Print ISSN: 2204-1990

Online ISSN: 1323-6903

Keywords : Organizational Culture


Impact of Collaborative Innovation Capability and Emotional Intelligence on Sustainable Innovation Performance with Mediation of Employee Burnout

Prof. Dr. Muhammad Shaukat Malik, Iqra Mohsin

Journal of Contemporary Issues in Business and Government, 2022, Volume 28, Issue 2, Pages 14-39
DOI: 10.47750/cibg.2022.28.02.002

Purpose – This study was conducted to find out the impact of emotional
intelligence and collaborative innovation capability on sustainable innovation
performance and to know whether the organizational culture moderates and
employee burnout mediates this relationship or not.
Design/Methodology/Approach –The researcher adopted cross sectional and
quantitative research design to fulfill this study’s objectives. Owing to Covid-
19 pandemic, online survey was conducted through questionnaire for data
collection of 300 employees who are currently working in Telecom Industry of
Pakistan. As a statistical tool, Smart PLS (Partial Least Square) v.3 was run by
adopting the Structural Equation Modeling (SEM) to find out the direct and
indirect effects among the variables while the descriptive statistics were
employed by using SPSS v.20.
Findings – The proposed hypothesized relationship of this study was found
supported wherein positive and significant relationships were found among
organizational culture, emotional intelligence and collaborative innovation
capability on sustainable innovation performance while between the sustainable
innovation performance and employee burnout, a negative relationship was
found.

Is All Lost or A Lot Is Still Recoverable? A Case of 21st Century Indian Military Organizational Culture

DEVIKA TREHAN; SWATI SONI

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 3, Pages 1115-1126
DOI: 10.47750/cibg.2021.27.03.152

The armed forces of a nation ought to be infallible organizations, scrupulous in action and deeds. They stand testimony to a nation’s strength and solidarity. Non-military organizations strive hard to achieve military like austerity, discipline, work ethos and credos. Today, Indian Armed Forces in general and Indian Army in particular is an organization with troubled culture, much of which is attributable to its resistance to change and strong stereotypes. While the socio-economic and technological changes have swept the world, the Indian Armed Forces have not been to appreciate and accommodate the changes that have impacted the very fabric of the organization. The authors have attempted to study the organization culture at the Indian armed forces through the lens of Warrick’s 2016 framework for high performance and low performance cultures. Adopting the mixed-method approach for data collection, the authors divided the study in two phases. In Phase I an in-depth systematic literature review was conducted and in phase II the authors conducted in-depth semi-structured interviews. The methodology was selected to be able to go into a lot of depth, and allow the participants to bring to fore the topics that the researchers had not even considered and to identify all empirical evidence to answer all the research question that were created using the Warrick’s 2016 framework. Citing replete evidences, the authors propose that the armed forces present a case of stagnating culture. Is all lost or a lot is still recoverable? is the idea with which the authors explored the extant literature and garnered evidence from world class armies across the globe. Drawing from the experiences of world class armies, the authors present a well-researched way forward for the Indian armed forces. The study is original in its intent and execution and presents insightful recommendations for all levels of leaders in the Indian armed forces, policy makers, bureaucrats and diplomats.

EFFECT OF ORGANIZATIONAL BEHAVIOUR ON CORPORATE EFFECTIVENESS

Anup Kumar Panja

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 3, Pages 2965-2971
DOI: 10.47750/cibg.2021.27.03.356

The design of work as well as the psychological, emotional, and interpersonal behavioral dynamics that influence organizational success are all covered under organizational behavior. Management is critical in organizational behavior since it is focused with the study of overseeing operations and monitoring people to fulfill certain duties regarding the efficiency of the company. Management places a premium on the planning, implementation, and coordination of various projects. For business effectiveness, administrative and organizational structures are necessary. While individuals and groups have their own unique perspectives, incorporating skills, knowledge, beliefs, goals, and attitudes into the organization, and so influencing it modifies or restructures individuals and groups by its structure, culture, policies, and politics,
on the other hand, power, processes, and the roles that employees in the organization are supposed to play. There were 125 participants in this exploratory research project, and the results revealed a strong positive link between the variables of interest. Because of time constraints and a lack of current relevant literature, the study was never comprehensive; consequently, more research could be done to evaluate the association between personality characteristics and performance in the public sector, which is less productive than the
private sector. Organizations should provide emotional intelligence programmes for their members as a key pattern for boosting cooperative behavior and corporate effectiveness, according to the findings of this inquiry.

