Impact Of Organizational Culture Research Articles

Study on the Impact of Organizational Culture and Leadership on Competitive Advantage in Universities. Case in Vietnam

In the flow of integration and globalization, domestic universities need to create their own innovations and characteristics to adapt and develop. These requirements have led to major changes in the mechanism and organization of the operation of universities in the country. Therefore, universities need to have a clear and effective vision in strategic planning in development, building organizational culture and managing change, keeping up with the development and modern trends in higher education today. The paper offers three research hypotheses to assess the influence of organizational culture and transformational leadership on universities' competitive advantage in the current context. Using a quantitative descriptive approach with a causal approach, the authors developed a 5-point Likert scale and conducted a Google form survey on a sample of 281 managers and employees in universities in Hanoi and Ho Chi Minh City. The results of the study show that there is a positive impact from organizational culture and transformational leadership on the university's competitive advantage. From the conclusions obtained, the paper makes appropriate recommendations for universities in building and developing organizational culture and transformational leadership.

The Influence of Organizational Culture, Situational Leadership and Emotional Intelligence on Organizational Commitment through Job Satisfaction at PDAM Tirta Ardhia Rinjani, Central Lombok Regency

This research aims to analyze the influence of organizational culture, situational leadership and emotional intelligence on job satisfaction, analyze the influence of organizational culture, situational leadership and emotional intelligence on organizational commitment, analyze the influence of job satisfaction on organizational commitment, and analyze the influence of organizational culture, situational leadership and intelligence emotional impact on organizational commitment through job satisfaction. The sample in this research was 50 employees. The analysis technique uses path analysis. The results of the analysis show that Organizational Culture, Situational Leadership and Emotional Intelligence influence Job Satisfaction. Organizational culture and emotional intelligence influence organizational commitment. Transformational leadership has no effect on organizational commitment. Job satisfaction influences organizational commitment. Job satisfaction mediates the influence of organizational culture and emotional intelligence on organizational commitment. Job satisfaction does not mediate situational leadership on organizational commitment.

The Impact of Organizational Culture and Leadership Behavior on Employee Behavior of Selected Educational Institutes in Punjab State of India

This study was conducted to examine the impact of organizational culture and leadership behavior on employee behavior of selected educational institutes in the Punjab state of India. A survey was conducted to collect data, and the respondents surveyed for this study were from north India. The respondents were asked to fill out the five-point Likert scale questionnaire. The field survey method was used to distribute the questionnaires. Participants were employees of selected educational institutes in North India. About 110 Questionnaires were distributed and finally, 80 filled questionnaires were collected. Several analytical techniques such as descriptive research design, correlation, hypothesis analysis through hierarchical multiple regression, and ANOVA through SPSS were used to evaluate the variables' relationships. The findings of the present study indicated a significant positive effect on the behavior of employees of selected educational Institutes and positively affected the organizational culture and leadership behavior in the selected educational institutes.

The Influence of Motivation, Authentic Leadership, and Organizational Culture on Employee Performance in the South Bengkulu Health Office

This research aims to examine the impact of motivation, authentic leadership, and organizational culture on employee performance at the South Bengkulu Health Service. The population in this study were all employees at the South Bengkulu Health Service. The method used in this research is a quantitative method, and data collection uses a questionnaire with a purposive sampling method for 120 respondents. Data was processed through validity and reliability tests with SEM-PLS. The results of the analysis show that motivation, authentic leadership and organizational culture have a positive and significant influence on employee performance. These findings provide an important contribution to the development of management strategies in the context of healthcare organizations.

