Organizational Values Research Articles

A Crisis Communication Framework for Proactively Managing and Solving Reputational Threats in High-Stakes Organizations

Reputational threats in high-stakes organizations, such as financial institutions, healthcare providers, and governmental agencies, can have profound and lasting impacts, including financial losses, stakeholder mistrust, and operational disruptions. This study presents a comprehensive crisis communication framework designed to proactively manage and mitigate such threats. Drawing on interdisciplinary insights from public relations, risk management, and organizational psychology, the framework emphasizes the importance of proactive planning, real-time adaptability, and stakeholder engagement. The proposed framework consists of three core components: risk anticipation and detection, strategic messaging and narrative control, and stakeholder-centric engagement. The first component leverages advanced analytics and scenario planning to identify potential reputational vulnerabilities before they escalate. The second focuses on crafting consistent, transparent, and empathetic messaging that aligns with organizational values and mitigates misinformation risks. The third emphasizes two-way communication with stakeholders, fostering trust through timely updates and active feedback integration. By integrating modern technologies such as artificial intelligence (AI) for sentiment analysis, social media monitoring, and blockchain for ensuring data integrity, the framework offers a robust and scalable solution for contemporary challenges. Case studies from diverse sectors, including corporate scandals, cybersecurity breaches, and public health crises, are analyzed to validate the framework’s applicability and effectiveness. The findings reveal that organizations adopting this proactive approach are better equipped to navigate crises, minimize reputational damage, and emerge stronger in the aftermath. This study underscores the critical role of foresight, transparency, and adaptability in crisis communication, offering a practical guide for decision-makers and communication professionals in high-stakes environments

Measuring the Human Values That Predominate in the Organization's Culture: A Dynamic Multilevel Linear Mixed Model Based on Genetic Algorithms

ABSTRACTThe alignment between organizational and employee human values is critical in institutions that base their management on values. This research aims to link Schwartz's 10 human values to workplace authenticity, determining prevalent values in organizations. In tandem, nonprofit organizations are intricately intertwined with the values held by their members, forming the bedrock of their identity. To achieve this goal, an in‐depth analysis is conducted on three nonprofit and faith‐based organizations. The study proposes a hybrid model, merging a genetic algorithm with a linear mixed model, to comprehensively explore the intricate relationship between employees’ human values and authenticity in organizational settings. The underlying model is estimated from data to theory using a genetic algorithm (global optimization) to dynamically determine the best set of human values regressors (also considering interaction effects). The regressors selected to explain the authenticity construct the most from two perspectives, namely, the general model (fixed effects) and the particular model (random effects).

ANALYSIS OF THE EFFECT OF PERSON ORGANIZATION FIT AND PERSON JOB FIT IN IMPROVING JOB SATISFACTION PERFORMANCE OF HEALTH SERVICE EMPLOYEES IN NGASEM COMMUNITY HEALTH CENTER, KEDIRI REGENCY IN 2024

The complex role and function of the Community Health Center requires the availability of competent human resources at the Community Health Center. Therefore, Person job fit needs to be applied to adapt to employees' abilities in motivating their performance to achieve organizational goals. The aim of this research is to determine the influence of person organization fit and person job fit in increasing job satisfaction on the performance of health service employees at the Ngasem Community Health Center, Kediri Regency. Data analysis in this research used the Partial Least Square (PLS) method. PLS can be used on all types of data scales (nominal, ordinal, interval, ratio) as well as more flexible assumption requirements. PLS is a structural equation model (SEM) that is component or variant based. that person-organization fit has an insignificant effect on job satisfaction. Person-organization fit has no effect on job satisfaction in this research sample, so H1 which states that person-organization fit has a significant positive effect on job satisfaction is not supported. Person-job fit has an effect on job satisfaction in this research sample, so that H2 which states that person-job fit has a significant positive effect on job satisfaction is supported. The suggestion in this research is to re-evaluate the introduction of organizational values ​​so that they can be understood well by employees. Provide training related to emotional labor management to employees.

