scholarly journals Design Innovation and Entrepreneurship Organization Based on Psychological Cognitiveness of the Space Narrative

2022 ◽  
Vol 12 ◽  
Author(s):  
Jieming Hu ◽  
Xin Zhang
Keyword(s):  
Organizational Culture ◽  
Community Of Practice ◽  
Corporate Culture ◽  
Physiological Data ◽  
Visual Elements ◽  
Entrepreneurial Organizations ◽  
Spatial Narrative ◽  
Design Innovation ◽  
And Behavior ◽  
Innovation And Entrepreneurship

The high-quality workspace can be used as a physical carrier for design innovation and entrepreneurial organizational culture to continuously change the psychological cognition and behavior of employees in community of practice. The spatial narrative of the culture of design innovation and entrepreneurial organizations means to integrate entrepreneurship and organizational culture into the space through visual presentation. Whether the spatial narrative is successful or not needs to be judged by whether the change of people’s psychological cognition achieves the expected effect. The traditional qualitative research methods such as interviews and questionnaires cannot fully and accurately present the psychological cognitive mechanism of design Innovation and entrepreneurship organization members. We use virtual reality technology combined with electrophysiological technology to conduct experiments. We use these technologies to conduct quantitative experiments on psychological cognition in community of practice. This study will select a design innovation and entrepreneurial organization, randomly select 20 participants, and divide them into 2 groups for experimentation. The VR scene is based on their real office space as a prototype. Put the visual elements of corporate culture in one of the VR scenes. The other VR scene as a reference does not incorporate visual elements of organizational culture. Participants participated in the experiment in these two VR scenarios. There are many advanced devices that can accurately test individual psychological changes, but the ErgoLab man-machine environment test platform, can collect and compare these data [physiological data, electroencephalogram (EEG) data, and behavior data] in real-time and comprehensively, which is its advantage. According to the experimental results, judge the changes in the psychological cognitive data of the participants before and after the placement of the spatial narrative in design innovation and entrepreneurial organizations. The experiment combined interviews and questionnaires to ensure the authenticity of the quantitative data. The conclusion of the experiment will produce an accurate quantitative study on the psychological cognition of the spatial narrative of design innovation and entrepreneurial organizational culture. A sense of organizational belonging, collective sense, pride, mission, and work fun can be generated in the workspace.

scholarly journals Corporate Culture and Its Impact on Employees’ Attitude, Performance, Productivity, and Behavior: An Investigative Analysis from Selected Organizations of the United Arab Emirates (UAE)

2021 ◽  
Vol 7 (1) ◽  
pp. 45
Author(s):  
Jacob Cherian ◽  
Vilas Gaikar ◽  
Raj Paul ◽  
Robert Pech
Keyword(s):  
Organizational Culture ◽  
United Arab Emirates ◽  
Corporate Culture ◽  
Work Performance ◽  
Work Culture ◽  
Working Together ◽  
Key Aspects ◽  
And Behavior ◽  
Relationship Of ◽  
The Relationship

The present research paper focuses on four key aspects of organizational culture in the United Arab Emirates (UAE): employee attitude, performance, behavior, and productivity. Every organization has a unique culture, which shapes the employees’ perspectives to a large extent. The greater the consistency of the approach, the greater the likelihood of that organization achieving success. The main purpose of this study was to examine the influence of corporate culture on the behavior of heterogeneous groups of employees. The UAE, as an emerging economy, has various ethnicities and nationalities in its workforce, each having its own distinctive national customs, languages, religions, histories, and work patterns. This paper examines two cases in the remittances and foreign exchange industry in the UAE as being characteristic of finance companies, comprising employees who originated from many nations working together regardless of their socio-cultural background. Based on a questionnaire, the literature, and a hypothesized model, this paper investigates the relationship of UAE’s heterogeneous work culture on employees’ perspectives. In an innovative way, the result of this study reveals and supports our hypotheses that organizational culture has a high impact on the work performance, attitudes, and behaviors of the employees belonging to two selected companies, regardless heterogeneous nationalities and cultures.

