Strong Organizational Culture Research Articles

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.

The Framework of Construction Workers Safety: Evaluating the Effectiveness of Safety Practices in Construction Industry

Abstract: This study aims to investigate the multifaceted approach to safety and health management practices within the construction industry, with the ultimate goal of delineating their impact on reducing workplace incidents and enhancing overall safety culture. In order to achieve this goal, a mixed-methods research design is employed, which combines quantitative data from structured surveys across a diverse sample of construction sites with qualitative insights from in-depth interviews and case studies. The findings of the analysis reveal a significant correlation between the frequency and comprehensiveness of safety training programs and a reduction in incident rates. Furthermore, the adoption of advanced safety technologies and equipment, coupled with a strong organizational safety culture, is found to be a pivotal factor in improving safety outcomes. The study also highlights the importance of customizing safety practices to the unique needs of different construction projects to optimize effectiveness.

Organizational Culture with Individual Readiness as a Mediator for Championing Behavior Electronic Medical Record Implementation

The dynamism of the application information technology in the health sector, especially in hospitals, which is currently being developed is the electronic medical record (EMR). Global competition in the era of industrial revolution 4.0 makes all hospitals have to be ready for the changes that will occur in the management of medical record management. This study aims to analyze the influence of organizational culture with individual readiness as a mediator on championing behavior in the implementation of electronic medical records (EMR) at Muhammadiyah Hospital. Respondents amounted to 133 people consisting of professional health workers who will later be involved implementation of EMR. The research instrument was in the form of a questionnaire via a google form link. Analysis using SEM (structural equation model) with Lisrel. The results showed that organizational culture significantly affected individual readiness (?=0.67, t-value=7.40). Organizational culture has a significant effect on championing behavior (?=0.42, t-value=4.10). Individual readiness significantly affects championing behavior (?=0.48 , t-value = 4.56). Individual readiness is also a significant mediator of the relationship between organizational culture and championing behavior (complementary mediation type). A strong organizational culture will support the readiness of the organization's planned changes. A strong organizational culture also influences behavior to fight for the success of the change plan. Through individual readiness, organizational culture influences behavior to fight for the successful implementation of EMR. So, organizations need to prepare individuals well for the success of the change plan. Keywords : Championing Behavior, EMR, Organizational Culture, Readiness for Change

THE INFLUENCE OF ORGANIZATIONAL CULTURE ON THE LEADER AND TEAM FORMATION, MOTIVATING FACTORS FOR EMPLOYEES' WORK PERFORMANCE

The present article deals with the study of the issue of how the organizational culture affects the formation of the leader and the team, what factors are important for the motivation of employees. Whether the work to be performed is suitable for different means of motivation. Does the level of general satisfaction depend on pay? A good organizational culture is the main factor for the success of the organization. The organizational culture sets the framework for the participation and involvement of the employees, which leads to positive motivation in the organization. Organizational culture refers to the beliefs and principles of a particular organization. Organizational culture varies from one organization to another depending on leadership, motivation of employees and management. Organizational culture plays an important role in team building within a company. It affects how teams are structured, how team members interact and collaborate, and how they approach work. Unfortunately, there are still no clearly defined methods and standards for employee motivation in Georgia, professional training is also not regulated, there are no encouraging activities on the part of organizations that would contribute to the formation of a healthy corporate culture in Georgian companies. As important as it is to maintain a healthy organization, it is necessary to understand and study the importance of organizational culture. This topic becomes more relevant over time, so more leaders and supervisors understand that it is necessary to motivate employees and increase the level of their satisfaction. The formation of a strong organizational culture is very important for the successful functioning of the organization. Correctly selected culture helps the organization to form a strong company. It can be safely said that the organizational culture is the main aspect of the company, without it there will be complete chaos and great failure. It plays a significant role in the success of the company. Personally, I think this issue also adds relevance to the topic. Keywords: organizational culture, team, leader, employee, motivation, factors.

Analysis of the Impact of Organizational Culture, Employee Training, and Internal Communication on Employee Retention: A Case Study in the Manufacturing Industry in Indonesia


 This research investigates the impact of organizational culture, employee training, and internal communication on employee retention within the Indonesian manufacturing industry. Using a mixed-method approach, data were collected from 179 employees across various manufacturing firms in Indonesia. The results reveal significant positive relationships between organizational culture, employee training, internal communication, and employee retention. A strong organizational culture, effective training programs, and transparent communication channels were found to enhance employee satisfaction, engagement, and commitment, ultimately reducing turnover rates. Practical implications suggest that manufacturing firms in Indonesia should focus on fostering a positive culture, investing in training and development, and improving communication to retain talent effectively. These findings contribute to understanding the dynamics of employee retention in the Indonesian manufacturing context and provide actionable strategies for organizations aiming to enhance retention efforts and sustain long-term success.

