Corporate Culture Values Research Articles

Blue versus red: partisan firm leaders and corporate culture

Abstract This paper documents significant partisan divides across a range of corporate cultural values. Using panel data of 2,424 S&P 1500 firms spanning the period from 2001 to 2018, we find that firms whose top management teams lean toward the Democratic Party exhibit higher cultural values of integrity, teamwork, innovation, respect, and quality, in comparison with firms with executives leaning toward the Republican Party. In addition, we find that the partisan gap diminishes when firms have less entrenched management or locate in states with stronger judicial accountability. Our findings lend support to earlier research suggesting that leader characteristics are associated with corporate culture.

Supplier–customer cultural similarity and supplier performance

Using a corporate culture measure based on the textual analysis of the Q&A section of earnings conference calls, we document robust evidence that similar corporate cultural values between supply chain partners improve the financial performance of suppliers. Consistent with the view that supplier–customer cultural similarity facilitates communication, promotes altruistic attitudes, and builds trust between trading partners, we find that culturally similar suppliers experience higher cost efficiency, fewer problems with underinvestment, and better innovation performance. Our results also indicate that cultural similarity benefits customers, although to a lesser extent. Overall, our study sheds new light on how inter-firm cultural similarity influences firm performance along the supply chain.

Implementasi Budaya Organisasi dalam Meningkatkan Produktivitas Kerja di Bank Muamalat Kantor Cabang Denpasar

The objectives of this research are: 1). To find out the implementation of organizational culture in increasing work productivity at Bank Muamalat Denpasar Branch Office. 2). To find out how each employee increases work productivity at Bank Muamalat Denpasar Branch Office? The research methodology used is descriptive qualitative research using triangulation in testing credibility. The informants in this study were 6 employees who worked at Bank Muamalat Denpasar Branch Office. As well as data collection techniques in the form of: interviews, documentation and observation. Based on the results of the research, Bank Muamalat Denpasar Branch Office has implemented ideal corporate culture values properly and correctly. Where the organizational culture is applied as motivation for each employee to be more disciplined and have character in the application of organizational culture when carrying out their duties. The application of organizational culture can increase the work productivity of employees which can be seen from the achievements of the company. So that the organizational culture applied so far has been running well and in accordance with sharia principles.
 
 

Corporate Culture - Externally Committed Values: The Case Study of a Technology and Telecommunications Enterprise Listed on The Vietnam Stock Market

This study investigates the external endorsement of corporate cultural values based on Martin and Frost's (1988) model. The research findings reveal that FPT Corporation significantly emphasizes Humanism, Financial, and Product values in its business activities over the three years T-T+2. The corporate culture contributes a vital role in fostering the growth of the organization. The study's longitudinal evaluation demonstrates that it is appropriate that FPT spends a prime concern on Humanism since employee commitment and dedication are crucial for the company's present success. Moreover, the high emphasis on Financial and Product values is well-founded because transparent financial reporting is essential to prevent misinterpretations and attract investment, while the quality of the products symbolizes the company's credibility and ensures substantial revenue generation.

Learning and development at PTCL and advent of COVID-19

Learning outcomes 1. Analyze the concept of disruptive change and its impact on organizational learning and development; 2. Develop the ability to identify and implement effective behavioral training interventions; 3. Understand the learning and development process; 4. Evaluate the challenges associated with online learning and explore strategies to overcome them; and 5. Recognize the significance of online learning in the current era and acquire knowledge and skills using online tools and applications for different job roles. Case overview/synopsis This case focuses on the new challenges that Shazia Zaheer, who is Head of the Learning and Development Department, is experiencing as a consequences of COVID-19 in her department. As her learning and development department has been focused primarily on traditional learning modes since the inception of Pakistan Telecommunication Limited (PTCL), she is facing additional challenges in adopting online learning because PTCL has undergone significant structural change. Since 1947, PTCL has been a state-owned enterprise. In 2005, the Pakistan Government privatized PTCL. This privatization resulted in numerous structural changes in management, hierarchy, chain of command, pay structure, product lines, technology and other factors. Employees were reduced from 90,000 to 23,000 as part of a volunteer separation plan, and a new scheme was introduced to streamline the process and improve efficiency. However, the employees at PTCL reacted to this transformation with union strikes and behavioral changes. Hence, this became a daunting challenge for Shazia Zaheer to change employees’ mindsets and instill corporate culture values. Nonetheless, she successfully won the half battle by changing the mindset of employees, and then she faced another challenge, COVID-19. This new normal brought new challenges for Shazia to implement online learning as her department relies solely on traditional modes of learning (classroom-based learning). Complexity academic level This case will be a good teaching aid if included in any courses on “Training and Development,” “Human Resource Management,” “Change Management” and “Online Learning” It would be better at the undergraduate (specialization courses) or graduate level. Supplementary materials Teaching notes are available for educators only. Subject code CSS 6: Human Resource Management.

