scholarly journals Employee Resource Groups (ERGs) – An Under-Utilized and Under-Organized Way of Developing New Staff, Management and Organizational Culture

2021 ◽  
Vol 12 (1) ◽  
pp. 1
Author(s):  
Alexey Kirilin ◽  
Keijo Varis
Keyword(s):  
Organizational Culture ◽  
Soft Skills ◽  
Skills Development ◽  
Learning And Development ◽  
New Employees ◽  
Resource Group ◽  
Employee Resource Groups ◽  
Skills Learning ◽  
Positive Effect

We evaluated impact of employees’ participation in an employee resource group (ERG) on their soft skills learning and development and proposed a tool for assessing competence development that is often difficult to quantify.ERG has a positive effect on soft skills development, however certain soft skills do not develop in the interaction between management and new employees. Some soft skills require focused and organized learning.The role of ERG stretches beyond integration of new employees only. We propose a multidimensional paradigm where the management and organizational culture are considered as the object of development and new employees facilitate this process.

The Role of Performance Management Practices on Organizational Performance

2014 ◽  
pp. 62-85 ◽  
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Performance Management ◽  
Leadership Style ◽  
Management Practices ◽  
Business Goals ◽  
Culture Performance ◽  
And Performance ◽  
Positive Effect

This chapter introduces the framework and causal model of leadership style, organizational culture, performance management practices, and organizational performance. It argues that dimensions of leadership style, organizational culture, and performance management practices have mediated positive effect on organizational performance. Performance management practices positively mediate the relationships between leadership style and organizational performance and between organizational culture and organizational performance. Leadership style is positively correlated with organizational culture. Understanding the theoretical learning is positively beneficial for organizations aiming to increase organizational performance and achieve business goals.

The Role of Performance Management Practices on Organizational Performance

2016 ◽  
pp. 1635-1658
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Performance Management ◽  
Leadership Style ◽  
Management Practices ◽  
Business Goals ◽  
Culture Performance ◽  
And Performance ◽  
Positive Effect

This chapter introduces the framework and causal model of leadership style, organizational culture, performance management practices, and organizational performance. It argues that dimensions of leadership style, organizational culture, and performance management practices have mediated positive effect on organizational performance. Performance management practices positively mediate the relationships between leadership style and organizational performance and between organizational culture and organizational performance. Leadership style is positively correlated with organizational culture. Understanding the theoretical learning is positively beneficial for organizations aiming to increase organizational performance and achieve business goals.

The generative role of curiosity in soft skills development for contemporary VUCA environments

2020 ◽  
Vol 33 (5) ◽  
pp. 737-751
Author(s):  
Alison Horstmeyer
Keyword(s):  
Design Methodology ◽  
Soft Skills ◽  
The Body ◽  
Skills Development ◽  
Soft Skill ◽  
Content Type ◽  
A Value ◽  
Skill Gaps ◽  
Practical Implications

PurposeThis paper examines the role of curiosity in volatile, uncertain, complex and ambiguous (VUCA) work contexts.Design/methodology/approachThis conceptual article relied upon an examination of literature about curiosity, VUCA and soft skills.FindingsCuriosity, when encouraged and supported within the workforce, may aid organizations in closing soft skill gaps and better navigating ambiguity, perpetually changing business landscapes, and rapidly advancing technology.Research limitations/implicationsEmpirical research is needed to validate, confirm and further explicate the specific mechanisms and value of curiosity within VUCA environments.Practical implicationsOrganizations need to move beyond espousing a value of curiosity to deliberately and effectively cultivating and supporting it within their employees.Originality/valueAlthough ample research and literature has examined curiosity, soft skills and VUCA environments independently, the body of literature on the specific role of curiosity in such environments is limited.