FORMATION OF STUDENT CHARACTER IN LEADERSHIP AND ISLAM AT THE ISLAMIC STUDENT ASSOCIATION OF THE COMMISSARIAT FIS UNIMED HMI DELI SERDANG

The Islamic Student Association (HMI), established on February 5, 1947, plays an important role in shaping character, instilling Islamic values, and building the spirit of student leadership. Through structured cadres such as Cadre Training I, II, and III, HMI aims to produce academic personnel based on Islam. This study examines the formation of character and cadre strategies in HMI Commissariat FIS UNIMED, especially in facing the challenges of low student interest, organizational stigma, and time management. The research uses a qualitative approach to Spradley's ethnography, involving observation and interviews. HMI's recruitment strategy includes the use of social media, regular discussions, social activities, and a personal approach. The week-long Cadre I training is a hallmark of HMI Deli Serdang Branch to instill organizational values in depth. Follow-up was carried out to strengthen the understanding of cadres. In conclusion, HMI Commissariat FIS UNIMED remains relevant as an organization for the development of Islamic students through structured cadres and innovative recruitment strategies that produce qualified cadres with a leadership spirit.

It is a sticky wicket: The organizational values of the BBC World News and Al Jazeera English

ABSTRACT The news media industry has consistently been challenged by technological changes affecting its operations. Multiplatform avenues for news consumption, information overload and the proliferation of fake news have significantly contributed to the rise of a shrinking news audience. This study explores how the changing newsrooms affect the organizational values practiced by two renowned rolling news channels – BBC World News and Al Jazeera English. Additionally, with speed becoming more incessant demand than ever, this study aims to identify how these news channels balance immediacy and speed in their news practices. Findings from in-depth interviews conducted with newsmakers in both rolling news channels suggest several factors guide the organizational values of both news channels. Findings further indicate that the choice between accuracy or immediacy will remain a quandary for both news channels. This study expands current knowledge on organizational values in newsrooms. It adds to the ongoing literature on newsroom challenges due to changes in technology, particularly from the perspectives of rolling news channels.

Landing sustainable innovation values in business management

Introduction: Values define the organizational culture, identity, and other essential attributes of the company. Hence the importance of their definition, which must be assumed by all parties involved, and if possible be aligned with them. This is especially relevant in companies seeking sustainability-oriented innovation. Methodology: In this work, we analysed 234 studies focused on sustainability-oriented innovation, in order to learn about the values that govern these types of organizations and how they are put into practice. In the research conducted, we found four types of values that influence the implementation of sustainability-oriented innovation in the company: institutional values, organization’s values, individual values and consumer values. Results: The implementation of these values in the company is problematic due to a lack of knowledge about them and show the need for symbiotic learning. We present a conceptual framework of sustainability-oriented innovation values that is not static but feeds back. Likewise, we collect innovative practices of sustainability-oriented companies, organized according to the typology of values studied. Conclusions: Sustainable innovation in companies is deeply influenced by a complex interplay of institutional, organizational, individual, and consumer values. Continuous learning and adaptability, driven by strong leadership and stakeholder engagement, are crucial for embedding sustainability into corporate practices and achieving long-term sustainable development goals.

Business Model Innovation through AI Adaptation: The Role of Strategic Human Resources Management

AbstractWhile artificial intelligence (AI) requires business model innovation, it simultaneously poses persistent operational, regulatory and strategic challenges, highlighting the importance of researching AI adaptation to appropriate organizational value. AI adaptation is not monolithic, and its nature and consequent value appropriation processes may vary due to external factors and an organization's strategic approach to innovation and resource management. Accordingly, a taxonomy of AI adaptation and its link with value appropriation can yield a theoretical understanding and practical implications of why and how organizations vary in leveraging strategic human resource management to shape business innovation led by AI adaptation. In this paper, we address this issue by applying adaptive structuration theory and conducting interviews with top management personnel from 51 companies based in India. Based on our findings, we develop a novel taxonomy of AI adaptation (exploitive, exploratory, emancipatory and expedient), structured within a 2 × 2 matrix and a robust model of value appropriation within a dynamic business environment.

