Supportive Organizational Culture Research Articles

The Influence of Training and Development Programs, Job Autonomy, and Organizational Culture on Employee Job Satisfaction and Performance

This research explores the intricate relationships between training and development programs, job autonomy, organizational culture, and employee outcomes, with a specific focus on the mediating role of job satisfaction. The study employs a mixed-methods approach, integrating quantitative analysis using Partial Least Squares Structural Equation Modeling (PLS-SEM) with qualitative insights gathered from interviews and focus group discussions. The results highlight the positive impact of effective training programs, job autonomy, and a supportive organizational culture on job satisfaction levels among employees. Job satisfaction emerges as a crucial mediator, translating these organizational factors into improved performance, motivation, and overall well-being. The findings underscore the importance of prioritizing strategies that enhance job satisfaction to foster a more engaged and productive workforce, ultimately contributing to organizational success

Managing the quality of primary health care in urban China: the impact of organizational and physician features.

Global health care quality improvement efforts have focussed on management practices. However, knowledge in primary care settings, especially in developing countries, such as China, is lacking. To examine the organizational and physician features associated with health care quality in China's community health centres (CHCs). We conducted a cross-sectional survey of 224 primary care physicians (PCPs) in 38 CHCs in Jinan, Tianjin, Shenzhen, and Shanghai. Clinical and prevention care quality with a 5-level scale (1 = never, 5 = always) reported by the PCPs were used to measure the quality of care. Two-level hierarchical linear models were estimated to examine the organization and physician-level variables associated with primary care quality. The average clinical care quality score was 4.08 and 3.59 for preventative care out of 5. At the organizational level, organizational culture and organizational support were the strongest predictors of physician-reported quality of care. At the physician level, professional fulfilment, psychological safety, and organizational citizenship behaviour were positively associated with care quality. Chinese CHCs clinical quality ranked high by PCPs, but the quality of preventative care provision required improvement. To improve primary care quality, managers of CHCs should implement optimal organizational structures, supportive organizational cultures, and strong organizational support at the organization level and cultivate high professional fulfilment, safe, and trustful relationships with colleagues at the physician level.

Identifying and prioritizing the barriers to green innovation in SMEs and the strategies to counteract the barriers: An interval-valued intuitionistic fuzzy approach

Increasing environmental burdens and the importance of innovation in the presently competitive environment have encouraged small- and mid-size enterprises (SMEs) to adopt and implement green innovation practices. This process, however, is faced with many limitations and obstacles. The purpose of this study is to propose a framework to identify barriers to green innovation in SMEs and to provide solutions/strategies to overcome such barriers. Using the systematic literature review (SLR) method and the opinions of 20 experts, the study primarily identified 29 sub-categories of barriers falling under seven main categories including “management”, “organization”, “human resources”, “financial resources”, “external cooperation”, “customers, markets or competitors”, and “the external environment.” Similarly, 22 strategies were discovered that could help to counteract the barriers identified. To determine the weights of the barriers, the Intuitionistic Fuzzy Multiplicative Best-Worst Method (IFMBWM) was used. The strategies, too, were ranked through the Interval-Valued Intuitionistic Fuzzy MULTIMOORA (IVIF-MULTIMOORA) method. Then, a sensitivity analysis and a comparative analysis were applied to confirm the robustness of the proposed method and ensure the consistency of the obtained ranking of alternatives. As the results revealed, the optimal and effective solutions that could be used by policy-makers/managers to overcome the barriers to green innovation were “simplifying authorization and licensing procedures”, “effective environmental laws and regulations”, “shared responsibility throughout the supply chain”, “a supportive organizational culture”, and “merit-based selection of managers.”

Unveiling connections between organizational dimensions, employee performance and boundary-spanning behaviors: a study on perceived organizational support and perceived supervisory support

