Organizational culture and the individuals' discretionary behaviors at work: a cross-cultural analysis

Pedro, Fernandes; Pereira, Rúben; Wiedenhöft, Guilherme Costa

doi:10.3389/fsoc.2023.1190488

Cited by 4 publications

(3 citation statements)

References 72 publications

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“…Implementing an effective ITG is challenging because it involves processes, structures, human behavior, and OC [6,73]. Consequently, organizations need to manage ITG mechanisms and cultivate a culture that supports ITG to achieve alignment between business and IT, and to create more value from IT [33,74].…”

Section: Figure 2 Research Modelmentioning

confidence: 99%

“…From a behavioral standpoint, by performing its culture, organizations are stating the 'way things are done here,' influencing their employees' behavior and, consequently, how these manifest distinct kinds of OCBs [33,51,75]. By exploring the relationship between ITG and OCB, with OC serving as a moderator, this study aims to provide valuable insights into how organizations can adapt their cultures to make ITG more noticeable among employees and cultivate desired employee behaviors [21].…”

Section: Figure 2 Research Modelmentioning

confidence: 99%

“…Following the results of the Systematic Literature Review (SLR) by Fernandes et al (2022) [21], this study uses the Organizational Culture Assessment Instrument (OCAI). The OCAI model helps to understand the predominant culture type in an organization, which can affect how individuals exhibit different attitudes and behaviors and perceive the institutionalization of ITG [32,33]. Additionally, to understand how individuals perceive the implementation of ITG mechanisms, this study employs the ITG institutionalization model based on institutional theory [26,34].…”

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The Effect of Organizational Cultures on Relationships between IT Governance and Individual Behavior

Fernandes,

Pereira,

Wiedenhöft

2023

Emerg Sci J

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Background: Organizations allocate substantial resources to Information Technology (IT) to ensure its long-term success. Hence, effective IT Governance (ITG) is crucial for business/IT alignment. However, factors like employee behavior and Organizational Culture (OC) play vital roles in applying ITG but remain underexplored. Objectives: This study aims to bridge this gap by examining the relationship between ITG and Organizational Citizenship Behavior (OCB). Additionally, it investigates the moderating effect of different cultures in the Organizational Culture Assessment Instrument (OCAI) on the ITG-OCB relationship. Methods/Analysis: A survey was conducted involving 513 employees from over 150 companies worldwide. The data were analyzed using partial least-squares structural equation modeling (PLS-SEM). Findings: This study confirms that institutionalizing ITG enhances OCB. Furthermore, a moderating effect was observed in most relationships, highlighting the influence of different OC types. Market and hierarchy cultures exhibited the most significant moderating effect. Novelty: This research contributes to the understanding of ITG's impact on employee behavior, extending the investigation to new dimensions of OCB and confirming the moderating role of OC. The practical implications of this study enable organizations to foster a culture that promotes ITG and cultivates employees' OCB, leading to improved business-IT alignment, enhanced IT-enabled value, and, ultimately, enhanced organizational effectiveness. Doi: 10.28991/ESJ-2023-07-05-010 Full Text: PDF

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Section: Figure 2 Research Modelmentioning

confidence: 99%

Section: Figure 2 Research Modelmentioning

confidence: 99%

mentioning

confidence: 99%

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The Effect of Organizational Cultures on Relationships between IT Governance and Individual Behavior

Fernandes,

Pereira,

Wiedenhöft

2023

Emerg Sci J

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Do career competencies optimize individual work performance? Evidence from Indian HR professionals

Shrivastava,

Mishra

2024

APJBA

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PurposeThis paper aims to synergize the Job Demands-Resources (JD-R) theory with the Intelligent Career theory (ICT) to identify the potential influence of career competencies (CCs) on individual work performance.Design/methodology/approachWe explore a motivational process within JD-R theory, where CCs such as knowing-why, knowing-how, and knowing-whom serve as personal resources to optimize contextual performance (CP), task performance (TP), and reduce counterproductive work behavior (CWB). The study comprises two phases with samples of human resource (HR) professionals in India. Phase-1 (N = 107) involves adapting measurement instruments through exploratory factor analysis, while phase-2 (N = 396) tests the model using structural equation modeling. We applied the confirmatory factor analysis marker technique, with “conflict avoidance” as the non-ideal marker variable.FindingsOur research indicates that CCs positively influence TP based on statistical and substantive significance. However, their influence on CP and CWB lacks substantive significance.Research limitations/implicationsThis study enhances the JD-R theory by highlighting individual performance as a key outcome of personal resources, like CCs, within the theory’s motivational process.Practical implicationsOrganizations can structure skill development programs to align with specific CCs and desired outcomes, using them as benchmarks to assess effectiveness.Originality/valueTo our knowledge, this is the first attempt to apply both JD-R theory and ICT in a work context, specifically among Indian HR professionals, which remains an unexplored area. Additionally, we assume that CCs may initiate motivation independently, even in the absence of job resources.

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Effectiveness factors of small and medium-sized enterprises from the perspective of corporate culture: A case study in Slovakia

Lorincova,

Hitka,

Durian

et al. 2024

E+M

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To reach business success, a company can use and manage a lot of seemingly inconspicuous and useful tools. One of them is corporate culture. The purpose of the paper is to define the factors that affect business efficiency from the perspective of corporate culture. The Organizational Culture Assessment Instrument (OCAI) was used. For data analysis, the Beta regression method, inductive statistics, and Tukey’s test were used. Based on the research results, it can be stated that there are significant differences in factors that affect the business efficiency of small and medium-sized enterprises in Slovakia from the perspective of corporate culture. The results show that effectiveness factors typical for clan corporate culture, such as teamwork, communication, loyalty, and human resource development, are applied in small enterprises. However, medium-sized enterprises are dominated by a hierarchical corporate culture with an emphasis on regulations, procedures, stability, control, and accuracy of management. It can be concluded that clan corporate culture is the best type of corporate culture for small and medium-sized enterprises in Slovakia. It is recommended to see the success of the enterprise in relation to caring for the people because employees represent a strategic tool in management that can influence the effectiveness of all business processes.

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Organizational culture and the individuals' discretionary behaviors at work: a cross-cultural analysis

Cited by 4 publications

References 72 publications

The Effect of Organizational Cultures on Relationships between IT Governance and Individual Behavior

The Effect of Organizational Cultures on Relationships between IT Governance and Individual Behavior

Do career competencies optimize individual work performance? Evidence from Indian HR professionals

Effectiveness factors of small and medium-sized enterprises from the perspective of corporate culture: A case study in Slovakia

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