Organizational Culture Factors Research Articles

The Role of Authentic Leadership and Organizational Culture on Work Behavior Mediated By Work Engagement of Employees in LPD Kuta District

By understanding the work behavior of employees, the company will find it easy to manage and understand its employees with the aim of creating a consistent and positive work environment, so that all activities in the company run well and can make a profit for the company. Factors that influence a person's work behavior but indirectly and slowly but gradually make changes in the person's behavior, namely authentic leadership and organizational culture factors. This study was conducted based on field phenomena that indicate inadequate employee work behavior, allegedly caused by the weak role of authentic leadership, organizational culture and work engagement. The study aims to analyze the influence of authentic leadership and organizational culture on work behavior through work engagement. The associative causal research method with respondents LPD employees in Kuta District. The number of samples involved in this study was 69 respondents using the Slovin formula with proportional stratified random sampling. Data collection was carried out using a questionnaire. The data analysis technique used is SmartPLS. The results of the study showed that authentic leadership has a positive and significant effect on work behavior. Organizational culture has a positive and significant effect on work behavior. Authentic leadership has a positive and significant effect on work engagement. Organizational culture has a positive and significant effect on work engagement. Employee work engagement has a positive and significant effect on work behavior. Work engagement is able to mediate the indirect effect of authentic leadership on work behavior. Work engagement is able to mediate the indirect effect of organizational culture on work behavior. Suggestions that can be given to increase employee dedication are to increase employee enthusiasm for their work. For example, a company makes a challenge to choose the best division or team every month and gives rewards to the team that wins. Leaders can increase awareness around them about ethics according to morality and honesty, especially superiors so that they can provide examples or role models to subordinates, as well as increase responsibility and create order for others so that they can run well.

THE ROLE OF ORGANISATION AND ITS CULTURE IN SHAPING JOB SATISFACTION IN THE IT INDUSTRY

The research, titled "The Impact of Organizational Culture on Job Satisfaction in the IT Industry," aims to quantitatively assess how various dimensions of organizational culture influence job satisfaction among employees in the Indian IT sector. The research adopts a descriptive and quantitative approach, employing structured methodologies to explore the relationships between demographic factors, organizational culture, and job satisfaction. Primary data were collected through structured questionnaires, using a Likert scale to gauge employee perceptions on cultural aspects such as leadership style, communication practices, and work-life balance, alongside job satisfaction levels. Secondary data from literature reviews and industry reports provided additional context. A sample of 200 respondents, selected through stratified random sampling, ensures a broad representation of the IT workforce. Descriptive statistics, Chi-square analysis, and factor analysis were used to analyze the data, revealing significant relationships between organizational culture and key job satisfaction factors. The Pearson Chi- Square statistics for culture-related factors, such as encouragement (χ² = 68.959, p = 0.000) and career growth opportunities (χ² = 189.067, p = 0.000), indicated a strong influence on employee morale and satisfaction. The factor analysis further revealed key cultural dimensions that significantly shape job satisfaction. The findings suggest that fostering a positive organizational culture, through open communication, recognition programs, and career development opportunities, is critical for enhancing job satisfaction in the IT industry. By providing empirical evidence, this study contributes valuable insights into the role of organizational culture in shaping employee attitudes and offers practical recommendations for improving work environments in the IT sector.

Organizational Management and Organizational Culture that Affect the Effectiveness of Subdistrict Administrative Organization in Pathum Thani Province