Purpose This study aims to examine the influence of perceived organizational support (POS) on boundary-spanning behaviors (BSBs) among frontline employees in the hospitality industry. It also considered perceived supervisory support (PSS) as a moderating factor within a conceptual model. Design/methodology/approach Data were gathered from 651 full-time hospitality employees across 12 hotels in China. The analysis of the data used confirmatory factor analysis and structural equation modeling. Findings The findings revealed that POS influences hospitality boundary spanners’ BSBs, specifically external representation (ER), internal influence (II) and service delivery (SD). In addition, PSS moderates the relationship between POS and these frontline employees’ behaviors. Practical implications This study offers practical strategies for hospitality professionals to enhance frontline employees’ BSBs and foster supportive workplaces that drive employee excellence. These strategies encompass cultivating a supportive organizational culture, implementing supportive measures, fostering a sense of belonging among employees and ensuring supervisors’ well-being and competence in supporting their teams during daily interactions. These actions effectively motivate customer-contact employees to excel in their performance. Originality/value Fostering a helpful attitude in frontline employees is crucial for service firms’ success. Hospitality organizations must provide support to achieve this. Few studies have explored how organizational support contributes positively to the BSBs of customer-contact employees. This study goes beyond oversimplification and delves into the nuanced interplay between perceived support (POS and PSS) and hospitality frontline employees’ BSBs, focusing on ER, II and SD. The moderated mediating model enhances the understanding of support dynamics in the organizational context.

Spiritual Leadership and Intrinsic Motivation: The Roles of Supervisors' Developmental Feedback and Supportive Organizational Culture

Organizational survival in today's dynamic and competitive business environment requires a holistic leadership approach that can intrinsically motivate employees to experience deeper meaning in their work beyond exchanging their labor for payment and fringe benefits. Anchored on self-determination theory, this study examines how spiritual leadership relates to employees' intrinsic motivation. Specifically, the study proposes a theoretical model in which supervisors' developmental feedback mediates this relationship, whereas supportive organizational culture moderates it. Using a sample of 448 employees from the financial sector in Kenya, results indicated that spiritual leadership, directly and indirectly, influenced intrinsic motivation, partially through supervisors' developmental feedback. Further, the results indicate that supportive organizational culture moderates the relationship between spiritual leadership and intrinsic motivation, such that the relationship is stronger when supportive organizational culture is high rather than low. Implications of these findings and recommendations for future research are offered.

IMPACT OF EMPLOYEE SKILL DEVELOPMENT PRACTICES ON EMPLOYEES JOB SATISFACTION AT (THE AEC ASSOCIATES)

This master thesis of Strategic Human Resource (HR) Management, focusing on Impact Of Employee Skill Development Practices On Employees Job Satisfaction. This research explores the relationship between employee skill development practices and job satisfaction within the context of “THE AEC ASSOCIATES” Noida, a leading organization in its industry. In today's competitive business environment, organizations recognize the significance of investing in their employees' skill development to faster a talented and motivated workforce. Likewise, employee job satisfaction remains a crucial determinant of organizational performance and employee well-being. The study employs a mixed-methods approach, combining quantitative surveys and qualitative interviews, to examine the existing skill development practices at THE AEC ASSOCIATES Noida and assess their impact on employee job satisfaction. Quantitative data analysis includes descriptive statistics, correlation analysis, and regression analysis, while qualitative data from interviews is analyzed thematically. Findings indicate a positive correlation between effective skill development practices and employee job satisfaction. Employees who perceive their organization's investment in their skill development positively exhibit higher levels of job satisfaction. The study also uncovers key factors influencing employee satisfaction, including the availability of training programs, career advancement opportunities, and supportive organizational culture. The research offers practical implications for HR practitioners and organizational leaders, suggesting recommendations for enhancing employee skill development practices to improve job satisfaction. By understanding the dynamics of skill development and job satisfaction, organizations like THE AEC ASSOCIATES, Noida can optimize their talent management strategies to foster a culture of growth, engagement, and fulfillment, thereby positioning themselves for sustained success in a dynamic business landscape.

دور القيادة التحويلية في تعزيز الالتزام والولاء للموظفين في القطاع الخاص في محافظة الرياض

