in various social spheres. Metaphors and analogies unite such seemingly distant disciplines as International Relations and folklore studies. In addition to allusions to foreign policy events, which appear with a certain frequency in mass culture, the authors also present possible parallels between the structure of fairy tales and that of political conflict. On the grounds of the case studies, the paper highlights the diversity of areas of international engagement that have directly or indirectly contributed, or could contribute, to the emergence and/or development of other practice areas.

The Influence of Socio-Demographic Factors on Management Concerning Corporate Culture in the Forest and Wood-Processing Sector

The Influence of Socio-Demographic Factors on Management Concerning Corporate Culture in the Forest and Wood-Processing Sector

Social Intelligence Management in the Context of Promoting Professional Self-Education: Gender Aspects

The importance of lifelong learning and professional self-education in the modern world is beyond doubt. The search for external and internal incentives to increase people's interest in self-development is an important task for management sciences. External motivation includes the efforts of managers and HR managers to encourage employees to learn. In childhood and adolescence, parents, teachers and professors perform this function. However, it is important to understand what internal factors affect the desire for new knowledge and experience. According to numerous studies, social intelligence plays this role, as it affects the formation of positive qualities of a person from a social point of view. The purpose of this research was to verify the correlation between the level of social intelligence of an individual and his/her desire for self-development and additional training. The survey was conducted on a sample of students from a private online school that provides soft skills, financial and digital literacy training. The research results have complemented the previous survey among senior university students to form a comprehensive picture. High statistical reliability (p≤0.001***) was found for a significant relationship between social intelligence and its components and the desire to study further. The research results indicate the importance of developing a person’s social intelligence in order to stimulate professional self-education. Increasing the level of employees’ competence has a positive influence on their loyalty to the corporate culture, enhancing the personnel security of enterprises.

Does firm culture influence corporate financing decisions? Evidence from debt maturity choice

This study establishes a relation between corporate culture and debt maturity choice. Specifically, superior corporate culture is associated with the choice of shorter-term debt, supporting the notion that superior culture reduces managerial agency problems resulting in managers being more receptive to external monitoring through the choice of shorter-term debt. The culture subcomponents of integrity, teamwork, and innovation are found to have a meaningful influence on the debt maturity structure choice. The relation between culture and debt maturity is more pronounced in firms with higher managerial stock ownership and those that are financially constrained, but is weakened in firms with a greater CEO sensitivity to stock prices. Additionally, firms with superior culture are shown to have higher long-term credit ratings. These findings contribute at the confluence of corporate culture and debt financing literatures. A battery of robustness tests, including addressing endogeneity concerns, validate the findings.

The Facilitating Factors of Organizational Learning in Pharmaceuticals Sector of Bangladesh

The present study is focused on the determinant factors of the organizational learning culture in pharmaceutical companies. The work explains the role of leadership, employee engagement, training, and knowledge-sharing mechanisms. The main purpose of the study is to explore four companies and determine to what extent learning culture and various elements impact it. The paper describes the survey conducted with 200 respondents working for these entities. The employees had different experience and occupied diverse positions. The analysis was completed with the help of 20 key areas. Correlation analysis, ANOVA, T-tests, factor analysis, and regression models were used to identify relationships. The results are compared in such aspects as leadership support, training opportunities, and innovation encouragement. It has been determined that both leadership and the so-called culture of continuous learning are the main factors that might affect an employee’s ability to apply the new knowledge. The correlation between leader engagement and the ability to use knowledge is average. Factor analysis shows that management performance could be attributed to five dimensions, which are related to leadership, training, feedback mechanisms, innovations, and sharing practices. Finally, regression analysis reveals that such culture of learning could be regarded as the best predictor of whether an employee will apply knowledge. Interestingly, these factors are not significantly different in such departments as leadership and non-leadership. Similar improvements are observed among different departments.

Feminist Approach to Integrated Reporting: Theory of the Firm and Practice in Dialogue

This paper contributes to maintain active the debate in applying Feminist Approach to understand the theory of the firm underlining Integrated Reporting in different lens of capitalism. The work is useful to accounting scholars, standard setters and the general public, because there are practical implications especially important to the present development of the sustainability reporting scenery. The business theory underlying the IR framework remain clearly still a capitalist theory, but if in some cases organizational changes are activated, and therefore we are moving towards small changes in the corporate culture. This process can leave room for an area to include reflections on a different theory that can be generated incidentally, also starting from a model structured in itself and oriented towards the creation of value for investors.  Finally, we think that by keeping the debate alive we can help sow a seed to improve the potential of accounting and accountability (social, environmental, sustainable). The research design is grounded on Feminist approach literature in economics and accounting. After literature analysis set of keywords are analyzed to identify the interpretative paradigms of the firm that can be associated with the masculine and feminine.  The analysis use NVivo 12 and is addressed to the integrated reports released by health and pharmaceutical companies, that have been selected among the leading practices included in the IR examples website (IIRC Database as of May 11, 2021). This choice is due to investigate one of the most sensitive industries during the Covid-19 pandemic.

