Corporate Culture Research Articles

Запровадження проєктного підходу як інструменту забезпечення гнучкості та адаптивності підприємств у турбулентному середовищі

Introducing a project approach as a tool for ensuring the flexibility and adaptability of enterprises in a turbulent market environment is necessary for increasing business sustainability. The project approach allows enterprises to adapt to changes faster, reduce risks, and improve management efficiency. The modern market environment is characterized by high levels of uncertainty and turbulent change, necessitating the search for new business management approaches. Traditional management methods, focused on stability, often need to provide the flexibility and adaptability required for enterprises to survive in turbulent conditions. This article substantiates the role of the project-based approach as an effective tool for enhancing organizations’ ability to respond quickly to changes in the external environment, reduce risks, and improve management efficiency. The analysis demonstrates that the project-based approach promotes organizational flexibility, fosters innovation, and optimizes resource allocation — critical factors for the successful operation of enterprises in unstable market conditions. However, implementing this approach is accompanied by challenges, such as resistance to change and difficulties in project coordination. The article also explores various project management models, including hybrid approaches that combine the strengths of traditional and agile methodologies. The conclusions emphasize the need for further research focused on integrating the project-based approach with other management tools and studying the impact of corporate culture on the success of its implementation. The application of various models within the project approach framework allows organizations to respond more effectively to the challenges of the turbulent market, combining stability and predictability with the necessary flexibility and adaptability. Keywords: project, project-based approach, entrepreneurship, adaptability, flexibility, hybrid project models, turbulent environment.

LABOR VALUES IN THE PERCEPTION OF THE MILLENNIAL GENERATION IN THE CONDITIONS OF DIGITALIZATION

The purpose of the article is to explore the perception of work values as a marker of identity by the millennial generation in the context of the global digitalization of society. The millennial generation, being a significant part of the country’s economically active population, demonstrates its understanding of decent work, expressed in work preferences and value orientations, which, in turn, serves to determine the identity of this age group. Digitalization has contributed to the development and diversification of the employment sector by offering alternative forms, which has greatly changed the understanding of decent work. Based on data from a sociological study of formalized interviews among representatives of the millennial generation (n = 300), the key components of work values and their influence on the professional activity of representatives of the generation being studied were identified. The desire of millennials for career growth and professional self-improvement as the main labor value has been established; we can talk about a balance between external and internal labor orientations. It was revealed that an integral part of decent work for them is the presence of an expanded social package, including voluntary health insurance (VHI), and flexible work schedules. Millennials demonstrate high adaptability to changing conditions of the labor market and openness to innovation in organizing the labor process, which is manifested in a preference for remote forms of employment, opportunities for retraining and development. In the future, it is possible to study the attitudes towards work of millennials and centennials from a comparative perspective. The results of the article are of interest to those specializing in the field of sociology of labor and sociology of youth. The sociological research data can be used in the practical organization of labor activities to optimize personnel management and create a corporate culture that meets the needs of the new generation of workers.

Оцінка забезпеченості людським капіталом на тов тк «добра хата»

An analysis of the change in the number of Ukrainians from 1990 to the beginning of the Russian-Ukrainian war and during the war, which negatively affected the formation of human capital of domestic enterprises, is carried out. The work examines and defines the essence of the «human capital of an enterprise» concept and defines this economic category. It has been established that human capital is an employee’s abilities that allow him to bring the most effective results in the economic activity of the enterprise (organization) in which he works. The effectiveness of using human capital at «DOBRA КHATA» TC LLC was investigated, and an assessment of human capital provision at this enterprise was provided. The structure, dynamics, and movement of the human capital of the enterprise LLC TC “DOBRA KHATA” are analyzed, and the relationship with the change in the population of Ukraine during the Russian-Ukrainian war is determined. It was established that despite the situation in the country and the lost potential, the enterprise continues to function and encourages its workers to cooperate. Yes, the enterprise uses very active methods of corporate culture, which only improve yearly. Ways to improve human capital efficiency used at«DOBRA КHATA» TC LLC have been identified. These included the guaranteed professional growth of employees who underwent training and retraining, the system of training and retraining of personnel at the expense of the state and enterprises, the creation of such an atmosphere at the enterprise that would help to interest employees in increasing labor productivity indicators, and constant assessment and analysis of the outflow of human capital and what exactly contributed to this, as well as efforts to eliminate these causes and prevent them from appearing in the future. The expediency of developing and implementing measures to increase human capital to increase labor productivity and achieve high results in enterprise development is substantiated. Keywords: human capital, enterprise, development, assessment, indicators.

