Supportive Organizational Culture Research Articles

The Role of Total Quality Management and Organizational Culture in Enhancing Employee Performance: Towards Sustainable Public Service Development

This study explores the impact of Total Quality Management (TQM) on employee performance, focusing on the mediating role of organizational culture in fostering sustainable and human-centric development within public institutions. Conducted at the Pekanbaru State Asset and Auction Service Office (KPKNL), this research employs SEM-PLS to analyze data from 42 employees. The findings highlight the importance of integrating TQM with a supportive organizational culture to enhance both employee performance and institutional responsiveness to societal needs. The study contributes to the discourse on sustainable public service management by underscoring the value of quality-oriented and inclusive organizational practices.

A systematic review and meta-analysis of evidence-based practice and its associated factors among health professionals in Ethiopia

BackgroundEvidence-based practice (EBP) entails utilizing the most up-to-date information to inform clinical decisions. Healthcare professionals at all levels are encouraged to integrate the latest research evidence to ensure high-quality care. In Ethiopia, there is a lack of comprehensive, nationally representative data on the prevalence of EBP among healthcare workers. This systematic review and meta-analysis aims to assess the overall prevalence of EBP and its associated factors among health professionals in Ethiopia.MethodsThis systematic review and meta-analysis followed the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. The investigators searched electronic databases, including PubMed, Embase, Web of Science, Scopus, Cochrane Library, and Google Scholar, for studies published up to June 1, 2023. Two reviewers independently carried out the extraction of data and evaluation of study quality. We employed STATA version 14 for data synthesis and statistical analysis. The investigators used random-effects and fixed-effects models to calculate pooled odds ratios (ORs) and 95% confidence intervals (CIs) to determine the correlation between dependent and independent factors. The researchers conducted subgroup analysis to explore heterogeneity among the studies included and checked heterogeneity using the I2 statistic. The reviewers assessed publication bias using funnel plots and Egger’s regression test.ResultsThe initial search yielded 215 articles, of which 21 met the inclusion criteria. The pooled prevalence of good evidence-based practice among health professionals in Ethiopia was found to be 47.64 [95% CI: 41.33 to 53.96]. Having a masters and above educational status [pooled odds ratio (OR = 3.11; 95%CI: 1.945 to 4.95], good knowledge of EBP [OR: 2.44; 95%CI: 2.14, 2.78], training in EBP [OR = 2.30; 95% CI: 1.91, 2.77], availability of EBP guidelines [OR: 2.05; 95%CI: 1.60, 2.61], internet access [OR: 1.79; 95%CI:1.47, 2.18], availability of free time [OR: 2.05; 95%CI: 1.54, 2.72], presence of administrative support [OR: 1.89; 95%CI: 1.34, 2.67], clinical experience > 5 years [OR: 2.26; 95%CI: 1.54, 3.33], and positive attitude towards EBP [OR: 1.87; 95%CI: 1.53, 2.28] were significantly associated good evidence-based practice in Ethiopia.ConclusionsDespite the importance of EBP in improving healthcare outcomes, its implementation among healthcare professionals in Ethiopia remains suboptimal. This study also identified modifiable factors associated with EBP adoption. Meanwhile, most of these factors are related to individuals and organizations. Strategies aimed at enhancing access to training and resources and fostering a supportive organizational culture are crucial for promoting EBP uptake and ultimately improving healthcare quality in Ethiopia.

