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Journal articles on the topic 'Methods of organizational culture'

Author: Grafiati

Published: 30 May 2022

Last updated: 31 July 2025

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1

Känsälä, Marja, and Norio Tokumaru. "Interaction Between Agile Methods and Organizational Culture – A Qualitative Study." Pacific Asia Journal of the Association for Information Systems 15 (March 2023): 32–59. http://dx.doi.org/10.17705/1pais.15202.

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Background: Agile practices have gained popularity in the 21st century. There is also a growing body of research on agile methods. While some earlier research on agile practices and organizational culture exists with the assumption that the optimal combination of agile practices and organizational culture exists, we examine how agile methods and organizational culture interact and are mutually adjusted. Method: To find out how agile methods and organizational culture are related in practice, we conducted 50 semi-structured interviews with software and embedded software developers from five Jap

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VASINA, Alla. "ORGANIZATIONAL CULTURE IN ENSURING ORGANIZATIONAL DEVELOPMENT." Regional’ni aspekti rozvitku produktivnih sil Ukraїni, no. 29 (2024): 55–63. https://doi.org/10.35774/rarrpsu2024.29.055.

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ABSTRACT Introduction. Given the unique characteristics of each individual organization, organizational culture has a significant influence on its development, playing a key role in shaping and utilizing organizational potential. This emphasizes the need to substantiate approaches to leveraging the potential of organizational culture to unlock new opportunities for organizational development in the context of modern challenges. Goal. The purpose of the study is to theoretically substantiate the influence of organizational culture on the formation of prerequisites for the development of modern

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Aksenovskaya, L. N. "Methods of Order Diagnostic of Organizational Culture." Izvestiya of Saratov University. Philosophy. Psychology. Pedagogy 10, no. 4 (2010): 63–68. http://dx.doi.org/10.18500/1819-7671-2010-10-4-63-68.

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The author's technique of socially-psychological diagnostics of the organizational culture, developed on the basis of the order concept of organizational culture is presented. The general descriptions of a technique, forms of questionnaires are given. The way of use of questionnaires for diagnostics of organizational culture is shown.

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Sudrajat, Jajat, Hong Loke Siow, and Ibar Adi Permana. "Organizational Culture in Philosophical Review: Ontology, Epistemology, and Axiology." JOURNAL OF PSYCHOLOGY AND SUSTAINABLE EDUCATION 1, no. 2 (2024): 40–50. http://dx.doi.org/10.62886/jpse.v1i2.9.

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The cultural dimension of organizational culture is the centre of all aspects of an organization's life. This research aims to describe organizational culture in philosophical terms. This research uses a qualitative method with a literature study approach. Literature documents come from various books, journals and scientific works on organizational culture. This research shows that ontologically describing organizational culture is indeed proven to exist. In the epistemological aspect, it is related to knowledge, sources, characteristics, truth, and ways to show the existence of organizational

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Sinaga, Susi Verawaty, Emiliana Tarigan, and Agustinus Bandur. "The Mixed-Methods Study of Nursing Perception on Organizational Culture and Turnover in Hospital." Indonesian Journal of Health Research 2, no. 2 (2019): 49–59. http://dx.doi.org/10.32805/ijhr.2019.2.2.41.

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Introduction. Organizational culture is a set of values that must be understood by all individuals involved in organization where achievement of a conducive organizational culture depends on many factors. Organizational culture that is not conducive in implementation of the hospital service system, is observed as one of the factors causing nurse turnover which can be detrimental to the hospital. This study aims to explore the thematic relationship of the influence of organizational culture with nurse turnover. Methods. The Mixed-Methods concurrent triangulation study (a balanced mix of quantit

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Tutugo, Ahmad Habibi, and Much Riyadus Solichin. "Pengaruh Kepribadian dan Budaya Organisasi Terhadap Organizational Citizenship Behavior dengan Komitmen Organisasi sebagai Variabel Intervening." Jurnal Ilmiah Mahasiswa Manajemen, Bisnis dan Akuntansi (JIMMBA) 2, no. 3 (2020): 392–410. http://dx.doi.org/10.32639/jimmba.v2i3.483.