Strategic E-Procurement and AI Integration: Pioneering Solutions for Global Service Sector Challenges

This research article investigates challenges and innovative procurement approaches within the Service Sector. Specifically, through the lens of ten diverse global companies within the service sector, where traditional processes are being transformed through procurement software, yet complexity in implementing procurement software is ever on the rise with the need for customization, integration, user adoption and compliance with regulation and security. Add to this, the cost implications and constant improvements in technology and a picture of the challenges faced is painted. This study examines the multifaceted challenges faced by companies operating in the service sector and how they implement innovative strategies to overcome challenges. The study looks at the challenges, solutions that have been designed and implemented and how successful they have been. A detailed analysis of ten individual cases, utilities transformers to entertainment, and impact of collaborative strategies and organizational culture on how successful these have been presented. The results provide for a richer understanding of procurement challenges and innovative approaches that can be applied and provide insight into success and failure and reasons why, with technology integration, strategy collaboration and organizational cultures providing keys to success. Additionally, gaps in the literature that lead to areas of further study are presented.

The role of cultural factors in green supply chain management practices: a conceptual framework and an empirical investigation

Purpose The purpose of this study is to contribute to the debate on the impact of organizational culture and national culture on green supply chain management (GSCM) adoption by empirically testing the developed framework, and ultimately pave the way toward potential areas for future research. Design/methodology/approach Using survey data from a sample of Moroccan manufacturing firms, 130 responses were collected and analyzed using SPSS 25 and Smart PLS v 3.3.3 software. The paper used a convenience sample, as it is required by the quantitative method, which legitimate making generalization under certain conditions. Findings The research results indicated that the national culture does not influence the GSCM implementation. The results contradict a number of prior works. As for the second direct effect measured postulated that organizational culture has a direct and significant impact on the GSCM. The results indicate that adhocracy culture, clan culture and hierarchical culture have a positive impact on the implementation of GSCM initiatives. To assess the impact of ownership type on GSCM, we underlined the difference between local and foreign firms. In fact, as argued, the foreign firms are more implementing GSCM initiatives than local firms do. Based on the arguments advanced on prior literature, the firm size does, as expected, exert significant control over the adoption of GSCM initiatives. Research limitations/implications The paper here is a starting point to understand how environmental sustainability and culture are interlinked; further research might contribute to this topic by empirically testing the model in similar or different contexts, using different cultural frameworks. Practical implications The practical implications for the paper are related to the necessity of adopting adequate organizational culture to build responsible behaviors for GSCM adoption by Moroccan firms. Recognizing the powerful role of organizational culture as a crucial factor responsible for GSCM’s success beyond the well-defined corporate strategies, including market presence and technological advantages, etc. Social implications This paper contributes to the establishment of codependent links between sociology and management fields as it helps to update the social theories present in the operations management area. Originality/value To the best of the author’s knowledge, few works have pursued to review and bridge cultural theories with the GSCM implementation.

The Impact of Organizational Culture on the Innovation and Performance of SMEs: A Comparative Study between Germany and Thailand

Innovation is recognized as one of the key factors for economic growth and building a competitive advantage for small and medium-sized enterprises (SMEs) in today’s world. The purpose of this research is to investigate how innovation is related to organizational culture and performance of SMEs located in Germany and Thailand. Based on an extensive literature review, the authors propose a comprehensive research model that integrates the competing values framework, organizational innovation and the balanced scorecard framework. Data from 213 respondents across both countries were collected and analyzed utilizing structural equation modelling. Results show that despite their contrasting national cultures, adhocracy culture is a key driver of organizational innovation in both countries, leading to enhanced overall organizational performance, particularly in financial and customer dimensions. This study enriches organizational behaviour research with unique cross-cultural perspectives and equips leaders of SMEs with practical strategies for cultivating an adhocracy culture across diverse cultural landscapes.

