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1 – 10 of over 8000Stephanie Bilderback and Matthew D. Kilpatrick
This paper aims to explore the impact of remote work on organizational culture, focusing on redefining workplace presence during the COVID-19 pandemic. It examines changes in…
Abstract
Purpose
This paper aims to explore the impact of remote work on organizational culture, focusing on redefining workplace presence during the COVID-19 pandemic. It examines changes in communication patterns, employee engagement and leadership practices, offering insights into how organizations can adapt their cultural frameworks for a remote or hybrid workforce.
Design/methodology/approach
Using a conceptual approach, this paper draws on existing literature, theories and case studies to analyze the implications of remote work for organizational culture. It examines the practical applications of theoretical frameworks such as Kotter's 8-Step Change Model, the Competing Values Framework, Social Exchange Theory, Role Theory, Self-Determination Theory and Equity Theory.
Findings
The findings indicate that the transition to remote work necessitates changes in communication patterns, collaboration, employee engagement and the sense of belonging. It also highlights the critical role of leadership in fostering a positive remote work culture, requiring organizations to adapt to a paradigm where presence is measured by engagement and productivity rather than physical visibility.
Originality/value
This paper contributes to understanding the impact of remote work on organizational culture by integrating various theoretical frameworks and providing practical implications for managing remote work environments. It comprehensively analyzes the challenges and opportunities the shift to remote work presents and provides recommendations for organizations to navigate this transition successfully.
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Isaac Nyarko Adu, Kwame Owusu Boakye and Michael Kyei-Frimpong
This current study examines the moderating role of gender in the nexus between the dimensions of work-family culture and work-family enrichment in the hospitality industry.
Abstract
Purpose
This current study examines the moderating role of gender in the nexus between the dimensions of work-family culture and work-family enrichment in the hospitality industry.
Design/methodology/approach
This study employed a cross-sectional survey approach to conveniently gather data from a sample of 296 respondents in the Ghanaian hospitality industry. Both descriptive and inferential statistics were used to examine the data received from the respondents with the aid of IBM SPSS Statistics (V26.0) software and the PROCESS macro for SPSS (V3.5).
Findings
As hypothesised in the study, the dimensions of work-family culture significantly predicted work-family enrichment. Further, the results revealed that gender moderated the nexus between the dimensions of work-family culture and work-family enrichment.
Practical implications
The findings of this study imply that hotels in the hospitality industry should foster a working environment that embraces a positive work and family culture that ultimately influences the quality of work and family life of an employee, taking into consideration their gender.
Originality/value
To the best of the authors’ knowledge, this current study is amongst the first to examine the moderating role of gender in the nexus between the dimensions of work-family culture and work-family enrichment in the hospitality industry.
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Meenu Singla and Robin Kaushal
COVID-19 pandemic is a global health emergency which posed new challenges to the organizations to adjust their ways of working by redefining approach to work culture. The…
Abstract
Purpose
COVID-19 pandemic is a global health emergency which posed new challenges to the organizations to adjust their ways of working by redefining approach to work culture. The objective of this paper is to study as to how COVID-19 has impacted organizational culture which can be sustained with good leadership style. The aim of the paper is to identify and analyze the change in organizational culture and leadership style flexibility adoption required during the pandemic.
Design/methodology/approach
This paper is based on qualitative research that focused on newspaper articles. In the paper, the authors made analysis of newspaper articles on NVIVO software published on culture and leadership from February to December 2021.
Findings
Three main themes that emerged across the study include the change in leadership perspective, organizational perspective and employee perspective to reshape the organizational culture. Companies that support on flexible working hours, work from home and virtual gatherings are likely to attract and retain the most talented employees.
Practical implications
The study gave useful insights to establish well-developed standard operating practices to manage the cultural change. The organizations which reinforce their leadership style to provide psychological support to its employees and amend the policies thereof, can best respond to the potentially damaging effects of COVID-19 to enhance the job satisfaction of its people.
Originality/value
The paper is among the very few studies that examined as how to sustain a good culture in an organization during tough times and how a leader should manage the entire team with the help of qualitative analysis through analysis of newspaper articles. The specific contribution of this paper is to align organizational culture with leadership based on democratic values and standards of legitimacy during tough times so that focus can be made on well-being of employees, strong work ethics and thereby increasing work commitment of the employees.
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Malin Rosell Magerøy and Siri Wiig
The purpose of this study is to increase knowledge and understanding of the relationship between full-time-culture and the outcome for quality and safety of care.
