A pesquisa aborda os desafios e as perspectivas da implantação da gestão por competências em uma Instituição de Ensino Superior (IES) pública localizada em uma capital do Nordeste brasileiro, ...iniciada no âmbito público em decorrência do Decreto n. 5.707 de 23 de fevereiro de 2006 que instituiu a política de gestão por competências, em âmbito federal. O estudo foi orientado pela seguinte questão de pesquisa: quais os desafios e as perspectivas no processo de implantação de gestão por competências em uma IES? Para atender a esse questionamento, o objetivo geral desta pesquisa é compreender os desafios e as perspectivas no processo de implantação da gestão por competências em uma IES. Na fundamentação teórica, discorre-se sobre gestão por competências e implantação da gestão por competência no setor público. Metodologicamente, realizou-se uma pesquisa qualitativa do tipo exploratório. Em sua fase de campo, realizaram-se seis entrevistas semiestruturadas em profundidade com servidores técnico-administrativos que ocupam cargos de gestão e servidores que participam da equipe de implantação da gestão por competências no órgão. Como resultado, verificou-se que a instituição está implantando a gestão por competências desde 2006, mas, em decorrência dos desafios encontrados - ambiente complexo, necessidade de mudança na cultura organizacional referentes aos costumes políticos, a rigidez em sua estrutura, a necessidade de motivar servidores a se capacitarem, apesar da estabilidade da função adquirida por meio da legislação vigente - ainda não se obteve sucesso em sua efetiva implantação.
This paper aims to link Green SCM and cultural factors by empirically testing a conceptual model emphasizing how national culture and organizational culture affect the GSCM implementation. The ...conceptual model includes the effects of the firm’s characteristics, especially the firm size, type and industry sectors, on the application of GSCM practices. This paper was conducted among a sample of manufacturing companies incorporating a range of industrial sectors from Morocco. The data was collected using an online questionnaire and analyzed using SPSS version 25 and SmartPLS software 3. The findings have provided empirical evidence regarding the significant effect of national culture and organizational culture on GSCM implementation. The moderator variables, firm type and firm size, have a significant impact on the relationship between cultural factors and GSCM, except for the industry sector, which does not explain the implementation of green practices.The findings of this paper are expected to help managers and business owners develop cultural orientations that ensure and encourage sustainability and green SCM practices. The existing literature has mainly examined eithernational culture dimensions or organizational culture dimensions’ effects on green supply chain initiatives in developed countries. Thus, this paper highlights the fact that cultural dimensions can be deployed together at the same level of analysis to analyze which one predict better the GSCM integration.
Corporate culture: Evidence from the field Graham, John R.; Grennan, Jillian; Harvey, Campbell R. ...
Journal of financial economics,
November 2022, 2022-11-00, Volume:
146, Issue:
2
Journal Article
Peer reviewed
Open access
Ninety-two percent of the 1348 North American executives we survey believe that improving corporate culture would increase firm value. A striking 84% believe their company needs to improve its ...culture. But how can that be achieved? Our paper provides some guidance by documenting the following: executives’ views on what corporate culture is and how it operates, distinguishing between stated values and everyday norms; the extent to which culture is perceived to influence value creation (productivity, mergers), ethical choices (compliance, short-termism), and innovation (creativity, risk-taking); and a list of obstacles that can prevent culture from being where it should be (inattentive leaders, misaligned incentive compensation). Finally, we provide evidence that the executives’ survey responses are consistent with external data.
O objetivo neste artigo foi compreender a percepção de práticas de assédio moral e identificar as práticas que favorecem a ocorrência e o combate ao assédio moral na percepção dos trabalhadores de ...uma organização pública do Poder Legislativo. Amplia-se, assim, o estudo para além de universidades e órgãos do Poder Judiciário, que têm sido as organizações mais recorrentes nas análises. Os dados primários foram coletados mediante um questionário enviado via e-mail e analisados por meio da análise de conteúdo. Como principais achados de pesquisa, tem-se que os trabalhadores não reconhecem a característica de reiteração no conceito de assédio, o que nos faz reconhecer o conceito de violência interpessoal, e que um grande desafio refere-se à dificuldade de se comprovar situações de boicotes e silenciamentos, isto é, de assédio moral sutil. Concluímos que práticas violentas muitas vezes estão em um espectro de maior discricionariedade do gestor. Quanto maior esta, maior a dificuldade de comprovação do assédio moral que ocorre de forma sutil.
It is now widely recognized that countries around the world are becoming increasingly interconnected, and that both public and private organizations are of necessity becoming increasingly global. As ...political, legal, and economic barriers recede in this environment, cultural barriers emerge as a principal challenge to organizational survival and success. It is not yet clear whether these global realities will cause cultures to converge, harmonize, and seek common ground or to retrench, resist, and accentuate their differences. In either case, it is of paramount importance for both managers and organizational scholars to understand the cultural crosscurrents underlying these changes. With contributions from an international team of scholars, this book reviews, analyzes, and integrates available theory and research to give the best information possible concerning the role of culture and cultural differences in organizational dynamics.
