Transformation Of Corporate Culture Research Articles

Improved Shipping Company Performance Created by Digital Business Transformation and Corporate Culture

The pace of digital business transformation is accelerating; digital transformation cannot be a one-time activity, so organizations must develop a continuous development mentality and culture of adapting services and systems faster and more frequently by incorporating new technologies and practices to meet customer expectations. The study aimed to analyze the effect of digital transformation on cultural transformation on the performance of shipping companies, with job satisfaction as a mediating factor. Data analysis in this study is SEM analysis with the analysis of moment structure (AMOS) program. Respondents in this study were all employees who handled ship arrival and departure permits at 39 shipping companies in South Kalimantan, totaling 367 people. Based on the Slovin formula, the number of samples used were 191. The results show that digital business transformation and corporate culture transformation can improve the quality, quantity, and reliability of shipping company performance with job satisfaction as a mediating factor. The results of the research on the performance of shipping companies that are influenced by digital business transformation and corporate culture transformation can broaden and deepen the development of the digital government readiness assessment theory of change applied in both developing and developed countries as a measuring tool for the economy of countries and companies. Keywords: shipping company performance, digital business transformation, corporate culture

Inspiring nurses’ sustainability mindset: Exploring the Mediating Role of Organizational Culture on the relationship between Pro-social Leader behaviors and nurses’ sustainability consciousness

BackgroundSince nurses are at the frontline of healthcare delivery, their actions and understanding of the environment have a big impact on how long healthcare systems can last. It is essential to comprehend the elements that impact nurses’ sustainability consciousness to encourage ecologically conscious actions in the healthcare industry.AimThis study aimed to explore the relationship between pro-social leader behaviors and nurses’ sustainability consciousness and testify to the mediating role of organizational culture in this relationship.DesignA cross-sectional descriptive correlational design by STROBE criteria was used.Methods and toolsAn approach to a judgmental non-probability sampling technique was employed to obtain data from 350 nurses in an Egyptian hospital. Three measurement surveys were employed: Organizational Culture Survey, Prosociality Scale, and, Sustainability Consciousness Questionnaire (SCQ-S). Relationships were shown using structural equation modeling and descriptive and inferential statistics.Results53.4% of nurses have high perceptions of organizational culture, and the majority of nurses (85.7%) have high perceptions of prosocial leader behaviors. Furthermore, 60.9% of nurses have high perceptions of sustainability consciousness. Additionally, Prosocial leader behaviors positively correlated with organizational culture (r = 0.129) and nurses’ sustainability consciousness (r = 0.274). The indirect effect of prosocial leader behaviors on nurses’ sustainability consciousness through organizational culture is calculated by multiplying the coefficients of both direct effects (0.129 * 0.159 = 0.811). This means that for each unit increase in prosocial leader behaviors, we would expect a 0.811 unit increase in nurses’ sustainability consciousness through the mediating effect of organizational culture. The model appears to match the data well based on the model fit parameters (CFI = 1.000, IFI = 1.000, RMSEA = 0.114).ConclusionsThe study highlights the impact of pro-social leader behaviors on nurses’ sustainability consciousness through the organizational culture as a mediating factor. Nursing Implications: Findings from this research can promote environmental stewardship and sustainable practices in the healthcare sector by illuminating the elements that can encourage and support a sustainability-oriented mindset among nurses. To promote a more sustainable future for the nursing profession, the findings can guide activities in nursing education, corporate culture transformation, and leadership development.

