Work Culture Research Articles

Research on Regional Culture Integration and Community Cultural Development Mechanisms

As time progresses, the importance placed on community cultural construction and regional cultural integration has significantly increased. Community cultural construction is not only the core of community development but also a key factor in community cohesion and residents' identity recognition. However, in the actual process of advancing community culture, we still face many challenges and issues. Firstly, there is insufficient participation from residents, many cultural activities and projects lack adequate resident involvement, making it difficult to achieve the expected effects of community mobilization and cultural heritage. Secondly, residents' sense of identification with their community is weak, which to some extent affects the stability and development of the community. Moreover, current community cultural content construction often lacks innovation; many cultural activities and content are repetitive and lack appeal, insufficient to meet residents' diverse and growing cultural needs. To delve deeper into these issues and find solutions, this paper has chosen Humen in Dongguan as the research subject. Due to its rich historical and cultural resources and unique geographical location, Humen serves as an ideal case study for community cultural construction and regional cultural integration. By conducting an in-depth analysis of the current cultural development status in the Humen community, the participation level of its residents, and the implementation effects of cultural projects, this study aims to explore effective mechanisms for community cultural construction and historical cultural integration. Through this research, we hope to provide practical strategies and recommendations for community cultural construction and regional cultural integration, thereby helping cultural workers and community managers more effectively inspire residents' enthusiasm for culture, enhance community cohesion, and promote comprehensive and harmonious community development. Ultimately, this paper will provide valuable references and insights for community cultural construction and regional cultural integration practices in China and globally.

Analysis of Determinants of Labor Absorption in Small and Medium Enterprises of Weaving Craft Industry in Sukarara Village, Lombok Tengah

This study aims to analyze the determinants of labor absorption in small and medium enterprises of the weaving craft industry in Sukarara Village, Jonggat District, Central Lombok Regency. The research is quantitative, involving a population of 40 woven fabric handicraft entrepreneurs in Sukarara Village. Data collection techniques included interviews, documentation, and distributing questionnaires containing questions about work culture, employee performance, and service quality. The analytical tool used was multiple linear regression analysis. The results of the data analysis show that capital and production value have a positive and significant effect on labor absorption in Sukarara Village, Jonggat District, Central Lombok Regency. Wages have a positive but insignificant effect on labor absorption. However, when considered together, capital, production value, and wages have a significant effect on labor absorption in the region.

Clan Culture dalam Organisasi: Studi Fenomenologi di Organisasi Jasa Ketenagalistrikan di Jawa Tengah

Organizational success cannot be separated from the work culture that develops in the organization. Clan culture is a culture that thrives in a work environment with a communicative and collaborative emphasis. Clan culture prioritizes deliberation for consensus because it prioritizes communication with family closeness or people who are closer. However, not all Clan cultures can be applied in all organizations such as in companies that are on an international scale. Because international-level companies prioritize the nature of professionalism and expertise in their field. The focus of the research was carried out in organizations engaged in electricity services in Central Java. The research method uses the phenomenological method. To obtain research results, researchers dig up information through interviews and observations at research locations. The interviews were conducted using a semi-structured method and succeeded in interviewing a number of 8 informants in several regional offices in Central Java. The results of the study show that the organizational character of the Clan culture approach reflects organizational members who are innovative, collaborative, and close in terms of communication so as to be able to support the creation of organizational goals.

Exploring the Determinants of Quality of Work Life in the Construction Industry: A Quantitative Approach

This research aims to identify and quantify the factors affecting quality of work life (QWL) among professionals in the Indian construction industry. The study employs a structured questionnaire, distributed to 900 construction professionals, yielding a response rate of 80.44%. The QWL construct was assessed through eight factors: career growth, management, job satisfaction, remuneration and fringe benefits, the work–family interface, emotional intelligence, work culture, and work commitment. Both descriptive and inferential analysis were carried out. The relative importance index method was used to rank these factors based on their relative importance. Work commitment (RII = 0.772) ranked as the most important factor, this was due to work commitment including significant items. The high ranking of this factor suggests that commitment to work is highly valued in the construction industry. The study also employed structural equation modelling to validate the association among these QWL factors. The findings reveal that job satisfaction (t = 0.765) and career growth (t = 0.751) play significant roles in QWL, suggesting that these factors should be prioritized to enhance QWL in the construction industry. The results of this study provide valuable insights for organizations, HR practitioners, and researchers in the construction industry, emphasizing the need to focus on job satisfaction and career growth to enhance QWL. This study contributes to the existing literature by providing a comprehensive analysis of QWL in the construction industry, offering valuable insights for organizations, HR practitioners, and researchers. Future research could adopt longitudinal study designs or qualitative methods to further explore the QWL among construction professionals.