How do businesses utilize change management for process optimization? A cross-analysis among industrial sectors

PurposeThis paper aims to present a systematic literature review of 176 studies relating to change management in the context of process optimization and to investigate how companies effectively use change management to optimize processes across different industrial sectors.Design/methodology/approachDescriptive statistics are used to represent patterns, trends and correlations between change management strategies, research methods applied for processes optimization and industry field. A comprehensive analysis of the papers’ keywords, crossed with research methods and industrial sectors, allowed us to substantiate the results in analytic terms. For some selected studies, chosen on the basis of their significance to the research field, the contents were mapped and discussed in detail.FindingsThis study provides numerous insights into the various applications of change management across different industry fields. In general, change management appears to be no longer a theoretical discipline, showing instead practical relevance, which is reflected in testing theories through case studies and real implementations. The review emphasizes the need for careful and systemic planning by companies, effective communication, employee involvement and supportive organizational culture. These factors are crucial for enhancing process efficiency and employee acceptance of change. Digital technologies also prove to be valuable support for change management during process optimization.Originality/valueThe innovative contribution of this paper consists of the joint perspective taken when looking at process optimization and the application of change management strategies. Such a perspective favors an in-depth examination of the interactions between the two aspects and provides more comprehensive results compared to the existing literature.

Factors Affecting the Quality of Work Life for MBA Faculty In Kerala

Objectives: The primary objective of this study is to identify and examine the factors influencing the quality of work life (QWL) for MBA faculty members in Kerala, India. The study aims to assess elements such as workload, physical workspace, compensation, opportunities for advancement, flexibility in scheduling, recognition, decision-making participation, student interactions, organizational culture, technology access, ethnic compliance, and adherence to legal requirements. By identifying these influencing factors, the study seeks to offer insights that can help improve job satisfaction and work-life balance for MBA faculty, thereby supporting their professional well-being and academic effectiveness. Methods: To achieve these objectives, the study utilizes a factor analysis methodology, a statistical technique designed to identify underlying relationships among various variables. This method helps determine which specific factors significantly impact the quality of work life for MBA faculty members. Data for the analysis was collected through surveys administered to faculty members across several educational institutions in Kerala. Factor analysis was then applied to the collected data to categorize the factors and understand their impact on work-life quality for faculty. Results: The results of the factor analysis reveal several critical factors that substantially impact the quality of work life for MBA faculty members in Kerala. Key findings include the importance of manageable workloads, supportive organizational culture, adequate physical workspace, and a fair compensation structure. Additionally, factors such as flexible scheduling options, opportunities for professional growth, and recognition for achievements were shown to contribute positively to faculty satisfaction. The findings suggest that these elements collectively influence faculty job satisfaction and their overall quality of work life. Conclusion: The study concludes that enhancing the quality of work life for MBA faculty in Kerala requires a comprehensive approach addressing multiple work environment factors. Educational institutions should focus on optimizing workloads, improving workplace facilities, offering competitive compensation, and fostering an inclusive and supportive organizational culture. Implementing such improvements is anticipated to result in higher levels of job satisfaction, which could positively impact faculty performance and academic success in Kerala’s educational institutions. The insights gained from this study are expected to be valuable for policymakers and administrators aiming to create a supportive and productive work environment for MBA faculty.

Peran Kepala Sekolah dalam Melaksanakan Manajemen Mutu Pendidikan di MI NW Tangar Lingsar

As an educational leader at the unit level, the principal has a strong leadership foundation and is responsible for the success or failure of the school he supervises. Analysis of the principal's function in educational quality management, analysis of the principal's role in its implementation, and identification of elements that facilitate and hinder the implementation of educational quality management are the objectives of this study. This study is descriptive qualitative, and data analysis techniques include reduction, triangulation, presentation, and verification/conclusion. The findings of this study include (1) The Principal's Function in Organizing Educational Quality Management (a) Steps taken to improve educational quality, such as developing plans for student academic progress, building a rich learning environment in schools, fostering a leadership mindset among all academic and non-academic staff, improving learning, and supervising all academic and non-academic staff (2) The Principal's Role in Implementing Educational Quality Management (a) Making Policies on Educational Quality, (b) Tracking and Assessment, (c) Human resource development, (d) resource management, (e) stakeholder involvement and communication, (f) problem solving, and (g) empowerment of the management team, (h) Continuous Improvement The implementation of educational quality management is influenced by enabling and inhibiting factors. (a) Enabling factors include effective leadership, stakeholder involvement, sufficient resources, training and development, supportive organizational culture, collaboration and cooperation, and ongoing monitoring and evaluation. (b) barriers, such as scarce resources and an unfriendly corporate culture.