Трансформація корпоративної культури під час війни

Corporate culture turns out to be especially important for companies during the wartime, when changes in the economic and social environment can be radical and rapid. Corporate culture determines the values, norms of behavior and ways in which employees respond to stressful situations that become critical in times of uncertainty and crisis. Culture fosters team cohesion by helping to counter internal conflicts and providing like-minded people in making important decisions for the company. A robust and supportive corporate culture can keep employees morale, motivated, and productive even in challenging environments. In addition, corporate culture influences the perception of the enterprise by external stakeholders, including customers, partners and investors, which can be of great importance in times of crisis. Corporate culture builds the image of the business, increases trust and helps to maintain positive relationships with stakeholders, which is important for maintaining stability and long-term success of the enterprise. The importance of corporate culture in the context of military conflicts and crisis management has been verified by the research of many scholars and researchers in the field of management and psychology of organizations. Research in the field of management and organizational behavior confirms that corporate culture can be transformed during crises and wars. For example, under the influence of stressful situations, the values and norms of the organization can be re-evaluated, the emphasis in communication and activities shifts depending on the circumstances. Such a transformation of corporate culture can reveal both positive and negative impact on the organization during crises and war. On the one hand, it can stimulate innovation, change of strategies and approaches to problems, which is important for the survival of an enterprise in difficult conditions. On the other hand, a change in corporate culture can generate internal conflicts, impair communication, and increase risks for the organization. Thus, management and control over the process of transformation of corporate culture is a key aspect of effective crisis management. However, this aspect requires further research and clarification of management strategies, since the impact of corporate culture during a crisis can be diverse and require specific approaches for each situation. Additional research will help unleash the potential of corporate culture in crisis management and develop effective strategies to ensure the stability and success of the organization even in the most difficult conditions.

DETERMINING THE PRIORITY LEVELS OF CRITERIA FOR EVALUATING THE DIGITAL TRANSFORMATION LEVEL OF BUSINESSES IN VIETNAM

The objective of this research is to determine the priority levels of criteria for evaluating the digital transformation level of businesses in Vietnam. In this study, the Analytic Hierarchy Process (AHP) method using fuzzy numbers is employed. Data for the research is collected through interviews with a group of experts and managers. Six criteria are used to assess the digital transformation level of businesses in Vietnam, including infrastructure and digital technology, data and information assets, strategy, digital transformation of corporate culture, digital experience for customers, and operations. The analysis results indicate that the infrastructure and digital technology criterion plays the most important role in assessing the digital transformation level of businesses in Vietnam.
 Keywords: AHP, Digital Transformation Level, Fuzzy Numbers.

Prospects of Developing Corporate Culture of Civil Service

As a rule to shape culture executives would use traditional principles of management typical of companies of the 20th century, they build relations with a high distance of authority and leave no space for creativity, flexibility and independence of personnel. This type of culture is alien to employees, it does not meet today’s requirements and at the same time it hinders the development of the executive himself/herself. Present day challenges need both new technologies and innovation and transformation of corporate culture into flexible adaptive system, which proves management with an opportunity to interact with the team in a more effective way. The article researches characteristics of bureaucratic culture typical of today’s state and municipal enterprises. In the structure of corporate culture the author shows the role of artifacts, declared values basic ideas, business ethics and standardization level. Missions and values of state-owned companies were assessed and advantages and drawbacks of their corporate culture were shown. As a result of the research the author put forward a model of corporate culture elements appropriate for the present day state-owned company. This article will be useful for executives of state and municipal organizations, as well as specialists dealing with the development of corporate culture in the state sector.

