Competence development and affective commitment as mechanisms that explain the relationship between organizational culture and turnover intentions

This study investigated the effect of organizational culture (supportive culture, innovation culture, goal culture and rule culture) on turnover intentions and whether this relationship was mediated by organizational practices of competencies development (training, functional rotation and individualized support) and affective commitment. The study sample consisted of 369 participants working in organizations based in Portugal. The results show that only goal culture positively and significantly affects the three dimensions of organizational practices of development competencies and affective commitment. The culture of support has a positive and significant effect on functional rotation, individualized support and affective commitment. The culture of innovation has a positive and significant effect on training. Supportive culture, goal culture and the dimensions of organizational practices of development competencies negatively and significantly affect exit intentions. The serial mediating effect of organizational practices of development competencies and affective commitment on the relationship between organizational culture (supportive culture and goal culture) and turnover intentions was proven. Organizational culture, especially supportive culture and goal culture, proved to be relevant in boosting the implementation of organizational practices of development competencies, boosting affective commitment and reducing turnover intentions.info:eu-repo/semantics/publishedVersio

ORGANIZATIONAL CULTURE AS DETERMINANT OF EMPLOYEE-BASED ANTECEDENTS TO ORGANIZATIONAL CYNICISM

Purpose of study: Organizational cynicism happens when employees show their distrust in their organization. Most research about organizational cynicism focuses on the influence of organization cynicism to employee attitudinal outcomes (absenteeism, counterproductive work behaviour, etc) and performance outcomes. This research focuses on exploring the antecedents of organizational cynicism: organizational based antecedent and employee-based antecedents. Supportive organization culture is the organizational based antecedent that is predicted to influence employee affective response to organizational change and job satisfaction, and the subsequent effect to organizational cynicism. Methodology: 221 teachers from several private and state-owned schools were chosen by the purposive sampling method that participated in this research. Hypotheses testing were conducted using structural equation modeling using the AMOS program to test the simultaneous relationship testing among variables. Result: This research found several findings. First, a supportive organizational culture has a positive influence on job satisfaction. Second, supportive organization culture has a positive influence on employee affective response to organizational change. Third, employee affective response to organizational change has a negative influence on organizational cynicism. Fourth, contrary to hypotheses, job satisfaction has a positive influence on organizational cynicism. Applications of this study: The practical implication of this research is each organization should create a supportive organizational culture since it has an indirect negative effect on organizational cynicism through employee affective response to organizational change. Novelty/Originality of this study: Despite the importance of organizational cynicism, only a few researchers examined antecedents of organizational cynicism. This research will contribute to examining the influence of supportive organizational culture on job satisfaction and employee affective response to organizational change, and their effect on organizational cynicism

Challenges Hindering a Supportive Culture of Dialogue in Saudi Arabia

This study identified challenges hindering high school administration to establish a supportive culture of dialogue within the school. A questionnaire was subsequently designed, and its validity and reliability were verified. The questionnaire was then applied to a randomly selected sample of high school principals (N=39) and teachers (N=115) in Riyadh, Saudi Arabia. The researchers used various statistical methods appropriate for analyzing the collected data. Among the key findings of the study include: (1) administration of Riyadh high schools support building a supportive organizational culture of dialogue; and (2) the main challenges for them in establishing a supportive culture of dialogue were related to Organizational, Physical and Human difficulties. The study, therefore, recommended providing guidelines and assistance for creating a supportive culture of dialogue, including the provision of necessary training for the administration and teachers to enhance their abilities to build an appropriate culture of dialogue. Keywords: Culture of dialogue, dialogic pedagogy, high schools, organizational culture, Saudi Arabia

IMAGINING AN IDEAL FOR CHILDREN WITH DISABILITIES: AN ETHNOGRAPHIC STUDY OF ONE COMMUNITY-BASED RECREATION ORGANIZATION

Although the right to participation is enshrined in official policy, children with disabilities frequently face barriers to participation that are not encountered by their peerswhoaredevelopingtypically. Thisisimportantbecauseparticipationin recreational plays a critical role in children’s social and physical development. Other research has indicated that recreational environments influence participation experiences, and has suggested drat environments can both facilitate and hinder children with disabilities. This thesis adds to what is known about the organizational culture o f supportive recreational environments by reporting die findings o f an ethnographic study o f one such organization. Guided by a symbolic interactionist perspective, this research invokes the metaphor o f a water-lily to study organizational culture on several levels. The analysis provides a detailed description o f one supportive recreational organization and identifies thirteen themes drat characterize a supportive recreational organizational culture. The discussion proposes a model of a supportive recreational organizational culture and includes a table of recommendations for programs that are interested in enhancing their organizations

Implications of Global Crisis:Integrate Sustainability with Organizational Culture

Sustainability is an issue of escalating importance as a result of structural changes of organizations which are consolidating, downsizing, merging and outsourcing as well as due to the increasing complexity and unpredictability of the external environment. Understanding, assessing and managing organizational culture can help create both stability and adaptability for organizations, thus helping supportive integration of the sustainability strategy into appropriate organizational behavior. This paper draws from review of literature on the concepts of sustainability and organizational culture in the present context of economic turmoil. The findings suggest that organizational culture moderated by leadership and trust play an important role in sustainability of organizations. A model is thereby proposed depicting the role of organizational culture, leadership and trust towards sustainability of a firm. It is also suggested that organizations can be visualized as manifestations of cultures and future organizations need to integrate sustainability with their organizational culture in order to be prepared for the uncertain socio-economic times

