scholarly journals The effects of Cultural factors on GSCM implementation, Empirical evidence from Morocco

2021 ◽  
Vol 119 ◽  
pp. 03002
Author(s):  
Jamal Elbaz ◽  
Sadia Iddik ◽  
Mohamed Oubal
Keyword(s):  
Organizational Culture ◽  
Conceptual Model ◽  
Empirical Evidence ◽  
National Culture ◽  
Firm Size ◽  
Cultural Factors ◽  
Cultural Dimensions ◽  
Manufacturing Companies ◽  
Industrial Sectors ◽  
Culture Dimensions

This paper aims to link Green SCM and cultural factors by empirically testing a conceptual model emphasizing how national culture and organizational culture affect the GSCM implementation. The conceptual model includes the effects of the firm’s characteristics, especially the firm size, type and industry sectors, on the application of GSCM practices. This paper was conducted among a sample of manufacturing companies incorporating a range of industrial sectors from Morocco. The data was collected using an online questionnaire and analyzed using SPSS version 25 and SmartPLS software 3. The findings have provided empirical evidence regarding the significant effect of national culture and organizational culture on GSCM implementation. The moderator variables, firm type and firm size, have a significant impact on the relationship between cultural factors and GSCM, except for the industry sector, which does not explain the implementation of green practices.The findings of this paper are expected to help managers and business owners develop cultural orientations that ensure and encourage sustainability and green SCM practices. The existing literature has mainly examined eithernational culture dimensions or organizational culture dimensions’ effects on green supply chain initiatives in developed countries. Thus, this paper highlights the fact that cultural dimensions can be deployed together at the same level of analysis to analyze which one predict better the GSCM integration.

scholarly journals An empirical study of organizational culture dimensions impacting employee’s performance in IT industry, Tamilna-du

2017 ◽  
Vol 7 (1.3) ◽  
pp. 133
Author(s):  
Karthik M ◽  
A Vasumathi
Keyword(s):  
Organizational Culture ◽  
Empirical Study ◽  
Performance Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Cultural Dimensions ◽  
It Industry ◽  
Human Resource Department ◽  
Culture Dimensions ◽  
The Impact

Every company has their own unique culture. Organizational culture is a set of norms, values, beliefs and vision that define how employees and managers intermingle within an organization. Irrespective of whether a preset list of company values present or not, an organization develops its own culture. However, organizations haven’t been paying as much attention to organizational culture until now. A 2015 study by Deloitte University Press found that 87% of the organizations surveyed now cite culture and employee engagement as their top challenges. Thus the current study aims at analyzing the impact of cultural dimensions on performance management in IT organizations. Analysis, conclusion and recommendations were drawn out based on the research and findings. The study found a significant association between experience of the respondents and their responses towards often getting reminder and warning to complete their tasks. The study has also found a significance variance between age of the respondents and the practices of Human Resource Department. The study has also found an association between variety of tasks being handled and employees’ performance. 

THE RELATIONSHIP BETWEEN NATIONAL CULTURE DIMENSIONS AND DEGREE OF INNOVATION

2017 ◽  
Vol 21 (01) ◽  
pp. 1730001 ◽  
Author(s):  
ALEXANDRE LUIS PRIM ◽  
LUIZ STEPHANY FILHO ◽  
GUILHERME AUGUSTO CAVALLARO ZAMUR ◽  
LUIZ CARLOS DI SERIO
Keyword(s):  
National Culture ◽  
National Level ◽  
Secondary Data ◽  
Cultural Dimensions ◽  
National Cultures ◽  
Global Innovation ◽  
Culture Dimensions ◽  
The Relationship ◽  
Degree Of Innovation

The objective of this research is to analyse the relationship between cultural dimensions and the degree of innovation at the national level. For such, secondary data were collected relating to Hofstede’s cultural dimensions and the Global Innovation Index (GII). They were analysed using multiple linear technical regressions based on a sample of 72 countries. The results reveal the existence of three cultural dimensions associated with innovation outputs (technology and creativity): individualism, long-term orientation and indulgence, while a partially supported relationship was encountered for the power distance, uncertainty avoidance, and masculinity dimensions. National cultures were also classified as being competitive, planning, hierarchical or benevolent, to distinguish the most innovation-driven cultures. This evidence contributes to the innovation and competitiveness perspective, in which the intrinsic values of a national culture can favour the development of innovation and raise the competitiveness level of both nations and organisations.

scholarly journals Does the Suitability of National Culture Matters in the Adoption of Six Sigma?

2013 ◽  
Vol 5 (2) ◽  
pp. 92-98 ◽  
Author(s):  
Ahsan Qamar ◽  
Ahmad Jusoh . ◽  
Halimah Idris .
Keyword(s):  
Conceptual Model ◽  
National Culture ◽  
Six Sigma ◽  
Cultural Dimensions ◽  
Local Culture ◽  
Adjustment Problems ◽  
Different Cultures ◽  
Local Cultures

The concept and methodology of Six Sigma was developed by the American companies within the local culture of America. Therefore it is grounded on the standards, ethics and behaviours represented by America. The present study proposes that implementing Six Sigma in other countries with different cultures, norms and behaviours may have adjustment problems, as the required culture, values and behaviours for Six Sigma do not match with the local cultures of countries. A conceptual model is proposed which would utilize the Hofstede’s cultural dimensions to determine the effect of national culture at each phase of Six Sigma process.

