Specific Organizational Culture Research Articles

Exploring the effect of transformational leadership and knowledge management in enhancing innovative performance: a mediating role of innovation capability

PurposeIn the highly competitive sector of state-owned enterprises in Indonesia, particularly within the electricity group, innovation is crucial for sustainability and growth. This study investigates the impact of transformational leadership and knowledge management on innovation performance, emphasizing the mediating role of innovation capability.Design/methodology/approachEmploying a quantitative approach, this research focuses on the upper management of 11 companies, gathering data from 196 out of 280 surveyed individuals through structured questionnaires. Structural equation modeling (SEM) was utilized for analysis.FindingsOur analysis reveals a dual role of transformational leadership; while it significantly enhances innovation capability, it unexpectedly detracts from innovation performance. Conversely, knowledge management boosts both innovation capability and performance. Significantly, innovation capability serves as a crucial mediator, amplifying the effects of both transformational leadership and knowledge management on innovation performance. These results highlight complex interdependencies within organizational leadership and knowledge frameworks.Practical implicationsThese findings can guide organizations in refining leadership and knowledge management strategies to bolster innovation. By enhancing transformational leadership skills, implementing robust knowledge management systems and fostering innovation capabilities, companies can better navigate the complexities of the modern market. The adaptation of these strategies should consider specific organizational cultures and market dynamics to optimize performance.Originality/valueThis research extends the resource-based view (RBV) by detailing the interplay between key organizational variables, offering fresh insights into their collective impact on innovation within the context of state-owned enterprises in Indonesia.

Organizational culture, knowledge sharing and organizational performance: a multi-country study

PurposeDrawing on the competing values framework, we look at the relationship of different organizational cultures (clan, hierarchy, adhocracy and market) with organizational performance. Furthermore, we examine the mediating role of knowledge sharing (attitude and behavior) in the organizational culture and organizational performance relationship.Design/methodology/approachWe draw on survey data from 241 respondents working in the aerospace and aviation manufacturing and services firms in Pakistan (85), Turkey (65) and the United Arab Emirates (91). We employ structural equation modeling for data analysis.FindingsResults suggest that knowledge sharing partially mediates the relationship between clan culture and organizational performance, and fully mediates the market culture and organizational performance relationship. Hierarchy culture is only positively related to organizational performance, while adhocracy culture shows no relationship with knowledge sharing, let alone organizational performance.Originality/valueWhile knowledge sharing enhances organizational performance, there is limited knowledge with regard to the specific organizational culture(s) conducive to knowledge sharing and organizational performance. The study extends existing research on the topic and contributes by showing which cultures are more conducive to knowledge sharing and organizational performance and which are less.

Inclusive onboarding process and the specific organizational culture – a theoretical outline of the problem

Inclusive onboarding process and the specific organizational culture – a theoretical outline of the problem

Navigating organizational dynamics : Insights on culture and citizenship behaviour

This study explores the intricate relationship between organizational culture and employee’s organizational citizenship behavior (OCB), recognizing the pivotal role of organizational dynamics in shaping workplace behaviors. By synthesizing existing literature, the research aims to elucidate the fundamental concepts of OCB and organizational culture, shedding light on their constituent elements and potential interplay. Through a comprehensive review of scholarly works, the study underscores the significance of specific organizational culture frameworks in fostering positive OCB among employees. Notably, it highlights the factors contributing to favorable responses and actions within distinct organizational cultures, emphasizing the importance of cultivating environments conducive to employee engagement and discretionary efforts. By examining these dynamics, the research aims to provide insights that inform organizational leaders and practitioners in effectively managing organizational culture to enhance employee behaviors and overall organizational effectiveness.