STRATEGIC MANAGEMENT OF HUMAN RESOURCES IN THE SPHERE OF ENTREPRENEURIAL ACTIVITY

The purpose of the article is to study the concepts of strategic management of human resources in the field of entrepreneurial activity. Strategic HRM builds the bridge between an organization’s business goals and the people who achieve them. In this tactical role, HR has a broader scope and must refocus its responsibilities. The focus becomes on equipping people to best support the direction in which the company is moving. These practices include hiring, promoting, and rewarding employees, creating and maintaining a high-performance business culture, and organizational design to add value and achieve competitive advantage. Strategic HRM focuses on creating a talent management system that manages behavior and culture to support the organization’s long-term business goals. HR has traditionally been considered an administrative function focused on specific tasks. It was distant from the activities of company management and was largely reactive. It met employee needs as they arose. However, it was not aware of where the company was going or anticipating what might happen. Traditional HRM answered employee questions about HR policies, but did not create policies based on the company's long-term goals or find ways to engage employees in them. With a strategic HRM plan, HR teams are more proactive because they are integrated into business strategies. They understand and are aligned with the company's goals. This involves planning and taking action to ensure the organization has the people it needs to achieve its goals. Gaining a competitive advantage - Knowing exactly where management wants to take the organization allows HR to focus on the skills and abilities employees need to do the work required to achieve the goal. Through effective talent management, training, and development, SHRM can result in a more competent and skilled workforce that will provide a competitive advantage over competitors. Adapting to change - A strategic approach to HRM means constantly looking to the future, allowing organizations to anticipate changes in the business environment and quickly adapt to them. Plans can be adjusted to take into account technological advances, changes in the market, or changing demographics within the company. In doing so, HR supports, motivates, and communicates with employees throughout the adjustments. Thus, the use of digital technologies in a company with young employees is a method of motivating and increasing the interest of young employees (especially Generation Z) in work. In addition, it is possible to note the positive impact of digitization of the personnel management process on the improvement of the company's HR brand.

Imposing Corporate Death Penalty in Indonesia: A Discourse on Penalisation, Corporate Culture, and Deferred Prosecution Agreement

The Indonesian Penal Code 2023 regulates corporate criminal liability. It covers various issues, including the actions of a corporation that amount to corporate crimes, the conditions under which a corporation can be held criminally responsible, who can be held accountable, and the types of criminal sanctions imposed on corporations. The primary criminal sanction is the imposition of fines. However, several types of additional punishments may also be imposed, including dissolution of the corporation or, in other words, the “corporate death penalty”, which leads to a permanent termination of the corporation's operations, loss of jobs for employees, termination of production, and stoppage of tax payments to the government. Thus, if imposed without caution, corporate death penalty will negatively impact the state and society. This article analyses the effect of corporate death penalty on the society and highlights the need for judges to exercise caution before dissolving a corporation. The study applies normative legal research with the statutory and comparative approach. Primary and secondary legal materials were analysed. This article argues against the imposition of corporate death penalty in Indonesia for three reasons. First, Indonesia does not have sentencing guidelines for corporations. Second, Indonesia has not developed a Deferred Prosecution Agreement (DPA) mechanism yet, which is an obstacle to developing a better corporate culture. Third, corporate death penalty has harmful impacts on a country's economy and public welfare; among others, it increases the unemployment rate, which impacts social life.

Innovative Leadership In Building A Dynamic And Creative Marketing Team: A Systematic Literature Review

This journal discusses the trend of innovative leadership in the context of successful marketing strategies, with a focus on building dynamic and creative teams. Innovative leadership is identified as a key factor in facilitating effective collaboration and creativity among marketing team members. A corporate culture that supports innovation is also considered an important cornerstone of a successful marketing strategy. Innovation is understood to be a continuous process, not a one-off event, with innovative leaders ensuring that teams continue to push the boundaries of their creativity and are not satisfied with the status quo. By understanding and applying these principles, companies can build dynamic and creative teams, which is key in meeting the challenges and opportunities in a changing market.