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This research aims to test the influence of organizational personality and culture on organizational citizenship behavior through the organization's commitment as a intervening variable. The sampling method used is a non-probability sampling technique i.e. saturated sampling i.e. taking the whole sample or all members of the population are used as samples. Respondents in this study were the permanent teachers of Pondok Pesantren SahabatQu Sleman amounting to 60 people. This research uses the methods of descriptive analysis and statistics carried out validity tests, the test of relibility, mult

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Hratsiotova, Hanna, and Anna Stepanova. "Methods for forming and improving corporate culture at public enterprises." Economic journal Odessa polytechnic university 2, no. 16 (2021): 25–33. http://dx.doi.org/10.15276/ej.02.2021.3.

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This article examines the phenomenon of corporate culture in state enterprises, considers the general methods of its formation, identifies the main principles on which the organizational culture of the enterprise in modern society, identifies a list of functions, given the need for corporate culture, explores the factors due to which can improve the development of organizational culture in the future, considered the classification of corporate culture, formed over a long period of time since its inception, studied the relationship of corporate culture with other sciences, identified the main f

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Hanna, O. Hratsiotova, and V. Stepanova Anna. "Methods for forming and improving corporate culture at public enterprises." Economic journal Odessa polytechnic university 2, no. 16 (2021): 25–33. https://doi.org/10.5281/zenodo.4954958.

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This article examines the phenomenon of corporate culture in state enterprises, considers the general methods of its formation, identifies the main principles on which the organizational culture of the enterprise in modern society, identifies a list of functions, given the need for corporate culture, explores the factors due to which can improve the development of organizational culture in the future, considered the classification of corporate culture, formed over a long period of time since its inception, studied the relationship of corporate culture with other sciences, identified the main f

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San Jose, Manolito. "Organizational Culture Towards Culture of Excellence." Jurnal Politikom Indonesiana 7, no. 1 (2022): 99–112. http://dx.doi.org/10.35706/jpi.v7i1.6751.

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This study examined the organizational culture of the College of Education of Polytechnic University of the Philippines. An institution's organizational culture determines the faculty members' attitudes, values, characters, goals, and aspirations. It identifies their nature and how they act or perform their duties and responsibilities no matter what their position is. Adopting a positive culture in an institution produced a positive outcome, promoting success in the organization. Loyalty to the organization is one of the greatest assets of the faculty members working in the College. Unity amid

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Erlygina, E., and Yu Abramova. "Organizational Culture as a Factor of Organizational Innovativeness." Bulletin of Science and Practice 5, no. 11 (2019): 276–79. http://dx.doi.org/10.33619/2414-2948/48/31.

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Organizational culture acts as a factor of personnel management of the organization, has a controlling influence through the system of values, principles and norms of behavior. Organizational culture as a factor of organization management, various specific innovative management methods are available. The culture of the organization promotes organizational innovation through strengthening and encouraging open communication between employees and the organization, as well as cooperative behavior among members of the organization.

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Erlygina, E., and Yu Abramova. "Organizational Culture as a Factor of Organizational Innovativeness." Bulletin of Science and Practice 5, no. 11 (2019): 276–79. https://doi.org/10.33619/2414-2948/48/31.

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Organizational culture acts as a factor of personnel management of the organization, has a controlling influence through the system of values, principles and norms of behavior. Organizational culture as a factor of organization management, various specific innovative management methods are available. The culture of the organization promotes organizational innovation through strengthening and encouraging open communication between employees and the organization, as well as cooperative behavior among members of the organization.

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DOROSHUK, Hanna, and Dmytro KOROBCHUK. "Methods and tools of change management." Economics. Finances. Law, no. 5/3 (May 29, 2020): 39–42. http://dx.doi.org/10.37634/efp.2020.5(3).10.

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Introduction. The chain of change that is currently shaking the world and caused by the pandemic requires from organizations to adapt quickly and take anti-crisis measures. The purpose of the paper is to systematize and supplement the methods and tools of change management. Results. In the article the possibility and necessity of change management in unpredictable environmental conditions are investigated. Change management is defined as a type of management activity within the management system of the organization, aimed at managing the transition of the organization to new operating conditio

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Idris, Idris. "Exploring organizational culture, quality assurance, and performance in higher education." Management and Economics Journal (MEC-J) 3, no. 2 (2019): 166. http://dx.doi.org/10.18860/mec-j.v3i2.7529.

