Innovative Organizational Culture Research Articles

The Effect of Transformational Leadership on Organizational Culture Change: A Case Study of the Manufacturing Industry

This study aims to analyze the influence of transformational leadership on organizational culture changes in the manufacturing industry. The phenomenon behind this research is the challenges faced by the manufacturing industry in adapting to the dynamics of the business environment, such as technological developments, global competition, and demands for increased innovation and efficiency. Many manufacturing companies have difficulty adapting due to rigid organizational cultures and employee resistance to change. Transformational leadership is seen as an approach that is able to overcome these obstacles by encouraging adaptive, innovative, and performance-oriented cultural change through empowerment, motivation, and effective communication. This study uses a quantitative method with survey techniques as a data collection tool. A total of 121 respondents, consisting of employees in the manufacturing sector, were selected using the purposive sampling technique. The research instrument is in the form of a closed questionnaire with a five-point Likert scale. The data obtained were analyzed using SPSS version 25 software to conduct validity, reliability, and multiple linear regression tests to test the relationship and influence between transformational leadership and organizational culture change. The results of the study show that transformational leadership has a significant influence in creating a more adaptive, innovative, and performance-oriented organizational culture. Factors such as effective communication, employee engagement, and an appreciation for creativity were found to be important elements in supporting such change. These findings suggest that the application of transformational leadership is particularly relevant in the dynamic manufacturing industry, especially in the face of market challenges and changing business environments. Leaders in this industry are expected to adopt transformational leadership to build a more responsive and productive organizational culture.

Transforming Leadership Style: Enhancing Organizational Culture, Innovative Behavior and Employees Performance

Research aims: This study aimed to investigate how positive Employees Performance can be achieved when leadership behavior fosters Organizational Culture and Employees Innovative Behavior.Design/Methodology/Approach: This quantitative study obtained data through an online questionnaire, where responses were collected from 150 employees of private companies in DKI Jakarta area. The data were then analyzed using Structural Equation Model (SEM) with AMOS version 25.Research findings: The results showed that Transformational Leadership had no direct effect on Organizational Culture, Employees Innovative Behavior, or Employees Performance. However, Transactional Leadership had a direct effect on Organizational Culture and Employees Innovative Behavior, but not on Performance. Even when mediated by Organizational Culture and Innovative Behavior, Transformational Leadership still had no effect on Performance. On the other hand, Transactional Leadership, when mediated by Organizational Culture and Employees Innovative Behavior, had more significant influence on Performance.Theoretical Contribution/Originality: This study offered a novel perspective by showing that neither Transformational nor Transactional Leadership had a direct impact on Employees Performance. However, the mediating role of Organizational Culture and Innovative Behavior strengthened the influence of Leadership on Employees Performance.Practitioners/Policy Implications: To improve Employees Performance through Transactional Leadership, leaders should cultivate innovative Organizational Culture and foster Employees Innovative Behavior. In addition, leaders should address deviations in employees behavior and recognize positive contributions, ranging from verbal praise to offering promotion opportunities.Research Limitations/Implications: This study focused on Transformational Leadership, Transactional Leadership, Organizational Culture and Employees Innovative Behavior, as well as Employees Performance. Future studies were recommended to consider adding independent variables such as Creative Self-efficacy and Humble Leadership. Meanwhile, companies were expected to maintain a flexible culture to adapt to changes, and continuously nurture employees' creative ideas by providing opportunities. Leaders should also consistently monitor employees behavior and acknowledge good performance.

