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.
Organizational culture has always been a mainstream issue of research in the field of organizations, and its connotation has been gradually enriched, perfected and presented a trend of ...diversification. Innovation is perceived as a critical factor in helping enterprises to retain competitive advantages, while employee innovation behaviour is thought to be the basis for enterprises to innovate. Using the definitions proposed by Chinese and foreign scholars in the past decade for reference and from the perspective of social cognitive theory, this paper, in the form of an argumentative essay, mainly to elaborate the connotation of organizational culture as well as the concept of employee innovation behavior, and it studies on the impact mechanism of organizational culture on employees and defines the research concepts on the impact of employee innovation behavior. And therefore the paper introduces the state of related research in China and abroad by outlining and summarizing the existing research, and points out that an organization creating atmosphere of encouragement for innovation can stimulate the employee’s sense of self-efficacy and further make the individuals sense of self-reliance, sense of efficacy, which in turn leads to a sense of innovation among individual employees. This paper theoretically shows that organizational culture plays a rather positive part in guiding individual employee to display innovative behaviors, and by summarizing and reviewing the existing studies, it points out the future development prospect of this field, which will provide reference and help for the subsequent researchers to carry out their studies.
Aborda questões relativas à memória organizacional e seus atributos voltados às práticas inter-relacionadas a gestão do conhecimento, bem como sua influência em aspectos que norteiam a cultura da ...organização. A memória organizacional situa-se como um dos principais pilares da gestão do conhecimento. Objetiva refletir como a memória se relaciona com a cultura organizacional que, por sua vez, viabiliza o aprendizado e a produção de conhecimento organizacional. Adota, como procedimentos metodológicos, a revisão de literatura a partir de levantamento realizado na Base de Dados Referenciais de Artigos de Periódicos em Ciência da Informação e no Google Acadêmico. Como resultado, evidencia que a cultura organizacional está intrinsecamente relacionada a memória organizacional e, sendo assim, deve ser utilizada como um instrumento que propicia o compartilhamento e reuso do conhecimento organizacional no âmbito da gestão do conhecimento.
Defining Toxic Leading for the Air Force Stringer, Danielle M; Hurlbert, Jeff H; Boswell, Michael L ...
Air & space operations review,
12/2023, Letnik:
2, Številka:
4
Journal Article
...while careful planning is indeed essential, accept that cleaving too hard or rigidly to any preset plan is the antithesis of mindful leadership, potentially resulting in being blindsided by ...unanticipated reactions or events. ...recognize that there will always be a price. According to NASA (2010), "Energy, a measure of the ability to do work, comes in many forms and can transform from one type to another." With this ultimate goal, remember that posing the right questions combined with maintaining scrupulous honesty, leading to best plans, then making watchful organizational modifications can help you elevate safety culture from its current stasis toward an apotheosis. 10 Key Considerations for Elevating Safety Culture The vice president of manufacturing at a Fortune 100 company privately told me that "90% of the things we have done to improve safety are positive.
Examples are briefly described of organizations that offer aperspective to complement the experience of industrial democracy in Norway and Mondragon. The examples are organizations choosing a ...structure and culture that minimize hierarchy. They provide a less-traditional approach to balancing political and socio-technical participation. To do so they devolve responsibility for coordination of effort and expertise to individuals and teams most directly providing the effort and expertise. This gives the individuals and teams high autonomy. Examples include a university class, action learning projects in community and organizational settings, and a voluntary self-organizing network of facilitators. In addition, a small sample of organizations from the larger sample documented by Corporate Rebels ( Keywords: balancing political and socio-technical participation, organizational structure, organizational culture, industrial democracy, minimal hierarchy, butterfly effect, paradigm shift Se describen brevemente ejemplos de organizaciones que ofrecen una perspectiva complementaria a las experiencias de democracia industrial en Noruega y Mondragon. Los ejemplos son organizaciones que eligen una estructura yuna cultura que minimizan la jerarquia. Proporcionan un enfoque menos tradicional para equilibrar la participation politica y sociotecnica.Para hacerlo, devuelven la responsabilidad de la coordinacion del esfuerzo y la experiencia a las personas y equipos que hacen ese esfuerzo y tienen esa experiencia de manera mas directa. Esto da a las personas y equipos una gran autonomia. Los ejemplos incluyen una clase universitaria, proyectos de aprendizaje en accion en entornos comunitarios y organizacionales, y una red voluntaria de facilitadores autoorganizados. Ademas, tambien se describe y compara brevemente una pequena muestra de organizaciones de la muestra mas grande documentada por Corporate Rebels ( Palabras clave: equilibrio entre la participacion politica ysocio-tecnica, estructura organizacional, cultura organizacional, democracia industrial, jerarquia minima, efecto mariposa, cambio de paradigma
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