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<p class="Abstract"><span lang="EN-GB">This study aims to examine the relationship between organizational culture, quality assurance, and organizational performance, and test the quality assurance can be a mediator in their relationship. The research design uses quantitative methods using a questionnaire instrument. The sample is determined based on the Slovin formula. Data were analyzed using Partial Least Square (PLS). This research found that organizational culture can influence organizational performance and quality assurance. Also, quality assurance influences organizational p

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Dziurakh, Yurii M., and Yurii R. Ivanovych. "The Methods for Assessing the Organizational Culture Level of an Innovative Enterprise." Business Inform 3, no. 566 (2025): 359–66. https://doi.org/10.32983/2222-4459-2025-3-359-366.

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The article considers the importance of assessing the organizational culture level of an innovative enterprise as a tool for improving management efficiency, creating a favorable working environment, and stimulating innovative development. The main assessment methods are identified, including sociological, diagnostic, quantitative, comparative, and psychometric methods. Their application is analyzed for determining the current state of corporate culture, identifying its strengths and weaknesses, assessing the level of trust and cooperation between employees, and the degree of staff readiness f

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TISHCHENKO, Sergei A., Tat'yana A. SUBTSEL'NAYA, and Varvara A. NEGRII. "Analyzing the typologies of organizational culture: A methodological approach." Economic Analysis: Theory and Practice 21, no. 11 (2022): 2099–118. http://dx.doi.org/10.24891/ea.21.11.2099.

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Subject. The article addresses the typology of organizational culture as a method of grouping the specific features of organization's culture for further identification of its main types. Objectives. The aim is to review cultural dimensions of various typologies of organizational culture would be correlated and systematized. Methods. The study employs general scientific methods of the systems, logical, structural, and comparative analysis. Results. The comparative analysis is presented in the form of systematization of socio-cultural dimensions. The paper identifies the main typological groups

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Briantisno, Pandu, Moeheriono, Supartono, and Sri Wahyuni. "The Influence of Organizational Development and Organizational Culture on Performance." International Journal of Scientific and Management Research 07, no. 01 (2024): 70–80. http://dx.doi.org/10.37502/ijsmr.2024.7107.

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This research aims to analyze organizational development and organizational culture on performance. This research uses quantitative methods with a survey design. Quantitative methods are defined as research methods based on the philosophy of positivism, used to research certain populations or samples, collecting data using research instruments, quantitative/statistical data analysis with the aim of testing predetermined hypotheses. The survey design in this research was carried out by distributing questionnaires or questionnaires. The research was conducted at the TNI Strategic Policy and Gene

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Proshukalo, Ihor. "The organizational culture formation training program as a tool for maintaining the psychological health of employees in the service sector." Організаційна психологія Економічна психологія 4, no. 30 (2023): 148–55. http://dx.doi.org/10.31108/2.2023.4.30.13.

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Introduction. The problem of psychological health and personal safety of employees in the service sector is of particular importance nowadays. An important factor in promoting employees' psychological health is organizational culture and psychological well-being. Aim: to develop a training program for the formation of organizational culture as a tool for maintaining the psychological health of employees in the service sector. Methods: theoretical analysis, generalization, systematization of scientific literature on the problem of organizational culture formation and its role in maintaining psy

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Tolfo, Cristiano, Raul Sidnei Wazlawick, Marcelo Gitirana Gomes Ferreira, and Fernando Antonio Forcellini. "Agile methods and organizational culture: reflections about cultural levels." Journal of Software Maintenance and Evolution: Research and Practice 23, no. 6 (2011): 423–41. http://dx.doi.org/10.1002/smr.483.

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Malyukov, Yury A., Alexey O. Nedosekin, and Zinaida I. Abdulaeva. "ANALYSIS OF ORGANIZATIONAL CORPORATE CULTURE USING FUZZY-LOGICAL METHODS." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 11/3, no. 140 (2023): 129–36. http://dx.doi.org/10.36871/ek.up.p.r.2023.11.03.015.

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The aim of this work is to complete the presentation of the methodology for analyzing corporate culture, which was started in previous publications by the authors. Methodology. In the evaluation process, we use an inductive matrix aggregate calculator (IMAC). If we equate the weights of the factors/blocks of the model within one layer of the IMAC holarchy, this technology can be reduced to calculations using the qualitative minimum and qualitative average formulas. Results. Based on the presentation in three articles, a framework for a general theory of organizational corporate culture analysi

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Song, Minghao, Pengfei Chen, and Huan Cao. "Effect of School Organizational Culture on Teacher Leadership." International Journal of Higher Education 12, no. 5 (2023): 80. http://dx.doi.org/10.5430/ijhe.v12n5p80.

