Strong Organizational Culture Research Articles

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

PERANAN BUDAYA ORGANISASI DALAM MENINGKATKAN KOMPETENSI PROFESIONAL GURU

This research aims to determine the role of organizational culture at SMP Daya Utama Bekasi City. Organizational culture in schools is a factor that can encourage organizational success in the teaching and learning process. Successful learning must be supported by a strong organizational culture in implementing the teaching and learning process. This research applies qualitative research methods that use a pedagogical approach. The data source, namely primary data, comes from interviews with school principals and teachers at Daya Utama Middle School, Bekasi City. Meanwhile, secondary data taken from documents supports the research results. The instrument used to collect data was in-depth interviews. Observation and documentation by determining and selecting informants as data sources, analyzing data, interpreting data, and drawing conclusions. The results of the research show that efforts that can be made to increase teachers' professional competence are related to difficulties in delivering teaching material in the form of mastering teaching material easily. Teachers need to read more, study, explore and review teaching materials in textbooks and student books by having lots of books. references that can support learning activities in class and the role of teachers must be given a teaching load according to their expertise.

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.

Lower Emotional Exhaustion among Employees Is Associated with Intentional Incorporation of Animals into Residential Care Settings

Secondary effects of animal-integrated programming on residential care center (RCC) staff and organizational culture are not well understood. We explored emotional exhaustion among RCC employees both in facilities that incorporated animals and those that did not incorporate animals into the therapeutic environment. We conducted a survey throughout a large midwestern RCC system in the United States to determine relationships between organizational culture, emotional exhaustion, and the intentionality by which animals were incorporated into programming. Data were analyzed by examining associations between variables of interest using chi-square or t-tests, and linear mixed-effects modeling was used to identify potential confounding effects due to differences in children served within RCCs. Staff from RCCs that used animals intentionally reported lower emotional exhaustion (p = 0.006), and higher average workplace safety (p = 0.024) and psychological safety (p < 0.001). Integrating animals into RCC programming is associated with elements of a strong organizational culture. It is possible that animal-integrated programming has a positive impact on the facility culture and workforce, and/or that RCCs with strong pre-existing cultures are more likely to use animal-integrated programming.

STRENGTHENING GOVERNMENT ORGANIZATIONAL CULTURE IN THE ERA OF REGIONAL AUTONOMY

This study aims to strengthen organizational culture in local government in the era of regional autonomy. This study used a qualitative approach with a case study method. The results showed that a strong organizational culture is a key factor in improving local government performance. A strong organizational culture is defined as the adoption of shared values, traditions and norms that are understood and carried out by all members of the organization. As for the role of a strong organizational culture towards the organization, members of the organization and those related to the organization, namely organizational identity, unifying the organization and conflict resolution. It is hoped that the results of this research can become input for local governments in developing and strengthening organizational culture to improve local government performance in the future.&#x0D; &#x0D;

Administrative and Technological Innovation: The Indirect Effects of Organizational Culture and Leadership

"Administrative innovation is defined as changes to the rules and structures that characterize the communication methods and work of employees within an organization, and technological innovation refers to the implementation of programs and services. This study examines the relationship between administrative and technological innovation using two environmental factors, namely leadership and organizational culture, as indirect variables. Using structural equation modeling on a 2015 Korea Institute of Public Administration survey, this study finds that there are no direct effects between administrative innovation and technological innovation. However, results indicate that a strong organizational culture positively affects the relationship between administrative and technological innovation, and leadership in an organization plays a similar role to that of organizational culture. These findings suggest that changing the rules of are organization alone is not enough to lead to technological innovation, which must be supported by a strong culture and leadership. "

Organizational risk culture: A literature review on dimensions, assessment, value relevance, and improvement levers

The topic of organizational risk culture has gained increased attention after the financial crisis from 2007 to 2009, emphasizing the need to establish risk awareness beyond the boundaries of a dedicated risk management department. Despite its importance, the concept of organizational risk culture is not uniquely defined to date. In this paper, we conduct a structured literature review that includes 83 peer-reviewed academic articles, based on which we derive a comprehensive presentation of the concept of organizational risk culture for four major aspects: (i) dimensions of risk culture, (ii) instruments to assess and diagnose risk culture, (iii) insight on the value effect of risk culture (dimensions) on firm performance and applied methodologies, and (iv) improvement levers along the identified dimensions with further influencing factors. We conclude with a discussion of avenues of future research. Our analysis emphasizes the considerable value of a strong organizational risk culture, which should be regularly assessed in firms and improved along the dimensions identified in the paper.

EMPLOYEE SATISFACTION MODERATES THE EFFECTS OF GREEN SUPPLY CHAIN MANAGEMENT, LEADERSHIP AND ORGANIZATIONAL CULTURE ON CORPORATE PERFORMANCE

&#x0D; This research aims to determine if employee satisfaction mitigates the detrimental effects that organizational culture, leadership, and GSCM have on corporate performance. For this purposeful convenience sampling, the research population is an industrial and commercial firm in Indonesia. The primary source of the data used is from surveys that were gathered using Google Forms. The sample for the study consisted of 102 people. The statistical analysis in this study used structural equation modeling using partial least squares. This study expands the GSCM's set of indicators. The study's findings demonstrate that GSCM, leadership, and organizational culture all have an impact on business performance. But only the impact of organizational culture—not the impact of GSCM or leadership—on performance is tempered by employee satisfaction. The study includes ramifications for manufacturing and trading companies, such as the requirement for a strong organizational culture, strong leadership, and the application of a GSCM strategy. The research tools or GSCM indicators are what set this study apart from others. The amount of respondents to the survey is one of this study's shortcomings, hence it is recommended that future research use more samples.&#x0D; &#x0D; &#x0D; Keywords: Organizational culture, leadership, green supply chain management, and employee satisfaction&#x0D;

