Organizational Culture Research Articles

Transforming enterprise systems with performance engineering excellence

This article explores the transformation of enterprise systems through advanced performance engineering methodologies and strategies. It examines how Fortune 500 enterprises have revolutionized their system performance by implementing sophisticated performance engineering practices across various domains. The article investigates the challenges faced by modern enterprise applications in distributed environments, including latency issues, resource allocation inefficiencies, and workload unpredictability. Through comprehensive analysis of real-world implementations, the article demonstrates how organizations have achieved significant improvements in operational efficiency, customer satisfaction, and system reliability through strategic performance engineering initiatives. The article covers various aspects including cloud-native architectures, shift-left testing practices, and the establishment of performance-oriented organizational cultures, providing insights into best practices and measurable business impacts of performance engineering excellence.

Importance of ethical behavior in sports management

This dissertation explores the critical importance of ethical behavior in sports management, delving into how it shapes trust, compliance, and stability in sports management relationships. Ethical conduct, characterized by integrity, truthfulness, and commitment to moral values, is positioned as a fundamental pillar for maintaining a positive reputation and fostering long-term customer relationships. The study highlights the negative repercussions of unethical practices, including reputational damage, legal consequences, and financial losses. It highlights the importance of trust in forming strong sports management relationships and the legal consequences of unethical behavior in sports. Additionally, the study explores how organizational culture affects ethical behavior, the role of ethics in subordinates well-being and motivation, and the wider consequences of ethical practices in relation to corporate social responsibility goals. Using qualitative research methods, this study seeks to offer an in-depth insight into the ethical dilemmas encountered by sports professionals, the impact of leadership and organizational policies on ethical decision-making, as well as the various advantages of maintaining ethical conduct in sports settings

The impact of school culture on implicit theories: the case of Arab teachers’ perceptions of the ideal student

ABSTRACT We examined the mental frameworks (schemas) teachers use to define the characteristics of an ideal versus non-ideal student in the classroom. These perceptions serve as criteria for evaluating students and profoundly shape a teacher’s behaviour. Using implicit followership theory (IFT), we explored how organisational (school) culture shapes teachers’ perceptions of ideal and non-ideal (anti-prototype) students. The study involved 460 Arab teachers from 43 public schools across Israel. We found organisational culture reinforced perceptions of the ideal student’s characteristics, but did not appear to affect perceptions of the anti-prototype. We also investigated the relationships between school culture and teachers’ perceptions within the context of gender. Our findings underscore the significance of organisational culture in shaping teachers’ perceptions of students and shed light on student success.

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

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

Using capacity assessments and tailored technical assistance to advance trauma informed care integration at the organizational level

BackgroundThe prevalence of trauma among individuals with HIV has prompted efforts to integrate trauma-informed care (TIC) into HIV care and treatment to improve health outcomes. A TIC Implementation Model, developed by a US capacity-building organization focuses on organizational changes, aligning cultural and physical environments, emphasizing values like safety and trustworthiness, engaging leadership, and training staff in skills-based TIC services. Despite growing research, gaps remain in understanding the relationship between organizational capacity, provider knowledge, and the dosage of technical assistance (TA) required to sustain TIC integration. Researchers investigated how the project team adapted the type and amount of TA based on initial Cultural Assessment scores (measuring core TIC values) and its impact on Implementation Status scores.MethodsThis study focuses on eight of 20 HIV care agencies in New Jersey that had largely met their TIC implementation goals by Spring 2022. As part of the TIC Implementation Model to measure agency capacity and implementation progress over time, agency staff and clients completed a Cultural Assessment (n = 72) and Physical Assessment (n = 43); staff completed a Pre/Post Training Survey (n = 296); and implementation teams at 8 agencies completed an Implementation Status Assessment Tool. Additionally, TA Logs capturing the details of TA meetings with the eight agencies were recorded by project staff. Data from these tools were analyzed in aggregate by agency using descriptive and correlational analyses.ResultsResults demonstrated responsive TA correlated with agencies’ baseline capacity. Agencies with lower capacity received significantly more frequent and extended TA encounters, which were associated with higher implementation scores and improvements in cultural environments for staff and clients (e.g., new protocols for staff response plans).ConclusionsThese findings underscore the importance of tailored TA in fostering diverse organizational cultures conducive to TIC implementation. For HIV care agencies, successful TIC implementation can impact health behaviors and outcomes for clients impacted by trauma. The TIC Implementation Model significantly advanced organizations’ ability to transform their culture and systems, increasing their capacity to implement and sustain TIC integration. These results align with existing research that emphasizes when time is invested to shift organizational culture and develop leadership, new practices can effectively be implemented and scaled-up.

