This study aims to determine the effect of the relationship between the application of fingerprints, work discipline, and the provision of incentives on the Sustainable Performance of the Jakarta ...Institute of the Arts Film and Television Faculty with organizational Culture as a mediating variable. The population in this study were 53 employees of the Faculty of Film and Television, Jakarta Art Institute. The sampling technique used is total sampling/saturation sampling. This study used an exploratory approach with structural equation modeling data analysis techniques with SmartPLS software, which was tested on 53 respondents. The research results show that Fingerprint application does not affect Organizational Culture, Application of Fingerprint has a positive effect on Sustainable Performance, Application of Fingerprint has no considerable impact on Organizational Culture, Work discipline has no substantial effect on Sustainable Performance, Provision of Incentives has a positive impact on Organizational Culture. Provision of Incentives has a positive effect on Sustainable Performance, Provision of Incentives has a positive impact on Sustainable Performance.
Organizational culture in companies is of great importance, since it allows you to know how the company is inside, this organizational culture shows you how communication is managed, who manages it, ...how is the work climate and culture, as well as the use of technology by employees, especially when it is used as a communication tool. Within the organizational culture it is also possible to see how the relationship of employees is, both within the company, as well as their relationship with customers and suppliers. Through this qualitative analysis from the perspective of visual anthropology, it is possible to have more detail on all these issues, especially through the analysis of video images where you can perceive the nonverbal communication and micro expressions of the people who participated in the data collection techniques.
This article finds the subject of how to articulate the promotion of spiritual well-being by chaplains to be one of complementary, not competing, forms of presence. Chaplains are called upon to be ...attentive to another's story and, crucially, to their own, but this study also argues for the use of presence in other forms, such as to challenge a pervading narrative of organizational culture or to provide a formational learning opportunity. These need not be opposite sides of a coin; they are perhaps more like diverse limbs of a growing tree. This article articulates each area as attentive presence, transformational presence, formational presence and informed presence. It outlines a critical reflection on what the author is beginning to understand of her own nascent role in Scottish healthcare chaplaincy and concludes by wondering what is required to nourish its roots.
It is widely acknowledged that enhancing innovation capability is an inevitable requirement for the survival and sustainable growth of firms operating in the information technology sector. Therefore, ...this study was conducted to explore the relationship among organizational culture, knowledge management and innovation capability in the open innovation environment to provide useful suggestions and recommendations for managerial practices within the high-tech industry. Primary data collected from 182 high-tech firm's representatives were processed by using the Structural Equation Modeling approach. The results showed that knowledge management was strongly correlated with innovation capability. The positively significant relationship between organizational culture and knowledge management was also confirmed. Overall, the findings suggest that an open innovation culture of an organization in which mutual trust, collaboration and learning are promoted by supportive and participative leaders is more likely to increase the efficiency of knowledge management practices; thus, eventually lead to enhanced innovation capability of the firm.
To evaluate the prevalence of incivility among trainees and faculty in cardiothoracic surgery, general surgery, plastic surgery, and vascular surgery in the U.S, and to determine the association of ...incivility on job and work withdrawal and organizational commitment.
Workplace incivility has not been described in surgery and can negatively impact the well-being of individuals, teams, and organizations at-large.
Using a cross-sectional, web-based survey study of trainees and faculty across 16 academic institutions in the U.S., we evaluated the prevalence of incivility and its association with work withdrawal and organizational commitment.
There were 486 (18.3%) partial responses, and 367 (13.8%) complete responses from surgeons including 183 (56.1%) faculty and 143 (43.9%) residents or fellows. Of all respondents, 92.2% reported experiencing at least 1 form of incivility over the past year. Females reported significantly more incivility than males (2.4 ± 0.91 versus 2.05 ± 0.91, P < 0.001). Asian Americans reported more incivility than individuals of other races and ethnicities (2.43 ± 0.93, P = 0.003). After controlling for sex, position, race, and specialty, incivility was strongly associated with work withdrawal (β = 0.504, 95% CI: 0.341-0.666). There was a significant interaction between incivility and organizational commitment, such that highly committed individuals had an even greater impact of incivility on the outcome of job and work withdrawal (β = 0.178, 95% CI: 0.153-0.203).
