Context Of Contemporary Organizations Research Articles

Foundations of Organizational Culture: A Comprehensive Review

This paper aims to provide a comparative analysis of seminal cultural studies by Schein, Hofstede, and the Project GLOBE initiative, examining their influence on contemporary organizational contexts. The study conducts a literature review and comparative assessment of the cultural models proposed by Schein, Hofstede, and the Project GLOBE initiative. Additional cultural models from Schwartz and Trompenaars are briefly reviewed to acknowledge their relevance. The analysis reveals that Schein’s model emphasizes cultural artifacts, beliefs, and assumptions; Hofstede’s model focuses on six dimensions of national cultures; and the Project GLOBE initiative identifies nine cultural dimensions affecting leadership and organizational processes. These models collectively offer a comprehensive understanding of organizational culture and its impact on behavior and performance. This paper contributes to the field by synthesizing and comparing key cultural models, highlighting their enduring significance in organizational studies and providing insights into their practical applications in various organizational settings.

THE EFFECT OF ACCOUNTING INFORMATION SYSTEMS, TRANSPARENCY AND ACCOUNTABILITY ON CORPORATE FINANCIAL PERFORMANCE

In the evolving landscape of corporate finance, the role of Accounting Information Systems (AIS), transparency, and accountability in influencing financial performance remains a critical area of investigation. Despite the extensive literature on AIS, transparency, and accountability, there is limited empirical evidence on their direct impact on financial performance within contemporary organizational contexts. Previous studies have often overlooked the nuanced effects of these variables on financial outcomes, particularly in diverse organizational settings. This study aims to elucidate the relationship between AIS, transparency, and accountability, and their combined effect on financial performance, using agency theory and Technology Acceptance Model (TAM) theory as analytical frameworks. Data collected from 50 employees across various divisions via social media questionnaires were analyzed using multiple linear regression. The analysis revealed that AIS did not significantly impact financial performance, whereas transparency and accountability exhibited a positive and significant relationship with financial performance. This study contributes to the literature by demonstrating the differential impact of transparency and accountability versus AIS on financial performance, highlighting the need for a refined focus on transparency and accountability practices. The findings underscore the importance of enhancing transparency and accountability mechanisms to better align with corporate financial performance objectives. This research provides valuable insights for policymakers and corporate managers aiming to optimize financial outcomes through improved organizational practices.

MAPPING THE FUTURE INFORMATION SYSTEMS AND MARKETING STRATEGY - A BIBLIOMETRIC ANALYSIS OF EMERGING TRENDS

This study presents a comprehensive bibliometric and content analysis of scholarly articles exploring the intersection of information systems and marketing strategy. Leveraging the Web of Science Core Collection database, the research employed a rigorous search strategy using key terms such as “information systems” and “marketing strategy.” After initially identifying over 2,000 sources, a final dataset of 124 peer-reviewed studies from the management and business domains was meticulously selected for analysis. The study identifies seven key trends within information systems and marketing strategy, with particular focus on the evolving impact of remote work. Special attention is dedicated to authentic applications of information systems in shaping marketing strategy dynamics. The study’s novelty lies in its extensive bibliometric examination, offering fresh insights and guiding future research directions. By significantly contributing to the understanding and advancement of this field, this research underscores the complex interplay between information systems and marketing strategy in contemporary organizational contexts.

Анализ современных методов профессиональной подготовки управленческих кадров

This article examines the issues of professional training and development of managerial personnel as an important object of management in modern organizations. The author substantiates the need to apply a systematic approach to the development of managerial competencies to improve management effectiveness. It is noted that professional training of managerial personnel is one of the objects of management, which aims to develop and train specialists in the field of management. The research area includes acquiring practical skills and specific knowledge necessary for the effective performance of managerial functions in organizations of various scales and business orientations. Existing problems and barriers in the field of managerial personnel training are analyzed, and ways to overcome them are proposed. Advanced practices of leading companies in in the field of human resource development and managerial potential are examined. To summarize, this research highlights the critical role of ongoing professional development for managerial staff within contemporary organizational contexts. By confronting current obstacles and embracing progressive training approaches, organizations can nurture a proficient and adaptable leadership cohort primed to propel sustainable expansion and competitive superiority.

