Information Cultures, Roles, and Responsibilities

2019 ◽  
pp. 239-263
Keyword(s):  
Organizational Culture ◽  
Organization Culture ◽  
The State ◽  
Information Culture ◽  
Roles And Responsibilities ◽  
Information Values

This chapter defines organization culture and identifies the basic elements of any organizational culture. Information culture is a topic that does not generally receive much attention. In this chapter, information culture is described and supplemented with examples of information values, assumptions, and artifacts. The chapter also explains how to go about assessing the state of information culture, as well as ideas on how to strengthen information culture roles and responsibilities.

scholarly journals Characteristic of Islamic Organizational Culture as An Effort to Improve Performance at University of Muhammadiyah Malang

2021 ◽  
Vol 5 (1) ◽  
pp. 79-88
Author(s):  
Sri Budi Cantika Yuli
Keyword(s):  
Organizational Culture ◽  
Qualitative Method ◽  
Management Practices ◽  
Employee Performance ◽  
Conscious Experience ◽  
Organization Culture ◽  
Research Subjects ◽  
Improve Performance ◽  
Technical Leadership ◽  
Personal Capital

This study aims to reveal the characteristics of Islamic organizational culture at University of Muhammadiyah Malang as an effort to improve employee performance. This study uses qualitative method by applying phenomenology approach. It is conducted by examining the experience realized by the informant (conscious experience) and the instruments of data collection are interviews, observation, and documentation so that researchers can obtain more complete data about the characteristics of Islamic organization culture at University of Muhammadiyah Malang. The research subjects are: (1) university board; (2) deans; (3) employees. Moreover, the qualitative data analysis techniques in this study uses 3 (three) analyzes, namely: data reduction, data presentation, and conclusion. The results of this study indicate that perceptions of Islamic organizational culture can be seen from the perception of university board, lecturers and employees on the value of leadership, norms and management practices, stories and figures, traditions and rituals, as well as perceptions on symbols. It can be concluded that the characteristics of Islamic organizational culture include: (1) Shiddiq (truthfulness) to achieve personal excellence that is honest, transparent, and accountable, (2) Amanah (trustworthiness) to achieve inter-personal capital that is unprejudiced and commitment, (3) Tabligh (advocacy) to achieve visionary and communicative leadership that is communicative and open, (4) Fathonah (wisdom) to achieve professionalism and technical leadership that is smart, competent, and innovative.

scholarly journals Organization culture and related organizational outcomes: A theoretical studyÖrgüt kültürü ve ilişkili olduğu örgütsel sonuçlar: Kuramsal bir çalışma

2016 ◽  
Vol 13 (3) ◽  
pp. 4501
Author(s):  
Hüseyin Yolcu
Keyword(s):  
Organizational Culture ◽  
School Culture ◽  
Organizational Behavior ◽  
Social Relationships ◽  
Social Relations ◽  
Theoretical Study ◽  
Organizational Outcomes ◽  
Organization Culture ◽  
Qualitative Studies ◽  
School Organizations

Organizational culture which has emerged as a sub-field of organizational behavior is observed to be decisive on many aspects of behavior such as employees’ motivation, performance, burnout, commitment and socialization. All this shows that organizational culture and related organizational outcomes are multidimensional and multivariate. The research also points to the importance of organizational culture for school organizations that play an important role in the reproduction of social relations. However, it is thought that there is a need to make ethnographic and qualitative studies  pointing out how social relationships are produced within the school culture    in contrast to the studies which fail to go beyond the the mainstream studies. ÖzetÖrgütsel davranışın bir alt çalışma alanı olarak ortaya çıkan örgüt kültürünün, çalışanların motivasyonları, performansları, tükenmişlikleri, bağlılıkları ve sosyalleşmeleri gibi daha birçok davranışları üzerinde belirleyici olduğu gözlenmektedir. Bütün bunlar örgüt kültürü ve ilişkili olduğu örgütsel sonuçların çok boyutlu ve değişkenli olduğunu göstermektedir. Yapılan araştırmalar, toplumsal ilişkilerin yeniden üretiminde önemli bir rol oynayan okul örgütleri için de örgüt kültürünün önemine işaret etmektedir. Bununla birlikte, ana akım çalışmalarının dışına çıkmayan bu çalışmaların aksine okul kültürü içinde toplumsal ilişkilerin nasıl üretildiğini ortaya koyan etnografik ve nitel çalışmalara gerek olduğu düşünülmektedir.

scholarly journals PENGARUH BUDAYA ORGANISASI DAN ETIKA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) GURU SMA NEGERI DI SIPORA KABUPATEN KEPULAUAN MENTAWAI

2015 ◽  
Vol 6 (1) ◽  
pp. 1007
Author(s):  
Meihen Jalismen
Keyword(s):  
Organizational Culture ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Simple Random Sampling ◽  
Organization Culture ◽  
Citizenship Behavior ◽  
Survey Method ◽  
Direct Influence ◽  
Research Findings ◽  
Positive Direct

