Organizational Culture Research Articles

Assessing the Effects of Organizational Culture on the Connection Between Innovation in Organizations and Human Resource Management

This article examines the significance of human resource management (HRM) in innovation, organizational culture, and organizational effectiveness. The conceptual framework creation was supported by extracting information from literature research on related study topics, such as resource-based views and organizational effectiveness. This paper seeks to address the existing gap in the literature on organizational effectiveness by emphasizing the role of HRM in influencing business performance. Specifically, it focuses on the intermediate impact of HRM on innovation and culture. This research can help higher education institutions better understand how human resource policies can improve long-term performance by encouraging innovation and fostering an effective culture.

Effects of Recognition on Motivation of Volunteers in Non-Governmental Organizations in Tanzania: A Case of World Vision in Tanzania

This study investigates the impact of various recognition practices on volunteer motivation in non-governmental organizations (NGOs) in Tanzania, with a focus on World Vision Tanzania. The research addresses the challenge of maintaining volunteer engagement and retention in resource-constrained environments. This study used descriptive research design. Simple random sampling method was used to select 81 respondents. Quantitative data was collected by use of questionnaires. Data was analysed using multiple regression method by the aid of Statistical Package of Social Scientists Program (SPSS). The findings reveal that recognition significantly influences volunteer motivation. Recognition from superiors (Beta coefficient= 0.987, Sig. value = .000) and Member recognition being treated as an integral part of the organization (Beta coefficient= 0. 832, Sig. value = .000) emerged as the most potent motivators. Personal forms of recognition, such as verbal acknowledgment, were found to be more impactful than public or formal recognitions. Based on these results, the study recommends a multi-faceted approach to volunteer recognition, emphasizing personal acknowledgment, organizational inclusion, and strategic use of formal recognition methods. The research suggests that NGOs should prioritize training for supervisors on effective recognition practices, create an inclusive organizational culture, and regularly assess and adapt their recognition strategies to maintain long-term volunteer motivation and engagement.

Impact of Human Resource Policy Implementation on Service Delivery at the Office of the Director of Public Prosecutions, Western Region, Kenya

Efficient implementation of policies has a crucial function in improving service delivery in the public and private domains. The success of policy execution directly impacts how much the policy contributes to enhancing service delivery. To achieve high-quality, efficient, and timely service delivery, the Directorate has adopted a strategy of revamping, retooling, and continuous learning. The Office of the Director of Public Prosecutions (ODPP) follows the Excellence Charter and adheres to the ODPP Strategic Commitments for the period 2020-2023. In this context, the researcher focused on examining the impact of human resource policy implementation on service delivery at the Office of the Director of Public Prosecutions, Western Region, Kenya. Implementation Theory and Organizational Culture Theory guided the study. Descriptive research design was utilized. The target population was 198 individuals working within the ODPP Western Region of Kenya. Individual respondents were selected randomly from Legal, Administration, and Support Staff in region. Data collection was done through questionnaires distributed to staff and document analysis was conducted in the resource centres available in the region. Face-to-face interviews with selected County Heads were carried out by the researcher. Descriptive statistics, such as means, percentages, and frequencies, was used in the research's quantitative and qualitative approaches to analyze the data using SPSS. The findings indicated that human resource has a significant impact on service delivery at the ODPP, Western Region, Kenya. The results upon Analysis of Variance (ANOVA) established human resource policy implementation had an r of 0.265, β = 0.252, t= 3.786, p= 0.05. It was concluded that Policy Implementation had a statistically significant impact on service delivery in the ODPP. The study recommends that ODPP should enhance HR policy implementation and service delivery in the Western Region by improving communication, offering regular training, fostering open dialogue, establishing a robust monitoring framework, deploying dedicated HR Officers, and ensuring transparent and unbiased career progression and training opportunities. The study will be part of references materials for all ODPP Staff, stakeholders, policy makers and other institutions in Kenya as an insightful tool in advancement of efficacy and efficiency in policy implementation.