Optimizing Teaching Empowerment: The Impact of Work Motivation, Professional Competence, and Organizational Culture on Teacher's Self-Efficacy

Penelitian ini bertujuan untuk mengetahui pengaruh motivasi kerja, kompetensi profesional guru, dan budaya organisasi terhadap efikasi diri guru di MTs Asy Syaafi`Iyyah dan SMP PGRI 1 Kuwarasan pasca pandemi Covid-19. Jenis penelitian ini adalah ex-post facto dengan pendekatan kuantitatif. Populasi penelitian sebanyak 38 guru di MTS Asy Syaafi`Iyyah dan SMP PGRI 1 Kuwarasan. Penentuan sampel penelitian sebanyak 35 guru dengan teknik simple random sampling. Validasi instrumen menggunakan expert judgement dan uji empiris dengan korelasi Pearson Product Moment. Uji reliabilitas instrumen dilakukan dengan Cronbach's Alpha. Uji persyaratan analisis dilakukan dengan uji normalitas, linieritas, dan multikolinieritas. Regresi linier sederhana dilakukan sebagai analisis data untuk menguji pengaruh masing-masing variabel bebas (1, 2, 3) terhadap variabel terikat (Y) dan regresi linier berganda dilakukan sebagai analisis data untuk menguji pengaruh variabel bebas (1, 2, 3) secara simultan terhadap variabel terikat (Y). Hasil penelitian menunjukkan bahwa: (1) terdapat pengaruh positif dan signifikan antara motivasi kerja terhadap self efficacy guru sebesar 31,7% dengan nilai t = 4,089 dan Sig = 0,000; (2) terdapat pengaruh positif dan signifikan antara kompetensi profesional guru terhadap self efficacy guru sebesar 42,7% dengan nilai t = 5,183 dan Sig = 0,000 000; (3) terdapat pengaruh positif dan signifikan antara kompetensi profesional guru terhadap self efficacy guru sebesar 42,5% dengan nilai t=5,158 dan Sig=0,000; dan (4) terdapat pengaruh positif dan signifikan secara simultan antara motivasi kerja, kompetensi profesional guru, dan budaya organisasi terhadap self efficacy guru sebesar 54% dengan nilai F=13.306 dan Sig=0,000).

The Influence of Islamic Leadership and Organizational Culture on Lecturer Satisfaction and Performance Alkhairaat Palu University

Objectives: The aim of this research is twofold. Firstly, it seeks to analyze the influence of Islamic leadership and organizational culture on the job satisfaction and performance of lecturers at Alkhairaat University, Palu. Secondly, it aims to examine the impact of Islamic leadership and organizational culture on satisfaction and performance through job satisfaction. Methods: This verification research employs a quantitative approach to analyze the influence of Islamic leadership variables and organizational culture variables on job satisfaction and performance of lecturers at Alkhairaat University, Palu. Results: The results of this research reveal that Islamic leadership significantly affects the job satisfaction of lecturers at Alkhairaat University, Palu. Additionally, Islamic leadership has a significant effect on lecturer performance through job satisfaction, although it does not directly impact performance. This finding suggests that the influence of Islamic leadership on performance is mediated by job satisfaction. Organizational culture variables, on the other hand, significantly affect both job satisfaction and performance of lecturers at Alkhairaat University, Palu. Furthermore, organizational culture influences performance through satisfaction. Job satisfaction itself is found to significantly affect the performance of lecturers at Alkhairaat University, Palu. Conclusion: In conclusion, this research highlights the significant influence of Islamic leadership and organizational culture on the job satisfaction and performance of lecturers at Alkhairaat University, Palu. While Islamic leadership directly impacts job satisfaction and indirectly affects performance through satisfaction, organizational culture directly influences both job satisfaction and performance. These findings underscore the importance of fostering positive Islamic leadership and a conducive organizational culture in enhancing the satisfaction and performance of lecturers in an Islamic-based institution like Alkhairaat University.