Influential factors in general public opposition and public servant concerns toward municipal DX promotion in Japan

PurposeThis study aims to investigate the factors influencing public servants’ anxiety and general public’s opposition toward the implementation of digital participatory platforms (DPPs) and municipal digital transformation (DX) in Japan. By addressing these factors, the research seeks to provide insights for policymakers to facilitate smoother transitions to digital governance and increase public acceptance and engagement.Design/methodology/approachThe study uses surveys conducted with both general public and public servants. The surveys were designed based on previous research and collected data through Web-based questionnaires. General public’s data were collected from 366 valid responses over four days in July 2022, while public servants’ data were gathered from 197 valid responses over eight days. Statistical analysis was used to identify key factors influencing anxiety and opposition.FindingsPublic servants’ anxiety is influenced by self-perceived creativity, openness to innovation, international collaborations, work-life balance and gender equality reforms. The general public’s opposition stems from dissatisfaction with current digital tools, social media use and political engagement. Both groups could benefit from targeted training, improved usability and inclusive engagement strategies.Practical implicationsThe findings suggest that targeted training to enhance public servants’ creativity and digital literacy, fostering an innovative organizational culture and promoting work-life balance can reduce anxiety about DPPs. For general public, improving the usability of digital tools, engaging them in the design process and leveraging social media for communication and feedback can increase acceptance of digital initiatives.Social implicationsUnderstanding the concerns of both public servants and general public regarding DX can lead to more inclusive and effective governance. By addressing these concerns, policymakers can foster greater public trust and engagement, ultimately enhancing the effectiveness and transparency of municipal governance.Originality/valueThis study provides a comprehensive analysis of the factors contributing to resistance to DX in public governance. By examining both public servants’ and general public’ perspectives, it offers valuable insights for designing and implementing strategies to facilitate smoother transitions to digital participatory governance.

The influence of innovative organizational culture on innovativeness in Thai SMEs: The mediating effects of human resource management and innovative skills

The influence of innovative organizational culture on innovativeness in Thai SMEs: The mediating effects of human resource management and innovative skills

Strategi Komunikasi: Reintegrasi Sosial Anak Berhadapan Hukum di Kabupaten Nunukan

Social issues involving children in conflict with the law in Indonesia, particularly in Nunukan Regency, are increasingly complex. The Ministry of Social Affairs, focusing on such cases, indicates a rise in sexual abuse cases against underage girls. Research conducted at the Social Services, Women's Empowerment, and Child Protection Agency of Nunukan Regency underscores the importance of family communication, affection, and attention in supporting social reintegration of these children. Effective communication is noted as key in this process, despite obstacles such as resource limitations. PT Pos Indonesia, facing dynamic consumer demands, is turning to strategic innovations and digital economy. Adapting to changes in business environment and consumer needs, the company is modernizing its services, investing in technology infrastructure, and shifting from profit-oriented to customer-oriented paradigms. Despite challenges, PT Pos Indonesia is committed to fostering an adaptive and innovative organizational culture, and leveraging technology to overcome supply chain obstacles and increase efficiency.

Innovative organizational culture and artificial intelligence on organizational harmony: Basis for enhanced employee engagement framework

Innovative organizational culture and artificial intelligence on organizational harmony: Basis for enhanced employee engagement framework

Enhancing competitive advantage through digital innovation and organisational culture in the logistics sector

Introduction: The modern logistics sector is rapidly changing under the influence of digital technologies. The use of innovative digital technologies can significantly increase efficiency, reduce costs and improve customer service. Objectives: Formation of a comprehensive theoretical approach to the impact of innovation transfer and organizational culture on improving logistics processes and achieving sustainable competitive advantages in the context of digital transformation. Methods: Empirical research methods include analysis and synthesis, SWOT analysis, grouping method, abstraction, and generalisation. Results: The study analyses the impact of digital transformation on logistics processes, examines the main trends and technologies that promote the digital transformation of logistics chains, assesses the impact on the efficiency and productivity of logistics processes, determines the significance of innovation in developing logistics strategies and enhancing companies' competitiveness, and outlines the factors that contribute to innovative activity in logistics companies. The influence of technological changes on digital competitiveness is substantiated based on the IMD World Digital Competitiveness Ranking indicators for 2023. Countries worldwide are grouped according to their level of digital competitiveness, the impact of education, the implementation of innovations, and their readiness for transformational changes. The impact of innovation transfer on the competitive advantages of the logistics company Amazon is studied. Critical aspects of the organisational culture of digital transformation in modern conditions are outlined. A SWOT analysis of digital transformation in the logistics business is presented using the example of "Nova Poshta." Opportunities and threats to logistics entrepreneurship regarding competitive advantages in digital transformation are identified. Conclusions: The main directions of digital transformation for a logistics company are highlighted.