Transforming Halal Training Through Gamification and Immersive Technology to Empower Talents

With a 4-year Compound Annual Growth Rate (CAGR) of 7.5%, the Halal economy is estimated to reach US$2.8 trillion by 2025. To obtain and retain Halal certification, businesses must guarantee that their workers are knowledgeable and skilled. Implementing Halal-toyyiban in businesses can be complex, especially when the manufacturing entities are owned and managed by non-Muslims. Therefore, developing a Halal training programme is crucial. The main challenge is ensuring that trainees can retain and recall what they have learned, ultimately changing their work culture and mindset. To address this challenge, corporate Halal training programmes must include built-in learning retention elements, such as gamification through games. Gamification can enhance employee engagement and safety awareness, reduce training costs, and lower learning curves. Moreover, recent technological advancements in Augmented Reality (AR), Mixed Reality (MR), and gamification enhance user experience and performance in various domains. AR and MR are viable options as they can include aspects of the current environment in real-time and present a combination of the virtual world and reality. This study explores the viability of AR and MR gamified Halal training to empower Halal workers for businesses’ sustainability and expansion. The study reviews and analyses published literature from bibliographic and other acknowledged sources. Consequently, the authors discovered that while AR and gamification have been used extensively, combining both to enhance experiential learning and immersive experience is in its infancy. The findings suggest that leveraging these options can lead to future-oriented Halal training that improves experiential and immersive learning and is accessible anytime and anywhere.

Our Culture Is Best! Populist Engagement with Culture in the Construction of the Populist Myth

ABSTRACT The recent populist upsurge has dramatically transformed political, social and cultural realities, and the end of its success is not yet in sight. Adding to the scholarly work on the political and socio-economic determinants of populist success, this paper analyzes how populism and culture work together in constructing and propagating the populist myth. Concretely, it theorizes the interaction between populism and culture in narrating the people’s suffering of an existential crisis, and the populist leader’s identification with the people through a shared cultural narrative. As the example of French far-right populism shows, this manifests in two interconnected ways: on the one hand populism uses concrete cultural products to shape their dichotomous rhetoric, while on the other hand its articulation in society affects our understanding of who can (and cannot) culturally belong. The concept of equaliberty is introduced to further reflect on the democratic challenges posed by populist narratives, as well as consider the potential of inclusionary counter-narratives. To this end, the notion of artivism is presented as a mode of engagement that can bring the worlds of art and politics together, serving as a creative laboratory to produce equaliberal alternatives to populism.

Meningkatkan Kepuasan Kerja melalui Efikasi Diri, Pelatihan dan Budaya Organisasi yang Positif

Job satisfaction is an important factor in improving individual performance in the work environment. Self-efficacy, training, and positive organizational culture have a significant role in shaping employee job satisfaction levels. The main objective of this research is to analyze the relationship between self-efficacy, training, and positive organizational culture and employee job satisfaction. Apart from that, this research also aims to identify the most influential factors in increasing job satisfaction and provide strategic recommendations for management in improving more satisfying working conditions. This research uses quantitative methods with a survey approach through questionnaires distributed to employees in various organizations. The sample was selected using a nonprobability sampling technique. The collected data is analyzed using statistical techniques such as regression analysis and other statistical tests to test research hypotheses. The results of the analysis show that there is a significant positive relationship between self-efficacy, training and positive organizational culture and the level of employee job satisfaction. Factors such as self-confidence in coping with tasks, job-relevant training, and the presence of a supportive and inclusive work culture have a strong influence on job satisfaction. Practical recommendations are also developed based on research findings to help organizations increase employee job satisfaction.