Is the police service still a long-term career choice? Perspectives of new recruits

PurposeThis article is timely due to the current high attrition of officers (National Police Chiefs Council, 2023) and will explore the literature surrounding retention and attrition of officers, the impact of this on trust and confidence, and the need to understand the reasons why officers join the service coupled with their expectations of the police as a long-term career (>10 years).Design/methodology/approachThis research will describe a study using a survey that examined views of 120 new recruits from 3 UK police forces on why they joined the service.FindingsIt notes that many still see the police service as a long-term career and indicate little intention of leaving, raising further questions surrounding the reasons for the current high attrition rates. It concludes with where police forces could focus to improve retention, suggesting some reasons for the attrition such as low job satisfaction, poor welfare and organisation culture, and some practical suggestions as to where police forces could focus to improve retention.Research limitations/implicationsAlbeit this research was sent to a small sample (n = 127) and did not address shift work issues or welfare support, it will serve as a foundational pilot. The research initial findings can inform future studies with more detailed analyses and targeted strategies to enhance officer retention and public trust in the police force.Practical implicationsThe research aims to provide insights into how recruitment motivations and job satisfaction impact long-term retention.Social implicationsThis research highlights the significance of examining the reasons for new recruits joining the service, and of implementing retention strategies prioritising stability, officer support, and community engagement to cultivate a trusting relationship between the police and the public.Originality/valueThis study was designed to examine if current new police officers still view the police as a long-term career choice and to identify if their reasons for joining the service have changed with the current political climate of policing in the UK.

The Impact of Layoffs on Organizational Culture and Employee Morale in IT Companies

The Impact of Layoffs on Organizational Culture and Employee Morale in IT Companies

Organizational culture as an explanation for job search effort across small, medium, and large firms

Organizational culture as an explanation for job search effort across small, medium, and large firms

Creating a culture of care: What leaders can do to enhance employee engagement and employee advocacy

ABSTRACT The emotional culture of a workplace plays a vital role in organizational success. The present project builds on prior organizational emotional culture scholarship by 1) exploring specific positive communication behaviors derived from the model of positive communication that leaders can employ to facilitate a positive emotional culture (PEC), 2) examining the potential benefits of a PEC, including enhanced employee engagement and increased employee advocacy, and 3) grounding the research in broaden-and-build theory. The findings revealed that although positive communication practices from leaders do not directly impact employee engagement nor advocacy, they do shape the development of a positive emotional culture in the workplace, which in turn does influence those productive outcomes. This study highlights the significance of emotions in the workplace and offers practical insights for leaders to foster a more motivated and loyal workforce, benefitting both organizations and their employees.

Ergonomics implementation barriers in Ethiopian garment manufacturing industries.

Ergonomic problems have increased at a considerable rate in manufacturing industries. Failure to practice ergonomic principles and workplace design are the main causes. Poor ergonomic awareness and failure to monitor ergonomic practices magnify the problem in developing countries. Different barriers to ergonomics implementation cause ignorance of ergonomics/human factors and affect employee safety and productivity. This study intends to evaluate ergonomic implementation barriers in Ethiopian apparel industries. Five hundred apparel industries from industry parks and other apparel industries in and around the capital were selected through judgmental sampling techniques. Data were analyzed using covariance-based structural equation modeling (CB-SEM) using AMOS version 21. Ergonomic awareness, lack of resources, management commitment and unsupportive organizational culture hinder ergonomic implementations. This study provides insight for policymakers and manufacturing industries to make decisions about ergonomics implementation.

