Positive Organizational Culture Research Articles

EMPLOYEE PERCEPTION ABOUT ORGANIZATIONAL HR PRACTICES AND ITS CULTURE

A study on employee perception about organizational HR practices and culture at IWL India Private Limited. This study explores employee perceptions of organizational HR practices and culture and their impact on employee satisfaction and engagement. The research aims to understand how employees perceive various HR practices, such as recruitment, training, performance management, and compensation, and how these practices influence their perceptions of the organization's culture. The study also examines the relationship between employee perceptions of HR practices and their job satisfaction, organizational commitment, and intention to stay with the organization. The research adopts a descriptive research design to analyze the perspectives of 200 employees through a survey questionnaire. Using SPSS 16 for data analysis, quantitative research methodology is used. The questionnaire assesses the overall HR practices and culture. The transparency, flexibility, monetary rewards and remuneration, HR practices and culture which makes task easier and comfortable, and employee’s opinions and ideas in the study. The findings aim to provide insights into how employees perceive these practices and their impact on organizational culture. This study contributes to the existing literature by offering a comprehensive analysis of employee perceptions, which can guide organizations in improving their HR practices and fostering a positive organizational culture. Key Words: HR practices, organisational culture

Optimising workplace health programmes using organisational culture: Post-COVID perspectives from managers and workplace health experts from the UK contact centre industry

Contact centre workers experience disproportionately low physical activity levels and high sedentary behaviour levels, as well as an increased risk of negative occupational health outcomes such as anxiety and depression. Organisational culture factors such as strict work schedules and pressure to maintain productivity often impede the effectiveness of programmes to reduce these health risks. Despite its significance, organisational culture is often overlooked during the development and implementation of workplace health programmes due to its conceptually complex nature. The COVID-19 pandemic further complicated organisational culture-related associations to workplace health programmes in contact centres. This study investigated how organisational culture influences the existence and effectiveness of workplace health programmes in contact centres and if/how COVID-19 disrupted these associations. Fifteen interviews were conducted with contact centre managers and workplace health experts between February and June 2021. Findings indicate that employee well-being is increasingly being prioritised within contact centres, especially post-pandemic, and that there is a legacy of COVID-19 to learn from the spotlight that was placed on employee well-being during the pandemic to improve workplace conditions for contact centre employees. Further, to maximise effectiveness and support positive organisational culture change, these findings should be considered during well-being programme planning, delivery, implementation and evaluation.

Unveiling the mechanisms by which inclusive leadership influences the good soldier syndrome among health-care employees

Purpose The purpose of this study is to investigate the relationship between inclusive leadership (IL), psychological safety (PS), affective commitment (AC) and organizational citizenship behavior (OCB) at the workplace. By understanding the sequential linkages, the research aims to provide insights for fostering a positive organizational culture that promotes employee commitment and employees’ willingness to go the extra mile for the organization. Design/methodology/approach The authors study how IL and OCB are related through PS and AC. For this purpose, cross-sectional data from 384 nursing professionals in India was collected and structural equation modeling was conducted on the same using IBM AMOS. Findings The study found that IL has a major impact on OCB. The study further found that perceived IL leads to PS which is associated with OCB through AC. Research limitations/implications The study has many theoretical and practical implications. This study uses a framework that is based on Affective events theory. In a health-care environment, IL can foster AC by promoting a culture of respect, collaboration and value for diverse perspectives, which enhances health-care professionals’ emotional attachment to their work and the organization. Additionally, by encouraging open communication and a sense of belonging, IL contributes to OCB, as health-care staff are more likely to engage in discretionary behaviors that support the overall effectiveness and positive functioning of the health-care team if PS is improved, ultimately improving patient care outcomes. Originality/value To the best of the authors’ knowledge, this is one of the primary studies that looks into the sequential mechanism through which IL impacts OCB.

