Impact of Organizational Culture Attributes on the Employees Performance in Educational Context

Khan, Irfan Ullah; Shoukat, Lubna; Waheed, Muhammad

doi:10.31703/grr.2019(iv-i).48

Cited by 5 publications

(6 citation statements)

References 8 publications

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“…The influence of leadership on job satisfaction can be explained through empirical studies, research conducted by Malik, et al, (2020), Kuswati (2020), Muslichah and Asrori (2018) states that leadership has a positive and significant influence on job satisfaction. Research conducted by Khan et al, (2019) and Terefe and Tadese (2019) also shows that Authentic Leadership has a positive and significant influence on Job Satisfaction. The results of this research are in line with the results of research conducted by Sagala (2021) shows that Authentic Leadership has a significant positive influence on Job Satisfaction.…”

Section: Leadership Authentic To Job Satisfactionmentioning

confidence: 94%

The Effect of Organizational Culture and Authentic Leadership on Affective Commitment through Job Satisfaction

Nurlianti,

Hidayati,

Wijaya

2023

JMSC

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Human resources are very important for an organization to achieve any goal. With good HR management, the achievement of organizational goals can be influenced. Skilled human resources are very valuable and cannot be replaced by natural resources, additional capital, or new technology. Therefore, the importance of human resources, both as managers and employees, is in planning, implementing and supervising the organization. Thus, the current study seeks to examine the effect of organizational culture and authentic leadership on job satisfaction and affective commitment of employees of the North Penajam Paser Regency KUKMPERINDAG Service. All 96 employees were participated in this study and collected using simple random sampling technique. The data analyzed using the Structural Equation Modeling – Partial Least Square assisted by SmartPLS-3. The result indicates that organizational culture and authentic leadership have significant positive relationship with job satisfaction. Also, this study found that organizational culture and satisfaction work have significant positive relationship with affective commitment. Besides that, this study indicates that authentic leadership does not significant relationship with affective commitment. In addition, this study found that job satisfaction mediates the relationship between authentic leadership and affective commitment. This study concludes that organizational culture has a positive and significant effect on employee job satisfaction. This means that the better the implementation of organizational culture, the more it will be able to encourage employee job satisfaction. Organizational culture has a positive and significant effect on employee affective commitment, this can mean that improving organizational culture is able to encourage employee affective commitment. Authentic leadership has a positive and significant effect on employee job satisfaction. This means that authentic leadership can encourage employee job satisfaction.

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Section: Leadership Authentic To Job Satisfactionmentioning

confidence: 94%

The Effect of Organizational Culture and Authentic Leadership on Affective Commitment through Job Satisfaction

Nurlianti,

Hidayati,

Wijaya

2023

JMSC

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“…Omar (2020) stated that it is from performance that anyone will know whether the given tasks have been completed or not. In view of this, academic leaders may have greater influence in getting staff to contribute more leading to reputable performance (Khan, Shoukat, & Waheed, 2019).…”

Section: Academic Leaders' Performancementioning

confidence: 99%

The Relationship of Leadership Style, Psychological Capital, and Staff performance Among Academics Holding Administrative Post in Public Higher education Institution in Malaysia: Brief Review

Arsjad¹,

Dasan²

2022

J BIMP-EAGA RD

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Staff leadership especially among academics holding administrative post has long been debated in relation to level of performance. Notably, past studied rarely talked about the relationship of leadership styles and psychological capital in boosting the performance in which this study investigated. Through literature review, the leadership style of academic leaders predicts the performance while their psychological capital determines the impact further. Some insights were excavated from articles in various journal related to variables of study particularly among academia which become the context of this study. Full-Range Leadership theory drove the study to further entice the relationship of the variables. In the end, the study manages to gauge explanation why academic leaders’ performance is differently affected by transformational leadership style as compared to transactional leadership style. The effect, however, can be regulated by the psychological capital of the academic leaders while performing their tasks.

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“…In the literature, many research works evidence that OC improves organizational performance, notably Khan et al (2019), Efeoglu and Ulum (2017), Abdullah and Siam (2014) have explored that OC directly impacts the performance of the higher education institution.…”

Section: Literature Reviewmentioning

confidence: 99%

Knowledge management processes and organizational culture in the higher educational technical institutions

Nanjundeswaraswamy

Swamy

2021

JEAS

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PurposeThe rationale of this study is to explore the stages of knowledge management, types of organizational culture and their relationship in higher educational technical institutions (HETIs) in India.Design/methodology/approachA survey instrument has been designed to evaluate knowledge management, organizational culture and their relationship. Further, the instrument has been tested and validated using structural equation modelling. The data have been collected from the faculty working in HETIs.FindingsEmpirical pieces of evidence support that knowledge management in the HETIs is still in the growth stage. Clan-type organization culture is dominating, and there is a significant and positive relationship between knowledge management and organization culture.Research limitations/implicationsThe study has been conducted in the HETIs of India. Therefore, the outcome of the research cannot be generalized to the other sectors. In addition to this, the data have been limited to 233 faculty from the eight HETIs located in Bangalore.Practical implicationsHETIs are trying hard to improve the employability of the students by enhancing their skill sets, knowledge, attitude and innovativeness to meet global challenges. In such an environment, this study provides insight into the stages of knowledge management and the type of organizational culture in HETIs, which will help build a strategic plan and improve students' attributes for better employability and innovations.Originality/valueA positive relationship exists between the knowledge management process and organizational culture in HETIs.

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Impact of Organizational Culture Attributes on the Employees Performance in Educational Context

Cited by 5 publications

References 8 publications

The Effect of Organizational Culture and Authentic Leadership on Affective Commitment through Job Satisfaction

The Effect of Organizational Culture and Authentic Leadership on Affective Commitment through Job Satisfaction

The Relationship of Leadership Style, Psychological Capital, and Staff performance Among Academics Holding Administrative Post in Public Higher education Institution in Malaysia: Brief Review

Knowledge management processes and organizational culture in the higher educational technical institutions

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