Analisis Budaya Organisasi dalam Menumbuhkan Motivasi Kerja Karyawan dalam Konteks Perusahaan Modern: Studi Kasus Usaha Sapiring Sale Pisang Kering

In this dynamic and competitive modern business era, employee work motivation is an important element in maintaining and improving company performance. Modern companies are full of global competition and complex dynamics, it is very important to understand how a strong organizational culture can be the basis for retaining and motivating employees. This research aims to analyze organizational culture in fostering employee work motivation in the context of a modern company with a case study conducted in the marketing and sales section of the Dried Banana Sapiring Sale Business. The data collection techniques used were observation and interviews. The data obtained was analyzed using qualitative analysis techniques. The research results show that a strong organizational culture can increase employee work motivation. A strong organizational culture is characterized by values ​​shared by all employees, such as integrity, cooperation and innovation. Apart from that, a strong organizational culture is also characterized by the existence of clear policies and procedures, as well as rewards and recognition for good employee performance. In this research, it was found that the era of globalization had a significant impact on employee work motivation. Therefore, companies need to develop a strong organizational culture to increase employee work motivation in the era of globalization.

The Influence of Spiritual Leadership on Teacher’s Organizational Commitment Based on (Louis W. Fry Model): A Literature Review

This study aimed to investigate the influence of principal’s spiritual leadership on teacher’s organizational commitment. Spiritual leadership is very interesting to study, because this leadership concept is a synthesis of value-based leadership constructs to answer problems related to human relations. Spiritual leadership has an important role to play in education as it can help build good relationships between principals and teachers, and increase teachers’ emotional and psychological attachment to the organization. Spiritual leadership can also help improve the quality of education and organizational performance. In addition, spiritual leadership can help improve teacher retention issues and increase organizational commitment. By applying spiritual leadership, principals can motivate and inspire individuals and engage every member of the organization to achieve school goals. Therefore, spiritual leadership can help create a positive learning environment and build a strong organizational culture in schools. The method used in this study was a literature review to investigate the influence of principals’ spiritual leadership on teachers’ organizational commitment. The article selection procedure was very rigorous using various selected journal databases to select ten research articles that met the inclusive criteria of this study. The results of this study show that spiritual leadership of school principals can significantly influence teachers’ organizational commitment.

Going green in the Norwegian fossil fuel sector? The case of sustainability culture at Equinor

As the effects of climate change continue to impact society, fossil fuel sector organisations are seen as principal contributors to the climate crisis. In the hopes of mitigating climate change at the source, we gain access to one of the largest fossil fuel organisations in Norway and conduct an exploratory case study investigation into their business practices, green ambitions, and notable results. Our analysis of executive interviews, confidential in-house documentation, media releases, corporate social responsibility (CSR) reports, and grey papers suggests that a strong sustainability-oriented organisational culture can contribute to reversing ‘business as usual’ practices towards seeking strategic greener solutions. Such results are partly achieved by strong responsible leaders at the organisational helm in combination with a sustainability-oriented national culture. Additionally, we critically question the secrecy surrounding the case organisation’s ‘choice’ and ‘format’ of promotion and support for their operational status quo (e.g. greenwashing), to challenge the insider perspective unearthed herein. In sum, the study contributes to the newer and under-investigated field of green human resource management by better identifying the role of organisational culture as a critical lever in bringing about much-needed greener organisational policies, and offering a critical analysis less seen in green human resource management (HRM).

Building employee performance through strategic management change in state owned university in Nigeria

This study reviewed employee performance through strategic management change using state -owned universities in Delta State. The determining objectives were employee involvement and organizational culture use. The study used a cross-sectional survey research design. The target population consists of 2820 staff (Academic and Non-Academic) of selected tertiary institutions in Delta State. A sample size of 338 employees was selected using simple random sampling technique. Primary data was collected using questionnaires. Analysis was done using descriptive statistics and presented using graphs and tables. The STATA Software package (Version 13.0) was used to analyze the data collected for this study. The results showed that there is a significant relationship between change leadership, change communication and employees’ performance. The study further revealed that employee involvement has a great impact on employees’ performance. A strong organizational culture creates synergy and momentum that encourages teamwork and enhances employee performance. The study concluded that employee involvement and organizational culture, influence the performance of employees positively. Also, the study demonstrated that though organizational culture is invisible, it has a subtle and far-reaching tangible effect on any change effort.