Background and Aims: Effective resource allocation, goal setting, and achievement are made possible by organizational management, which is essential to the success of the organization as a whole. Organizational culture improves performance and retention by creating a happy work environment, increasing employee engagement, and coordinating behavior with the goals and values of the business. The research aims to 1) study the level of organizational management and organizational culture of sub-district administrative organizations in Pathum Thani Province, 2) study the factors of organizational management and organizational culture that affect the effectiveness of the management of sub-district administrative organizations in Pathum Thani Province, and 3) propose guidelines for developing the efficiency of the management of sub-district administrative organizations in Pathum Thani Province. Methodology: The sample group used in the research was 400 people aged 18 years and over living in the area of ​​sub-district administrative organizations in Pathum Thani Province, obtained by using the Taro Yamane (Yamane. 1973: 725) sampling formula and simple random sampling. The qualitative data were collected by using a specific group of 11 informants. The research instruments were a 5-level rating scale questionnaire and an interview form. The statistics used for data analysis were frequency, percentage, mean, standard deviation, and correlation coefficient. Multiple regression analysis. Results: The research results found that (1) The level of organizational management and organizational culture of sub-district administrative organizations in Pathum Thani Province was at a high level overall. When considering each aspect from highest to lowest, they were: coordination Command and control, planning, organization, and control, respectively. (2) The 13 organizational management and organizational culture factors that affect the effectiveness of the management of sub-district administrative organizations in Pathum Thani Province (Y) overall, regardless of the statistical significance of the variables, found that the coefficient of prediction was low (R2) equal to 0.177 or could predict only 17.7 percent, with statistical significance Sig. = 0.96, which is greater than .05, and there was high variability of data within and between groups, F = 76.6. (3) Suggestions for developing the efficiency of the management of sub-district administrative organizations in Pathum Thani Province The executives should have regular meetings between related agencies to create understanding and effective coordination. There should be a budget to support volunteers who join the work in various aspects, including public health, occupation, and economy. Conclusion: The study found that organizational management and culture are generally high in sub-district administrative organizations in Pathum Thani Province, with the strongest characteristics being coordination and command. However, these variables only have a 17.7% predictive ability when it comes to management effectiveness. Among the suggestions are funding for volunteers in a variety of industries and improving interagency meetings for better coordination.

Impact of Organizational Culture and Work Attitude on Employees’ Performance with Mediating Effect of Job Involvement A Case of Higher Education Institutes in Karachi, Pakistan

This Study aims to explore that if employees are not performing at their optimal level well, the organization may not reach its targets, which ultimately leads to a decrease in overall organizational performance and also investigates the role of organizational culture and employee attitude among employees. The study mainly highlighted the numerous factors of job-related attitude and organisational culture on employee performance and the mediating effect of job involvement in the private universities of Pakistan. The study has employed a quantitative method. The data has been collected through a survey questionnaire and analysed by using smart-PLS. The results of the study showed that organizational culture and attitude have a significant impact on employee performance, with the mediating effect of job involvement in the private universities of Pakistan. The findings offer practical recommendations for HEIs in resource-constrained environments, suggesting that motivation can positively impact the sustainability of Organizational Culture.

ADAPTATION OF ORGANIZATIONAL CULTURE IN SUPPORTING DIGITAL TRANSFORMATION IN ACCOUNTING

This study aims to examine the role of organizational cultural adaptation in supporting digital transformation in accounting through a literature review. The research employs a literature review method by analyzing relevant articles and academic journals from reputable sources. The primary focus is identifying organizational cultural factors that contribute to successful digital transformation, such as leadership, digital competency development, and innovation. The findings from the literature review indicate that an adaptive organizational culture that fosters innovation and employee empowerment significantly influences the success of digital technology implementation. Moreover, cultural barriers, such as resistance to change, are often the primary obstacles in the digital transformation process. In conclusion, organizational cultural adaptation, including openness to innovation, leadership that supports change, and continuous digital skill development, is crucial in facilitating digital transformation in accounting.

Optimizing Retail Employee Performance through Organizational Justice and Culture Factors

Human resources play a crucial role in organizational progress, with employee performance often measured against set standards. This study investigates the impact of organizational culture and justice on employee performance through job satisfaction at PT. Lion Superindo, a retail company in Sidoarjo. Using quantitative methods, surveys were conducted across three branches, analyzing validity, reliability, and regression. Findings indicate a significant relationship between positive organizational culture, fair treatment, job satisfaction, and enhanced employee performance. These insights emphasize the importance of fostering a positive work environment and fairness to improve employee satisfaction and overall organizational performance. Highlight: Relationship: Unveils significant ties between organizational factors and employee performance. Methodology: Quantitative approach employs surveys and statistical analysis for robust investigation. Implications: Highlights importance of organizational culture and fairness for enhanced performance. Keywoard: Organizational Culture, Organizational Justice, Employee Performance, Job Satisfaction, Retail Industry

Explore the intersection of Self-Determination Theory and cybersecurity education - A literature review

