Cultural Variables Research Articles

Determinants of Citizen Trust in Public Institutions in Bangladesh

Institutional trust is an essential indicator in the governance mechanism involving citizens’ confidence in public institutions. The article main goal is to shed light on the theoretical insights into the field of trust in public institutions and what determines the degree of citizen trust in public institutions in Bangladesh. Methodologically, the article is a content analysis involving a literature review of vast secondary materials on books, journals, and websites regarding institutional trust which has been used, interpreted, and reinterpreted to validate the arguments. The article presents an analysis that cultural variables have the strongest overall effect on variations in citizens’ trust in public institutions in Bangladesh than institutional or performance variables. Social capital and authoritarianism tend to override the service satisfaction and quality of government variables in determining the trust level in public institutions in Bangladesh.

Our Health Counts Toronto: Commercial tobacco use among Indigenous peoples in Toronto.

Fueled by the commercial tobacco industry, commercial tobacco use continues to be the leading preventable cause of premature death in Canada, with opportunities to improve health outcomes. The objective of this research was to work with Indigenous partners to generate Indigenous population prevalence estimates of commercial tobacco use in Toronto, and examine the association between smoking and sociodemographic, cultural, resiliency, and social variables. Respondent-driven sampling (RDS) was used to generate prevalence estimates of commercial tobacco use and potentially associated sociodemographic, cultural, resiliency, and social connection variables for Indigenous adults living in Toronto. Statistical analysis examined associations between smoking and variables theorized to be predictors of tobacco use. The findings indicated that 36.3% (95%CI 28.2-44.5) of the Indigenous population in Toronto do not smoke, and 63.6% (95%CI 55.5-71.7) reported smoking. Univariate analysis of demographic, social, and cultural variables found age and employment to be statistically significantly different between adults who smoked and adults who did not smoke. Indigenous adults who were above the before-tax low-income cut-off (LICO) were more likely to smoke compared to those who were below the before-tax LICO. Indigenous adults who completed high school were more likely to smoke compared to those who did not complete high school, similarly to those who were unemployed compared to those who were employed. However, those who were not in the labour force (student or retired) were less likely to smoke compared to those who were employed. These effects remained after adjustment for age, gender, and LICO. Indigenous adults with stable housing were 20% less likely to smoke compared to those experiencing homelessness. Adults who had at least one close friend or family member to confide in were more likely to smoke compared to those who did not have any close friends or family members. Indigenous adults were more likely to smoke if they participated in Indigenous ceremony compared to those who did not participate. The Indigenous population in Toronto continues to experience smoking prevalence nearly four times greater thanthat in the general population. This highlights the need for accurate population data to inform programs and policies and address the social determinants of health.

Climate change terminology does not influence willingness to take climate action

Despite widespread concern about climate change, a majority of people are not engaging in climate actions necessary to help decrease the risks posed by global warming. Many practitioners and scholars have argued that the climate change terminology can be leveraged to elicit distinct reactions. However, the results of different climate change terms have been mixed. The current research addresses this ongoing debate by directly testing the impact of climate terminology. Across two experiments (Ntotal=6,132, recruited globally in 63 countries in Experiment 1, and a replication in the US in Experiment 2), we explored whether climate terminology influenced the extent to which individuals were willing to engage in preventative action. We tested the differential effect of 10 frequently used terms (i.e., “climate change”, “climate crisis”, “global warming”, “global heating”, “climate emergency”, “carbon pollution”, “carbon emissions”, “greenhouse gasses”, “greenhouse effect”, “global boiling”). Despite high willingness to engage in climate action (74% in Experiment 1 and 57% in Experiment 2), the terms had no impact on intentions to act. Bayesian ANOVAs strongly supported the null hypothesis in both studies. This pattern of null results was robust across a wide variety of populations (including age, gender, political ideology, socioeconomic status, and education level), as well as across numerous psychological and cultural variables. Our null results suggest that subtle differences in climate change language are not a barrier to climate action, indicating that focusing on subtle terminology in climate messaging is not an effective use of resources.