Evaluating employee performance through change management strategies in state-owned universities in Nigeria

This study examined the impact of change management on employee performance with evidence from selected universities in Delta State using a cross-sectional survey research design. The research was anchored on the the target population consists of 2820 staff (Academic and Non-Academic) of selected tertiary institutions in Delta State. A sample size of 338 employees was selected using simple random sampling technique. Primary data was collected using questionnaires. Analysis was done using descriptive statistics and presented using graphs and tables. The STATA Software package (Version 13.0) was used to analyze the data collected for this study. The results showed that there is a significant relationship between change leadership, change communication and employees’ performance. The study further revealed that employee involvement has a great impact on employees’ performance. A strong organizational culture creates synergy and momentum that encourages teamwork and enhances employee performance. The study concluded that change leadership, and change communication, influence the performance of employees positively. The study recommended that organizations need to focus on their employees during a change process to improve employees, performance.

Influence of Work Engagement and Organizational Culture on Employee Performance in Banjarmasin Islamic Hospital

This study intends to build a conceptual model to describe and empirically prove the formation of employee performance through work engagement and organizational culture. This study used quantitative methods and involved 96 non-medical employees as samples. Data were collected using questionnaires, then analyzed by multiple linear regression. Empirically shows that work engagement has a significant effect on employee performance. Employee performance will improve if employees feel valued and obligated to put in full effort at work. Likewise, organizational culture has a significant effect on employee performance. This is because workers who have understood and applied organizational culture effectively to their work activities will force others to follow the rules set by the company, which in turn will encourage improved employee performance. The better the organizational culture, the more employees will care about the company's values and use them as a guide when doing work. With employee engagement and a strong organizational culture will drive performance improvement.

Role of Organizational Culture on Relationship between Knowledge Management and Teacher's Performance for National Security

The safety and security of any nation depend on its organizational culture, knowledge management and teachers' performance. Good organizational culture leads to good performance, likewise, knowledge management helps in improving good organizational culture which in general can lead to safety and security in any State. This paper explores the role of organisational culture in the relationship between knowledge management and teacher's performance for national security. The study has two research objectives and two research hypotheses. The study adopted a quantitative research design. The population was 7986 out of which 370 were selected. The sample was selected using a multi-stage sampling technique. The data was collected via a questionnaire. Survey questionnaires were distributed and analyzed using Smart PLS (4.0) statistical software. The findings revealed a positive relationship between knowledge management and teacher performance. It further highlights the importance of effective knowledge acquisition, sharing, storage, and application processes. Equally, the moderating role of organizational culture indicates that a strong and supportive culture enhances the impact of knowledge management on teachers’ performance. The study recommends among others that; government and educational administrators in Sokoto State should model cultural values and take responsibility for nurturing the desired culture. The Ministry of Education should put in place policies promoting effective teacher management and engagement, which are critical for developing a positive image for any educational organisation and creating a strong organisational culture.

Implementation of the Acute Care for Elders Strategy to Improve the Quality of Care Transitions in Quebec and Ontario: a Retrospective Multiple Case Study.

In 2016, two Canadian hospitals participated in a quality improvement (QI) program, the International Acute Care for Elders (ACE) Collaborative, and sought to adapt and implement a transition coach intervention (TCI). Both hospitals were challenged to provide optimal continuity of care for an increasing number of older adults. The two hospitals received initial funding, coaching, educational materials, and tools to adapt the TCI to their local contexts, but the QI project teams achieved different results. We aimed to compare the implementation of the ACE TCI in these two Canadian hospitals to identify the factors influencing the adaptation of the intervention to the local contexts and to understand their different results. We conducted a retrospective multiple case study, including documentary analysis, 21 semi-structured individual interviews, and two focus groups. We performed thematic analysis using a hybrid inductive-deductive approach. Both hospitals met initial organizational goals to varying degrees. Our qualitative analysis highlighted certain factors that were critical to the effective implementation and achievement of the QI project goals: the magnitude of changes and adaptations to the initial intervention; the organizational approaches to the QI project implementation, management, and monitoring; the organizational context; the change management strategies; the ongoing health system reform and organizational restructuring. Our study also identified other key factors for successful care transition QI projects: minimal adaptation to the original evidence-based intervention; use of a collaborative, bottom-up approach; use of a theoretical model to support sustainability; support from clinical and organizational leadership; a strong organizational culture for QI; access to timely quality measures; financial support; use of a knowledge management platform; and involvement of an integrated research team and expert guidance. Many of the lessons learned and strategies identified from our analysis will help clinicians, managers, and policymakers better address the issues and challenges of adapting evidence-based innovations in care transitions for older adults to local contexts.