New Product Development Strategy and its Impact on MSME Growth: A Bibliometric Analysis

This study provides a comprehensive analysis of the research landscape surrounding New Product Development (NPD) strategies and their impact on the growth of Micro, Small, and Medium Enterprises (MSMEs). Through a bibliometric analysis using VOSviewer, key themes and trends were identified, including the centrality of SME growth, the critical role of finance and government policy, the importance of resilience in response to external shocks like COVID-19, and the strategic focus on marketing and competitive advantage. The findings suggest that tailored financial products, supportive government policies, and an emphasis on digital transformation are essential for enhancing SME growth. Additionally, fostering an innovative and customer-oriented business culture is crucial for maintaining a competitive edge. These insights provide practical implications for policymakers, business leaders, and financial institutions, emphasizing the need for a comprehensive approach to supporting SME development in dynamic market environments.

The Effect of Job Stress and Corporate Culture on Turnover Intention Mediated By Employee Engagement (Empirical Study: Workers In The Field of Information Technology In Greater Jakarta)

The Effect of Job Stress and Corporate Culture on Turnover Intention Mediated By Employee Engagement (Empirical Study: Workers In The Field of Information Technology In Greater Jakarta)

Metaphors Describing the Gendered Organization in the Career Advancement of Women: An Integrative Review

Worldwide, gender equality remains a barrier for women seeking career advancement in corporations. Despite the globalization of corporate social responsibility programs, women have not achieved positional parity with men within the managerial hierarchy. The purpose of this integrative review was to investigate the breadth of the gendered organization literature, summarize the evidence, and inform future research about the career advancement of women in privately owned and publicly traded corporations. Twelve databases were searched between January 1990 and December 2023 for published evidence. Of the 1914 documents screened, 55 articles were included in this review. The gendered organization literature is slowly evolving as a critical area for management research even though fully developed substantive and formal theories are lacking. However, gendered organizations can be conceptualized for theoretical development as a constellation of metaphors embedded in the corporate culture. These metaphors include firewalls, glass ceilings, glass cliffs, glass escalators, labyrinths, queen bees and beehives, and sticky floors. Notably, few intervention studies were reported in the literature. Corporate social responsibility programs had a surprisingly limited impact on eliminating deep-seated structural attributes contributing to gendered organizations. Therefore, management scholars need to engage in theoretical development and research to advance a comprehensive theory of the gendered organization, and studies should investigate why the identified metaphors continue to adversely impact the career advancement of women despite the presence of corporate social responsibility programs. Finally, existing evidence needs to be translated into intervention recommendations for policymakers and corporate leaders.

The Effectiveness of Audio Visual Media in Reporting Technique Material in Improving Accounting Economics Learning Outcomes for Class Students at SMAN 2 Majene

This study examines the impact of leadership style, organizational culture, policy implementation, and community participation on the efficiency of public services and the happiness of employees in local government in Indonesia. The study involves a quantitative analysis with a sample size of 250 participants. It utilizes a Likert scale ranging from 1 to 5 and leverages Structural Equation Modeling-Partial Least Squares (SEM-PLS 3) for data analysis. The findings demonstrate that all connections are both positive and statistically significant, emphasizing the crucial functions these parameters fulfill in public administration. Leadership style, corporate culture, policy execution, and community participation have a major positive impact on both public service efficiency and employee happiness. The findings provide significant theoretical contributions to the comprehension of public sector management and present practical implications for policymakers and practitioners seeking to enhance public service performance and employee morale.

Enhancing Performance: The Role of Organizational Culture, Commitment, and Support in Indonesian Paper Industry

Human resources play an important role in the successful achievement of performance. Employee performance is the result of the work achieved by employees in a company. This study aims to investigate the impact of organizational culture, organizational commitment, and perceived organizational support on employee performance at a paper manufacturing plant. The descriptive data and SEM were analyzed using The Jeffreys’s Amazing Statistics Program (JASP) method. Data were collected from 107 respondents who participated in paper manufacturing plants (52 males (48.6%), 55 females (51.4%); MageMage= 38, SD = 8.4). The results showed that (1) organizational culture has a significant effect on employee performance (β = 0,533, p 0,05). (3) Perceived organizational support has no significant effect on employee performance (β = 0,039, p > 0.05). In this study, organizational commitment and perceived organizational support did not influence employee performance. Among employees, expectations for increasing organizational commitment and perceptions of organizational support for improving employee performance are still not high enough. The findings of this study highlight that organizational culture has the strongest influence compared to organizational commitment and perceived organizational support on employee performance. To improve employee performance, organizations can internalize cultural values through socialization activities, corporate culture training, and cultural rituals so that employee work behavior will develop, contributing to improved performance in the organization.

