Organizational Culture Research Articles

The Effect of Workload and Organisational Culture on Performance with Work Motivation as a Mediating Variable in Employees of Bank BSI KCP. Mataram Pejanggik 2

This study aims to determine and analyse the effect of workload and organisational culture on performance with work motivation as a mediating variable in employees of Bank BSI KCP Mataram Pejanggik 2. This research uses quantitative associative causality method. The research sample was all employees at Bank BSI KCP Mataram Pejanggik 2, totalling 54 people. Data collection tools using questionnaires. Data analysis using SmartPLS 3.0 software with inner and outer model test stages. The results show that workload has no significant effect on employee performance, organisational culture has a significant effect on employee performance, workload has a significant effect on work motivation, organisational culture has a significant effect on work motivation, work motivation has a significant effect on employee performance, motivation plays a mediating role in the effect of workload on employee performance with work motivation, work motivation plays a mediating role in the effect of organisational culture on employee performance.

Curating the culture cure

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This study examines how organizational culture impacts employee motivation and professional burnout in Lithuanian medical institutions. Its results show that positive organizational culture significantly reduces work overload and the lack of development in healthcare staff, while enhancing both intrinsic and extrinsic motivation, with stronger effects on administrative employees than on clinical staff. Managers should therefore recognize organizational culture as a crucial burnout prevention tool and develop tailored approaches for different staff categories, as culture’s impact varies significantly between doctors, nurses, and administrators. Originality/value The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Does benevolent leadership affect the organizational identification of nursing staff? The mediating role of forgiveness climate and the moderating role of positive emotions

PurposeBased on the broaden-and-build theory of positive emotions and social information processing (SIP) theory, the present study investigated the effects of benevolent leadership on organizational identity of nursing staff in Egyptian government hospitals in Sharkia Governorate, mediated by forgiveness climate, and the role of positive emotions as a moderator of these relationships.Design/methodology/approachThe study collected data through an online survey of 335 nursing staff from 46 Egyptian government hospitals in Sharkia Governorate. The reliability and validity of the scale items were evaluated accurately, and the proposed model and hypotheses were tested using partial least squares structural equation modeling (PLS-SEM).FindingsThe results reveal the positive direct effects of benevolent leadership and forgiveness climate on nursing staff’s organizational identification, with forgiveness climate partially mediating the relationship between benevolent leadership and organizational identification, and positive emotions moderate the relationship between benevolent leadership and both forgiveness climate and organizational identification. This suggests that fostering a forgiveness climate and encouraging positive emotions can enhance organizational identification in government hospitals.Research limitations/implicationsThe study is limited to government hospitals in Egypt, which may restrict the generalizability of the findings to other sectors or cultural contexts. Future research could explore these dynamics in different settings to enhance external validity.Originality/valueThis study contributes to the literature by introducing positive emotions as a new variable in the determinants of the forgiveness climate that researchers have not previously addressed. Moreover, it highlights the significant moderating role of positive emotions in the relationship between benevolent leadership and both of forgiveness climate and organizational identification, offering valuable insights for improving organizational culture in healthcare settings.

Organizational Culture And Knowledge Management Of Non-Teaching Personnel Of The Schools In Hubei Province

Organizational Culture And Knowledge Management Of Non-Teaching Personnel Of The Schools In Hubei Province

Interdisciplinary Care for Geriatric Syndromes in Chronic Kidney Disease: A Qualitative Study.

Despite their prevalence, prognostic significance, and prioritization by patients, key geriatric syndromes, such as cognitive impairment, frailty, and depression are not routinely addressed in chronic kidney disease (CKD) care in the United States (US). In an interdisciplinary care model, health professionals with diverse expertise collaborate to address all symptoms and functional impairments occurring alongside a patient's chronic disease. Thus, routinely addressing geriatric syndromes in CKD may require implementing this evidence-based model of care and adapting it to the needs of patients with CKD. In a formative step to understanding how health systems could implement an interdisciplinary model of care to address geriatric syndromes in CKD, we interviewed health professionals around the world with relevant expertise. We conducted a qualitative study informed by the Consolidated Framework for Implementation Research. We interviewed nephrologists, administrators, geriatricians, palliative medicine specialists, subspecialists, and allied health professionals working in other interdisciplinary clinics from the US, United Kingdom, India, and Canada. We analyzed results using an inductive-deductive approach. Thematic saturation occurred at 42 experts. Three major domains emerged: barriers to implementation, strategies to mitigate barriers, and benefits of implementation. Barriers were categorized into overarching themes related to 1) aging-friendly policy and workforce availability; 2) organizational culture and structure, and 3) nephrologist and patient perceptions. Strategies to mitigate barriers were categorized into themes related to 1) demonstrating viability; 2) facilitating effective health communication; 3) soliciting support from administrators and clinicians; and 4) expanding the base for patient information and treatment evidence. Proposed benefits of implementation included improved shared decision-making and reduced nephrologist burnout. Implementing an interdisciplinary model of care that addresses geriatric syndromes in CKD is possible but will require overcoming policy-related, financial, cultural, and structural barriers. Such a model of care may ultimately benefit patients and nephrologists.

