On the Issue of Applied Psycholinguistics in Organizational Research

This publication discusses the use of psycholinguistic tools in organizational research. The example of a comprehensive study of managerial culture in a business organization has been considered, the pilot part of which was a problem-targeted survey of respondents among top managers. The respective textual results were reduced to lemmas and their frequency analysis was carried out. The predominant n-grams in the texts were also identified. These categories were used to study and assess the discursive field of managerial culture in the organization. The results of cross-analysis of discourses became the basis for the development of a hypothesis regarding the leadership deficit among the managers of the organization, the causes and consequences of this deficit. The formulated assumptions were confirmed by the results of the main part of the study, which included differential psychological testing and individual interviews with respondents.

Promoting Industrial Success through Organizational Culture

This study shows the value of promoting organizational culture by identifying and analyzing factors of economic success in a particular factory. The research was conducted by qualitative investigation using ethnographic interviews and document analysis procedures. The findings describe how the managers merged socialist traditions of the pre-privatized kibbutz and the capitalism of the global market in order to create a dynamic strategic model. The components of the model interacted with each other, creating an unusual organizational culture and a porous boundary between the factory and the kibbutz community that owned it. The findings suggest that there are advantages to preserving the unique cultural attributes that link workers, managers and their surrounding community which reflect their roots and basic mindset. This case study offers managers of kibbutz, and non-kibbutz, factories a successful example of combining opposite trends in management style. The main contribution of this study is presenting an alternative method for examining kibbutz industries in future research. This alternative method describes a managerial culture that facilitates the combination of two seemingly contradictory paradigms. The first is the kibbutz’s socialist, cooperative, and communal principles. The second paradigm is the external capitalist realities of the domestic and global market.

The importance of the management system of the diagnostic health professions and action strategies

The Italian national health system, in addition to being a world-class excellence, over the years has become increasingly competitive and dynamic, pushing those who coordinate and manage to have to work alongside staff figures and the most suitable tools to face the most pressing needs and contingencies strategic and operational. For this reason, the National Health Plan (PSN), the Regional Health Plan (PSR) and the National Prevention Plan (PNP) have been identified as the main planning tools, which are the basis of health planning at all levels, from that National to regional and local. The figure of the Head of the Health Professions and, specifically, that of the technical-diagnostic area, in the context of complex health systems such as Healthcare Companies and Hospitals, is indispensable within the strategic staff and as a necessary figure for the implementation of the programming and coordination of activities. Moreover, it is essential to deal with the fundamental issues regarding processes and work cycles by building, on these bases, the concept and importance of the choice of the management system according to advanced skills and thanks to the possession of a strong managerial culture.

The Academic Profession in Neoliberal Times: A Gendered View

While witnessing a feminization of its workforce, the academic profession has experienced a process of market-based regulation that has contributed to the precarization of early career phases and introduced a managerial culture based on competition, hyper-productivity, and entrepreneurship. This paper aims to investigate the implications of these changes for female academics. A mixed model research design was used based on administrative data on the Italian academic population and qualitative interviews with life scientists within a specific academic institution. Results show that the implications of university transformations in terms of gender heterogeneity are complex. On the one hand, the increased precarization of early career stages has increased gender inequalities by reducing female access to tenured positions. On the other, the adoption of performance-based practices has mixed consequences for women, entailing both risks and opportunities, including spaces of agency which may even disrupt male-dominated hierarchies.

The Impacts of Incentives for International Publications on Research Cultures in Chinese Humanities and Social Sciences

Incentives for improving research productivity at universities prevail in global academia. However, the rationale, methodology, and impact of such incentives and consequent evaluation regimes are in need of scrutinization. This paper explores the influences of financial and career-related publishing incentive schemes on research cultures. It draws on an analysis of 75 interviews with academics, senior university administrators, and journal editors from China, a country that has seen widespread reliance on international publication counts in research evaluation and reward systems. The study focuses on humanities and social sciences (HSS) as disciplinary sites, which embody distinct characteristics and have experienced the introduction of incentive schemes in China since the early 2000s. Findings reveal tensions between internationalization and indigenization, quality and quantity, integrity and instrumentalism, equity and inequity in Chinese academia. In particular, we argue that a blanket incentive scheme could reinforce a managerial culture in higher education, encourage performative objectification of academics, and jeopardize their agency. We thereby challenge ‘one-size-fits-all’ policymaking, and suggest instead that institutions should have the opportunity to adopt an ethical and ‘human-oriented’ approach when developing their research incentives and evaluation mechanisms.

Strategic Drift and Organizational Culture in Oil and Gas Company of Nigeria

The main purpose of this study was to examine the impact of strategic drift on organizational culture in the oil and gas company of Nigeria. The study used a survey research design. The primary method of data collection was employed for the study. A quantitative approach and multiple regression analysis were adopted for testing the hypotheses. Findings from the study revealed that strategic resilience, organizational flexibility and managerial culture have significant and positive relationships with organizational culture in the Oil and Gas Company of Nigeria, while has not significantly impacted the organizational culture in the Oil and Gas Company of Nigeria. The paper provides that strategic managers of the oil and gas companies in Nigeria need to build and improve on strategic resilience capability. The managers of oil and gas companies should encourage the widespread use of formal and informal organizational flexibility as a strategy to meet business, individual needs and good culture for sustainability. The research provides some contributions in theory and strategic management. The paper has provided insight for management thinking in terms of strategic drift and organizational culture in the Oil and Gas companies of the developing economy which has not been studied in the previous literature.