The influence of democratic leadership style and organizational culture on employee job satisfaction in the Lamongan Regency government

Human resources (HR) are very important for the entire management of an organization because they facilitate the achievement of their goals. At present, it is very important for the leaders of the business world and government to be able to adapt to existing policies. Various modifications occur in the work environment of subordinates. The purpose of this writing is to test the potential for the synergistic impact of organizational culture and democratic leadership styles on employee job satisfaction in the Lamongan Regency government environment. Assessment of validity and reliability, evaluation of classical assumptions, multiple linear regression analysis, evaluation of the coefficient of determination, T and F tests, and the domination test all entered into this composition. The results of this writing show that organizational culture and democratic leadership styles have a significant influence on employee job satisfaction.

A new model for evaluating the impact of organizational culture variables on the success of knowledge management in organizations using the TOPSIS multi-criteria algorithm: Case study

In today's times, knowledge management has emerged as a critical pursuit for organizations in preserving and enhancing their intellectual assets. Organizational culture stands out as a key determinant of success in this regard, underlining the need for organizations to enhance their knowledge management methods amidst rapid and unpredictable changes. This paper evaluates how various aspects of organizational culture such as Job dissatisfaction, Emphasis on rewards, lack of infrastructure, Performance Orientation, Inadequate technology, Support Defend, Silo mentality in knowledge, Innovation, and Stability affect organizational knowledge management success. The urgency of this research is underscored by the critical need for organizations to enhance their knowledge management strategies amidst rapid and unpredictable changes. What distinguishes this research is its innovative model, offering a quantitative and systematic approach to assessing the impact of organizational culture on knowledge management success through the TOPSIS to measure knowledge management success in ten government organizations in East Azerbaijan province, Iran, each with one hundred employees. In this study, questionnaires based on organizational culture characteristics were given to employees to collect quantitative data and also to assess the level of knowledge management, data were analyzed using the TOPSIS algorithm. The results of the study showed that Organization 3, where at least 50% of the employees responded positively to indicators related to the emphasis on rewards and performance orientation, had the highest level of success in knowledge management compared to other organizations.

Sustainable practices in Malaysian manufacturing: The influence of CSR, transformational leadership, and green organizational culture on environmental performance

In an era marked by increasing environmental concerns, this study investigates the impact of corporate social responsibility (CSR), transformational leadership (TL), and green organizational culture (GOC) on the environmental performance of the Malaysian manufacturing sector. Utilizing the resource-based view and ability-motivation-opportunity theory, this study explores GOC's mediating role between CSR, TL, and environmental outcomes, offering insights into enhancing sustainability in manufacturing. Through a survey of 375 Malaysian manufacturing professionals from October 2022 to January 2023 and using Structural Equation Modeling for analysis, the research confirms that CSR, TL, and GOC significantly enhance environmental performance. It highlights the critical role of transformational leadership in driving sustainability efforts and the positive influence of a green culture. This study contributes practical strategies for managers and policymakers to merge leadership, culture, and social responsibility in promoting environmental sustainability. Emphasizing the benefits for the Malaysian economy, it advocates for manufacturing firms to incorporate these findings into their CSR strategies, fostering a culture and leadership conducive to superior environmental results. This approach is vital for aligning with sustainable development goals, thereby boosting both ecological and economic growth.

Factors influencing organizational culture on business performance among employers in technological micro-enterprises

Microenterprises are crucial in sustaining the economy, especially in developing economies like Nigeria. Many of these microenterprises do not take cognizance of necessary determinants like organizational culture and its factors to ensure proper running of their day-to-day activities. The study aims to identify some demographic statistics of employers in technological microenterprises, investigate the factors influencing organizational culture and assess organizational culture's influence on business success among employers in selected technological microenterprises in southwest Nigeria. The study was carried out in three southwestern states in Nigeria with 213 business owners (employers) as respondents. Seventeen factors were explored, but eight were extracted to be considered in measuring the employers' organizational culture: climate, customer demand, technological changes, observed behaviour, norms, consistency, adaptability, and sense of mission. Linear regression analysis was also used to measure organizational culture's impact on technological microenterprises' business performance with SPSS as a statistical tool. The study confirms a positive and significant relationship between organizational culture and business performance at 5% significance. This study concludes that the eight variables extracted are important factors to consider when measuring the organizational culture of employers in technological microenterprises in southwest Nigeria for better business production.

