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The purpose of this study is to investigate (1) how organizational culture influence student academic behavior at universities in Indonesia; (2) if there is any difference between male and female students in perceiving elements of organizational culture and its effects on student academic behavior; and (3) if there is any difference among students from different university origin in perceiving elements of organizational culture and its effects on student academic behavior.

This study is a part of quantitative research with a prediction design involving survey questionnaire. Participants consist of 800 students as survey respondents that were selected purposively from six government universities of the specified cities in Indonesia. Measures are developed and validated through a confirmatory factor analysis. Data were analyzed using multivariate techniques and path analysis to examine effects of organizational culture types on student academic behavior.

Findings of this study indicate that in general organizational culture significantly influenced the growth of student academic behavior.

The study is limited to public or government universities in Indonesia, that is why and the findings are not intended to generalize all universities in the world.

Leaders of the university organizations or units are suggested to improve their capacities in exploring the trend of organizational cultures, develop and adopt the cultures that contribute to the growth of student academic behavior.

The study provides high valued insights for university organizations especially people involved in the process of university leadership and management on how they deal effectively with organizational situations including types organizational culture, and develop the cultures that contribute to the growth of student academic behavior.

The study adds to the theories of organizational culture and the growth of student academic behavior on campus. It provides broad insights on types of organizational culture used in universities and its effects on academic behaviors performed by students in campus environment.

This research highlights the scenarios that might serve as a strategic vision to describe a future beyond the current library, one which both guides provosts and creates a map for the transformation of human resources and technology in the university research libraries. The scenarios offer managerial leaders an opportunity to envision new roles for librarians and staff which brings a much needed focus on the development of human resources as well as a thought-stream to understand decisions which effectively and systematically move the organization toward a strategic vision.

These scenarios also outline possible future directions research libraries could take by focusing on perspectives from library directors, provosts, and administrators for human resources. The four case study scenarios introduce potential future roles for librarians and highlight the unsustainability of the current scholarly communications model as well as uncertain factors related to the political, social, technical, and demographic issues facing campuses. Given the changes institutions face, scenarios allow directors to include more uncertainty when developing and articulating a vision. These scenarios may start a discussion, before a strategic planning process, to sharpen the evaluations and measures necessary to monitor achievements that define the value of the library.

How the concept of organisational culture was applied to a recent study of academic organisations in an Australian university is the thrust of this article. Rather than use the more traditional approach of analysing functions and formal structures, the study added a different perspective by applying a cultural framework adapted chiefly from the works of three noted scholars of higher education. It examined academic culture, namely, the symbolic dimension of academic organisation embodying the traditions, myths, rituals, occupational beliefs and values and other forms of expressive symbolism that have grown up about universities and the life and work of academics. Different levels of culture are revealed, bases of conflict and aspects of a common culture are elucidated, their organisational implications are discussed and the value of a cultural perspective is addressed.

Our findings show that the academic culture is base for quality teaching and education delivery and it impacts employee experience through employee involvement in decision-making and employee engagement demonstrating benefits for universities such as increased employee attraction, higher retention, greater productivity and improved student service. Higher education institutions that offer development opportunities to their faculty are likely to have less turnover than those that do not. Globally tuned curriculum matching the expectation of students one hand and developing a conducive environment for implementing the changes on the other hand is the need of the hour. Branding and student employability needs the focus of policymakers, and it can highly impact the visibility of institute.

This research has been undertaken to examine the role of critical success factors (CSFs) for augmenting quality of higher education institutes in India. The aspects considered are: branding, employability, employee experience, student experience. The study tries to analyse their impact on overall performance. The results highlight that academic culture mediates between student experience and overall performance. The current research also indicates that academic culture mediates between employee experience and overall performance. Employee experience through academic culture emerges as a strongest predictor of overall performance. Student experience through academic culture emerges as another important predictor of overall performance. Employability was next to follow. The beta values were low for branding. The results highlight that for improving performance Indian higher educational institutes need to focus on branding. Implementing this model will enable educational institutions to focus on these predictors to boost overall performance and equip engineers with requisite skills through academic culture.