Fostering an Innovator's Mindset: How Leaders Can Cultivate Creativity and Drive Change

Abstract: This article discusses strategies for leaders to foster an organizational culture of innovation. Innovation requires certain environmental and psychological conditions, namely psychological safety, autonomy, flexibility, and access to resources. Leaders must establish these enabling factors to allow creative ideas to flourish. They should also cultivate a growth mindset among employees by emphasizing learning over fixed abilities. Practices like communication, coaching, and recognition systems can shape mindsets. Additionally, leaders should actively engage employees in the innovation process through crowdsourcing platforms, cross-functional projects, hackathons, and senior leadership involvement. Storytelling, recognition events, and communicating impacts keeps innovation visible and motivates participation. The article presents case studies of companies like Atlassian, Toyota, and Kaiser Permanente that have successfully operationalized these strategies. It argues that nurturing creativity from within inspires new strategies and positions organizations to embrace disruption.

Exploring the Role of ChatGPT in Shaping an Innovative Organizational Culture, Responsiveness to Change, and Enhancing Human Resource Development

The rapid development of digital technology has prompted organizations to adopt new tools and systems to enhance operational efficiency and effectiveness. One of the latest technologies garnering widespread attention is artificial intelligence (AI), including language models like ChatGPT, capable of processing and generating text naturally. This research aims to further explore how ChatGPT can be implemented within organizations to cultivate an innovative culture, responsiveness to change, and effectively support human resource development. This study employs a literature review method with a qualitative approach. Data were collected from articles published on Google Scholar between 2021 and 2024, considering Google Scholar as a comprehensive and credible academic database. The findings indicate that ChatGPT plays a crucial role in fostering innovation by serving as a catalyst for creative ideas and new solutions. Furthermore, ChatGPT has proven to enhance organizational responsiveness to changes in the business environment by providing accurate insights based on real-time data. On the other hand, utilizing ChatGPT as an interactive training tool also aids in accelerating employee competency development. However, it is essential to consider the ethical challenges and considerations in the use of this technology, including data privacy issues and overreliance.

Corporate Entrepreneurship Strategy Initiative at Gojek Indonesia

Corporate entrepreneurship becomes an innovation and creativity in solving problems and finding opportunities to improve business processes and enhance organizational performance. This study aims to explore successful corporate entrepreneurship initiatives at Gojek Indonesia to enhance competitiveness and provide added value to Gojek users and partners. This study uses a qualitative method with a literature review to identify, evaluate, and interpret all relevant sources. The results show that an innovative organizational culture, visionary leadership, and adequate resource availability support Corporate Entrepreneurship (CE) at Gojek. Gojek Indonesia has successfully implemented various innovative corporate entrepreneurship initiatives, such as developing GoPay and GoFood products, strategic partnerships with Tokopedia, and employee empowerment through training and development programs. The positive impact of corporate entrepreneurship at Gojek is evident in various aspects, including increased innovation and creativity, higher adaptability, operational efficiency, more comprehensive market penetration, increased customer loyalty and satisfaction, and long-term growth and sustainability. Therefore, corporate entrepreneurship is a critical element of modern business strategy that helps companies stay relevant and competitive and provide added value to users, partners, and the broader community

Age-considerate employee engagement strategies in SMEs: Analysis of practices and research opportunities