Analysis on the Influence of Employer Branding Strategies with the Desires of Generation Z to Attract Potential Talent in the Start-Up Company: A Case Study of Andalin

The purpose of the research is to understand the factors that affect employer branding, particularly in the context of Generation Z employees in startup companies. Startups have emerged as a prominent career option for Generation Z in the current globalization era, due to their innovative and dynamic work environments. The goal of this study is to determine which aspects of employer attractiveness align with the aspirations and values of Generation Z, specifically analyzing PT Eximku Teknologi Indonesia (Andalin). The study used a qualitative methodology, involving in-depth interviews with internal Andalin and external startup employees. The purpose of the data collection is to identify how employees vary in their responses to the various aspects of employer attractiveness, such as Social Value, Development Value, Application Value, Safety Value, and Economic Value. According to the study, Andalin employees are largely satisfied on most criteria except Economic Value, where some respondents believe their workload is not appropriately provided. External respondents are dissatisfied with most characteristics, except for social, developmental, and economic values, demonstrating a lack of organizational belonging and long-term job stability in startups. Notable results indicate that social media efficiently showcases the working environment to Generation Z and attracts their attention, demonstrating how it is so important for employer branding. Another suggested strategy to increase awareness of the company's culture, vision, mission, and core values of the company is to improve the career website. Furthermore, offering complimentary educational or developing skills courses is suggested as an efficient way of underlying continuous development within the organization, which results in attracting potential employees.

Walking the circular talk: Analyzing the soft and hard aspects of circular economy implementation of ten business cases within the textile and apparel value chain

Companies in the textile and apparel value chain (TAVC) have been increasingly implementing Circular Economy (CE) practices to accomplish sustainable development. However, CE implementation focuses on the techno-environmental dimension, commonly associated with the “hard side” of businesses. Conversely, the social dimension, referred to as the “soft side” of business (e.g., workers impacts and corporate culture) has received less attention, even though the notion of a just CE transition is considered critical for the sector. There is a lack of empirical knowledge about how businesses in the TAVC simultaneously manage soft and hard aspects of Circularity and what kind of socio-environmental impact they generate.This lack of comprehensive systemic vision creates blind spots, generating unintentional tradeoffs between social and environmental objectives.Using a mixed method approach that borrows insights from Organizational Management and Systems thinking, this research analyzed both soft and hard aspects of ten circular business cases from three countries. The analysis resulted in a systemic socio-environmental baseline showcasing good practices that could be optimized in terms of material flows, critical social hotspots (e.g., earnings, workers well-being and collective bargain) and system-change conditions for both soft and hard aspects of CE implementation.This research demonstrates that soft and hard aspects of CE are integral components of a comprehensive transformative CE transition framework that facilitates the adoption of more inclusive-circular practices while improving sustainability performance.

Assessing the effects of sustainable supply chain management practices on operational performance: the role of business regulatory compliance and corporate sustainability culture

PurposeThis study examines the mediating and moderating effects of business regulatory compliance (BRC) on the association between sustainable supply chain management practices (SSCMP) and operational performance (PERFOP), and how corporate sustainability culture (CSC) serves as a boundary condition to BRC.Design/methodology/approachThis research draws data from 245 firms operating in multiple industries in Ghana. Ordinary Least Square (OLS) was employed to test the direct effects, while Hayes Process Macros was employed to test the indirect and conditional effects among the study variables using a structural equation modelling approach.FindingsThe results showed that SSCMP has a direct positive effect on PERFOP. The study further revealed that BRC mediates the relationship between SSCMP and PERFOP. This study found that BRC negatively moderates the association between SSCMP and PERFOP, suggesting that high levels of BRC generate unintended adverse effect on the SSCMP- PERFOP link. However, the results revealed that CSC serves as a boundary condition to BRC.Originality/valueTo the best of our knowledge, this is the first study that emphasizes how the resource-based view and regulatory focus theory interact to explain how different degrees of CSC and BRC impact SSCMP performance outcomes. This study advances research in the sustainability literature, in response to calls for further research in this domain. This study draws decision-makers attention on the need to make sustainability practices an integral part of corporate culture in order to set a business tone that stimulates easy compliance to sustainability requirements.