The Influence of Leadership on Employee Performance of PT. Actual Kencana Adhijaya Moderated by Organizational Culture

PT. Actual Kencana Adhijaya engaged in asset assessment (appraisal) and financial management and business consulting services. The purpose of this study is to determine the partial and simultaneous influence of Leadership and Organizational Culture variables on Employee Performance using Linear Regression Analysis. In this study, the influence of the Moderating Variable (Organizational Culture) in Strengthening or Weakening the Influence of Leadership on Employee Performance. From the results of the analysis carried out, it is known that 1) Leadership has a significant influence on Employee Performance with a calculated t value (5.403)> t table (1.985). Where leadership has an influence of 23.5% on employee performance; 2) Organizational Culture has a significant influence where Organizational Culture Weakens the Influence of Leadership on Employee Performance with a calculated F value (64.874)> from F Table (3.094). Where leadership and organizational culture have an influence of 67.7%

A phenomenological study of women’s everyday lived experiences and perceptions in science research organizations in India

There has been a significant paucity of representation of women in the fields of science, technology, engineering, mathematics, and medicine (STEMM) on a worldwide scale. Women are more likely to be at a disadvantage than men due to the existence of gender prejudices as well as other social and cultural variables. This tendency is also present in India. Feminist scholars within the Science, Technology, and Society field have conducted thorough examinations of the gender component, despite their relatively small representation. This study aims to examine the challenges faced by female scientists in higher education institutions in India to comprehend these issues. It employs a phenomenological approach, using primary data to investigate how female scientists perceive their day-to-day lives and the world around them, and it focuses on the perceptions and experiences of these women. The study finds that women who work in STEMM fields face a wide variety of challenges and roadblocks both on the personal and professional front. In addition, it highlights certain attitudes that have a negative impact on women working in the field of science, such as the rationalization of institutional prejudices and unwillingness to recognize discrimination. It concludes with a few policy implications.

Assessing predictors of successful transition services for students with disabilities in Saudi Arabia

This study examines the factors that predict successful transition outcomes for college students with impairments in Saudi Arabia. A stratified random sample method was employed to survey 500 people across various educational levels and disability categories. The efficacy of Individualized Education Plans (IEPs), cultural variables, and perceptions of transition services have been investigated using Structural Equation Modeling (SEM). The study revealed significant positive correlations between the efficacy of Individualized Education Programs (IEPs) and favourable impressions of transition services. Additionally, it highlighted the impact of cultural variables on transition results. The assessment of indirect effects confirmed that cultural variables partially mitigate the connection between IEPs and transition assistance. The document provides practical suggestions for enhancing the efficiency of Individualized Education Programs (IEPs), improving cultural proficiency among educators, facilitating collaboration among stakeholders, and guiding policies. These findings contribute to ongoing efforts to develop inclusive and culturally appropriate transition programs for students with impairments in Saudi Arabia.

Spatial modeling and ecological suitability of Ebola virus disease in Africa.

This paper looks into the MaxEnt model in a trial to comprehend the ecological and environmental conditions that propagate and drive the spread of Ebola Virus Disease in Africa. We use the MaxEnt model to assess risk determinants associated with the occurrence and distribution of EVD, taking into account non-correlated variables such as neighborhood mean temperature, rainfall, and human population density. Our findings indicate that among the factors that significantly shape the geographical distribution of EVD risk are human population density, annual rainfall, temperature variability, and seasonality. The model used is both reliable and accurate (the average value for training AUC was 0.987); it can be used as a valuable approach for the prediction of infectious disease outbreaks. High-risk areas are primarily identified in the western and central regions of Africa, with some of the others in the east also vulnerable. This further calls for specified public health interventions and enhanced surveillance in specified hotspots, contributing to global efforts to predict and mitigate risks associated with EVD outbreaks more adequately. The findings further support that it remains imperative to conduct additional research, including socio-economic and cultural variables, to enhance the understanding of how environmental factors contribute to the emergence and transmission of Ebola.

Pengaruh Budaya Organisasi dan Kompetensi Terhadap Efektifitas Kerja Karyawan Perusahaan Plastik di Surabaya

The aim of this research is to determine the partial and simultaneous influence of organizational culture and competence on employee performance. This research uses quantitative research methods with data collection techniques through distributing questionnaires and supported by secondary data. The data analysis technique used uses SPSS software. The sample in this research were all production employees of plastic companies in Surabaya. The total sample was 94 respondents from plastic company employees in Surabaya. The results of this research show that organizational culture variables have a significant effect on employee performance. The competency variable has a significant effect on the performance of Plastic Company employees in the city of Surabaya. Work culture variables and competency variables together have a significant effect on the performance of Plastic Company employees in Surabaya.