Organizational culture of professional’s personality: Features of modern content and formation in the context of digital development of the educational environment

Introduction. The authors examine the problem of forming a personality’s organizational culture with an emphasis on the becoming of a professional’s personality in modern conditions of social development.Purpose setting. The article purpose is to identify the features of the professional personality organizational culture in the context of digital development of the educational environment.Methodology and methods of the study. The study of the concept «organizational culture of professional’s personality» is based on the analysis and scientific generalization of publications problematizing the issues of formation of professional qualities of a modern personality that influence the formation of organizational components of its culture. The concept of organizational culture is considered in its general content with an emphasis on the totality of all cultural values created by an organization, determined by the historical and cultural context of the development of society as a whole.Results. Through the generalization of these sources, the features of the content of the concept of «organizational culture of professional’s personality» are revealed. Based on the study of the issues of formation of the organizational culture of professional’s personality in the context of current development of the digital educational environment, it is emphasized that in the context of modern problems of the development of society, its globalization and digitalization, the issues of organizational formation of professional’s personality acquire their own specifics. It is emphasized that the organizational principles of formation of the culture in modern conditions are directly mediated by the development of various forms of network interaction in the educational system. The need for the formation of the motivational component of the organizational culture of a professional in the modern conditions of the development of the digital educational space is emphasized.Conclusion. The contradictions between the challenges of an intensively evolving digital environment in modern conditions of development of the professional education and the personal values of professionals are reflected in the formation of the individual organizational culture, while the organizational component of personality’s general culture is called one of the most important for formation in the professional educational system. As a result, it is emphasized that one of the most important features is the mutual influence of the components of a professional’s digital culture on the components of his organizational culture in the process of becoming a person’s readiness for professional activity.

The Influence of Communication, Training, and Organizational Culture on Employee Performance at PT. Putra Gerem Jaya

The purpose of this research is to see the influence of communication, training and organizational culture on the performance of PT employees. Gerem Jaya's son. This research is quantitative research, the sample in this research is 54 respondents. The method used in this research is purposive sampling, with the criteria that the respondent is an active employee, has attended training, and has a work contract for more than 1 year. The results of this research show that communication has a positive and significant influence on employee performance, training has a positive and significant influence on employee performance, organizational culture has a positive and significant influence on employee performance at PT Putra Gerem Jaya and variables simultaneously on employees performance by 68%. Keywords: Organizational Culture, Employee Performance, Communication, and Training.

Investigating toxic leadership’s influence on employee turnover intention in a clinical research organisation

Orientation: This study examines the impact of toxic leadership (TL) on employees’ intentions to leave a South African clinical research organisation (CRO) and how organisational culture (OC) mediates this relationship.Research purpose: The research aimed to evaluate how toxic leadership behaviours affect employee turnover intentions (TIs) and determine to what extent OC mediates this relationship.Motivation for the study: In the context of CROs, the negative impact of TL on the retention and health of employees and organisations, in the case described in this article, is crucial to understand and mitigate.Research approach/design and method: This study used a quantitative and cross-sectional correlational design to collect data on employee perceptions of TL and OC within the CRO.Main findings: Toxic leadership significantly impacts employee TIs, and the OC is an essential mediator in this relationship.Practical/managerial implications: The results highlighted the need for organisations to address toxic leadership and to actively cultivate a positive OC to improve employee retention and reduce TIs.Contribution/value-add: This research provides empirical evidence of toxic leadership’s impact on TIs and the extent to which OC mediates this relationship. It reveals how OC mediates this relationship. The study contributes to the widest literature on leadership and organisational behaviour. It provides valuable insights into management practices for improving organisational health and employee well-being.