The results show that employee experience is the most importance significant performance indicator to enhance the performance of the engineering institute when academic culture is taken a mediator (Anderson et al., 1994; Owlia and Aspinwall, 1997; Pal Pandi et al., 2016). The direct effect of employee experience (Beta = 0.473) is less in comparison to the indirect effect (beta = 0.518). The student experience is also second important indicator that is very significant for the overall performance, and this level of signification is even more enhanced when academic culture acts as a mediator. On the other hand, employability of students (EM) (Ashok Pandit and Wallack, 2016) and branding (BR) play an important role to influence the overall performance of the HEIs. However, branding has least impact on the performance compared to the other indicators as it has lowest beta value (0.169). This reveals that engineering institutes need to emphasis on developing strategies to improve branding by participating in activities that enhance outreach and visibility of the institutes (Nandi and Chattopadhyay, 2011). The results of the study showed the academic culture acts as critical pathway to reach the performance peak.

Competition is spreading in the higher education sector with widespread consequences, and in order to effectively respond to the pressures, universities have to be able to draw attention and retain their precious human capital. Developing linkages for faculty and student will generate mutually beneficial sustainable outcomes. Institutes preferably be multi-disciplinary or inter-disciplinary and have both teaching and research focus of an exceptionally high quality. Developing diverse programmes and activities targeting at developing quality of mind, ethical standard, social awareness and global perspectives, let the students shape their own experience and growth. Solid linkages with industry to impart a practical dimension to technical training is must, and an effective semester internship in industry is a testimony of project-led teaching. Research excellence and quality teaching are the basis of quality education. Engagement in external collaborations that extend and deepen institution impact through increasing international engagements. In future, empirical studies can also be conducted on the AQAR model by collecting data through questionnaires based on the perception of students, and it can be tested through hypotheses employing R software to determine the extent of implementation of AQAR in EEIs in India.

The results show that employee experience is the most important significant performance indicators to enhance the performance of the engineering institute when academic culture is taken a mediator (Anderson et al., 1994; Owlia and Aspinwall, 1997; Pal Pandi et al., 2016). The direct effect of employee experience (Beta = 0.473) is less in comparison to the indirect effect (beta = 0.518). The student experience is also second important indicator that is very significant for the overall performance, and this level of signification is even more enhanced when academic culture acts as a mediator. On the other hand, employability of students (EM) (Ashok Pandit and Wallack, 2016) and branding (BR) play an important role to influence the overall performance of the HEIs; however branding has least impact on the performance compared to the other indicators as it has lowest beta value (0.169). This reveals that engineering institutes need to emphasis on developing strategies to improve branding by participating in activities that enhance outreach and visibility of the institutes (Nandi and Chattopadhyay, 2011). The results of the study showed the academic culture acts as critical pathway to reach the performance peak.

The results show that student experience is the most importance significant performance indicators to enhance the performance of the engineering institute when academic culture is taken a mediator. The direct effect of student experience (Beta = 0.101) is less in comparison to the indirect effect (beta = 0.412). The employee experience is also second important indicator that is very significant for the overall performance, and this level of signification is even more enhanced when academic culture acts as a mediator. On the other hand, employability of students (EM) (Ashok Pandit and Wallack, 2016) and branding (BR) play an important role to influence the overall performance of the HEIs; however branding has least impact on the performance compared to the other indicators as it has lowest beta value (0.169). This reveals that engineering institutes need to emphasis on developing strategies to improve branding by participating in activities that enhance outreach and visibility of the institutes (Nandi and Chattopadhyay, 2011). The results of the study showed the academic culture acts as critical pathway to reach the performance peak.

This study aims to inspect the organizational culture of academic libraries in Vietnam and China, and the objective was to investigate how the academic libraries in Vietnam and China differ in organizational culture’s task, unity and status orientations.

This study surveyed 546 academic library staff in China and Vietnam to fulfill this objective. Exploratory factor analysis, confirmatory factor analysis and paired t-tests are used to explore whether the organizational culture in the academic libraries in Vietnam and China is different in terms of task orientation, unity orientation and status orientation.

The results from the data concluded that academic libraries in Vietnam had a higher score on task and status orientations than their Chinese counterparts. In this study, there were no coherent factors regarding unity orientation.

This research expresses several solutions to address the problems in academic libraries in Vietnam and China. Scholars and practitioners can benefit from this research as it is a foundation to support them in understanding the organizational culture of libraries in two countries.

This research expands the scope of organizational culture literature in the Asian library sector. Given that no prior studies have compared the library cultures between the two countries, this study is a novelty. The findings of this research can support academic library staff, leaders and practitioners in Vietnam and China to understand their organizational culture. The research also identifies some recommendations to improve the academic library culture in Vietnam and China.