Abstract This paper explores how organizations can create a sustainable, security-first culture in an increasingly complex environment where organizational and national cultures are strong influencing factors in human behaviour. In cybersecurity education, as in any effort of education, there must be a principled commitment to long-term behaviour modification through intrinsic motivation, foundational to employees acting consistently in secure ways. The review of the literature falls squarely within Self-Determination Theory, underlining the pertinence of autonomy, competence, and relatedness as distinctive factors in cybersecurity education, highlighting that these constructs are necessary at all levels for perpetual security and compliance. The results indicated that an effective security-first culture could only emerge when cybersecurity formed part of the core values and practices within organizations. It also explained that leadership styles, such as transformational and servant leadership, play an important role in the development of intrinsic motivation by fostering trust, empowerment, and a sense of shared responsibility. It also highlights how national cultural dimensions, such as individualism and power distance, may change how differently oriented employees respond to cybersecurity policies and practices. Approaches to cybersecurity education should be tailored to both organizational and national cultural factors to develop cybersecurity education strategies that could go beyond mere compliance and build a proactive security mindset. This is important because it underlines how the SDT acts as a framework for understanding how companies could help foster a security-first culture that, at the same time, will create sustainable, resilient, and intrinsically driven cybersecurity behaviours among employees.

Accountability as a Precursor to Improving the Performance of Local Governments: A Case in Lira District, Mid-North of Uganda

Purpose: The purpose of the study was to find out the effect of accountability on the performance of Lira District Local Government. Methodology: The research was conducted this study the Research Designs was cross-sectional and used using quantitative approach. Questionnaire was used for the purpose of collecting primary data from the respondents. Data was analyzed using the Statistical Package for Social Sciences where conclusions were drawn from tables, figures from the package. The study took on a sample of 70 employees from a population of 76. Findings: The study findings reveled that administrative accountability positively influences the level of performance of Lira district local government, financial accountability does not while stakeholder engagement negatively influences the level of performance of the district. The study concluded that respondents believe administrative accountability boosts performance, service quality, and cost-effectiveness, but note its effectiveness depends on organizational culture and political factors. Financial accountability is seen as beneficial for organizational performance, but its effective implementation faces a number of challenges. Stakeholders see engagement boosting financial performance, productivity, brand loyalty, and customer satisfaction, but note challenges to effective engagement. Unique contribution to theory, practice and policy: This study contributes to the understanding of the practice and policy of local government performance from the perspective of accountability. The study suggested the need for Lira district to implement strong accountability mechanisms tailored to their organizational culture and political environment so as to enhance performance, service quality, and cost-effectiveness. Also, there is need to strengthen financial accountability mechanisms to enhance organizational performance, while addressing the specific challenges that hinder their effective implementation.

The Role of Organisational Culture and Situational Factors in Predicting Workplace Deviation Among Public Employees

Purpose – This study examined the influence of situational factors on organisational deviance and how organisational culture could mediate these factors among public employees. Aims(s) – The study aimed to identify predictors of workplace deviant behaviour in the public service and the mediatory roles of organisational cultures in these predictors. Design/methodology/approach – The study employed a quantitative approach using a cross-sectional survey design to collect data from 430 participants; the analysis included regression analysis and structural equation modelling to examine the mediating effect of organisational culture. Findings – The results of the structural equation modelling adopted in the data analysis revealed that injustice, stress, and lack of support were responsible for the increased observed organisational behaviour. The result also revealed that perceived organisational injustice and work stress levels significantly predict deviant behaviour among the studied group, while the organisation's culture mediated the influence of justice and stress predictor variables. Limitations of the study – The study outcome may not be free of sampling error and non-response error due to self-reported surveys that could be subject to bias. The sample may be limited to public service, thus limiting the generalisation of the findings to other sectors. Practical implications and Originality/value – The study contributes to the literature on the mediating role of organisational culture in deviant work behaviour. It also shows how the organisational culture could be used to control or prevent this cankerworm called workplace deviation among employees who implement policies within the organisation.