The Effect of Motivation, Competence, Compensation on Employee Performance with Organizational Culture as A Moderating Variable

Motivation, Competence, Compensation, and Organizational Culture have a great influence on the Employee Performance of PT. Adi Dharma Abadi. These four variables prove that this study aims to analyze the influence of motivation, competence, and compensation on employee performance with organizational culture as moderating variables in PT. Adi Dharma Abadi Bogor Regency. The study was conducted at PT. Adi Dharma Abadi Bogor Regency took 35 employees as the research sample, which was calculated using an equation formula through an interaction test often referred to as Moderated Regression Analysis (MRA) with a total population of 35 employees at an error margin of 2.5 %, for the data collection techniques, questionnaires, interviews, and observations. The data is processed using the SPSS version 26 application. The test data used in this research are reliability tests, validity tests, statistical tests, and classical assumption tests. The results of this study show that Motivation, Competence, Compensation, and Organizational Culture have a positive and significant influence on Performance.

Analysis of Implementing Core Moral Values on Employee Work Motivation in the Main Directorate PT. Pupuk Sriwidjaja Palembang

This study aims to analyze the implementation of moral core values in employee work motivation at the Main Directorate of PT PSP. The research method used is qualitative with a descriptive approach. Data were obtained through observation, in-depth interviews, and document analysis. The results showed that implementing AKHLAK core values is important in increasing employee work motivation. Employees who internalize moral core values tend to be more dedicated, have integrity, and collaborate. The practical implication of this research is the need for companies to strengthen the implementation of AKHLAK core values in organizational culture to improve employee performance.

DETERMINANTS OF REGIONAL ORIGINAL REVENUE AND ITS IMPACT ON REGIONAL INDEPENDENCE IN BANTEN PROVINCE

The study aims to examine the influence of taxpayer compliance, organizational culture, and organizational commitment on local revenue, as well as its impact on regional independence in Banten Province. The data analysis in this study uses a quantitative analysis method with the analysis tool used is Partial Least Square-Path Modeling (PLS-PM 3.0). The results of this study show that there is a significant positive influence of regional taxpayer compliance with regional original income. The coefficient of the path parameter obtained a path coefficient value of 0.012 significantly at 2.068 > t-table 1.96 and a p-value of 0.000 a significance level of 0.05, which states that there are significant positive influences of regional tax compliance with the original income of the region. Organizational commitment has no effect on the original regional income. This study provides valuable insights for policymakers and local government officials on the importance of fostering a culture of compliance and commitment within organizations to enhance financial performance. The findings also add to the existing literature on public finance and governance, highlighting the interconnectedness of taxpayer behavior and organizational dynamics in achieving fiscal independence at the regional level.

Culture of small businesses: Foundations for a study on a catalyst of economic growth

This paper examines the crucial role of culture within small businesses and its broader implications for understanding national business environments and societal values. Small businesses, comprising 99.9% of American companies and employing 46.4% of the private sector workforce, are vital to economic growth and innovation. While financial motivations are often prioritized in assessing these businesses, non-financial factors, particularly organizational culture, are equally significant. This study explores the impact of culture on various aspects of small business operations, drawing on existing literature that highlights the influence of culture on competitive advantage, leadership, strategic objectives, and innovation. The research analyzes different cultural patterns (paternalistic, laissez-faire, participative, and professional) and their effects on business outcomes. Furthermore, the paper investigates the relationship between organizational culture, business excellence, and the moderating role of information and communication technology. It also considers the influence of innovation culture on innovation performance, ethical business cultures, green organizational cultures, and the impact of gender-role orientation and entrepreneurial culture on entrepreneurial activities. Keywords: Small Businesses, Innovation, Culture, Economic Growth.