CORPORATE CULTURE TRANSFORMATION OF THE METALLURGICAL INDUSTRY ENTERPRISES AMID DIGITAL AND GREEN ECONOMY

Purpose. The aim of the article is to reveal the peculiarities of the corporate culture transformation of the metallurgical industry enterprises amid digital and green economy. Methodology of research. General scientific and special methods of economic research were used in the process of conducting the research, in particular: a systematic approach – for determining the essence of corporate culture; sociological survey – for diagnosing the corporate culture of metallurgical enterprises; statistical methods – for processing the survey results and calculating Cronbach's Alpha parameters to determine the reliability of the questionnaire; comparative method – to compare deviations between existing and desired profiles of corporate culture under the influence of digitalization, smartization and environmentalization; dialectical, abstract and logical – for making theoretical generalizations and forming conclusions. Findings. A methodology for diagnosing of the corporate culture transformation of the metallurgical industry enterprises under the influence of digitalization, smartization and environmentalization is proposed on the basis of a sociological survey of the staff of metallurgical enterprises of Ukraine. The results of the survey based on the profiles of the existing and desired corporate culture are demonstrated. The results of the survey proved that the staff of metallurgical enterprises PJSC "Zaporizhstal" (Zaporizhia), PJSC "INTERPIPE" (Dnipro), PJSC "Central GZK" (Kryvyi Rih), PJSC "KAMET-STEEL" (Kamianske), PJSC "YUZHKOKS" (Kamianske) want to reduce the gap between the existing and desired corporate culture in the direction of digital smart and green economy. Directions for improving the corporate culture of metallurgical enterprises under the influence of digitalization, smartization and environmentalization are recommended. Originality. A methodical approach to evaluating the transformation of corporate culture under the influence of digitalization, smartization and environmentalization (existing and desired) was developed. The approach includes five stages: 1) conducting a sociological survey; 2) calculations of integral indices; 3) three profiles formation of the corporate culture transformation of metallurgical enterprises; 4) calculation of the level of deviation of the desired from the existing culture and their comparison; 5) development of recommendations for the corporate culture transformation. Practical value. The proposed recommendations can be used to improve the mission, strategic vision, corporate culture and its values for metallurgical enterprises. Key words: Corporate culture, transformation, digital economy, green economy, green innovation, enterprise, smart metallurgical industry, sociological survey.

Імперативи розвитку банківської системи України в умовах цифровізації та ринкових трансформацій

Abstract. Introduction. The development of digitalization processes causes the appearance of new participants in the financial market, changes the structure of competition in the banking sector, reduces the profitability of traditional banking activities, and therefore forces banks to look for new sources of income. Transformations are also dictated by new challenges that stimulate the active growth of digital operations and create demand for digital products and services in the financial sphere. The article proves that digital and market transformation processes affect the future development of the banking system of Ukraine, requiring constant monitoring and adaptation to today's requirements. Purpose. The purpose of the research is to reveal the imperatives of the development of the banking system of Ukraine in view of the rapid processes of digitalization and systematic market transformations. Results. Based on the study of scientific sources and the current state of the banking system, the key imperatives of its development in the conditions of digitalization and market transformations are determined: improvement of the financial ecosystem; promotion of neobanks; open banking; artificial intelligence and machine learning; cryptocurrency. The classification of types of banking innovations (product innovations, process innovations, innovations in business models) is shown indicating the specifics of their implementation. The stages of the process of development and introduction of new banking products are considered, as well as the evolution of the financial ecosystem and the NBU ecosystem in the context of the global financial ecosystem are presented. Conclusions. . It is proven that there will be a transition to a new world of adaptive banking services, and technology will allow banks to satisfy the unique set of changing preferences of each client with the help of services or programs created according to the principle of modularity or the designer, according to which each user will choose only the modules he needs. Implementation of the above-mentioned trends in banking activity requires banks to develop clear strategy based on the types of innovations in partnership with external business structures, thanks to the development of new competencies and the transformation of corporate culture.

Anti-crisis Transformation of Corporate Culture in Russian Companies During the COVID-19 Pandemic

From April 2020 to August 2021 the Public Opinion Foundation conducted a study of the top management of small, medium and large businesses in a pandemic. We focused on “success stories” and on what characteristics of a company determine its survival. Despite the pandemic crisis these organizations were successfully able to adapt, they launched new products and processes, their teams stayed consolidated and in some cases even grew to accommodate new functions. One of the factors of a company’s success and its survival in a crisis is having a system of values shared by all team members, which is an integral part of corporate culture. The heads of companies point out: taking care of the collective means to make a very profitable investment in business development. During the crisis, corporate culture helped managers to preserve a tightly knit team around them, create a certain work atmosphere in the collective and inspire employees to continue growing. This article examines different levels of corporate culture, showing the role of each of them when it comes to the survival of a business in a pandemic crisis. The text also contains the results of a case study and content analysis of 70 in-depth interviews with company leaders, reflecting changes in corporate culture given an ongoing pandemic. Particular attention is paid to the transformation of the role of the business leader. In the final section we consider the specifics of culture for businesses of various sizes, and then summarize the results by outlining areas for future research.