Perceptions of sustainable human resource management (SHRM) and personal risk: Findings from the Pilot Study.

The aim of this article is to explore how SHRM (Sustainable Human Resource Management) practices and personal risk management are interpreted by managers across different organisational contexts, and to identify challenges and barriers to implementing these practices. The study focuses on a variety of SHRM approaches in diverse organisational contexts, highlighting the impact of company size, managerial experience, and organisational culture. It also explores the challenges associated with both long-term and short-term SHRM goals and underscores the need for a better understanding and communication of these practices within organisations. The study is based on a qualitative individual in-depth interview (IDI) methodology. The results of the study highlight the importance of adapting and understanding the unique aspects of each organisation to effectively implement SHRM. The article contributes to the literature by highlighting the need for further research into holistic SHRM models, the management personal risk, the use of new technologies, and the development of advanced measurement methods.

Comprehending Dubai's IT Companies' Corporate Culture through Octapace Profiling

The most significant component of the existence of a corporation is its culture. It is considered the DNA of the corporation, which comprises assumptions and values shared in a corporate sector. The OCTAPACE Profile, developed by Udai K. Pareek is used in this study to evaluate the degree of corporate culture present in the IT sector. The OCTAPACE profile is a 40-item tool that provides an overall view of corporate culture in eight values: Openness, Confrontation, Trust, Authenticity, Proaction, Autonomy, Collaboration, and Experimentation. The OCTAPACE culture of the IT sector in Dubai was examined using a descriptive research design with the help of a 4-point scale structured questionnaire. Fifty software employees working in various firms in the IT sector in Dubai were surveyed using the random sampling approach for the study. The analysis was carried out using Microsoft Excel and SPSS 23, and the paper applies certain statistical methods such as mean, standard deviation, and correlation. The findings demonstrate a strong correlation between each dimension of OCTAPACE culture. The analysis reveals that employees perceive almost an identical pattern in entire OCTAPACE values, among them, confrontation and collaboration are the most highly valued, and authenticity is the least valued. The study serves as a guideline to the top management to determine the weaker aspects of corporate culture and substantially develop a healthy work environment in the organization. It also aids in developing a competitive advantage and desired organizational performance in the long run.

Barriers to postgraduate education in primary dental care: a qualitative study

ObjectivesPostgraduate education for primary care dentists offers numerous benefits in terms of advancing clinical skills and career opportunities, culminating in improved treatment and patient outcomes. There is a strong desire amongst primary care dentists to enhance skills and provide contemporaneous evidence-based dentistry, accredited by higher educational qualifications. However, significant barriers hinder their pursuit of further training and career advancement. The aim of this study is to explore the barriers to undertaking formal postgraduate education for dental practitioners working in primary dental care. Exploration of these perceptions should help to identify further areas of study to help alleviate some of these obstacles, enabling more primary care dentists to access postgraduate education and improve patient care. MethodA qualitative study was undertaken through individual narrative interviews with primary care dental practitioners (n = 20) with varying levels of experience and located across the UK. All interviews were conducted using a study guide, transcribed and analysed thematically. ResultsThe participants indicated that there is a strong desire to undertake postgraduate study amongst primary care dental practitioners. Significant barriers were identified, with three major themes emerging:1.Personal Cost: Time constraints and accessibility, Financial Burden, Family Commitments.2.Business Viability: Business time constraints, Inability to use Enhanced Skills, Remuneration systems.3.Business Culture and Team Dynamics: Stage of Career, Current Practice Business Model, Leadership and Vision.These barriers appear to be multifaceted and interconnected, however participants also identified significant opportunities to address them. ConclusionStudy participants identified a range of personal and professional barriers to undertaking postgraduate dental education whilst working in primary dental care. Practitioners working within predominately NHS orientated practices perceived more professional barriers than those in private practice. The majority of participants indicated their preference for hybrid models of education which would work around clinical commitments. Further research and engagement with stakeholders should be undertaken to help reduce these barriers.