Design Odyssey: A Co-Curricular Design Innovation and Entrepreneurship Program for Systemic Change in Design Education

2021 ◽  
Author(s):  
Lim Siow Yuan Sio ◽  
Arianne Collopy ◽  
Aditya Batura ◽  
Lim Jia Xuan ◽  
Ashreya M. Venkatesh ◽  
...  
Keyword(s):  
Design Education ◽  
Systemic Change ◽  
Curricular Design ◽  
Design Innovation ◽  
Innovation And Entrepreneurship

Research on Constructing the Cultivation Mode of College Students’ Innovative and Entrepreneurial Psychological Quality in Mental Health Education

2021 ◽  
Vol 7 (5) ◽  
pp. 4568-4578
Author(s):  
Chunli Liu ◽  
Jianzhong Li
Keyword(s):  
College Students ◽  
Health Education ◽  
Psychological Health ◽  
Quality Level ◽  
Actual Process ◽  
Dynamic Tracking ◽  
And Behavior ◽  
Education Courses ◽  
Innovation And Entrepreneurship

Objectives: Under the background of entrepreneurship, college students have obvious entrepreneurial advantages and become the main force in the entrepreneurial army. Universities actively respond to the call of the state. Methods: In recent years, they have continuously expanded their enrollment, which has made many students exposed to higher education courses and increased the knowledge reserve of Chinese students. Entrepreneurial psychological quality refers to a kind of psychological quality level which is formed and continuously developed and matured under the influence of people’s entrepreneurial environment and corresponding society. Results: It is a reflection of people’s psychology and behavior. In the actual process of entrepreneurship, due to the lack of social experience and entrepreneurial psychological quality, it is often difficult for college students to achieve the desired goals, often ended in failure. It is important to cultivate the psychological quality of college students. Conclusion: Based on this, this paper constructs the cultivation path of College Students’ innovation and entrepreneurship psychological quality by improving the innovation and entrepreneurship health education curriculum, improving the psychological consultation mechanism, and doing a good job of psychological health dynamic tracking.

scholarly journals Impact of Online Recruitment on Organizational Attractiveness: An Experimental Study in the Context of Pakistan

2021 ◽  
Vol 3 (3) ◽  
pp. 318-328
Author(s):  
Qamar Ali ◽  
Muhammad Naveed Aslam ◽  
Sahar Hafeez
Keyword(s):  
Organizational Culture ◽  
Corporate Culture ◽  
Positive Impact ◽  
Business Students ◽  
Website Design ◽  
Organizational Attractiveness ◽  
Corporate Websites ◽  
Website Features ◽  
Design Style ◽  
The Relationship

The purpose of this study is to explore the aesthetical features of corporate recruitment websites, including the website design, style, and color, and to investigate their impact on organizational attractiveness and applicants' intention to apply. By doing so, the study also examines the effects of corporate websites on applicants' perception of the corporate culture and measures the mediating impact of perceptions of organizational culture on organizational attractiveness and applicants' intention to apply for the jobs in the context of Pakistan. The study is based on a laboratory experiment with three hundred undergraduate business students conducted at a university computer lab. Correlation, Independent T-test, One-way ANOVA, and Simple Linear Regression were applied to analyze variables using SPSS. The findings of this study support the hypothesis that website features have a significant positive impact on applicants' perceived organizational attractiveness. However, the website's design does not seem to impact applicants' intentions to apply for the job substantially. The regression analysis results also revealed that the perceived organizational culture partially mediates the relationship between website features and organizational attractiveness and fully mediates the relationship between website features and intentions to Apply.

scholarly journals Pengaruh Knowledge Management, Budaya Organisasi Dan Komitemen Organisasi Terhadap Kinerja Karyawan (Studi Pada Karyawan Bagian Produksi PT Daya Anugrah Mandiri)

2020 ◽  
Vol 2 (1) ◽  
pp. 32-40
Author(s):  
Ardinal Djalil
Keyword(s):  
Organizational Culture ◽  
Knowledge Management ◽  
Organizational Commitment ◽  
Corporate Culture ◽  
Random Sampling ◽  
Employee Performance ◽  
Human Life ◽  
Simple Random Sampling ◽  
Service Industries ◽  
Coefficient Of Determination