Initial self-reported data on sleep and burnout in pulmonary, critical care and sleep medicine: an initiative from the Assembly on Sleep and Respiratory Neurobiology of the American Thoracic Society

RationaleHealth worker burnout has reached crisis proportions, threatening workforce sustainability. Limited data exist on the burden of burnout in pulmonary, critical care and sleep medicine (PCCSM), a high-demand and strained specialty.ObjectiveAt the Assembly of Sleep and Respiratory Neurobiology of the American Thoracic Society, we aimed to gather exploratory data on burnout in this group.MethodsDuring a dedicated series of five virtual town halls (THs), we polled the audience regarding self-reported burnout. Topics included the scope of the problem, role of sleep, impact on clinical and academic operations, contributors in vulnerable groups, and mitigation strategies.ResultsA high proportion experienced burnout (45%) and 58% considered premature retirement. Insufficient sleep (53%) was common, most often due to excessive workload (57%) curtailing sleep through early morning meetings and electronic medical record (EMR) documentation. 36% also reported having a sleep disorder. Sleepiness (69%) and fatigue (58%) impaired work performance and patient care, and 54% reported a fatigue-related, personal-safety incident. Contributors to burnout in vulnerable communities included bias/discrimination (81%), harassment (44%) and assault (12%). Respondents predominantly endorsed organizational mitigating strategies: promoting a culture of “recovery time” (96%) and healthy sleep (86%), and periodic evaluation and accountability of leadership (86%).ConclusionsIn this convenience sample of participants in a TH series regarding burnout in PCCSM, self-reported burnout was common. Sleep disturbance is a prevalent, under-recognized, but potentially modifiable contributor. The high reported rates of discrimination and harassment suggest that vulnerable groups may be at particular risk. To reduce burnout, system-level interventions aimed at transforming organizational culture and promoting leadership accountability were strongly endorsed.

Unraveling the relationship between corporate governance and green innovation: a systematic literature review

Purpose This study aims to identify the relationship between corporate governance (CG) and green innovation (GIN), along with its enablers, through a systematic literature review (SLR). The purpose is fulfilled using an SLR added with a few bibliometric analysis approaches for analyzing 48 peer-reviewed articles published in the English language between 1995 and 2023. Design/methodology/approach A total of 48 papers are shortlisted using online databases based on the Prisma method for keywords “Corporate governance” and “green innovation” or “sustainable innovation”. The authors propose the results with the help of a comparative analysis of the scope, methodologies used, results and context of the study. The methodology also uses initial bibliometric analysis using VOSViewer to establish the relevance of keywords and citations of the existing literature and their results. Findings This study demonstrates a positive correlation between CG and GIN and also finds 14 factors impacting the relationship. Innovation is driven by introducing transparency, accountability, environmental, social and governance initiatives, performance, organizational culture, research and development investments and digital technology interventions. This study also demonstrates the positive impact of external forces such as government policies, mergers and acquisitions that consider sustainable efforts. Practical implications This study has provided pivotal insights for organizations interested in improving their sustainability. The industries can use their CG mechanism and GIN strategies to improve sustainability, whereas academia can leverage the results to explore cross-disciplinary studies, including sustainability among corporations. Originality/value This study is a unique effort combining CG, innovation and sustainable efforts. The authors could not find any extent of work done in the congestion of CG and GIN together considering the SLR, making this a unique and original study.

Let them eat (birthday) cake: reframing healthy eating in healthcare organizations.