Founder Leaders and Organization Culture: A Comparative Study on Indian and American Founder Leaders Based on Schein’s Model of Organizational Culture

2020 ◽  
Vol 9 (1) ◽  
pp. 23-33
Author(s):  
Mamatha S.V. ◽  
Geetanjali P.
Keyword(s):  
Organizational Culture ◽  
National Culture ◽  
Organization Culture ◽  
Cultural Dimensions ◽  
Case Method ◽  
Ecological Fallacy ◽  
Unit Of Analysis ◽  
Country Level ◽  
Policies And Procedures ◽  
The Relationship

Organizational culture is created gradually by founder leaders on the basis of their values, assumptions and beliefs. Organizational culture is tangible in terms of the architecture of the company, office layout and exhibits and intangible in terms of behaviour of employees, decisions, policies and procedures. This article aims to perform a comparative analysis of some of the founder leaders of Indian and American businesses and their influence on the culture of the organization. The study adopts the case method research design where the focus is on the specific interesting cases, articles and interviews of the founder(s) in their formational years and cases when the company had a stable organizational culture. The unit of analysis is the founder leader. The company’s culture is evaluated using Schein’s Model of Organizational Culture while that of the founder leader is evaluated using Hofstede’s model of cultural dimensions. This study does not equate national culture to individual’s culture to avoid ecological fallacy of interpreting country-level relationships being applied to individuals. The study shows that there exist layers of subcultures in each individual. The article discusses an interesting paradigm, that is, the culture in which they are born/trained and the culture they adopt intentionally. When founders adopt other cultures, some traces of adopted cultures are reflected in the organization. The article concludes that founder leaders’ culture needs a better framework in order to see its effects on the organization. Hofstede’s model does not show the relationship between different layers of the culture. Hence, the model seems inadequate to be applied to analyse founder leaders.

SME Adoption and Use of ICT for Networked Trading Purposes

2011 ◽  
pp. 149-168
Author(s):  
Fintan Clear ◽  
Adrian Woods ◽  
Keith Dickson
Keyword(s):  
Empirical Evidence ◽  
Firm Size ◽  
Food Processing ◽  
Telephone Survey ◽  
Internet Services ◽  
Industry Sector ◽  
Ict Use ◽  
Industrial Sectors ◽  
Sample Data ◽  
Multiple Variables

Based on empirical evidence gained by a telephone survey of 375 SMEs (Small and Medium-sized Enterprises), this chapter uses logistical regressions as a means of identifying the potential for relationships between three variables - industry sector, firm size (as measured by employment), and age of firm - as they influence ICT ownership, ICT use and ICT benefits. Such inter-relationships can then be used to identify networked trading practice and proclivity. Data was gathered for firms on the basis of four industrial sectors (‘Media’, ‘Logistics’, ‘Internet Services’ and ‘Food Processing’) in a region encompassing West London and adjacent counties. Logistical regressions on the sample data suggest that possession, application and the benefits derived from ICT can be explained on the basis of single and multiple variables or as the result of none, and are individuated as either ‘just sector’, ‘just size’, ‘sector and size’, ‘sector and age’, ‘sector, size and age’ or ‘no variable’.

A Study of the Relationships between Economic Climates, National Culture, and E-Government Readiness

2011 ◽  
pp. 234-247 ◽  
Author(s):  
Princely Ifinedo
Keyword(s):  
National Culture ◽  
Cultural Factors ◽  
Cultural Dimensions ◽  
The Other ◽  
Information Communication ◽  
Policy Makers ◽  
Economic Theories ◽  
Significant Relationships ◽  
The One

As information communication and technologies (ICT-) enabled services such as e-government initiatives diffuse globally, it is becoming clear that some nations are not faring as well as others. Yet, the notion of e-government stands to benefit the sorts of countries that are lagging behind the most. Here, we examine the relationships between economic climates and national cultural factors, on the one hand, and e-government readiness, on the other. Our results showed significant relationships between nations’ economic climates, some cultural dimensions, and e-government readiness. We discussed our findings in the context of three relevant socio-economic theories. We also highlighted the study’s implications for researchers, policy-makers, and governments.

Power and Gender

2019 ◽  
pp. 91-112
Author(s):  
Zahra Khamseh
Keyword(s):  
Organizational Culture ◽  
National Culture ◽  
Working Women ◽  
Cultural Dimensions ◽  
Direct Influence ◽  
Organizational Life ◽  
Cultural Aspects ◽  
Personal Experiences ◽  
Female Employees ◽  
And Gender

The chapter seeks to explore the roots of gender inequality through the personal experiences of working women in senior positions which are extracted from their stories about their families, societies, and organizations. To conduct the research, Hofstede's cultural dimensions were employed as a tool to determine the national culture which has direct influence on organizational culture which dominates the workplace and influences immensely every sphere of women's activities in the workplace. In this research, consideration is given to cultural aspects through data gathered from educated Iranian, Malay, and Turkish female employees illustrating their organizational life.

