Elements Of Organizational Culture Research Articles

Scratching beneath the surface: How organisational culture influences curricular reform.

Curricular reform is often proposed as the means to improve medical education and training. However, reform itself may not lead to noticeable change, possibly because the influence of organisational culture on change is given insufficient attention. We used a national reform of early-years surgical training as a natural opportunity to examine the interplay between organisational culture and change in surgical education. Our specific research question was: in what ways did organisational culture influence the implementation of Improving Surgical Training (IST)? This is a qualitative study underpinned by social constructivism. Interviews were conducted with core surgical trainees (n = 46) and their supervising consultants (n = 25) across Scotland in 2020-2021. Data coding and analysis were initially inductive. The themes indicated the importance of many cultural factors as barriers or enablers to IST implementation. We therefore carried out a deductive, secondary data analysis using Johnson's (1988) cultural web model to identify and examine the different elements of organisational culture and their impact on IST. The cultural web enabled a detailed understanding of how organisational culture influenced IST implementation as per Johnson's six elements-Rituals and Routines (e.g. departmental rotas), Stories (e.g. historical training norms and culture), Symbols (e.g. feedback mechanisms, visibility and value placed on education), Power Structures (e.g. who has the power in local contexts), Organisational Structures (e.g. relationships and accountability) and the Control System (e.g. consultant job plans and service targets)-and how these interact. However, it did not shed light on the influence of exogenous events on change. Our data reveal cultural reasons why this curricular reform met with varying degrees of success across different hospital sites, reinforcing that curricular reform is not simply about putting recommendations into practice. Many different aspects of context must be considered when planning and evaluating change in medical education and training.

Влияние организационной культуры на человеческий капитал и эффективность управления организацией

The article considers the role of organizational (corporate) culture as an environment-forming tool in improving the efficiency of organization management by influencing human capital. The connection of the elements of organizational culture with the effectiveness of investments in human capital, and as a consequence, the achievement of management goals, is shown.

The Effect of Social Environment and Organizational Culture on Employee Performance at The Social Services of West Sulawesi Province

The Social Service of West Sulawesi Province has duties and functions in terms of formulating technical policies in the social sector following the Regional Development Plan (RPD), namely planning, fostering, and controlling technical procedures in the social sector, developing, fostering, and controlling technical policies for the implementation of the Technical Implementing Unit (TIU), and carrying out other tasks assigned by superiors following their field of duty. This type of research is descriptive qualitative research, where the data is in words and pictures, not numbers. Analysis of the data used is a descriptive-analytical method, describing the data collected in words, pictures, and not numbers. Data that comes from scripts, interviews, field notes, documents, and so on is then described so that it can provide clarity on reality or reality. In collecting this data, the authors go directly to the research object to obtain valid data. The results show that the relationship between elements of organizational culture is dynamic through a reciprocal process. Organizational values manifest basic assumptions and vice versa, so this process continues towards a balance point between stability and changing elements of the corporate culture. Performance quality is a result that can be measured by the effectiveness and efficiency of a job done by human resources or other resources in achieving the goals or objectives of the company properly and efficiently.

The transfer of technology from the organizational viewpoint

The transfer of technology from the organizational viewpoint

The effect of organisational culture on organisational performance: the mediating role of intrapreneurship

Abstract The aim of this research is to examine the effect of organisational culture on organisational performance in the context of the hospitality industry in the UK. Organisational culture was studied based on the Denison model. The study was conducted based on a quantitative research method and primary data was collected, with questionnaires, from 440 employees in the hospitality industry. The study reveals that organisational culture significantly affects organisational performance. Moreover, it is found that adaptability and mission are two key elements of organisational culture that significantly affect organisational performance. Furthermore, intrapreneurship fully mediates the relationship between adaptability and organisational performance. In addition, intrapreneurship fully mediates the relationship between mission and organisational performance. Hence, managers working in the hospitality industry are required to give considerable attention to adaptability and mission as two important elements of organisational culture in order to achieve intrapreneurship, and to ultimately improve the performance of an organisation.

Workplace Factors, Burnout Signs, and Clinical Mental Health Symptoms among Mental Health Workers in Lombardy and Quebec during the First Wave of COVID-19.