This paper aims to examine the crucial role of employee engagement in the operational success and resilience of small and medium-sized enterprises in the European Union, with a specific focus on the impact of age diversity on engagement strategies. Tailored engagement strategies significantly improve job satisfaction, decrease turnover rates, and promote a cohesive organizational culture. The study is based on an extensive analysis of previous research and scientific publications, providing a comprehensive overview of the current state of employee engagement practices within small and medium-sized enterprises. It explores how various age groups within the workforce perceive and react to different engagement initiatives, emphasizing the necessity for customized approaches. The paper also delves into the specific engagement tactics that have proven effective across different age demographics, such as digital tools for younger employees and recognition programs for older employees. Moreover, the paper discusses the broader implications of these findings for human resources managers and business leaders, highlighting the strategic importance of implementing age-aware engagement practices. It calls for further research to explore the long-term effects of these strategies, particularly in the context of evolving workplace dynamics and technological advancements. By adopting such tailored strategies, small and medium-sized enterprises can not only enhance employee satisfaction and retention but also foster a more innovative and adaptable organizational culture. In conclusion, this study underscores the importance of a nuanced and flexible approach to employee engagement in small and medium-sized enterprises.

Business Model Innovation and Corporate Competitive Advantages in the Digital Economy Era

In the digital economy era, enterprises face unprecedented challenges and opportunities driven by the rapid advancement of digital technologies. To thrive in this dynamic environment, enterprises must continuously innovate their business models to create and capture value in new ways. This paper explores the relationship between business model innovation and corporate competitive advantage in the context of digital transformation. Drawing on the resource-based view, dynamic capabilities framework, and other theoretical perspectives, this paper examines the characteristics, mechanisms, and strategies of business model innovation in the digital age. Through a comprehensive literature review and analysis of representative cases, we identify three key trends shaping business model innovation: digitalization, platformization, and intelligentization. We argue that enterprises need to leverage these trends to design customer-centric value propositions, build digital capabilities, construct open and collaborative value networks, and foster an agile and innovative organizational culture. Our findings highlight the importance of value creation, value capture, and value network effects in driving competitive advantage through business model innovation. We propose a framework that integrates these mechanisms with the core components of business models, providing a holistic and systemic view of business model innovation in the digital economy. We also discuss the implications of our research for theory and practice, emphasizing the need for further studies on the dynamics and outcomes of business model innovation in different contexts and industries. This paper contributes to the growing literature on business model innovation and competitive strategy in the digital age. By bridging the gaps between different theoretical perspectives and providing actionable insights for practitioners, we aim to advance the understanding and application of business model innovation as a key driver of corporate competitive advantage. Our research suggests that enterprises that can effectively align their business models with the evolving digital landscape will be better positioned to create and sustain superior performance in the face of increasing complexity and uncertainty.

The Influence of Company Innovation Strategies and Organizational Culture on Employee Performance

One of the key factors in creating competitive advantage is the company's innovation strategy. An effective innovation strategy can help companies identify new business opportunities, develop innovative products or services, and improve employee performance. In the current era of increasingly fierce competition and globalization, innovation is very important for business success and continuity. Companies that use a successful innovation approach can gain competitive advantage, improve operational efficiency, and meet changing market demands. In that context, this thesis aims to examine the influence of company innovation strategy (X1) and organizational culture (X2) on employee performance (Y) at a family corporate. This research uses a quantitative method using a questionnaire as a data collection instrument. Data obtained from 92 employee respondents at a family corporate were analyzed using multiple linear regression techniques to determine whether a dependent variable is influenced by one or more independent variables. The research results show that the significance value of the Innovation Strategy variable is 0.037, which is smaller than the significance level which is generally set at 0.05. This implies a partially significant influence between Innovation Strategy and Employee Performance. In other words, the Innovation Strategy variable makes a significant contribution to variations in Employee Performance. These findings provide a strong basis for concluding that organizations need to pay attention to and strengthen the implementation of Innovation Strategy as part of a broader management strategy. Therefore, an appropriate approach is needed in an effort to improve employee performance, so that all PT Rise Jaya employees can understand the innovation strategy and organizational culture so that they can be even better in the future.