Effects of Consistency in Healthcare Settings on Employee Performance in Zanzibar’s Public Health Facilities: An Analytical Study

This study investigates the impact of consistency on employee performance within Zanzibar's healthcare sector. Consistency, encompassing core values, agreement, and coordination/integration, is essential in maintaining high standards of care and ensuring alignment with organizational goals. Using a cross-sectional descriptive design and quantitative approach, data were collected from 288 healthcare employees with a minimum three-month tenure of the four selected district hospitals in Zanzibar through structured questionnaires, and responses were analysed using descriptive statistics and multiple regression analysis with the aid of IBM SPSS (Version 25). The results revealed that while consistency is a critical factor in organizational culture, its relationship with employee performance is weak and statistically insignificant. Specifically, the regression analysis indicates that an increase in consistency is associated with a slight decrease in employee performance, a finding that contrasts with previous studies. Despite this, the study identifies the importance of core values and coordination/integration as distinct constructs that contribute uniquely to organizational consistency. The study concludes that while consistency is important, its influence on employee performance may be more complex than previously understood. The findings suggest the need for targeted interventions to enhance specific aspects of consistency, such as cross-departmental coordination and management practices, to improve organizational effectiveness. Future research should focus on exploring these interventions and their impact on employee performance and patient care outcomes in healthcare settings.

Research on Work Motivation and Innovative Behavior

With the continuous progress of science and technology, the output of employees' innovative behavior in the work scene becomes more and more valuable. However, how to develop employees' innovative behavior is worth thinking about. This study reflects that there is a positive correlation between employee motivation and innovative behavior. The premise of improving employees' innovative behavior is based on giving employees effective external motivation. If employees are motivated by their love of work and willingness to pay for it, then innovative behavior will be greatly improved. Other than that, the leadership style plays an important role. Leaders not only need to encourage innovation through positive incentives and resource support but also need to demonstrate the value of innovation through their own behavior. A leader's openness and commitment to innovation can greatly influence employee behavior and organizational culture. To sum up, through the comprehensive use of a variety of incentive means and culture-shaping strategies, accompanied by the active participation of leaders, the innovative behavior of employees can be effectively cultivated and promoted, thus bringing long-term competitive advantages and development potential to the organization.

Organizational Commitment Strategies to Improve Employees

Abstract: In the current competitive economic market and the impact of the COVID-19 pandemic, the long-term stable development of enterprises is facing a major test. And organisational commitment affects the aspects of employee retention, employee efficiency as well as enterprise cost, which has a significant impact on the development of enterprises. Therefore, this paper focuses on the importance of organisational commitment to employees and organisations, and then analyses various factors affecting employees' organisational commitment, including career development opportunities, job satisfaction and organisational culture. Finally, it proposes some effective measures that companies can take to enhance employees' organisational commitment, such as companies providing employees with good career development opportunities and personal enhancement opportunities, promoting employees' life-work balance, implementing flexible working arrangements, and fostering a positive organisational culture. By taking these measures, companies can enhance employees' organisational commitment and strengthen the emotional link between employees and the organisation, which will in turn improve employee efficiency, customer satisfaction and organisational profitability.

CIO leadership, employee digital ability, and corporate green innovation performance–moderating effect of organizational agility and environmental culture

CIO leadership, employee digital ability, and corporate green innovation performance–moderating effect of organizational agility and environmental culture

Exploring the mediating role of psychological distress in the relationship between psychosocial workload and work-family conflict

In the modern workplace, the imbalance between work and family roles often leads to work-family conflict, negatively impacting employees' well-being. This study examines the mediating role of psychological distress in the relationship between psychosocial workload and work-family conflict among teaching professionals in private higher education institutions in India. The Effort-Reward Imbalance (ERI) model was used to assess psychosocial workload and its impact on psychological distress and work-family conflict. A quantitative, cross-sectional design was employed, gathering data from 391 respondents across 35 multidisciplinary deemed universities. The data was analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Results indicate a significant positive relationship between psychosocial workload and work-family conflict, with psychological distress acting as a mediator. A high psychosocial workload was found to increase psychological distress, which, in turn, intensified work-family conflict. These findings highlight the importance of interventions such as flexible work arrangements, workload management, and supportive organizational cultures to mitigate these stressors. The study contributes to the fields of organizational psychology and employee well-being, offering practical insights for university administrators to promote work-life balance and reduce psychological distress.