The Influence of Motivation, Organizational Culture, and Transformational Leadership Style on Performance at Bhaktiasih General Hospital

This study investigates the influence of motivation, organizational culture, and transformational leadership style on performance at Bhaktiasih General Hospital. Utilizing quantitative analysis methods, data was collected from employees through surveys and analyzed using regression analysis. The results revealed significant positive effects of motivation, organizational culture, and transformational leadership style on employee performance with simultaneous test F count (318.779) > F table (2.16), significance of 0.001 less than 0.10 and coefficient of determination of 0.823 or 82.30%. Specifically, higher levels of motivation, a strong organizational culture, and effective implementation of transformational leadership were associated with improved performance outcomes. These findings underscore the importance of fostering a motivational work environment, nurturing a positive organizational culture, and adopting transformational leadership practices to enhance performance in healthcare settings. Understanding these factors can inform management strategies aimed at improving overall performance and quality of care in hospitals like Bhaktiasih General Hospital.

An Evaluation of The Impact of Leadership Styles on the Performance of SMEs in Zambia: A Conceptual Perspective

Small and Medium Enterprises (SMEs) contribute a significant portion to Zambia’s economy, playing vital roles in employment, revenue generation, and societal development. Despite their importance, SMEs in Zambia face challenges, including high failure rates attributed to ineffective management and unsuitable leadership. Leadership is crucial for organizational success, yet its impact on SME performance in Zambia remains underexplored. This research aims to assess the influence of leadership styles on Zambian SMEs' performance. The study is rooted in the understanding that effective leadership is essential for organizational success, particularly in SMEs facing dynamic and competitive environments. Drawing on existing literature, the research examines various leadership styles, including transformational, transactional, laissez-faire, and servant leadership. Leadership styles have significant implications for organizational performance. Transformational leadership inspires followers to surpass expectations and fosters innovation and employee motivation. Transactional leadership focuses on goal setting and rewards, ensuring compliance but may limit long-term growth. Laissez-faire leadership grants autonomy but risks organizational disorganization. Servant leadership prioritizes employee well-being, adaptability, and long-term sustainability, aligning closely with SME needs. The study suggests that servant leadership is particularly well-suited for managing Zambian SMEs due to its emphasis on employee engagement, adaptability, talent retention, organizational culture, and long-term sustainability. By fostering a supportive environment, empowering employees, and promoting a positive organizational culture, servant leaders can navigate the challenges faced by Zambian SMEs and nurture their growth and success. In conclusion, effective leadership is crucial for Zambian SMEs to thrive in today's competitive landscape. Servant leadership emerges as a promising approach for managing SMEs, offering a holistic framework that prioritizes employee well-being and organizational sustainability. Recommendations include fostering servant leadership practices among SME culture and contribute to Zambia’s economy.

Transforming educational leadership in higher education with innovative administrative strategies

In developing nations particularly in Africa, innovative administrative strategies are essential for educational leaders to navigate inherent challenges in education. This study aims to explore how educational leaders in higher education can be equipped with innovative administrative strategies to cause a positive change in education delivery. A systematic literature review was conducted to achieve this aim, drawing on the transformational leadership model as its theoretical underpinning. The search encompassed scholarly publications from major repositories like Scopus, Web of Science, and International Bibliography of the Social Sciences and Textbooks from 1967 to 2023. The search process went a series of exclusive and inclusive processes and yielded 43 research articles. The synthesized findings were analyzed using a thematic approach. The findings indicate that transformational leadership has the potential to incorporate innovation into higher educational administrative practices. It was also found that innovative administrative practices in higher education can be achieved through staff motivation, technology integration, adoption of agile methodologies, collaborative research, interdisciplinary collaboration, seminars, workshops, and positive organizational culture. Based on the findings, professional development programs for managers and administrators in higher education were highly recommended. These programs would help enhance the knowledge and skills of employees in educational administration.

Effects of Mindfulness Training on Stress Reduction and Well-being in the Workplace

