Exploring the nexus between GSCM and organisational culture: insights on the role of supply chain integration

Purpose This paper aims to investigate the interlinks between different forms of organisational culture (OC), supply chain (SC) integration, green supply chain management (GSCM) practices. It adopts a green human resource management (GHRM) perspective on knowledge, skills and abilities (KSAs) dynamics to shed light on the drivers that facilitate the implementation of green practices along with the SC. Design/methodology/approach The study adopts a quantitative approach through a survey administered to 381 formally appointed Italian SC managers, combining two methodological approaches, namely, the collection of self-reported information regarding the perceived OC, SC integration and GSCM practices in respondent’s organisations and an experimental design aimed at collecting the expected links between GHRM and the firm’s performance in different neutral conditions. Findings The results highlight that it is necessary to observe the disaggregated paths that link the different types of OC and dimensions of SC integration to benefit from a path-specific rationale for each GSCM practice. Insights on how different dimensions of SC integration mediate the relations between different OCs and GSCM practices, in the light of the role played by KSAs in the pursuit of the firm’s sustainable performance, reveal the relative importance of establishing strong relationships with customers and among the actors involved in the production process. Practical implications This paper provides directions for collaboration among SC and HR managers in the pursuit of GSCM. Originality/value This paper adopts an original classification of both OC and SC integration, identifying the existence of previously unrevealed nexuses. Additionally, it provides an original contribution to the extant literature by separately analysing each GSCM practice and, thus, offering detailed insights on their drivers.

(Re)constructing Leadership

This chapter elucidates Keith Grint's model of leadership as a viable dynamic option in our complex world. By locating the model within a social constructionist frame, this chapter demonstrates how far we have come in the evolving stream of leadership research. Seven main characteristics of the Grint's model of leadership are discussed to demonstrate how the model can help us to understand wicked problems, such as the COVID-19 pandemic in Malaysia. The author also identifies two weaknesses of Grint's model: (1) organisational culture and (2) followership. Lastly, to address the two weaknesses, the author proposes an integrated model of leadership that combines the understanding of an adhocracy culture based on the competing value framework and Kelly's effective followership model. In conclusion, the integrative framework of leadership offers leadership researchers a model with more explanatory power in understanding the leadership phenomenon within the social constructionist supposition.

Internal Marketing Cybersecurity-Conscious Culture

The chapter is putting forward the idea that internal marketing is a tool of which there are many to embed a culture to combat cybersecurity threats. This conceptual paper is suggesting that cybersecurity threats are multi-facet and although internal marketing is a major contributing factor in reducing the threats, other factors are in play. The shape of the organisation (i.e., bureaucratic or organic) has an important bearing on the implementation of a marketing-oriented culture, including that of internal marketing and, thus, the success of a cybersecurity-conscious organisational culture. Another significant factor in creating a cybersecurity-conscious organisational culture is the management willingness to empower and employees and their willingness to accept the responsibility to make decisions and be accountable, which requires acceptance of the authority.

Pengaruh Gaya Kepemimpinan, Budaya Organisasi dan Kompetensi Terhadap Kinerja Guru Di SMA Negeri 13 Palembang

This study aimed to determine the influence of Leadership Style, Organisational Culture and Competence of Teacher Performance at Senior High School number 13 Palembang. This Research was done during 3 (three) months included designing, executing and reporting the result. The experiment was conducted at Senior High School number 13 Palembang. In this study population was 70 people consisting of 30 people as a sample test and 40 people as a sample. Sampling in this study uses a census sampling technique that is sampling from a population as a whole. From the data-processing result know that the regression coefficient for variable of Leadership Style (X1) is equal to 0,304 with a significant level equal to 5%, regression coefficient for variable of Organisational Culture (X2) equal to 0,269 with a significant level equal to 5%, regression coefficient for variable of Competence (X3) equal to 0,422 with a significant level equal to 5%. From the research result known that the correlation coefficient for variable of Leadership Style (X1) with Teacher Performance (Y) is equal to 0,304 with a significant level equal to 5%, correlation coefficient for variable of Organisational Culture (X2) is equal to 0,269 with significant level to 5%. The correlation coefficient for variable Competence (X3) is equal to 0,422 with a significant level equal to 5%, while the value of correlation coefficient (R) is equal to 0,626 or 62,6% meaning to have a very strong relationship between the independent variable and dependent variable, also known that determination coefficient (R2) equal to 0,757 This value can be interpreted that level of influence percentage among variable of Leadership Style, Organisational Culture and Competence together to Teacher Performance is 75,70%. Equally the effective contribution of Leadership Style, Organisational Culture and Competence with Teacher Performance at Senior High School number 13 Palembang is equal to 75,70% while the rest 24,60% influenced by another variable which is not packed into this research. The implementation of this research is to suggest the Manager at Senior High School number 13 Palembang to improve continuously Leadership Style, Organisational Culture and Competence so that wittingly themselves together always try to utilize to reach the target which have been specified (Teacher Performance).

Designing the careful and kind clinic: an evidence-based approach

BackgroundThere is evidence that creating a ‘healthy workplace’ can be of profound importance for clinicians, team members and patients. Yet there have been few papers that have proposed mechanisms to take decades of research and translate this into a practical list of options for leaders and managers to take into account when structuring a clinic based on care and kindness to achieve optimal health.EvidenceWe bring together 20 years of scholarship linking care of the caregivers with outcomes for caregivers and patients. The data are used to support both structures and cultures that will result in satisfied and thriving healthcare team members, as well as satisfied and healthy patients.ResultsThe clinic based on care of the caregivers will be structured to address key aspects of worklife that are known to cause either satisfaction or burnout. Aspects of care, such as time pressure, chaotic environments and worker control of their workplace, will be taken into account in clinical design; organisational culture will be supportive and cohesive, emphasising quality, values and communication. Experiences based on gender and race will be measured and continuously improved; and performance will be evaluated in a new, human-centred manner.OutcomesThe careful and kind clinic will be a remarkable place to work; in contrast to industrialised healthcare, this will be an environment where health can indeed be optimised, for both workers and patients.