This study aims to explore the role of transformational leadership in enhancing commitment and loyalty among employees in the private sector in Riyadh Province. Transformational leadership is considered a style of leadership that relies on building strong and sustainable relationships between leaders and followers, encouraging participation in decision-making, and fostering innovation and creativity. Riyadh Province, with its diverse array of companies and institutions across various sectors, provides an ideal environment for investigating this topic. The research methodology includes a review of literature related to transformational leadership and its impact on employee commitment and loyalty, as well as data collection through surveys distributed to a random group of employees in several private companies in Riyadh Province. The data were analyzed using advanced statistical methods to understand the relationship between transformational leadership variables and the level of commitment and loyalty among employees. The results of the study indicate that transformational leadership plays a crucial role in enhancing employee commitment and loyalty in the private sector in Riyadh Province. The study also shows that key factors contributing to the success of implementing transformational leadership include supportive organizational culture and strong managerial direction. Based on these findings, the study provides practical recommendations for leaders and managers in the private sector in Riyadh Province on how to enhance transformational leadership and use it effectively to achieve organizational goals and enhance employee satisfaction and loyalty. Thus, the study contributes to a deeper understanding of the role of transformational leadership in improving performance and enhancing commitment and loyalty among employees in the private sector in Riyadh Province, and provides a practical framework for achieving this in the current work environment.

(WITHDRAWAL) THE IMPACT OF AI ON EMPLOYMENT AND ORGANISATION IN THE INDUSTRIAL WORKING ENVIRONMENT OF THE FUTURE

(Withdrawal) The publisher made the decision to withdraw the article after discovering that it is a copy of another source and that the document missing the necessary citations.

Factors influencing the effectiveness of university records management in Indonesia: the PLS-SEM approach

ABSTRACT This study investigates the effectiveness of university records management programmes in Indonesia, focusing on the identification of key factors that influence their success. Recognizing the critical role of records in ensuring legal compliance, decision-making support, accountability, and historical preservation, the research utilizes a quantitative approach with Partial Least Squares Structural Equation Modeling (PLS-SEM) to analyse the data. The findings reveal that education and training, organizational culture, knowledge and skills, and motivation are significant positive predictors of effective records management. Conversely, the influence of professional associations was not statistically significant. These results underscore the importance of targeted educational initiatives and a supportive organizational culture in enhancing the management of university records.

Strategic Human Resource Management Practices and Organizational Innovation: Evidence from Small and Medium Enterprises in India

Purpose: The aim of the study was to investigate the strategic human resource management practices and organizational innovation: evidence from small and medium enterprises in India. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: Research on SHRM practices and organizational innovation in Indian SMEs indicates a positive relationship between SHRM adoption and innovation outcomes. Training initiatives are particularly vital, enhancing innovation capabilities by building human capital. Additionally, fostering a supportive organizational culture promotes creativity and experimentation. Aligning HRM strategies with organizational goals and promoting continuous learning further enhances innovation performance. Overall, SHRM practices play a critical role in driving innovation and competitive advantage in Indian SMEs (Agarwal & Yadav, 2018). Unique Contribution to Theory, Practice and Policy: Resource-based view (RBV) theory, social exchange theory & dynamic capabilities theory may be used to anchor future studies on the strategic human resource management practices and organizational innovation: evidence from small and medium enterprises in India. Develop tailored HRM training programs for SMEs in India, focusing on building capabilities related to creativity, problem-solving, and innovation among employees. Advocate for government policies that promote investment in human capital development and innovation capabilities among SMEs.

Strategies to implement evidence-informed decision making at the organizational level: a rapid systematic review

BackgroundAchievement of evidence-informed decision making (EIDM) requires the integration of evidence into all practice decisions by identifying and synthesizing evidence, then developing and executing plans to implement and evaluate changes to practice. This rapid systematic review synthesizes evidence for strategies for the implementation of EIDM across organizations, mapping facilitators and barriers to the COM-B (capability, opportunity, motivation, behaviour) model for behaviour change. The review was conducted to support leadership at organizations delivering public health services (health promotion, communicable disease prevention) to drive change toward evidence-informed public health.MethodsA systematic search was conducted in multiple databases and by reviewing publications of key authors. Articles that describe interventions to drive EIDM within teams, departments, or organizations were eligible for inclusion. For each included article, quality was assessed, and details of the intervention, setting, outcomes, facilitators and barriers were extracted. A convergent integrated approach was undertaken to analyze both quantitative and qualitative findings.ResultsThirty-seven articles are included. Studies were conducted in primary care, public health, social services, and occupational health settings. Strategies to implement EIDM included the establishment of Knowledge Broker-type roles, building the EIDM capacity of staff, and research or academic partnerships. Facilitators and barriers align with the COM-B model for behaviour change. Facilitators for capability include the development of staff knowledge and skill, establishing specialized roles, and knowledge sharing across the organization, though staff turnover and subsequent knowledge loss was a barrier to capability. For opportunity, facilitators include the development of processes or mechanisms to support new practices, forums for learning and skill development, and protected time, and barriers include competing priorities. Facilitators identified for motivation include supportive organizational culture, expectations for new practices to occur, recognition and positive reinforcement, and strong leadership support. Barriers include negative attitudes toward new practices, and lack of understanding and support from management.ConclusionThis review provides a comprehensive analysis of facilitators and barriers for the implementation of EIDM in organizations for public health, mapped to the COM-B model for behaviour change. The existing literature for strategies to support EIDM in public health illustrates several facilitators and barriers linked to realizing EIDM. Knowledge of these factors will help senior leadership develop and implement EIDM strategies tailored to their organization, leading to increased likelihood of implementation success.Review registrationPROSPERO CRD42022318994.