Employee resource groups as learning communities

2018 ◽  
Vol 37 (7) ◽  
pp. 634-648 ◽  
Author(s):  
Wendy M. Green
Keyword(s):  
Learning Communities ◽  
Learning And Development ◽  
Content Type ◽  
For Profit ◽  
Study Approach ◽  
The Usa ◽  
Employee Resource Groups ◽  
Executive Level

Purpose The purpose of this paper is to explore the role of employee resource groups (ERGs) in a multi-national, for-profit corporation. The paper focuses on how ERGs facilitate learning. Design/methodology/approach A qualitative case study approach was used to examine six social identity based ERGs in one multi-national for-profit organization headquartered in the USA. Findings The study found that ERGs facilitate learning and development activities in order to support their membership. ERGs, operating as communities of practice, also engaged in informal learning opportunities that were designed to shift perspectives of non-members and executive-level leaders in the organization. Originality/value There is a growing body of literature on ERGs across organizations and higher education that examine how these groups engage in activism, advocacy, recruitment, retention and education. This study examines the processes by which these groups facilitate learning and development activities and the benefits perceived by the membership. The paper provides value to human resources professionals and others who are interested in how ERGs function as learning communities and outcomes the membership perceive as most important.

The Role of Knowledge Management on Job Satisfaction

2017 ◽  
pp. 1764-1789
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Knowledge Management ◽  
Organizational Learning ◽  
Causal Model ◽  
Positive Effect

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

PERAN KEPEMIMPINAN TRANSFORMASIONAL, BUDAYA ORGANISASI DAN KETERLIBATAN KERJA TERHADAP KOMITMEN ORGANISASI PADA CV SUMBER REJEKI SLEMAN

2021 ◽  
Vol 5 (1) ◽  
Author(s):  
Amini Zaidah
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Linear Regression Analysis ◽  
Job Involvement ◽  
Multiple Linear Regression Analysis ◽  
Work Involvement ◽  
Data Collections ◽  
Positive Effect

The research aims to determine the role of transformational leadership, organizational culture and work involvement on organizational commitment at CV Sumber Rejeki Sleman. By using hypothesis testing multiple linear regression analysis techniques, t-test and f-test. The entire population the number of employees is 48 people. Research data collections using a questionnaire. The results showed first, transformational leadership has on effect on organizational commitment with a significance value of 0,815 > 0,05 and tcount value of 0,236 < 2,015. Second, organizational culture has a positive effect on organizational commitment with a significance value 0,009 < 0,05 and tcount value of 2,742 > 2,015. Third, job involvement has no effect on organizational commitment with a significance value of 0,433 > 0,05 and tcount value of -0,791 < 2,015. Keywords : Transformational leaderhip, Organizational Culture, Job Involvement and Organizational Commitment.

Study from Spain shows how clan and adhocracy cultures help to foster the internal CSR practices which improve worker happiness

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Organizational Culture ◽  
Health And Safety ◽  
Content Type ◽  
Industrial Companies ◽  
Market Culture ◽  
Company Culture ◽  
Positive Effect ◽  
Practical Implications ◽  
Employee Happiness

Purpose The authors felt there was a lack of prior evidence about the antecedents of internal CSR and its relationship with employees’ happiness. The study considered the role of organizational culture as a determinant of internal CSR actions. Design/methodology/approach The authors questioned 921 employees of companies from various sectors in Spain. The respondents mainly worked for service and industrial companies with fewer than 50 employees and an annual turnover above 250,000 euros. They were mostly men, mainly well-educated and the average age was 38.5. They were surveyed using a questionnaire with 59 questions assessing internal CSR processes (20 items), organizational culture (24 items) and employee happiness (15 items). Findings The results showed that clan and adhocracy cultures are positively and significantly associated with internal CSR practices. In the case of hierarchy culture, it is positively related to adaptability to change and occupational health and safety. But the results did not support the hypotheses related to market culture as only its relationship with adaptability to change was positive. The data also indicated the significant and positive effect of internal CSR on employee happiness. Originality/value The authors believe their study has implications for practitioners and policymakers. They argue that organizations should try to develop cultures that help to promote internal CSR, which means adhocracy and clan. Meanwhile, there are also practical implications for researchers. First, the model integrates happiness, which is rare in CSR studies. Second, the study addresses a gap in the research about how company culture acts as an antecedent to internal CSR. Third, the study generates knowledge about internal CSR from the perspective of employees.