Digital corporate culture as an element of the transformation of the organization in the context of digitalization

SVETLANA ALEXANDROVNA CHERNYAVSKAYA; FERDOUS YAKHIEVNA POLONKOEVA; MARINA BORISOVNA DIUZHEVA; AMINA AKZATOVNA MUKHAMBETOVA; BELLA BATRAZOVNA TOKAYEVA

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 2, Pages 3944-3948
DOI: 10.47750/cibg.2021.27.02.403

Transformational processes in modern organizations related to the digitalization of business systems require a deeper study of the digitalization process, taking into account organizational specifics. Often, the attempts to carry out a digital transformation of an organization are faced with serious problems, which are caused by the lack of understanding of the transformational process system by the management, and by the fact that it should affect and change not only the material, but also the organizational, and the human capital of the business system. The existing confusion between "digital strategy" and "digital transformation strategy" categories leads to wrong management decisions, which entail an avalanche of risks and losses when trying to transform organizational system digitally. Modern studies of Russian organizations show that the misunderstanding of the "digital transformation" category by management leads to the inhibition of digital processes, and the unwillingness of the organization staff to change their working methods and increase of digital competencies in accordance with the digital transformation strategy reduces almost to zero all attempts to transform the organization in accordance with the requirements of the digital economy by senior management.
The study revealed that in order to get the greatest effect from the digital transformation of an organization, it is necessary to develop clearly a strategy for the digital transformation of the company, increase the digital competencies of staff, change the organizational culture towards the digital type of organizational culture, create a team of digitalization leaders in the organization, attract and retain talents. Digitalization changes the process of information exchange between people and organizations, and also forms a system of digital organizational culture that contributes to the implementation of transformational digital processes. The success of transformational digital processes can be assessed using the organization digital maturity model, as well as a special electronic readiness index (E - Readiness index). The analysis and synthesis of special literature on the issues under consideration suggests the need to take a fresh look and evaluate the problems of digital transformation of business systems during the transition to a digital economy.

The Role of Effective Supply Chain Practices on Firm Performance: Mediating Role of Organizational Culture

DR.MUHAMMAD AZEEM AHMAD; DR.ARSHIA HASHMI

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 2, Pages 2219-2227
DOI: 10.47750/cibg.2021.27.02.232

The management of supply chain practices is the essential element for high organizational performance and captures the focus of regulators and recent studies. Thus, the current study examines the impact of supply chain practices such as supplier relationship, customer relationship, and lean manufacturing on the performance of manufacturing companies in Pakistan. This research also investigates the mediating role of organizational culture among the relationships of the supplier relationship, customer relationship, lean manufacturing, and performance of manufacturing companies in Pakistan. This study has followed the quantitative approach of data collection and used the questionnaires for this purpose and also used the smart-PLS for analysis purposes. The results exposed that supplier relationship, customer relationship, and lean manufacturing have a positive association with the performance of manufacturing companies. The findings also indicated that organizational culture positively mediates the relationships among the supplier relationship, customer relationship, lean manufacturing, and performance of manufacturing companies in Pakistan. This study will help the policymakers while formulating the policies related to the supply chain and organizational performance.

THE RELATIONSHIP BETWEEN INFORMATION TECHNOLOGY AND ORGANIZATIONAL CULTURE IN THE UNIVERSITY LIBRARIES OF SINDH, PAKISTAN

Liaquat Ali Rahoo; Paras Hasnain; Arshad Mahmood Abbasi; Tanveer Ahmed; Muhammad Ali Khan

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 2, Pages 4831-4841
DOI: 10.47750/cibg.2021.27.02.503

This study aimed to investigate the relationship between use of ICT and organizational culture in University libraries of Sindh, Pakistan. The research is descriptive and correlation. Populations of study library professionals who are working in university librariesand the sample sizes to 330 stratified random sampling method was selected instruments consisted of the questionnaire researchers' organizational cultures based on the characteristics of the seven Robbins and questionnaire-based information, and communication technology skills are the seven ICDL. Reliability using Cronbach's alpha for organizational culture, 09 / 9 and 68 /9determined thevalidity of ICT. To analyze the questions and review questions in addition to descriptive statistics, t-test with two independent samples, chip-square test and Pearson correlation coefficient was used. The results show that between organizational culture and the use of ICT, there is. The characteristics of organizational culture (innovation and risk-taking, according to the people, according to the group, courage seeking) using information and communication technology, there is a significant relationship between other features characteristic of organizational culture (including attention to detail, result-oriented and stability and maintaining the status quo) using information and communication technology, there is no significant relationship. The use of ICT among employees is the same for men and women.