Several research contributions have depicted the impact of the pandemic environment on healthcare and social care personnel. Even though the high prevalence of burnout depression and anxiety in healthcare settings before COVID-19 has been well documented in the research, the recent increase in psychological distress and mental health issues in healthcare and mental health workers should be attributed to the effect of the COVID-19 pandemic. The aim of the present study is to develop, evaluate, and compare a model of COVID-19 workplace stressors between two different territories, the Italian region of Lombardy and the Canadian province of Quebec. Within this model, burnout is depicted as the strongest determinant of mental health symptoms for mental health workers. In turn, the main workplace determinants of burnout are the perception of a lack of support from the organization and the fear of contracting COVID-19 at work. Findings also provide insights for designing interventions to promote and protect mental health workers in the context of the pandemic. In conclusion, it is necessary to monitor burnout and carefully analyze elements of organizational culture, in addition to offering clinical and psychological care for those in need.

FEATURES OF ADAPTIVE MANAGEMENT OF SOCIAL CONFLICTS IN PUBLIC POWER

The article examines the features of adaptive management of social conflicts in public power. Conflicts are unavoidable and can be constructive or destructive. Thus, conflict management is a major part of practice, and especially managers and managers spend a lot of time preventing and intervening in conflicts of all kinds. The method of conflict management reflects key elements of organizational culture or socially general norms and is called the culture of organizational conflict in public power Social conflict can be understood by using the following synonyms: clash, tension, crisis, struggle, or friction. Although these words themselves are inadequate, in providing an acceptable definition, they are a repeating decimal part of a typical conflict. It is important to note that active conflict detection as a means of obtaining information requires a reasonable approach, as this can provoke an undesirable escalation of the conflict. Therefore, it is necessary to implement appropriate comprehensive procedures for mitigating the consequences of social conflicts. Conflict management should be adapted to specific conditions. Conclusion dilemmas inherent in the process of assessing the impact and participation of the public, such as the paradox of public participation and the problem of public goods, require new approaches to conflict management. Proactive conflict management, which includes early information about stakeholder attitudes as a potential limitation and early consideration of long-term benefits depending on the type of interaction, can be useful. Moreover, it may be useful to change views on the properties of social conflicts: an interested attitude to conflict situations, considering them as a valuable source of information, can create opportunities for new solutions to complex problems in public power.

Design Innovation and Entrepreneurship Organization Based on Psychological Cognitiveness of the Space Narrative.

The high-quality workspace can be used as a physical carrier for design innovation and entrepreneurial organizational culture to continuously change the psychological cognition and behavior of employees in community of practice. The spatial narrative of the culture of design innovation and entrepreneurial organizations means to integrate entrepreneurship and organizational culture into the space through visual presentation. Whether the spatial narrative is successful or not needs to be judged by whether the change of people’s psychological cognition achieves the expected effect. The traditional qualitative research methods such as interviews and questionnaires cannot fully and accurately present the psychological cognitive mechanism of design Innovation and entrepreneurship organization members. We use virtual reality technology combined with electrophysiological technology to conduct experiments. We use these technologies to conduct quantitative experiments on psychological cognition in community of practice. This study will select a design innovation and entrepreneurial organization, randomly select 20 participants, and divide them into 2 groups for experimentation. The VR scene is based on their real office space as a prototype. Put the visual elements of corporate culture in one of the VR scenes. The other VR scene as a reference does not incorporate visual elements of organizational culture. Participants participated in the experiment in these two VR scenarios. There are many advanced devices that can accurately test individual psychological changes, but the ErgoLab man-machine environment test platform, can collect and compare these data [physiological data, electroencephalogram (EEG) data, and behavior data] in real-time and comprehensively, which is its advantage. According to the experimental results, judge the changes in the psychological cognitive data of the participants before and after the placement of the spatial narrative in design innovation and entrepreneurial organizations. The experiment combined interviews and questionnaires to ensure the authenticity of the quantitative data. The conclusion of the experiment will produce an accurate quantitative study on the psychological cognition of the spatial narrative of design innovation and entrepreneurial organizational culture. A sense of organizational belonging, collective sense, pride, mission, and work fun can be generated in the workspace.

PERSONNEL MANAGEMENT OF THE ENTERPRISE IN THE CONTEXT OF THE INFLUENCE OF ORGANIZATIONAL CULTURE

The article highlights the urgency of the problem. The essence of the personnel management system and its components are emphasized. The directions of influence of organizational culture on separate aspects of personnel management of the enterprise are described. Some examples of personnel management are given in the context of the importance of organizational culture. It is determined that the spiritual and ideological elements of organizational culture determine the content of employee culture and their interpersonal relationships, they directly determine the behavior of employees in the process of their individual and collective actions in the relevant stages of use and development of material elements. It is substantiated that this is an integrating factor that characterizes human relations in the process of formation, development and corresponding changes in the activities of the organization. It is proved that another element of organizational culture is the culture of labor and production, which is presented in the norms, standards and principles of internal regulations established by the owner (manager) and enshrined in regulations that ensure internal relations, stability and efficiency.