The Effect of High Targets in The Development of Infrastructure and Organizational Culture on Organizational Commitments to Employees and Performance

This study provides evidence that achieving performance at high targets in infrastructure development requires an OCE and organizational culture. This study is driven by the high target for infrastructure development in Indonesia from 2015 to 2020 as a strategic policy to help support economic growth and fair distribution of social welfare. Multigroup Analysis assesses the moderating effects of the high target in infrastructure development and organizational culture. This result suggests that OCE has a positive impact on motivation, which subsequently has a significant impact on performance. Moreover, motivation has been shown to moderate the relationship between high targets and OCE. On the other hand, this finding shows that achieving high infrastructure development targets requires a strong organizational culture that will impact performance positively and significantly through increased motivation.

THE IMPACT OF REMOTE WORK, WORKPLACE RELATIONSHIP, AND ORGANIZATIONAL CULTURE TOWARD BUSINESS PERFORMANCE (CASE STUDY AT PT. BERKAT MANDOLOKANG JAYA)

This study examines the influence of remote work arrangements on business performance, focusing on the interconnected dynamics of workplace relationships and organizational culture. It explores the factors driving the shift towards remote work, such as technological advancements and changing employee preferences. The abstract highlights the importance of understanding the impact of remote work on various aspects of business performance and presents insights from existing literature and empirical studies in this field. Using a quantitative research approach, data were collected through a survey questionnaire distributed to the employees of PT. Berkat Mandolokang Jaya to 100 of their employees. The findings indicate that Remote Work has a significant positive influence on Business Performance as it fosters employee flexibility and facilitates the generation of new ideas. Furthermore, positive Workplace Relationships are shown to enhance Business Performance, highlighting the importance of fostering a harmonious work environment. Lastly, a strong Organizational Culture is found to significantly improve Business Performance, as it promotes a positive and cohesive atmosphere within the company. By investigating these variables, this research aims to provide valuable insights into the factors that contribute to the success of businesses in the evolving landscape of remote work. Keyword: remote work, workplace relationship, organizational culture, business performance

Organizational Culture in Cultural Organizations in East Java

Purpose: To study and analyze cultural values, interaction, communication, and factors that influence the formation of a strong organizational culture in dance studios in East Java. The objectives of this study also include providing a better understanding of the cultural dynamics of dance studios, contributing to the development of policies and management strategies for cultural organizations, as well as providing input and recommendations to the government, communities, and cultural actors in East Java.
 Design: This research uses a qualitative approach by involving data collection through interviews, observations, and documentation studies. The collected data is analyzed in depth with a qualitative approach, through data coding, pattern identification, key findings, and emerging themes. The validity and reliability of the study are guaranteed through data triangulation, peer examination, and discussion with cultural experts or related experts.
 Findings: The results of this study reveal various cultural values embraced by dance studios in East Java, such as gotong royong, local wisdom, the spirit of collaboration, and respect for traditions and customs. These values become a strong foundation for carrying out cultural activities and provide a strong identity for dance studios in East Java. The study also observed that interactions between dance studio members in East Java were characterized by mutual respect, support, and cooperation. Effective and open communication is an important factor in maintaining harmony and smooth cooperation in the dance studio. The success of dance studios in East Java in carrying out cultural tasks and functions depends heavily on the ability of members to interact, communicate, and work together synergistically. In addition, this study identifies several factors that influence the formation of a strong organizational culture, such as inspiring leadership, organizational commitment to culture, recognition of individual contributions, and culture-oriented human resource development practices. These factors play a role in creating an organizational environment that nurtures and encourages a positive and strong culture.
 Practical implications: This research is expected to provide a deep understanding of organizational culture in dance studios in East Java, as well as contribute to the development of policies and management practices of cultural organizations in the region. The research results will be presented in a structured research report and disseminated to the government, society, cultural actors, and other related parties.
 Paper type: Research paper

Organizational Culture Among Religious Founded Schools in Enhancing Teachers’ Performance: A Case Study of Bishop Willigers Secondary School in Bugweri District, Eastern Uganda