Social determinants of participation in genetic research among Puerto Ricans and in the Puerto Rican diaspora

Puerto Ricans are underrepresented in genetic research. This underrepresentation denies Puerto Ricans the benefit from therapeutic developments that could mitigate health disparities arising from conditions for which genetically-derived treatments exist. The Puerto Rican diaspora, especially post-2017 due to economic and environmental crises, has expanded within the USA. Prior research suggests that Latin American diaspora communities are less likely to participate in genetic research. We hypothesized, specifically, that the Puerto Rican diaspora in the USA would be less likely to participate in genetic research than would Puerto Ricans in their homeland's archipelago, and that accounting for social and cultural determinants related to the diaspora experience would mitigate this disparity. We implemented an analytical cross-sectional study of archipelago-residing Puerto Ricans and of the USA-residing diaspora to evaluate this hypothesis. With 1582 Puerto Ricans (723 in Puerto Rico, 859 in the USA), we found that while most participants would participate in genetic research, participation rates varied significantly by diaspora status. Puerto Ricans born and living in the USA were initially more likely to decline participation compared to those in Puerto Rico (OR = 1.54, p < 0.01). However, once adjusted for social and cultural variables, this difference was eliminated (aOR = 1.08, p = n.s.). The factors influencing non-participation include oppression, discrimination, distrust, and social determinants, aligning with the theory of minoritization. An important community in the USA and in the world, Puerto Ricans have the right to participate in well-conducted research and to benefit from its findings, particularly around topics that could help address existing disparities in health outcomes.

Culture and ICD-11 personality disorder: Implications for clinical practice across diverse ethnic groups.

Personality disorder (PD) in ICD-11 is defined primarily by self and interpersonal dysfunction and optionally by other qualifiers. This definition is inseparable from relativism of cultural determinants. This review aimed to synthesize the relevant aspects of the influence of culture on clinical practice and health management for this condition, aligning them to the ICD-11 PD model. In Scopus, we systematically searched for studies that included the text strings: cultur* | personality AND (disorder* OR patholog*) without any restrictions on publication date or language or other exclusion criteria, up to November 2022. Evidence suggests that cultural variables in ethnic groups (Western and non-Western) such as the individualist/collectivist philosophy, historical/generational trauma, immigration, acculturation, religion, and gender influence the etiology, semiology, epidemiology, evaluation, diagnosis, treatment, and management of health services for ICD-11 PD. We discuss the limitations and propose future lines of research on this topic based on our knowledge and experience. In this review, we provide the scientific community and clinicians with relevant cultural information to guide their practice and propose strategies to manage PD from the ICD-11 model. More research is needed using mixed study methodologies on stigma, the experiences of patients, clinicians, and health agencies, to reduce the care gaps and achieve a culturally comprehensive, inclusive, and competent use of this new model.

The Influence of Organizational Culture, Incentives and Motivation on Employee Performance of PT. Niaga Sejahtera Plastik Indonesia in Purwosari, Pasuruan Regency

This study aims to analyze the influence of Organizational Culture, Incentives and Motivation on Employee Performance of PT. Niaga Sejahtera Plastik Indonesia in Purwosari, Pasuruan Regency. The total sample of the study was 100 people. The variables used are organizational culture, incentives and motivation as independent variables and employee performance as the dependent variable. Data collection was carried out using a questionnaire and then analyzed using multiple linear regression analysis methods. Hypothesis testing used is the simultaneous significance test (F-test) and partial significance test (T-test). The results of the F test of this study indicate that the variables of organizational culture ( ), incentives ( ), and motivation ( ) have a simultaneous effect on employee performance. While the T test shows that the variable of organizational culture ( ), does not have a partial effect on employee performance, while the variables of incentives ( ), and motivation ( ) have a partial effect on employee performance.

The Influence of Work Ability and Organizational Culture on Employee Performance Through Leadership in Malaka Regency Government

The Regional Secretariat (SEKDA) of Malacca Regency is an assistant element of the district government leadership led by a regional secretary who is under and responsible to the Regent. This study aims to analyze the effect of work ability, organizational culture on employee performance through leadership in the Regional Secretariat (SEKDA) of Malacca Regency. The sample used in this study was 58 employees. The method used is linear regression analysis. The results showed that there was a partially significant effect of work ability, organizational culture and leadership variables on employee performance. The work ability variable has a significant effect on employee performance. Organizational culture has a significant influence on employee performance.