Does the Confucianism in audit firms enhance the corporate ESG Disclosure?

This paper examines the role of Confucian culture characterized by traditional virtues such as benevolence, righteousness, propriety, wisdom, and trust in audit firms and corporate ESG disclosure. Using data from Chinese A-share listed companies from 2008 to 2021, we found that Confucian culture in audit firms significantly promotes the level of corporate ESG disclosure. We also tested the moderating effect of regional culture and corporate culture, and found that in regions with stronger merchant guild culture and higher levels of social trust, as well as in companies with a stronger culture of integrity and cooperation, the promotion effect of Confucian culture in audit firms on corporate ESG disclosure is more pronounced. Furthermore, we discovered that the closer the geographical distance between audit firms and client companies, the greater the positive impact of Confucian culture in audit firms on corporate ESG disclosure. Overall, this study reveals the modern value of Confucian traditional culture for the improvement of enterprises’ environmental friendly behaviors from the perspective of external audit, and highlighted the relevance of informal institutions in corporate governance.

Impact of somatic complaints on the mental health of bank sector employees: An empirical study

Somatic complaints refer to bodily symptoms that people encounter that don't have obvious biological origins, such as headaches, digestive issues, and musculoskeletal discomfort. There is a scarcity of research explicitly concentrating on the banking industry, despite prior studies looking at the connection between somatic symptoms and mental health in a variety of professional circumstances. This study explores somatic symptoms' impact on banking sector employees' mental health. The research initiative intends to collect quantitative data through questionnaires using a mixed methods approach to determine the incidence and severity of somatic symptoms experienced by bank personnel. Questionnaires (n=196) were distributed amongst different public and private banks of Southern Punjab. The data was analyzed using a reliability test, linear regression model, and correlation to find the relation between somatic complaints and mental health issues. The results show that there is a positive relationship between somatic complaints and mental health issues, i.e., a person having somatic complaints will also suffer from mental health issues, hence, satisfies the research hypothesis. Moreover, according to the study, greater levels of somatic complaints among workers in the banking industry are correlated with higher levels of stress, anxiety, and depression. The association between somatic symptoms and mental health was also examined with respect to potential moderating factors such as company culture, workload, and job satisfaction. In a nutshell, enhancing an employee's psychological health may benefit their work happiness, productivity, and overall organizational performance.

The role of multidisciplinary collaborations in publishing innovation

Product innovation is crucial for the future of the publishing industry, and the objective of this study was to understand the role of multi-disciplinarity in publishing innovation teams, typical patterns of interaction between team members, and similarities and differences in multidisciplinary innovation teams across national boundaries (US, Canada, and Germany). This is an exploratory study from Portland State University, Stuttgart Media University and Toronto Metropolitan University based on twenty-one qualitative in-depth interviews with publishing employees involved in the innovation process. The study reveals that multidisciplinary innovation teams are common in all three countries. Using an input-process-output (IPO) model, researchers found three main things: 1) input from outside the company is helpful; 2) corporate culture, familiarity and psychological safety foster creativity during the innovation process; and 3) innovation output is often evaluated by low-cost prototypes presented to the target audience.

Corporate culture and carbon emissions

ABSTRACT The burning global concern about climate change and its adverse effects on all aspects of human life highlights the need for academic research on the factors that affect carbon emission – the major cause of climate change. In this study, we examine whether corporate culture matters in shaping a firm’s environmental responsibility, particularly corporate carbon strategies. Utilizing the Competing Value Framework to quantify corporate culture, we find that a one standard deviation shift towards Compete culture would result in a 13.6% decrease in firms’ CO2 emissions, whereas a one standard deviation shift towards Create culture is associated with a 9.5% increase in firms’ direct CO2 emissions but has no significant effect on total CO2 emissions. This impact is more pronounced for firms with higher growth, smaller size, firms in ‘dirty’ industries, firms facing no emission limit, or those in states that have low environmental performance. Our findings suggest the promotion of Compete culture across all firms as an effective strategy to curb carbon emissions.