Analysis of ISO 9001:2015 Quality Management System Implementation at PT X

This study examines the implementation of the ISO 9001: 2015 Quality Management System at PT X, a construction consulting services company in Indonesia which has research objectives to find out and analyze the implementation process, supporting and inhibiting factors, and solutions to overcome obstacles in the implementation of the Quality Management System at the company. This research uses a qualitative research design and case study approach, using data collection techniques in the form of observation, interviews, and documentation. The results of this study found that the implementation of the ISO 9001: 2015 Quality Management System at PT X is influenced by several supporting and inhibiting factors, which are supported by the commitment and policies of top management, awareness of employees, company culture that emphasizes the importance of quality improvement, digitalization of infrastructure that is quite capable, and standardization of well-documented procedures. The inhibiting factors are the lack of human resources and inconsistency and not overall understanding and awareness of the importance of implementing a Quality Management System. This research is expected to be one of the input materials used for useful improvements to overcome obstacles in order to improve the quality and quality of the company in the future.

SYNERGY OF ORGANIZATIONAL STRUCTURE AND ANTI-CRISIS STRATEGIES IN ENSURING ENTERPRISE STABILITY

The article considers the current problem of ensuring the stability of an enterprise in conditions of economic instability through the synergy of the organizational structure and anti-crisis strategies. The research aims to learn about different approaches to the integration of organizational structures with strategic management, which contribute to increasing the adaptability of an enterprise to external challenges. The main elements of synergy are considered to be, in particular, the mechanisms of implementing anti-crisis measures within the existing organizational structure, which allow for increasing the stability of an enterprise in conditions of market instability. The article draws attention to the fact that effective cooperation of the organizational structure with anti-crisis strategies significantly improves the ability of an enterprise to adapt to changes in the external environment. Based on the data obtained, recommendations are formulated for improving management decisions aimed at increasing the adaptive potential of an enterprise. In particular, the possibilities of optimizing internal processes in order to react faster to changes and minimize risks related to crisis phenomena were analyzed in detail, which ensures the stability and competitiveness of the enterprise. The possibilities of optimizing internal processes in order to react faster to changes in the external environment are considered. Particular attention was paid to the role of leadership in implementing strategic changes. The effectiveness of using the company's resources in crisis conditions was assessed. The role of leadership in implementing strategic changes is considered separately. Leadership in crisis times plays an important role in ensuring the effectiveness of implementing anti-crisis measures, as well as in strengthening the corporate culture, which contributes to increasing the level of trust and cohesion of the team. The article shows that the effective use of the company's resources in crisis conditions is a key factor in ensuring its long-term stability. The conclusions from the work indicate the need to improve the organizational structure of the company in order to ensure its greater integration with anti-crisis strategies, which will allow the company to effectively face external challenges and strengthen its competitive position on the market. Therefore, the presented article contains practical recommendations that may be useful both for business managers and researchers in the field of strategic management and organizational development in conditions of economic instability.

GENESIS OF THE CONCEPT OF «GOODWILL»

Goal. The problem of defining the essence of goodwill lies in its complex and multifaceted nature. Goodwill formation occurs constantly, but as a fully-fledged accounting object, disclosed in consolidated financial statements, it arises during business combinations. Various stakeholders have subjective perceptions of goodwill, complicating its definition, evaluation, and accounting. The relevance and purpose of the research lie in the necessity of formulating a comprehensive approach to understanding the essence of goodwill, considering its etymology, analysis of domestic and foreign contemporary and historical sources, existing approaches to interpretation, and highlighting key categories. Method. The research utilized methods of systemic analysis, synthesis, comparison, systematization, analogy, and generalization. Results. The global economy witnesses an increase in the value of intangible assets and goodwill. The change in the dominance of approaches to understanding the essence of goodwill, analysis, and systematization of existing sources allowed identifying that for the current stage of development of this concept, the recognition of its complexity and diversity is characteristic. This necessitates the identification of key components of goodwill, analyzing their role in business value management, brand value enhancement, and capital accumulation. The main focus is on using goodwill to measure consumer trust, shape the company's reputation, and assess its performance. The proposed comprehensive definition of goodwill as a special intangible asset that reflects the added value of the business, potential for future income generation, shaped by the interaction of components such as reputation, brand, recognition, image, corporate style, customer loyalty, corporate culture, technological advantages, customer base, trade secrets, know-how, research, development, innovation, patents, licenses, copyrights, government grants, partnerships, competencies, managerial qualities, social and environmental responsibility, collectively providing business with competitive advantages, investment attractiveness, and contributing to its successful operation. The proposed definition will most fully account for the key components of goodwill expression and generation, helping to comprehensively understand its essence and positively impact the market capitalization of the business. Practical significance. Correct understanding of goodwill is important for accurate assessment, completeness of disclosure in consolidated financial statements, and for effective management and justification of investor decisions.