In Search of the Causes of the Globalization Backlash: Methodological Considerations on Post-treatment Bias

We study the implications of post-treatment bias in the context of the globalization backlash. We discuss whether horse-race regressions can inform about the relative role of economic versus cultural drivers. We make three methodological points: (1) if and insofar as cultural variables are post-treatment with respect to economic factors, the estimates of the effect of economic shocks on voting are biased in regressions that include cultural controls (and vice versa); (2) for the same reason, such horse-race regressions do not allow to accurately estimate the relative role of economic versus cultural factors; (3) one cannot infer mediation effects from changes in regression coefficients for a given factor of interest before and after including post-treatment controls. We accompany the methodological discussion with empirical evidence on the relevance of post-treatment bias in studies of the globalization backlash, both by replicating and expanding on earlier studies, and by presenting novel cross-country results on the culture-economy nexus.

Lesbian and Gay Population, Work Experience, and Well-Being: A Ten-Year Systematic Review.

Despite an increase in the promotion of equal opportunities at work, there is still persistent discrimination against lesbian and gay (LG) workers. In this vein, this study aimed to systematically review the research investigating the peculiarities of the work experience of LG people, particularly considering the theoretical frameworks in the approach to sexual minorities' work-related issues, as well as individual and contextual variables influencing the work experience and the impact they may have on health and well-being. We explored the PsycArticles, EMBASE, Scopus, and Web of Science electronic databases and the EBSCOHost (PsycInfo, Psychology and Behavioral Sciences Collection) scholarly search engine, between 01/01/2013 to 01/03/2023, with regards to the search terms "lgb*", "gay*", "lesbian*", "homosexual*", and "sexual minorit*", associated with "employee*", "personnel", "worker*", and "staff", and with "workplace", "work", "job", "occupation", "employment", and "career". Data were narratively synthesized and critically discussed. Of the 1584 potentially eligible articles, 140 papers contributed to this systematic review. Five main theoretical frameworks were identified: (a) minority stress, (b) sexual prejudice and stigma, (c) queer and Foucauldian paradigms, (d) social identity theories, and (e) intersectionality. Furthermore, significant individual (e.g., outness, disclosure, and work-family conflict) and contextual (e.g., heterosexist and heteronormative workplace climate and culture) variables influencing LG people's work experience were identified. This review highlights the need to develop a unified theoretical model for the construction of specific measurement tools to assess the work experience of LG people and for the implementation of interventions aimed at minimizing the effects of stigma in work contexts.

Exploring the nexus of Information Systems Management and strategic planning: a bibliometric perspective using the Web of Science database

In modern organizational studies, the incorporation of Information Systems (IS) and strategic planning has gained prominence. This hybrid literature review seeks to explore the literature on such incorporation and its implications for risk management, business continuity, and organizational development. First, keyword co-occurrence analysis was conducted on 105 SJR-ranked journal articles sampled from the Web of Science database. This study identified and analyzed the major research areas within the domain. Through content analysis, after refining our sample by applying bibliographic coupling of the most globally cited contributions, our sample was restricted to a selection of 32 articles, with all the articles matching or exceeding a threshold of at least 20 total global citations (TGCs). Our review indicated that research on the integration of IS and strategic planning focuses more on the factors affecting the adoption and continuance of these practices, while most papers contributing to risk management and organizational development focus on a discussion of the theoretical framework that underlies their implementation. Moreover, the review has signaled a constant number of challenges relative to this integration, especially concerning perceived effectiveness and the differential effects of cultural and generational variables on its practice in organizational settings.

What Lies Beneath: A Development-Oriented Auditing Approach to Understand Organizations Beyond the Surface of Hard-Control.

Auditing procedures aim to improve educational quality in vocational education and training. Auditing approaches often focus on checking for compliance to rules and standards. Through dialogue, development-oriented audits are thought to inspire soft-control, a form of control that aims to address what is beneath the surface of mere compliance. These kinds of audits offer opportunities to demonstrate ethical leadership as part of an ethical culture. It is expected that an ethical culture variables positively influence working climate variables and ultimately intrinsic motivation. In this study, conducted as part of the (Hermanussen et al., 2022) study, we employed structural equation modeling to test if model behavior and sanctionability positively influenced perceived autonomy, perceived relatedness, trust, and self-efficacy, and ultimately intrinsic motivation. The study was conducted at eight different Dutch secondary vocational education and training organizations including 1223 participants. Results demonstrate a good model fit, χ2 = .12, df = 3, p = .989, GFI = 1.00, AFGI = 1.00, and RMSEA <.001. All presumed effects were significant. The strongest effects include model behavior on autonomy (.49) and autonomy on intrinsic motivation (.45). Future research should employ designs and analyses that are able to account for a multilevel structure in educational organizations.