Transformation of corporate culture In the digital economy

Transformation of corporate culture In the digital economy

Корпоративная культура преподавателя вуза: теоретико-методологические основания исследования

Based on the analysis of current scientific literature on the issues of improving the corporate culture of a university lecturer, the author’s definition of the concept of “corporate culture of a university lecturer” is formulated. The methodological basis of the study is represented by the following approaches. The ideas of systematic approach were the basis for considering the phenomenon under study as an integral, orderly, complexly organized education and building the process of its improvement. A culturological approach enriched the cultural foundations of considering and understanding the essence of the corporate culture of the lecturer, the process of its improvement by relying on value constructs of interaction, the presentation of cultural forms of self-development. The ideas of personal approach formed the basis for considering the personality of the lecturer with their value orientations, individuality, and subjective position as the main criterion and result of the productive transformation of corporate culture. An activity-based approach has determined the targeted, procedural, and effective components of the activity and interaction of lecturers, the special organization of which is the most important condition for the development of the lecturer’s personality and his corporate culture. The provisions of acmeological approach presented the essence of the development of the corporate culture of the lecturer by taking into account the individual nature of development, as a movement towards maturity, through its contradictions resolved by the lecturer-subject. We note the principles of consistency, humanization, unity of objective and subjective, joint activity, cultural conformity of the development of corporate culture of a university lecturer.

Corporate culture reengineering strategy of a multinational logistics company

The article substantiates the role of strategic re-engineering of corporate culture in increasing the level of competitiveness of a multinational logistics company and optimizing the efficiency of its activities. The main processes, principles and features of corporate culture transformation as one of the stages of re-engineering of the company's business processes are considered. The main concepts of corporate culture, management innovations, and re-engineering, which are effective tools for improving the efficiency of enterprise management, are defined. An algorithm for creating a corporate culture is proposed, including its positioning at the strategic level, as well as ensuring appropriate financial results. Corporate culture management is considered as an intangible asset that has value and creates conditions for generating income for the enterprise. In addition, it gives the company advantages by reducing conflicts, improving business relationships, reducing non-production time costs, and increasing the economic efficiency of the business. The factors influencing the level of employee involvement in work and transformation of employee behavior in accordance with the leader's strategic vision for company development and in accordance with his decisions on business re-engineering are identified. The main tasks of business process re-engineering are revealed, key directions and necessary tools for implementing the transformation of corporate culture are highlighted. The research methodology is based on methods of theoretical analysis and generalization of scientific literature and periodicals on the research topic, statistical analysis, classification and analytical method and methods for determining economic efficiency. The approach to scenario modeling of the process of managing the development of corporate culture of an enterprise based on a combination of components of culture, methods of managing it, basic values and strategies of enterprise management as a whole has been further developed, which allows taking into account the multidirectional interests of stakeholders and harmonizing them in the process of managing a multinational logistics company.

DEVELOPING THE QUALITY OF ISLAMIC CORPORATE CULTURE ON ISLAMIC BANK IN INDONESIA

Financial institutions and contemporary business today have been transformed into a sharia-based financial institution and business. However, this change of a new transformation is done systemically by system and not implemented by culture. Thus, despite the growth of Islamic bank is so high, polemics is increasingly unsettled. Based on this, the necessary of transformation of corporate culture has to change based on Islamic values to create sustainable development and competitive advantage. This paper attempts to offer relevant ideas based on Islamic corporate culture. At the end of this paper, the author offers the characteristics of Islamic corporate culture, corporate culture in Islamic bank in Indonesia, and the development of quality of Islamic corporate culture on Islamic bank in Indonesia. This paper concludes that Islamic corporate culture has a major role in increasing employee motivation, employee work ethic, job satisfaction, employee's prestigious behavior and employee performance. Thus, it is important for Islamic banks to develop the quality of corporate culture based on Islamic values.