Circular Economy and Contributions to Sustainable Development in the Organizational Context

Objective: To analyze the contributions of the circular economy to sustainable development in the organizational context. Methodology: The research used an integrative literature review to investigate the relationship between circular economy and sustainable development in organizations. The studies were selected based on relevant keywords in academic databases, focusing on Brazilian articles published between 2023 and 2024. After the selection, a qualitative analysis of the data was conducted to identify patterns and trends, contributing to a deeper understanding of the topic. Results and data analysis: The analysis of the studies highlights the importance of the circular economy in the contemporary organizational context, highlighting its relevance to promote sustainable development and mitigate negative impacts on the environment and society. The transition from the traditional linear model to the circular one redefines not only supply chain dynamics, but also challenges the culture of consumption and unrestricted disposal by promoting resource reuse, recycling and remanufacturing. However, its implementation requires operational changes and the support of organizational leaders, tax and legislative incentives, as well as greater awareness and dissemination of information about its practices and benefits. The need for more in-depth studies, especially in the Brazilian context, is highlighted, as is the importance of consumer education on sustainable packaging and the integration of reverse logistics practices. Such an approach not only promotes environmental sustainability, but can also generate significant economic benefits for businesses. The studies also highlight the adaptation of circular economy concepts to different sectors, such as textiles and clothing, highlighting their tangible benefits, such as reducing waste and creating sustainable business opportunities. However, the journey towards the circular economy faces challenges such as effective waste management and stakeholder awareness. Conclusion: Thus, the conclusions emphasize the need for continued engagement of businesses, governments and consumers to promote a successful transition. By adopting this approach, organizations contribute not only to the preservation of the environment and social well-being, but also to a more sustainable and economically prosperous future.

Exploring Contemporary HRD Strategies: Impact on Employee Job Satisfaction through Advanced Tools and Techniques

In the era of rapid technological advancement and evolving workplace dynamics, Human Resource Development (HRD) strategies play a crucial role in shaping employee job satisfaction and organizational success. This paper investigates the transformative impact of integrating advanced technology tools and techniques into HRD practices on employee job satisfaction within the context of contemporary organizations. Drawing on extensive literature review and theoretical frameworks, the study explores how modern HRD strategies, leveraging cutting-edge technology, can enhance employee satisfaction and contribute to organizational effectiveness. The research employs a comprehensive methodology encompassing quantitative surveys and qualitative interviews to examine the relationship between HRD tool effectiveness and job satisfaction among IT employees. Results from multivariate analyses reveal significant associations between Integrated HR Technology and Training Solutions and various aspects of the workplace environment, including pay, training, promotion, and recognition, supervision, and job security. These findings underscore the pivotal role of technology in shaping HRD practices and fostering employee satisfaction in the digital age. The study contributes valuable insights to the ongoing discourse surrounding HRD strategies and their implications for organizational success, offering actionable recommendations for organizations seeking to enhance their HRD practices in alignment with technological advancements and employee expectations.

Unveiling People Analytics and Organizations: A Critical Literature Review

The burgeoning field of people analytics represents a paradigm shift in human resource management, driven by the digital transformation that is sweeping across organizations worldwide. This critical literature review delves into the multifaceted impacts of people analytics on organizations, emphasizing its role in transforming HR into a profit center, enhancing employee performance and well-being, and integrating artificial intelligence (AI) with HR practices. By synthesizing findings from recent studies and case examples, the review illuminates the transformative potential of people analytics alongside the complexities it introduces, such as ethical dilemmas and the challenges of workforce analytics. People analytics emerges as a pivotal tool for organizations seeking a competitive edge through data-driven decision-making. Its contributions extend beyond enhancing traditional HR functions, aiding in talent acquisition, driving employee engagement, and predicting future workforce trends. However, the adoption of people analytics and AI technologies also presents ethical considerations and necessitates a delicate balance to harness their benefits without undermining employee trust and organizational values. The review employs a systematic methodology, including thematic analysis, to explore the strategic implementation of HR analytics, ethical considerations, practical applications, and the integration of AI in HR practices. Recommendations are provided to develop a balanced approach to people analytics, establish ethical guidelines, bridge the gap between theory and practice, and foster a culture of continuous learning and adaptability. This critical examination underscores the significance of people analytics in contemporary organizational contexts, advocating for a holistic approach that considers both the opportunities and challenges posed by data-driven HR practices. As organizations navigate the digital era, embracing people analytics can lead to more effective, engaged, and sustainable workforces, provided that ethical and practical considerations are addressed.