Paradoxical behavior toward innovation: Knowledge sharing, knowledge hiding, and career sustainability interactions

The COVID-19 pandemic has accelerated advance of digital technologies, resulting in unconventional innovation challenges for companies and novel, digital-based types of gig workers. Considering this phenomenon and its huge impact on employees' career development patterns and innovative work behavior (IWB), this research investigates how gig workers' perceived career sustainability affects their post-pandemic IWB. A critical feature of gig work is breaking traditional boundaries of working time and space, which often causes paradoxes disrupting traditional modes of knowledge exchange at work. Accordingly, this study is anchored theoretically in an exploration of how interacting mechanisms caused by two primary knowledge exchange behaviors, knowledge sharing and knowledge hiding, affect employee IWB from a paradoxical perspective of yin–yang harmonizing. Data from quantitative and qualitative studies were collected from China's cross-border e-commerce enterprises, which mainly target North American and European markets. The results indicate a nonlinear relationship between career sustainability and IWB. The interaction of knowledge sharing and knowledge hiding relates significantly to IWB, with the interaction moderating the U-shaped career sustainability–IWB relationship that was detected. Our study also carries valuable theoretical and practical implications that indicate that job flexibility and information and communications technology (ICT) can favor knowledge exchange, through knowledge sharing and knowledge hiding interaction, in proportion to the degree of career sustainability. The study also suggests a need to adopt organizational sharing strategies capable of spreading a work culture based on results, in which global companies can confront perplexing employment situations more effectively, thus promoting innovation.

Effectiveness of the Whole-of-Government Approach in Overcoming Cross-Sectoral Problems in Makassar City

The aim of this research is to evaluate the effectiveness of the Whole-of-Government (WoG) approach in overcoming cross-sectoral problems in Makassar City as well as identify the challenges faced and provide policy recommendations to improve public sector collaboration. The research method used is a literature review, which allows the collection and analysis of various relevant and reliable literature sources. Literature was collected through academic databases such as Google Scholar, JSTOR, and PubMed. The analysis technique used is thematic analysis, where relevant information is grouped into themes that have been identified and synthesized to form a complete picture of WoG effectiveness. The research results show that the main challenges in cross-sector coordination in Makassar City include sectoral egos, lack of effective coordination mechanisms, communication barriers, and lack of resources and capacity. To increase the effectiveness of WoG, this research recommends building a collaborative work culture, developing formal and structured coordination mechanisms, improving communication systems, adequate resource allocation, policy synchronization, and implementing reward systems. It is hoped that the implementation of these recommendations can increase the effectiveness of implementing WoG in overcoming cross-sectoral problems in Makassar City, so that public services can run more optimally and efficiently.

The Cultural Work of Animal Narrators in the Contemporary Sub-Saharan African Novel

ABSTRACT: Over the early decades of the twenty-first century there has been a marked rise of works of African fiction recounted by first-person animal narrators—prompted by such historical vectors as the accelerating onrush of climate change (with the mass extinctions it promises to bring), the instrumentalization of animals and their reduction to the status of commodities under neoliberal capitalism, the rise of animal studies as an academic field with its promotion of an awareness of speciesism, and the continuing effort to culturally decolonize residual imperialist discourses that suppressed indigenous African modes of knowledge. This essay argues these animalnarrated works of fiction explore a wide range of thematic focuses but share a number of distinct commonalities as well: attention to the natural world or breakdown of the conceptual dichotomy between man-made and natural worlds, a desire to provide alternative perspectives on human society, a calling into question of humanity's age-old idealization of itself, and a revaluation of nonhuman animals.

Humanism in the Arabic novel "The Kuwaiti novel is an option"

The Iraqi invasion of Kuwait is a landmark event that embodied a dangerous turning point in the history of the two countries, due to the great effects of this invasion on the Iraqi and Kuwaiti peoples, especially in the field of cultural work. This event imposed itself on the Kuwaiti literary content in general, so the ways of dealing with it varied between recording documentation and artistic proposals. At the level of theatre, television and others, however, through our review of the Kuwaiti novelist who recorded these events, we found that there is a distinct feature that is not available in other than this achievement despite the bitterness and harshness of the event, and this feature was represented by the objectivity of the Kuwaiti writer in recording the human tendency of his enemy. It seemed to us that the Kuwaiti novel did not take a unilateral position on the Iraqi person after the occupation, as it intended to highlight the positive values ​​that established a human tendency, which we do not find in the Arabic novel. This human tendency was manifested through transcendence of grudges and transcendence of grudges by showing human attitudes. The language of the novel in most of the novels was devoid of sharpness, rigor and incitement, and the novelist did not aim to alienate the reader from the Iraqi individual. The Kuwaiti novel showed a great capacity for tolerance, love and objectivity.