The (Un)Expected Gift

Receiving an organ is an event that marks a turning point in the patient’s life trajectory, not only because it marks the beginning of a new phase in the therapeutic process, but also because it opens up an unprecedented existential perspective in the recipient. This perspective is typically told through an autobiographical narrative marked by an implicitly religious or spiritual vocabulary centred on the feeling of rebirth and the sacredness of organ donation. Starting from the analysis of a corpus of qualitative interviews, the article aims to show the spirituality implicit in the autobiographical narratives of a group of members of the Associazione Nazionale Emo-Dializzati (ANED) of Turin (Italy). The data indicate that this implicit dimension is the product of a co-construction between patients and health workers in the context of the specific organizational culture of the hospital ward. This finding suggests possible directions for the implementation of spiritual care interventions in clinical practice.

관리회계시스템 정보 특성이 관리회계실행에 미치는 영향

Purpose: The purpose of this paper is to define the information characteristics of management accounting systems into four categories: scope, timeliness, integration, and aggregation and to verify these characteristics through the dependent variable of MAP.
 Design/Methodology/Approach: Based on a literature review, survey data was collected from 224 management accounting practitioners and executives in small and medium-sized enterprises (SMEs) to validate the study. The logical validity was tested using regression analysis to examine the impact of management accounting system characteristics on managerial performance.
 Findings: The study results indicate that the characteristics of management accounting systems, using four information characteristics that include 17 items, have a significant impact on the degree of application of management accounting performance measurement. Scope, integration, and aggregation of information had significant impacts on the degree of application of management accounting performance measurement, while timeliness did not.
 Limitations: This study contributes to the development of management accounting system research, but it is limited to SMEs with a manufacturing focus and specific organizational environments and cultures. Therefore, further research in other organizational contexts and cultures is needed to validate and test this multidimensional tool.
 Implications: The information characteristics of management accounting systems identified in this study can be used to evaluate and improve performance measurement and benchmarking processes in SMEs.

Seen and Unseen: Narratives of In/Visibility of Black Youth Who Attend a Predominantly Latinx High School

Background/Context: Scholars have identified how antiblackness operates as a specific organizational culture across the educational enterprise by examining Black students in various schooling contexts. However, there remains limited empirical research exploring Black students’ unique experiences in predominantly Latinx educational settings. The presence of Black bodies in institutions like schools from which they have been historically or conceptually excluded, marginalized, or “othered” presents an intriguing context to investigate the intersection of race, place, and the politics of visibility. Research Design: Drawing from an extensive ethnographic project on antiblackness in borderland contexts, this article interrogates Black students’ narratives of in/visibility—stories detailing moments when they felt seen and unseen. I used purposive sampling and recruited 20 Black students to participate in focus groups and individual interviews. Focus groups and interviews were semi-structured, using open-ended questions but centered on circumstances related to in/visibility. I also conducted observations in classrooms, hallways, the cafeteria, and other locations across the school campus. Data Collection and Analysis: Data analysis for this study included coding and recoding transcripts and field notes, and writing analytic memos. The analytic memos served as a site of conversation about the data where I could think deeply about the experiences that my participants shared. Coding and writing analytic memos were concurrent data analytic activities. During analysis, I paid close attention to how students described moments of invisibility, visibility, and hypervisibility. I conducted thematic coding and analysis of the data, which generated key themes. Finally, I reorganized emerging themes several times in relation to the extant literature and theoretical framework. Findings: Building on prior research on antiblackness in education, I use the notions of seen and unseen to describe Black students’ experiences with antiblack structures, practices, and encounters with their non-Black peers and adults. Black youth narratives reveal that their Blackness is simultaneously rendered hypervisible and invisible through the everydayness of antiblackness. The data also reveal that their racialized experiences with in/visibility were concurrently spatial and had implications for how Black students navigated the physical geographies of schools. I found that unseeing is an active process of not acknowledging the bias accompanying explicit practices that enable different people to exist differently in the same space. To unsee is a rejection of the specificity of Black that encodes how Black students navigate spaces where they are not the somatic norm. Further, this posture impacts Black bodies by making them feel simultaneously like outsiders and insiders. As a result, some bodies are deemed as having the right to belong, while others are marked as trespassers. Conclusions and Recommendations Racial moments have material, emotional, and educational consequences for Black students. Being “different” from the somatic norm renders Black bodies simultaneously highly visible and invisible. Research tends to collapse Black and Latinx students into a broader category of “students of color” without disaggregating the distinctive ways in which racialized school systems impact these groups differently. Further, the data presented here demonstrate how antiblack racism shapes the experiences of Black students and draws attention to the urgency of dismantling the people of color colorblindness in research analysis.