Enabling pharmacist prescribing: Lessons learned in Nova Scotia using behaviour change theory.

The COVID-19 pandemic alongside increased patient demand, enablement of scope, and government funding has accelerated the need and demand for pharmacist prescribing in Nova Scotia. A sequential explanatory mixed-methods study was undertaken to understand barriers and facilitators to pharmacist prescribing in Nova Scotia, Canada. This consisted of: 1) a cross-sectional survey and 2) semistructured, qualitative interviews with pharmacists practising in the community. The survey and interviews were designed using the Behaviour Change Wheel that encompasses the Capability Opportunity Motivation Model of Behaviour Change (COM-B) and Theoretical Domains Framework version 2 (TDFv2). Of 190 survey respondents, the percentage who prescribed 15+ times/month increased from 49% before to 80% during the COVID-19 pandemic (P<0.001). Pharmacists identified knowledge, social norms/pressures, and rewards or consequences related to how and when to prescribe as facilitators (Knowledge, Social Influences, and Motivation TDFv2 domains, respectively). Barriers included the environmental context and fear of negative outcomes (Environmental Context and Resources and Beliefs about Consequences, respectively). Through the interviews, the presence of prescribing decision tools (Memory, Attention and Decision Processes) and a supportive organizational culture (Environmental Context and Resources) were facilitators. Worry was expressed about making mistakes (Beliefs about Consequences) and feeling significant pressure to meet patient demand (Social Influences) in a busy setting (Environmental Context and Resources). Supports to better enable pharmacist prescribing are described, with key messages for pharmacists, pharmacy owners/managers, educators, advocacy bodies, regulators, and government identified. Pharmacist prescribing has increased significantly over a short period of time. Environmental supports (e.g., time, space, access to patient records), government funding, peer support, and public awareness are needed to optimize and fully implement these practice changes.

Equity, Diversity, and Inclusion in STEM Academic Librarianship: Perspectives and Practices in Canada

This research explores the perspectives and practices of Equity, Diversity, and Inclusion (EDI) in Canadian Science, Technology, Engineering, and Mathematics (STEM) academic librarianship. Research data were collected from Canadian STEM librarians through an online survey and one-on-one interviews. Findings indicate that the majority of participants' libraries and institutions have integrated EDI into their strategic plans, policies, or guidelines. These STEM librarians shared their perspectives, experiences, opportunities, and challenges in achieving their EDI goals. Besides providing examples of practices, the research sheds light on potential improvements to encourage STEM academic librarians to effectively integrate EDI into their professional practices. Establishing a supportive organizational culture for EDI is identified as a crucial motivational factor.

Strategic and Technological Drivers of Ambidexterity and Sustainability: Impact Assessment in UAE Project-Based Public Sector Organizations

This research aims to propose a framework for applying ambidexterity in the UAE’s public sector project-based organization. The study uses a quantitative research methodology to survey 400 public sector employees to establish the correlation between organizational culture, leadership, technology, and ambidexterity. The study validates these factors' importance to ambidexterity using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). The study reveals that a supportive organizational culture and transformational leadership positively influence ambidextrous capabilities, while technology adoption moderates the impact of leadership and culture on ambidexterity. Furthermore, the findings reinforce the hypotheses that human capital and employee flexibility facilitate ambidextrous strategies, mainly when supported by technology. However, the study identifies factors like organizational silos, resistance to change, and resource scarcity, which are the main barriers to ambidexterity. Therefore, the study contributes to the literature by proposing a context-specific framework for ambidexterity in the UAE’s public sector. It offers valuable insights to policymakers and public sector managers about overcoming the challenges inherent in the ambidexterity process. The validated framework provides tangible guidelines for building ambidexterity, especially regarding technology resources, organizational culture, and leadership.