Work Conflict Map: A Bibliometric Review of Key Elements and Their Development

Work conflict is a pervasive phenomenon within organizational dynamics, garnering significant scholarly attention due to its multifaceted nature and profound impact on organizational performance and individual well-being. This bibliometric review scrutinizes the evolving landscape of work conflict literature, aiming to identify key trends, thematic clusters, and future research directions. By systematically analyzing a corpus of publications retrieved from reputable academic databases, including Scopus and Web of Science, this study provides a comprehensive overview of prevailing research themes and their development over time. Through methods such as overlay visualization, influential author analysis, clustering analysis, and density visualization, this study illuminates the intricate interplay between various constructs associated with work conflict, such as stress, job satisfaction, burnout, and leadership. Key findings underscore the evolving nature of work conflict research, highlighting emergent themes such as the impact of the pandemic, health-related concerns, and gender-specific experiences. Moreover, the study emphasizes the importance of proactive conflict management strategies and organizational support mechanisms in mitigating the negative consequences of work conflict. The findings of this study have significant implications for both researchers and practitioners, providing valuable insights into the current state of knowledge regarding work conflict and guiding future research endeavors aimed at fostering collaborative and innovative organizational cultures. Keywords: Work conflict, Bibliometric review, Research trends, Conflict management, Organizational dynamics.

Assessing the Role of HRM and HRD in Enhancing Sustainable Job Performance and Innovative Work Behaviors through Digital Transformation in ICT Companies

In the era of Industry 4.0, digital transformation has become a cornerstone for modern organizations, fundamentally altering how businesses operate and compete. This study delves into the impact of digital transformation on human resource management (HRM), human resource development (HRD), and employees’ innovative work behaviors and job performance in a rapidly evolving business environment. In conducting a survey among 391 employees from information and communication technology (ICT) companies in China, structural equation modeling was employed to analyze the data. The findings reveal a correlation between digital transformation and innovative work behaviors and job performance, with HRM and HRD playing partial mediating roles. Digital transformation not only optimizes work processes and enhances productivity but also fosters the innovation of business models and processes. Moreover, the research indicates the critical importance of implementing efficient digital systems and processes in promoting an organizational culture of innovation and enhancing employees’ innovative capabilities. Thus, digital transformation is seen as a pivotal strategic tool, altering not just the modus operandi of organizations but also influencing employee behavior and performance.

Leadership 5.0, Cross-Functional Collaboration, and Team Innovation Attributes Among Faculty in Selected Higher Education Institutions

This study investigates the Leadership 5.0 characteristics of school administrators and assesses the importance of these leadership qualities on cross-functional collaboration and team innovation of faculty members within a higher education setting. Covering a spectrum of leadership competencies such as digital savviness, agility, innovation, and sustainability, the analysis reveals how these attributes correlate significantly with the dynamics of team collaboration and innovation. The findings highlight the imperative for administrators to continuously develop their capabilities to navigate the complexities of modern educational environments effectively. Key areas identified for development include enhancing digital and agile leadership skills, fostering a culture of innovation, and strengthening ethical frameworks and linkages within and beyond the institution. Recommendations emphasize the need for targeted professional development programs that address these key competencies, promoting a more collaborative and innovative organizational culture. Through structured training sessions, the adoption of collaborative tools, and the reinforcement of team-oriented practices, this study provides a strategic blueprint for enhancing the efficacy of educational leaders. The results affirm that successful leadership in education is not merely dependent on inherent traits but on continual growth, strategic foresight, and the effective management of interpersonal and technological resources, ensuring resilience and success in meeting contemporary educational challenges.

Is “Responsible Leadership” A Pathway Toward Improving Performance Among Micro and Small Restaurants with Innovative or Bureaucratic Organizational Cultures?