LEADERSHIP STYLE AND VARIABLES OF INFLUENCE ON GROUP DECISION-MAKING IN COMPANIES

Eurofound data shows that only 29% of employees in the European Union, Norway and the United Kingdom participate in the work of their organizations at a high level of involvement: they participate in making decisions that have an impact on the wider organization, individually or collectively, they show personal initiative in carrying out daily tasks. At a time when many companies are facing serious crises (inflation, problems in the functioning of supply chains, labor migration, threats of energy crises and many others), the question of how to make companies as flexible as possible to challenges, whether external or internal, arises as a necessity. This issue often requires the cooperation of experts from different areas of the company to solve complex problems. Likert’s participative leadership style encourages employee participation in group decision-making and joint problem solving. Encouraging employee engagement is a major challenge for organizations. This implies shaping a specific organizational culture that is participative, an organizational climate and a managerial style of behavior that is also participative. For this purpose, a questionnaire was created on the basis of which a sample of 125 respondents in companies in the Republic of Croatia was collected (KMO=.892, p.05, α=0.894). The sample includes companies of different sizes, as well as respondents of different educational levels, age and gender. The attitudes and perceptions of employees about group decision-making in companies, teamwork, communication, motivation, goals, supervision and influence of employees were examined. Answers to two research questions were obtained and two starting hypotheses were confirmed. The results of the processing of hypothesis H1 (ρ=.572, n= 125, p.05) suggest that a statistically significant connection was established between the variable “we decide on goals as a group” and the variable “my manager asks for my ideas and asks for my consent”. Results processing of hypothesis H2 (ρ=.685, n=164, p.05) suggest that a significant connection was established between the variable “we decide on goals as a group” and the variable “my company encourages teamwork and cooperation”. The regression analysis obtained predictors variables that have an impact on group decision-making in companies The proposed model, which statistically significantly predicts 51.1% of the criterion variance (R2 =.527, R adj=.511), defines four predictor variables (freedom to decide within the scope of one’s powers, my company encourages cooperation and teamwork, I have influence on my manager, we regularly analyze the achievement of goals) which have a statistically significant influence on the criterion variable (“we decide on goals as a group”). These findings have practical implications for menad concerns in companies when shaping a participative organizational culture and shaping a participative leadership style.

Attitude to Labor among Learners of Industrial Colleges in Russia, China and Iran

Introduction. A contradiction which we are able to observe over a few recent decades between necessity to participate in innovative processes and their natural stressogenic character has underlined the importance of developing programs for proactive organizational socialization which will be capable of building up successful behavior competences in VUCA environment in Industry 4.0. When self-actualization in labor is being devalued, attitude to labor is now considered as a key competence. Purpose: to reveal features of attitude to labor as a basis of professional socialization of learners studying at industrial colleges in countries which are now entering the new technological reality with a different degree of success: Russia, China and Iran. Materials and Methods. The analysis draws on the data obtained with WorkBAT method developed by J. Spence and A. Robbins, and their correlation with the values of organizational cultures which are characteristic of industrial colleges. The data on organizational cultures were obtained with OCAI method developed by C. Cameron and R. Quinn. Results. Russian students do not feel the changed nature of labor, their attitude to it is substituted by a wish to strengthen clan-based and loosen hierarchical components of the organizational cultures. Iranian students have a negative attitude to labor in a real hierarchical environment and a positive attitude to it in an innovative market environment, which suggests that they would be engaged and emotionally satisfied. Chinese students, having experienced specific organizational cultures of innovative companies in real life, have a positive attitude to labor in a hierarchical environment of stability and certainty. Discussion and Conclusion. The findings contribute to the development of scientific understanding of the role of value-based work readiness in the turbulent environment of a modern enterprise and the psychological mechanisms of proactive organizational socialization, taking into account socio-cultural country specificity.