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This study used distributed leadership theory to investigate the relationship between a school’s perceived organizational culture and teacher leadership in higher education institutions in eastern China. In total, 509 teachers at universities in eastern China participated in a questionnaire survey through the correlation analysis, regression analysis and other data analysis methods for the result analysis. The results indicated that clan and adhocracy cultures had a significant and positive impact on teacher leadership, while a hierarchical and market cultures had a significant and negative im

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Horowitz, David M. "A review of consensus analysis methods in consumer culture, organizational culture and national culture research." Consumption Markets & Culture 12, no. 1 (2009): 47–64. http://dx.doi.org/10.1080/10253860802560839.

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Noorzad, Ghousddin, and Joseph P.D. "Impact of Organizational Culture on Employee Performance in the Telecommunication Sectors in Afghanistan." Journal of International Business, Economics and Entrepreneurship 10, no. 1 (2025): 109–21. https://doi.org/10.24191/jibe.v10i1.5027.

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Organizational culture influences how people perceive their roles, interact with each other, and perceive the organization's purpose and values. A strong and positive organizational culture can lead to increased employee performance. This research aims to study the relationship between organizational culture and employee performance in the telecommunication sectors in Afghanistan. The researcher employed a mixed-methods approach and a quantitative and qualitative research design for the current study. Random sampling was employed in this study, and the sample size was 316 workers from the tele

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R. Kattman, Braden. "In today's global environment organizational culture dominates national culture!" Benchmarking: An International Journal 21, no. 4 (2014): 651–64. http://dx.doi.org/10.1108/bij-06-2012-0044.

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Purpose – The specific problem this research addresses is whether cultural differences, national or organizational, impact how effectively the continuous improvement process is received within the supply chain in order to improve supplier performance. The paper aims to discuss these issues. Design/methodology/approach – The research design used a mixed methods approach, combining quantitative and qualitative research. Findings – The research found that Canada was most receptive to continuous improvement, with China being the least receptive. The study found that organizational culture was more

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Melnyk, A. O. "A Methodical Approach to the Assessment of Organizational Culture." Business Inform 6, no. 521 (2021): 245–50. http://dx.doi.org/10.32983/2222-4459-2021-6-245-250.

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The article is concerned with substantiating a methodical approach to the assessment of organizational culture. In today’s business environment, organizational culture plays an important role in the successful work of the organization, serves as the basis for the growth and increase of its effectiveness. The article is aimed at the theoretical generalizing the methods of diagnosis, assessment and analysis of organizational culture and substantiating the methodical approach to its assessment. A theoretical generalization of the main approaches to the assessment of organizational culture was car

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Satya Nugraha, I. Putu, and I. Gusti Ayu Dewi Adnyani. "budaya organisasi, komitmen organaisasi, dan kompetensi terhadap organizational citizenship behaviour pada setda kota denpasar." E-Jurnal Manajemen Universitas Udayana 7, no. 1 (2017): 1. http://dx.doi.org/10.24843/ejmunud.2018.v7.i01.p01.

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The purpose of this study is to mengethui partial and simultaneous influence of culture, organizational commitment and competence to OCB on honorary employees Sekretariat Daerah Denpasar City. Methods of data collection in this study using questionnaires to 72 respondents and analyzed by using liniear regression beganda. The result of the analysis shows partially the influence of organizational culture toward OCB at Sekretariat Daerah Denpasar City is positive and significant. That is, the better the organizational culture, the higher the OCB at the Regional Secretariat of Denpasar. The partia

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Mhango, Solomon S., and Godfrey Patrick Mbilinyi. "Clan Culture and Corporate Growth: A Mixed-methods Analysis of Tanzania Commercial Bank." Asian Research Journal of Arts & Social Sciences 23, no. 5 (2025): 115–23. https://doi.org/10.9734/arjass/2025/v23i5686.

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Ineffective implementation of clan culture can stifle an organization's potential for success. This study aimed to analzed relationship between clan culture and Corporate growth at Tanzania Commercial Bank (TCB) essentially to provide strategic recommendations for aligning organizational culture with performance. The theoretical framework involved use of Systems Theory and the Functionalist Theory of Culture, both of which provide a robust foundation for understanding the impact of clan culture on Corporate growth within Tanzania Commercial Bank. A mixed-methods approach was used, combining qu

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Fokina, Olga, and Yuri Krupnov. "Evaluation of the company's organizational culture." E3S Web of Conferences 210 (2020): 10007. http://dx.doi.org/10.1051/e3sconf/202021010007.

