scholarly journals The Relationship Between Organizational Culture and Administrative Creativity in Universities

2018 ◽  
Vol 14 (4) ◽  
pp. 146
Author(s):  
Ibtisam Khalid Yahia Salama
Keyword(s):  
Saudi Arabia ◽  
Organizational Culture ◽  
Job Performance ◽  
Organizational Climate ◽  
Research Work ◽  
Theoretical Background ◽  
Efficient Manner ◽  
Effective Factor ◽  
The Individual ◽  
The Relationship

The organizational culture is a critical and coral factor in achieving the dimensions of the administrative creativity. It can be said that the improvement of the practice of organizational culture contributes as an effective factor in the level of administrative creativity in all its dimensions. The organizational culture plays a major role in all levels and activities within the administrative system. It contributes in the creation of the convenient organizational climate, which in turn works on improving and developing the performance in a convenient and efficient manner. It also helps in achieving the individual, collective and organizational objectives that is highlighted through embodiment, development of the modern values, orientations, behavior and standards which work on growth and development of job performance (Alkurdi, 2010). This paper will try to build a theoretical background on the organizational culture and administrative creativity in Saudi Arabia education socity. The main objective is to show the significance of organizational culture and administrative creativity and also the relationship between organizational culture and administrative creativity in universities. This research work showed how the organizational culture is important to the education filed in Saudi Arabia. It contributes in assisting the individual in problem solving and decision making. It helps to make a decisive decision in a relatively record time, and enable to discover problems in order to solve them.

scholarly journals Organizational culture and perceived effectiveness: a case study of an insurance company

2019 ◽  
Author(s):  
Milica Slijepcevic ◽  
Jelena Krstic
Keyword(s):  
Organizational Culture ◽  
Organizational Climate ◽  
Organizational Effectiveness ◽  
Research Question ◽  
The Other ◽  
Insurance Company ◽  
Effective Utilization ◽  
Other Hand ◽  
Culture And Climate ◽  
The Relationship

Research question: This paper studies the relation between organizational culture and perceived organizational effectiveness of an insurance company in a developing country with an emerging economy.Motivation: The main objective of the research is to determine whether there is a correlation between organizational culture and climate as a narrower concept, on the one hand and perceived organizational effectiveness on the other hand. Some authors noted a correlation between these organizational aspects. For example, Yan (2016) empirically confirmed that organizational culture positively and significantly correlates with organizational effectiveness. The relationship between organizational culture and organizational effectiveness was also examined by Cox and Trotter (2016), Chen (2017) and Deem, De Lotell and Kelly (2015). Idea: Starting from the findings of other authors that organizational culture indeed affects effectiveness, the authors of this paper wanted to examine whether this relation existed in  a state-owned insurance company in an emerging economy and if so, how to use this  to improve employees’ performance and overall business results. Data: They conducted the research in June 2017 on the sample of employees of Dunav Insurance Company and obtained six hundred and sixty six valid questionnaires. Tools: The questionnaires consisted of five general questions about demographic variables and twenty-nine closed-ended questions related to the topic. The researchers assessed the correlation between variables by Spearman Rho Coefficient and Chi-Square significance. Findings: The results showed the relationship between a number of aspects of organizational culture and climate on one hand and perceived organizational effectiveness on the other hand. Research results showed that the evaluation of effective utilization of working hours and professional capabilities is largely connected with the aspects of organizational climate that reflect poor working conditions and unethical attitude of employees. However, the evaluation of effective utilization of professional capabilities also relates to the perception of predominant aspects of an organizational climate that inspire positive internal relations. Contribution: The results presented in the paper can be used as the basis for organizational and managerial decision-making to improve work processes in the observed organization.

scholarly journals The role of perceived usefulness in the relationship between task — technology fit and individual job performance in ERP implementation — evidence from Vietnam’s enterprises

2020 ◽  
Vol 3 (4) ◽  
pp. 449-459
Author(s):  
Vo Van Nhi ◽  
Pham Tra Lam
Keyword(s):  
Job Performance ◽  
Theoretical Background ◽  
Perceived Usefulness ◽  
Erp Systems ◽  
Erp Implementation ◽  
Is Success ◽  
Success Model ◽  
Task Technology Fit ◽  
The Relationship