Abstract
Purpose
The purpose of this study is to increase knowledge and understanding of the relationship between full-time-culture and the outcome for quality and safety of care.
Design/methodology/approach
The paper is a literature review with a qualitatively oriented thematic analysis concerning quality or safety outcomes for patients, or patients and staff when introducing a full-time culture.
Findings
Identified factors that could have a positive or negative impact on quality and patient safety when introducing full-time culture were length of shift, fatigue/burnout, autonomy/empowerment and system/structure. Working shifts over 12 h or more than 40 h a week is associated with increased adverse events and errors, lower quality patient care, less attention to safety concerns and more care left undone. Long shifts give healthcare personnel more flexibility and better quality-time off, but there is also an association between long shifts and fatigue or burnout. Having a choice and flexibility around shift patterns is a predictor of increased wellbeing and health.
Originality/value
A major challenge across healthcare services is having enough qualified personnel to handle the increasing number of patients. One of the measures to get enough qualified personnel for the expected tasks is to increase the number of full-time employees and move towards a full-time culture. It is argued that full-time culture will have a positive effect on work environment, efficiency and quality due to a better allocation of work tasks, predictable work schedule, reduced sick leave, and continuity in treatment and care. There is limited research on how the introduction of full-time culture will affect the quality and safety for patients and staff, and few studies have been focusing on the relationship between longer shift, work schedule, and quality and safety of care.
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Thomas Andersson, Gary Linnéusson, Maria Holmén and Anna Kjellsdotter
Healthcare organisations are often described as less innovative than other organisations, since organisational culture works against innovations. In this paper, the authors ask…
Abstract
Purpose
Healthcare organisations are often described as less innovative than other organisations, since organisational culture works against innovations. In this paper, the authors ask whether it has to be that way or whether is possible to nurture an innovative culture in a healthcare organisation. The aim of this paper is to describe and analyse nurturing an innovative culture within a healthcare organisation and how culture can support innovations in such a healthcare organisation.
Design/methodology/approach
Based on a qualitative case study of a healthcare unit that changed, within a few years, from having no innovations to repeatedly generating innovations, the authors describe important aspects of how innovative culture can be nurtured in healthcare. Data were analysed using inductive and deductive analysis steps.
Findings
The study shows that it is possible to nurture an innovative culture in a healthcare organisation. Relationships and competences beyond healthcare, empowering structures and signalling the importance of innovation work with resources all proved to be important. All are aspects that a manager can influence. In this case, the manager's role in nurturing innovative culture was very important.
Practical implications
This study highlights that an innovative culture can be nurtured in healthcare organisations and that managers can play a key role in such a process.
Originality/value
The paper describes and analyses an innovative culture in a healthcare unit and identifies important conditions and strategies for nurturing innovative culture in healthcare organisations.
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This chapter deals with the perception of (sensed) discrimination and the coping strategies of Russian-speaking female scholars in Germany and applies an intersectional approach…
Abstract
This chapter deals with the perception of (sensed) discrimination and the coping strategies of Russian-speaking female scholars in Germany and applies an intersectional approach between culture, migration, gender and social background. Based on telephone interviews, the study aims to contribute to the discussion on discrimination in research environments and individuals’ professional integration by exploring narratives of migration and work in 13 women who migrated from the former Soviet Union (FSU) to Germany from 1990s to 2010s. Based on the findings, the author derives implications for policy and practice, such as a recommendation to implement introductory conversations with newcomers to reduce culture clash in competitive work contexts.
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Hussein-Elhakim Al Issa and Mohammed Mispah Said Omar
The empirical study of factors related to digital transformation (DT) in the banking sector is still limited, even though the importance of the topic is universally evident. To…
Abstract
Purpose
The empirical study of factors related to digital transformation (DT) in the banking sector is still limited, even though the importance of the topic is universally evident. To bridge that gap, this paper aims to explore the role of digital leadership (DL), innovative culture (IC) and technostress inhibitors (TI) to support engagement for improved digital innovation (DI). Based on the literature, these variables are crucial aspects of digitalisation, even though there is no agreement on their conclusiveness.
Design/methodology/approach
This quantitative study tested a new conceptual model using survey data from five major banks in Libya. Partial least squares structural equation modelling was used to analyse the data from the 292 usable responses.
Findings
The results showed that DL and IC positively affect DI. Techno-work engagement (TE) mediated the relationship between leadership, culture and innovation. TI played a significant moderating role in leadership, culture and engagement relationships.
Practical implications
The research findings highlight critical issues about how leadership style and fostering organisational support in the banking sector can enhance DT. Leaders must demonstrate a commitment to long-term resource allocation to avoid possible negative effects from digital stress while pursuing DI through work engagement.