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The article considers the possibility of applying Western methods of assessing organizational culture for the analysis of Russian companies. The question is raised about the different perception of organizational culture by management and performers. The authors show the need to simplify the methods for the initial assessment by the company's management. The article proposes questionnaires for assessing the elements of organizational culture in two formats, for managers and for performers. The methodology was tested on the example of a construction company, which has a wide gap in communicatio

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Widiastuti, Widiastuti, Setyabudi Indartono, and Nurus Sa'adah. "Comparing Organizational Culture: Perspectives from Western and Eastern Contexts." International Journal of Magistravitae Management 1, no. 1 (2023): 1–13. http://dx.doi.org/10.33019/ijomm.v1i1.1.

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The relationship between employees and customers is shaped by organizational culture, which enables organizations to adapt and align with their goals and strategies. It includes a shared framework of meaning that sets one organization apart. A smaller percentage (25%) of researchers use a qualitative design, while the majority (65%) use a quantitative design. 10% of articles that are published use mixed methods. Online surveys (73%) and interviews (13%) are the most popular research methods, with observation (2%) and unspecified survey methods (10%) being less common. Employed people make up t

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Wulantika, Lita, and Henhen Wijaya. "ANALISIS PERILAKU INDIVIDU ANGGOTA KOPERASI YANG DIPENGARUHI OLEH BUDAYA ORGANISASI DAN KINERJA PENGURUS." Jurnal Ilmu Keuangan dan Perbankan (JIKA) 7, no. 2 (2019): 47–68. http://dx.doi.org/10.34010/jika.v7i2.1914.

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Outspoken culture is one of the important things in your organization or company as the organization's culture is a factor affecting the performance and behavior of individuals within an organization. because the organizational culture is not directly regulates each person's attitudes and behavior in accordance with a system of values and norms that guide an organization. The stronger the implementation of the organizational culture the better the performance and behavior of individual members. The method used in this research is descriptive analysis method and verifikatif. The study populat

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Ortega, Lederle, and Jed P. Acero. "Nexus of organizational Culture and Work Performance." Global Review of Tourism and Social Sciences 1, no. 2 (2025): 129–44. https://doi.org/10.53893/grtss.v1i2.362.

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This study explores the relationship between organizational culture, organizational politics, and work performance in local government units (LGUs) in the Philippines, focusing on the mediating role of organizational politics. Data was collected from 263 LGU employees with at least three years of experience. Mediation analysis was conducted using validated instruments to measure organizational culture, politics, and work performance. Statistical methods, including the Sobel-Z test, were applied to examine mediation effects. The results show that organizational politics partially mediates the r

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Nambiyar, Paraminta. "Analyzing the Impact of Organizational Culture on Performance: A Study of Public and Private Hospitals in India." Journal of Management and Administration Provision 3, no. 1 (2023): 7–11. http://dx.doi.org/10.55885/jmap.v3i1.225.

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This study aimed to analyze the impact of organizational culture on performance in public and private hospitals in India. A mixed-methods research design was used, involving a survey of hospital employees and interviews with hospital managers. The Organizational Culture Assessment Instrument (OCAI) was used to measure the four types of organizational cultures: clan, adhocracy, market, and hierarchy. Performance was measured using a composite score of patient satisfaction, clinical outcomes, financial performance, and employee satisfaction. The results showed that hierarchical culture was predo

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Łyszkowska, Edyta. "CULTURAL DETERMINANTS OF LEADERSHIP IN ORGANIZATIONS." International Journal of New Economics and Social Sciences 18, no. 2 (2023): 247–57. http://dx.doi.org/10.5604/01.3001.0054.3752.

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This article explores how cultural factors shape leadership in organizations. The aim of the article is to show the cultural determinants in the organization by presenting the changes which have taken place in understanding the essence of leadership, taking into account the close historical perspective and research presenting a new perspective on the subject of leadership in the context of technological changes and related changes in the worldview. It also allows us to point out certain implications for business practice, mainly concerning the shaping of leaders' attitudes, organizational cult

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Skoumalová, Eva, and Bohumil Minařík. "Methodology for determining influence of organizational culture to business performance." Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 55, no. 3 (2007): 123–32. http://dx.doi.org/10.11118/actaun200755030123.