In this context, the aim of the study was to examine the role of perceived usefulness in the relationship between individual job performance and task – technology fit in ERP environment. The study was done by 225 individuals. The results of the PLS_SEM analysis reveal ed that task — technology fit was significantly and positively related to perceived usefulness and individual job performance in ERP environment. Furthermore, perceived usefulness was significantly to individual job performance in ERP context. The results of this study added to the empirical evidence in the application of background theories including TTF, TAM and TTF models combined, DeLone and McLean IS Success Model, and ECM. Besides, they also added to the theoretical background of ERP's success. Furthermore, they support for companies who are planning to use ERP systems and the ERP vendors and implementers become more knowledgeable about ERP's success and forecast success when using ERP systems. Based on these results, the enterprise can plan the application to improve the efficiency of ERP systems. At the same time, the ERP vendors and developers can better advise and support their customers when delivering and deploying ERP systems

Unifying a Framework of Organizational Culture, Organizational Climate, Knowledge Management, and Job Performance

2017 ◽  
pp. 327-355
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Organizational Culture ◽  
Knowledge Management ◽  
Job Performance ◽  
Organizational Climate ◽  
Business Process ◽  
Causal Model ◽  
Process Orientation ◽  
Climate Knowledge ◽  
Positive Effect

This chapter introduces the framework and causal model of organizational culture, organizational climate, knowledge management, and job performance related to business process orientation. It argues that dimensions of organizational culture, organizational climate, and knowledge management have mediated positive effect on job performance. Knowledge management positively mediates the relationships between organizational culture and job performance and between organizational climate and job performance. Organizational culture is positively related to organizational climate. Furthermore, the author hopes that understanding the theoretical constructs of organizational culture, organizational climate, knowledge management, and job performance through the use of the framework and causal model will not only inform researchers of a better design for studying organizational culture, organizational climate, knowledge management, and job performance, but also assist in the understanding of intricate relationships between different factors.

Codes of Ethics, Ethical Behavior, and Organizational Culture from the Managerial Approach

2015 ◽  
Vol 6 (1) ◽  
pp. 42-56
Author(s):  
Marta Villegas ◽  
Michael H. McGivern
Keyword(s):  
Organizational Culture ◽  
Ethical Behavior ◽  
Codes Of Ethics ◽  
Dimensional Approach ◽  
Senior Managers ◽  
Ethical Organizational Culture ◽  
Managerial Perceptions ◽  
The Individual ◽  
Relationship Of ◽  
The Relationship

This qualitative case study explored managerial perceptions regarding codes of ethics, ethical behavior, and the relationship of these concepts to organizational culture in a Colombian bank ZOX (pseudonym), in a South-American environment. The data-collection phase contained a purposive sample of ten ZOX senior managers, by including four one-on-one interviews, a focus-group interview, and company documents. The findings include the facts that codes of ethics are mandatory and they demand that the individual has his/her own values; ethical behavior follows general principles and values as ethical guides of duty regardless of the consequences; and the organizational culture is influenced by the leaders' ethical behavior. The findings also serve to trace and describe empirically and theoretically the components of a multi-dimensional approach of an ethical organizational culture. A suggestion for further research might be the testing of this multi-dimensional approach in other settings and going deeper into the relationship among its components.

scholarly journals Socio-Demographic Characteristics of Managers and Employees Attitude Towards Managing the Workplace Diversity

2015 ◽  
Vol 2 (2) ◽  
pp. 329
Author(s):  
Babita Mukherjee ◽  
Dikshit Gambhir ◽  
Arooj Yaswi
Keyword(s):  
Saudi Arabia ◽  
Work Environment ◽  
Workplace Diversity ◽  
Efficient Manner ◽  
Positive Work Environment ◽  
Increase Productivity ◽  
Attitude Difference ◽  
Multicultural Workforce ◽  
The Relationship ◽  
Positive Work

<p>In this era of globalization, workplace diversity has become the salient aspect of any organization. It helps to increase productivity, efficiency and maintain a positive work environment within the organization. The study assessed the attitude difference that managers come across and how to get benefited from the diversity in the workforce. The investigation was set out to find the relationship between openness to diversity and managerial attitude, based on the data collected from 213 managers of the companies working in Riyadh, Saudi Arabia. The hypotheses are used to guide the study and are tested using ANOVA. The result revealed that there exists a relationship between the manager’s demographic factors, like nationality, and the attitude towards managing the workplace. Organizations will look at the numerous benefits of this research and explain the managers’ attitudes towards managing the multicultural workforce diversity in Saudi Arabia and its benefits within the company with different expertise to do the task in an effective and efficient manner. Thus, this research will benefit the organizations by explaining the managers’ attitudes towards managing the multicultural workforce and also showing how diversity can lead to perform a task in an effective and efficient manner.</p>