Higher Education As a Tool to Build the Cultural and Intellectual Potential of Managers

The article reveals the methodological aspects of training a new generation of managers in universities. In modern conditions in higher education theoretical and practical education of managers is required, as well as formation of their professional culture demonstrated in developed soft skills. However, in Russian society the traditional type of managerial culture prevails, which is demonstrated in spontaneous recruitment. As a scientific-theoretical and methodological basis of this research, the authors use system, dialectical, activity, phenomenological approaches, methods of applied sociological research. The article justifies that the effectiveness of management is associated with the level of development of intellectual potential of managerial personnel and its improvement is carried out through the implementation of professional, innovative, moral, information sub potential. Modern university training of managerial personnel reflects the contradiction between the traditional model of education and new requirements of the society, connected with modernization processes. Growing public intellectual activity requires managers to create new forms, methods and mechanisms of management. In these conditions, one of the mechanisms of management is a purposeful construction of managerial culture of young people as a future subject of management in the system of higher education. The development of the ability to improve internally is an important task of modern Russian management. The principle of subject-subject vertical and horizontal relations in knowledge management implies a shift of emphasis to self-organization. Therefore, it is necessary to take into account not only learning opportunities, but also self-learning. Academic training for management activities includes a combination of research and applied activities supplemented by the study of disciplines with a social and humanitarian orientation. In this connection, there is a need to train a new generation of professional managers capable of innovations, creative, constructive management activities, which are based on a fundamentally different culture of education management and personnel policy. Keywords: intellectual potential, culture, knowledge, management, higher education, professional training of managers

Theoretical Bases of Formation of Managerial Culture of the Future Specialist of Social Security in the Educational Environment of Higher Education Institution

The article reveals the theoretical foundations of the formation of management culture of the future social security specialist in the educational environment of higher education. It is substantiated that a social security specialist in modern conditions is a manager who must be able to form a team, develop and implement social programs and projects, create a socially healthy society, establish social contacts, carry out social partnership. Models of professional training of social workers in the university are analyzed. Didactic modules of formation of managerial culture of the future specialist in higher educational institution are considered. The content of professional competencies (socio-psychological, legal, organizational, economic, informational, marketing, consulting) of the future specialist in the social sphere as a subject of managerial activity is revealed. The expediency of wide application of personality-oriented, organizational, environmental, effective, competence approaches in the formation of the management culture of the future social security specialist is substantiated.

Formation of Managerial Culture of Future Teachers in the Educational Environment of Higher Education Institution

The article reveals the specifics of the formation of management culture of future teachers in the educational environment of higher education. The terminological analysis of the scientific and pedagogical literature is carried out and the content of the concepts "management", "pedagogical management", "culture", "managerial culture", "managerial activity" as components of professional and pedagogical culture of the future teacher's personality is specified. It is established that the management of the educational process involves the teacher's awareness of his role as a manager of the educational process, mastery of managerial knowledge and skills, modern innovative technologies and the like. A modern teacher must be deeply aware of the place and role of educational processes in the world cultural space, combine deep fundamental theoretical knowledge and practical training, be ready to implement management activities based on professionalism, so that a modern teacher must form a management culture.

METHODOLOGY FOR QUANTITATIVE ASSESSMENT OF THE MANAGEMENT CULTURE OF MODERN ORGANIZATIONS

The first researches of the essence, structure, typology of the internal culture of organizations, as well as its effect on the results of economic activity, is in the late 70’s of the last century. However, this thematic area has not lost its relevance so far. Culture can be a tool to influence the actions of employees, provide a competitive advantage of the organization, and also act as the basis for the development and promotion of the corporate brand. Scientific works of many domestic and foreign authors are dedicated to the problems of researching the essence and structure of management culture. However, mostly the issues that are considered by scientists are related to the formation of theoretical concepts of management culture, the definition of its essence, the correlation with the organizational and corporate culture. At the same time, insufficient attention is paid to the development of practical tools for measuring its level. The purpose of the article is clarification of the essence of the concept of “management culture”, selection of its main elements and development of methodological tools for quantitative assessment of the management culture of modern organizations. The article gives a concretization of the essence of the concept of «management culture» and makes a differentiation between the concepts of management and organizational culture. Identified the main structural elements of managerial culture, which serve as criteria for quantitative measurement of its level. We have chosen for quantitative measurement of each element of management culture the methods of domestic and foreign authors, which provide for the calculation of coefficients or the provision of scores, which makes it possible to carry out calculations in a single measure. As a summarizing indicator we propose to use an integral coefficient, which considers the evaluation of each element of management culture and the corresponding weighting factor, which reflects the significance of a particular element in the overall assessment. The weighting factors are determined on the basis of the opinions of experts, which can be scientists, heads of organizations, and third-party consultants. The practical value of the developed method consists in the possibility of tracing the dynamics of changes in the quantitative characteristics of management culture over time, and also the diagnostics of the condition of each of its elements.