Exploring the development trend of digital media fashion illustration art based on the content analysis method

Abstract The advent of the digital era has also provided new opportunities for developing fashion illustration art. To explore the development trend of digital media fashion illustration art this paper explores the development trend of digital media fashion illustration art based on the content analysis method through four aspects of creative themes, application carriers, acceptance, and understanding of a digital media platform fashion illustration. The results show that in terms of creative theme styles, the growth rates of the political theme category, regional theme category, and retro theme category are 36.77%, 44.91%, and 40.91%, respectively, while the styles of digital media fashion illustration have developed most rapidly in group theme category and popular theme category, with a growth of 370% and 55.94% respectively in the past ten years. This indicates that with the development of digital media technology, more popular elements are beginning to be explored and gradually applied to fashion illustration in the group and corporate culture. In terms of acceptance, 58.38% said they accept the application of digital media to fashion illustration, and in terms of understanding, nearly 60% said they understand it. In terms of application carriers, over the past ten years, because of the development of digital media, mobile media has become 66.48% of people understand and receive news about fashion illustration, while the percentage of those who understand fashion illustration for television media has decreased from 75.17% to 2.47%. This shows that the art of fashion illustration in the digital era has begun to develop towards mobile media, which is more portable and faster. The fashion illustration theme also became closer to popular elements and corporate cultural values.

The green reputation: Corporate culture and environmental reputation risk

This study examines the corporate culture outcomes over the Environmental Reputation Risk (ERR). We show that firms with a strong corporate culture are associated with a lower ERR. In particular, the relationship is stronger among corporate cultural values that emphasize innovation, respect, and product and service quality, and it is more significant among firms with higher managerial opportunistic incentives. Moreover, a strong culture is associated with a lower environmental cost. Overall, our results suggest that corporate culture plays a disciplinary role in preventing managers from conducting environmentally irresponsible activities.

Employer ratings in social media and firm performance: Evidence from an explainable machine learning approach

AbstractThis study examines the ability of crowdsourced employee opinions about their workplace to reveal value‐relevant information about corporate culture. We investigate the employee‐friendly (EF) corporate culture values that are strongly associated with firm value and operating performance using a unique social media dataset of approximately 250,000 crowdsourced employee reviews to evaluate 18 distinct characteristics of a firm's corporate culture. The explainable machine learning model is used to examine the nonlinear associations and relative importance of employee‐friendly cultural values. We find that several employee‐friendly corporate culture features are associated with firms' value (Tobin's Q) and operating performance (ROA). Our findings reveal two features whose association is clearly superior to other EF culture variables in our explainable machine learning model: pride in the company for Tobin's Q and job security for ROA. Based on the SHAP values, their effects are positive, significant, and relatively linear.

Ценности корпоративной культуры: место и функции в системе трудовых отношений организации

The article analyzes corporate culture values in terms of their place and functions in the system of organiza-tion’s system of labor relations. A number of definitions, revealing the essence of the concept of “values” are given. On their basis, the author’s vision of the problem is represented. The peculiarities of axiological sphere of organizations functioning under market and administrative-command economy conditions are described. The author summarizes that in the first case the values of corporate culture are influenced by many external factors, which creates favorable conditions for personal self-development, while the directive approach to or-ganization management is characterized by the lack of alternative in the axiological sphere, regulated “from above”. It is emphasized that the key functions of corporate culture values should be considered normative, regulatory, motivational, evaluative, socializing, cognitive, each of which is responsible for its sector of social and labor relations. Conclusion dwells upon the fact that the system of the latter consists with corporate culture values in the functional connection, forming conditions of their realization and being a source of changes of each other.