Leveraging an open access platform to provide organizational value in clinical environments

The Ascension Nurse Author Index is an example of how resource-limited clinical libraries can provide value to their organization by creating a database of peer-reviewed journal article publications authored by their nursing associates. In 2024, Ascension launched a database index to highlight its nurse authors, bring attention to subject matter expertise, foster collaboration among authors, and recognize impact within the profession. The index uses an open access platform, software intended for reference management with a public-facing cloud option, to minimize expenses. This unconventional use of the platform allowed us to capitalize on the software's bibliographic database management capabilities while allowing us to input institutional-specific metadata. By creative use of the open-access platform, librarians can successfully partner to create value for their organization by highlighting the work of its nurses.

A configurational approach to strategic change in family firms

ABSTRACT Strategic change is essential for an organization’s long-term performance and survival. Research has investigated how governance structures, organizational values, capabilities, and firm size, in isolation from one another, influence family firms’ strategic change, yet insights in family firm literature suggest the need to examine the fit among these dimensions. We employ a configurational approach and a framework built from models of fit in family firm literature to examine the interdependence among these dimensions. Using a primary dataset of 275 Belgian private family firms and fuzzy-set qualitative comparative analysis (fsQCA), we identify six configurations leading to high levels of strategic change and three configurations explaining low levels of strategic change. This study contributes to the literature by advancing our understanding of how multiple interdependent dimensions, namely, governance structures, organizational values, capabilities, and firm size, combine to better explain strategic change levels in family firms. The findings also provide concrete formulas for practitioners to create a fit among specific factors in these dimensions to promote strategic change.

Organizational Culture and Employee Turnover at Dahabshiil Bank in Mogadishu, Somalia

The main objective of this study was to establish organizational culture and employee turnover at Dahabshiil Bank in Mogadishu, Somalia. This study conduct at Dahabshiil Bank in Mogadishu, Somalia. This study started February 2021 and finished August 2024. Methods: The study aimed to analyze the organizational culture and employee turnover of Dahabshiil Bank in Mogadishu, Somalia. A total of 200 employees were included, with a sample size of 133. A quantitative research design was chosen for efficiency and cost-effectiveness. Data was collected through a structured questionnaire tool, and quality control measures included validity and reliability. The study involved random and purposive sampling, and all responses were checked for accuracy. The data analysis involved quantitative data analysis and descriptive evaluation. Result: The survey data on organizational values revealed a diverse range of perceptions among respondents. A significant portion expressed dissatisfaction with the clarity of communication about organizational values, while nearly half agreed that they receive clear communication. Employees' self-assessment of their role in promoting a respect-oriented culture revealed diverse perspectives. The influence of organizational values on employees' decisions to stay at work revealed a wide range of perspectives. Recognition by the bank for observing organizational core values revealed a diverse range of experiences and sentiments. The performance appraisal system showed mixed opinions, with 28.1% strongly disagreeing and 17.3% disagreeing. The study shows a negative perception of employee participation in innovation, with a majority disagreeing (85.7%). The impact of Dahabshiil Bank's innovation orientation on employees' commitment to the bank was varying, with 58.6% disagreeing and 30.0% positive, suggesting that the bank's innovation focus influences their decision to stay. Recommendation: The bank should enhance its organizational values through strategies like improved communication, leadership involvement, employee engagement, and feedback mechanisms. To foster a diverse workforce, the bank should reassess its core values. Effective communication is crucial, and leaders should promote the organization's values. To retain employees, tailored retention strategies should consider career progression, compensation, and work-life balance. The recruitment process should be streamlined, and career progression pathways should be established. Lastly, fostering innovation requires increased resources, support, and recognition for employees who contribute to it.