Social implications
The study suggests that fostering organisational support can enhance DT in retail banks, potentially leading to improved customer experiences and increased access to financial services. These programs will help banks contribute to societal and economic development.
Originality/value
This timely study examines predictor mechanisms of innovation in retail banking that resonate within the restrictions of organisational and DI frameworks and the social exchange theory. Exploring the intervening effect of TE in the leadership, culture and innovation associations is unprecedented.
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Sulakshana De Alwis, Patrik Hernwall and Arosha S. Adikaram
This study aims to explore how and why employees perceive technology-mediated interruptions differently and the role of sociocultural factors in this process using sociomaterial…
Abstract
Purpose
This study aims to explore how and why employees perceive technology-mediated interruptions differently and the role of sociocultural factors in this process using sociomaterial analysis.
Design/methodology/approach
Data were gathered from 34 Sri Lankan knowledge workers using a series of workshop-based activities. The concept of sociomateriality is employed to understand how sociocultural elements are entangled with technology in work-life boundary experiences.
Findings
The findings of the thematic analyses suggest how culture is intertwined in the way employees perceive technology-mediated interruptions and how they manage information communication technologies (ICTs) to balance their work and nonwork demands. Participants have been unable to avoid technology-mediated boundary interruptions from work, as organisations have created norms to keep employees connected to organisations using information communication technologies. Traditional gender roles are specifically found to be entangled in employees' boundary management practices, disadvantaging women more.
Practical implications
The findings highlight how national culture and gender norms create challenging work-life experiences for female employees than males. This could create a disadvantageous position for female employees in their career progression. It is crucial to consider factors such as boundary preferences and family concerns when deciding on family-friendly work policies. Also, organisations have to consider the development of explicit guidelines on after-hours communication expectations.
Originality/value
Using the lens of sociomateriality, researchers can understand the contextual entanglement of ICTs with national culture and gender norms in creating different work-life boundary experiences. It seems ICTs are creating a disadvantage for female employees when managing work–nonwork boundaries, especially in power distant and collectivist cultures where traditional gender norms are highly valued and largely upheld. This study also contributes to the current discourse on work-life boundaries by providing insights from non-western perspectives.
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Ambreen Sarwar, Muhammad Kashif Imran, Zafar-Uz-Zaman Anjum and Umer Zahid
In modern times, innovation is considered as a vital component of sustainable competitive advantage. The purpose of this paper is to identify how innovation at the individual…
Abstract
Purpose
In modern times, innovation is considered as a vital component of sustainable competitive advantage. The purpose of this paper is to identify how innovation at the individual level [innovative work behavior (IWB)] and at the organizational level [innovative organizational climate (IOC)] affects the chances of success of a particular project. Additionally, the moderating effect of gender and work culture on the relation between innovative climate and behavior is tested in the study.
Design/methodology/approach
Survey technique was used to collect data from 425 employees working in project departments at the executive, middle level and senior level management in the paint manufacturing industry of Pakistan. Multiple regression, as well as Preacher and Hayes (2004) tests, were applied to test the hypotheses.
Findings
The result of the data analysis showed that IWB acts as a mediator between IOC and project success (PS), thereby supporting the hypothesized model of innovation and PS. Work culture was supported as a moderator; however, no moderating effect of gender was validated by the results.
Research limitations/implications
The management must make sure that to maximize the rate of success of projects, innovative work climate within the organizations and departments be given due importance. In addition to this, personnel’s individual innovation capabilities must also be enhanced by taking steps toward improvement through training and development.
Originality/value
Though attention has been given to research in innovation in light of other related variables, its relation to PS remains yet to be studied. The effect of gender and work culture on innovation in Pakistani paint industry was long over-due which has been addressed by this study.
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With the proliferation of international education initiatives, research into the transfer of pedagogy across cultures is essential to ensure that quality education is delivered in…
Abstract
With the proliferation of international education initiatives, research into the transfer of pedagogy across cultures is essential to ensure that quality education is delivered in a culturally accessible form. One of the factors impeding such research is the lack of widely accepted theoretical frameworks (Dimmock & Walker, 2005). This paper examines the development and effectiveness of a cross cultural framework that was used to compare a Business program at a Canadian College with its branch campus in Qatar (Prowse & Goddard, 2010). Findings are compared to results in the literature to gauge the robustness of the framework. The framework developed in the study was found to be a helpful means of allowing a comparison of pedagogy across two cultures.