Corporate Culture in the Formation of the Value and Information Space of the City and the Company

Rulers and citizens have been engaged in the formation of the popularity of the territory since ancient times. Everyone was well aware of the unique healing springs, mud hospitals, resorts, temples and monasteries, trading cities to which tourists, merchants, and pilgrims aspired. In fact, these were the first territorial brands that bring territories and the population living on them a good income and distinguish them from a number of other territories. The formation of cultural brands of territories is associated with a unique advantage of the territory or a unique craft. Today, the corporate culture of those companies that conduct their activities can serve as an additional potential for a territorial brand.The purpose of the article is to analyze the possibilities of the corporate culture of the organization in the development and formation of the brand of the territory through the influence on the worldview of employees living in this territory. As part of the research, we used methods of content analysis of mass media, content analysis of documents on Eurochem’s corporate culture, analysis of sources defining the conceptual field of the city’s brand formation.As a result, we described the possibilities of corporate culture in the formation of the brand of the territory, the inclusion of the values of corporate culture in the territorial brand and the worldview of the residents of the city.Today, corporate culture means a system of material and spiritual values, norms of behavior and interaction inherent in this organization, reflecting its individuality. But the culture of the country is also a system in which there are material and spiritual values, norms of behavior and interaction. Corporate culture, in order to contribute to the development of culture in the country, should be of value to its inhabitants, serve the purpose of human preservation and be a protective mechanism.As a result, we have recorded that recently corporate values differ from those that exist in this territory, national customs and cultural traditions are not taken into account at all by multinational companies. At the same time, an employee of the company, being a citizen of the state, is brought up in the axiological space not of the company, but of the state. The norms of the law of the national State are applicable to it. We have considered the possibility to talk about the ideology of corporate culture as a whole, as part of the culture of the state, corporate culture as one of the forms of manifestation of the culture of society.

Competency Functional Profile of the University Teacher: Value Approach

The article presents the result of developing the model of the competence profile of a teacher as the basis for the system of revealing, assessing and developing professional skills of a teacher, including competences, which have a significant impact on the quality of pedagogical and scientific work of a teacher. The emphasis is put on different levels of competence profile: functional (competencies necessary for teachers to develop and disseminate research, innovation, and educational practices) and value (competencies acquired and developed by a teacher under the influence of stimulating professional environment and values of corporate culture of professional community and HEI). The empirical basis of the article is the results of a series of focus groups and strategy sessions with teaching and administrative staff and students reflecting the peculiarities of perception of “professional mastery of a teacher” perception as a defining category of quality pedagogical process in higher education.

Talent Management as a Strategic Resource for Company Development: History and Modernity

The article is devoted to the analysis of conceptual approaches to solving the problem of providing the corporate sector with talented employees, the shortage of which is now considered as one of the constraining factors of economic growth at the level of individual companies and the economy as a whole. A comparative analysis of existing approaches to talent management allowed us to form a model of maturity of talent management processes, reflecting the company's evolutionary path in the field of talent management, to identify tasks and new functions of the talent management process. Empirical analysis revealed the interrelation of methods and principles of talent management, as well as expanded understanding of the responsibility for hiring, developing and retaining talents with its assignment not only to personnel management services, but also to management and employees. It is concluded that despite the existence of the best corporate talent management practices, each company, being unique, should create its own original talent management system, in which corporate strategies, corporate culture values and leadership philosophy should be harmonized — this is seen as a way for companies to gain a strategic advantage in competition and achieve sustainable development.