Supporting "Bleeders" and "Billers": How Safety-Net Administrators Mitigate Provider Burnout During the COVID-19 Pandemic and Beyond.

Organizational factors impacting burnout have been underexplored among providers in low-income, minority-serving, safety-net settings. Our team interviewed 14 health care administrators, serving as key decision makers in Federally Qualified Health Center primary care clinics. Using a semistructured interview guide, we explored burnout mitigation strategies and elements of organizational culture and practice. Transcribed interviews were coded and analyzed using the Braun and Clark (2006) Thematic Analysis method. Mission-Driven Ethos to Mitigate Provider Burnout emerged as the primary theme with 2 categories: (1) Promoting the Mission: "Bleeders" and (2) Competing Priorities: "Billers." These categories represent various properties and reflect administrators' use of organizational mission statement as a driver of staff recruitment, training, retention, and stratification. Data collection occurred before and during the COVID-19 global pandemic, as such additional themes associated with administrative behaviors during a prolonged, clinical crisis provide insight into possible strategies that may mitigate burnout in this setting.

Organizational Culture Dimensions in the Management of PM Gontor 7 Putera, Southeast Sulawesi

This article aims to investigate: (1) ideas and ideals of the establishment of PM Gontor; (2) Phases of the grounding of Gontor's PM ideas; 3) Proliferation of PM Gontor as the largest pesantren corporation in Indonesia; 4) Elements of Gontor's organizational culture. Data was collected through interviews, observations, and documentation studies. Data analysis was carried out through four stages, namely: domain analysis, taxonomic analysis, compound analysis, and analysis of cultural themes. The results showed: (1) The existence of PM Gontor started with Pesantren Tegalsari ideas about the responsibility of advancing the Islamic Ummah and seeking the pleasure of Allah SWT; (2) The earthing phases of PM Gontor's ideas stretched during the founding of Old Gontor, the planting of shared values in the New Gontor era, instilling shared values through tiered education (3) The Gontor PM Proliferation is an effort to spread Gontor energy throughout Indonesia; (4) The elements of organizational culture in PM Gontor include the ideas/ideals of Tegalsari, educational strategies, shared values in the five souls, and the application of the five-term as a producer of the PM Gontor artifacts. The implication of this research is to continuously improve educational institutions by revitalizing the main dimensions of organizational culture.

Audiosfera środowiska pracy w przestrzeni biurowej na planie otwartym. Wyniki zwiadu badawczego

Organizations differ in terms of the soundscapes they shape. The workplace soundscape, i.e., the sound environment of the employee, is not only an element of organizational culture, but above all, insufficiently recognized by organizational and management researchers, a tool for stimulating or inhibiting the activity of employees. In the light of the issues outlined in this way, the article deals with the characteristics of the soundscape in an open-plan office space, which is specific due to the potential number of various sound sources spreading in the work environment without clear acoustic barriers. The aim of the article is to discuss examples of the functioning of employees in a specific sound environment and to indicate the proposed research directions on the soundscape of the workplace in an open plan office. The article is theoretical and empirical. The research interview included an analysis of the literature on the soundscape of various workspaces, an analysis of the content obtained from employees' statements on social media about the sounds that accompany their work, and an analysis of interviews with employees of the real estate service department of one of Polish corporations about the soundscape of the office space they manage. The survey shows that the workplace soundscape is not the only a matter of the employees' sense of aesthetics. Studying the sounds of work can be both an impulse for in-depth research on the organizational climate and a starting point for creating workspace management programs.

