scholarly journals Organizational Culture and Its Relationship with Employee Stress, Enjoyment of Work and Productivity

2020 ◽  
Vol 12 (2) ◽  
pp. 14
Author(s):  
Janna Olynick ◽  
Han Z. Li
Keyword(s):  
Organizational Culture ◽  
Online Survey ◽  
Well Being ◽  
Organizational Leaders ◽  
Staff Members ◽  
Work Related ◽  
Market Culture ◽  
Clan Culture ◽  
Related Stress ◽  
The Impact

Despite a recent resurgence in the study of organizational culture, insufficient attention has been paid to the impact of the types of organizational culture on employee well-being and productivity in Canadian settings. This study investigated which types of organizational culture are most closely related to employee levels of work-related stress, enjoyment of work and self-perceived productivity. A secondary research interest was to identify the dominant culture type at the studied university in northern Canada. A total of 193 staff members from various departments (e.g., academic services, facilities, student life) completed an online survey containing questions on organizational culture, stress, enjoyment of work and productivity. Three intriguing findings were generated from the data: (1) All four types of organizational culture – clan, hierarchy, adhocracy, market – were identified at the institution; (2) the hierarchy culture was most prevalent, followed by the adhocracy culture, the market culture and then the clan culture; and (3) the type of organizational culture was significantly related to stress, enjoyment of work and productivity. Employees working in a clan culture reported the lowest levels of stress, and highest levels of enjoyment and productivity, followed by those in the adhocracy and hierarchy cultures, lastly the market culture. Important implications include: (1) Organizational leaders need to take into account the role organizational culture plays in employee well-being and workplace functioning, and (2) Organizational leaders should implement strategies to create a workplace culture that promotes employee well-being and productivity.

No longer a family

2019 ◽  
Vol 39 (1) ◽  
pp. 82-96
Author(s):  
Maria S. Plakhotnik ◽  
Natalia V. Volkova
Keyword(s):  
Organizational Culture ◽  
Organizational Identification ◽  
Teaching And Learning ◽  
Online Survey ◽  
Content Type ◽  
New Employees ◽  
Market Culture ◽  
Clan Culture ◽  
English Medium Instruction ◽  
The Impact

Purpose The purpose of this paper is to examine the impact of a perceived organizational culture on organizational identification and commitment of employees of a Russian university that is transforming to become an English-medium instruction (EMI) university. Design/methodology/approach Data were collected between February and March 2018, via an online survey that was disseminated among 115 new employees; 90 were completed and used for analyses. The survey included three scales. Findings Employees of the EMI university perceived its culture as market, which is not a common characteristic of universities that usually have a clan culture. The study has also demonstrated a discrepancy between the perceived (market) and the preferred (clan) organizational culture. The study has also showed that a clan, and not a market, culture strengthens employee organizational commitment and identification. Originality/value Most research has examined EMI universities from the perspectives of teaching and learning. This study contributes to the limited conceptual and theoretical base around these universities by examining their processes from a perspective of management. This paper suggests that the adoption of English as a medium of instruction requires organizational change that leads to change in organizational culture.

scholarly journals The Impact That Different Types of Organizational Cultures Have on the Adjustment of Self-Initiated Expatriates

2022 ◽  
Vol 12 ◽  
Author(s):  
Vilmantė Kumpikaitė-Valiūnienė ◽  
Ineta Žičkutė ◽  
Irma Banevičienė ◽  
Junhong Gao ◽  
Denisse Torres
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Online Survey ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Work Related ◽  
Clan Culture ◽  
Different Types ◽  
The Impact ◽  
Positive Effect

This paper investigates the adjustment of self-initiated expatriates, with a particular emphasis on organizational culture. One hundred and twenty-five self-initiated expatriates around the globe participated in the online survey. We examined the impact that organizational culture has on self-initiated expatriate work and non-work-related adjustment using multiple linear regression analysis. Four types of organizational culture (clan, adhocracy, market, and hierarchy) were explored. The results revealed that Clan culture has a positive effect on the work and non-work-related adjustment of self-initiated expatriates.

scholarly journals Framing stress and associated behaviours at work

2019 ◽  
Vol 26 (11) ◽  
pp. 2566-2580
Author(s):  
Paul Hampton ◽  
Ezekiel A. Chinyio ◽  
Silvia Riva
Keyword(s):  
Interpersonal Relationships ◽  
Communication Systems ◽  
Work Performance ◽  
Well Being ◽  
Psychological Services ◽  
Content Type ◽  
Work Related ◽  
Related Stress ◽  
Ethnographic Methodology ◽  
The Impact