The road towards infusing positive youth development in competitive youth sport programs: the case of futsal in minas tenis clube

ABSTRACT Previous research has provided relevant outputs about positive youth development. However, more research is needed across cultures to move beyond North American-centric understandings. The purpose of this case study was to explore futsal coaches, athletes, sport administrators and parents’ perceptions about the processes and mechanisms associated with making positive youth development a feasible quest in a competitive youth sport program delivered in Minas Tennis Club, a Brazilian sport organisation. Findings showed that before it was possible to infuse positive youth development, there were several organisational changes needed. Once several organisational changes occurred positive youth development was validated as a resource for better athlete development and consequently became a worthwhile objective. Moving forward, it is important to consider political, cultural, and social influences and variables when developing and delivering positive youth development-focused youth sport programs within competitive environments. This is a challenge that youth sport scholars may need to embrace.

Pengaruh Disiplin Kerja dan Budaya Organisasi terhadap Kinerja Karyawan pada PT.Ambar Borneo di Sangatta Utara

The influence of work discipline and organizational culture of employee performance at PT.Ambar Borneo or Ambar Borneo company, North Sangatta. This study uses a quantitative descriptive method. The purpose of this study is to test how the influence of work discipline and organizational culture on employee performance at PT.Ambar Borneo in North Sangatta. The population in this study amounted to 40 respondents from employees of PT.Ambar Borneo in North Sangatta on Jl.Poros Kabo, Kel. Swarga Bara, Kec.Sangatta Utara, Kabupaten Kutai Timur. The independent variables in this study are work discipline and organizational culture, and the dependent variable in this study is performance. The results of data analysis are processed with SPSS version 26. Data collection techniques are based on primary data from observations, interviews, questionnaires, and documentation.This study uses data analysis techniques for validity and reliability tests, classical assumption tests, multiple linear regression analysis, hypothesis tests, and dominant tests. The results of the study that the variables of work discipline and organizational culture simultaneously have a significant effect on performance.

Pengaruh Komitmen dan Budaya Organisasi Terhadap Engagement Karyawan

This study aims to determine the effect of commitment and organizational culture on employee engagement at DC Yogya Group Cikoneng Branch, Tasikmalaya. The method used is a case study, data obtained through questionnaires to the number of employees working at DC Yogya Group Cikoneng Branch. Sampling using saturated sample technique and the method of analysis used is multiple linear regression analysis method. From the results of the study indicate that commitment, organizational culture and employee engagement are included in the low classification. Simultaneously commitment and organizational culture have a significant effect on employee engagement at DC Yogya Group Cikoneng Branch. Partially, the commitment variable has a significant effect on employee engagement at the DC Yogya Group Cikoneng Branch, and the organizational culture variable has a significant effect on employee engagement at the DC Yogya Group Cikoneng Branch.

Factors affecting employee performance in regionally owned enterprises in Indonesia

This article analyzes the factors that can influence employee performance at Regional Owned Enterprises (ROE), Klaten Regency, Indonesia. The factors tested in this research are the influence of religiosity, organizational culture, internal control, discipline, and incentives on employee performance. This research focuses on all active employees at Klaten Regency Regional Owned Enterprises (ROE). The sample in this study consisted of 110 respondents from various departments and various types of employees and was analyzed using the Partial Least Squares (PLS) program. The results of this research indicate that the religiosity and incentive variables have no impact on employee performance. It can be said that the influence of religiosity will not be able to improve employee performance, and this research found that the problem of religiosity is a personal problem that is not related to work. Meanwhile, incentives are not able to boost employee performance because employees feel satisfied with what they have received. The variables of organizational culture, internal control and discipline, will significantly improve employee performance. So, this research provides implications regarding the importance of emphasizing a good organizational culture by management for all members of the organization as well as continuing to implement a good internal control system and not ignoring employee work discipline.