Organizational Culture & Employee Well Being (With Special Reference to Automotive Sector)

In contemporary workplaces, organizational culture (OC) plays a pivotal role in shaping the experiences and well-being of employees (Belias & Koustelios, 2014). Impact of OC on employee well-being cannot be overstated, as it serves as a cornerstone for fostering a supportive and thriving work environment. OC shapes the attitudes, behaviours, and experiences of employees, influencing their satisfaction, engagement, and overall quality of life. A positive organizational culture can enhance employee morale, motivation, and resilience, leading to higher levels of job satisfaction, lower stress levels, and improved mental health outcomes (Simeli, Theocharis, Vasileiou, & Tsekouropoulos, 2024). On the other hand, a negative or toxic culture can breed disengagement, burnout, and even physical and psychological health issues among employees. Recognizing and nurturing a conducive organizational culture is essential for promoting employee well-being, driving productivity, and sustaining organizational success in the long run (Assoratgoon & Kantabutr, 2023). So, this paper tries to analyse the impact of organizational culture on well-being of employees with the help of literature review a qualitative research approach.

The Impact of Leadership Style, Training and Organizational Culture on Employee Productivity through Job Satisfaction

Employee productivity is a critical factor for organizational success, yet it can be influenced by various elements within the workplace. This study aims to investigate the interplay between leadership style, training opportunities, organizational culture, and job satisfaction, and how these factors collectively impact employee productivity. By examining the relationships among these variables, the research seeks to provide insights into optimizing workplace environments and practices that foster high levels of employee engagement and performance. The data were first processed for the characteristics of the respondent using the IBM SPSS 29 program, and then the questionnaire results were processed using the Structural Equation Modelling (SEM) method with the AMOS 29 program. The study found that that leadership style positively affects productivity, training has a positive effect on productivity, organizational culture has a significant positive effect on productivity, leadership style does not significantly influence job satisfaction, training has a significant positive impact on job satisfaction, organization culture positively influences job satisfaction, job satisfaction does not mediate the effect of leadership style on productivity, job satisfaction significantly mediates the effect of training on productivity, and job satisfaction also significantly mediates the effect of organizational culture on productivity.

Influence Style Leadership, Culture Organization and Climate Organization to Organizational Citizenship Behavior in The Company with Satisfaction Work as a Mediating Variable

This research aimed to assess the impact of leadership style, organizational culture, and organizational climate on organizational citizenship behavior (OCB), utilizing job satisfaction as a mediating variable. The study encompassed the entire marketing department staff of PT X, totaling 212 employees. Structural Equations Modeling (SEM) through the LISREL Program was employed as the statistical method. The findings revealed that leadership style emerged as the most robust predictor, exerting the most substantial influence on organizational citizenship behavior, with job satisfaction acting as a mediating factor. This study contributes to validating the hypothesized relationships among leadership style, organizational culture, organizational climate, job satisfaction, and organizational citizenship behavior.

The moderating impact of organizational culture on information security compliance

This research paper investigates the association between organizational culture and employees' compliance with information security policies. Drawing upon rational choice theory (RCT) and the competing values framework (CVF), our study explores the moderating effects of cultural dimensions on information security compliance in a diverse range of organizations. We employ a scenario-based approach and analyze the data using Partial Least Squares Structural Equation Modeling (PLS-SEM). Our findings underscore the robustness of the model and emphasize the pivotal role of cultural dimensions in influencing employees' compliance intentions.
 The study contributes by synthesizing non-fear-based deterrence theory with organizational culture theory, offering practical insights for information security managers. Recommendations include framing compliance as a moral duty, involving end-users in policy development, utilizing effective communication, implementing monitoring systems, and fostering a consistency culture. For organizations, the research underscores the importance of cultivating an ethical culture, emphasizing moral beliefs, and leveraging cultural dimensions to enhance compliance intentions.
 Acknowledging limitations related to single-country data collection, a focus on compliance intentions, and the selection of organizations with established policies, this research paves the way for future studies. Future research should aim to replicate this study in diverse cultural settings, consider individual-level culture measurement, and explore additional moderating factors. This research contributes to understanding the intricate relationship between organizational culture and information security compliance, offering actionable insights for practitioners and prospects for further exploration in the information security field.