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Content this article is to propose the possible methodology for quantitative measuring the organizational culture using the set of statistical methods. In view of aim we elected procedure consisting of two major sections. The first is classification of organizational culture and role of quantitative measurement on organizational culture. This part includes definition and several methods used to classify organizational culture: Hofstede, Peters and Waterman, Deal and Kennedy, Edgar Schein, Kotter and Heskett, Lukášová and opinions why a measurement perspective is worthwhile. The second major se

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M. I, Ivanova, Sannikova Sannikova S. F., Yashkina N. V, and Kotenko A. Yu. "Features of the formation of the corporate and organizational culture of metallurgical enterprises." Economic Bulletin of Dnipro University of Technology 81 (June 2023): 186–94. http://dx.doi.org/10.33271/ebdut/82.186.

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Methods. The results were obtained through the use of the following methods: abstraction – to establish the essence of the concepts of «corporate» and «organizational» culture; grouping, analysis and synthesis – to establish principles and define the functions of corporate and organizational culture; systematization and comparison – in the study of approaches to the formation of corporate and organizational culture at metallurgical enterprises. Results. The specifics of the formation of corporate and organizational culture at enterprises have been revealed. The essence of the concepts of «corp

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Prajapati, Bikram, Krishna Khanal, and Rajiv Sharma. "Effects of Demographic Characteristics on Organizational Culture and Job Satisfaction among Faculties of Higher Education in Kathmandu, Nepal." Journal of Business and Management 8, no. 1 (2024): 24–42. https://doi.org/10.3126/jbm.v8i1.72118.

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Background: Organizations have been recognizing the value of culture because it helps attract, satisfy, and retain employees. The explicit nature of organizational culture pertains to visible artifacts and other observable elements within an organization. However, the implicit paradigms of organizational culture are often challenging to identify through mere observation. Organizational culture refers to the environment within a workplace created by its underlying values and practices, which in turn impacts employees’ job satisfaction. Objectives: This research investigates the impact of demogr

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Gulua, Ekaterine. "Organizational Culture Management Challenges." European Journal of Interdisciplinary Studies 4, no. 1 (2018): 67. http://dx.doi.org/10.26417/ejis.v4i1.p67-79.

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Healthy organizational culture is an important condition for the long-term stable successful functioning of the organization. It is important for the organization to share the understanding and interpretation of culture, forming healthy attitudes, complex of values, developing strategies for combining personality and organizational cultures, ensuring compatibility with universal humanitarian values of organizational culture. Our research carried out by the Human Potential Management Laboratory is linked to the identification of the main characteristics of organizational culture at Ivane Javakh

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Gulua, Ekaterine, and Natalia Kharadze. "Organizational Culture Management Challenges." European Journal of Interdisciplinary Studies 9, no. 2 (2023): 88–106. http://dx.doi.org/10.2478/ejis-2023-0018.

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Abstract Healthy organizational culture is an important condition for the long-term stable successful functioning of the organization. It is important for the organization to share the understanding and interpretation of culture, forming healthy attitudes, complex of values, developing strategies for combining personality and organizational cultures, ensuring compatibility with universal humanitarian values of organizational culture. Our research carried out by the Human Potential Management Laboratory is linked to the identification of the main characteristics of organizational culture at Iva

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Subtselnaya, T. A., and V. A. Negrii. "Development and testing of a diagnostic model of innovative organizational culture." Economics and Management 28, no. 11 (2022): 1181–94. http://dx.doi.org/10.35854/1998-1627-2022-11-1181-1194.

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Aim. This study presents the results of the development of a diagnostic model of organizational culture, which makes it possible to assess innovativeness as a formal characteristic that can be calculated using empirical methods.Tasks. The author systemizes methods for diagnosing and studying organizational culture; based on the resulting classification, proposes a diagnostic model of innovative organizational culture as a method for conducting socio-psychological research of organizational changes and assessing the organization’s innovativeness.Methods. The study uses general scientific method

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Jauharotun Nafisah. "DAMPAK BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN MELALUI TINGKAT KEDISIPLINAN SEBAGAI VARIABEL MEDIASI." MANAJEMEN DEWANTARA 8, no. 3 (2024): 321–34. https://doi.org/10.30738/md.v8i3.18690.