Purpose: The general objective of this study was to the effects of mindfulness training on stress reduction and well- being in the workplace. Methodology: The study adopted a desktop research methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low cost technique as compared to field research, as the main cost is involved in executive’s time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library. Findings: The findings reveal that there exists a contextual and methodological gap relating to the effects of mindfulness training on stress reduction and well- being in the workplace. Various studies demonstrated that employees who underwent mindfulness programs reported lower stress levels, improved emotional well-being, increased job satisfaction, and a positive organizational culture. These findings supported the integration of mindfulness practices into workplace wellness initiatives, providing employees with effective tools for managing stress and fostering a healthier work environment. The studies highlighted mindfulness as a valuable intervention for enhancing both individual well-being and organizational outcomes. Unique Contribution to Theory, Practice and Policy: The Self- Determination theory, Conservation of Resources (COR) theory and Job Demands- Resource (JD-R) model may be used to anchor future studies on the effects of mindfulness training on stress reduction and well- being in the workplace. The study made significant contributions to theory, practice, and policy. It validated and expanded theories such as Self-Determination Theory (SDT) and Conservation of Resources (COR) Theory, demonstrating how mindfulness fulfills intrinsic needs and serves as a resource for managing job demands. Recommendations for practice included continuous and tailored mindfulness programs for organizations to integrate into workplace wellness initiatives. Policy implications emphasized the cost-effectiveness of mindfulness interventions and the need for their inclusion in corporate wellness policies. The study also highlighted directions for future research, including longitudinal studies and exploration of the mechanisms through which mindfulness influences organizational factors. Ethical considerations were addressed, emphasizing voluntary participation and privacy. Overall, the study provided a roadmap for organizations to create healthier, more resilient workplaces through mindfulness training.

Organizational Culture : Employee Perception of PT. Indomarco Prismatama

This study discusses the employees' perceptions of the organizational culture at PT. Indomarco Prismatama. Through a qualitative approach, this research highlights aspects such as the business environment, values, role models, rituals, and networking within the organization, as outlined by Deal and Kennedy (Bantam, Nugraha, & Sa’adah, 2016). The research method employed is phenomenology to understand employees' experiences related to work culture. The research findings indicate that collaboration, support, honesty, integrity, and discipline are important values applied within the company. Additionally, role models such as district business managers set motivating examples for employees. Company rituals and informal communication networks also play a role in strengthening the organizational culture. In conclusion, a positive organizational culture plays a key role in achieving common goals and maintaining a productive work environment.

The relationship between faculty diversity and workplace civility in nursing education: A correlational analysis

AimThe aim of this study was to explore the relationship between faculty diversity and workplace civility in nursing programs. BackgroundDiversity is needed in healthcare and in nursing education. A diverse workforce contributes to positive organizational culture and optimal learning environments for students and faculty in nursing programs. However, nursing faculty with diverse backgrounds often experience incivility more often than the rest of the population. Effects of incivility for all faculty can be detrimental and commonly include both physical and emotional symptoms. Civility encompasses respect for diversity and inclusion. It involves consistent, intentional acts to welcome and celebrate individual differences as well as different ways of thinking and acting. The relationship between level of faculty diversity and workplace civility has not previously been studied. Understanding this relationship will be an important step in increasing workplace civility in nursing education. DesignCorrelational design MethodsNursing faculty (n=528) from across the United States completed the Workplace Incivility/Civility Survey (WICS). Participants were grouped based on their self-reported level of faculty diversity at the nursing program where they were employed. Several questions from the WICS were analyzed to determine the experience and perceived incidence of incivility by the faculty participants. Descriptive statistics were used to calculate means and frequencies for the survey questions and Pearson correlation coefficient was calculated to determine if significant relationships existed between variables. ResultsA significant negative correlation was found between the level of faculty diversity and workplace incivility. As faculty diversity increased, workplace incivility decreased. ConclusionsNursing programs with more diverse faculty tend to have lower levels of workplace incivility. Nursing program administrators should make every effort to diversify their faculty body.

The Influence of Organizational Culture Factors on Improving the Performance of Dairi Regency KPU Members

This research aims to identify and analyze the influence of organizational culture factors on improving the performance of members of the Dairi Regency General Election Commission (KPU). This research method uses a quantitative approach by distributing questionnaires to members of the Dairi Regency KPU as respondents. The research results show that organizational culture factors, such as shared values, norms, and symbols contained in the KPU work environment, have a significant positive influence on the performance of KPU members. The organization's success in creating an inclusive, transparent, and public service-oriented culture plays a key role in increasing the effectiveness and efficiency of the general election process in Dairi Regency. Understanding and implementing organizational values, such as integrity, professionalism, and active participation in the decision-making process, forms the basis of a positive organizational culture. Norms that support teamwork, fairness, and accountability also make a significant contribution to the performance of KPU members. This research provides recommendations to the Dairi Regency KPU to strengthen and maintain a positive organizational culture. Increasing understanding of shared values, increasing member participation, and implementing norms that support effective and transparent work are expected to improve the KPU's performance and the quality of general elections in the region. The implications of this research can also be applied to similar institutions to strengthen aspects of organizational culture to achieve better organizational goals