Hand Hygiene Practices among Nurses in South Sulawesi Hospitals

Healthcare professionals’ adherence to hand hygiene protocols is paramount to prevent Healthcare-Associated Infections (HAIs) and ensure patient safety. This study evaluates compliance with the World Health Organization's (WHO) "Five-Moment Hand Hygiene" protocol among nurses in two Indonesian hospitals: Regional General Hospital X in Makassar City and Provincial General Hospital Y in South Sulawesi Province. A total of 60 nurses participated, with demographic analysis revealing significant differences between the hospitals. Utilizing a comprehensive observation tool provided by the WHO, data analysis indicated variations in hand hygiene practices, particularly after touching patient surroundings. Despite these differences, the data followed a normal distribution, enhancing the reliability of statistical analyses. Significant disparities in hand hygiene practices were found after touching patient surroundings (p-value = 0.008; α < 0.05), underscoring the urgent need for targeted interventions among nurses to improve their compliance and enhance patient safety. This study recommends comprehensive training, resource provision, regular audits, fostering a supportive organizational culture, and integrating robust hand hygiene modules into nursing education. The study also suggests further research to identify barriers and improvement strategies. Addressing these recommendations collectively will bolster patient safety and reduce healthcare-associated infection burdens in Indonesian healthcare settings. The study's identification of specific deficiencies in hand hygiene practices provides actionable insights for healthcare administrators, infection control practitioners, and frontline healthcare workers, emphasizing the urgency of sustained efforts to promote proper hand hygiene practices.

Strategic human resource management for sustainability in creative industries: A review and framework proposal

Strategic Human Resource Management (SHRM) has emerged as a critical approach for fostering sustainability within the dynamic landscape of creative industries. This review presents a comprehensive review of existing literature on SHRM in the context of creative industries, culminating in a proposed framework aimed at enhancing sustainability in these sectors. The review begins by examining the unique challenges faced by creative industries, characterized by rapid technological advancements, evolving consumer preferences, and intense competition. In this context, traditional HRM approaches are often insufficient, necessitating a strategic alignment between HR practices and organizational objectives to ensure long-term viability. Key themes identified in the literature review include talent management, organizational culture, employee engagement, and leadership development. Effective talent management strategies are crucial for attracting, retaining, and developing skilled individuals who drive innovation and creativity within creative firms. Furthermore, fostering a supportive organizational culture that values diversity, collaboration, and experimentation is vital for promoting sustainability in these industries. Employee engagement emerges as a critical factor influencing organizational performance and resilience, particularly in creative environments where intrinsic motivation plays a significant role. Moreover, leadership development programs tailored to the unique needs of creative professionals can empower individuals to navigate uncertainty and drive strategic initiatives that contribute to organizational sustainability. Building upon these insights, this review proposes a framework for SHRM in creative industries, integrating strategic planning, talent management, culture development, and leadership practices. The framework emphasizes the alignment between HR strategies and business goals, emphasizing the importance of agility, innovation, and adaptability in response to dynamic market conditions. Strategic Human Resource Management plays a pivotal role in enhancing sustainability within creative industries by fostering a culture of innovation, empowering employees, and cultivating leadership capabilities. The proposed framework provides a roadmap for organizations seeking to navigate the complexities of the creative landscape while maximizing long-term success and resilience.