Purpose The purpose of this paper is to understand more precisely the culture and interpersonal behaviours associated with stress. Design/methodology/approach The research was conducted using a qualitative approach through an ethnographic methodology in relation to three companies. The greater part of the data collection period was structured into observations that ranged between 2 and 4 hr per day, 1–3 days per week, for a period of six months. A total of ten sites were explored; and on each site, the observations involved activities by 5–20 people. Findings The results showed the pivotal importance of interpersonal relationships in coping with the uncertainty of working conditions, the coordination of teamwork and managing responsibilities and power interactions. It was found that the impact of stress is multifaceted, affecting the physical status, interpersonal relationships, work performance and emotional well-being of construction workers. The workers who were studied emphasised five sources of support that help moderate work-related stress: additional tools such as communication systems and software, a facilitated access to professional help (e.g. psychological services), organisational changes in leadership, provision of resources for the well-being of personnel (e.g. job training) and better teamwork. Practical implications The study underlines the importance of dedicated services for stress management and specific training-related abilities devoted to reinforcing positive person–organisation dynamics. In particular, the abilities should relate to managing the impact of stress in terms of physique, interpersonal relationships, work performance and emotional well-being. Originality/value This is one of the first studies to adopt a psychological perspective for understanding construction scenarios and phenomena and was conducted by a qualified psychologist.

scholarly journals Features of students’ perception of a university’s organizational culture depending on their organizational identification

2019 ◽  
Vol 3 (3) ◽  
pp. 40-52
Author(s):  
Valeria O. Pomyalova ◽  
Natalia V. Volkova
Keyword(s):  
Organizational Culture ◽  
Organizational Identification ◽  
Academic Career ◽  
Assessment Instrument ◽  
Staff Members ◽  
Market Culture ◽  
Clan Culture ◽  
Postgraduate Studies ◽  
The University ◽  
Current Reality

In the current reality, the higher education as the trajectory for the academic career faces particular difficulties. There is a downward trend regarding the number of young academic specialists — a negative factor for the entire educational system. The discussed problem may arise according to various reasons: changes in the law sphere or peculiarities of the educational organization activity. Both Western and Russian researchers conclude that the relations between an organization and its staff members are the key aspect of their loyalty. Thus, this article aims to examine the connection of a university organizational culture perception by the students with different types of identification demonstrated. The authors study the peculiarities of students’ perception of the university organizational culture. Altogether, 118 students participated in questionnaires that measure organizational culture with Organizational Culture Assessment Instrument and four types of identification with the university. The findings show the gap between students’ current and preferred perception of the university organizational culture. Consequently, the dominance of market culture that contradicts the desired “clan” culture orientation with the values of friendly and close relations environment, may influence the choice of academic career and postgraduate studies.

Sources and Impact of Work-Related Stress Among HIV/AIDS Health Care Providers in Guangxi, China: A Qualitative Research

2019 ◽  
Vol 68 (2) ◽  
pp. 81-91
Author(s):  
Huiru Tong ◽  
Xiaoming Li ◽  
Shan Qiao ◽  
Yuejiao Zhou ◽  
Zhiyong Shen ◽  
...  
Keyword(s):  
Health Care ◽  
Health Care Providers ◽  
Well Being ◽  
People Living With Hiv ◽  
Care Providers ◽  
Work Related Stress ◽  
Work Related ◽  
Related Stress ◽  
The Impact ◽  
Hiv Aids

Work-related stress can negatively impact health care providers’ (HCPs) ability to provide care. We examined the sources of work-related stress experienced by HCPs who provided medical care for people living with HIV/AIDS and the impact of the stress on HCPs’ well-being and work performance. We conducted in-depth interviews with 46 HIV/AIDS HCPs in Guangxi, China. The interviews were audio-recorded, transcribed, and imported into NVivo V.11 for data management and data analysis using a thematic approach. We found that the key sources of stress at work included general work-related sources and HIV/AIDS-related sources. All stress was seen to have a substantial impact on the HCPs’ individual well-being, family and social life, and quality of care they provided. We recommended that government and health care facilities should take measures to improve institutional culture and professional development for HIV/AIDS HCPs. More professional training schemes should be provided to strengthen HCPs’ competence, improve universal protection from occupational exposure, and reduce the stigma toward HIV/AIDS patients and their care providers.

scholarly journals Assessment of Work-related Stress in Brunei Public and Private Sector Employees