ANALISIS KINERJA PEGAWAI DITINJAU DARI FAKTOR INTERNAL DAN EKSTERNAL DI KANTOR URUSAN AGAMA (KUA) KECAMATAN BENJENG KABUPATEN GRESIK JAWA TIMUR

This research aims to analyze employee performance in terms of internal and external factors as well as supporting and inhibiting factors in improving employee performance in KUA Benjeng District, Gresik Regency using a descriptive qualitative analysis approach. The results of the research are that performance is viewed from internal employee factors, work quality is in accordance with the law or SOP and punctuality is optimal. Then employees have various innovations to make it easier to complete work and employees are able to carry out their work in accordance with their main duties and functions. Performance is reviewed from external factors, employees communicate well with superiors and co-workers, employees implement teamwork and employees implement organizational culture well. Supporters in improving employee performance, the quality of their human resources is very responsible for the tasks that have been assigned, employees have competencies that are in accordance with their main duties and functions and work commitment has been implemented well. The obstacles to improving employee performance are inadequate work facilities, employees do not mix family problems into the office and human resources at KUA do not understand technology.

Enhancing understanding of broad-based pedagogical leadership in Finnish early childhood education through cultural artifacts

This ethnographic case study examines the artifacts of the leadership culture of one Finnish early childhood education (ECE) center and how they appear from the perspective of broad-based pedagogical leadership. Qualitative content analysis with a directed approach was guided by Pasquale Gagliardi’s and Mary Hatch’s definitions of artifacts. In addition, artifacts were analyzed through broad-based pedagogical leadership. Based on the analysis, thirteen activities, six verbal expressions, and thirteen objects of leadership culture were found in the data. Most of the artifacts were indirect pedagogical leadership, and some had several purposes due to staff interpretations. The interpretations varied both between the leaders and the staff but also within the staff. The findings indicate that symbolic leadership is present in many leadership situations and that a lack of knowledge about the symbolic and cultural dimensions of leadership can undermine leaders’ good intentions. The results of the study can be utilized in practical work in leading organizational cultures and in structuring pedagogical leadership in ECE. Additionally, the research has theoretical implications by enriching leadership research in ECE and enhancing the concept of broad-based pedagogical leadership, which can be used in leadership training programs in the field of education.

Advancing Organizational Effectiveness Through Strategic Workforce Planning and Technology Integration

Abstract: This comprehensive examination delves into the pivotal roles of strategic workforce planning and technological advancements in bolstering organizational effectiveness. Spanning various critical dimensions such as human resource demand forecasting, strategic recruitment and selection, employee training and development, diversity and inclusivity, and the integration of technology in HR practices, the paper articulates a multi-faceted approach to optimizing workforce capabilities. By leveraging predictive analytics, organizations can forecast future employment needs, while AI-enhanced recruitment processes streamline candidate selection, ensuring alignment with organizational goals. The deployment of advanced training methodologies, coupled with a focus on creating a diverse and inclusive work environment, not only enriches organizational culture but also drives innovation and improves overall performance. The paper further explores the strategic use of HR analytics, AI in recruitment, and digital platforms in employee development and engagement, highlighting their significance in adapting to the evolving work landscape. Through an in-depth analysis, it becomes evident that the integration of strategic HR planning and cutting-edge technologies is not merely an option but a necessity for organizations aiming to thrive in the competitive global market.

The Effect of Organizational Culture on Employee Performance Mediated by Work Motivation at PT. Permodalan Nasional Madani Cianjur Branch

This study aims to examine the effect of organizational culture on employee performance through employee work motivation at PT Permodalan Nasional Madani Cianjur Branch. This research uses a quantitative approach with Structural Equation Modeling (SEM) using the SmartPLS program. The population used is all employees of PT Permodalan Nasional Madani Cianjur Branch. The sample consisted of 102 respondents. The data collection technique was carried out using a questionnaire distributed online. The results showed that work motivation can significantly mediate the effect of organizational culture on employee performance at PT Permodalan Nasional Madani Cianjur Branch. The result of Direct Effect Analysis is BO -> MK : Original Sample (Path) = 0,693; t-Statistics = 10,788; P-Values = 0,000; Decision = Positive. BO -> KK : Original Sample (Path) = 0,068; t-Statistics = 1,949 P-Values = 0,052; Decision = Positive. MK -> KK : Original Sample (Path) = 0,760; t-Statistics = 13,294; P-Values = 0,000; Decision = Positive.

