Tag Archives: Organizational Culture

The Influence Of Organizational Culture and Job Satisfaction on Organizational Citizenship Behavior With Organizational Commitment as an Intervening Variable in the Bureau of Staffing, Organization, and Procedure of the Ministry of Public Works and Housing Republic of Indonesia (Published)

In this study, we will look at the direct effects of job satisfaction, organizational culture, and organizational commitment on organizational citizenship behavior and the indirect effects of these factors through organizational commitment. Through causal research with a quantitative foundation. Path analysis was done on the survey data from 90 individuals. According to the test’s findings, job satisfaction positively and significantly influences organizational commitment and citizenship behavior. Organizational culture has a significant, positive impact on how dedicated a commitment is to the organization. The conduct and activity of organizational citizens are slightly but favorably influenced by organizational culture. On organizational citizenship behavior, organizational commitment has a significant and favorable impact. Organizational commitment directly results from job satisfaction and influences corporate citizenship behavior in a favorable and meaningful way. Corporate commitment, a fundamental component of organizational culture, significantly and favorably affects organizational citizenship behavior.

Citation: Agus Dwi Praptana and , Setyo Riyanto (2022) The Influence Of Organizational Culture and Job Satisfaction on Organizational Citizenship Behavior With Organizational Commitment as an Intervening Variable in the Bureau of Staffing, Organization, and Procedure of the Ministry of Public Works and Housing Republic of Indonesia, Global Journal of Human Resource Management, Vol.10, No.4, pp.60-75

Keywords: : job_satisfaction, Organizational Citizenship Behavior, Organizational Commitment, Organizational Culture

The Relationship Between Organizational Culture and Counterproductive Work Behavior in Public Universities in Western Region, Kenya (Published)

This study examined the relationship between organizational culture and counterproductive work behavior (CWB) among employees of public universities in Western Kenya region. Specifically, the study investigated the relationship between leadership behavior, ethical standards and CWB in the six public universities. The study adopted the explanatory survey design, and targeted 4,476 employees, stratified into academic and non-academic staff. Data was collected using questionnaires from a random sample of 506. Cronbach alpha coefficient was >0.9. The study results revealed that organizational culture had a significant effect on counterproductive work behavior with r=-.608**. The study recommends that public universities strive to create a positive environment within the workplace and to stimulate strong organization cultures, which will lead to positive employee work behavior and performance.

Keywords: Organizational Culture, counterproductive work behavior, deviant behavior, ethical standards, organizational leadership behavior

Influence of Organizational Culture, Transformational Leadership, Compensation and Career Development on Job Satisfaction and Their Implications on Employees Turnover Intention of Pt Kalbe Farma Tbk (Published)

This study examines the effect of organizational culture, transformational leadership, compensation, and career development on job satisfaction and its implications for turnover intention, in employees of PT Kalbe Farma Tbk. The instrument used in this research is a questionnaire to 100 respondents, then analyzed descriptively and quantitatively. Descriptive analysis in this study is used to provide an overview of the characteristics of respondents and an overview of research variables. In contrast, quantitative analysis conducted by SEM – PLS (Partial Least Square) will test the hypothesis in this study. Based on the results of the analysis in this study, the results obtained are that:1) Organizational Culture has a positive effect on Job Satisfaction; 2) Transformational Leadership has a positive effect on Job Satisfaction; 3) Compensation has a positive effect on job satisfaction; 4) Career development has a positive effect on job satisfaction; 5) Organizational Culture has a negative effect on Turnover Intention; 6) Transformational Leadership has a positive effect on Turnover Intention; 7) Compensation has a negative effect on Turnover Intention; 8) Career Development has a negative effect on Turnover Intention; 9) Job Satisfaction has a negative effect on Turnover Intention.

Citation: Chrisna William, and  Setyo Riyanto (2022) Influence of Organizational Culture, Transformational Leadership, Compensation and Career Development on Job Satisfaction and Their Implications on Employees Turnover Intention of Pt Kalbe Farma Tbk, Global Journal of Human Resource Management, Vol.10, No.1, pp.1-16

Keywords: Career Development, Compensation, Job Satisfaction, Organizational Culture, Transformational Leadership, Turnover Intention

The effect of organizational culture on strategic thinking: Field study on petroleum companies in Egypt (Published)

This research investigate the relation between organizational culture and strategic thinking. It depend on 16 hypotheses which were refused and accept the alternative hypotheses. The research depend on three companies in petroleum sector in Egypt.

