Influence Of Organizational Culture Research Articles

Organizational Culture and Individual Innovativeness among Employees Working in an MNC

Abstract: This study aims to explore the relationship between different organizational culture types (Adhocracy, Clan, Hierarchy, and Market) based on the Competing Values framework and individual innovativeness of employees working in an MNC. The data was collected from 150 participants who were employed in MNC. The questionnaires used in the study were OCAI scale (Cameron & Quinn, 2006) and Individual Innovativeness Scale (Hurt et al., 1977). Results revealed that Adhocracy, Clan, and Hierarchy were not significantly correlated with individual innovativeness. However, a significant correlation was found between Market culture and Individual Innovativeness. Furthermore, using simple linear regression it was found that market-oriented organizational culture influence individual innovativeness among employees. These findings provide insights into the potential of market culture to stimulate innovativeness among employees.

Influence of Transformational Leadership and Organizational Culture on Employee Performance

This study utilized SPSS 16 software for research analysis. Its objective was to examine the impact of transformational leadership and organizational culture on employee performance. This research intends to analyze the elements that exert the most significant influence on employee performance, specifically the relationship between transformational leadership, organizational culture, and employee performance. The analysis will be conducted utilizing a questionnaire administered to 30 respondents. Research utilizing path analysis indicates that the variable of transformational leadership (X1) exerts a direct influence of 41.3% and an indirect influence through its link with organizational culture (X2) of 12.3%, resulting in a total influence of 53.6%. The variable of organizational culture (X2) has a direct impact of 12.9% and an indirect impact through its association with transformational leadership (X1) of 12.3%. The total impact is 25.2%. The research findings demonstrate that the coefficient of determination (R-square), expressed as a percentage, highlights the significant impact of both transformational leadership (X1) and organizational culture (X2) on the employee performance variable (Y), accounting for 78.8% of the variance. It is important to note that there may be other factors that also influence performance. Employees (Y) who were not included in the study are represented by an epsilon value of 21.2%. The research findings suggest that focusing on transformational leadership and organizational culture can enhance employee performance in a publishing and book trading company located in Bandung. It is recommended that more attention be given to these factors.

The Influence of Organizational Culture, Work Environment, Workload and Discipline on Teacher Performance

The Influence of Organizational Culture, Work Environment, Workload and Discipline on Teacher Performance

Influences of Leadership, Organizational Culture, and Hierarchy on Raising Concerns About Patient Deterioration: A Qualitative Study

Background Raising concerns is essential for the early detection and appropriate response to patient deterioration. However, factors such as hierarchy, leadership, and organizational culture can impact negatively on the willingness to raise concerns. Objectives This study aims to delve into how leadership, organizational cultures, and professional hierarchies in healthcare settings influence healthcare workers, patients, and caregivers in raising concerns about patient deterioration and their willingness to do so. Methods The study used a qualitative approach, conducting focus group discussions (N = 27), utilizing authentic audio-visual vignettes to prompt discussions about raising concerns. Deductive thematic analysis was employed to explore themes related to hierarchy, leadership, and organizational culture. Results Positive leadership that challenged traditional professional hierarchies by embracing multidisciplinary teamwork, valuing the input of all stakeholders, and championing person-centered practice fostered a positive working culture. This culture has the potential to empower clinical staff, patients, caregivers, and family members to confidently raise concerns. Staff development, clinical supervision, and access to feedback, all underpinned by psychological safety, were viewed as facilitating the escalation of concerns and, subsequently, have the potential to improve patient safety. Conclusions This study offers crucial insights into the intricate dynamics of leadership, hierarchy, and organizational culture, and their profound impact on the willingness of staff and patients to voice concerns in healthcare settings. Prioritizing the recommendations of this study can contribute to reducing avoidable deaths and elevating the quality of care in healthcare settings.

Enhancing Organizational Resilience: The Transformative Influence of Strategic Human Resource Management Practices and Organizational Culture

In an era characterized by rapid changes and uncertainty, organizational resilience emerges as a critical factor for the survival and prosperity of businesses. Confronted with a progressively volatile and unpredictable organizational landscape, an organization’s capacity to swiftly and effectively address challenges and adapt to changes becomes indispensable. This paper investigates the role of strategic human resource management (SHRM) practices and organizational culture (OC) in enhancing organizational resilience (OR). The research employed a questionnaire distributed to 501 employees within public institutions, with data analysis conducted using structural equation modeling. The study assesses the direct effects of SHRM practices on organizational resilience while also investigating the mediating effects of organizational culture on the relationship between these practices and resilience. The primary findings highlight both the direct and indirect impacts of SHRM practices on organizational resilience. The study underscores the importance of adopting an integrated approach, wherein SHRM practices and organizational culture are strategically aligned to bolster organizational resilience and secure sustainable success in a dynamic and turbulent organizational landscape.