Dietary Profile of Women With Chronic Muscle Temporomandibular Disorder: An Observational Study.

Temporomandibular disorder (TMD) is the main chronic pain that affects the face, and it is associated with dietary changes due to pain and dysfunction. However, there is a scarcity of studies on its impact on nutrition and vice versa. To assess and compare the intake of energy and nutrients among chronic TMD myalgia and asymptomatic women and to evaluate data according to dietary reference intakes (DRI) and the World Health Organization (WHO) values. In this analytical cross-sectional study, 84 female subjects were evaluated according to the diagnostic criteria of TMD (DC/TMD) and allocated into two groups: asymptomatic group (n = 16) and TMD group (n = 68). Participants were assessed using three 24-h dietary recalls and then analysed for energy, macro and micronutrient content (Nutwin programme). The multiple source method programme was used to estimate participants' usual dietary intake. Usual energy and nutrients intake were also analysed according to the DRI and WHO values. The obtained data were analysed using SPSS 25.0 software. The data were considered significant when the p values were ≤ 0.05. The TMD group showed lowered usual intake of cholesterol, sodium, omega-3, omega-6, folate, magnesium, selenium and increased usual intake of trans fat. The TMD group showed a higher prevalence of inadequacy of selenium and folate intake. Dietary intake inadequacies were observed in both groups; however, TMD women showed a significantly lower intake of several nutrients. Long-term dietary assessment is suggested to accurately investigate the relationship between TMD and nutrient deficiencies.

Impact of Workplace Spirituality on Higher Education Institution’s Performance: A Perceptual Analysis of Women Academicians of Bangalore

The high-pace upsurging global competitiveness has forced organizations inculcating diverse practices to achieve competitive growth including resource specific intrinsic growth and overall performance. Human resource being center to the organizations needs optimally inclusive culture and environment that could improve their intrinsic (cognitive) capabilities like meaningful work yields, healthy inner-life, sense of community, constructive work attitude, alignment with the organizational values, job-satisfaction and commitment. It can improve overall productivities of individual as well as organizations. To achieve it, workplace spirituality has been identified decisive in numerous literatures; yet, its generalizability across industries has remained debatable. With this motive, in this study the key emphasis was made on assessing the impact of workplace spirituality on higher-education institution’s performance. Specifically, this study quantifies the female academician’s perception towards the impact of workplace spirituality on institutional performance. This study makes use of the mixed research paradigm including qualitative and quantitative methods, where both primary as well as secondary data were applied to understand the impact of workplace spirituality on higher-education institutional performance. The semi-structured interviews conducted over 450 female academicians working in higher-education institutions of Bangalore, and allied statistical quantification revealed that workplace spirituality can improve teacher’s intrinsic and cognitive capabilities as well as emotional intelligence that improves teacher’s efficiency as well as institutional productivity. The study revealed that the workplace spirituality at the higher education institutions inculcates holistic teaching practices, accommodating, harmonious, revitalizing and innovative teaching environment that eventually improves student’s performance and overall growth. The research outcomes can be of paramount significance for educational institutions as well as academicians to inculcate workplace-spirituality to improve corresponding yields and well-being..

Learning organization in social work institutions

Organizational culture plays a critical role in shaping the values, behaviors, and operational dynamics of social work institutions. This paper explores the multifaceted nature of organizational culture, emphasizing its impact on institutional effectiveness, adaptability, and sustainability. Drawing on theoretical frameworks and empirical studies, the analysis highlights the interplay between organizational values, leadership, supervision, and innovation in fostering a learning-oriented and inclusive environment. Challenges such as resource constraints, resistance to change, and staff burnout are examined alongside opportunities for growth through technological integration and authenticity. The discussion underscores the need for a balanced approach that combines stability with innovation to address evolving societal needs. The findings offer valuable insights for policymakers, practitioners, and educators, providing a foundation for building resilient and adaptive social work institutions.