Influence of Organizational Culture on Job Satisfaction, Organizational Commitment, Turnover, Absenteeism, and Productivity in Hospital Foodservice

The study was designed to determine the type of organizational culture (bureaucratic, innovative, or supportive), and to determine the relationships among organizational culture, affective outcomes (job satisfaction and organizational commitment), and behavioral outcomes (turnover, absenteeism, and productivity) in hospital foodservice operations in Canada and the United States. The sample included 436 foodservice employees from ten hospitals in eastern Canada and nine hospitals in East Tennessee. Two research instruments were used for data collection. The historical data instrument obtained information to calculate productivity, turnover, and absenteeism for each hospital. The four-part instrument for employees included a 24-item organizational culture index to determine the predominant culture in each hospital (Cronbach\u27s alpha = 0.85), the 15-item Organizational Commitment Questionnaire (Cronbach\u27s alpha= 0.84), five questions designed to determine employee\u27s perception of job satisfaction (Cronbach\u27s alpha = 0.63), and demographic items. Multiple linear regression was used to determine relationships among variables. The predominant culture was bureaucratic. Positive relationships existed between supportive and innovative cultures and job satisfaction (R2=0.16), and between innovative and supportive cultures and organizational commitment (R2=0.34). Age was positively related to organizational commitment. For factors related to job satisfaction, employees rated satisfaction with co-workers as highest, and satisfaction with pay lowest. Mean productivity was 3.8 ± 3.2 meals per labor hour, ranging from 0.80 to 15.0. These findings will help hospital foodservice managers understand the relationship of culture to organizational and employee outcomes; changing culture may improve desired outcomes

Organizational Culture and Knowledge Exchange and Combination: A Systematic Literature Review

Knowledge exchange and combination build the core of innovative activity. Organizational culture plays a critical role with regards to knowledge exchange and combination because it affects organization members’ behaviors. Thus, his study aims at analyzing the influence of organizational culture on knowledge exchange and combination. Based on a systematic literature review, this study takes stock of the landscape of research on organizational culture related to knowledge exchange and combination. 504 journals and 5 conference proceedings were examined. 24 articles were identified as relevant and were reviewed. We found that organizational culture is a strong predictor for successful knowledge exchange and combination. The analysis further revealed four cultural factors that were mentioned most frequently as being supportive of knowledge exchange and combination. Our literature review points out the lack of research on how to develop, change, and sustainably establish an organizational culture that exhibits the corresponding supportive factors

Developing an Organizational Culture Supportive of Business Process Management

In recent years, a holistic understanding of business process management (BPM) has evolved in Information Systems (IS) research. This understanding considers organizational factors such as strategic alignment, governance, people, and culture as important aspects of BPM beyond Information Technology (IT) and methods. Particularly, organizational culture has been increasingly recognized as a critical success factor for the efficiency and effectiveness of business processes. While existing research already examined which cultural values determine a supportive environment for realizing BPM objectives and how these values can be measured, it has not been explored to date how such a supportive organizational culture can be developed. Based on a review of the literature, we therefore investigate the case of a global IT software provider to gain a first understanding of strategies organizations can implement to develop a supportive cultural setting for their BPM approach. We show how these findings extend recent studies in BPM research

Impact of Organizational Culture on Organizational Commitment and Job Satisfaction

In this study, the researcher has tried toinvestigate the three types of organizational culture and its impact on jobsatisfaction and employee commitment in Chemical Sector of Karachi. The core objective of the study is toidentify the impact of organizational culture on job satisfaction and employeecommitment in Chemical Sector so as to improve the job satisfaction andcommitment of the employees in their working environment. And research questionis what is the impact of organizational culture on job satisfaction andcommitment of the employees? The study was originated by taking someprevious literatures and tried to find out the research gap. The study wasnever studied in Chemical Sector in Karachi context and this was the mainpurpose and gap for the study. Quantitative research approach was used with 303sample of respondents participated in the study. Data was then collected fromthe Chemical Sector working employees of the Karachi. Reliability was testedthrough reliability test, which shows 89.5% our sample data is reliable. Thisreliability allowed us to further analyze the data. Factor analysis has beenused to shows the independentvariables accuracy of the data. Further Regression analysis has been used todetermine the relationship between supportive organizational culture,innovative organizational culture and bureaucratic organizational culture withjob satisfaction and employee commitment.Keywords: Factor Analysis, Multiple RegressionAnalysis, Supportive culture, Innovative Culture, Bureaucratic Culture, JobSatisfaction and Employee Commitment

PENGARUH BUDAYA INOVATIF DAN GAYA KEPEMIMPINAN SUPORTIF TERHADAP KOMITMEN ORGANISASI (Studi Pada Karyawan PT. BPR Guna Daya Boyolali)

This research aims to analyze the influence of innovative culture and supportive style of leadership towards organizational commitment. Study on employees at PT. BPR Guna Daya Boyolali. The number of sample used in this research were 55 respondents. Sample were chosen using probability sampling technique with simple random sampling method. The analytical method used in this research is Multiple Linear Regression Analysis where previouslytested the validity and reliability, then performed classical assumption that includes Normality Test, Multicollinearity Test, and Heteroskedastisitas Test. The result of this research found that innovative culture has a positive and significant impact on organizational commitment. Supportive leadership styles have a positive and significant impact on organizational commitment