The purpose of this article is to discuss Portuguese academics’ views on quality assessment and the elements that are important for a better understanding of what ascribes meaning to “quality cultures” in Portuguese higher education.

The discussion was based on the results of a survey run in 2010 among Portuguese academics on quality assessment objectives and purposes. Descriptive statistics was used to investigate academics’ support to what quality assessment was supposed to guarantee (its purposes) and which should be its objectives. Furthermore, a factorial analysis using Promax rotation (oblique) was performed to investigate if the different purposes could be grouped according to the different areas they address in terms of quality assessment, helping to uncover a rationale that could explain the answers obtained. Theoretically, the results have been analysed in the light of the “quality culture” concept.

Perceptions of Portuguese academics that support internal processes of quality assurance correspond either to the responsive quality culture or the regenerative quality culture. The viable form of ideal cultures is analytically limited, and the perceptions gathered encourage “quality cultures” biased by stronger group control.

The paper offers new insights into academics’ perceptions on quality assessment, a theme that so far has been relatively absent from higher education quality assurance studies. Furthermore, the results obtained could be useful to policymakers and quality assurance agencies when setting up evaluation and accreditation systems capable of balancing improvement associated with the group dimension and accountability coupled with the grid dimension.

The purpose of this paper is to examine the impacts of the politicisation of women academics body in higher education as a result of the implementation of audit culture of new public management.

The research was conducted in Indonesian universities, by conducting interviews to collect data from 20 women academics from two universities in eastern regions of Indonesia.

The impacts of audit culture on women academics’ body in this study can be understood from the constraints told by them, reflected on the creation of several types of bodies.

This paper, though, has some limitations in terms of the inclusion of only women academics, exclusion of male academics and of their limitations of addressing important constructs to elaborate the politicisation of the women body, such as culture, religion, patriarchy, and academic tribes and territories.

The results of this study are important for the policy maker of Indonesia to take into account “gender perspective” on research productivity and publication policy to effectively obtain the political objectives of the government. For higher education in Indonesia, the result of this study may give an indication of the importance to establish different and distinctive standards of work performance evaluation on research and publication for female and male academics.

The analysis of this issue is framed within the bipolar diagram of power that seeks to gain political-economic function of the body (bio-power), via a set of control mechanisms of sovereign power to regulate and manipulate the population (bio-politics), developed by Foucault (1984).

This paper aims to present the results of interviews conducted with public library directors and academic Chief Librarians on various topics connected with library quality in order to determine the library culture in those libraries.

Semi‐structured interviews were conducted with ten library directors.

These interviews represent some of the findings of the project “Evaluation of library and information services: public and academic libraries”. The project investigates library culture in Croatian public and academic libraries and their preparedness for the introduction performance measurement activities. The interviews reveal that library culture has changed positively over the last few years and that library leaders now have a positive attitude towards quality and evaluation activities.

The findings from the interviews with ten library directors form only a small part of the results of a much larger and comprehensive data gathering exercise (including survey and statistical data).

Library culture in Croatian libraries is a relatively new concept and as such has not been actively developed and/or created. This article brings the newest update on views, opinions and atmosphere in Croatian public and academic libraries.

Organisations spend a lot of money, time and resources on enterprise system (ES) implementation and often they do not realise the expected benefits from these complex systems. There is a gap in the literature in providing sufficient insight into the implementation process or how an ES might influence or contribute to a culture change. The purpose of this paper is to address the gap in the ES literature around culture by exploring the implementation that was undertaken within a large UK university.

This paper contributes to the higher education (HE) and ES literature through an in-depth study of an ES, Strategic Information Technology Services (SITS) implementation within a university in the UK. The study was undertaken over a three-year period where one of the authors was embedded within the organisation.

Using a cultural analysis framework, the extensive rich data were analysed and the outcomes indicate that SITS has had a huge influence on the culture of the university; the technology’s rigid structure has imposed many changes that had not been anticipated.

ES have recently emerged in the HE sector where they are intended to support the management of student data and provide strategic management information. Although there are many studies which have explored important aspects of the implementation of ES, one area that appears to have been under-researched is how these systems are implicated in culture change within organisations. The results of this study will enable managers as well as IT specialists to gain rich insights into an ES implementation in the HE sector and to use this knowledge for future implementations.