scholarly journals The Effect Of Organizational Culture On Employee Performance: The Mediating Role Of Organizational Commitment

2018 ◽  
Vol 1 (3) ◽  
Author(s):  
GILANG BAGASKARA ISKANDAR ◽  
ADE IRMA ANGGRAENI
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Police Officers ◽  
Research Method ◽  
Employee Performance ◽  
Law And Order ◽  
Mediating Role ◽  
Positive Effect

Police officers duties and roles in today’s democratic society are getting complex. As theparty whose responsibility is to enforce law and order, it makes their performance matter themost. This research is aimed to figure out the effect of organizational culture on employeeperformance with the mediating role of organizational commitment. The researchmethodology that used in this study is a case study with survey research method. Purposivesampling technique is used to determine the sample for this research. The sample of thisresearch are 200 police officers of Polres Ciamis. SPSS and Amos statistical software arebeing used for data analysis purpose. The results of this study indicate that organizationalculture has a positive effect on both organizational commitment and employee performance.Additionally, organizational commitment has a positive effect on employee performance aswell as mediating the causal relationship between organizational culture and jobperformance. The result of this study is expected to give the implications to Polres Ciamis inincreasing the performance of its officers.

scholarly journals Pengaruh Budaya Organisasi, Komitmen Dan Akuntabilitas Pada Kinerja Lembaga Perkreditan Desa

2019 ◽  
pp. 1763
Author(s):  
Lidya Ayu Amanda ◽  
I D.G. Dharma Suputra
Keyword(s):  
Organizational Culture ◽  
Data Analysis ◽  
Linear Regression ◽  
Credit Institution ◽  
Analysis Technique ◽  
Positive Performance ◽  
And Performance ◽  
The Village ◽  
Positive Effect

This research was conducted at the Village Credit Institution (LPD) in Denpasar City. The number of samples taken was 70 respondents. This study uses saturated samples. Data collection is done through interviews, observation and questionnaires. The data analysis technique used is multiple linear regression. Based on the results of the analysis it can be stated that organizational culture directly influences the positive performance of LPDs in Denpasar City. Direct commitment has a positive effect on LPD performance in Denpasar City. Accountability directly influences positively on LPD performance in Denpasar City. The application of organizational culture, commitment and good accountability to the organization will trigger good performance in an organization. The role of the leader of the organization must motivate and provide direction to its employees the goal is to build organizational culture, commitment and accountability in each employee (individual) to achieve the target organization that the organization wants. Keywords: Organizational culture, commitment, accountability and performance

scholarly journals SOFT SKILLS DEVELOPMENT AMONG STUDENTS OF TRANSYLVANIA UNIVERSITY OF BRASOV

2021 ◽  
Vol 14(63) (2) ◽  
pp. 151-160
Author(s):  
Ruxandra Tureck ◽  
◽  
Ovidiu Mircea Țierean ◽  
Keyword(s):  
Quantitative Research ◽  
Soft Skills ◽  
Skills Development ◽  
Psychological Approach ◽  
Transylvania University

The aim of the paper is to determine the importance of soft skills development among students of Transilvania University of Brașov to improve their level of employability and reduce the number of unemployed graduates. In order to discover a solution to the problem represented by the lack of soft skills among students, a quantitative research among Transylvania University’s students has been considered necessary. The purpose of the research was to discover the main soft skills that students need to improve in order to increase their level of employability. The study is based on a psychological approach, which has the role of examining students’ thoughts, based on behaviour and attitudes in various situations.

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