2019 ◽  
Vol 9 (4) ◽  
pp. 221
Author(s):  
Lawrence Mundia
Keyword(s):  
Private Sector ◽  
Online Survey ◽  
Well Being ◽  
Middle Level ◽  
Work Related Stress ◽  
Public And Private ◽  
Work Related ◽  
Educational Counseling ◽  
Related Stress ◽  
Public And Private Sector

The aim of the present study was to investigate the prevalence of stress in work situations for 860 randomly selected Brunei public and private sector employees of both genders. A quantitative field survey was used to probe the problem. This strategy’s main difference and advantage compared to postal, telephone and online survey procedures was that it enabled an immediate collection of data onsite. Work-related stress was prevalent in Brunei public and private sector employees. Employees with low and middle level education were the most affected by work stress. In addition, workers who lived with parents and the chief income earners in the households were also distressed. Incorporation of an interview component would have helped in triangulation and interpretation of the survey findings. Prolonged and untreated work-related stress poses a high likelihood risk of lowering the quantity and quality of productivity in any work environment. Appropriate individual and group interventions (educational, counseling and psychotherapy) for vulnerable employees at risk of developing work-related stress problems were recommended. In addition, further research with interview probes was also desired to address the problem. To promote holistic employee mental health well-being, the labor force needs to operate in none-stressful work-places and live in stress-free contexts.

Relationships between psychological contract violation, stress and well-being in firefighters

2019 ◽  
Vol 12 (3) ◽  
pp. 120-133 ◽  
Author(s):  
Fazeelat Duran ◽  
Darren Bishopp ◽  
Jessica Woodhams
Keyword(s):  
Psychological Contract ◽  
Self Efficacy ◽  
Structural Equation ◽  
Online Survey ◽  
Well Being ◽  
Multiple Mediation ◽  
Work Related Stress ◽  
Content Type ◽  
Work Related ◽  
Related Stress

Purpose Negative emotions resulting from the broken promises by the organisation or employers, as perceived by an employee are called psychological contract (PC) violation. The purpose of this paper is to examine the relationships between perceived feelings of violation, work-related stress, anxiety and depression. Fairness and self-efficacy are used as mediators to understand the underlying mechanism of associations. Design/methodology/approach In total, 97 firefighters completed an online-survey and structural equation modelling was used to examine the multiple mediation models. Findings PC violation was positively associated with occupational stress and job-related well-being. Together, fairness and self-efficacy mediated the relationship between feelings of violation and job-related depression. Therefore, the results partially supported the hypotheses. Originality/value As the first quantitative study of its kind, this study makes an important contribution to the firefighters literature by investigating the potential influence of PC violation on their work-related stress and well-being. Also, previous studies have failed to identify fairness and self-efficacy as potential mediators of the PC violation.

scholarly journals Örgütsel Çeviklik Açısından Örgüt Kültürü ve Firma Performansı Üzerine Bir Alan Araştırması

2021 ◽  
Vol 7 (13) ◽  
pp. 313-353
Author(s):  
Emine SEVER ◽  
Mahmut PAKSOY
Keyword(s):  
Organizational Culture ◽  
Firm Performance ◽  
Structural Equation ◽  
Online Survey ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Survey Method ◽  
Organizational Agility ◽  
Market Culture ◽  
The Impact

The aim of this study is to determine the mediating effect of organizational agility on the impact of organizational culture on firm performance. Within the scope of the study, firstly, a conceptual framework about organizational culture, organizational agility and firm performance was created, and then the findings and results obtained from the survey application conducted within the scope of the research were included. The research sample consists of 140 company employees belonging to the Manufacturing, Service, IT, Retail and Agriculture sectors in the provinces of Istanbul, Ankara, Izmir, Tekirdağ, Kocaeli and Zonguldak. The survey data were collected by the online survey method using the non-coincidental convenience sampling method. Quantitative data analysis was applied in the research. The questionnaire form using a 5-point Likert scale consists of demographic questions and organizational culture, organizational agility and firm performance scales. In the study, in which structural equation modeling was preferred as a model, SPSS 25.0 and AMOS 22 package programs were used in the analysis of the data. Confirmatory factor analysis was checked for validity test and Cronbach's alpha values were checked for reliability. According to the findings of the study, organizational agility has a mediating effect on the effect of clan, adhocracy and hierarchy cultures on firm performance. However, the mediating effect of market culture could not be determined. In terms of demographic characteristics, significant differences were determined between perceptions of organizational culture, organizational agility and firm performance. Keywords: Organizational Culture, Organizational Agility, Firm Performance

scholarly journals The Effect of Organizational Culture on Employee Well- Being: Work-Related Stress, Employee Identification, Turnover Intention