Noticing, curation, cultivation: Academic development leadership in the arts university

The curation of four ‘teaching exhibitions’ of pedagogic research outputs in a specialist arts university is presented as a case study of distributed leadership practice, with the leadership in question being positioned as a feminized mode of leading educational or academic development from a middle-out position. Scholarship of teaching and learning focused upon the development of academic micro-cultures within universities is collided with thinking around arts-informed approaches to leadership. Through reflexively evaluating her nascent curatorial practice, the author reconsiders what academic development leadership in the specific organizational culture of the arts university can look like when arts modalities are brought into play.

Autocratic, Democratic, Transformational and Charismatic Leadership Styles and Contingency of Different Performance Outcomes in SMEs

We analyze four different leadership styles from multiple dimensions to find out the suitability of these styles for the leaders working in Pakistani small and medium enterprises (SMEs). Theoretically, it is an additional perspective in the debate on effectiveness of different leadership styles in different environments for different purposes. It starts with analyzing contemporary theories of leadership and their derivative styles. Next, it discusses the major aspects of organizational environment coming from the broader culture of a country. Subsequently, it tries to provide a more balanced view in the debate on cause and effect of leadership styles and their effectiveness in specific organizational culture. In the empirical analyses the study analyzes the productivity, acceptance and sustainable success of different leadership styles in the organizations working in Pakistan. The data is collected both from business leaders and their relevant followers. The findings of study explains that outputs when measured in terms quantity shows better results for autocratic leadership style while democratic leadership style give better results when measured in terms of quality. Similarly, willingness of followers to continue and their inspirations beyond the formal organizational structure are higher for charismatic and participative leadership styles.

Organizational Culture and Nursing Home Financial Performance: The Case of High Medicaid Nursing Ho

This paper investigates the relationship between organizational culture and financial performance in high-Medicaid Nursing Homes, nursing homes that serve a high proportion of Medicaid residents. As high-Medicaid Nursing Homes operate in resource-constrained environments, they usually have lower staffing and occupancy, higher minority resident mix, and worse quality of care. A specific organizational culture, assessed by the Organizational Culture Assessment Instrument, can be a strategy those nursing homes employ to secure resources necessary to survive. This instrument helps identify organizational culture types: adhocracy, clan, market, and hierarchically oriented. We tested whether a specific type of organizational culture was associated with higher financial performance, measured by an operating margin. Survey data of 348 nursing home administrators were collected in 2017-2018. We found that the market culture was positively associated with a higher operating margin. On the other hand, there was a negative relationship between a hierarchically oriented culture and financial performance. These findings can help nursing home administrators improve their financial performance through the adoption of certain organizational cultures.

Pending Issues on Professionals’ Well-Being: The Living and Working Together in Organization Perspective

Evolving research has increasingly recognized the crucial role of workers’ well-being in contributing to organizational effectiveness and survival, also studying the different factors that can influence it. This paper explores how the construct of living and working together in organizations (LWTO) can face two current organizational challenges in terms of well-being: 1. keeping a balance between performance and organizational quality of life; 2. managing the relationship with others’ differences. Thus, LTWO is understood as the possibility (or absence) of a good exchange between workers (identity and otherness), related to a clear and shared work purpose within a specific organizational culture of difference that allows diversity of expression through generative conflict. We tested our model using the exploratory structural equation modeling methodology with EQS-6.3. Our results show how well-being is in fact influenced by LWTO and highlights in particular the central role played by work purpose.

Assessing MITRE ATT&CK Risk Using a Cyber-Security Culture Framework.