Impact of Organizational Culture and Work-related Factors on Burnout Syndrome Among Public Sector Employees During COVID-19 Pandemic

Impact of Organizational Culture and Work-related Factors on Burnout Syndrome Among Public Sector Employees During COVID-19 Pandemic

Pemanfaatan Informasi Akuntansi pada Dinas Kesehatan Kota Sibolga untuk Meningkatkan Kualitas Pengambilan Keputusan

This study aims to analyze the utilization of accounting information in decision-making at the Health Department of Sibolga City, particularly examining the quality of accounting information and its impact on budget planning and performance evaluation. The study uses two main variables: the quality of accounting information, measured by relevance, reliability, timeliness, and completeness, and decision-making, focused on budget planning and performance evaluation. This research employs a descriptive qualitative approach through a case study. Data collection began with a questionnaire as an initial step, followed by in-depth interviews with selected informants for deeper analysis. Data analysis also includes reliability and validity testing of the questionnaire instruments. The findings indicate that accounting information at the Health Department of Sibolga City has been used in decision-making processes. However, challenges remain in budget planning, particularly with revenue target indicators and in performance evaluation concerning revenue realization. These challenges stem from limitations in human resources, such as lack of training and qualifications, and organizational culture factors that hinder optimal utilization of accounting information. In conclusion, while accounting information is being utilized, improving the quality of decision-making requires addressing human resource and organizational culture aspects to ensure accounting information is fully optimized.

Tailoring Well-Being Programs for Optimal Impact

This article explores strategies for achieving optimal outcomes through workplace well-being programs. It discusses defining success across multiple impact dimensions including participation, behavior change, health outcomes, and organizational costs. A research-backed framework is provided for tailoring program design based on unique organizational culture factors such as industry, size, values, and generational mix. Behavioral science principles are also outlined for strengthening employee engagement through tactics like social support, gradual goal-setting, feedback mechanisms, and offerings that provide pleasure and autonomy. Real-world case examples from diverse industry settings demonstrate effective application. The brief concludes with recommendations for ongoing program stewardship including evaluation, leadership buy-in, community building, communications, and continuous improvement efforts. The goal is to help practitioners maximize returns from their wellness investments.

Harnessing the power of artificial intelligence (AI): a paradigm shift in HRM practices for employee sustainable performance

Purpose This study aims to investigate the interplay between artificial intelligence (AI) integration, organizational digital culture, human resource management (HRM) practices and employee sustainable performance in luxury hotels in Malaysia. It seeks to elucidate how AI adoption influences organizational dynamics, shapes HRM practices and impacts employee sustainable performance over time. Design/methodology/approach Using a quantitative approach, survey questionnaires derived from prior research were utilized. Analysis using G*Power software determined an appropriate sample size, with psychometric evaluation validating scale development. Statistical analyses using Statistical Package for Social Sciences (SPSS) 28.0 and SmartPLS 4 confirmed data reliability and validity. Findings Out of the five hypotheses, three were supported. A positive relationship was found between AI adoption and employee sustainable performance, highlighting AI’s potential to enhance productivity and job satisfaction. However, the relationship between AI adoption and organizational digital culture was not supported. On the other hand, HRM practices positively influenced employee sustainable performance. In addition, organizational digital culture was positively associated with employee sustainable performance, underscoring the role of digital fluency in driving workforce productivity. Conversely, AI failed to moderate the relationship between HRM practices and employee sustainable performance. Research limitations/implications The study’s focus on luxury hotels in Malaysia and its reliance on cross-sectional data, suggesting the need for longitudinal designs and diverse organizational contexts in future research. Comparative studies across sectors and countries could offer insights into variations in AI adoption practices and their impact on organizational performance. Originality/value This study contributes to theoretical frameworks by empirically examining complex relationships between AI integration, HRM practices, organizational digital culture and employee performance, emphasizing the importance of considering organizational context and cultural factors in understanding the implications of AI adoption for sustainable performance enhancement.

An exploration of factors leading to readiness for organizational health literacy change in community-based health organizations.

Healthcare systems have a responsibility to improve organizational health literacy (OHL) to increase health equity. This study explored two organizational cultural factors, leadership support and staff buy-in, for organizations planning OHL change. Ten community-based health organizations participated in an OHL program. The study design was mixed methods. The qualitative inquiry was interviews with senior leaders to explore awareness of OHL and: impetus to transform, leadership commitment, staff engagement, alignment to organizational goals, and integration of health literacy change with current practices. The quantitative assessment was the Organizational Readiness for Implementing Change (ORIC) questionnaire to assess staff's perceptions about OHL change readiness. Senior leaders articulated the effects of low health literacy in their patient and client population. Support for OHL change was seen at both leadership and staff levels. Impetus for change was primarily a response to a community need or for quality improvement. Most of the non-clinical organizations had higher ORIC scores than the clinical organizations, indicating a perceived higher level of readiness for OHL change. Leadership commitment and staff buy-in are important factors of readiness for OHL change. A novel finding is that community-based health organizations are able and willing to engage in OHL change.