Healthy eating is influenced by myriad factors ranging from individual to societal. Healthcare organizations have recently adopted healthy eating policies to improve food environments; however, how such policies shape practice is still unknown. This qualitative study explores perspectives on continuous quality improvement (CQI) among healthcare staff and managers working in hospital foodservices post-implementation of a healthy eating policy aimed at improving food environments. We conducted semi-structured interviews with 12 foodservices staff at Nova Scotia Health. Participants varied in role (administrative, point-of-sale) and location (rural/urban). We analyzed findings using directed content analysis. Participants' approach to quality revealed a range of definitions of healthy eating, from health promotion efforts directed towards individual behavior change management to a broader emphasis on supportive food environments. This research also highlighted the complexity of the healthcare food environment in which health promotion was being implemented, a 'setting' as per the 'settings approach' to health promotion, but also revealing a 'setting within a setting': food environments within healthcare environments. These nested environments are alternatively more business or healthcare service-centric, within the larger healthcare environment. Healthcare practitioners' views on effective implementation of the policy also spanned many scales of healthy eating, informed by concepts within their core healthcare practice (dietetics: nutrients), the organization (historical nutrition contexts) and broader food culture (food trends and choice). This study has demonstrated that CQI for a healthier food environment within healthcare needs a broader focus to advance benchmarks for health promotion.

The Influence of Organizational Culture and Leadership Style on Employee Job Statisfaction

The Influence of Organizational Culture and Leadership Style on Employee Job Statisfaction

Evaluation of palliative care needs rounds in residential aged care homes in South Australia: a qualitative study

BackgroundPalliative care needs rounds have been introduced to improve palliative and end-of-life care in residential aged care homes. As part of the Australian Government initiative ‘Comprehensive Palliative Care in Aged Care Measure’, needs rounds have been trialled in seven metropolitan and fifteen regional/rural aged care homes in South Australia. This qualitative study examined stakeholders’ perspectives about potential values and factors that facilitate or hinder the implementation and sustainability of needs rounds.MethodsA qualitative approach was employed by using individual interviews and focus groups. Semi-structured interviews (n = 13) were conducted with executives, project team members and staff from both sites. Additionally, four focus groups were facilitated in regional/rural sites (n = 10) to further unpack specific elements of needs rounds’ model that were tailored based on their needs. The interview and focus group data were recorded and transcribed verbatim. The transcripts were transferred into the qualitative data management software NVivo (version 14) for coding and analysis. Guided by a coding framework, thematic analysis was undertaken.ResultsParticipants found palliative care needs rounds valuable in providing a structured approach to improving palliative care planning and enhancing workforce knowledge and confidence in identifying and managing care towards the end of life. Access to telehealth facilitated needs rounds participation, especially in regional/rural areas. Comparing the nurse practitioner with the medical consultant led needs rounds revealed that there is no ‘one size fits all’ approach with advantages and disadvantages for each model. Successful implementation of such a model depends on the context within which needs rounds are implemented such as organisational needs, capacity and infrastructure, geography, and resources. Organisational commitment to palliative care, preparedness for change, strong leadership and financial support, and access to online platforms were noted as key factors enabling successful implementation of needs rounds.ConclusionsPalliative care needs rounds can contribute to improving organisational culture and workforce knowledge in palliative and end-of-life care. Policy commitment and financial support to adopt and tailor palliative care needs rounds that meet local needs are highly recommended.

The Influence of Organizational Culture, Motivation, and Work Discipline on Organizational Performance in the Regional Office XI of the State Civil Service Agency

The Influence of Organizational Culture, Motivation, and Work Discipline on Organizational Performance in the Regional Office XI of the State Civil Service Agency

Organizational Practices and Their Outcomes for Employees with Disabilities: A Review and Synthesis of Quantitative Studies.