The purpose of this study was to examine the contribution of organizational culture on teachers’ performance in Bishop Willigers Secondary School in Bugweri District, Eastern Uganda. The study objectives were to; “determine the type of organizational structure in enhancing performance, to examine the contribution of organizational culture on teachers’ performance and to explore other factors that influence teachers’ performance other than organizational culture”. The study employed a qualitative paradigm where interview guide and focus group discussion guide as data collection instruments and the results “were analyzed thematically and presented adversatively adversatively”. The study employed Organizational Culture Theory of Edgar H Schein (1992) to examine the contribution of organizational culture on the performance of teachers. Study findings revealed that, “there was a strong relationship between organizational structure and teachers’ performance, and also revealed that other than organizational culture, other factors such as teacher motivation, parental involvement in the student’s learning, qualification of the teachers, influence teacher’s performance”. The study concludes that: The school has a positive organizational culture which is traditionally structured with a top-down communication system. In a school setting, organizational culture determines how things are done, employees’ work ethic, values, beliefs and attitudes and their commitment towards work. The organizational structure of the school was in line with the Catholic School leadership structure. Therefore, it’s recommended that all schools develop a well-organized, defined and standard organizational structure, develop a strong organizational culture, should hire competent qualified staff, and motivated teachers. Also, parents should encourage and get involved in their children’s education to be able to improve teachers’ performance in schools.

Budaya Organisasi Dalam Pengembangan Kemandirian Santri Di Pesantren Ashqaf Jambi

The purpose of this study was to understand and analyze the role of organizational culture at the Ashqaf Jambi Islamic Boarding School in developing the independence of students. Qualitative research to understand and describe the phenomenon of developing students' self-reliance at the Ashqaf Islamic Boarding School Jambi. Sources of data include in-depth interviews with students, kiai, teaching staff, and pesantren administrators, as well as participatory observations within the pesantren. The data will be analyzed thematically and using a content analysis approach to identify the main themes related to the independence of the students. The results of this work are a) Ashqaf Islamic Boarding School has proven to be a leading educational institution that provides an important role in shaping the independence of students through a holistic educational approach, strong organizational culture, and support from teachers and mentors. b) A strong organizational culture at the Ashqaf Islamic Boarding School provides a solid foundation for the development of self-sufficient students, creates a harmonious environment that supports the growth of individuals who are strong, have noble character, and are ready to face various challenges in life. c) A strong organizational culture at the Ashqaf Islamic Boarding School has a positive impact on developing the independence of students, forming empathetic characters, and preparing them to become agents of positive change in society.

Analyses of Critical Success Factors and Barriers to the Implementation of Indonesian Mining Safety Management System: Case Study of a Nickel Mine & Processing Company

A very high level of work risk makes the implementation of an occupational health and safety management system imperative, particularly for mining businesses. Because it has an impact on the business's performance, sustainability, and reputation, mining safety is an issue of critical importance. The Republic of Indonesia's government has enacted regulations requiring the Mineral and Coal Mining Safety Management System (SMKP MINERBA) to be applied, as detailed in MEMR Regulation No. 26 of 2018 and its derivatives, through the Ministry of Energy and Mineral Resources (MEMR). The implementation of SMKP MINERBA, however, is still insufficient as shown by the rise in mining accidents that result in harm, lost productivity, and even fatalities. The study came to the conclusion that the existing CSFs could be categorized using the seven factors: SMKP good governance; strong organizational safety culture; organizing and resource availability; Specific - Measurable - Attainable - Relevant - Time Bound (SMART) planning and periodic monitoring; management commitment and strategy; effective Occupational Health & Industrial Hygiene (OH-IH) management; and compliance and safety leadership. In the meantime, the barriers may be classified as follows: low SMKP management commitment, inadequate safety leadership, and poor OHS strategy and execution. Rankings of CSFs and Barriers were also established using the Relative Importance Index (RII), and the ratings might be used by Management to enhance the organization further. As a consequence, the findings of this study and the solutions offered are beneficial to the industry since they may increase practitioners' knowledge and support them in expanding their acceptance in organizations

Raising Scientists: A Phenomenological Study on Advisor-Advisee Relationships

The current study aimed to examine the advisor-advisee relationship comprehensively from the perspectives of both advisees and advisors throughout the doctoral education process, deciphering the internal mechanisms of universities related to doctoral advisement and the role of the advisor-advisee relationship in the development of future scientists. A qualitative phenomenological research design was adopted. Interviews were conducted with 13 doctoral students and 18 faculty members at two internationally recognized and high ranking public research universities with well-established advisor-advisee processes and strong organizational cultures. Results demonstrate the expectations of both parties from each other and themselves throughout the process as well as the effects of the advisor-advisee relationship on the efficiency of the process, advisees’ future academic careers, and identities. Advisees generally highlighted their communication and work plan with advisors while the advisors stressed how different dimensions of the supervising process affect the understanding of scientist identity. The main difference between the universities was the communication style with advisors. Additionally, it was inferred that students feel closer to being a scientist/researcher when they feel the support of their advisor and have a close relationship with their advisor, and the discourses of advisors extend this argument to feeling the support of all faculty members as a team. These results can help policymakers, and researchers to deepen their understanding of the advising process.