Fostering an aged care organizational culture that supports innovation.

This study aimed to identify how aged care organizations can foster a culture that supports the implementation of innovation. The aged care sector must innovate to meet clients' evolving needs and increased regulatory requirements. Given the need to account for the values, beliefs, expectations, and assumptions held by a diverse range of stakeholders, implementing innovations within aged care can be exceptionally complex. Fostering a supportive organizational culture can facilitate the implementation of these critical innovations. Papers from a large scoping review that identified organizational culture as a barrier and/or enabler to implementing innovations in aged care were imported into NVivo. Data relating to how organizations fostered (or could foster) a culture that supported the implementation of innovations were then extracted, inductively coded, interpreted, and grouped into approaches. Of the 193 papers from the original scoping review, 109 were included in this secondary analysis. From these 109 papers, we identified six key approaches: cultivating collaboration; valuing contributions; ensuring alignment between the organizational vision, culture, and innovation; demonstrating organizational commitment; developing and communicating the implementation plan; and accounting for stability. Our study outlines effective approaches that can be used by aged care organizations to cultivate a culture that supports the implementation of innovations. However, these approaches should not be viewed in isolation; rather, they are interconnected and mutually reinforcing. Together, these insights offer practical guidance for aged care entities seeking to adapt and evolve through innovation implementation. http://links.lww.com/IJEBH/A264.

Nurse leaders’ recommendations for implementing LGBTQ+ inclusive practices in health systems: A qualitative descriptive study

BackgroundDiscrimination against lesbian, gay, bisexual, transgender, queer or questioning, and other sexual and gender diverse (LGBTQ+) individuals in healthcare settings remains a priority issue. Nurse leaders, who oversee the largest healthcare workforce, are critical in implementing inclusive practices to address LGBTQ+ discrimination, yet implementing LGBTQ+ inclusive practices and effective strategies is inconsistent. This qualitative descriptive study explored nurse leaders’ perceptions of LGBTQ+ inclusive practices across the United States to inform recommended strategies within health systems. MethodsTwenty-one nurse leaders (e.g., chief nurse executives) from diverse healthcare settings (e.g., children's hospitals and public health centers) in 12 states across the United States participated in semi-structured interviews from October to December 2023. Interview transcripts were analyzed using content analysis to (1) describe nurse leaders’ definitions of LGBTQ+ inclusive practices and (2) identify effective strategies for their implementation. ResultsNurse leaders defined LGBTQ+ inclusive practices to include delivering culturally responsive and competent care, fostering safe and affirming environments, integrating inclusivity into daily interactions and organizational culture, and supporting the needs of both LGBTQ+ staff and patients. Key implementation strategies included fostering a flexible organizational culture through open communication; a diverse workforce; and inclusive mission statements, policies, and strategic plans. Supportive infrastructure involved effective LGBTQ+ training and adapting electronic health record systems to include information on sexual orientation and gender identity. Active and interdisciplinary engagement from staff and leadership, as well as systematic data collection on patient and staff experiences, were essential for driving inclusivity. The advocacy highlighted included legislative support, discourse within the nursing profession, and the incorporation of LGBTQ+ inclusion into healthcare regulations and accreditation standards. Additionally, multisectoral partnerships with LGBTQ+ health experts and external organizations, along with multilevel evaluations, were recommended to develop tailored interventions and promote LGBTQ+ inclusive practices. ConclusionImplementing LGBTQ+ inclusive practices in healthcare is a multifaceted effort influenced by strategies at various levels. Promoting a supportive organizational culture, establishing comprehensive support structures, encouraging active engagement, and fostering community partnerships can address the needs of LGBTQ+ individuals more effectively. Future implementation efforts should tailor strategies to accommodate variability across healthcare settings and regions, ensuring that practices are both adaptable and sustainable.