The Influence of Work Culture on the Effectiveness of Internal Audit: A Qualitative Study

This qualitative study investigates the influence of organizational culture on the effectiveness of internal audit processes within organizations. Through a comprehensive literature review and supplementary data collection methods, including interviews with internal auditors and organizational leaders, the study explores the intricate relationship between work culture and internal audit outcomes. The research draws on theoretical frameworks such as agency theory and social identity theory to conceptualize the influence of organizational culture on audit practices and performance. The findings reveal that a strong organizational culture characterized by ethical norms, transparency, and accountability enhances internal audit effectiveness by fostering trust, compliance, and collaboration among employees. Conversely, a weak or dysfunctional culture may impede audit effectiveness by hindering communication, collaboration, and compliance. The study highlights the importance of cultivating a supportive culture that aligns with audit objectives to optimize audit outcomes and promote organizational success. These insights contribute to a deeper understanding of the mechanisms through which organizational culture influences internal audit effectiveness and offer practical implications for organizations seeking to enhance audit performance and organizational resilience.

Transformacija organizacione kulture u digitalnom i hibridnom radnom okruženju

In the world of digital economy, traditional success factors of organizations, such as a strong organizational culture, have been redefined and questioned. Modern organizations are faced with the challenge of rethinking not only the established work patterns and employee relations, but also examining ways to transform the existing organizational cultures that are no longer sufficient to create sustainable value in the digital world. This paper presents the key elements of the digital organizational culture, the characteristics of the digital workplace and environment, as well as the specifics of the working population that belongs to the digital culture, the so-called "digital" or "Z" generation. New forms of work in modern business such as hybrid work, telecommuting and remote work are also analyzed. Considering that the traditional organizational culture was conceived in the analogue age and was not developed so that it can be easily adapted to the digital and hybrid form of work and organizations, its evolution and transformation in the direction of the needs of modern man are necessary. It can be concluded that a digital organizational culture should encourage the development of a collaborative work environment, creativity and innovation, and lead to permanent business improvement through a unique digital strategy.

Performance of civil servants: The role of motivation and organizational culture

This study aims to analyze the influence of organizational culture and work motivation on the performance of civil servants in Indonesia. This research is a quantitative study, using survey methods and distributing questionnaires to 31 respondents from the Regional Development Planning Agency (RDPA), Central Maluku Regency, through a census. The statistical method uses multiple regression analysis with IBM SPSS Statistics software version 20.0. The results of the study explain that motivation has no effect on employee performance. This condition implies that motivation needs to be encouraged and driven by the leadership so that employees want to work optimally. On the other hand, factors of communication, coordination, environment, achievement recognition, and mutual respect are needed to create comfortable working conditions for all parties. Meanwhile, organizational culture factors have a very positive effect on employee performance. These results prove that a strong organizational culture is the result of spreading trust and values that develop within an organization and directing employee behavior in the desired direction thereby increasing a sense of comfort and loyalty to the organization.

Aspecte ale culturii organizaţionale muzeale în cadrul sustenabilităţii

With the shift in the museum paradigm from exhibits to visitors and the conquest of museum territory by the IT revolution, the museum has been given the opportunity to reinvent itself. By adding environmental responsibility to heritage responsibility, the museum becomes sustainable and resilient, thus acquiring a new identity. As a cultural consumption driver and a guarantee of its quality under given conditions, resilience allows museum correlations that stimulate innovation. A sustainable, resilient and innovative museum capitalizes on its archetypal structure by establishing durable bridges between the protected heritage and the most diverse categories of public, while becoming the core of new cultural strategies. The museum’s involvement in the community life, according to the current institutional standards, is an interrelated process supported by viable elements that are almost all to be found in the museum’s organizational culture. Based on these premises, this article attempts to highlight the mechanism by which the museum organizational culture, taking on the data of sustainability, contributes to achieving resilience. However, in order to integrate organically and sustainably into the cultural fabric of society, museum institutions need to promote an open, strong and positive organizational culture, adapted to the significant role that the museum has within the community.

A Comprehensive Review of Strategies for Managing and Aligning Psychological Contracts to Enhance Organizational Commitment

Effective management and alignment of psychological contracts are pivotal in fostering enhanced organizational commitment. Psychological contracts, the unspoken agreements between employees and employers regarding mutual expectations, significantly influence workplace behavior and attitudes. This paper explores various strategies to manage and align these psychological contracts to bolster organizational commitment. Key strategies include clear communication, consistent leadership, recognition and rewards, and employee involvement. Additionally, promoting work life balance, ensuring fair treatment, and fostering a strong organizational culture are essential. Addressing psychological contract breaches promptly and effectively, along with continuous monitoring and evaluation, further solidifies trust and commitment. By implementing these strategies, organizations can create a supportive and engaging work environment, leading to improved employee satisfaction, loyalty, and performance.

From Vision to Reality: A Holistic Examination of Transformational Leadership as a Catalyst for Cultivating Organizational Culture in Pesantren

The focus of the study is the concept of transformational leadership and its influence on nurturing a strong and cohesive organizational culture within Pesantren. This article examines the key dimensions of transformational leadership and their role in cultivating a supportive environment that aligns with the vision and values of Pesantren through a comprehensive review of scholarly literature and empirical studies. The findings demonstrate the importance of visionary leadership, inspirational motivation, intellectual stimulation, and individualized consideration in fostering positive organizational culture change. In addition, this article proposes strategies and recommendations for Pesantren leaders to harness the potential of transformational leadership in order to establish a sustainable and flourishing organizational culture. This research contributes to the existing corpus of knowledge on leadership and organizational culture, particularly in the context of Pesantren, and offers educational leaders and policymakers valuable insights.