Employee Advocacy Programs in Public Relations

Purpose: The general aim of the study was to determine how the implementation of employee advocacy programs influences the effectiveness of employee advocacy programs in the context of public relations.
 Methodology: The study adopted a desktop research methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low cost technique as compared to field research, as the main cost is involved in executive’s time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library.
 Findings: The findings reveal that there exists a contextual and methodological gap relating to employee advocacy programs in public relations. Preliminary empirical review revealed that that these initiatives played a significant role in shaping organizational culture, enhancing brand perception, and fostering stakeholder relationships. Through a comprehensive review of empirical research, it was found that employee advocacy positively influenced employee engagement, organizational reputation, consumer trust, and crisis management. Factors such as leadership support, clear communication, organizational culture, and employee training were identified as critical drivers of program success. Additionally, research highlighted the impact of advocacy programs on consumer trust and purchase intentions, emphasizing their strategic value in building brand credibility and loyalty. Future research is encouraged to explore emerging trends and best practices in employee advocacy.
 Unique Contribution to Theory, Practice and Policy: The Social Identity, Social Exchange and Social Learning theories may be used to anchor future studies on employee advocacy programs in public relations. The study provided valuable recommendations that contributed to theory, practice, and policy in the field. It suggested further exploration of theoretical frameworks such as Social Identity Theory and Social Exchange Theory to better understand employee advocacy dynamics. Practitioners were advised to prioritize leadership support, authenticity, and transparency in advocacy efforts while investing in training and development programs for employees. Additionally, the study recommended the development of clear policies and metrics to guide and evaluate advocacy initiatives. Emphasis was placed on fostering a supportive organizational culture, promoting collaboration, and cross-functional integration to maximize the impact of employee advocacy programs.

Examining the effects of tyrannical leadership on workplace incivility: interplay of employee low morale and supportive organizational culture

Examining the effects of tyrannical leadership on workplace incivility: interplay of employee low morale and supportive organizational culture

Facilitating planned home death: A qualitative study on home care nurses' experiences of enablers and barriers.

The aim of this study was to explore home care nurses' experience of enablers and barriers for planned home death in municipal health care. A focused ethnography. This qualitative study collected data from 20 semi-structured interviews of home care nurses and 8.5 h of participant observations. Data was analyzed using thematic analysis. The findings in our study show that home care nurses consider supportive cultures, a commitment to safety and continuity when facilitating planned home deaths and family rotations to be enablers for planned home deaths. Barriers to planned home deaths involve a lack of palliative experience affecting confidence, shortages of nurses and medical supplies and night shift challenges. This study underscores the need for supportive organizational cultures, ongoing education and improved communication and staffing policies to enhance the quality of care and the experiences of patients and home care nurses, especially in the context of planned home deaths. The study adds knowledge to the evidence base of the practice of facilitating planned home deaths. The findings of the study could offer valuable insights for shaping future policies or devising effective implementation strategies. Adherence to the COREQ guidelines for reporting qualitative research was maintained. No patient or public contribution. WHAT DOES THIS ARTICLE CONTRIBUTE TO THE WIDER GLOBAL CLINICAL COMMUNITY?: Identified enablers and barriers provide a new perspective, contributing to a comprehensive understanding of planning home deaths. The study emphasizes supportive cultures, safety commitment and family rotations as crucial for planned home deaths, guiding healthcare professionals to adopt best practices and enhance palliative care quality.

The loyalty imperative: Understanding the link between organizational culture and employee commitment

Organizational commitment (EOC) and employee loyalty are two critical constructs that contribute to organizational success. Understanding the intricate relationship between these factors is essential for organizations seeking to cultivate a loyal and committed workforce. This study delves into the mediating effect of EOC on employee loyalty, examining the mechanisms through which organizational culture fosters a loyal workforce. To investigate the mediating role of EOC, a sample of 300 employees from the Indonesian Port Corporation was surveyed. Path analysis, a statistical technique that assesses the strength and direction of relationships between multiple variables, was employed to test the study’s hypothesis. The findings revealed a strong association between organizational culture, EOC, and employee loyalty. Organizational culture dimensions, particularly teamwork, respect for individuals, stability, attention to detail, and outcome orientation, were positively related to EOC and employee loyalty. Furthermore, EOC was found to mediate the relationship between organizational culture and employee loyalty, indicating that EOC plays a crucial role in shaping employee loyalty within a supportive organizational culture context. These findings underscore the importance of fostering EOC to enhance employee loyalty and organizational success. Organizations seeking to cultivate a loyal workforce should create a supportive organizational culture that promotes teamwork, respect for individuals, stability, attention to detail, and outcome orientation. By nurturing these cultural traits, organizations can foster a strong sense of EOC among their employees, increasing employee loyalty, productivity, and organizational growth.