Strategies for technology and culture integration for effective remote work

Purpose Remote work presents a significant opportunity to redefine the future of work and the workplace. This paper aims to examine how workplace culture and technology can be leveraged to make remote work a viable and long-term solution by using the theoretical lenses of social presence and social shaping of technology (SST). Design/methodology/approach Data was collected through semi-structured interviews with 24 full-time employees working remotely and analysed using the Gioia method for qualitative analysis. Findings Technology and culture have enabled remote work and afforded benefits to remote workers. However, the new work environment raises new challenges for technology and culture to solve. The findings indicate that technology plays a key role in enhancing social presence, while organisational culture significantly influences how technology is used and developed. As most employees prefer hybrid work arrangements for the future, this study proposes strategies to address and mitigate the challenges associated with remote work. Originality/value This paper examines how two ubiquitous aspects of work, technology and organisational culture can be leveraged to answer the new challenges raised by remote work. This study suggests strategies to address the challenges associated with remote work, emphasising the need to enhance social presence and highlighting the role of organisational culture in the advancement of technology. This study proposes a conceptual framework for leveraging technology and culture to create an effective remote work environment.

Embedding Sustainability: Sociotechnical Knowledge Management Guidelines for Digital Decarbonization in the Society 5.0 Era

Economic, social, and environmental sustainability emphasizes the need for organizations to integrate sustainability strategies into their core business and business development plans. The era of Society 5.0 is characterized by human-centeredness and digital leadership. It requires embedding sustainability practices and Green Information Technology (IT) while leveraging human–technology relationships to promote social good. However, embedding these practices into organizational culture is challenging due to resistance to change and the need for widespread mindset shifts. This study selected a focus group of eight South African participants to define sociotechnical knowledge management (KM) guidelines for embedding sustainable practices in organizations to promote digital decarbonization aligned with the Society 5.0 vision. Our findings suggest ten elements for the guidelines to incorporate: external environment, organizational context, business drivers, business outcomes, monitoring and evaluation, KM processes, technology enablers, sociotechnical KM tactics, knowledge assets, and execution considerations. By adopting such guidelines as a sustainability strategy, organizations can integrate KM practices into the human-centered and cyber-physical philosophy of Society 5.0. This approach aligns employee behavior with technological tools, enabling organizations to make data-driven decisions, reduce digital waste, and foster a culture of environmental responsibility. In addition, this approach enhances collaboration and innovation, benefiting all stakeholders and advancing sustainable development.

Perceived organizational support for the treatment of opioid use disorder and its association with primary care provider treatment willingness and medication prescribing.

Buprenorphine is a highly effective medication for opioid use disorder (MOUD; OUD), which can be prescribed alongside naloxone in the primary care setting as part of a harm reduction approach to OUD. Despite this potential, implementation challenges have limited adoption of MOUD. To address barriers at the organizational level, we need better tools to measure perceived organizational support for the treatment of OUD and use of MOUD in the primary care setting. In this study, we developed an OUDSUPPORT measure to assess the relationship between organizational culture and critical treatment attitudes and behaviors in primary care. We conducted a statewide survey of 404 primary care-aligned health professionals (PCPs) in Ohio. We analyzed the survey data using descriptive and bivariate statistics. Additionally, three stepwise multivariable regression models assess the relationship between organizational support and three primary outcomes: willingness to treat OUD; receipt of the X-waiver, which was previously required to prescribe buprenorphine; and naloxone prescribing, independent of individual and county-level predictors. The OUDSUPPORT measure demonstrated satisfactory psychometric properties, and was associated with meaningful treatment outcomes. PCPs perceived the strongest organizational support for a shared mission of providing care to people with OUD. The least commonly endorsed form of organizational support was for prescribing buprenorphine. Perceived organizational support was associated with increased willingness to treat OUD (b = 0.26; 95 % CI: 0.17, 0.35); higher odds of having received the X-waiver (OR = 1.63; 95 % CI: 1.26, 2.12); and higher odds of naloxone prescribing (OR = 1.71; 95 % CI: 1.30, 2.25). OUDSUPPORT is a multidimensional measure of perceived organizational support for the treatment of OUD, which was associated with treatment willingness, receipt of buprenorphine prescribing training, and naloxone prescribing among PCPs. Implementation strategies to increase buprenorphine prescribing in the primary care setting must include efforts to decrease stigma, and address hesitance related to MOUD and harm reduction at the administrative level, in addition to addressing well known barriers at the individual prescriber level.