SME Adoption and Use of ICT for Networked Trading Purposes

2013 ◽  
pp. 774-791 ◽  
Author(s):  
Fintan Clear ◽  
Adrian Woods ◽  
Keith Dickson
Keyword(s):  
Empirical Evidence ◽  
Firm Size ◽  
Food Processing ◽  
Telephone Survey ◽  
Internet Services ◽  
Industry Sector ◽  
Ict Use ◽  
Industrial Sectors ◽  
Sample Data ◽  
Multiple Variables

Based on empirical evidence gained by a telephone survey of 375 SMEs (Small and Medium-sized Enterprises), this chapter uses logistical regressions as a means of identifying the potential for relationships between three variables - industry sector, firm size (as measured by employment), and age of firm - as they influence ICT ownership, ICT use and ICT benefits. Such inter-relationships can then be used to identify networked trading practice and proclivity. Data was gathered for firms on the basis of four industrial sectors (‘Media’, ‘Logistics’, ‘Internet Services’ and ‘Food Processing’) in a region encompassing West London and adjacent counties. Logistical regressions on the sample data suggest that possession, application and the benefits derived from ICT can be explained on the basis of single and multiple variables or as the result of none, and are individuated as either ‘just sector’, ‘just size’, ‘sector and size’, ‘sector and age’, ‘sector, size and age’ or ‘no variable’.

Organizational culture profile of Malaysian high-tech industries

2015 ◽  
Vol 7 (1) ◽  
pp. 2-19 ◽  
Author(s):  
M Muzamil Naqshbandi ◽  
Sharan Kaur ◽  
Rashmi Sehgal ◽  
Indra Devi Subramaniam
Keyword(s):  
Organizational Culture ◽  
Cultural Dimensions ◽  
Survey Method ◽  
High Tech ◽  
Content Type ◽  
Five Dimensions ◽  
Top Managers ◽  
Culture Dimensions ◽  
Study Results ◽  
Ownership Types

Purpose – The role of organizational culture in determining success or failure of firms stands proven beyond doubt in numerous studies. The purpose of this paper is to examine organizational culture of the Malaysian high-tech sector and highlights the organizational culture dimensions most and least dominant in this sector. The study also examines differences with respect to organizational culture across the high-tech industries and different ownership types. Design/methodology/approach – Questionnaire survey method is used to collect the data from middle and top managers working in Malaysian high-tech industries. Findings – Five dimensions of organizational culture emerge in this study. Results indicate that harmony and social responsibility are the most and least dominant dimensions of organizational culture respectively. Significant differences are found in organizational culture across industries and ownership types. Originality/value – While organizational culture seems to be a fairly well-researched topic in Malaysia, there seems to be a dearth of studies investigating the issue of culture prevalent in the high-tech industries in Malaysia; this despite the paramount contribution of the high-tech industries to the Malaysian economy. This study identifies the culture of Malaysian high-tech industries, examines what cultural dimensions they focus on and do not, and compares organizational culture differences across industries and ownership structures.

scholarly journals National culture dimensions as predictors of innovation, creativity, and entrepreneurship

2021 ◽  
Vol 6 (2) ◽  
pp. 154-171
Author(s):  
Louis Jourdan ◽  
Michael Smith
Keyword(s):  
Economic Growth ◽  
National Culture ◽  
Cultural Dimensions ◽  
Explanatory Variables ◽  
Global Innovation ◽  
Culture Dimensions ◽  
Research Gap ◽  
Highly Correlated ◽  
Major Factors ◽  
Criterion Development

The purposes of this study were twofold. The first was to encourage other investigators to examine more closely three indices related to economic growth, specifically innovation, entrepreneurship, and creativity. The second was to encourage further investigation of Hofstede’s national culture as explanatory variables. This investigation addressed this research gap by examining the relationships among indices of nations’ creativity, entrepreneurship, and innovation, and their relationships with Hofstede’s (2015) national culture dimensions. No previous research was identified which examined countries’ creativity, entrepreneurship, and innovation in the same study. The relationships among four measures associated with economic development—the Global Innovation Index (GII), the Global Entrepreneurship Index (GEI), the Global Creativity Index (GCI), and Bloomberg 50 most innovative countries (B50) were studied. Two rarely investigated indices (B50 and GCI) were included in this research. Results indicated that all four indices were highly correlated. The factor structure of Hofstede’s six cultural dimensions was reduced to three major factors: heteronomy-autonomy, gratification, and competition-altruism. Using multiple regression analysis, heteronomy-autonomy and gratification predicted GII. Gratification predicted the remaining three criteria. This study addressed this research gap of criterion development by examining the relationships among these variables, their relationships with national culture, and their predictability from different national culture dimensions. Practical implications of these findings for decision-makers and policymakers who want to increase their country’s economic growth through the support of creativity, innovation, and entrepreneurship were discussed.

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