Enterprising refugee women: Analyzing postfeminist governmentality in an organizational context

AbstractThis study examines a model project initiated by a German Federal Ministry in the middle of the vast increase in forced migration to Germany after 2015. The project aimed at facilitating the integration of female refugees into German society by way of ‘empowering’ them to become self‐employed. A business counseling agency with a feminist orientation was commissioned to design and run the project. Interpellating refugee women as subjects of entrepreneurial self‐actualization to enact gender equality, the project embodies a tangible example of postfeminist governmentality. Combining recent research on postfeminism with analytics of governmentality, the study directs its analytical gaze to the work of governing. This opens up a twofold perspective: it enables us to investigate the operation of governmental power in relation to its envisioned subjects, and how this power acts upon the subjects tasked with the work of governing in the contemporary organizational context. Drawing on qualitative interviews and documentary materials within an “ethnographic imaginary”, we examine, first, the assemblage of elements that made up the fabric of postfeminist governmentality in the governmental intervention at hand and what happened when the governmental attempts “hit the ground” met—and failed to meet—the diverse bodies of the envisioned participants. This perspective illustrates how the logic of postfeminist governmentality radically failed when it came to differences deriving from the structural positioning of the women, but also indicates moments of agency and resistance and the perspectives for those who were able and willing to access the offered subject position. Second, the analysis shows how this failure affected the women involved less than the female project manager who was to bear the consequences. In this respect, the analysis sheds light on the amount of practical and emotional work that the task of rendering the project nevertheless ‘a success’ required, the “hidden injuries” this work involved, and how this work ultimately led to a reaffirmation of the logic of postfeminist governmentality. The study contributes to understandings of the gendered operation of governmental power in and through contemporary organizations and in the organization of labor.

The Value of Economic Information in the Digital Society

In the contemporary organizational context, the sharing and transfer of information and knowledge plays a significant role. What can be facilitated with the emerging interdisciplinary approach, which crosses the fieldsof InformationSciences, Business Sciences and other sciences. The problem is that, in addition to being a new construct and still little studied, conceptual divergences are fed by the amplitude of the possible dimensions of analysis. In this context, the objective of this study arises in identifying the conceptualization of the construct of the value of economic information proposed in the scientific literature to support its better understanding and prospect of future investigations. A theoretical research was carried out through a systematic literature review, followed by an analysis of the most relevant publications on the subject. The discussion on the relevant construct is considered in the context of contemporary organizations, however, it signals the importance of future studies of empirical and theoretical order, to foster discussions, on the subject today.

The Value of Economic Information in the Digital Society

In the contemporary organizational context, the sharing and transfer of information and knowledge plays a significant role. What can be facilitated with the emerging interdisciplinary approach, which crosses the fieldsof InformationSciences, Business Sciences and other sciences. The problem is that, in addition to being a new construct and still little studied, conceptual divergences are fed by the amplitude of the possible dimensions of analysis. In this context, the objective of this study arises in identifying the conceptualization of the construct of the value of economic information proposed in the scientific literature to support its better understanding and prospect of future investigations. A theoretical research was carried out through a systematic literature review, followed by an analysis of the most relevant publications on the subject. The discussion on the relevant construct is considered in the context of contemporary organizations, however, it signals the importance of future studies of empirical and theoretical order, to foster discussions, on the subject today.

Change Engagement, Change Resources, and Change Demands: A Model for Positive Employee Orientations to Organizational Change.

The purpose of this conceptual article is to introduce the construct of change engagement and a model that also consists of change-related organizational resources, change-related job resources and demands, and change-related personal resources. We propose that change engagement is a construct that is theoretically and practically useful for understanding employee reactions to and adoption of organizational change. Drawing from existing models of employee engagement, we add to the change literature by identifying salient change-related organizational resources, job resources, job demands, and personal resources in a previously validated framework that brings together the literature on both engagement and change. By using the proposed change engagement framework, practitioners and researchers will potentially be able to effectively diagnose, manage, and optimize employee change readiness and enthusiasm for ongoing change. Furthermore, the change engagement model (CEM) provides practitioners and researchers with a comprehensive and practically useful model that will be easy to comprehend and communicate. The model can be applied to the planning, implementation, and evaluation of discrete change initiatives, as well as to ongoing change. The model is therefore well-suited to contemporary organizational contexts where change is widely recognized to be a constant.