Factors Related to Evidence-Based Practices Among Mental Health Nurses in Thailand: A Cross-Sectional Study.

Despite the robustness of evidence-based practice in increasing efficiency in nursing care and improving patient safety, using evidence in practice is still rare in mental health nursing. This correlational descriptive research aimed to explore the factors and examine the relationship between attitudes, knowledge/skills, organizational culture, mentorship, and demographic factors to evidence-based practices among mental health nurses working in psychiatric hospitals in Thailand. The sample consisted of 255 nurses working in psychiatric hospitals under the Thai Department of Mental Health, located in service units across the country's four regions. The data collection tools included (1) a demographic questionnaire, (2) the Evidence-Based Practice Questionnaire: EBPQ, (3) Organizational Culture & Readiness for System-wide Integration of Evidence-Based Practice: OCRSIEP, and (4) the Evidence-Based Practice Mentorship Scale. Descriptive statistics and Spearman's correlation coefficient were used for data analysis. The findings revealed that the factors positively correlated with evidence-based practice among mental health nurses in Thailand were attitude with a mean score of 4.90 (r = 0.39, p-value < 0.001), knowledge/skills with a mean score of 4.69 (r = 0.61, p-value < 0.001), organizational culture with a mean score of 3.94 (r = 0.26, p-value < 0.001), and mentorship with a mean score of 2.77 (r = 0.16, p-value = 0.011). Demographic factors such as educational level (r = 0.21, p-value < 0.001) and work experience in psychiatric and mental health nursing (r = 0.14, p-value = 0.031) were also positively correlated. This research revealed that EBP knowledge and skills are the most significant factors related to evidence-based practice among Thai mental health nurses. Therefore, EBP knowledge and skills should be enhanced in the curriculum during the nursing study and through continuing education once nurses graduate. Organizational culture and mentorship also need to be promoted to strengthen the use of EBP in Thailand.

Assessing the Impact of Enterprise Architecture on Digital Transformation Success: A Global Perspective

This research paper aims to analyze the significant contributions of enterprise architecture (EA) in leveraging digital transformation (DT) success at an international level. The paper adopts a meta-analytical approach, examining the patterns of EA’s strategic alignment and operational impact. EA plays a crucial role in managing digital ecosystem complexity, which is a key factor in successful DT. The methodology also focuses on the systematic review and meta-analysis of the relationships between EA and other advanced technological systems such as AI, IoT, and Blockchain to reveal how these technologies improve EA’s flexibility and strategic approaches. The paper emphasizes the importance of organizational culture, technological incorporation, and regional economic factors as critical determinants of EA practices in DT activities. It underscores the necessity for customized EA approaches to DT success within different cultural and economic contexts and their impact on sustainable management. This practical insight is a crucial contribution of the paper, providing a strategic roadmap for organizations aiming to optimize their digital transformation strategies through enhanced EA practices.

Examining the Role of Transformational Leadership in Enhancing Employee Engagement and Organizational Effectiveness: Insights from Human Resource Management

This study explores the role of transformational leadership in enhancing employee engagement and organizational effectiveness through a human resource management perspective. Transformational leadership, characterized by its ability to inspire and motivate employees, has gained significant attention for its positive impact on organizational performance. By fostering a vision, encouraging innovation, and providing individualized support, transformational leaders create an environment where employees feel engaged, valued, and aligned with organizational goals. This literature review examines key studies that investigate the relationship between transformational leadership, employee engagement, and organizational outcomes. The findings demonstrate that transformational leadership significantly improves employee engagement by promoting intrinsic motivation, job satisfaction, and a sense of purpose. Additionally, the research highlights how transformational leadership drives organizational effectiveness by enhancing productivity, fostering innovation, and promoting a positive organizational culture. The study also explores the mediating role of employee engagement in achieving these outcomes, indicating that engaged employees are more likely to contribute to organizational success. However, the effectiveness of transformational leadership varies depending on organizational context and cultural factors, suggesting that leadership strategies should be adapted to specific environments. This research contributes to the understanding of leadership in HRM and provides practical recommendations for leaders aiming to enhance both employee engagement and organizational performance.

