Examination of the relationship between organizational culture and performance

Matkó, Andrea; Takács, Tímea

doi:10.1556/1848.2017.8.1.14

Cited by 15 publications

(9 citation statements)

References 23 publications

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“…Ilyas and Abdullah (2016) produced evidence that organizational culture directly affected job satisfaction. Ibrahim, Boerhannoeddin, and Kazeem Kayode (2017) and Matko and Takacs (2017) noted that organizational culture affected employees' performance, while Jablonowski (2017) emphasized the influence of organizational culture on better overall work conditions and employees wellbeing.…”

Section: Literature Reviewmentioning

confidence: 99%

Organizational culture and perceived effectiveness: a case study of an insurance company

Slijepčević

Krstić

2019

Manage: J. Sustainable Bus. Manage, Solutions Emerging Econ.

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Research question: This paper studies the relation between organizational culture and perceived organizational effectiveness of an insurance company in a developing country with an emerging economy.Motivation: The main objective of the research is to determine whether there is a correlation between organizational culture and climate as a narrower concept, on the one hand and perceived organizational effectiveness on the other hand. Some authors noted a correlation between these organizational aspects. For example, Yan (2016) empirically confirmed that organizational culture positively and significantly correlates with organizational effectiveness. The relationship between organizational culture and organizational effectiveness was also examined by Cox and Trotter (2016), Chen (2017) and Deem, De Lotell and Kelly (2015). Idea: Starting from the findings of other authors that organizational culture indeed affects effectiveness, the authors of this paper wanted to examine whether this relation existed in a state-owned insurance company in an emerging economy and if so, how to use this to improve employees’ performance and overall business results. Data: They conducted the research in June 2017 on the sample of employees of Dunav Insurance Company and obtained six hundred and sixty six valid questionnaires. Tools: The questionnaires consisted of five general questions about demographic variables and twenty-nine closed-ended questions related to the topic. The researchers assessed the correlation between variables by Spearman Rho Coefficient and Chi-Square significance. Findings: The results showed the relationship between a number of aspects of organizational culture and climate on one hand and perceived organizational effectiveness on the other hand. Research results showed that the evaluation of effective utilization of working hours and professional capabilities is largely connected with the aspects of organizational climate that reflect poor working conditions and unethical attitude of employees. However, the evaluation of effective utilization of professional capabilities also relates to the perception of predominant aspects of an organizational climate that inspire positive internal relations. Contribution: The results presented in the paper can be used as the basis for organizational and managerial decision-making to improve work processes in the observed organization.

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Section: Literature Reviewmentioning

confidence: 99%

Organizational culture and perceived effectiveness: a case study of an insurance company

Slijepčević

Krstić

2019

Manage: J. Sustainable Bus. Manage, Solutions Emerging Econ.

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“…Thereby, organizations should recognize that they are still actuated and motivated by the shared values and ideas of the people who actually make up the organizations (Kuranchie-Mensah and Amponsah-Tawiah 2016). Furthermore, to operate an organization in a proper way, it is required to define and articulate the suitable organizational culture that can serve the operational needs and help in maximizing organization performance (Matkó and Takács 2017).…”

Section: Organizational Culturementioning

confidence: 99%

Examining the impacts of organizational culture and leadership styles on the organizational performance indicators

Abujudeh¹

2020

ams

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The objective of this study is to examine the relationship between organizational culture and leadership and their impacts on such organizational performance indicators, organizational commitment and job satisfaction, by reviewing some of the previous organizational culture and leadership literature to clarify the links between both variables and their impacts on performance indicators. One might assume that a better organizational culture along with appropriate leadership style can lead to a higher level of job satisfaction and stronger commitment. Accordingly, if an organization has a strong organizational culture with a suitable leadership style which is able to keep the organization integration, this will result in the strengthening of organizational commitment, job satisfaction, and significant performance enhancement.

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“…A lean szemlélettel az egész cégben támogatják a rendszergondolkodást, megjelenik benne a személyes irányítás, kialakítja a megfelelő gondolati mintákat, képes közös jövőképet kialakítani és csoportos tanúlással javítja a minőséget, illetve támogatja a problémák megoldását. [3,11] A személyes irányítás talán a legnehezebb kategória. Itt a saját tanúlási, fejlődési késztetésről van szó.…”

Section: Bevezete Sunclassified

Lean menedzsment evolúciója és a szervezeti tanulás

Gurabi¹,

Mátrai²

2018

IJEMS

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A lean szemlélet egyre nagyobb teret hódít az ipar, szolgáltató szektor és a közszféra területén. A lean transzformáció érettségi szintje és a felhalmozott tudás szempontjából a lean szemléletet alkalmazó szervezetek között jelentős különbség tapasztalható. A módszerek, technikák alkalmazási lehetőségei széles skálán mozognak, azonban miden szervezetben – függetlenül a működési szektortól és a lean érettség szintjétől – van két közös feltétel, amely alapvetően meghatározza a lean fejlődés sikerét: a lean szemléletű vezető és a tanuló szervezet. A lean szemléletű vezetés nem szektor vagy módszerfüggő, nem kell hozzá egy már felépült lean szervezet. A szervezet tulajdonságaira nagy hatással van a vezetés szemlélete, de kérdés, hogy a teljes átalakuláshoz elég-e a vezetői akarat. Célkitűzés maga a lean szervezet, vagy az, hogy miként reagál a szervezeti egység vagy az egész szervezet a környezet változásaira? A lean szemléletű vezetés magatartásformái és viselkedési elemei minden nap és mindenhol alkalmazhatóak és folyamatosan támogathatják azt a törekvésünket, hogy valódi lean szervezetet alakítsunk ki.

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Examination of the relationship between organizational culture and performance

Cited by 15 publications

References 23 publications

Organizational culture and perceived effectiveness: a case study of an insurance company

Organizational culture and perceived effectiveness: a case study of an insurance company

Examining the impacts of organizational culture and leadership styles on the organizational performance indicators

Lean menedzsment evolúciója és a szervezeti tanulás

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