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The research titled “The Impact of Organizational Culture on Employee Performance through Discipline Level as a Mediating Variable” aims to identify and analyze how organizational culture influences employee performance, considering discipline as a factor that can strengthen this relationship. This research uses explanatory research methods with a quantitative approach. This research was conducted at PT. XYZ, utilizing a Likert scale for data collection. The population of this research is all employees of PT XYZ with data collection in the form of surveys and questionnaires. The research resul

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Setioningrum, Vega, B. Medina Nilasari, and M. Nisfiannoor. "PENGARUH TRANSFORMATIONAL LEADERSHIP, ORGANIZATIONAL CULTURE, ORGANIZATIONAL COMMITMENT TERHADAP EMPLOYEE PERFORMANCE." Inovasi 9, no. 2 (2023): 137. http://dx.doi.org/10.32493/inovasi.v9i2.p137-145.28440.

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This study explains the influence of Transformational Leadership, Organizational Commitment and Organizational Culture on Employee Performance. Quantitative research methods with cross-sectional techniques were used to reach 140 employees of PT Rumah Sakit Pelabuhan. The data analysis method uses the SEM method with the AMOS 21 program. This study provides findings indicating that Transformational Leadership, Organizational Commitment has an influence on Employee Performance. However, there is no effect of Organizational Commitment on Employee Performance. In addition, this research shows the

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Sherman, W. Scott, and Katherine J. Roberto. "Are you talkin' to me?: the role of culture in crisis management sensemaking." Management Decision 58, no. 10 (2020): 2195–211. http://dx.doi.org/10.1108/md-08-2020-1017.

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PurposeThis paper considers the role of culture in crisis management narratives. The importance of sensemaking and sense-giving to crisis management is expanded by exploring how understanding organization culture may affect the plausibility of sense-giving narratives in crises.Design/methodology/approachThe crisis management, sensemaking, sense-giving and organizational culture literature studies are briefly reviewed. The paper then explores how plausibility may be dependent on organizational culture and how different cultures may create different dependencies. Propositions are developed and t

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Deem, Jackie W., Pam J. DeLotell, and Kathryn Kelly. "The relationship of employee status to organizational culture and organizational effectiveness." International Journal of Educational Management 29, no. 5 (2015): 563–81. http://dx.doi.org/10.1108/ijem-02-2014-0018.

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Purpose – This study investigates the relationship between employment status (full time (FT)/part time (PT)), organizational culture and institutional effectiveness in higher education. The purpose of this paper is to answer the question, “Does the growing population of PT faculty preclude effective cultures from developing and, accordingly, adversely affect institutional effectiveness?” Design/methodology/approach – The study surveyed 159 PT faculty and 65 FT faculty from seven schools of an online, proprietary university. The instrument, consisting of the Organizational Culture Survey Instru

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Currie, Lyn, and Carol Shepstone. "Mining the Cultural Evidence: Situating Planning and Leadership within the Academic Library Culture." Evidence Based Library and Information Practice 7, no. 3 (2012): 51. http://dx.doi.org/10.18438/b8p02q.

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Objective – This study investigated organizational culture in two academic libraries in order to propose culturally responsive strategies for developing planning and leadership initiatives. A case study conducted at the University of Saskatchewan Library (Shepstone & Currie, 2008) was replicated at two other Canadian academic libraries to generate some comparative data on organizational culture in Canadian academic libraries.  Methods – The Competing Values Framework (Cameron & Quinn, 1999, 2006) provided the theoretical framework and the methodology for diagnosing and unde

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Zehir, Cemal, and Dilek Karaca. "A research competing model of organizational culture, organizational learning, management innovation and NPD: Evidence from technology firms." Business & Management Studies: An International Journal 11, no. 2 (2023): 696–714. http://dx.doi.org/10.15295/bmij.v11i2.2221.

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This study aims to develop a competing model to identify the best-fitting culture type in the relationship between organizational learning, management innovation, and New Product Development (NPD) performance, and it also aims to explore the moderator role of organizational culture in this relationship. The study collected data from 661 employees through survey methods from 234 firms in Turkey and tested with Structural Equation Modelling (SEM). The research shows that, despite the acceptable goodness of fit indices for each type in comparing four culture types, the market and adhocracy cultur

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P.Sharmila, Ms, and Dr Shetty Deepa Thangam Geeta. "A Study on Organizational Culture and It’s Impact on Employees Behavior on Emergys." INTERNATIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 04 (2025): 1–9. https://doi.org/10.55041/ijsrem45187.