ABSTRACT: The era of globalization has hit various aspects of human life. In the economic field, this has a significant impact on industries in Indonesia, both in the trading, manufacturing, and service industries. Employee performance is a matter of great concern to the company so, the management of employee knowledge influences that employee performance improvement through knowledge management, development of organizational culture, and increased organizational commitment from employees. This study aims to determine how respondents respond to knowledge management, organizational culture, organizational commitment to employee performance, and to see how much influence knowledge management, corporate culture, organizational commitment on employee performance, partially or simultaneously. The method used in this research is quantitative. Data collection was carried out through a literature study and distributing questionnaires to 86 respondents. Sampling with Proportional Simple Random Sampling. Data analysis using multiple linear analyses. The results showed that: Respondents 'responses to knowledge management, organizational culture, and employee performance were in a good category, and respondents' responses to organizational commitment were in the sufficient category. Regression equation Y = 21,678 + 0,374X1 + (-0,045X2) + 0,169X3 + e, shows knowledge management, organizational culture, organizational commitment has a positive effect on employee performance. Correlation results (R) of 0.467, indicating that there is a moderate relationship between knowledge management, organizational culture, organizational commitment to employee performance. The results of the coefficient of determination (R2), indicate that the magnitude of the influence of knowledge management, organizational culture, organizational commitment to employee performance by 21.8%, the remaining 78.2% by variables not examined in this research model.  ABSTRACT: Era globalisasi telah melanda berbagai aspek kehidupan manusia. Dalam bidang perekonomian hal ini membawa dampak yang cukup besar bagi industri- industri di Indonesia baik itu industri perdagangan, manufaktur maupun jasa kinerja karyawan menjadi hal yang sangat di perhatikan oleh perusahaan, sehingga peningkatan kinerja karyawan dipengaruhi oleh pengelolaan pengetahuan karyawan melalui knowledge management, perbaikan budaya organisasi, dan peningkatan komitmen organisasi dari karyawan. Penelitian ini bertujuan untuk mengetahui bagaimana tanggapan  responden mengenai knowledge management, budaya organisasi, komitmen organisasi dengan kinerja karyawan, serta untuk melihat seberapa besar pengaruh knowledge management, budaya organisasi, komitmen organisasi terhadap kinerja karyawan, secara parsial maupun simultan. Metode yang digunakan dalam penelitian ini adalah metode kuantitatif. Pengumpulan data dilakukan melalui studi pustaka dan penyebaran kuesioner kepada 86 responden. Pengambilan sample dengan Proportional Simple Random Sampling. Analisis data menggunakan analisis linier berganda. Hasil penelitian menunjukkan bahwa: Tanggapan responden terhadap knowledge management, budaya organisasi, dan kinerja karyawan berada dalam kategori baik, serta tanggapan responden terhadap komitmen organisasi berada dalam kategori cukup. Persamaan regresi Y = 21,678 + 0,374X1 + (-0,045X2) + 0,169X3 + e, menunjukkan knowledge management, budaya organisasi, komitmen organisasi berpengaruh positif terhadap kinerja karyawan. Hasil korelasi (R) sebesar 0,467, menunjukkan bahwa terjadi hubungan yang sedang antara knowledge management, budaya organisasi, komitmen organisasi terhadap kinerja karyawan. Hasil koefisien determinasi (R2), menunjukkan bahwa besarnya pengaruh knowledge management, budaya organisasi, komitmen organisasi terhadap kinerja karyawan sebesar 21,8%, sisanya 78,2% dipengaruhi oleh variabel yang tidak diteliti dalam model penelitian ini.

scholarly journals The Professed Culture of the Business Organizations in the Defense Industry in Bulgaria. What Does it Look Like? And do they Need it?

2020 ◽  
pp. 433-470
Keyword(s):  
Organizational Culture ◽  
Literature Review ◽  
Corporate Culture ◽  
Transition Period ◽  
Defense Industry ◽  
Business Environment ◽  
Business Organizations ◽  
Senior Managers ◽  
Industrial Base ◽  
Academic Publications

Purpose – This article aims to outline and analyze the role, structure and dominating content of professed organizational culture among the companies in the defense industry in Bulgaria as conscious and the official expression of their leadership intentions within the contemporary business environment, uniquely justifying the existence of each entity. Design/methodology/approach – A qualitative study is conducted, based on a literature review of academic publications in the sphere of professed organizational culture. Furthermore, the websites of the target companies were carefully examined in order to outline the practical approach to presenting the unique official culture of defense business organizations. Findings – An elaborate set of cultural attributes to be found on the second level in Edgar Schein’s model of organizational culture is identified. Based on literature review, the intersection between official corporate culture expressions and defense sector is outlined. Important nuances in the development of Bulgarian defense, technological and industrial base are described, encompassing the transition period to market economy and democratic political system. A survey of professed culture attributes is conducted among the members of Bulgarian defense, technological and industrial base. It is concluded that these companies prefer disclosing their official cultures in a very succinct way to utilizing the potential power and impact of the most popular firm documents in this field as mission and vision or relying on small number of their simpler building elements. Recommendations to senior managers of the Bulgarian defense companies regarding smart and intensive use of official culture elements are given. Research limitations/implications – The financial data for the surveyed companies is not accessible. Originality/value – A snapshot of preferred professed culture attributes among the members of Bulgarian defense, technological and industrial base is composed, implying their leadership strategic intentions. The second level in Edgar Schein’s model of organizational culture is populated with a set of cultural attributes.