Psychosocial safety climate versus team climate

2017 ◽  
Vol 46 (5) ◽  
pp. 988-1003 ◽  
Author(s):  
Michelle Chin Chin Lee ◽  
Mohd. Awang Idris
Keyword(s):  
Job Performance ◽  
Organizational Climate ◽  
Performance Feedback ◽  
Safety Climate ◽  
Job Resources ◽  
Team Climate ◽  
Job Engagement ◽  
Role Clarity ◽  
Content Type ◽  
The Relationship

Purpose The importance of organizational climates in enhancing employees’ job performance is well studied in the literature. The purpose of this paper is to investigate the effect of psychosocial safety climate (PSC) and team climate on job performance, particularly through job engagement, by using a multilevel survey. The study also predicted that only PSC (and not team climate) predicted job resources (i.e. role clarity and performance feedback). Design/methodology/approach A total of 412 employees from 44 teams (72.6 per cent response rate) in Malaysian private organizations participated in the current study. Findings Research findings revealed that performance feedback and role clarity mediate the relationship between PSC and job engagement, and that there is no direct effect between the variables, team climate, and job resources. As expected, the study also discovered that job engagement mediates the relationship between PSC and team climate related to job performance. Practical implications This paper suggests the importance of PSC as the precursor to better working conditions (i.e. job resources) and to indirectly boosting employees’ engagement and job performance. Originality/value The study compared two distinctive organizational climate constructs that affect the different types of job resources using multilevel approach within the Asian context.

Relationships between employee commitment and organizational cultures: a theoretical framework

2018 ◽  
Vol 26 (3) ◽  
pp. 398-414 ◽  
Author(s):  
Zoltán Krajcsák
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Employee Commitment ◽  
Theoretical Framework ◽  
Cultural Dimensions ◽  
Research Activity ◽  
Content Type ◽  
Self Evaluation ◽  
The Individual ◽  
The Relationship

Purpose The purpose of this study is to describe the relationship between organizational commitment and organizational culture with self-evaluation as a mediator variable. The theoretical framework evaluates the culture–commitment relationship based on the characteristics of the individual and underpins explanations of commitment patterns assigned to certain dimensions of organizational culture. Design/methodology/approach The study uses a purely theoretical approach, an instrument of which is abstract model creation. Findings The individual factors that reinforce deliberate, affective and professional commitment are the hierarchy culture; self-esteem; and self-efficacy, respectively. Research limitations/implications The existence of the relationship between the four factors of self-evaluation and the dimensions of the competing values framework (CVF) can be justified by secondary data analysis, although the direction of the causality is still questionable. Practical application of the theoretical model should be supported by empirical analyses in the future. Originality/value Research activity in organizational psychology is still mapping the elusive relationship between organizational culture and organizational commitment. In terms of organizational culture, the model is based upon the CVF and uses the five-dimension model of employee commitment instead of the mainstream concept of organizational commitment. This theoretical framework is suitable for evaluating the relationship between organizational culture and commitment when considering the individual features of the employee and supports the explanation of commitment patterns assigned to cultural dimensions.

scholarly journals HUBUNGAN ANTARA IKLIM ORGANISASI DAN ETOS KERJA DENGAN KINERJA DOSEN AKADEMI KEPERAWATAN DI JAKARTA PUSAT

2017 ◽  
Vol 8 (1) ◽  
pp. 45
Author(s):  
Roosmyaty Patras
Keyword(s):  
Data Analysis ◽  
Job Performance ◽  
Organizational Climate ◽  
Random Sampling ◽  
Work Ethic ◽  
Positive Relationship ◽  
Rating Scale ◽  
Simple Random Sampling ◽  
Survey Method ◽  
The Relationship

The objective of this research is to study the relationship between organizational climate and work ethic with the lecture job performance. The study was conducted at Nursing Academy at Center Jakarta. This research using quantitative approach with survey method. Total samples using in this research 54 lectures that selected through simple random sampling. Data collecting using questionnaire with rating scale and data analysis with correlation and regression. The results of the research showed: Firtsly, there is a positive relationship between organizational climate with lecture job performance. Second, there is a positive relationship between work ethic with the lecture job perfrmance. Third, there is a positive relationship between organizational climate and work ethic simultaneously with the lecture job performance.

Sign in / Sign up

Export Citation Format

Share Document