Developing The Quality Of Islamic Corporate Culture On Islamic Bank In Indonesia

Financial institutions and contemporary business today have been transformed into a sharia-based financial institution and business. However, this change of a new transformation is done systemically by system and not implemented by culture. Thus, despite the growth of Islamic bank is so high, polemics is increasingly unsettled. Based on this, the necessary of transformation of corporate culture has to change based on Islamic values to create sustainable development and competitive advantage. This paper attempts to offer relevant ideas based on Islamic corporate culture. At the end of this paper, the author offers the characteristics of Islamic corporate culture, corporate culture in Islamic bank in Indonesia, and the development of quality of Islamic corporate culture on Islamic bank in Indonesia. This paper concludes that Islamic corporate culture has a major role in increasing employee motivation, employee work ethic, job satisfaction, employee's prestigious behavior and employee performance. Thus, it is important for Islamic banks to develop the quality of corporate culture based on Islamic values. Keywords: Islamic Corporate Culture, Islamic Bank, Sustainable Development

UNIVERSITY CORPORATE CULTURE TRANSFORMATION: SOCIOLOGOCAL AND LINGUISTICS DIAGNOSIS METHODS

The purpose of the research article described the experience of sociological and linguistic studies of the National Research Tomsk State University corporate culture transformation during the 5-100 program (2013-2016) is to diagnose the current state and dynamics of the university corporate culture transformation, providing analytical support for changes. The novelty of the research is provided by using a complex of sociological and linguistic methods. This allows us to identify the value orientations and preferences of employees in relation to the current image of the university and its desired image, which are revealed by the results of a sociological survey and according to the content analysis of the discursive practices of the university. For the first time, qualitative-quantitative sociological methods were verified by phenomenological data obtained due to analyzing the corporate discourse of the university. The relevance of the study caused by the fact that the corporate culture of the university and the corporate discourse as the exponent of the ideology and organization of core values serve as a strategic management tool to guide the divisions of the university community on common goals, to strengthen the vision of a world-class university, to ensure loyalty of employees, students, university partners, to facilitate communication within the university environment. The sociological approach to the diagnosis of the configuration of TSU corporate culture used to relying on complex techniques: 1) self-diagnosis method «Metaphor» (by A. I. Prigozhin); 2) the construction of the frame structure of competing values based on the university staff survey «OCAI» (by K. Cameron and R. Quinn); 3) research of public opinion during the analytical data focus groups with representatives of the university community (supervisor: V. Kashpur, co-host - LA Dmitrieva, N. Gulius). The main objective was to identify the type of the dominant culture, its potential problem areas and gaps, as well as the dynamics of the changes under the influence of competing values. Changes in the organization language (2005-2016) were analyzed on the material on three groups of text documents: 1) documents regulating the TSU ethical rules and corporate culture norms - «Regulations on the corporate culture of Tomsk State University» (2005) and «Code of Ethics of the Tomsk State University» (2015); 2) Rector ‘treatment to the university community (2005-2016); 3) decoding of oral interviews with employees on the theme of the University changes (2014-2015). The analysis method included: 1) determination of the tokens number by the automatic processing of the analyzed texts by the program “Content analysis 1 Pro», 2) sample keywords of the corporate discourse and performance of their frequency; 3) formation of the ratings of keywords frequency in certain chronological and thematic groups of the analyzed texts 4) conceptual, semantic, contextual keyword analysis; 5) a comparative analysis of the composition and frequency of keywords in the text groups related to specific thematic groups and chronological periods; 6) changes in fixation; 7) interpretation. TSU diagnostics revealed a mixed picture: stretching between clan culture and the market. The University discourse translates values mostly of the clan culture, although management practices are focused on the strict implementation of “market” indicators of world-class university. It was identified the orientation to rigid implementation of the goals and the achievement of results planned by the top-managers, but in respect of staff the “human” strategy of maximum involvement of the staff and the minimum number of dismissals has been selected. Keyword analysis confirms this transformation vector: the elements of the high pathetic rhetoric focused on the enthusiasm of employees are disappeared, it was found the increasing modality of negation and duty; strengthening the opposition of “our” and «them». The axiological dominant picture of the world is shifting from progressive and positive, inspiring to work together - to the tense and antagonistic calling to mobilize in a situation of fierce competition, the polarization and the erosion of values. The required invariant of the dominant clan culture is the university’s corporate culture as a culture of cooperation, serving the people, education, science, real interaction between professors and students. In conclusion, practical recommendations for the control period of the organization transformation are offered.