Climate change and the planned relocation of people: A longitudinal analysis of Vunidogoloa, Fiji.

Rising sea levels under a changing climate will cause permanent inundation, flooding, coastal erosion, and saltwater intrusion. An emerging adaptation response is planned relocation, a directed process of relocating people, assets, and infrastructure to safer locations. Climate-related planned relocation is an unfolding process, yet no longitudinal studies have examined outcomes over time. Vunidogoloa, a low-lying coastal village in Fiji, relocated to higher land in 2014. This paper considers the dynamic outcomes of relocation, based on qualitative data collected between 2015 and 2023. It examines: residents' changing experience of climate and environmental risk; governance and decision-making processes over time; improved access to many resources and services along with incomplete infrastructure; opportunities and threats to health; and changing social organization and place-based values. The paper foregrounds change over time and provides in-depth examination of dynamic planned relocation experiences and (mal)adaptation outcomes in Vunidogoloa, Fiji.

The implementation of IFRS electronic financial reporting – XBRL and usefulness of financial information: evidence from Jordanian finance industry

Purpose This study aims to compare the usefulness of financial information in the Jordanian finance industry before and after applying eXtensible Business Reporting Language (XBRL) as a new regulatory requirement under International Financial Reporting Standards (IFRS). Financial information usefulness is measured using the Nijmegen Centre for Economics (NiCE) disclosure index. This index examines IFRS-defined “qualitative characteristics of useful financial information”. These are relevance, faithful portrayal, understandability, comparison and timeliness. Design/methodology/approach To evaluate the formulated hypotheses, ordinary least squares regression analysis was used on a dataset consisting of 954 observations from the Jordanian financial industry, specifically the banking, insurance and real estate sectors, spanning the period from 2005 to 2022. The content analysis method has been used to quantify the extent of each characteristic of useful information disclosure. Findings The investigation validates that the utilisation of XBRL generally enhances the usefulness of financial information in terms of its “relevance, faithful representation, comparability, and timeliness”, although no association was found regarding the duration of understandability. To ensure effective adoption of XBRL in Jordan, it is essential to provide suitable infrastructure to XBRL suppliers and offer training to XBRL users. Practical implications This research advances the field and may be valuable in areas with minimal XBRL framework usage. This analysis can assist businesses in understanding how XBRL affects financial information quality in the age of technological adoption. The findings help regulators and policymakers monitor Jordanian enterprises’ technological adoption and propose IFRS-XBRL-compliant legislation. This could improve measurement and disclosure while protecting investors and integrity. Thus, this research shows that potential investors in Jordanian enterprises must understand and evaluate electronic financial report data. The findings affect business and policy, so executives, lawmakers and stockholders should evaluate them. As technology advances, practitioners and scholars must recognise XBRL’s potential to improve organisational values and effects. These findings can apply to Middle Eastern (ME) countries with similar institutional, cultural and accounting frameworks. Originality/value This study combines agency, signalling and stakeholders’ theories, motivational theories for technology adoption, institutional theories and technological acceptance theories to analyse how XBRL affects financial information. To the best of the author’s knowledge, no other scholarly study has examined how XBRL affects country-level financial information usefulness. This study illuminates XBRL’s country-level benefits and complements firm-level assessments. These are crucial for ME and Jordan’s economic growth. Jordanian data and the existing disclosure index of financial information usefulness are used for the first time to evaluate XBRL.