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 Motivation, Organizational Culture, and Transformational Leadership Style on Performance at Bhaktiasih General Hospital

This study investigates the influence of motivation, organizational culture, and transformational leadership style on performance at Bhaktiasih General Hospital. Utilizing quantitative analysis methods, data was collected from employees through surveys and analyzed using regression analysis. The results revealed significant positive effects of motivation, organizational culture, and transformational leadership style on employee performance with simultaneous test F count (318.779) > F table (2.16), significance of 0.001 less than 0.10 and coefficient of determination of 0.823 or 82.30%. Specifically, higher levels of motivation, a strong organizational culture, and effective implementation of transformational leadership were associated with improved performance outcomes. These findings underscore the importance of fostering a motivational work environment, nurturing a positive organizational culture, and adopting transformational leadership practices to enhance performance in healthcare settings. Understanding these factors can inform management strategies aimed at improving overall performance and quality of care in hospitals like Bhaktiasih General Hospital.

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 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.

The Influence of Organizational Culture on Tanzania Public Sector Performance

The study was done in public sector which was TRA-Ilala region. The general objective of this study was to investigate the role of organizational culture on public sector performance and specific objectives were to: Examine organizational culture present in Tanzania public performance and specific objectives were to: determine employees’ perceptions on organizational culture and to determine the influence of organization culture on performance of public sector. Case study research design was employed during the study and research approaches used were qualitative and quantitative research approaches. Data collection methods and instruments used were questionnaire, interview, interview questions, documentary review schedule and documentary review. Descriptive statistics was used during analysis of data. The findings revealed that organizational culture applied specifically by TRA- Ilala region included clan culture, adhocracy culture, market culture and hierarchical organizational culture. The findings further revealed that there were positive perceptions among employees on clan and hierarchical organizational culture and that clan organizational culture has contributed much to the performance of organization. The recommendations are on ensuring stable organizational culture through increasing emphasis on ownership, community and communication as well as improving leadership styles in the organization for stable hierarchical organization culture and entire performance of organization.

Influence of Organizational Culture on Organizational Effectiveness in Higher Educational Institutions : Ownership as a Moderator

Influence of Organizational Culture on Organizational Effectiveness in Higher Educational Institutions : Ownership as a Moderator

The Role of Transformational Leadership Style, Organizational Culture, Innovative Work Behavior of Employees on Cooperative Performance

The importance of factors such as transformational leadership, organizational culture, and innovative employee behavior in the context of cooperatives, especially the Employee Cooperative of the Republic of Indonesia (KPRI) Harapan Sejahtera IAIN Syekh Nurjati Cirebon. Although the relationship between these factors is generally recognized, specific research on them in cooperative environments is limited. Thus, this study aims to contribute knowledge by analyzing the influence of transformational leadership and organizational culture on the innovative behavior of employees at the IAIN Harapan Sejahtera Cooperative. The method used in this study is the associative method. The object of this study was a member of the HARAPAN SEJAHTERA IAIN Syekh Nurjati Cirebon Cooperative as many as 50 respondents who were taken randomly. The technique used in collecting data in this study is in the form of questionnaires, the author distributes questionnaires that can be filled directly by respondents. The results showed that there was no significant influence between Transformational Leadership Style and Cooperative Performance, while Organizational Culture and Innovative Employee Behavior had a significant influence on Cooperative Performance.

The influence of organizational culture and communication on leadership style

The influence of organizational culture and communication on leadership style

The Influence of Organizational Culture and Locus of Control on Organizational Citizenship Behavior and Its Impact on Employee Performance at PT PLN (Persero) Central Java & DIY Yogyakarta Distribution Main Unit

The purpose of this research is to examine the influence of organizational culture, locus of control, organizational citizenship behavior, and employee performance. The research design employed quantitative method using explanatory research approach. The sample comprised the entire population, totaling 170 participants. Data was collected through questionnaire surveys. Data analysis was conducted using SmartPLS 4.0, involving three stages: outer model, inner model, and hypothesis testing. The conclusion drawn from this study is that organizational culture, locus of control, and organizational citizenship behavior have a positive and significant impact on employee performance.

The Influence of Organizational Culture, Communication and Work Environment on Organizational Commitment at the East Medan Pratama Tax Service Office

Penelitian ini bertujuan untuk mengetahui pengaruh budaya organisasi, komunikasi dan lingkungan kerja terhadap komitmen organisasi pada Kantor Pelayanan Pajak Pratama Medan Timur. Metode survei digunakan dengan responden dari karyawan aktif. Hasil analisis regresi menunjukkan bahwa budaya organisasi, komunikasi dan lingkungan kerja berhubungan signifikan terhadap komitmen organisasi. Budaya organisasi dan komunikasi memegang peranan dominan dalam membentuk komitmen. Temuan ini menyoroti pentingnya penguatan budaya positif dan komunikasi efektif dalam meningkatkan komitmen karyawan. Implikasi manajerial dan rekomendasi bagi praktisi disajikan untuk meningkatkan kualitas lingkungan kerja dan kinerja organisasi secara keseluruhan.