Corporate Culture Transformation Embracing Positive Safety Culture in Overseas Projects

Corporate Culture Transformation Embracing Positive Safety Culture in Overseas Projects

E-Business Transformation: An Analysis Framework Based on Critical Organizational Dimensions

In the era of Internet economics, e-business has become one of the most important strategic factors for enterprise development, so theoretical systems are needed to help enterprises develop e-business transformation strategies. A review of enterprise transformation theory identified five critical organization dimensions of e-business transformation, corporate strategy and vision transformation, organizational structure, product and market transformation, business process transformation, and corporate culture transformation. An e-business transformation process model was developed based on the five dimensions. This model can help enterprises to more effectively implement e-business transformation strategies.

Bureaucratization of environmental management and corporate greening: an empirical analysis of large manufacturing firms in Japan

We have used qualitative comparative analysis (QCA) to empirically investigate relationships between the organizational structure of environmental management within large Japanese manufacturing firms and their corporate greening processes. Three dimensions of bureaucratization (i.e., formalization, centralization and professionalization) were chosen as the independent variables. Measures of corporate greening, such as integration of environmental responses into general management, introduction of green technologies and transformation of corporate culture, were chosen as the dependent variables. Our sample consists of 193 firms obtained in a survey conducted in 1997. We find that bureaucratization of environmental management generally has a positive relationship with corporate greening and that the presence of one or two of the three dimensions of bureaucratization may be sufficient for corporate greening to implement certain greening measures. The relationship between bureaucratization and ISO 14001 environmental management systems (ISO 14001 EMSs) and limitations of EMSs are also discussed. Copyright © 2005 John Wiley & Sons, Ltd and ERP Environment.

E-BUSINESS

In the era of Internet economics, e-business has become one of the most important strategic factors for enterprise development, so theoretical systems are needed to help enterprises develop e-business transformation strategies. A review of enterprise transformation theory identified five critical organization dimensions of e-business transformation, corporate strategy and vision transformation, organizational structure, product and market transformation, business process transformation, and corporate culture transformation. An e-business transformation process model was developed based on the five dimensions. This model can help enterprises to more effectively implement e-business transformation strategies.

Transforming Corporate Culture in the US Telecommunications Industry: Notes on Social Engineering

This article analyzes corporate culture transformation programs in the US telecommunications industry. It specifically looks at (1) why a massive investment in corporate culture transformation has been deemed necessary by top management, (2) ways corporate culture change programs have been implemented, and (3) some consequences of these programs for telecommunications workers and companies. The analysis is based primarily on ethnographic observations and interviews with workers and managers involved in corporate culture transformations. It also relies on the relevant literature, and corporate documents. The article concludes by suggesting what these programs portend for the international scene generally and Europe specifically. In addition, it discusses which approaches to corporate cultural change appear effective, and which appear counterproductive.