The Influence of Organizational Culture and Organizational Justice on Group Cohesion as Perceived by Merger and Acquisition Employees

Ismail, Maimunah; Baki, Nordahlia Umar; Omar, Zoharah

doi:10.15388/omee.2018.10.00012

Cited by 8 publications

(7 citation statements)

References 39 publications

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“…Some scholars (Santos et al, 2013) analyse the culture that exists in the organization as an important organizational factor in WLB. The employees who perceive the desired culture will be held to stay in the group as the feeling of the culture they desire forms a social bond and helps them stick together (Ismail et al, 2018). The existing organisational family-friendly culture promotes tolerance, and the employees who feel the support of employers are not afraid of expressing the issues related to work-life balance (Santos et al, 2013).…”

Section: Work Culture Impact On Employee Well-being and The Mediating Role Of Worklife Balancementioning

confidence: 99%

The Mediating Effect of Work-Life Balance on the Relationship Between Work Culture and Employee Well-Being

Stankevičienė

Tamaševičius

Diskienė

et al. 2021

Journal of Business Economics and Management

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This article tends to fill the existing knowledge gap in understanding if work-life balance (WLB) can not only make a direct impact on employee well-being, but also play a mediating role between work culture and well-being. The purpose of this study was to investigate the mediating effect of WLB on the relationship between the structural dimensions of work culture – temporal flexibility, supportive supervision and operational flexibility – and employee well-being. The data were collected on the basis of a survey of employees employed by business and public sector organisations in Lithuania. The research revealed that all the components of work culture were important factors in defining employee well-being, had a strong direct impact on well-being and affected WLB. The results demonstrated that a direct effect of work culture on well-being was much stronger than the one moderated by an indirect effect of WLB. The findings also suggest that family-friendly culture can help employees to reach a better WLB, which, in its turn, assists employees in feeling higher satisfaction with general well-being at work. The current study expands the role of WLB as a mediator in organisational settings and its findings may be important for practitioners who seek to improve the performance of their organisation by enhancing the well-being of employees.

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Section: Work Culture Impact On Employee Well-being and The Mediating Role Of Worklife Balancementioning

confidence: 99%

The Mediating Effect of Work-Life Balance on the Relationship Between Work Culture and Employee Well-Being

Stankevičienė

Tamaševičius

Diskienė

et al. 2021

Journal of Business Economics and Management

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“…In this study, we continue Ismail et al’s (2018) study about employees understanding of HEI mergers. In the next chapter, we will describe our research design and case HEI merger through which we will approach employees’ understanding of the cooperation needed to implement the post-consolidation strategy.…”

Section: Critical Sensemaking and Hei Mergersmentioning

confidence: 67%

Enhancing Cooperation in HEI Mergers

Palo-oja,

Juvonen

2024

South Asian Journal of Business and Management Cases

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Higher education institutes (HEIs) have sought efficiency through mergers and consolidations. These bigger units have been studied regarding organizational culture, performance and efficiency but rarely from an individual perspective. In this study, we focus on a micro-level examination of how the people of the merging organizations make sense of the new organization’s strategy and the cooperation required to implement it. The collaboration of recently consolidated HEI is studied by interviewing 18 employees with different positions. We applied systematic methodology for conducting qualitative analysis research. The findings indicate that clearly expressed strategy and purposeful goal-setting combined with a certain level of flexibility help employees implement strategy and cooperate with their new colleagues. However, the goal of cooperation must be genuine, which requires resources, clear roles and honest praise after success. The study contributes to HEI merger literature by highlighting the means and roles of individuals in coping with the uncertainty caused by the merger of two previously independent organizations.

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“…Organizational justice which consists of dimensions of distributive, interpersonal, and informational justice has a higher influence on individuals who have a high level of work group cohesion (Andrews, Kacmar, and Blakely, 2008). Ismail, Baki, and Omar (2018) also reveal that organizational justice felt by employees in an organization can contribute to the level of group cohesiveness in the organization, where involvement between employees and their environment can affect one aspect of organizational behavior, namely group cohesiveness.…”

Section: Figure 1 Stuctural Equation Modelmentioning

confidence: 98%

Model of Employee Work EngagementTheory in Indonesia

Sarasati¹,

Ancok²,

Widyarini³

2022

IJRP

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An organization requires to conduct some innovate business activities, be passionate and having a high commitment and loyal into the organization. it has to achieve competitive advantage in the global market through managing quality human resources. In the meantime COVID-19 has left the globe in a situation of despondency. Human resource managers are struggling to curb this renunciation of employees and grappling with reduced employee engagement. This article objective is to test and to analyse a model of employee engagement theory in Indonesia. Survey was conducted to 247 employees og state owned enterprise who were selected using by convenience sampling method. Primary data were collected through distribution a set questionare via google form. Then data were analysed by structural equation model. The results show that perception of organizational justice and perceived organizational support are the antecedents variabel of the work engagement and transformational leadership has big indirect effect through the perception of organizational support on the work engagement. The study can be used as a reference for similar studies to compare other interrelated variables among business organization and implementation some pragmatis implication for Ministry of man power.

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The Influence of Organizational Culture and Organizational Justice on Group Cohesion as Perceived by Merger and Acquisition Employees

Cited by 8 publications

References 39 publications

The Mediating Effect of Work-Life Balance on the Relationship Between Work Culture and Employee Well-Being

The Mediating Effect of Work-Life Balance on the Relationship Between Work Culture and Employee Well-Being

Enhancing Cooperation in HEI Mergers

Model of Employee Work EngagementTheory in Indonesia

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