Exploring Geographic Influences on the Engagement Divide Between Male and Female Employees

This study analyzes survey data from over 500 U.S. employees to investigate how key workplace determinants uniquely relate to engagement for men and women within and outside of Utah. The aim is to address gaps in research examining potential gender variations and geographic influences on the drivers of discretionary effort at work. Traditional predictors like fulfillment of basic needs, individual contributions, teamwork, and growth were examined alongside the emerging construct of “worker activation,” reflecting empowering organizational cultures that motivate extra effort. Analyses included descriptive tests, gender-specific regression models, and assessments of activation variable impacts between genders, with findings revealing modest yet significant male-female disparities in average engagement levels. The multi-dimensional nature of engagement determinants also varied across genders and geographies. Activation was also found to significantly predict engagement across genders, validating its cross-cutting importance in conceptualization and offering implications for optimally designing inclusive strategies to inspire discretionary commitment and employee engagement both within and outside of Utah.

Factors affecting the quality of work life for industrial labour force: empirical evidence from a developing country

The success of any organization requires a skilled, competent, and satisfied workforce. If the workforce can be provided with the necessary components to ensure a high quality of working life, they will become permanent assets. Various factors undoubtedly affect the quality of workers' work lives. This study aims to investigate the drivers of the quality of work life in industrial labour force in a developing country, Bangladesh. It enumerated the elements that have an impact on industrial labour force’s quality of work life (QWL). A structured questionnaire was administered to 420 Bangladeshi workers across diverse industries, yielding a commendable response rate of 93.33%. The collected data underwent analysis employing the partial least squares structural equation modeling (PLS-SEM) technique. Representative industries and respondents were chosen by random selection. The results revealed that work environment, organizational culture and climate, relationships and cooperation, compensation and rewards, adequacy of resources, autonomy of work, job satisfaction, and security are directly related to the QWL. Training and development, and facilities do not significantly affect QWL. The research results can be used to improve the quality of work life for those working in the industrial sector. An industry may accomplish long-term and short-term goals by maintaining a pleasant workforce. The study's findings will provide policymakers and regulatory authorities of Bangladesh's industrial sector with strategic references and strategies to boost industrial productivity and economic growth for sustainable development by ensuring industrial employees' quality of work life that can serve as a template for Bangladesh.

Organizational evidence-based practice culture, implementation leadership, and nurses: A bidirectional mediation model.

This study aimed to explore 1) factors that influenced the evidence-based practice competencies and behaviors of clinical nurses and 2) the interaction between the organizational evidence-based practice culture, head nurses' implementation leadership, and nurses' evidence-based practice competencies and behaviors. The significance of organizational evidence-based practice culture and head nurses' implementation leadership in enhancing nurses' evidence-based practice competencies and behavior is widely recognized in healthcare settings. However, there is limited knowledge of how these factors influence nurses' evidence-based practice competencies and behavior. A cross-sectional survey was conducted at 10 hospitals in China. Data were collected via online questionnaires from October to December 2020, utilizing social characteristic questionnaires, the Evidence-Based Practice Questionnaire, the Organizational Culture and Readiness Scale for System-wide Implementation ofEvidence-Based Practice, and the Implementation Leadership Scale. All data were imported into the IBM Statistical Program for the Social Sciences (SPSS) 27.0 and PROCESS version 4.1 macro on SPSS for statistical analysis. The design and reporting of our study adhered to the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) Checklist. We received 1047 (99.15%) valid questionnaires. The multiple linear regression analysis showed that significant factors were organizational evidence-based practice culture, implementation leadership, and years of experience in nursing. After controlling for the impact of the covariate (years of experience in nursing), it was found that organizational evidence-based practice culture partially mediated the relationship between head nurses' implementation leadership and nurses' evidence-based practice competencies and behaviors. Additionally, head nurses' implementation leadership partially mediated the relationship between organizational evidence-based practice culture and nurses' evidence-based practice competencies and behaviors. Organizational evidence-based practice culture, head nurses' implementation leadership, and years of experience in nursing significantly predict nurses' evidence-based practice competencies and behaviors. Organizational evidence-based practice culture and head nurses' implementation leadership mutually mediated their influence on nurses' implementation of evidence-based practice. Head nurses should proactively seek opportunities to enhance their implementation leadership, such as participating in training programs (e.g., mentoring and coaching programs) and attending conferences, workshops, or seminars on implementation leadership. Policymakers should also consider providing more policy support for implementing leadership development and cultivating a positive evidence-based practice culture.