Examining integrated care training and practice implementation within academic medical settings: perceptions, attitudes and barriers

PurposeIntegrated care (IC) improves patient outcomes, patient and provider experiences and healthcare costs. Still, education and interprofessional experiential training in IC is limited. There is a lack of studies examining current practices, perceptions and barriers to implementing IC training. Specifically, no studies to date assess training and practice across multiple health professions and roles (student/faculty/clinicians) within an academic medical institution or university, a gap this study sought to address.Design/methodology/approachThis cross-sectional study examined current clinical and training practices, attitudes about IC and barriers to IC practice, learning and training through a survey distributed to faculty, clinicians and students (n = 220) in nine departments of health professions within a large academic health system.FindingsThe majority of respondents reported that activities promoting IC occur often, including consultation with other professions in patient care settings, incorporation of IC concepts into teachings and interprofessional learning opportunities. Respondents endorsed willingness to practice IC, high perceived benefits of IC on patient outcomes and cultural benefits of IC. The most strongly endorsed barriers were related to resources and organizational culture. Knowledge barriers were not strongly endorsed.Originality/valueIn the most comprehensive study of attitudes toward IC to date, clinicians, students and faculty alike endorsed favorable attitudes about IC, supporting the acceptability of incorporating IC education and training into curricula. IC is seen as enhancing experiences, competence and professional marketability of providers-in-training, indicating it is a desired focus of future practice for many healthcare providers.

Surveillance and Reporting of Hospital-Associated Infections—A Document Analysis of Romanian Healthcare Legislation Evolution over 20 Years

Background/Objectives: The objective of this study is to evaluate the evolution of Romanian legislation related to HAIs. The evolution of healthcare-associated infections (HAIs)’s definitions and surveillance frameworks in Romania reflects progressive advancement in diagnostic criteria, reporting, and prevention. Recent changes emphasize the need for accurate and centralized electronic reporting, inclusion of medico-social and palliative care institutions, and modernized hospital infrastructure standards. However, workforce deficits, insufficient infrastructure, and punitive sanctions remain barriers to effective implementation. Methods: This study analyzed publicly available Romanian legislative texts and their evolution, comparing definitions, diagnostic criteria, and surveillance structures. Key informant insights supplemented findings to contextualize legislative impacts. Legislative acts were reviewed sequentially to identify updates in regulatory frameworks and barriers to effective HAI management. Results: The legislative evolution demonstrates a shift from basic diagnostic criteria to a comprehensive surveillance framework aligned with European standards. However, challenges persist, including workforce capacity deficits, under-reporting due to fear of sanctions, and infrastructure inadequacies. The prevalence of HAIs remains largely under-reported (4.1%), with studies revealing rates well below the European average (7.1%). Manual and isolated reporting systems further hinder real-time surveillance and accuracy. Legislative advancements in Romania reflect progress in HAI management but highlight systemic barriers that impede effective implementation. Conclusions: Collaborative efforts across individual, organizational, and system levels are required to address workforce training, reduce under-reporting, and invest in infrastructure and electronic reporting systems. Promoting a blame-free organizational culture, combined with training, is essential to encourage behavior of accurate reporting and improve HAI prevention strategies.

Strategy for Building Optimal Performance of Medical Laboratory Technologists: Synergy of Organizational Culture and Work Environment with Job Satisfaction as an Intervening Variable

Strategy for Building Optimal Performance of Medical Laboratory Technologists: Synergy of Organizational Culture and Work Environment with Job Satisfaction as an Intervening Variable