Organizational Culture & Employee Well Being (With Special Reference to Automotive Sector)

In contemporary workplaces, organizational culture (OC) plays a pivotal role in shaping the experiences and well-being of employees (Belias & Koustelios, 2014). Impact of OC on employee well-being cannot be overstated, as it serves as a cornerstone for fostering a supportive and thriving work environment. OC shapes the attitudes, behaviours, and experiences of employees, influencing their satisfaction, engagement, and overall quality of life. A positive organizational culture can enhance employee morale, motivation, and resilience, leading to higher levels of job satisfaction, lower stress levels, and improved mental health outcomes (Simeli, Theocharis, Vasileiou, & Tsekouropoulos, 2024). On the other hand, a negative or toxic culture can breed disengagement, burnout, and even physical and psychological health issues among employees. Recognizing and nurturing a conducive organizational culture is essential for promoting employee well-being, driving productivity, and sustaining organizational success in the long run (Assoratgoon & Kantabutr, 2023). So, this paper tries to analyse the impact of organizational culture on well-being of employees with the help of literature review a qualitative research approach.

The Effect of Employee Competence and Organizational Culture on Competitive Advantage in the Tourism Industry in Bali

The tourism industry in Bali represents a dynamic and competitive landscape, where businesses strive to gain and maintain a competitive advantage in a global market. This study investigates the influence of employee competence and organizational culture on competitive advantage within the context of the tourism sector in Bali. A quantitative approach utilizing Structural Equation Modeling (SEM) with Partial Least Squares (PLS) analysis was employed to analyze data collected from 170 participants working in various tourism-related businesses. The findings reveal significant positive relationships between employee competence, organizational culture, and competitive advantage. Employee competence was found to positively influence organizational culture and competitive advantage, while organizational culture was positively associated with competitive advantage. Furthermore, organizational culture partially mediated the relationship between employee competence and competitive advantage. These findings underscore the importance of investing in employee development and fostering a positive organizational culture to enhance competitiveness in the tourism industry in Bali.

IMPACT OF ORGANIZATIONAL CULTURE ON EMPLOYEE’S PERFORMANCE AND JOB SATISFACTION IN HOTEL INDUSTRY

Background: Organisations in hotel industry rely on their workforce for optimum productivity. People contribute their own special set of values and behaviours to their organization. Establishment with positive organizational culture has become important, for maintaining a good position in market also it gives satisfaction of its employees so that organisation achieves its objectives efficiently. Objectives: To explore the impact of organizational culture on employee’s performance and job satisfaction in hotel industry and to determine the relationship between them. Methodology: Descriptive research design was adopted. The research was conducted on employees (n=100) working in a 5- star hotel in Delhi, NCR. A questionnaire was developed consisting of 17 statements pertaining to organizational culture, job satisfaction and employee performance; Correlation was studied by Karl Pearson’s coefficient of correlation Results: Organizational culture was seen to have positive impact on both, job satisfaction and employee performance (r=0.91 and 0.85) respectively. Job satisfaction and employee performance were also found to be positively correlated (0.87). Conclusion: Organizational culture is found to be an important element which highly influences job satisfaction and performance of employees working in hotel industry.

School Culture: Pillars of Organizational Culture in Developing Disciplinary Character

There is a strong relationship between elements of school organizational culture and the results of character achievements in students. In the context of organizational culture, schools strive to build a conducive environmental system so that disciplinary character is formed in students. The vision of Nurul Fikri Islamic Junior High School makes all graduates have leadership characters, namely Smart sholeh and mushlih. The discipline of students towards discipline is the focus of the institution to overcome it. The purpose of this study is to analyze the elements of positive organizational culture prevailing in Nurul Fikri Islamic Junior and Senior High School in developing disciplinary character. The research method used is qualitative with data collection techniques in the form of interviews, documentation, observation and questionnaires. Data analysis techniques use theory according to miles and Huberman with stages of data reduction, data presentation and data verification. The results of the study found that elements of organizational culture in the form of moral and academic leadership, were able to foster disciplinary character in students.