A rasch analysis of the employee’s acceptance towards corporate culture value Akhlak in Indonesian state-owned enterprises

<span lang="EN-US">This study aims to determine employee acceptance of the corporate culture values </span><span lang="EN-US">of AKHLAK in BUMN, especially PT Pegadaian. The instrument used is a questionnaire based on the Theory of Resources Based View/ RBV and Theory of Planned Behavior/ TPB. The Rasch modeling was used with a survey method and a cross-sectional 2020 study time approach. The survey was conducted on 362 respondents who were drawn by quota sampling. The results of the analysis show a value of +1.58 logit, which is above the average logit item (+0.00 logit). These results indicate the respondent's agreement on employee acceptance of the corporate culture values </span><span lang="EN-US">of AKHLAK. The score that is most difficult to agree on by the respondents in the instrument on the questionnaire given is the 54th item, namely "Implementing the mandate given with low integrity". While the 11th item, namely "I am interested in a company that provides good health insurance" is the item that is most approved.</span>

The impact of labor market institutions and corporate governance on the development of Russian innovation culture

Aim. The presented study aims to investigate the system of factors affecting the development of innovation culture in Russian companies.Tasks. Based on qualitative research, the author comparatively analyzes the main structural components of innovation culture in typologically different Russian companies; determines internal and external conditions for the development of innovation culture; substantiates the leading role of the government in regulating formal labor market institutions that form the patterns of innovation culture in society and facilitate the innovative development of Russian companies.Methods. This study uses the methods of analysis and synthesis, comparison and generalization, and general logical research methods.Results. Innovation in Russian companies involves not only new technologies and materials, the production of new products (services) and their introduction to the market, but also the creation of a cultural environment favorable for innovation. The key role in this process is played not only by internal corporate factors, but also by external ones. A company's internal innovation development system includes the strategic commitment of top management to innovation, creativity as the highest value of corporate culture, and implemented management practices aimed at increasing employee receptivity to innovation. System-wide factors of innovation culture are predetermined by the national education system and labor market institutions.Conclusions. The government plays a leading role in the formation of an innovation culture in society. Creative activity in the Russian Federation has only recently found financial and organizational support at the government level. Therefore, it is important not to lose this value orientation and continue the modernization of social processes aimed at the innovative development of the economy. The focus on the formation of innovative culture should be reflected in the activity of labor market institutions (the Ministry of Labor, employment services, migration service, etc., and in the mechanisms of labor market regulation (state employment policy, trade unions, social partnership, and collective agreements).

PERUMUSAN PEDOMAN INTERNALISASI NILAI-NILAI BUDAYA PERUSAHAAN DI PABRIK ROKOK SUKUN PUSAT

Culture has an important role in the company. One of the elements in corporate culture is values. Companies must ensure that the culture is acceptable and even practiced by employees. PR Sukun it self has problems related to employees' understanding of their cultural values. Internalization can be used as one of the company's strategies to ensure that cultural values ​​can be accepted and implemented. Of course, guidelines are needed as the basis for the implementation of internalization. Purpose of this study is to know the guidelines formulation process for the internalization of corporate cultural values. This research uses descriptive-qualitative. Data collected by triangulation method that are interviews, documentation, and observation. The results show that PR Sukun had espoused values “Sukun Kuat”, that are (contibutive, strong, original, and tados). Moreover, this research also got information about conditions and steps for internalizing the current PR Sukun values. The results are compared with the references obtained by the writer to make recommendation. The recommendations of this guideline contain the preparation of guide or internalization materials, the formation of agents of change and their duties, planning of internalization programs, and monitoring evaluations.

ANALYSIS OF CORPORATE CULTURAL VALUE ON THE IMPLEMENTATION OF GOOD CORPORATE GOVERNANCE AT PT BANK SULSEL

This study aims to determine the effect of corporate culture values (which include: integrity, professionalism, customer focus, and service improvement) on the implementation of good corporate governance at PT. Bank Sul-Sel, as well as knowing which value is more dominant in influencing the good corporate governance of PT. South Sulawesi Bank.The population of this research is 130 employees. The number of samples used the Isaac and Michel formula with an error rate of 5% was set at 77 employees. The data used are primary data and secondary data. Data collection used questionnaires and documentation techniques. The data were analyzed using multiple regression analysis, validity, reliability, and hypothesis testing analysis.The results of the study based on the results of multiple regression analysis indicate that the values of corporate culture, namely: integrity, professionalism, customer focus, and service improvement, positively influence employee performance. The analysis results show that the dominant value that affects employee performance is integrity. It can be seen from the regression analysis results, which shows that t-count = 3.713. The contribution of corporate culture values to good corporate governance is 53.9%. The remaining 46.1% is influenced by other variables not examined.