Driving HR performance through digital transformation in educational directorates: A strategic imperative

The rapid advancement of digital technology has significantly affected various sectors, including education. Integrating digital tools and platforms in human resource management offers opportunities to enhance efficiency and organizational performance. This study investigates the impact of digital transformation on human resource performance in educational directorates in Egypt. A descriptive analytical methodology was employed, utilizing a structured questionnaire distributed to 450 administrative officials across eight randomly selected directorates out of the 27 directorates in Egypt, constituting approximately 30% of the total. The study retrieved 413 questionnaires, with about a 91% response rate. Data analysis reveals a significant positive correlation between digital transformation and the quality of human resource performance. Strategic planning (R² = 0.901), leadership development (R² = 0.699), skills acquisition (R² = 0.899), and institutional infrastructure (R² = 0.907) are identified as key factors that significantly influence HR performance. The findings suggest that embracing digital transformation and investing in these dimensions can lead to enhanced human resource performance in educational institutions. The study concludes that digital transformation can significantly improve human resource performance in the education sector, emphasizing the need for strategic planning, leadership development, skills acquisition, and a supportive organizational culture to fully leverage the potential of digital technologies.

Presenteeism among nurses: An integrative review

BackgroundPresenteeism, a phenomenon in which employees attend work despite physical or mental limitations, is prevalent among nurses and has negative implications for patients, healthcare organizations, and nurses themselves. ObjectiveWe aimed to present the current state of knowledge on presenteeism in nursing, focusing on prevalence rates, reasons, influencing factors, and consequences. DesignWe performed an integrative review. MethodsWe searched databases for studies on presenteeism in the nursing workforce published between 2018 and 2024. This review included 44 studies that met the inclusion criteria, specifically 38 quantitative studies, 4 qualitative studies, and 2 reviews. ResultsThe results indicated that the prevalence of nurses exhibiting symptoms of presenteeism varies between 32 % and 94 %. The influencing factors include workload, team culture, age, childcare responsibilities, job insecurity, and leadership practices. Presenteeism can lead to significant individual and organizational consequences such as increased health issues among nurses, decreased quality of patient care, and higher healthcare costs. Most studies were focused on nurses who work in hospitals, with only one study addressing nurses who work in nursing homes. ConclusionThis review highlights the high prevalence of presenteeism among nurses and its multifaceted causes and effects. This underscores the need for increased awareness and training of both nurses and management teams regarding the importance of addressing presenteeism. Further research is needed in settings such as nursing homes and outpatient care to understand the unique challenges and impacts in these environments. Efforts should focus on improving working conditions, fostering supportive organizational cultures, and implementing effective leadership practices to mitigate the negative effects of presenteeism.

The influence of post-traumatic stress on the intention to leave among Korean child welfare workers

Abstract Background and aims Previous research have highlighted the challenges faced by social workers who are exposed to traumatic events, such as client violence, and vicarious traumas. These experiences often lead social workers to leave their agencies. However, it is commonly assumed that child welfare workers are immune to such experiences as they primarily work with non-violent children. This study aims to investigate whether post-traumatic stress among Korean child welfare workers influences their intention to leave, and whether peer support and organizational culture mediate this relationship. Methods A total of 246 participants were recruited in 2021 through purposive sampling. Due to the ongoing Covid-19 pandemic, a self-administered online survey method was employed. Only workers who reported direct and/or indirect traumatic experiences at their workplaces were included in the final analysis. Structural equation modeling was utilized to examine the relationships among variables in this study. Results While organizational culture had a partial mediating effect in the relationship between post-traumatic stress and intention to leave, peer support did not show a significant effect. This suggests that fostering a supportive organizational climate may be crucial in reducing work-related stress, including post-traumatic stress. It also highlights the need for social work administrators to actively promote such climates to prevent turnover within the child welfare workforce. Discussion and conclusions The findings of this study suggests that child welfare organizations can take proactive measures to address this issue. Creating a supportive organizational culture that fosters resilience and provides resources for coping with post-traumatic stress is crucial. Organizations may explore additional strategies for reducing workforce turnover, which will have negative effects on their clients and organizations as well. Key messages • Fostering a supportive organizational climate may be crucial in reducing work-related stress, including post-traumatic stress. • Child welfare organizations may explore additional strategies for reducing workforce turnover, which will have negative effects on their clients and organizations as well.