Professional Values and Managerialist Practices: Values work by nurses in the emergency department

Interest in values work – the purposeful effort of actors to create, maintain and disrupt the values of organizations, professions and other institutions – is growing among scholars. We ask: How do frontline professionals engage in values work while enacting managerialist practices inside organizations? We investigate this question using a case study of nurses enacting managerialist practices associated with time-efficient work flow in a hospital emergency department in Australia. Our findings show that professionals engage in values work by categorizing the values of the profession and taking actions within the managerialist practice to (1) defend a superordinate value category, (2) contain erosion of a subordinate value category, and (3) integrate a basic value category. Our study brings attention to how multiple values complicate the processes of values work when particular values become implicated in organizational practices. Frontline professionals become motivated and take actions to accomplish values within a relational system of multiple values according to relative importance and relevance to the local context. Our study offers a way forward for understanding the performance of values work within the ‘new normal’ for professions in contemporary organizational contexts.

Criatividade e liderança em organizações do Portomídia: Um estudo à luz da sociologia fenomenológica de Alfred Schütz

This study analyzes the phenomenon of leadership in the context of creativity. The contemporary organizational context is permeated by challenging conditions that emerge from a post-Fordist world. In this environment, creativity emerges as a phenomenon capable of endowing individuals and organizations with positive conditions to live with this reality. In addition, the leader emerges as central agente in this scenario in which he allows the development of his followers with an emphasis on creativity and its transforming condition, as emphasized by Rickards and Moger's (2000) creative leadership model (MLC). Based on the phenomenological conceptions of Alfred Schutz, a research was carried out with directors of Portomida, an incubator located in the city of Recife in Pernambuco. The study shows that leaders see themselves as members of a team that plays the role of stimulating the creative process, rather than creating impositions and restrictive rules to development of creative capacity.

Governança do Conhecimento (GovC): o estado da arte sobre o termo

Objetivo. No contexto organizacional contemporâneo o compartilhamento e a transferência do conhecimento têm um papel significativo e, por isso, é importante superar as barreiras internas e externas para que estes sejam processados. O que pode ser facilitado com a implantação da Governança do Conhecimento (GovC), uma abordagem interdisciplinar emergente, que atravessa os campos da gestão do conhecimento, os estudos de organização, estratégia e gestão de recursos humanos. O problema é que, além de ser um construto novo e ainda pouco estudado no Brasil, alimentam-se divergências conceituais pela amplitude de dimensões de análise possíveis. Neste contexto, surge o objetivo deste estudo, que seja, identificar a conceituação do construto Governança do Conhecimento proposta na literatura científica para apoiar sua melhor compreensão e embasar futuras pesquisas na área de gestão do conhecimento.Método. Para tal, foi realizada uma pesquisa teórica por meio de uma sistemática revisão da literatura, seguida de análise bibliométrica e descritiva das publicações mais relevantes sobre o tema.Resultados. O objetivo foi alcançado sendo possível identificar a conceituação, além dos princípios e dos mecanismos de GovC propostos pela literatura.Conclusões. Considera-se a discussão sobre o constructo GovC pertinente no contexto das organizações contemporâneas, no entanto, sinaliza-se a importância de estudos futuros de ordem empírica e teórica de modo a fomentar as discussões sobre o assunto na atualidade

The Positives and Negatives of Organizational Politics: A Qualitative Study

The study aimed to develop a richer understanding of how employees perceive organizational politics in contemporary organizational contexts, and to identify whether organizational politics is described in both positive and negative terms. Individual in-depth interviews were conducted using Interpretative Phenomenological Analysis with 14 employees across three organizations. Participants’ perceptions of organizational politics were interpreted according to four levels: reactive, reluctant, strategic, and integrated. The four levels captured how individuals defined, described, and perceived outcomes of organizational politics. Definitions included organizational politics as destructive and manipulative (reactive), as a necessary evil (reluctant), as a useful strategy that helps get things done (strategic), and as central to organizational functioning and decision-making (integrated). Political behaviors were described in terms that correspond to five established bases of organizational power: connection power, information power, coercive power, positional power, and personal power. Descriptions of organizational politics encompassed positive and negative individual and organizational outcomes. Traditional negatively framed definitions of organizational politics need to be extended and elaborated. Definitions of organizational politics need to accommodate a range of understandings. Despite numerous calls for qualitative research regarding organizational politics, this is one of very few qualitative studies in this area. The proposed classifications of levels, definitions, and behaviors complement and extend existing conceptualizations of organizational politics. We contribute an understanding of organizational politics that is more balanced than existing negatively skewed conceptualizations and that will have implications for measurement and management of organizational politics.