The Influence of Leadership and Organizational Culture Employee Performance at Medan Adventist Hospital

The aim of this investigation was to ascertain whether leadership and organizational culture impact employee performance at Medan Adventist Hospital. This study adopts a quantitative research design, aimed at discerning and demonstrating the influence of one variable on others. The study encompasses the entire workforce of Medan Adventist Hospital, totaling 372 individuals. Employing the Solovin-based sampling technique, a total of seventy-nine employees will be selected for interviews, ensuring proportional representation across sections. The research employs descriptive data analysis techniques alongside multiple regression analysis, incorporating T-tests (partial tests), F-tests (simultaneous tests), and determination coefficient tests (R2). The analysis tool utilized in this study is the multiple linear regression model. The findings of this research validate that individual leadership significantly impacts the performance of Medan Adventist Hospital employees, while individual organizational culture similarly exerts a notable influence. Simultaneous testing demonstrates that both leadership and organizational culture collectively affect the performance of employees at Medan Adventist Hospital.

IMPACT OF ORGANIZATIONAL CULTURE ON EMPLOYEE’S PERFORMANCE AND JOB SATISFACTION IN HOTEL INDUSTRY

Background: Organisations in hotel industry rely on their workforce for optimum productivity. People contribute their own special set of values and behaviours to their organization. Establishment with positive organizational culture has become important, for maintaining a good position in market also it gives satisfaction of its employees so that organisation achieves its objectives efficiently. Objectives: To explore the impact of organizational culture on employee’s performance and job satisfaction in hotel industry and to determine the relationship between them. Methodology: Descriptive research design was adopted. The research was conducted on employees (n=100) working in a 5- star hotel in Delhi, NCR. A questionnaire was developed consisting of 17 statements pertaining to organizational culture, job satisfaction and employee performance; Correlation was studied by Karl Pearson’s coefficient of correlation Results: Organizational culture was seen to have positive impact on both, job satisfaction and employee performance (r=0.91 and 0.85) respectively. Job satisfaction and employee performance were also found to be positively correlated (0.87). Conclusion: Organizational culture is found to be an important element which highly influences job satisfaction and performance of employees working in hotel industry.

Toward the role of organizational culture in data-driven digital transformation

Data-driven digital transformation is increasingly recognized as a crucial element of unlocking new business value, leveraging data-driven approaches in organizational business strategies and operations. Concurrently, organizational culture emerges as a critical factor in the organizational transformation process and success. However, current literature offers sparse insights into how organizational culture affects data-driven digital transformation. To gain deeper insights, this study leverages two complementary organizational culture frameworks to examine their relationship with data-driven digital transformation. Moreover, we investigate the link between data-driven digital transformation and operational performance in a manufacturing context. Utilizing data from 317 surveys, our findings show that organizational culture significantly affects data-driven digital transformation, which consequently impacts operational performance. This study advances understanding of the critical role of organizational culture in facilitating data-driven digital transformation, addressing a previously underexplored area in Operations and Supply Chain Management literature. By employing a dual-framework approach, it provides a more nuanced comprehension of organizational culture's impact on data-driven digital transformation while clarifying the complex relationship between digital transformation and operational performance within the manufacturing sector. Our study also delivers significant practical contributions, guiding organizations in effectively implementing and benefiting from data-driven digital transformation initiatives.