Application of bayesian networks in the evaluation of projects of corporate uniform

The article reveals the problem of making a decision on the design of a corporate uniform in the context of the contradictory requirements for uniformity of clothing for employees and the needs of participants in the dress code for self-expression. The combination of the above factors creates specificity in the assessment of uniform projects, since it becomes necessary to predict the stability of the dress code policy, the acceptance of its requirements by all interested parties. To solve this problem, a method is proposed for assessing the design decisions of a uniform from the standpoint of a balanced reflection in its design of the values of corporate culture and the possibilities of personal self-identification of participants in the dress code. The article considers an example of the development and testing of a semantic map, reflecting the probabilistic relationship of design parameters, in the assessment and refinement of models-proposals of a corporate uniform. The evaluation criteria presented in the semantic map format allow reflecting both the marketing role of the uniform in the promotion of the company′s services and the actual needs of the dress code participants identified during the expert discussions.

Social Justice Manifestation Based on Islamic Law Principle in The Corporate Penal Sanction of Environment

Corporate punishment in the environmental aspect has not led to social justice based on Islamic law principles because of the lack of attention to the community as victims who suffer losses due to environmental pollution, which should be a life support. This study aimed to realize that social justice based on Islamic law principles incorporates punishment in environmental aspects for the future. This type of research uses a normative legal typology to approach the principles, systematics, and level of legal synchronization of legislation based on Islamic Law and Law No. 32 of 2009 concerning Environmental Protection and Management. Secondary data obtained through library studies were analyzed descriptively. The results show that the nature of corporate punishment in environmental aspects in Islamic Law aims to prevent corporations from repeating their actions, prevent other corporations from participating in environmental pollution, and foster corporations that have polluted the environment. Furthermore, the embodiment of social justice based on Islamic law principles incorporate punishment in the environmental aspect must contain the values of corporate culture and community development. Social justice is in line with the principle of the benefit of the people in Islamic Law, where each punishment contains aspects of paying attention to victims of crime.

The journey from goods-dominant logic to service-dominant logic: A case study with a global technology manufacturer

Using a single case study of a multinational industrial organization, this article examines the journey of a large technology manufacturer from goods-dominant logic to service-dominant logic. The findings indicate that four external factors – investors, competing forces in the market, customers and technological advancements – drive this reconfiguration. In addition, the study discusses four propositions that support the internal transformation process: First, a formal redefinition process of corporate cultural values facilitates the transformation to service-dominant logic. Second, new value creation practices in separate settings help transformation proceed more quickly. Third, restricting the transformation to deliberately selected markets and to complementary business models mitigates the risk of resistance. Fourth, setting the company in a pivotal position in the ecosystem leverages existing strengths. The results bring empirical insights to a research discussion that to date has been predominantly shaped by theoretical contributions. With this paper, we provide a contribution to the quest for more midrange theories in further developing the service-dominant logic of marketing.

Corporate culture as one of the key factors of effective industrial enterprise development

The article is focused on the investigation of the impact the corporate culture makes on industrial enterprise development. It demonstrates that the formation of the corporate culture principles contributes to raising the level of staff involvement, its labor activity performance, maintaining and reproduction of human capital assets of an enterprise. Investments in the development of corporate culture are considered as an alternative to traditional methods of increasing the efficiency of an enterprise in an uncertain economic environment. Corporate culture development, which involves a commitment to raising the level of knowledge, innovativeness and organization, has a positive effect on the performance and efficiency of the entire company, and aids in the regulation of internal labor relations, preventing potential critical situations. The introduction and development of corporate culture, which includes a certain system of values and behaviors, in modern domestic industrial enterprises is becoming a necessity. The application of the principles and values of corporate culture leads to the long-term success of an industrial enterprise.