ECONOMIC FEASIBILITY STUDY AS AN INPUT TO RATIONALIZE FISHERIES MANAGEMENT SYSTEMS

The study aims to identify the current situation of fisheries in the Arab Republic of Egypt. The study dealt with the organizational culture and its impact on economic feasibility, the most important factors affecting economic feasibility, and in order to achieve the objectives of the study, the descriptive approach was used. This is to ensure the validity of the study hypotheses. The study found the following results: There is statistical indication that there is a difference in the opinions of the respondents about the influence of the organizational culture (the focus of researchers and research in fisheries management) on the economics of fisheries, as the first hypothesis is confirmed. There is statistical indication that there is a difference in the opinions of the respondents about the effect of organizational culture (an axis related to employees in fisheries management) on the economics of fisheries, as the second hypothesis is confirmed. There is statistical indication that there is a discrepancy in the opinions of the respondents about the most important factors affecting the economic viability of fisheries, as the third hypothesis is confirmed. Among the most important recommendations made by researchers are the following: Attention must be paid to the organizational culture of fisheries management and focus on the human element (employees, researchers and workers) in order to streamline and flow production processes and raise the organizational efficiency of fisheries management. Research authorities must be consulted as they help solve economic problems and have a positive impact on the economic viability of fisheries and research bodies such as the Institute of Marine Sciences, colleges of fish wealth and others. It is imperative to distinguish those who obtained degrees, both materially and morally, which encourages researchers to make more efforts to develop the fisheries sector in the Arab Republic of Egypt. Paying attention to the organizational culture elements that positively affect the economic viability of fisheries, such as cooperation between leaders and researchers, cooperation between various disciplines, the assistance of Egyptian researchers and specialists, support of specialists for fisheries guidance, and employee support through specialists in the field of fisheries. There is no doubt that the study and analysis of economic feasibility related to fisheries can be used to develop the features of strategies that benefit policy makers and aim to rationalize fisheries management systems by focusing on the main and pivotal role of the economy, as dispensing with it when planning is considered an economic suicide for fisheries management (Food and Agriculture Organization) 2016.

Organizational and Managerial Support of the Cancer Service Activities of the Southern Federal District in the Context of Organizational Culture

The article represents the results of the practice development and implementation of organizational and managerial support for the activities of the Southern Federal District oncological service in modern conditions, dictated by the increasing pace of diagnostic support technologization, maintenance, quality control, as well as informatization and digitalization of the main management processes. In addition, the behavioral economics, the economy of rationality, adaptability and identity are methodological basic structure in this field of organizational and managerial design. The norms and methodological principles reflected in behavioral economics, the economics of rationality, adaptability, and identity are fully represented in such managerial areas of knowledge as organizational culture and organizational behavior. Therefore, the practice description of the implementing organizational and managerial support for any activity through the justification of the organizational culture elements and norms allows us to systematically present the entire complex of interrelated content areas. The empirical analysis of organizational and managerial support activity is carried out on the example of the National Medical Research Center of Oncology (FSBI "NMRC of Oncology" Ministry of Health of the Russian Federation). The research confirmed the initial hypothesis that an effectively organized system of organizational and managerial support activities within the framework of the organizational culture norms ensures a high level of employees involvement at all levels in achieving performance indicators.

The nexus between organisational culture and knowledge sharing in a government department in Botswana

PurposeDue to its complex nature and influence, an inappropriate organisational culture can be a strong impediment to effective knowledge sharing in an organisation, yet a suitable culture enhances organisational effectiveness. The aim of this study was to elucidate the role of organisational culture in facilitating knowledge sharing in a selected government ministry in Botswana. The role of people, collaboration, trust and rewards was explored to explicate their influence on knowledge sharing.Design/methodology/approachA descriptive survey design was adopted in which a questionnaire was administered to 127 respondents who were sampled from a population of 431 employees of the ministry based at the head office in Gaborone, with 97 questionnaires successfully completed and returned culminating in a 76.4% response rate.FindingsThe findings of the study exposed a significant and positive correlation between organisational culture and knowledge sharing in the government ministry covered in the study, although incidents of ineffective knowledge sharing were detected. Out of the four elements of organisational culture that were examined (people, collaboration, trust and rewards), the correlation analysis revealed a significant and positive relationship between the independent variables and the dependent variable in three of the four independent variables under study.Originality/valueThe study identified gaps in managing knowledge and proposed suitable measures which can add value to knowledge-sharing practices within the selected ministry and elsewhere. The findings of the study are critical as they enable the management at the ministry to develop capabilities for improving knowledge-sharing practices.