Exploring the Factors Affecting Job Satisfaction among Sub Assistant Agricultural Officers in Dinajpur District, Bangladesh

Ensuring job satisfaction is imperative due to its constructive impact on employee welfare, motivation, and output. Exploring the SAAOs’ extent of job satisfaction and finding out the influences of different socio-economic factors towards their job satisfaction, were the aims of this study. Data were collected using a pre-tested interview schedule from randomly selected seventy- one (71) SAAOs of seven upazilas of Dinajpur district. SAAOs’ job satisfaction was measured based on his/her extent of satisfaction with 10 selected items using a 4-point rating scale. The percentages, means, and standard deviations were employed to summarise the data gathered during the interviews. The inferential statistical investigation involved using correlation and regression analysis. Findings revealed that the highest proportion (53.5 percent) of the respondents had medium job satisfaction. The SAAOs were mostly dissatisfied with the financial support and lack of necessary supplies from the office provided by the organization. Ten independent variables namely, additional education, job demand, job control, organizational support, perceived colleagues’ support, job facilities, managerial orientation, psychological well-being, self-efficacy, and job performance had significant positive relationships with job satisfaction according to correlation analysis. According to multiple regression analysis, 64.4 percent of the variance in job satisfaction could be explained by all the independent variables, and organizational support, perceived colleagues’ support, psychological well-being, and job performance were the most significant factors. However, perceived colleagues’ support had the highest contribution (56.2 percent) in explaining the job satisfaction of SAAOs. For ensuring the job satisfaction of SAAOs, Department of Agricultural Extension (DAE) can emphasize on strategies like professional development of the SAAOs, feedback, rewards and accolades and a supportive organizational culture.

Assessing the factors influencing the intention to use information and communication technology implementation and acceptance in China’s education sector

Information and communication technology (ICT) has become increasingly important worldwide in education. This study aims to recognize the factors that influence the intention to use information and communication technology (ITUICT) and its acceptance in the education sector in China. A literature review was conducted to ascertain the potential factors such as perceived awareness, information acquisition, trustworthiness, social influence, and regulatory support that could affect the acceptance and ITUICT. For results, a survey was conducted on a sample of 381 university employees in China using a convenience sampling approach. The collected data were analyzed using partial least squares-structural equation modeling (PLS-SEM). The results show that individual factors such as perceived awareness, information acquisition, trustworthiness, social influence, and regulatory support significantly impact the ITUICT. Additionally, trustworthiness positively moderates the relationship among perceived awareness, information acquisition, social influence, regulatory support, and ITUICT. Policymakers and educators can use the findings of this study to enhance the adoption of ICT in China’s education sector. The results of this study suggest that it is important to provide educational sector employees with training and support to increase their use of ICT technology. Furthermore, this paper offers theoretical progression to create a supportive organizational culture and provide the educational sector with the necessary technological resources to facilitate the use of ICT.

Perilaku Organisasi dalam Penanggulangan Bencana Daerah di Kabupaten Buton Selatan

This research describes organizational behavior in disaster management in South Buton Regency. The study employs a qualitative method with data collection techniques using triangulation (interview, observation, and documentation). Data substance reduction is then presented for analysis. The analysis in this research utilizes Robins & Judge’s organizational behavior model with three levels of analysis. The findings of research include, among others, at the individual level, the South Buton Regency’s Disaster Management Agency (BPBD) exhibits diverse attitude, perception sensitive to disaster mitigation, and motivation requiring effective management. To achieve optimal performance in disaster management, there is a need for management strategies that understand the uniqueness of each individual, create a supportive organizational culture, and motivate employees with clear guidance. At the group level, effective leadership, structured communication, and proper conflict resolution are essential for achieving goals and optimal performance in BPBD South Buton Regency. At the organizational level, organizational structure, organizational culture, and human resource management in BPBD South Buton Regency have been formed and operated effectively. This structure aims to establish formal task distribution, create unity, and enable effective coordination and collaboration in achieving organizational goals.