This review and synthesis aims to answer the following question: what do existing empirical studies tell us about the relationship between organizational practices and their outcomes in terms of the performance, well-being and sustainable employment of employees with disabilities? This review builds on a scoping review of empirical studies of organizational practices aimed at the hiring and retention of people with disabilities. It focuses on a specific group of studies identified in the scoping review: studies examining outcomes of organizational practices for employees with disabilities (EWD). Additional selection criteria were: (1) studies focused on the performance, well-being and sustainable employment of EWD; (2) studies used quantitative methods; and(3) studies were published in high-quality journals. This resulted in 27 articles. Three clusters of organizational practices received most attention in the articles: workplace relations and organizational culture; accommodations; and leadership. The studies found significant positive and negative relationships between practices in these clusters and the three outcomes mentioned above. These empirical findings were supported by the theoretical perspectives used in the studies. Although diverse, most of these theoretical perspectives share their focus on interactions between individuals and their (work) environment. We recommend that future research into the outcomes of organizational practices for EWD should be both broader (examining more clusters of practices and their outcomes for people with and without disabilities) and deeper (examining similar practices-outcome combinations in different contexts). This will increase our understanding of what practices work for whom under what circumstances.

Creating Organisational Working Conditions Where Nurses Can Thrive: An International Action Research Study

Background: Attracting and retaining sufficient numbers of nurses is an international challenge. The group most difficult to retain are newly qualified nurses within their first five years of practice or earlier. A recent US study reported that approximately 25 percent of nurses leave within the first year of graduation. Health organisations play a crucial role in providing workplace cultures where nurses feel empowered and can thrive. Research needs to focus on improving organisational culture, yet most approaches to supporting and retaining nurses have used top–down, management-designed interventions. This article describes a collaborative international programme of research. Methods: This innovative international theory-driven multi-site action research programme adopts a longitudinal co-design approach based on principles of appreciative inquiry to develop and implement organisational support for newly qualified nurses. It integrates the Institute for Health Improvement (IHI) Framework for Improving Joy at Work and the Thriving at Work model, both focused on improving the well-being of the healthcare workforce and health service outcomes. Each year, a new group of nurses during their first-year orientation is invited to participate. Over five years, each cohort will then participate in an annual survey, focus groups, and co-design meetings with nurse leaders/managers, generating new solutions developed through open dialogue for subsequent testing driven by these key stakeholders. Expected outcomes: This research will generate a new co-design management model to improve systems of support that may assist nurse retention and thriving that can be shared with other nursing organisations. It will provide an understanding of the effectiveness of current support for nurses by their employers from the perspective of those nurses whilst providing evidence about what extra support nurses would like from their employers. Conclusions: This international research programme gives agency to nurses and organisational nurse leaders/managers to co-design interventions for building positive work environments where early-career nurses can thrive. This programme will capture what works, where, how, and with whom, ultimately benefiting both individual nurses and the overall effectiveness and sustainability of healthcare systems.

A systematic review of organizational culture change from the micro-macro perspective

A systematic review of organizational culture change from the micro-macro perspective

PENGARUH WORK-LIFE BALANCE DAN ORGANIZATIONAL CULTURE TERHADAP TURNOVER INTENTION PADA PEKERJA GENERASI Z DENGAN EMPLOYEE ENGAGEMENT SEBAGAI VARIABEL MEDIASI

The purpose of this study is to determine whether work-life balance and organizational culture influence turnover intention among Generation Z workers, with employee engagement as a mediating variable. This research employs a quantitative method. The population in this study consists of Generation Z workers. The sampling procedure uses a purposive sampling technique, which selects samples based on specific criteria, resulting in 100 respondents. Data collection was conducted by distributing questionnaires via Google Forms. The data analysis method used is Partial Least Squares (PLS) analysis, performed with SmartPLS software. The results of this study indicate that work-life balance, organizational culture, and employee engagement have a negative and significant effect on turnover intention. Furthermore, work-life balance and organizational culture have a positive and significant effect on employee engagement. However, employee engagement is not proven to significantly mediate the relationship between work-life balance and organizational culture on turnover intention. Keywords : Work-life Balance, Organizational Culture, Employee Engagement, dan Turnover Intention.

Organizational Culture and Commitment Among Instructors of Higher Education Institutions in San Jose City, Nueva Ecija

This study determined the organizational culture and commitment among 42 instructors of higher education institutions in San Jose City, Nueva Ecija, during the second semester of School Year 2019-2020. A descriptive-correlational research design was used in the study. The study employed total enumeration and utilized a questionnaire checklist to collect data. The instructors of higher education institutions in San Jose City have a strong positive organizational culture regarding rewards and recognition. Respondents provide a supportive work culture in their organization. They are committed to their institution, reflected in their belief and acceptance of the goals, willingness to exert effort, and desire to remain in the organization. Furthermore, respondents’ organizational culture in terms of teamwork has a relationship to affective and continuance commitment; communication was associated with continuance commitment and highly significant to normative commitment; training and development were related to continuance commitment and highly substantial to normative commitment; and rewards and recognition were highly significant to normative commitment.