Predictive modeling of burnout based on organizational culture perceptions among health systems employees: a comparative study using correlation, decision tree, and Bayesian analyses

Burnout is a significant concern, particularly within the healthcare field, affecting both nurses and physicians. It is a common issue in health systems, which encompass a range of healthcare facilities, such as hospitals, physician practices, ambulatory sites, and administrative offices like finance. Despite this, there has not been an extensive exploration of burnout in employees working directly with patients versus those in non-patient-facing roles within these health systems. It is important to note that organizational culture plays a crucial role in influencing various aspects of employees' work-life balance and their experiences of burnout. This study adopts a cross-sectional design, involving the distribution of a 57-question Likert scale survey to employees in health systems. These employees serve in various roles, both patient-facing and non-patient-facing, within jointly owned healthcare organizations, which encompass hospitals, ambulatory sites, and administrative offices. The survey was disseminated through trade organizations and employees at the managerial level and above within these health systems. Data was collected between October 2022 and January 2023, resulting in a total of 67 responses. The study employs correlation analysis to explore the connection between organizational culture and burnout. Furthermore, a decision tree model is constructed to predict burnout scores based on survey responses, specifically the question regarding the perceived positivity of the organizational culture. The decision tree models indicate that perceiving organizational culture as positive, safety-oriented, and supportive predicts various outcomes for individuals, including job retention, positive experiences with patients, increased callousness, and stimulation while working with colleagues. Bayesian analysis, considering the small sample size, reinforces these findings and provides a different perspective, incorporating prior knowledge and credible intervals. An association test suggests a strong link between a positive organizational culture and burnout symptoms, while another test supports a connection with engagement signs. Similar to nurses and physicians, administrative health systems’ personnel are susceptible to burnout. Organizational culture can affect burnout. Therefore, health systems’ leaders should cultivate an organizational culture that protects against burnout.

Strategies of resources development in human with accessing the competitive right of the organization

In the context of contemporary organizations, Human Resource Development (HRD) has become a key strategy in the pursuit of competitive advantage. By referring to a variety of established studies and theories, emphasis is placed on the importance of investment in training and development, the creation of a positive organizational culture, the use of technology in learning, succession strategies and career development, as well as ongoing feedback and evaluation to drive organizational performance. The method of research carried out in this research is the study of literature by looking for literature according to the context in the research. Research results show that SDM development strategies can help organizations to adapt, grow, and gain an edge in a highly competitive and dynamic business environment.

Factors Associated with Nurses’ Intention to Leave in Saudi Arabia: A Literature Review

The nursing workforce represents a critical component of the healthcare system in Saudi Arabia, which is facing significant challenges related to retention and job satisfaction. High turnover rates among nurses not only compromise patient care quality but also place additional strain on the healthcare system. This study aims to investigate the factors associated with nurses' intention to leave their positions in Saudi Arabia, providing insights into the underlying causes of nursing turnover and suggesting potential strategies for retention. A comprehensive literature review was conducted, examining peer-reviewed articles, official reports, and relevant studies up to December 2023. The review focused on empirical research that specifically addressed the factors influencing nurses' intention to leave, including work environment, job satisfaction, leadership styles, recognition, societal norms, workload, opportunities for growth, work-life balance, and technological advancements. Quality assessment was performed using established checklists to ensure the reliability and validity of included studies. In this review, 28 quantitative studies met our inclusion criteria and were included in the final analysis. The findings revealed moderate levels of job satisfaction among nurses and a corresponding moderate intention to leave their current positions. Key factors influencing these outcomes included income level, nationality, work-life balance, and opportunities for professional development. Notably, a significant inverse relationship was observed between job satisfaction and the intention to leave, highlighting the importance of addressing these factors to enhance retention. Addressing nurses' intention to leave requires a multifaceted approach, focusing on improving work conditions, offering competitive rewards and recognition, fostering positive leadership and organizational culture, and providing opportunities for professional growth and work-life balance. Implementing targeted strategies that address these factors is essential for enhancing nurse retention, improving job satisfaction, and ensuring the provision of high-quality patient care in the healthcare sector of Saudi Arabia.