Audiosfera środowiska pracy w przestrzeni biurowej na planie otwartym. Wyniki zwiadu badawczego

Organizations differ in terms of the soundscapes they shape. The workplace soundscape, i.e., the sound environment of the employee, is not only an element of organizational culture but, above all, a tool for stimulating or inhibiting the activity of employees still insufficiently recognized by organizational and management researchers. In the light of the issues outlined in this way, the article deals with the characteristics of the soundscape in an open-plan office space, which is specific due to the potential number of various sound sources spreading in the work environment without clear acoustic barriers. The article aims to discuss examples of the functioning of employees in a specific sound environment and to indicate the proposed research directions on the soundscape of the workplace in an open-plan office. The article is theoretical and empirical. The first stage of the research interview covered an analysis of the literature on the soundscape of various workspaces. Then the employees’ utterances on social media about the sounds that accompany their work were analyzed. And last but not least the interviews with employees of the real estate service department of one of the Polish corporations about the soundscape of the office space they manage were the subject of analysis. The survey shows that the workplace soundscape is not only a matter of the employees’ sense of aesthetics. Studying the sounds of work can be an impulse for in-depth research on the organizational climate and a starting point for creating workspace management programs.

Organisational Culture and Employee Motivation in a Selected Telecommunications Firm in Botswana: The Moderating Effect of The Reward System

An organisation’s reward system is arguably one of the most critical elements of organisational culture with an enormous bearing on employee motivation. The resolve of this study was to debunk the nexus between the reward system and employee motivation in a selected organisation. A discussion of extant literature on the nexus between reward as a critical component of organisational culture and employee motivation was conducted. An empirical investigation of the relationship between the dependent and the independent variables was pursued using a positivist research paradigm whence a quantitative methodology was used to gather data through a structured self-administered questionnaire hence a survey research design. The results of the study confirmed the hypothesised relationship between the selected firm’s reward system and employee motivation. The inadequacies of the organisation’s reward structure against the requirements of effective employee motivation were exposed. For instance, the rewards offered by the organisation did not meet employee needs and expectations and were not proportionate to the quality of employee output. There was a preference for monetary compensation in place of non-monetary rewards thus promoting extrinsic rather than intrinsic motivation. This study unravelled the positive and negative effects of an organisation’s reward system on employee motivation. An organisational culture that is premised on an effective reward system is the panacea to effective human resources management. To enhance employee motivation through the reward system, management of the selected firm should facilitate the development of a well-articulated psycho-social contract that is agreed upon between top management and employees which should explicitly spell-out the expectations of both parties that must be fulfilled at all times.

Особенности трансформации криминальной субкультуры в современном обществе: роль организационной культуры

Relevance. The study of the specific organizational culture peculiarities within group entities conducting criminal economic activities is significant for understanding the essence of such organizations, socio-psychological mechanisms of their potential influence on society. So far, the criminal subculture has not been considered from the point of view of postmodernism methodology, the influence of the role of organizational culture on its development. Purpose. Develop the theoretical foundations of the study of criminal subculture that are adequate for modern society. Method. Theoretical analysis of the criminal subculture from the point of view of the methodology of postmodernism. Results. The article provides an analysis of the peculiarities of the nature of modern culture in the conditions of the postmodern and information society, the relationship of the criminal subculture with the culture of society and the social processes taking place in it, the specifics of changes and the cultural transformation of the criminal subculture in a multicultural society (dissemination and introduction into society, modification, acquisition of new forms). Conclusions. Reliance on the methodology of postmodernism gives a deeper understanding of the cultural transformation specifics in the modern criminal subculture. The introduction of criminal subculture into the structure of society is due to the use of objective elements of organizational culture (image, externally acceptable, socialized forms of employee behavior, external compliance with the requirements of conventionality) and concealment of subjective elements of organizational culture (values of the criminal world).

Increasing customer focus in metal trading

Customer focus is a diverse and multifaceted concept and is an important element of organizational culture, closely related to the marketing function. Its various components are more significant for companies and have a different impact on formation of their customer orientation. The identification of the CF elements that are significant in managing consumer expectations in this context of distribution helps companies focus on specific characteristics, which means being more efficient and resonating with the largest number of target market customers. This article is part of a study to increase the level of corporate bonds in metal trading, and was carried out at enterprises of Kazakhstan, in the metal business.

Influence of organizational culture in the quality management of a teaching hospital

Objective: to analyze the influence of symbolic elements of organizational culture in quality management and patient safety. Methods: qualitative research, using the case study strategy. A total of 18 intentionally chosen managers participated. Data collection took place through observation, document analysis and interviews and, subsequently, it was subjected to thematic content analysis. Results: the following symbolic elements were identified: the strength of the university’s culture, the power of the doctor, the power of the teacher, the steadiness and professional autonomy and collegiate decisions. Such elements influence the management of patient quality and safety, as there is low adherence to change proposals. Conclusion: the symbolic elements maintain the traditional work practices, shared by the group, which make it difficult to adhere to the proposals for quality management and patient safety.