Pengaruh Budaya Organisasi, Komitmen Organisasi dan Kepuasan Kerja terhadap Organizational Citisenship Behavior Pada Pegawai Kantor Pengadilan Negeri Mataram

This research is entitled the influence of organizational culture, organizational commitment and job satisfaction on Organizational Citizenship Behavior of Mataram District Court office employees. Aims to determine the influence of organizational culture, organizational commitment and job satisfaction on organizational citizenship behavior. The type of research used is causal associative research with a quantitative approach. The data collection method used is the census method. The population and respondents in the research were 83 employees of the Mataram District Court office. The analytical tool used is Multiple Linear Regression using SPSS versions 25 and 26. The results of the analysis show that: (1) organizational culture has a positive and significant effect on organizational citizenship behavior (2) organizational commitment has a positive and significant effect on organizational citizenship behavior (3) Job satisfaction has a positive and significant effect on organizational citizenship behavior

Work Ethic and Organizational Culture Based on Performance of Employees at Takalar Sugar Factory PTPN XIV South Sulawesi

The objectives of this research are 1) To analyze the influence of work ethic on employee performance, 2) To analyze the influence of organizational culture on employee performance, and 3) To analyze the influence of work ethic and organizational culture on employee performance. This research approach is quantitative, with research that is explanatory research. The analytical method used in this research is the Multiple Regression analysis method. The results of the research are: 1) Work ethic has a positive and significant effect on the performance of PT PTN Gula Takalar employees. 2) Organizational culture has a positive and significant effect on the employee performance of PT PTN Gula Takalar, this shows that the better the organizational culture the employees have, the better the employee performance will be. 3) Work ethic and organizational culture simultaneously have a positive and significant effect on the performance of PT PTN Gula Takalar employees.

Investigating the influence of organizational culture on team management: exploring effective factors and techniques

This qualitative research examines how organizational culture intersects with team management in the construction industry. Conducting interviews with nine experienced construction project managers and team members, we collected data using a qualitative approach. We applied content analysis to scrutinize the gathered data, addressing the central question: 'Which strategies and techniques within organizational culture are essential for efficiently managing construction teams?' Our primary objectives were to clarify the intricate relationship between organizational culture and team management and outline key strategies crucial for effective team management. Consequently, the research revealed seven fundamental factors pivotal in facilitating effective team management, each accompanied by corresponding techniques. These factors encompass team formation and composition strategy, effective communication with the project team, employee development, team members' support, empowerment and autonomy, cultivation of a collaborative culture of trust and respect, and recognition and rewards policy. This study offers crucial insights into the correlation between organizational culture and successful construction team management, identifying vital strategies and techniques to enhance productivity, cohesion, and efficiency within construction teams

Organizational Culture, Strategic Management, and Good Sports Governance in Selected Ethiopian Olympic Sports Federations: Does Organizational Size Matter?

This study intended to examine the moderating effect of organizational size on the influences of organizational culture and strategic management on good sports governance. We used a descriptive cross-sectional survey design to collect data through a structured questionnaire from 265 respondents randomly selected from six Ethiopian Olympic sports federations. We analyzed the data using descriptive and structural equation modeling using SPSS 25.0 and AMOS 23.0. The results, in this regard, indicate that strategic management has a significantly positive direct influence on good sports governance. However, the effect of organizational culture on good sports governance was not observed. Further, organizational size negatively and significantly moderates the relationship between organizational culture and good sports governance. However, the moderation effect of organizational size on the relationship between strategic management and good sports governance was not observed. The principal effect analysis from the moderation effect indicates that organizational size has a significantly positive impact on good sports governance. Hence, this study signifies the need for a fit between size and culture and amplifies the need to engage in strategic management for good sports governance practices in Olympic sports federations.

Organizational Culture with Individual Readiness as a Mediator for Championing Behavior Electronic Medical Record Implementation

The dynamism of the application information technology in the health sector, especially in hospitals, which is currently being developed is the electronic medical record (EMR). Global competition in the era of industrial revolution 4.0 makes all hospitals have to be ready for the changes that will occur in the management of medical record management. This study aims to analyze the influence of organizational culture with individual readiness as a mediator on championing behavior in the implementation of electronic medical records (EMR) at Muhammadiyah Hospital. Respondents amounted to 133 people consisting of professional health workers who will later be involved implementation of EMR. The research instrument was in the form of a questionnaire via a google form link. Analysis using SEM (structural equation model) with Lisrel. The results showed that organizational culture significantly affected individual readiness (?=0.67, t-value=7.40). Organizational culture has a significant effect on championing behavior (?=0.42, t-value=4.10). Individual readiness significantly affects championing behavior (?=0.48 , t-value = 4.56). Individual readiness is also a significant mediator of the relationship between organizational culture and championing behavior (complementary mediation type). A strong organizational culture will support the readiness of the organization's planned changes. A strong organizational culture also influences behavior to fight for the success of the change plan. Through individual readiness, organizational culture influences behavior to fight for the successful implementation of EMR. So, organizations need to prepare individuals well for the success of the change plan. Keywords : Championing Behavior, EMR, Organizational Culture, Readiness for Change