ABSTRACT In recent years, responsible leadership (RL) practices have become more common across all types of businesses and in those associated with tourism in particular, characterized by micro and small enterprises (MSEs) and where dependence on the leader is even greater. But this style of leadership needs further theoretical development. One way to advance in this theoretical development is to demonstrate empirically the outcomes of RL. This leadership style goes beyond the leader-employee relationship, impacting all stakeholders and, therefore, interacting with the organizational identity. Therefore, the aim of the present study is to analyze the effect of RL practices on business performance in the restaurant sector, where many companies are micro or small, taking into account the moderating effect of organizational culture (OC). The study is conducted on a sample of 141 MSE restaurants in tourist areas of Spain, with the owner or general manager being the key informant. The results show that RL practices contribute to the improvement of both financial and innovation performance among such businesses. This effect is even greater when the restaurant develops an innovative OC. These results show that the impact of RL on business performance is higher in innovative organizations, linking the theoretical developments around RL and OC.

Innovative Strategies In Human Resource Management: Optimizing Organizational Performance In The Digital Age

In the ongoing digital era, organizations are faced with various changes that require them to optimize performance in order to remain competitive and sustainable. One approach that can be used to improve organizational performance is through human resource management, given the important role of humans as assets for organizations. The focus of this research is to analyze innovative strategies in human resource management that can improve organizational performance in the digital era. This research uses qualitative methods with data collection techniques through literature studies. After the data is collected, data analysis is carried out which includes the stages of data simplification, data presentation, and conclusion drawing. The conclusion of the research explains that innovative strategies in HRM such as leveraging technology to improve HRM implementation, establishing an innovative and adaptive organizational culture, focusing on developing employees' digital skills, implementing effective talent recruitment and retention strategies, and conducting regular evaluations of these strategies, are able to overcome challenges that may arise during HRM implementation in organizations. Thus, these innovative strategies will help improve HRM implementation, and ultimately optimize organizational performance in the digital era.

Critical Appraisal of Definitions on Intelligence within the Organizational Context

This article explores the different forms of intelligence in relation to expanding organizational design and enhancing development, and how it entertains the notions of growth and success. Furthermore, it embraces how the amalgamation of the different forms of intelligence contributes to the relevancy and longevity of the organization. Thereafter, leadership is discussed as crucial for organizational success that reflects engagement of decision intelligence, business intelligence, and competitive intelligence as key pillars of strategic decision-making. These concepts are taken to enable leaders in understanding complex problems that lead to developing innovative and creative solutions. The proposition here is transformative intelligence that is taken to combine these three concepts of intelligence that potentially would revolutionize organizational leadership and consequent decision-making. Simultaneously, the five pillars of leadership, or the 5Qs (Cognitive Intelligence, Digital Emotional Intelligence, Moral Intelligence, Innovation Intelligence, and Spiritual Intelligence), also contribute to strategic decision-making, enabling organizations to achieve desired transformation. This spectrum of reviewing intelligence as a combination concept benefits organization through streamlined decision-making, customer-centricity, anticipating disruptive forces, improved innovation, and better organizational culture. This article examines the scopes and potential drawbacks of each type of intelligence and showcases how adopting a business model which utilizes and combines the aforementioned types of intelligence ultimately creates a stronger and more resilient organization.

Research on the Impact of Innovative Organizational Culture on Employee Creativity in Business Administration

This study investigates how innovative organizational culture influences employee creativity in business management. Through examining innovative organizational culture and employee creativity development, it highlights the disconnection between them. By employing literature review and case analysis, it aims to understand the relationship between organizational culture and employee creativity. The research identifies key reasons behind the disconnection and suggests strategies for enhancement. These strategies involve optimizing organizational structure, fostering a supportive innovation climate, and establishing effective innovation incentives. The findings emphasize the importance of aligning innovative organizational culture with employee creativity to boost innovation and competitiveness. The article concludes by summarizing its contributions and suggesting future research avenues.