Do organizational subcultures matter? A case study of logistics and supply chain management

Abstract

PurposeThis interdisciplinary investigation examines the topics of organizational climate and subcultures, which have received scant attention in the supply chain literature, highlighting the potential importance of these social dynamics to supply chain management phenomena.Design/methodology/approachThe authors use a single-organization revelatory case study design, qualitatively analyzing coded interviews and observations of participants.FindingsThe authors’ findings indicate that a firm's organizational climate can contribute to the formation and strengthening of a subculture and that the subculture may desire to insert their own values and norms concerning supply chain management which could run counter to those of the overall company.Research limitations/implicationsThe authors theorize about the conditions under which strong subcultures emerge and that they may exert outsized influence on the way a company approaches supply chain management activities. Accounting for such influence may unearth important social dynamics occurring within supply chain phenomena that will better help researchers understand behavior and outcomes within that phenomenon.Practical implicationsManagers should be aware of the potential for subgroups to form strong subcultures and that subcultures may influence the way supply chain activities are performed. Climate dynamics can also affect employee perceptions and behaviors, and managers should monitor these dynamics and adapt their policies and messaging accordingly.Originality/valueThis study examines a phenomenon that has previously been underexamined in the supply chain management literature–the influence of culture and climate on subcultures and their subcultures' subsequent impact on how companies perform supply chain management activities.

Pica Magz/Pica Fest: Creative Economy In Bali Subculture

“…subculture actor as a case study. Previous case study pertaining subculture shows that certain marginalized subculture has its own aesthetic, it can be seen from this one case study on one ethnic Chinese subculture that they underwent a great struggle to be recognized for their Cap Gomeh and Chinese new year celebration (Alkadrie et al, 2017;Mello & Schloemer, 2022). From this case study, it can be concluded that as long as there is movement within a certain subculture, integration into other social arenas will be formed.…”

“…In addition to that, the subcultural approach can be a reference to similar other studies which focused in the same topic. The study of subcultures has always been related to the ideology of resistance and and pertaining class struggle, one study on Deadheads subculture focused on the dialectic identity of the subculture that has been developed (Smith, 2022;Smith, S., 2022), another study shows how the identity and value of subculture in their working environment (Mello & Schloemer, 2022).…”

“…Subculture always move in its own upheavals, it can be defined as a movement against mainstream culture (Hebdige, 2012;Mello, J. E., & Schloemer, H., 2022;McKerrell, S., & Hornabrook, J., 2021), these group of people has their own aesthetic reflected in music, crafts, and fashion, which is also integrated to their lifestyle and professed ideology. In Indonesia, subculture is an adapted western culture brought through a few people who priviledged enough to enroll a study to western nations such as England and United States, this is how the punk subculture began to enter and spread and gained its prominence in Indonesia (Yuna-ta, 2019).…”

Compreendendo o Impacto de Processos de Reestruturação Organizacional na Dinâmica de Grupos de Trabalho

“…Tem-se então que os membros destas subculturas podem exibir comportamentos baseados nos valores e normas das suas antigas organizações ao invés de assumirem a nova entidade. [Mello e Schloemer, 2022].…”

How do Scrum Methodologies Influence the Team's Cultural Values? A Multiple Case Study on Agile Teams in Nonsoftware Industries

“…This happens particularly in project teams where team members might develop their way to manage organizational interactions according to the methodology, targets, and contingencies [54]. These values are usually consistent with their sense of priority, which is why subculture members can act differently [56]. In these contexts, the CVF still proves suitable for application at a specific organizational unit or team level, helping to display the combination of cultural values that can partly differ from the overall organizational culture and evaluate possible misalignments with the desired scenario at the company level.…”