The Role of Work Engagement in Mediating Organizational Culture and Self-Efficacy on Commitment at PT. Perusahaan Listrik Negara

Objective: This study aims to determine the influence of organizational culture and self-efficacy on organizational commitment, with work engagement as a mediating variable. Design/Methods/Approach: This research uses a quantitative approach. The population in this study consists of all employees of PT. PLN. The sampling technique used is random sampling, with a sample size of 225 respondents. Data collection was carried out through questionnaires distributed via Google Forms. Data analysis was conducted using SmartPLS 4.0 software to perform outer model tests (convergent validity, discriminant validity, AVE, composite reliability, and Cronbach’s alpha), inner model tests (model fit), and hypothesis testing. Findings: 1) Organizational culture affects organizational commitment, 2) Self-efficacy does not affect organizational commitment, 3) Organizational culture does not affect work engagement, 4) Self-efficacy affects work engagement, 5) Work engagement affects organizational commitment, 6) Organizational culture does not affect organizational commitment through work engagement, 7) Self-efficacy affects organizational commitment through work engagement. Originality/Value: The novelty of this research lies in the fact that no previous studies have examined organizational commitment at PT. PLN by considering the factors of Organizational Culture and Self-Efficacy, with Work Engagement as a mediating variable. Practical/Policy implication: The results of this research can be used as input in formulating human resource policies aimed at enhancing organizational commitment by considering organizational culture, self-efficacy, and work engagement.

Implementation of Path Analysis for Modeling the Influence of Organizational Culture on Work Productivity

This research aims to determine the significant factors of organizational culture that influence employee performance productivity using a path analysis model by looking at the total direct and indirect influence of sub-variables. Path analysis can describe the magnitude of the influence and significant variables using direct and indirect influences. By adapting to this case, direct and indirect modeling is needed to see the magnitude of the influence of these sub-indicators. Research related to organizational culture has been carried out to see how much influence organizational culture and motivation have on employee performance. The result is that the greater the organizational culture and achievement motivation, the higher the influence on employee performance. This type of research uses a qualitative and quantitative approach. This research uses a questionnaire to collect data, which has been tested for validity and reliability. This research was conducted at the Gorontalo District Health Service in 2022. Respondents used in this research were 57 Gorontalo District Health Service employees. Data analysis using software R. Results of the research show that organizational culture variables and sub-variables, namely artifacts (X1), values ​​(X2), and basic assumptions (X3), significantly influence employee performance productivity (Y). The total effect is calculated using the path coefficient calculation of the significant variables. The total influence of organizational culture in the form of artifacts (X1) on employee work productivity (Y) is 72%, and the total influence of organizational culture in the form of values ​​(X2) on employee work productivity (Y) is 65%. The total influence of organizational culture is in the form of basic assumptions (X3 ) on employee work productivity (Y) of 78%. This shows that the organizational culture variable influences the most significant influence, namely basic assumptions (X3). The Gorontalo district health office can consider the results of this analysis to make further policies regarding which organizational culture priorities will be implemented to increase employee productivity to the maximum.

Analisis Budaya Organisasi Karyawan PT. Exedy Manufacturing Indonesia

The social relationships created in an organization need a cultural bond to achieve the desired goals. The purpose of this research is to determine the application of organizational culture at PT. Exedy Manufacturing Indonesia. The research design uses quantitative methods with factor analysis. Research location at PT. Exedy Manufacturing Indonesia. Data was collected through observation and questionnaires. The research population was all employees at the company PT. Exedy Manufacturing Indonesia. Samples were taken randomly from various departments with a total of 100 respondents. The research results show that the three organizational culture factors that exist at PT. Exedy Manufacturing Indonesia namely Team Orientation, Stability, Innovation and risk taking. Component (factor) 1 has a correlation value of 0.799 &gt; 0.5. Component (factor) 2 has a correlation value of 0.738 &gt; 0.5. Component (factor) 3 has a correlation value of 0.739 &gt; 0.5. These three factors include internal and external factors, so they can be used as a reference for PT. Exedy Manufacturing Indonesia to carry out improvements and developments.