The Role of Embedded Individual Values, Belief and Attitudes and Spiritual Capital in Shaping Everyday Postsecular Organizational Culture

Stokes, Peter; Baker, Christopher T. H.; Lichy, Jessica

doi:10.1111/emre.12065

Cited by 56 publications

(52 citation statements)

References 48 publications

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“…Thus, organizational culture, or ‘the way we do things around here', helps members of a group to identify with one another and behave as expected, even without instruction (Schein, ). Culture also determines whether and how well an employee fits into the organizational context (O'Reilly et al ., ), given that employees hold their own values and beliefs that may be shaped by their upbringing, families, and social interactions outside their work environment (Stokes et al ., ). If culture is the manifestation of collective identity, collectivism is its most noted dimension (Rode et al ., ).…”

Section: Theory and Hypothesesmentioning

confidence: 97%

Good is Not Good, When Better is Expected: Discrepancies between Ideal and Actual Collectivism and their Effect on Organizational Commitment

Galanaki

Papagiannakis

Rapti

2019

European Management Review

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We draw on social exchange theory to investigate whether discrepancies between ideal and actual organizational collectivism influence the three types of organizational commitment, namely affective, normative, and continuance commitment. We employ the Global Leadership and Organizational Behavior Effectiveness (GLOBE) project methodology with a sample of 638 employees and find that different manifestations of collectivism discrepancies have heterogeneous effects on commitment. In particular, the results of polynomial regression analyses show that a high discrepancy between ideal and actual institutional collectivism leads to lower affective and normative organizational commitment. In contrast, a discrepancy of in-group collectivism does not affect organizational commitment. The significance of the above results and their practical implications are discussed. Effects of discrepancies of collectivism on organizational commitmentResearch examining the effects of perceived organizational culture on employee attitudes is Collectivism Discrepancies

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Section: Theory and Hypothesesmentioning

confidence: 97%

Good is Not Good, When Better is Expected: Discrepancies between Ideal and Actual Collectivism and their Effect on Organizational Commitment

Galanaki

Papagiannakis

Rapti

2019

European Management Review

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“…Untuk meraih keuntungan tidak saja dibutuhkan modal materi, tetapi juga mo dal spiritual (spiritual capital). Modal spiritual (spiritual capital) dalam Islam bermakna kekuatan dan pengaruh yang dihasilkan oleh hubungan seseorang dengan Allah SWT (Farquhar, 2015;Rudnyckyj, 2016;Stead & Stead, 2014;Stokes, Baker, & Lichy, 2016). Artinya, kuat tidaknya hubungan seseorang dengan Allah akan memberikan kekuatan dan pengaruh kehidupan.…”

Section: Etos Kerjaunclassified

Praktik Penentuan Harga Jual Berbasis Meuramin

Hidayat

Triyuwono

2019

jamal

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Abstrak: Praktik Penentuan Harga Jual Berbasis Meuramin. Penelitian ini berusaha untuk mengungkap makna dari praktik penentuan harga jual berbasis nilai-nilai Meuramin Penelitian ini menggunakan abstraksi budaya Meuramin sebagai metode melalui wawancara kepada pengelola sebuah kedai kopi. Studi ini menemukan bahwa konsep perumusan harga jual yang diimplemetasikan oleh informan tidak semata-mata berorientasi pada pencapaian materi saja tetapi terkadung nilai-nilai religius dan keadilan yang bersifat holistik. Penentuan harga jual juga berusaha menghadirkan kesejahateraan dan keadilan untuk semua pihak. Implikasi dari praktik ini adalah munculnya perbedaan dalam mempersepsikan manusia sebagai unsur produksi. Abstract: The Practice of Determining Selling Prices Based on Meu ramin Culture.This study seeks to uncover the meaning of the practice of selling prices based on Meuramin values. This study uses Meuramin cultural abstraction as a method through interviews with the managers of a coffee shop. This study finds that the concept of the formulation of selling prices implemented by informants is not solely oriented to the achievement of sharp material but contained holistic religious and justice values. The determination of selling prices also seeks to bring welfare and justice to all parties. The implication of this practice is the emergence of differences in perceiving humans as an element of production.

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“…Basic assumptions are at the deepest level of organizational culture, and can be conceived of as unconscious, taken-for-granted suppositions on how issues should be tackled. Because of their fundamental role in underpinning people's behavior, perceptions, and feelings in any situation, basic underlying assumptions are non-confrontable and non-debatable, and they are extremely difficult to track and change (Schein, 2010;Stokes, Baker, & Lichy, 2016).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Organizational culture and knowledge transfer in project-based organizations: Theoretical insights from a Chinese construction firm

Wei

Miraglia

2017

International Journal of Project Management

117

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We conducted an empirical, fine-grained investigation of the impact that three main elements of organizational culture-artifacts, norms, and shared beliefs-have on the transfer of knowledge across projects in a project-based organization. Within a single case study research design, we collected and analyzed rich and detailed information from documentation, archival data, and in-depth semistructured interviews with very experienced project managers of a Chinese construction firm. Our findings advance extant research on professional cultures and subcultures by showing how cultural elements at the corporate level interplay with the culture of lower organizational levels to influence individual choices on (1) which types of knowledge are most important to transfer, and (2) the extent to which it is acceptable to share or hoard knowledge. Our study also contributes to the literature on the legitimacy of knowledge by showing how organizational culture influences people's perceptions of "knowledge authority" and shapes their preferences for specific knowledge transfer mechanisms.

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The Role of Embedded Individual Values, Belief and Attitudes and Spiritual Capital in Shaping Everyday Postsecular Organizational Culture

Abstract: This paper investigates the values, beliefs and attitudes (VBA) held by individual employees within business

Cited by 56 publications

References 48 publications

Good is Not Good, When Better is Expected: Discrepancies between Ideal and Actual Collectivism and their Effect on Organizational Commitment

Good is Not Good, When Better is Expected: Discrepancies between Ideal and Actual Collectivism and their Effect on Organizational Commitment

Praktik Penentuan Harga Jual Berbasis Meuramin

Organizational culture and knowledge transfer in project-based organizations: Theoretical insights from a Chinese construction firm

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