Experiential AI: Between Arts and Explainable AI

Abstract Experiential artificial intelligence (AI) is an approach to the design, use, and evaluation of AI in cultural or other real-world settings that foregrounds human experience and context. It combines arts and engineering to support rich and intuitive modes of model interpretation and interaction, making AI tangible and explicit. The ambition is to enable significant cultural works and make AI systems more understandable to nonexperts, thereby strengthening the basis for responsible deployment. This paper discusses limitations and promising directions in explainable AI, contributions the arts offer to enhance and go beyond explainability and methodology to support, deepen, and extend those contributions.

The Union's Culture Industry

Abstract: The cultural history of the Civil War North has flourished since the turn of the twenty-first century. Scholars have impeccably analyzed wartime texts and images to clarify Northern citizens' and soldiers' shared ideological and emotional commitments. Yet, these historians have not fully reckoned with the interconnected nature of culture production in genres such as blackface minstrelsy, lithography, illustrated newspapers, photography, and theater through which Northerners made, circulated, used, and experienced culture commodities. This economic system of culture production often created or illuminated social conflict and ambiguous cultural meaning. The culture industry, a concept that has animated debate among historians of popular culture for decades, holds great potential for Civil War historians to open new perspectives on the experiences of Union soldiers and citizens and the ways they did cultural work to make the meanings of class and self-making, race and emancipation, gender and the household, and the war itself.

Improving The Work Culture of Civil Servants Through Mental Revolution in The Ministry of Religious Affairs of Papua

This study explores the effectiveness of the mental revolution program in improving the work culture of State Civil Apparatus in the Ministry of Religious Affairs of Papua Province. Using a qualitative approach, this study combined in-depth interviews, participant observation, and document analysis to collect data from 25 key informants. Data analysis integrated transformative learning theory, cultural intelligence model, and appreciative organisational change theory. The findings indicate a significant improvement in the work culture intelligence of the State Civil Apparatus (ASN) in the Ministry of Religious Affairs of Papua Province, especially in the metacognitive dimension, and a surprising transformation of perspective in an initially resistant group. This study expands understanding of the intersection between transformative learning, cultural intelligence, and organisational change in religious institutions. The theoretical implications include the development of a new framework for change management that is sensitive to cultural and spiritual contexts in a highly diverse region.

Individual and organizational factors associated with disaster preparedness and resilience among Indonesian hospital nurses: a cross-sectional study

Introduction: The significance of nurses' disaster preparedness and resilience in diverse settings has become increasingly apparent due to the rise in global crises. This study aimed to investigate nurses' perspectives on these two factors and to examine their intricate relationships and nuances. Methods: A cross-sectional framework was used to evaluate 390 nurses using the Disaster Preparedness Evaluation Tool (DPET) and the Connor-Davidson Resilience Scale (CD-RISC). Descriptive statistics, Mann-Whitney U-test, Kruskal-Wallis H test, Spearman's correlation analysis, and the generalized linear model were employed to determine the relationships between nurses' characteristics, self-regulation, work culture perception, and their DPET and CD-RISC scores. Results: The results revealed that 79.7% of the participants were female, but male nurses consistently scored higher on both the assessments. The average DPET score was 172.29, and the average CD-RISC score was 27.34. Self-regulation and work culture perception were the most influential factors in raising DPET and CD-RISC scores by 4.032 and 1.454 units (p=0.000), and 1.112 and 0.34 units (p=0.000). Conclusions: This study emphasizes the need for ongoing training of nurses in disaster preparedness and resilience to promote introspective learning and collaborative best practices. It also highlights the role of hospitals in optimizing resources and creating a supportive environment for enhanced disaster preparedness and resilience, given the impact of organizational work culture. The study findings suggest a nuanced understanding of gender dynamics in disaster preparedness and resilience, emphasizing the importance of further exploration of these disparities for effective nursing practices.

Enhancing Teacher Performance Through Millennial Teacher Characteristics, Work Culture, and Person-Job Fit Mediated by Employee Engagement

Enhancing Teacher Performance Through Millennial Teacher Characteristics, Work Culture, and Person-Job Fit Mediated by Employee Engagement

Exploring presence practices: a study of unit managers in a selected Provincial Hospital in Free State Province