Keywords: Egypt, Organizational Culture, Strategic Thinking, field study, petroleum companies

Creating a Compelling Brand for Ghanaian Technical Universities to Attract Qualified Lecturers: Management’s Perspective (Published)

This study aimed at exploring management members’ views on branding Ghanaian technical universities to attract qualified lecturers. The justification for the study stems from the fact that although a considerable amount of organizational branding studies have been conducted, not much has focused on Ghanaian technical universities. A qualitative approach is applied, adopting semi-structured interviews to collect data from seven (N=7) management members of Sunyani Technical University. The study discovered five themes that attract high-quality lecturers to the institutional brand of technical universities. The practical implications of this study are that the findings will assist technical university management and by extension all other higher learning institutions in creating a compelling organizational brand that attracts and retains quality lecturers. This study contributes significantly to the creation of new knowledge in strategic areas that constitute an attractive brand of technical universities to attract and maintain quality lecturers.

Keywords: Ghanaian technical universities, Organizational Culture, compelling brand, qualified lecturers, strategic vision

The Relationships between Adoption of Proactive Environmental Strategy, Organizational Performance and Organizational Culture: Evidence from the Hotel Sector (Published)

This study examines the significance of the adoption of proactive environmental strategy (APES) as a source of competitive advantage for the organization. The relationship between adoption of environmental proactivity and their environmental performance (ENVP) and economic performance (ECP) were studied, and then the prevailing organizational culture (OC) was introduced to explore whether it plays a moderating role in the relationship between APES and performance. A research model is developed and tested using a sample of 314 managers from star graded hotels in Sri Lanka. Data were collected through survey questionnaire and self- reported measures on APES, ENVP, ECP and OC were used. Data were analyzed using SPSS and structural equation modeling with AMOS. The findings of the study suggest that hotels with a higher degree of environmental proactivity obtain better environmental and economic performance and show significant positive impact of environmental performance on firm’s economic performance. In particular, the study found that flexible organizational culture seemed to be the more suitable cultural type that enhances organizational performance through environmental proactivity.  

Keywords: Adoption of proactive environmental strategy, Organizational Culture, Organizational Performance, hotel industry

School Culture and Teacher Job Performance: A Comparative Analysis of the Perception of Teaching Staff in Private and Public Basic Schools in Ga South Municipality (Published)

This study examined the effect of school culture on teachers’ job performance in private and public basic schools in the Ga South Municipality. Based on the work of Denison’s (2000) Framework of Organizational Culture and Teacher Job Performance, the study adopted a descriptive survey design through the quantitative approach where a structured questionnaire was developed and distributed to collect data from 46 teachers using the census sampling technique. With the aid of the Statistical Package for Service Solution version 20, descriptive (mean, standard deviation) and inferential statistics such as t-test, One-way ANOVA, Pearson correlation, and multiple regression were used to analyze the data. The study revealed that adaptability culture was more dominant (M=4.30, SD=0.60) than involvement culture (M=4.16, SD=0.55), mission culture (M=4.06, SD=0.43), and consistency culture (M=3.82, SD=0.58), and that generally job performance of teachers was rated as very good (M=4.43, SD=0.26). Besides, the study indicated that school culture was a good predictor of teacher job performance. However, the study revealed that adaptability culture (P=0.785, p=0.000) and consistency culture (P=-.334, p=0.017) made significant unique contribution to teacher job performance whilst involvement culture (P=-.240, p=0.213) and mission culture did not contribute significantly to teacher job performance. It was therefore recommended that school administrators and teachers should be guided to strengthen the culture in their schools, especially the adaptability and consistency cultural traits since they contribute significantly to teacher job performance. Further, it was recommended that the Ministry of Education and the Ghana Education Service should design and implement programmes to assist public basic schools to improve their culture and teacher job performance so as to attain educational goals.