Incivility is widespread in academic surgery and is strongly associated with work withdrawal. Leaders must invest in strategies to eliminate incivility to ensure the well-being of all individuals, teams, and organizations at-large.
Research summary
Resolving governance disputes is of vital importance for communities. Gathering data from GitHub communities, we employ hybrid inductive methods to study discussions around ...initiation and change of software licenses—a fundamental and potentially contentious governance issue. First, we apply machine learning algorithms to identify robust patterns in data: resolution is more likely in larger discussion groups and in projects without a license compared to those with a license. Second, we analyze textual data to explain the causal mechanisms underpinning these patterns. The resulting theory highlights the group process (reflective agency switches disputes from bargaining to problem solving) and group property (preference alignment over attributes) that are both necessary for the resolution of governance disputes, contributing to the literature on community governance.
Managerial summary
Online communities play an increasingly important role in how companies innovate across organizational boundaries and attract talent across geographic locations. However, online communities are no Utopia; disputes abound even (more) when we collaborate virtually. In particular, governance disputes can threaten the functioning and existence of online communities. Our study suggests that governance disputes in online communities either unfold as bargaining over which solution is better or searching for a satisfactory solution. The latter is more likely to reach a resolution, when there is common ground. Companies interested in leveraging the power of online communities should (a) identify or train certain participants to transform endless bargaining into collective problem solving and (b) foster shared knowledge and value basis among participants through recruitment and strong organizational culture.
The article analyzes changes in the profile of organizational culture of an average Russian university during the last 13 years (2003–2016), diagnosed with the use of OCAI methods. The research base ...of the article consists of poll results obtained by the authors in 2003–2005 and 2016. It is shown that during that period of time Russian higher education demonstrated significant deviation of university organizational culture from its planned state. Modernization processes in higher education caused universities to form adaptation reactions different from those designed at the stage of designing new development institutions. Research data allow identifying a gap between expectations concerning modernization of university organizational couture and real trends, including the growth of bureaucratic component and decrease of real autonomy and independence of academic staff, increased imbalance in corporate values of university communities creating new risks and threats for higher education development. The influence of such factors as university type, respondent’s position, profile of subjects taught on the cultural mindset of university staff was also defined. The novelty of the research is in the analysis of change dynamics in university organizational culture, defining more complicated mechanisms of its transformation and development that do not allow implementing simple linear solutions for forming modern university culture.
In a competitive and constantly changing context, this article proposes a critical analysis of the role of social capital as a determinant of innovation. While this relationship has been widely ...studied, the way in which individual social capital affects both types of innovations, exploratory and exploitative, has not yet been sufficiently taken into account. This paper contributes to the theory of exploratory and exploitative innovations by redefining how individual social capital can affect it. We discuss the factors that can accelerate or hinder any innovation initiative in firms. Our first contribution shows that each dimension of social capital (relational, structural, cognitive) is likely to have a different effect on the innovation process. Our second contribution studies the dynamics of ego networks as important mediators of the social capital-innovation process. We show how the stability and expansion of the partner network influence the relationship between social capital and two types of innovation. Our third contribution sheds light on the contextual variables to be taken into account in the implementation of an innovation process. We analyze the constraints specific to the organizational culture.
How do people adapt to organizational culture, and what are the consequences for their outcomes in the organization? These fundamental questions about culture have previously been examined using ...self-report measures, which are subject to reporting bias, rely on coarse cultural categories defined by researchers, and provide only static snapshots of cultural fit. By contrast, we develop an interactional language use model that overcomes these limitations and opens new avenues for theoretical development about the dynamics of organizational culture. We trace the enculturation trajectories of employees in a midsized technology firm based on analyses of 10.24 million internal emails. Our language-based model of changing cultural fit (1) predicts individual attainment; (2) reveals distinct patterns of adaptation for employees who exit voluntarily, exit involuntarily, and remain employed; (3) demonstrates that rapid early cultural adaptation reduces the risk of involuntary, but not voluntary, exit; and (4) finds that a decline in cultural fit for individuals who had successfully enculturated portends voluntary departure.
The supplemental material is available at
https://doi.org/10.1287/mnsc.2016.2671
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This paper was accepted by Olav Sorenson, organizations.
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