This study aims to determine the direct effect between (1) organizational culture with OCB, (2) ethics with OCB, (3) organization culture with ethical. The method used is a survey method with a correlation approach. In this study serve as a sample of 81 teachers were selected based on random techniques (simple random sampling). Data were obtained by spreading questioner. This study was conducted in high schools in Sipora Mentawai Islands. Based on hypothesis testing that has been done, it can be described as the following research findings: (1) there is a positive direct influence of organizational culture with OCB, (2) there is a positive direct influence of ethics on OCB, (3) there is a positive direct influence between cultures organization with ethics.

scholarly journals Analisis Kompetensi Kepemimpinan dan Budaya Organisasi Terhadap Kepuasan Pelanggan Melalui Perilaku Responsif (Studi pada PT Garuda Indonesia Kantor Cabang Surabaya)

2016 ◽  
Vol 1 (1) ◽  
pp. 11-28
Author(s):  
Yunia Insanatul Karimah
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Data Collection ◽  
Customer Satisfaction ◽  
Multiple Regression Analysis ◽  
Multiple Regression ◽  
Organization Culture ◽  
Quantitative Approach ◽  
Leadership Competency ◽  
Responsive Behavior

The purpose of this research is to find out the influence of leadership competencyand organization culture to customer satisfaction either directly or indirectly throughresponsive behavior employees. This research has three variables namely independentvariables (leadership competency and organizational culture), mediating variable (responsivebehavior) and dependent variable (customer satisfaction). The population in thisresearch are frontliners and customer of PT Garuda Indonesia Surabaya Branch Office.The technique of data collection is the census method. Data are gathered by questionnairesgiven to 42 frontliners and customers of PT Garuda Indonesia Surabaya BranchOffice. This research used quantitative approach with multiple regression analysis. Theresult shows that leadership competency, organizational culture and frontliner responsivebehavior have significantly influence to customer satisfaction. Responsive behavior doesnot mediate the influence of leadership competency and organizational culture to customersatisfaction.

scholarly journals Assessment of the development state of organizational and cultural resources of international tourism business

2018 ◽  
Vol 26 (3-4) ◽  
pp. 71-81 ◽  
Author(s):  
Maryna O. Kalnіtska
Keyword(s):  
Organizational Culture ◽  
Design Method ◽  
The State ◽  
International Tourism ◽  
Future Research ◽  
Cultural Resources ◽  
Active Growth ◽  
Research Results ◽  
Business Entities ◽  
Questionnaire Method

Purpose – to investigate the state of development of organizational culture of legal entities engaged in tourism business in order to further improve the mechanism of development of organizational and cultural resources involved in the international tourism business. Design/Method/Approach. The method of analysis has been applied when investigating the state of market development of tourism business; the questionnaire method ‒ when assessing the state of development of organizational culture of the tourism business in Dnipropetrovsk oblast; the method of logical generalization ‒ to draw conclusions based on the results of the survey. Findings. Author has analyzed current market of tourist services and revealed main trends in development. The trend of further development of the sector has been illustrated; active growth in the number of accommodation facilities has been identified, specifically hotel chains. The rating of hotel brands has been compiled, which compares national and international hotel brands in terms of the number of accommodation facilities available in the tourist market. The author has given the authentic definition of organizational and cultural resources in the business of international tourism. Competitiveness factors for the entities of tourism business have been determined, which include organizational culture among the organizational and cultural resources. An express-algorithm has been presented in order to evaluate the state of development of the organizational culture of a tourism business entity. The results of the study graphically illustrate the assessment of the state of development of the organizational culture by the tourism business entities in Dnipropetrovsk oblast. Practical implications. The research results will be applied in the further formation of the mechanism of development of organizational and cultural resources in tourism business. The proposed express-algorithm and the questionnaire could be used in order to estimate the state of development of organizational culture by enterprises in different businesses. Originality/Value. The scientific-theoretical provisions for the formation of tourism business in Ukraine have been further developed through the assessment of state of development of organizational culture, which, in contrast to existing ones, are based on the results of surveying the entities of tourism infrastructure, which makes it possible to identify the main components in the system of competitiveness management by assessing key performance indicators in the management system related to the development of organizational and cultural resources. Research limitations/Future research. The research results could create a basis of the mechanism for developing the organizational and cultural resources in international tourism business. Paper type – empirical.

scholarly journals Pengaruh Budaya Organisasi dan Kompensasi terhadap Kinerja Karyawan Divisi Kontruksi PT. AL

2018 ◽  
Vol 5 (2) ◽  
pp. 76
Author(s):  
RIZKI MUTTAQIN ◽  
ANIK HERMININGSIH
Keyword(s):  
Organizational Culture ◽  
Linear Regression ◽  
Multiple Linear Regression ◽  
Significant Influence ◽  
Employee Performance ◽  
Likert Scale ◽  
Organization Culture ◽  
Scale Data