Effective decision-making in public health organizations: reference to the COVID-19 pandemic.

The role of public health organizations during the COVID-19 pandemic was crucial. These groups acted to slow the spread of infection through the implementation of initiatives, policies, research and more. However, the rapidly changing and uncertain climate of the pandemic resulted in suboptimal processes and decision-making within these organizations. These already complex organizations and networks of people became even more nuanced. Thus, organizational decision-making processes must be improved upon based on previous experiences and lessons learnt. With minimal peer-reviewed literature available, resources for effective organizational decision-making in these organizations are scarce. This served as the impetus for this review. To conduct this literature review, both peer-reviewed and grey literature were incorporated to better understand effective organizational decision-making practices for public health organizations. Recommendations found in the literature review were identified, coded and themed to provide a novel decision-making framework to be used by public health executives. Nine key themes of effective organizational decision-making were identified, including utilize decision-making tools, define the problem and acknowledge an imminent decision, establish decision rights, outline a clear escalation path, create a supportive organizational culture, set decision objectives and goals, and evaluate decision alternatives. These findings in conjunction with existing decision-making models were used to create a seven-step effective decision-making framework for public health organizations. The review and analysis of effective organizational decision-making practices is instructive. Public health executives and decision-makers should incorporate the themes identified and employ the proposed decision-making framework to encourage improved decision-making practices.

Exploring the mediating role of psychological distress in the relationship between psychosocial workload and work-family conflict

In the modern workplace, the imbalance between work and family roles often leads to work-family conflict, negatively impacting employees' well-being. This study examines the mediating role of psychological distress in the relationship between psychosocial workload and work-family conflict among teaching professionals in private higher education institutions in India. The Effort-Reward Imbalance (ERI) model was used to assess psychosocial workload and its impact on psychological distress and work-family conflict. A quantitative, cross-sectional design was employed, gathering data from 391 respondents across 35 multidisciplinary deemed universities. The data was analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Results indicate a significant positive relationship between psychosocial workload and work-family conflict, with psychological distress acting as a mediator. A high psychosocial workload was found to increase psychological distress, which, in turn, intensified work-family conflict. These findings highlight the importance of interventions such as flexible work arrangements, workload management, and supportive organizational cultures to mitigate these stressors. The study contributes to the fields of organizational psychology and employee well-being, offering practical insights for university administrators to promote work-life balance and reduce psychological distress.

Nursing Students' Experiences and Perceived Learning Effectiveness of Patient Safety and Its Influencing Factors: An Integrative Literature Review.

To examine and synthesise the current literature to gain insights into nursing students' experiences, their perceived learning effectiveness of patient safety and its influencing factors. Integrative review. CINAHL, Medline, Scopus, and Embase databases from January 2011 to October 2023. Of the 5940 papers initially retrieved, 33 were included after title, abstract, and full-text screening. No papers were omitted through quality appraisal. Despite nursing students' generally positive attitude towards patient safety, their idealistic view did not translate into actual actions of upholding patient safety due to various factors. Moreover, their experiences and perceived effectiveness of learning patient safety were influenced by factors such as organisational safety culture and pedagogical contexts. Thematic analysis revealed four themes: 'perception, attitudes, and evaluation towards patient safety'; 'supportive organizational culture as impetus to promote patient safety'; 'perceived confidence, knowledge, and competence toward patient safety'; and 'educational contexts and pedagogies to promote learning of patient safety'. There is an inadequate focus on patient safety in clinical education compared to classroom education. Given that the clinical setting serves as an authentic learning environment of patient safety, nursing faculties play a crucial role in reforming existing nursing curricula to integrate patient safety education in both settings to ensure continuity of learning. Clinical nursing leaders should also proactively review and reform organisational culture and practices to enable nursing students' acquisition and internalisation of patient safety learning. This review highlighted the need for further collaboration between nursing faculties and healthcare institutions to advocate an environment conducive to nursing students' effective learning of patient safety. Reporting adheres to the Reporting items for systematic review and meta-analyses (PRISMA) 2020 guidelines. No patient or public contribution.