scholarly journals A Model to align the organizational culture to Lean

2018 ◽  
Vol 11 (2) ◽  
pp. 207 ◽  
Author(s):  
Mehrsa Taherimashhadi ◽  
Imma Ribas
Keyword(s):  
Organizational Culture ◽  
National Culture ◽  
Corporate Culture ◽  
Lean Manufacturing ◽  
Success Factors ◽  
Evaluation Model ◽  
Structured Interviews ◽  
Implementation Barriers ◽  
Lean Implementation ◽  
Lean Transformation

Purpose: Since the emergence of Lean Manufacturing many organizations strived to implement it. Nonetheless, sustainable Lean transformation is not as easy as to be simply achieved. Several aspects need to be taken into account before Lean implementation which national and organizational culture are important. By considering influences of national culture on the organizational culture, this paper aims at proposing an evaluation model to determine the cultural weaknesses of an organization and give some recommendations to manage people before implementing Lean.Design/methodology/approach: This research has been conducted based on literature review survey and semi-structured interviews. Research papers, conference proceedings, books, and official websites regarding Lean philosophy were reviewed to find the influence of national culture in Lean implementation. Different databases were scrutinized, from 2015 to 2017, containing Scopus and Web of Science with the time period of 1996-2016. A set of key terms and their combinations were used including: Toyota Production system, Lean production, Lean manufacturing, Lean management, Transformation, Implementation, Barriers/ Impediments/Challenges/Difficulties, Human resources, Success factors, Organizational culture, and National culture.Findings: The proposed evaluation model is a guide for organizations to determine cultural misalignments between the corporate culture and the Lean culture before its implementation and gives some managerial recommendations to correct them.Originality/value: This study is the first attempt to integrate the national models   with Lean culture to provide an evaluation model and some recommendations to help the organization to align its culture to Lean culture before its implementation.  

The Role of Strategic Leadership in Building the Geocentric Culture of Global Corporations

2017 ◽  
pp. 1769-1780
Author(s):  
Maria S. Plakhotnik
Keyword(s):  
Organizational Culture ◽  
Corporate Culture ◽  
Strategic Leadership ◽  
National Cultures ◽  
Beliefs And Values ◽  
De Vries ◽  
Global Corporations ◽  
Global Companies

The purpose of the chapter is to discuss the role of strategic leadership in building and sustaining geocentric organizational culture. The geocentric organizational culture is a corporate culture of global corporations (Perlmutter, 1985). This culture has to go above and beyond different national cultures that employees bring with them and foster those beliefs and values that are “comprehensive and compelling” (Kets de Vries & Florent-Treacy, 2002, p. 299) to all employees. The chapter starts with an introduction to global companies and the geocentric culture. Then a review works around strategic leadership is followed by a discussion of the role of strategic leadership in building and sustaining the geocentric culture.

Career Needs and Career Values

2020 ◽  
pp. 240-260
Author(s):  
Chi Maher
Keyword(s):  
Organizational Culture ◽  
Continuous Process ◽  
Third Sector ◽  
Social Enterprises ◽  
Career Values ◽  
Mediating Role ◽  
Performance Accountability ◽  
Career Needs ◽  
And Behavior ◽  
Attitudes And Behavior

This chapter explores the mediating role of organizational culture on managerial internal career needs and career values in small third sector social enterprises. Organizational culture refers to a set of basic assumptions in an organization such as symbols, artefacts, attitudes, and behavior as the way in which things are done in the organization. These assumptions are maintained in the continuous process of interaction in the organization. Every organization develops and maintains a unique culture, which provides guidelines and boundaries for the career management of members of the organization. Understanding the career needs and career values of managers helps organizations to develop strategies to retain quality managers which will enable them to deliver and fulfil performance accountability requirements associated with delivering public services.

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