This paper aims to analyze the influence of organizational culture on the performance of employees and compensation at PT. AL. A total of 31 employees of the construction division involved as respondents. Data were obtained through a questionnaire containing closed questions with a Likert scale. Data were analyzed using multiple linear regression. The results showed that the organization culture and compensation has a positive and significant influence on employee performance

scholarly journals HUBUNGAN GAYA KEPEMIMPINAN DAN BUDAYA ORGANISASI DENGAN KINERJA PAMONG BELAJAR DI SANGGAR KEGIATAN BELAJAR (SKB)

2015 ◽  
Vol 10 (2) ◽  
pp. 77-83
Author(s):  
Abdul Rahmat, Ahmad Izzudin
Keyword(s):  
Organizational Culture ◽  
Path Analysis ◽  
Leadership Style ◽  
Cultural Factor ◽  
Organization Culture ◽  
Survey Method ◽  
Learning Center ◽  
Significant Relation ◽  
Community Learning ◽  
Community Learning Center

The purpose of this research is to give further description how leadership factor and organizationalr cultural factor can contribute or related to the performance gained by the tutors in the organization by looking at (a) the relation between leadership style and tutor’s performance, (b) the relation between organizational culture and tutor’s performance, and (c) the relation between leadership style and organizational culture with tutor’s performance. This positivistic research employed survey method and conducted in Community Learning Center (SKB) Limboto, Gorontalo District, as from September through November 2014. The data were collected by distributing questionnaires to the tutors, interviewing informant, and studying the document and then analyzed using path analysis. The result of the study indicates (a) leadership style has significant relation with the tutor’s performance, (b) organization culture has significant relation with tutor’s performance, and (c) between leadership style and organizational culture simultaneously has significant relation with tutor’s performance.

scholarly journals Hubungan Openness to Experience terhadap Perilaku Kerja Inovatif: Peran Ambidextrous Organization Culture sebagai Moderator

2021 ◽  
Vol 26 (2) ◽  
pp. 335-352
Author(s):  
Brianita Riga Pratiwi ◽  
Alice Salendu
Keyword(s):  
Organizational Culture ◽  
Statistical Technique ◽  
Openness To Experience ◽  
Organization Culture ◽  
Work Behavior ◽  
Self Report ◽  
Measuring Instruments ◽  
Big Five Personality ◽  
Innovative Work Behavior ◽  
Innovative Work

Innovative work behavior is one of the keys to trust and success for organizations. In this era, how to form employees is a challenge and important for innovative organizations to see the factors that cause innovative behavior in their employees. This study involved three variables, namely openness to experience, ambidextrous organizational culture, and innovative work behavior. By using 3 measuring instruments, namely The Big Five Personality Inventory (BFI), Innovation Behavior Scale, and Ambidextreus Organizational Scale, as many as 127 respondents were obtained using the bold self-report method. Researchers examined the moderating role of ambidextrous organizational culture as analyzed by the PROCESS statistical technique developed by Hayes. The results showed a positive relationship between OTE and ambidextrous organizational culture was proven to be a significant predictor of employee innovative work behavior. F = 25.1475, p < .001, R2 = .384. From these results, it can be calculated that 38.4% variants of the two predictions have a significant effect on innovative work behavior. However, through the analysis it is also known that there is no significant interaction between the ambidextrous organizational culture variables, thus the the first hypothesis is accepted but not the second hypothesis. The result of this research can help companies to identify openness traits of the prospective employees.

Organizational Culture in Higher Education

2017 ◽  
pp. 945-971
Author(s):  
Ali Rıza Erdem
Keyword(s):  
Higher Education ◽  
Organizational Culture ◽  
Organization Culture ◽  
Basic Assumptions ◽  
Higher Education Organizations ◽  
Autonomous Construction

Universities who are higher education organizations, have an academic and autonomous construction by performing education, basic and scientific researches, community's duty functions that they take on, they improve a particular organizational culture. The organizational culture that a university has makes it different from other universities by its values,basic assumptions and norms, leaders and heroes, symbols and language,stories and legends, ceremonies and customs. In this study, the terms organization and culture were clarified first and the culture of organization and organization culture in the higher education was studied afterwards.

Researching Telework

2000 ◽  
pp. 255-276 ◽  
Author(s):  
Nicole B. Ellison
Keyword(s):  
Organizational Culture ◽  
State Of The Art ◽  
The State ◽  
Future Research ◽  
Scholarly Literature ◽  
Home Based ◽  
The Family ◽  
The Individual ◽  
The Impact

This chapter examines the state of the art in telework research. The author reviews the most central scholarly literature examining the phenomenon of telework (also called home-based work or telecommuting) and develops a framework for organizing this body of work. She organizes previous research on telework into six major thematic concerns relating to the definition, measurement, and scope of telework; management of teleworkers; travel-related impacts of telework; organizational culture and employee isolation; boundaries between “home” and “work” and the impact of telework on the individual and the family. Areas for future research are suggested.

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