Social marketing and happiness in employment. Evidences from Glassdoor

BackgroundWith the increasing role of the Internet and social media, there are more significant opportunities for employees to express their opinions about the companies they work for more directly. A recognized job review website is Glassdoor.com, which collects employees’ opinions anonymously and the scores they give to companies. This descriptive study analyzes the assessment that employees give to companies by studying the advantages in their comments from the perspective of Happiness Management and Social Marketing. In this sense, this research aims to analyze how the main benefits offered by companies, are linked to the happiness of employees and to the actions of social marketing that companies develop affect the general satisfaction of employees.MethodsThis study has used in the worker comments, text mining, and inferential analysis techniques. The sample was divided into two blocks, with comments that refer to issues about social marketing and happiness. In each one, an inferential analysis was carried out using the Student’s T-test. This analysis allowed us to identify, in each sample of comments, in which advantages the differences in the mean ratings were significant depending on whether they were mentioned.ResultsThe main results indicate that social marketing and happiness are linked to the advantages employees comment on in reviews on Glassdoor. Significant differences exist in the average ratings of certain advantages depending on whether they are mentioned or not in the comments. Likewise, the differentiation between comments on social marketing and happiness offers scientific evidence of the most valued advantages in each cluster. Specifically, the advantages grouped into the following dimensions are working conditions, company image, and social relations.DiscussionThis research contributes to happiness management theories by empirically demonstrating how positive work environments enhance productivity, loyalty, and creativity. These insights show how leadership quality, work-life balance, and recognition contribute to workplace happiness, enhancing productivity, loyalty, and creativity. Such feedback aids job seekers in making informed decisions, helps companies improve practices and attract talent, and provides researchers with valuable data on employment trends and corporate culture’s effect on employee well-being.

Research on the Differences of Business Culture Among Southeast Asian, South Asian and Chinese Enterprises

With the continuous development of global economic integration, the business connection between Southeast Asia, South Asia and China is increasingly close. However, there are some differences in the business culture of these regions, which are crucial for the successful conduct of business activities. The purpose of this paper is to study the differences between the business cultures of Southeast Asian, South Asian and Chinese enterprises, explore the impact of these differences on business cooperation, and put forward some suggestions for cross-cultural management.

Family business culture: a strategic resource and driver of firm performance

PurposeThrough a resource-based theoretical lens, we elucidate conditions under which family business culture (FBC) amplifies the positive effects of high-performance work systems (HPWS) intensity and exacerbates the negative effects of low human capital uniqueness (HCU) on firm performance. By doing so, we answer the call for more research on the conditions under which FBC influences firm outcomes.Design/methodology/approachThe present study sampled 226 small business owners across the USA, who provided their responses to online survey questions. Hypotheses were assessed via path analysis in MPlus 8.8, using maximum likelihood estimation.FindingsFBC, HPWS intensity and HCU were positively associated with firm performance. Further, the HPWS intensity – firm performance and HCU – firm performance links were moderated by FBC. Specifically, increased levels of HPWS intensity were associated with greater firm performance when FBC was high, and firms with low levels of HCU tended to have particularly decreased levels of firm performance when FBC was low.Research limitations/implicationsConsistent with the resource-based view, firms' unique resources and competitive advantage may be tied to the extent to which they have an established FBC. High levels of FBC, which are characterized by shared values, loyalty, proud involvement and care toward the organization, can play a significant role in enhancing organizational performance. Family business leaders should prioritize cultivating an enhanced FBC alongside investments in HPWS and unique human capital.Originality/valueThis study contributes to understanding the theoretical underpinnings of FBC and its relationship with firm performance by examining FBC’s interaction with HPWS intensity and HCU. We highlight FBC as a valuable intangible resource that can enhance or diminish the effectiveness of other strategic resources in family firms, further extending the application of resource-based view theory in family business research.

Corporate culture and carbon emission performance

Using a large sample of U.S. firms from 2002 to 2020, we investigate the relationship between corporate culture and the extent of carbon emissions. We provide evidence that the quantum of carbon emissions is negatively associated with corporate cultural attributes manifested by integrity, teamwork, innovation, and respect. These results hold after controlling for potential endogeneity issues using several identification techniques. We also document that the negative culture–emissions relationship is magnified in firms with weak corporate governance and in those operating in environmentally sensitive industries. Additionally, this relationship is less salient in the presence of social capital. Finally, we demonstrate that in firms with a stronger culture, elevated carbon emissions result in a lower firm value. Our findings may be of interest to environmental regulators and management in their pursuit of firm-level carbon emission targets.

Analysis of the Impact of Corporate Culture Construction on Employee Belongingness

Analysis of the Impact of Corporate Culture Construction on Employee Belongingness