THE RELATIONSHIP BETWEEN INFORMATION TECHNOLOGY AND ORGANIZATIONAL CULTURE IN THE UNIVERSITY LIBRARIES OF SINDH, PAKISTAN.

Liaquat Ali Rahoo; Paras Bashir Channar; Arshad Mahmood Abbasi; Tanveer Ahmed; Muhammad Ali Khan

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 2, Pages 5192-5203
DOI: 10.47750/cibg.2021.27.02.530

This study aimed to investigate the relationship between use of ICT and organizational culture in University libraries of Sindh, Pakistan. The research is descriptive and correlation. Populations of study library professionals who are working in university libraries and the sample sizes to 330 stratified random sampling method was selected instruments consisted of the questionnaire researchers'' organizational cultures based on the characteristics of the seven Robbins and questionnaire-based information, and communication technology skills are the seven ICDL. Reliability using Cronbach''s alpha for organizational culture, 09 / 9 and 68 /9determined the validity of ICT. To analyze the questions and review questions in addition to descriptive statistics, t-test with two independent samples, chip-square test and Pearson correlation coefficient was used.

Leadership And Organizational Culture In The Departement Of Transportation Badung Regency

Komang Agus Sugiartha; Anik Yuesti; I Nengah Sudja

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 1, Pages 1856-1870

Servant leadership is a leadership model that places service to others, including employees, customers and society as a top priority. Servant Leadership emphasizes increased service to others, a holistic approach to work, a sense of community and shared decision-making power. Organizational culture is the values, principles, traditions, and attitudes that influence the way organizational members act. Job satisfaction is a feeling of satisfaction or dissatisfaction with employees at work. Employees who are satisfied with their work are happy to do their jobs and always try to improve their abilities and skills. Respondents in this study were employees at the Department of Transportation, Badung Regency. The number of respondents in this study were 76 respondents, the sampling technique used a probability sample using the proportional stratified random sampling method. This technique is a sampling technique that provides equal opportunities for each member of the population at each level (in this case the number of employees in each field) to be selected as a sample. This study uses multivariate analysis using a structural equation model or SEM (Structural Equation Model) with a variance-based or component-based approach called PLS (Partial Least Square). The results of this study indicate that: 1) servant leadership directly has a positive and significant effect on job satisfaction, 2) organizational culture directly has a positive and significant effect on job satisfaction, 3) servant leadership directly has a positive and significant effect on employee performance, 4) organizational culture does not have a positive and significant effect on employee performance, 5) job satisfaction has a positive and significant effect on employee performance, 6) job satisfaction is partially mediated directly or indirectly, servant leadership on employee performance, 7) Job satisfaction is non-mediated indirectly. Direct organizational culture on employee performance proved to be insignificant.

Job Satisfaction in Pt Nitya Pariwisata Mandiri, Badung

I Putu Yana Mahardika; I Nengah Sudja; Nengah Landra

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 1, Pages 3856-3875

This study aims to determine the effect of organizational culture and motivation on job satisfaction and its effect on employee performance at PT. Nitya Wisata Mandiri, Badung. The population used in this study were all employees of PT. Nitya Wisata Mandiri, Badung, which numbered 90 people. The data analysis technique used is Partial Least Square (PLS) using Smart PLS software. The results of this study indicate that organizational culture has a direct or indirect effect on employee performance. Motivation has an indirect effect on employee performance. Organizational culture has a positive and significant effect on job satisfaction. Motivation has a positive and significant effect on job satisfaction. Job satisfaction has a positive and significant effect on employee performance. So it is suggested that the company can continue to maintain the consistency of a good organizational culture, then the company is advised to design a motivation system that can reach all employees, and the company should always make job satisfaction a consideration in an effort to improve employee performance.

The Changing Face of Employee Silence in Different Organizational Cultures affecting Job Engagement

Syed Rehmat Shah; Zainab Bibi; Jahanvash Karim; Nida Mohammad

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 1, Pages 4375-4388

Organizational culture is an important factor that has a positive and negative effect on employees’ job engagement and silent behavior. Literature suggested four types of organizational cultures such as Power Culture, Role Culture, Achievement culture, and Support culture that influences the employee’s Job engagement behavior. The study aimed to explain the relationship between organizational culture and employees’ Job engagement through the mediation of employee silence in public sector universities of Quetta, Balochistan. 300 questionnaires were distributed among which 200 responses were obtained using convenience sampling method with cross-sectional design. Findings suggested that there is a significant relationship between organizational culture and job engagement. The mediating effect of employee silence was also found to be significant in the relationship between organizational culture and job engagement.