Exploring organisational culture: assessing readiness for lean production implementation – an empirical study

Purpose Studies emphasise the critical role of a suitable organisational culture (OC) in successfully implementing lean production (LP) and argue that failure to consider OC can hinder organisations from fully benefiting and sustaining the success of LP. It is also observed that consensus regarding the suitable OC required for implementing LP remains elusive, with existing research predominantly theoretical and in developed economies. Using a systematic approach, this study aims to evaluate organisational readiness for LP implementation from the OC point of view by identifying the suitable OC for LP implementation, examining the existing OC to determine the most dominant (primary OC) and evaluating the suitability of the current OC for LP implementation. The paper uses empirical data collected from Pakistan’s textile sector as a case study. Design/methodology/approach The study used the competing values framework of OC and a quantitative approach. The data was collected by surveying 162 textile professionals, including first-level supervisors, middle managers and top management. Data analysis included quantitative techniques such as testing of hypotheses and multiple regression analysis techniques. SPSS, Minitab and SmartPLS 4.0 were used for data analysis. Findings The study revealed that characteristics of developmental and rational culture profiles are the most suitable for implementing LP in Pakistan’s textile industry. However, the group and hierarchy culture profiles do not significantly impact the implementation of LP. Moreover, the group culture profile (GCP) is the most dominant (primary OC) within the selected sector and the hierarchy culture profile is the least dominant. As a result, the current prevailing OC profile i.e. GCP is unsuitable for lean deployment. Research limitations/implications Although this study provides valuable insights, it is important to acknowledge its limitations. Data could not be collected from the employees with low education. Its applicability to other countries or industries may be limited due to its specific context. However, the approach used to assess organisational readiness regarding OC is both innovative and practical. Additionally, this research fills a gap in the literature by including a case study from a developing economy. Despite these contributions, future research could further validate and refine the proposed framework through comparative studies across diverse contexts. Practical implications The study’s findings emphasise the significance of OC in driving lean transformation and offer valuable recommendations and approaches for management, consultants and academicians to enhance lean deployment. By realising the significance of OC, stakeholders can effectively tailor strategies and interventions to align OC with lean principles. Originality/value This research is novel in terms of the structured approach and the selected case for evaluating the preparedness of organisations concerning OC for implementing LP. This approach can be used for other sectors and contexts.

Exploring Leadership Excellence and Accountability in Organisational Dynamics: A Comprehensive Analysis in Nigeria

This study explores the relationship between leadership excellence and accountability within organisations in Plateau State, Nigeria, and their combined impact on organisational culture and success. The research adopts a mixed-methods approach, utilizing both quantitative and qualitative data to provide a comprehensive analysis. Quantitative data were gathered through a structured questionnaire, revealing moderately positive perceptions of leadership practices, with a particular emphasis on fostering continuous learning and responsibility among leaders. Qualitative data, obtained through thematic analysis of open-ended responses, highlight effective leadership practices such as transparent communication and collaboration, as well as challenges in implementing accountability measures, including resistance to change and resource limitations. The Integration of quantitative and qualitative findings underscores the significant influence of leadership on accountability and, consequently, on organisational culture. The study also addresses social desirability bias by assuring participants of their anonymity and encouraging honest feedback. The findings contribute to academic discourse by providing localized Insights into leadership and accountability within the specific context of Plateau State, Nigeria. Practical recommendations include investing in leadership development programs, enhancing clarity in accountability measures, promoting continuous learning, addressing communication gaps, and prioritizing employee engagement. This research offers a roadmap for organisational leaders aiming to foster a culture of accountable leadership and drive organisational success in dynamic business environments.