Thinking Before Acting: A Framework for Reflective, Values-Aligned Leadership

This article explores how thoughtful, deliberate leadership grounded in mindfulness can lead to stronger and more sustainable organizational outcomes. Research has shown connections between mindfulness, intentional decision-making, and positive leadership impacts. Mindful leaders exhibit lower emotional reactivity, greater emotional intelligence, and decisions more closely aligned with organizational values and long-term goals. Teams led by mindful leaders experience less conflict, higher cohesion, and greater creativity. The article examines specific decision-making frameworks like the Reflective Leader Model and Kepner-Tregoe Method that embed reflection and foresight into every stage of the leadership process. Practical examples are provided across industries to demonstrate how these principles can be applied to priority-setting, difficult conversations, strategic planning, and change management. While the impulse to act quickly exists, the article concludes that pausing to think through decisions mindfully results in wiser choices that benefit the entire organization.

A Comprehensive Systematic Review: Conflict Management and Teachers Work Culture

In recent years, conflict management has received significant attention in maintaining a positive and productive work environment where unresolved conflict can lead to a toxic culture, increased stress, and reduced job satisfaction among teachers. This review synthesizes findings from multiple studies to explore the influence of organizational culture, leadership style, communication norms, and power dynamics on conflict management strategies and outcomes in schools. The literature highlights the importance of effective communication, emotional intelligence, cultural awareness, and collaborative practices in fostering a supportive work environment. Additionally, the role of organizational culture in either mitigating or exacerbating conflict is highlighted, with studies revealing that positive cultural attributes, such as inclusiveness and openness, increase the effectiveness of conflict resolution. This systematic study examines the critical role of conflict management in shaping the work culture of teachers in an educational environment. To achieve this goal, we conducted an extensive search of scholarly articles from reputable databases such as Scopus, Web of Science and Eric, focusing on studies published between 2020 and 2024. The study stream is based on the PRISMA framework. The database found (n=53) of the final primary data was analyzed. The findings of the study show that leadership style, organizational values and work environment are important in shaping conflict management practices, ultimately affecting the overall effectiveness of teachers' work culture in educational institutions. The review also identified gaps in the literature, particularly the need for more research in diverse educational contexts and the long term effects of leadership interventions on conflict management. The insights provided by this review have significant implications for policymakers, educators, and administrators who aim to foster constructive work cultures and improve educational outcomes.

Influence of sustainability practices on employee commitment in automobile industry

The objective of the study is to highlight the strategic role of different intangible assets like sustainability practices in driving commitment from workers. The study utilizes Intellectual capital-based view theory to explain the role of sustainability practices in driving organizational cultural values, or long-term relationships among the firm and its stakeholders - customers, allies, and suppliers. The company in general is gaining competitive advantages in being useful to the society where it does business. A survey is used to collect data from automobile industry. This industry is chosen based on their higher carbon foot prints. The results of the survey presented important clues and specific pattern in the first instance. Further structural equation modeling (SEM)-based approach is used to test the relationship between the dependent and independent variables. The results assure the indirect influence of soft practices on employee commitment in the organization. This study provides useful insights into the impact of sustainability practices on the human capital management in the organization. After the data analysis it was concluded that sustainability practices have a mediating effect on employee behavior and they influence the organizational commitment of an employee.

The Degree of Practicing Organizational Values among School Principals in Northern Aghwar and their Relationship to School Development

The Degree of Practicing Organizational Values among School Principals in Northern Aghwar and their Relationship to School Development

Penerapan Nilai-Nilai Islam dalam Manajemen Sumber Daya Manusia

Human resource management plays an important role in the success of an organization, influencing productivity, efficiency, and reflecting the organization's values and principles. Islam provides relevant guidance for managing human resources in a fair, ethical, and sustainable manner, emphasizing the fulfillment of workers' rights, the creation of a supportive work climate, and integrity at work. Principles such as justice, work ethics, wise leadership, deliberation, and employee welfare are the main foundations in Islamic-based human resource management. This study uses a qualitative method with a literature review from the Qur'an, hadith, and references related to human resource management in Islam. Through content analysis, this study finds that the application of Islamic principles in HR management can create a fairer, harmonious, and productive work environment, which ultimately contributes to the well-being of all parties in the organization.