Integrative Framework for Spirituality in Leadership

The panorama of leaders, among other things gives a resounding message that we can win and do so using ethical means and more importantly share our wins and make everyone a winner in the global family. This indeed is a true culmination of the Vedic dictum. ‘Vasudhaiva Kutumbakam’ (for those with magnanimous minds, the world indeed is but one family). A Chuck Feeney reaching out to an impoverished child in far flung Vietnam, or a Warren Buffett’s project ameliorating the lives of people in distant Africa, or a Devi Shetty bringing the state of the art medical care within the reach of a poor Karnataka farmer, all of them stand out as winners in the truest sense because they take great delight in making everyone victorious. When the champion leaders embrace such an all-inclusive world view, they set an example for the rest which is worth emulating. The realization would dawn that one’s ultimate triumph lies not in surpassing the rest in breasting the tape but in elevating others too to the victory podium and enhancing the overall level of societal consciousness. Indeed, this is the distinguishing hallmark of all great leaders, who redefine their personal success in terms of success of their communities. In this working paper, we have attempted to provide a unifying framework to better understand the spiritual dimension of leadership by broad-basing and reinterpreting the meanings of Dharma, Yagna and Yoga, into the leadership context of contemporary organizations. In the process, we have developed a unifying framework that has been presented in this paper. It is expected that this work will enthuse many more scholars to explore these verdant pastures, which area capable of launching leadership research into a much higher trajectory.

Women Leaders in a Globalized World

Patricia H. Werhane takes Rosener’s analysis of a transformational style of leadership one step further in presenting us with a new perspective on what may be needed in terms of leadership within contemporary organizational contexts. By drawing on her extensive expertise in the role that mental models play in moral imagination, Werhane makes it clear that ethical leadership has to be understood from more systemic perspective. Werhane introduces the reader to systems and systems thinking as a methodology for organizational thinking and leadership that challenges the traditional firm-centered stakeholder models and the hierarchical leadership paradigms those models perpetuate. An acknowledgement of the multidirectional influences of various stakeholders and other organizational dynamics precipitates a rethinking of leadership roles and characteristics. From a systemic perspective, leaders must have the ability to relocate themselves and their firm away from the center of the stakeholder map to various other positions, in order to be morally responsive.

Paternalism as a Positive Form of Leader – Subordinate Exchange: Evidence from Mexico

Despite its persistence as a form of leadership, paternalism has received limited attention within organizational studies. In order to develop a construct definition of paternalism in a contemporary organizational context for this study, a literature review of paternalism is synthesized with qualitative field data collected in Mexican organizations and U.S. organizations that are owned and operated by Mexican immigrants. This analysis is conducted within a framework of leadership, and it suggests that paternalism combines paternalists’ benevolent acts with their subtle control over subordinates’ flexibility in meeting employment terms. Leaders express benevolence through their supportiveness and by providing for employees’ welfare both within the organization and their personal needs outside of the organization. Furthermore, both paternalistic leaders and subordinates frame their relationships in terms of social exchange, offering new insights into the dynamics within these exchange relationships.

The Very Idea of Conflict: Working with Image and Metaphor in Re-Visioning Conflict

Grounded in phenomenological/hermeneutic perspectives, this study invites consideration of conflict through examination of images gathered in imagery exercises during conflict management training sessions. It explores how we might be released from our common constraining metaphors of conflict and how we might alternatively envision conflict. Images rather than definitions may act as keys to unlock the doors of our conceptual systems. As we trace our steps back to imaginal, reflective levels of experience we move from more abstract or theoretical ideologies and conventions to our own felt perceptions. In contemporary organizational contexts this re-visioning is vital so that we may embody images that facilitate a new range of movement and response.