The organizational culture influence as a mediator between training development and employee performance in Iraqi Academic sector: University of Middle Technical

Ali Bashar Jamal Ali; Fadillah Binti Ismail; Zainon Mat Sharif; Nawzad Majeed Hamawandy; Zaito Awla Abubakr; Khowanas Saeed Qader; Bestoon Othman

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 1, Pages 1926-1961

Employee performance is a critical issue for organizations especially in academic sector. It undermines the efficiency and productivity of the organization. There is a need of looking at factors that affect this behavior of the workforce. Therefore, this study focuses on the relationship of training development variables which are Perceived availability of training, Motivation to learn from training and Individual characteristic with organizational culture and employee performance in academic settings. This paper also determines whether organizational culture mediates the relationship between training development and employee performance. To have empirical evidence about these relationships, data will be collected from academic staff employed at public sector universities of Iraq using self-administered questionnaire. The collected will be analyzed using both descriptive and inferential statistics. Confirmatory factor analysis using Social Science Statistics Package (SPSS) version 23.0 to measure the relationship between variables and to test the hypotheses related to this study. This study contributes to body of knowledge by investigating the relationship of training development with workplace attitudes incorporating constructs of training development, organizational culture effect and employee performance using one comprehensive research framework. This paper will give an enhancement to the policy makers in higher education sector about the availability of training development opportunities which affect the performance of academic staff and in turn affect the effectiveness of universities as well.

A study on factor influencing employee motivation in work environment

MS.B. NEERAJA; MR.P. NIRANJAN

Journal of Contemporary Issues in Business and Government, 2020, Volume 26, Issue 2, Pages 691-696
DOI: 10.47750/cibg.2020.26.02.097

Representatives are the main resources of an association. Additionally, in the present exceptionally serious world representatives are the elements which decide achievement or disappointment of an association. They are the ones who cooperate with the client on an everyday premise and complete the entire activity. As such the associations need to focus on the happiness of the representatives. What's more, as quality HR gets an ever increasing number of meager, the organizations need to pay more notice as per the general inclination of workers. Likewise, notwithstanding the fulfillment of the representative, the business has a task to carry out in the inspiration of the worker. In the event that the worker is propelled towards the work, at that point it is probably going to yield more outcomes.

Presenting a Developed and Effective Model of Organizational Culture Regarding the Existing Problems and Challenges (A Case Study of Refah Bank of Iran)

HOSSEIN SHABANI; MASOUD POURKIANI; SANJAR SALAJEGHEH; SAEED SAYADI; HOJAT BABAEI

Journal of Contemporary Issues in Business and Government, 2020, Volume 26, Issue 1, Pages 108-115
DOI: 10.47750/cibg.2020.26.01.014

Organizational effectiveness as the most significant objective of any organization is the goal that all organizational efforts are made to achieve. Thus, the aim of this paper is to provide a developed and effective model of organizational culture considering the existing problems and challenges. This research is applied in terms of purpose, descriptive of correlational type in terms of nature, and a survey in terms of method. The statistical population is the employees of the Refah Bank of Iran. The sample size was 344 people who were selected by stratified random sampling. A researcher-made questionnaire was used to collect information. The questionnaire of organizational culture was set up in 9 factors and 42 sub-dimensions (indices), the questionnaire of challenge and problem identification was set in 3 factors and 18 sub-dimensions (indices) and the questionnaire of organizational effectiveness was set in 4 factors and 28 sub-dimensions (indices). The face and content validity of the questions was confirmed by experts. Cronbach's alpha coefficient was calculated higher than (0.7) which indicated the internal consistency of the items confirming reliability. In order to analyze the data, structural equation modeling was applied through using amos software. The results indicated a significant relationship between organizational culture and the identification of challenges and problems (p = 0.001, β = 0.486). Considering the positive path coefficient, this relationship is incremental (direct). The results also showed a significant relationship between identification of challenges and problems with organizational effectiveness (p = 0.001, β = 0.441). This relationship is incremental (direct). The results indicated that organizational culture indirectly and through identifying challenges and problems affects organizational effectiveness by the amount of (0.214). The rate of indirect effect through the identification of challenges and problems is equal to (0.214).

Transformation of the organizational culture of civil service employees

EMELYANOVA O. Y.; KRAVETS M.A; SHERSHEN I.V.

Journal of Contemporary Issues in Business and Government, 2020, Volume 26, Issue 1, Pages 44-46
DOI: 10.47750/cibg.2020.26.01.004

The work investigates trends in the activities of state civil servants. The roles that a civil servant should play in modern conditions are determined. Revealed the need to change the skills of officials. The problems of culture of civil servants and directions of its improvement are identified.