Organizational culture is understood to emanate from the management philosophy & leadership vision, along with workforce national culture, individual member’s background, beliefs, aspirations, ...perceptions & external interactions (Žarkić-Joksimović and Marinković 2018). The workforce composition seen across the Middle East presents a unique scenario deviating from the assumption of a singular core national culture in organizations. Figures available on the public domain indicate 99% expatriate employment in UAE private sector (Kapiszewski 2004) bringing about an amalgamation of cultural traits. The researcher, an HR practitioner, has made observations that expat national groups tend to respond differently on organizational stimuli, leading to investigation of nationality-based affiliation among workforce as well as existence of parallel cultural groups within the organization, focusing on healthcare sector. The research objectives are to review if majority expat national groups deviate from established country specific identifiers, the assessment of majority group behaviour on organizational cultural markers, review of the moderating effect of expat tenure & professional identity on the national cultural values, and to review whether large organizations in the UAE succeed in maintaining a unique organizational cultural identity across facilities, irrespective of employing varied expatriate majorities. Hofstede's Culture Onion Model (Hofstede and Hofstede 2005) is assumed as the base for investigating the research problem. This model ties together the concepts of National & Organizational Culture by linking the Cultural Dimensions Theory (Hofstede 1980) & the Multi-Focus Model on Organizational Culture (Hofstede 1997). Following a quantitative research design undertaken as a cross-sectional study, data collected is analysed for causal relationships. An adapted questionnaire is used, merging the elements of Hofstede's Values Survey Module (Hofstede and Minkov 2013) & the organizational cultural values questionnaire (Hofstede et al. 1990). A pilot study testing internal validity & reliability of the survey tool returned a score of 0.736 establishing acceptable range of internal consistency. The target population of around 2400 employees are considered from two tertiary care hospitals in Abu Dhabi, with different majority expat nationality mix. Sample size of 331 at 95% confidence is assumed using the Krejcie & Morgan table (Krejcie and Morgan 1970). Probability sampling is used to select the sample, with stratified random sampling method to ensure nationality representation proportional to the percentage strength in target population. Survey data generated an aggregate reliability score of 0.836. Hypotheses testing is performed & results further substantiated using Hofstede’s formulae for national cultural dimensions (Hofstede and Minkov 2013). A follow-up study on an independent sample from an acquired business of the entity, is conducted to exalt credibility to the outcomes and establish universality across a wider population. Significant differences among the majority nationalities were observed on multiple national and organizational cultural variables as well as behaviour of varying tenure groups. Majority groups seem to stay true to their nationality behavior irrespective of professional association. The cultural identity at different business units of the organization is observed to align to the majority expatriate nationality mix. Due to low to moderate correlation in hypothesis test results, the researcher has furthered the review of the data by quantifying the national & organizational cultural dimension scores to arrive at inferences. The follow-up study generated results closely aligning with the main study giving a peek into the multinational workforce behavior in a small-scale business. Hofstede’s culture onion model places organizational culture as a set of cultural dimensions which are evolved from the national cultural values, influenced by other factors unique to the organization. Prior studies have reviewed the organizational behavioural identity assuming a uniform core of same nationality workforce. This study was undertaken as a deviation analysis, reviewing how the organizational cultural dimensions would behave on Hofstede’s model, when the original construct is altered with multiple nationality groups at the core. The findings substantiate the criticality of acknowledging nationality based cultural variations present within a majority expat workforce. It reiterates the importance of a concerted management effort to define & develop a unique cultural identity for the organization, as well as the significance of cultural assimilation of expatriates. The results highlight how the organizational culture can be fragmented with the presence of multiple majority nationalities. The study generated valuable insights on the current organizational cultural identity. Increased talent mobility is resulting in workforces around the world soaring in mixed nationality staffing. While existing literature seem to lack in depth review of the cultural imbalances brought about by such workforce changes, the current study offers a unique perspective of how the nationality specific cultural traits are influencing the workforce group behaviour in organizational setting.
Using the firm-level corporate social responsibility (CSR) ratings of Kinder, Lydenberg, Domini, we find that firms score higher on CSR when they have Democratic rather than Republican founders, ...CEOs, and directors, and when they are headquartered in Democratic rather than Republican-leaning states. Democratic-leaning firms spend $20 million more on CSR than Republican-leaning firms ($80 million more within the sample of S&P 500 firms), or roughly 10% of net income. We find no evidence that firms recover these expenditures through increased sales. Indeed, increases in firm CSR ratings are associated with negative future stock returns and declines in firm ROA, suggesting that any benefits to stakeholders from social responsibility come at the direct expense of firm value.
The importance of big data and predictive analytics has been at the forefront of research for operations and manufacturing management. The literature has reported the influence of big data and ...predictive analytics for improved supply chain and operational performance, but there has been a paucity of literature regarding the role of external institutional pressures on the resources of the organization to build big data capability. To address this gap, this paper draws on the resource‐based view of the firm, institutional theory and organizational culture to develop and test a model that describes the importance of resources for building capabilities, skills and big data culture and subsequently improving cost and operational performance. We test our research hypotheses using 195 surveys, gathered using a pre‐tested questionnaire. Our contribution lies in providing insights regarding the role of external pressures on the selection of resources under the moderating effect of big data culture and their utilization for capability building, and how this capability affects cost and operational performance.
Using a novel database of firm patents and board characteristics across 45 countries, we examine both within- and cross-country determinants of board gender diversity and its relation to corporate ...innovation. Boards are more likely to include women in countries with narrower gender gaps, higher female labor market participation, and less masculine cultures. Firms with gender diverse boards have more patents and novel patents, and a higher innovative efficiency. Further analyses suggest that gender diverse boards are associated with more failure-tolerant and long-term chief executive officer (CEO) incentives, more innovative corporate cultures, and more diverse inventors, characteristics that are conducive to an improved innovative performance.
Despite significant interest in corporate culture, there is little empirical research on its role in influencing corporate misconduct. Using cultural background information on key company insiders, I ...construct a measure of corporate corruption culture, capturing a firm's general attitude toward opportunistic behavior. Firms with high corruption culture are more likely to engage in earnings management, accounting fraud, option backdating, and opportunistic insider trading. I further explore the inner workings of corruption culture and find evidence that it operates both as a selection mechanism and by having a direct influence on individual behavior.
PDF