Keywords: And School Culture, Job Performance, Organizational Culture

The Impact of Organizational Culture on Job Performance among Employees of the College of Administrative Sciences at Najran University (Published)

The present study is an attempt to identify the nature of the relationship between organizational culture and job performance among employees of the College of Administrative Sciences in Najran University, Saudi Arabia. The study problem lies in identifying the impact of organizational culture on job performance of employees at the College of Administrative Sciences. To achieve the objectives of the study, a number of hypotheses tested, mainly: There is a statistically significant relationship at the significant level of (0.05) between organizational culture and job performance among employees of the College of Administrative Sciences. The study adopted the questionnaire for collecting data from the study sample that consisted of (81) employees.  The main finding of study is that there is a positive impact for organization culture on job performance among employees at College of Administrative Sciences due to the vital and effective role played by the organizational culture in the development of administrative thinking, which contributes to raising the level of job performance

Keywords: Job Performance, Management practices, Organizational Culture, shared vision., teamwork

The Effect of Top Management Commitment, Organizational Culture on the Quality of Accounting Information Systems Management and Impact on User Satisfaction (Published)

The purpose of this study is an attempt to explain the test empirically, Commitment Top management, organizational culture to quality of Information Systems Management Accounting and imflikasinya the User Experience (relevant, accurate, timely and complete) to develop a theoretical framework as the basis for the hypothesis as an answer to the question research, namely, the extent to which mamana said that the information system established by the organizational structure, business processes, goals, culture, politics and management to serve the needs of the organization. In line with management accounting information system is a set of human resources and capital in an organization that is responsible for generating and disseminate information considered relevant for internal decision making.

Keywords: Commitment Management, Information Systems Management Accounting, Organizational Culture, user satisfaction

Organizational Culture, Industry Competition and Performance of Microfinance Institutions in Kenya (Published)

The objective of our study is to assess the influence of organizational culture and industry competition on performance of microfinance institutions in Kenya. The population of the study comprise microfinance institutions that are members of the Association of Microfinance Institutions (AMFI) in Kenya. We used descriptive cross-sectional survey design. We collected secondary data from annual industry performance reports by AMFI. Primary data were collected through structured questionnaire. We analyze data through Chi-square tests, factor analysis and regression analysis. Results of Cronbach’s alpha test confirm reliability of our measurement scales. Our results demonstrate that organizational culture has significant positive influence on performance when the latter is measured using subjective performance indicators. However, the relationship between organizational culture and financial performance is not statistically significant. The results also indicate that industry competition has significant, but moderate positive influence on firm performance. Our results do not confirm significant influence of interaction between organizational culture and industry competition on firm performance. Finally, our results show that the joint influence of organizational culture and industry competition on performance is statistically significant. Findings of the study have implications for theory and marketing practice. Our results support the resource based view and resource advantage theories of competition. The results imply that possession of strong organizational culture that enhances reconfiguration and deployment of organizational resources is a key success factor in the microfinance industry. Findings of the study also imply that industry competition is beneficial to firms within the industry. The findings inform our conclusion that organizational culture positively and strongly influence performance outcomes in the microfinance industry. However, the study is limited by the cross-sectional research design used.

Keywords: Industry Competition, Microfinance, Organizational Culture, Performance


Private and public higher education institutions have had the problem of financial un-sustainability in recent years. United Kingdom and European Union have instituted programs to work on financial sustainability of higher education. To achieve financial sustainability of higher education, institutions need to maintain or increase internally-generated funds that are regular, without future compromises. The paper establishes the legitimacy for future work needed for the variables to pursue sustainable growth. The study was designed to explore theories behind financial sustainability and established possible correlation between the sustainable growth rate and contributing factors that are sustaining the financing of higher education institutions. Quantitative research methodology was use for the research design with instrument on higher educational institutions across the globe. Results opened an important opportunity for discussion on financial sustainability in higher educational institutions. The outcome states that the predictive model is key to financial sustainability for higher educational institutions.

Keywords: Authentic leadership and Sustainable growth rate, Financial Sustainability, Investment portfolio, Networking, Organizational Culture, Public Relations, Sustainability


This research seeks to investigate the relationship between organizational culture and Knowledge Sharing in a Gulf Co-operative Council Company (GCCC). A questionnaire was used to collect data from selected departments in the company. The cultural variables that have been investigated were trust, communication between staff, leadership, and reward system. Results of the study showed a positive relationship between each of organizational culture factors (trust, communication between staff, leadership, and reward system) and knowledge sharing.

Keywords: Gulf Co-operative Council, Knowledge Sharing, Organizational Culture