A Scoping Review of the Impacts of Organizational Culture on Diversity, Equity, and Inclusion (DEI) Efforts

The following paper aims to discuss the multifaceted interaction of organizational culture and Diversity, Equity, and Inclusion (DEI). This paper investigates the impact of organizational culture on Diversity, Equity, and Inclusion (DEI) initiatives through a scoping review. Using the Arksey and O'Malley framework, enhanced by Levac et al., and adhering to the PRISMA-ScR checklist, this review systematically identifies, selects, and synthesizes literature from 2016 to 2023. A comprehensive search across PubMed, Scopus, Web of Science, Google Scholar, and AJOL yielded 169 articles. After removing duplicates, 152 articles were screened for relevance, and 105 were excluded based on title and abstract. Of the 47 full-text articles assessed, only 15 met the inclusion criteria, focusing on the intersection of organizational culture and DEI. Key findings highlight that leadership commitment and active employee engagement are essential for embedding DEI into organizational culture. Transparent and inclusive policies significantly influence workforce satisfaction and organizational performance. Cultural dimensions, such as power distance and collectivism versus individualism, shape the effectiveness of DEI strategies, while societal norms and regulatory frameworks critically affect their success. The review underscores the importance of aligning leadership practices and organizational culture with external influences to foster sustainable DEI outcomes. This study provides actionable recommendations for organizations, emphasizing the integration of leadership-driven DEI strategies, culturally sensitive practices, and compliance with societal and regulatory expectations. These insights aim to guide organizations in cultivating equitable, inclusive workplaces while enhancing performance and workforce satisfaction.

Integrating Construction and Operation of Large Interorganizational Projects Based on Resource Orchestration: A Case Study of Shanghai Airports

The separation of construction and operation is a prevalent challenge in large interorganizational projects (LIPs). This study focuses on the integration of construction and operation (ICO) in such projects, aiming to explore how the resource orchestration theory can facilitate the seamless integration of construction and operation. Using Shanghai Airport Group as a case study, this research adopts a longitudinal single-case study approach to analyze 41 years of ICO practices from a full project lifecycle perspective. This study identifies three key phases—synergy, integration, and fusion—and systematically analyzes their respective drivers, actions, and outcomes. Furthermore, grounded in the resource orchestration theory, this study unveils the dynamic evolution mechanism of the ICO in large interorganizational projects. The findings indicate that achieving comprehensive and seamless integration requires project organizers to identify or establish key resources in human capital, technology, and organizational culture. Moreover, through planning alignment and organizational coordination mechanisms, these resources can be effectively connected, transformed, and expanded to facilitate the ICO. By synthesizing practical insights and theoretical deductions, this study provides strategic guidance for enterprises and governments in managing the ICO in large interorganizational projects.

Equity in action: a scoping review and meta-framework for embedding equity in quality improvement

BackgroundThere are increasing efforts to include equity in all quality improvement (QI) initiatives. A comprehensive framework to embed equity in QI has been lacking, which acts as a barrier to...

Innovation within international entrepreneurship: A review and research agenda

Abstract For over three decades, international entrepreneurship (IE) literature has evolved using a combination of international business and entrepreneurship theories and approaches to analyze international new ventures (INVs) or born global firms (BGs). There are three dimensions commonly attributed to firms that engage in IE: innovation, risk-seeking action, and proactive behavior. This systematic literature review analyzes the role of innovation within the IE literature. To do so, we applied the theory, context, characteristics, and methodology model (TCCM) to a corpus of 190 articles published between 2000 and 2022. Based on this analysis, we present an integrative framework and research opportunities in each of the eight identified streams: innovation ecosystems and networks in IE, knowledge as an innovation driver in IE, organizational culture and innovation in IE, the role of networks on innovation processes in IE, the relationship between innovation and performance in IE, the influence of innovation on internationalization speed of INV or BGs, entrepreneur traits and their influence on innovation in IE, the role of business models on innovation within IE, and the linkages between marketing and innovation on IE.