Influence of School Administrators’ Transformational Leadership on the Innovation Ability of University Teachers

With the development of higher education, the improvement of teachers' innovation ability has become an important issue. This article aims to explore the impact of transformational leadership of school administrators on the innovative ability of college teachers. Through literature review and empirical research, we analyze the difficulties and challenges faced by school administrators in improving teachers' innovation capabilities and propose effective countermeasures. The results show that transformational leadership demonstrates significant value and positive impact in higher education. Its core characteristics include being visionary, inspiring, focusing on individual and team growth, and driving organizational change. Transformational leadership plays a role in stimulating teachers' innovative thinking, promoting organizational changes, creating a positive organizational culture, and establishing effective communication mechanisms, which effectively promotes the improvement of university teachers' innovative capabilities. The composition of teachers' innovative ability involves three aspects: teaching, scientific research and practice, and is affected by multiple factors such as individuals, organizations and society. In order to improve teachers' innovation ability, these factors need to be comprehensively considered and targeted measures and support need to be adopted. There are differences in the perception and identification of transformational leadership among university teachers, which may be related to factors such as personal background, organizational culture and external environment. Strengthening communication and exchanges with teachers, establishing a fair and transparent incentive mechanism and evaluation system, providing sufficient resources and support, and advocating an open and inclusive organizational culture are key measures to enhance perception and recognition. In different subject areas and types of universities, the application of transformational leadership needs to be tailored to local conditions. Develop targeted change strategies based on the different characteristics of science and engineering, humanities and social sciences, and the differences between research-oriented and teaching-oriented universities. Finally, transformational leadership has a positive impact on teachers’ professional development, including promoting professional growth, increasing career satisfaction, and increasing intention to stay. However, during implementation, attention should be paid to possible differences in effects due to differences in context and conditions. Therefore, higher education institutions should strengthen the cultivation and introduction of transformational leadership to help teachers achieve better development and satisfaction at different levels.

Factors Influencing Nurses’ Infection-preventive Behaviors for Emerging Infectious Diseases: A Cross-sectional Study

Purpose: This study investigated the effects of knowledge, risk perception, and nursing professionalism on nurses’ infection-preventive behaviors for emerging infectious diseases (EIDs).Methods: This cross-sectional study’s participants were 204 nurses with at least 3 months of experience caring for patients with EIDs at four government-designated medical institutions in Korea, which were the first to handle cases of EIDs.Results: The average score for infection-preventive behaviors concerning EIDs was 4.54±0.45 points out of 5.00, and the score for the early response stage for EIDs was the lowest. The factors influencing nurses’ infection preventive behaviors for EIDs were personal protective equipment education, knowledge, and risk perception. Nursing professionalism was identified as a new influencing factor.Conclusion: To improve nurses’ infection prevention behaviors for EIDs, specific and practical training in protective equipment must be conducted. Increasing nurses’ professional knowledge, strengthening risk perception, and implementing strategic programs to strengthen nursing professionalism are required. Nurses should be instructed and given clear rules on properly utilizing personal protection equipment. Nursing managers and nurses can improve their professionalism by creating a positive organizational culture.

The Role of Leadership in Forming Effective Organizational Behavior in Kemberin

Leadership not only focuses on directing people to achieve desired results, but also involves understanding work motivation, establishing a positive organizational culture, and improving the performance of organizational members. Effective leadership can improve the motivation and performance of organizational members while establishing a positive work culture. Conversely, leadership that lacks support can lead to a lack of morale and ineffective organizational behavior. The implications are critical to the success and continuity of an organization. The case study method was used in this research to investigate in depth how specific leadership styles influence work culture, motivation, collaboration and performance at Kemberin . This approach provides a comprehensive framework for analyzing and interpreting the data obtained. The purpose of this research is to understand how leadership impacts work culture, motivation, collaboration and performance at Kemberin. It is expected that the results of the study can provide a deep understanding of the importance of the role of leadership in shaping effective patterns of behavior in the organizational environment. The strategic implications of the research findings are expected to help improve organizational performance and efficiency in the Ministry of Industry as well as make a positive contribution to the understanding of leadership concepts globally.