The MITRE ATT&CK (Adversarial Tactics, Techniques, and Common Knowledge) Framework provides a rich and actionable repository of adversarial tactics, techniques, and procedures. Its innovative approach has been broadly welcomed by both vendors and enterprise customers in the industry. Its usage extends from adversary emulation, red teaming, behavioral analytics development to a defensive gap and SOC (Security Operations Center) maturity assessment. While extensive research has been done on analyzing specific attacks or specific organizational culture and human behavior factors leading to such attacks, a holistic view on the association of both is currently missing. In this paper, we present our research results on associating a comprehensive set of organizational and individual culture factors (as described on our developed cyber-security culture framework) with security vulnerabilities mapped to specific adversary behavior and patterns utilizing the MITRE ATT&CK framework. Thus, exploiting MITRE ATT&CK’s possibilities towards a scientific direction that has not yet been explored: security assessment and defensive design, a step prior to its current application domain. The suggested cyber-security culture framework was originally designed to aim at critical infrastructures and, more specifically, the energy sector. Organizations of these domains exhibit a co-existence and strong interaction of the IT (Information Technology) and OT (Operational Technology) networks. As a result, we emphasize our scientific effort on the hybrid MITRE ATT&CK for Enterprise and ICS (Industrial Control Systems) model as a broader and more holistic approach. The results of our research can be utilized in an extensive set of applications, including the efficient organization of security procedures as well as enhancing security readiness evaluation results by providing more insights into imminent threats and security risks.

Innovation in small family firms: A qualitative multipla case study

Family firms, accounting globally for the majority of companies, are the backbone of many national and local economies. Despite their importance as both employers and producers/service providers, research on these firms, analyzing their innovative behavior or comparing it with other forms of companies, has often been describing them as more conservative and less risk-raking, generating thus less innovation compared with other types of businesses. The goal of this study was to analyze the scope innovative activities in family owned companies on the basis of an empirical qualitative survey, founded on descriptive multiple-case study analysis of fifteen small, locally operating family owned firms in retail and service-industry, which have successfully survived 5 or more years in business. It used semi structured interviews with family owners and focused on identifying their attitudes to innovation as well as their skills to apply innovations of various types, important for their market competitiveness. The results of the survey, contrary to some earlier findings pointing to family firms ́ conservativeness, showed that these firms, due to their specific organizational culture, rely on innovations substantially, though the main focus of their innovations tends to be on product/technological changes as well as innovations in clients ́ relations.

Clinical governance in New Zealand: perceptions from registered health professionals in health care delivery compared with social insurance.

Objective Effective clinical governance can improve delivery of health outcomes. This exploratory study compared perceptions of clinical governance development held by registered health professionals employed by two different but interrelated health organisations in the broader New Zealand (NZ) health system. Most staff in public sector healthcare service delivery organisations (i.e. District Health Boards (DHBs)) are registered health professionals, whereas these clinical staff represent a small minority (5%) in social insurance organisations (i.e. the Accident Compensation Corporation (ACC)). Given these different contexts, comparison of results from three surveys of clinical governance perceptions identified key learnings for the development of clinical governance. Methods The Clinical Governance Development Index (CGDI) was administered to registered health professional staff in NZ DHBs and ACC, at different time points. The data were explored, compared and reported. Results Responses to survey items completed by NZ DHB staff and registered health professionals employed by ACC were compared. For each administration, there was a similar profile of positive responses across the seven CGDI items. The 2020 ACC survey results for one item were clearly different. This item asked about perceptions of full and active involvement in organisational processes and decision making (i.e. clinical engagement). Conclusions Perceptions of registered health professionals working in the NZ public sector delivering health services were compared with those held by staff employed by a NZ social insurer predominantly commissioning and influencing care. The results indicated similar levels of clinical governance development. Clinical governance development in the ACC context can benefit from clear communication, building strong supporting structures and greater management-clinical provider partnerships. Clinical governance development drives health outcomes and regular measurement of developmental progress can provide momentum. There is room across the NZ health system to raise awareness and leverage clinical governance to deliver improved health outcomes. What is known about the topic? Little is known about the perceptions held by registered health professionals employed by social insurance organisations. There are no published comparative studies exploring differences in perceptions between registered health professionals across two different organisational contexts, both with a goal of improving health outcomes. What does this paper add? Effective clinical governance drives coordinated, quality systems that promote optimal health outcomes. Social insurance organisations predominantly commission healthcare providers to deliver health outcomes. Although registered health professionals employed by social insurance organisations represent a small total number of staff, their perspective on clinical governance, as reported via survey, indicated there is most to be gained in the development of partnerships between management and clinical providers. This exploratory study fills a gap in the existing clinical governance development literature and evidence base. What are the implications for practitioners? Any health organisation can leverage clinical governance to deliver improved health outcomes. Effective clinical governance interventions are targeted to specific organisational context and culture. For ACC, a clear definition, enhanced management-clinical provider partnerships and strong supporting structures or organisational arrangements can be further developed. The survey results indicated that a focus on management-clinical provider partnerships is a clear priority for ACC clinical governance development. Partnerships based in empowered collaboration require greater clinical engagement, as well as increased capability for aligning with organisational priorities. Effective clinical governance development requires attention to context and culture. It can improve delivery of health outcomes.