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Organizational culture plays a crucial role in shaping employees' behavior, attitudes, and overall workplace dynamics. This study explores the impact of organizational culture on employee behavior within Emergys, a company known for its dynamic work environment. The research examines how various cultural elements, such as leadership style, communication patterns, values, and work ethics, influence employee motivation, job satisfaction, and performance. Using a combination of qualitative and quantitative methods, the study assesses employee perceptions and their alignment with the organization'

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Yenny Oktaviani and Putri Handayani. "THE EFFECT OF PERFORMANCE APPRAISAL AND ORGANIZATIONAL CULTURE ON PROMOTION OPPORTUNITIES FOR OUTSTANDING EMPLOYEES." International Journal of Accounting, Management, Economics and Social Sciences (IJAMESC) 3, no. 1 (2025): 105–11. https://doi.org/10.61990/ijamesc.v3i1.425.

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Employee promotion plays a crucial role in career development and organizational success. Two primary factors influencing promotion opportunities are performance appraisal and organizational culture. Performance appraisal serves as a systematic process for evaluating employee contributions, while organizational culture shapes how these evaluations translate into promotion decisions. This study aims to examine the relationship between these factors and their impact on career advancement for outstanding employees. Using qualitative methods, this research investigates how appraisal systems and wo

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Pietruszka-Ortyl, Anna. "THE IMPACT OF ORGANIZATIONAL CULTURE FOR COMPANY'S INNOVATION STRATEGY." Marketing and Management of Innovations, no. 3 (2019): 178–92. http://dx.doi.org/10.21272/mmi.2019.3-14.

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The resource-based view recognizes present organizational culture as a key component to its success or failure. It has a direct impact on the innovation strategy of organizations and therefore should be treated as a determinant of the organisation's future. Presently companies should naturally strive to make efforts aiming at the creation of such organizational cultures which would affirm knowledge – cultures characteristic for organisations based on knowledge, that foster engagement of employees, building trust and sharing knowledge. They are most often convergent and mutually complementary a

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Ardiyansah, Feri, and Suryadi Suryadi. "Pengaruh Kecerdasan Emosional, Kompensasi, Budaya Organisasi Dan Motivasi Kerja Terhadap Komitmen Organisasi Karyawan PT. Surya Andola Kota Metro." Jurnal Manajemen DIVERSIFIKASI 2, no. 4 (2022): 960–70. http://dx.doi.org/10.24127/diversifikasi.v2i4.1300.

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ABSTRACT  Feri Ardiyansah, 2021 “The Influence of Emotional Intelligence, Compensation, Organizational Culture and Work Motivation on Organizational Commitment of Employees of PT. Indo Metro Surya Andola Metro City”.  This study aims to determine the effect of emotional intelligence, compensation, organizational culture and work motivation on the organizational commitment of employees of PT. Indo Metro Surya Andola Metro City. By distributing questionnaires in the form of questions about emotional intelligence, compensation, organizational culture and work motivation on

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Yuleva, Radost. "INNOVATIONS AND INNOVATIVE METHODS IN ORGANIZATIONAL MANAGEMENT." Journal 'Pirinski Knizhovni Listi' 16, no. 1 (2025): 84–97. https://doi.org/10.5281/zenodo.14879188.

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<em>Innovations and innovative methods in organizational management involve introducing new ideas, tools, processes, and strategies to improve efficiency, effectiveness, and adaptability. These innovations help organizations stay competitive in a rapidly changing environment, enhance decision-making, and better meet the needs of stakeholders. Organizations can achieve sustainable growth and maintain a competitive edge by embracing new technologies, fostering a culture of innovation, and adopting modern management practices. The main goal of the present development is to analyze the need for th

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Kachroo, Ashwani, and Dilraj Singh Shadev. "Creating a High-Quality Organizational Culture in Hospitality Industry: A Mixed-Methods An." International Journal of Tourism & Hospitality Reviews 12, no. 1 (2025): 19–25. https://doi.org/10.18510/ijthr.2025.1213.

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Purpose: This study aims to identify and analyze the essential values, traits, and attitudes required to sustain a positive organizational culture in the hospitality industry. By emphasizing the importance of these elements, the research aims to enhance workforce motivation and alignment with organizational goals for improved service delivery. Methodology: This research employs a mixed-methods approach, combining qualitative and quantitative methods within a descriptive design. We collected primary data through structured questionnaires distributed to 103 hospitality professionals in Amritsar.

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