BackgroundNursing presence depends on an individual’s belief system, truths, sensory experience, professional skills, and active listening. Thus, one may assume that presence occurs when nurses care for patients in a kind and compassionate way. This study aimed to explore and describe presence practices amongst unit managers in a selected provincial hospital in Free State Province.MethodsA qualitative research approach with an exploratory descriptive contextual research design was employed in this study. A purposive nonprobability sampling technique was utilised to select participants. Data were collected through semi-structured interviews and analysed using the six steps of thematic qualitative data analysis. The study’s trustworthiness was ensured through ascertaining credibility, dependability, confirmability, transferability, and authenticity. Approval to conduct the study was obtained from the North-West University Health Research Ethics Committee (NWU-HREC), DoH in the Free State Province, and the CEO (the gatekeeper) of the selected hospital.ResultsFour themes were generated, namely, presence practices amongst unit managers in a selected provincial hospital in Free State, the impact of presence practices on hospital dynamics in a selected provincial hospital in Free State, unit managers’ practices of relational care and human connectedness in the unit, and the perceptions of unit managers on barriers to presence practices in a selected provincial hospital in Free State. Each of these themes presents categories and sub-categories. Unit managers actively foster supportive work cultures, effective management, human connectedness and relational care, and effective communication to yield team cohesion and positive impacts on patient care. Unit managers also display resilience and highlight the need for ongoing support from colleagues and top management.ConclusionUnit managers exhibit diverse presence practices which emphasise their commitment through visibility and accessibility despite staff shortages and resource constraints.

An investigation into employee and organisational dynamics in a flexible work framework

The object of this research is to provide a detailed perspective of employee and organisational dynamics in a flexible work practices framework, intra- and post-pandemic. This paper aims to explore the influence of flexible work practices on the employee and the organisation. The most challenging issues during the intra-Covid-19 pandemic period were individual and organisational adaption to new work practices with the aim of sustaining optimum levels of worker morale and productivity, which became meaningful in the context of the continuation of flexible work in transformed and alternative work settings post-pandemic. During this research, non-empirical research was conducted in the arrangement of a review utilising existing empirical evidence, which provides for literature of varied methodologies. This resulted in a detailed non-structured analysis of the remote work concept and its diverse employee and organisational inferences. As a result of the research, it is shown that although improved productivity was regarded as a remote work gain, the merit of employee motivation and job satisfaction is deemed forecasters of prime organisational performance with the consideration that maintaining and supporting an operationally efficient and strengthened organisational work culture should be an organisational aim. In future, a proposed approach of synthesising remote work expertise in policies and syllabi will endorse and sustain the progression of the post-pandemic workplace. It is therefore suggested that a comprehensive PESTLE analysis be performed by utilising the proposed flexible work five-factor model towards crafting a comprehensive list of influences on employee and organisational remote work dynamics for the success of continued remote work practices.

The Influence of Leadership and Work Motivation on Employee Discipline at PT Bank XYZ in West Jakarta

This research examines the influence of leadership and work motivation on employee discipline at PT Bank XYZ in West Jakarta. Bank XYZ, as one of the leading financial institutions in Indonesia, is committed to employee development and maintaining a positive work culture. The lack of employee discipline can affect operational efficiency and customer service. Therefore, leadership and work motivation are considered crucial factors in influencing the level of employee discipline. This study utilizes data from 2020 to 2022 to analyze the relationship between these variables. The analysis results indicate that both leadership and work motivation have a positive and significant impact on employee discipline. The better the leadership and work motivation, the higher the level of employee discipline. The implication is the importance of the leader's role in setting a good example and providing motivation to employees to achieve optimal performance. This research contributes to the development of human resource management theory, particularly in the context of the banking industry. Additionally, the findings can serve as a guide for companies to improve employee performance through the optimization of leadership and work motivation.

Dark Triad Personality Traits and Workplace Outcomes: Evidence from the Hospitality Industry

The Dark Triad Personality Traits - psychopathy, narcissism, and Machiavellianism - have a significant impact on workplace dynamics. Psychopathy involves egoistic and disappointing interpersonal contact; Machiavellianism involves devious communication strategies; and narcissists use harmful tactics to gain attention and dominate teams. This study investigates the linking of DTPTs with work outcomes in the context of Jordan's hospitality sector. With the use of a standardised questionnaire, 387 hotel staff members provided quantitative data. SPSS was used to test the proposed hypotheses. Findings demonstrated that, whereas DTPTs had no effect on OCB, they do positively influence JB and TI. These results have significant theoretical and practical implications for Jordan hotels. The study recommends that to combat DTPTs in hotels, proactive measures like thorough hiring processes, investing in training programmes, and establishing clear organisational values can help. These measures can identify potential traits, foster a positive work culture, and discourage behaviours aligned with DTPTs, ultimately improving overall staff satisfaction, reducing turnover, and increasing JB.