Особенности трансформации криминальной субкультуры в современном обществе: роль организационной культуры

Relevance. The study of the specific organizational culture peculiarities within group entities conducting criminal economic activities is significant for understanding the essence of such organizations, socio-psychological mechanisms of their potential influence on society. So far, the criminal subculture has not been considered from the point of view of postmodernism methodology, the influence of the role of organizational culture on its development. Purpose. Develop the theoretical foundations of the study of criminal subculture that are adequate for modern society. Method. Theoretical analysis of the criminal subculture from the point of view of the methodology of postmodernism. Results. The article provides an analysis of the peculiarities of the nature of modern culture in the conditions of the postmodern and information society, the relationship of the criminal subculture with the culture of society and the social processes taking place in it, the specifics of changes and the cultural transformation of the criminal subculture in a multicultural society (dissemination and introduction into society, modification, acquisition of new forms). Conclusions. Reliance on the methodology of postmodernism gives a deeper understanding of the cultural transformation specifics in the modern criminal subculture. The introduction of criminal subculture into the structure of society is due to the use of objective elements of organizational culture (image, externally acceptable, socialized forms of employee behavior, external compliance with the requirements of conventionality) and concealment of subjective elements of organizational culture (values of the criminal world).

When “Me” Trumps “We”: Narcissistic Leaders and the Cultures They Create

Research has shown that a leader’s personality can affect organizational culture. We focus on leader narcissism and examine how it affects two specific organizational culture dimensions—collaborati...

Eco-InfoVis at Work

Currently, there is a broad range of studies dealing with the design and visualization of energy consumption data for the domestic and increasingly for the office context. However, studies addressing the industrial context are quite rare, and due to the diversity of machines, processes, tasks, personal motivations, teams and the specific organizational culture of companies, it is not sufficient to provide only consumption data. For an adequate consideration of these factors, detailed design guidelines and system concepts are currently missing. However, this study shows the potential that a common understanding of consumption data can emerge through suitable visualization to support everyday work and possibilities of data sharing. Therefore, we show exemplarily how a design can be derived from empirically collected requirements and how a system concept can look like that enrich current eco-feedback design research for the industrial context.

Organizational cohesion: harmonization of cooperation in the aspect of selected elements of organizational culture – the perspective of Chinese organizations

Maintaining a competitive position requires optimization activities in various areas of functioning of both business and public organizations. One of the manifestations of such optimization is organizational harmonization resulting in cohesion both inside and outside the organization. The article presents the issue of organizational coherence in the case of implementation of virtual structures involving organizations from the region of China. The analysis of the problem of building organizational integrity in the aspect of operations performed by process nests located in various geographical areas was analyzed. The focus is placed on the issue of different organizational cultures that need adaptation. The article aims to present the results of research in the field of selected elements of corporate culture (cultural artifacts) concerning Chinese organizations, which will enable organizations from other regions of the world to develop coherent mechanisms of cooperation within virtual structures. The results of the research clearly showed that Chinese organizations have a specific organizational culture in the studied areas, characterized by ambiguity, general language, secretiveness of attitudes and high importance of interpersonal relations.