Emergency management decision-making in a changing world: 3 key challenges

Managing emergencies is taxing for individuals due to the stress of making decisions in dangerous, high-stakes and time-constrained environments. These complex, dynamic environments also make it difficult to coordinate as other responders perform different roles that may have conflicting goals. This study explored some of the challenges faced by emergency management decision-makers through a literature review of 70 papers identified from SCOPUS and EBSCO database searches. Three major challenges for emergency management were identified: stress and fatigue, interoperability and ethical decision-making. Each of these challenges is examined to explore their nature and how they are likely to evolve in the future. This paper provides helpful advice on how to mitigate these challenges. We argue that to better meet these challenges, emergency services organisations need to develop and maintain appropriate doctrine and training, develop a supportive organisational culture and effectively learn the lessons of previous critical incidents.

Identifying Critical Success Factors for Effective Positive Risk Management in Project Management

This study identifies critical success factors (CSFs) for positive risk management in project management. The research, focused on IT projects in Maharashtra, combines quantitative surveys and qualitative interviews from 150 project managers. The findings highlight proactive risk identification, active stakeholder involvement, strong team dynamics, and a supportive organizational culture as key success factors, leading to enhanced project outcomes. Key Words: Positive Risk Management, Project Management, Critical Success Factors, IT Projects, Proactive Risk Identification, Stakeholder Involvement

The Effect of Compensation, Organizational Culture, and Rewards on Employee Productivity in Retail Companies in Indonesia

This study examines the effect of compensation, organizational culture, and rewards on employee productivity in retail companies in Indonesia. Using a quantitative research design, data were collected from 140 retail employees and analyzed using Structural Equation Modeling with Partial Least Squares (SEM-PLS 3). The findings reveal that compensation, organizational culture, and rewards all have significant positive effects on employee productivity. Compensation emerged as the strongest predictor, followed by organizational culture and rewards. These results suggest that fair compensation, a supportive organizational culture, and effective reward systems can significantly enhance employee performance in the retail sector. The study provides practical recommendations for retail companies to improve workforce productivity through strategic human resource management.

Nothing personal, it's the organization! Links between organizational culture, workplace bullying, and affective commitment.

Extensive attention in organizational research has been dedicated to workplace bullying, primarily focusing on its frequency and impact on both the victim and the bully, emphasizing interpersonal dynamics. This study extends current research by shifting the focus to the organizational level, examining the relationship between organizational culture and affective commitment, mediated by workplace bullying. Utilizing data from two surveys (N = 650 in 2012 and N = 553 in 2017), the study reveals that dimensions of organizational culture, such as assertiveness, performance orientation, and ingroup collectivism significantly influence work-related workplace bullying. Performance orientation and assertiveness are positively associated with increased bullying, whereas ingroup collectivism serves as a deterrent. In turn, work-related bullying negatively impacts affective commitment, while a culture characterized by high ingroup collectivism not only links negatively with bullying but also links positively with affective commitment. This work is one of the first studies to investigate the interplay among several dimensions of organizational culture, workplace bullying, and affective commitment, underscoring the importance of supportive organizational cultures in fostering healthy work environments.