2019 ◽  
Vol 2 (2) ◽  
pp. 19
Author(s):  
Klajkó Dóra ◽  
Restás Péter ◽  
Szabó Zsolt Péter ◽  
Czibor Andrea
Keyword(s):  
Organizational Culture ◽  
Chronic Stress ◽  
Working Conditions ◽  
Organizational Identification ◽  
Turnover Intention ◽  
Well Being ◽  
Stress Factors ◽  
Work Related Stress ◽  
Work Related ◽  
Related Stress

Direct and indirect costs of work-related stress can be measured in both humanistic and financial terms. In Hungary and the other Central and Eastern European countries chronic stress-related diseases, like depression, premature cardiovascular illnesses, and overall mortality rates are higher in comparison to western countries, primarily among men. The vast majority of the adult population is employed in some capacity and the average person spends more time working than in any other waking activity. Working conditions can exert influence on employee well-being. The present study aimed to explore the relationship between the perceived type of organizational culture (team, adhocracy, market, hierarchy) and employee well-being (perceived work-related stress, organizational identification, and turnover intention). Employees (N= 256) from different Hungarian companies (Study 1) and employees (N= 112) from Hungarian information technology firms (Study 2) completed a questionnaire battery measuring demographics, perceived organizational culture (OCAI), work-related stress (CSP), job satisfaction (JSS), and turnover intention (TIS-6). Our results show that the perceived organizational culture can significantly influence employees’ well-being as reflected in their perceived stress level, turnover intention, and organizational identification. Our study is cross-sectional and explorative. Common method bias could overestimate the results due to the use of self-reported measures. Decreasing chronic stress factors and increasing employees’ well-being are common objectives in the 21st century. In relation to these objectives, the present study provides information on employee well-being and optimal working conditions focusing on the fastest- growing industry.

Impact of COVID-19 on work-related fatigue and satisfaction among oncology providers in Latin America: An analysis of the HOLA COVID-19 study.

2021 ◽  
Vol 39 (15_suppl) ◽  
pp. 11014-11014
Author(s):  
Ana I. Velazquez Manana ◽  
Carolina Bernabe Ramirez ◽  
Coral Olazagasti ◽  
Paulo Gustavo Bergerot ◽  
Enrique Soto Perez De Celis ◽  
...  
Keyword(s):  
Latin America ◽  
Latin American ◽  
Online Survey ◽  
Psychosocial Support ◽  
Well Being ◽  
Cross Sectional ◽  
Work Related ◽  
Baseline Characteristics ◽  
Oncology Providers ◽  
The Impact

11014 Background: The well-being of oncology providers (OP) is in jeopardy with increasing workload, limited resources, and personal challenges that result from the COVID-19 pandemic. We aim to evaluate the impact of COVID-19 on work-related (WR) satisfaction and fatigue among OP in Latin America. Methods: We conducted an international cross-sectional online survey of OP practicing in Latin America. The survey was administered in English, Spanish, and Portuguese. Data was analyzed using descriptive statistics and Chi-square tests. Results: In August 2020, 704 OP from 20 Latin American countries completed the survey (77% of 913 who started the survey). Table outlines baseline characteristics. Higher frequency of WR fatigue (67% vs. 58%, p=0.010) and exhaustion (81% vs. 70%, p=0.001) were reported by OP who cared for patients with COVID-19, compared to OP who cared for patients without COVID-19. Providers that observed delays in referrals to radiation (p=0.002) and surgery (p=0.04) reported WR fatigue at higher rates than their counterparts. Higher exhaustion (p=0.016) and dissatisfaction (p=0.046) were reported by OP who lacked access to supportive services, as social work. A significantly higher proportion of women reported WR fatigue (72% vs. 56%, p=0.003) and exhaustion (86% vs. 68%, p=0.001), when compared to men. Women were more likely than men to endorse higher current levels of fatigue when compared to pre-COVID-19 (61% vs. 46%, p=0.0001). To reduce stress, women were more likely than men to cut the time spent watching the news (p=0.002). Both genders declined research collaborations and speaking opportunities. Conclusions: Fatigue and dissatisfaction with work-life were prevalent among OP in Latin America. Higher rates of WR fatigue were seen in women, OP caring for patients with COVID-19, and OP with patients who experienced cancer care delays. Our data imply that OP may be a prime target for psychosocial support, particularly as current challenges will continue for the foreseen future. Baseline characteristics (N=704).[Table: see text]

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