Dear Sayomi 

 I have been working for more than 17 years in the Food industry

some employees are effective they have strong effect on organization culture 

but   the non written culture  eg 

the trainers and orientation personnel  transfer the organization culture 

 Model Persons  should be put in account 

social relations also effect the organization culture 

Thank you so much Sir, for your reply. Though I can quote your experience but, I need more of a literature referencing for the same. Thanks once again.

Sayoni,

Good productive employees are the face of the organization and they portray a positive image about the organization and develop a positive organizational culture in the organization.

In the first place, the employees are productive, because of the organizational culture that prevails at that point of time. They become more productive when the organizational culture is positive and vice versa,

For an example, in an organization, if an employee is counter productive and talks bad about the company all the time, then over a period of time, the fellow employees will also follow suit and they will be less productive as well. On the contrary, if the employee is good and highly productive, then the fellow employees will also try to achieve the same level boosting the organizational culture in the company.

Guess, this will help.

Regards.

Sekar Gopal.

I think an organization's culture usually consists of two forms, written and conduct. Although productive employees may contribute a little to the written format, their behavior contribute much more to the conduct part. There are articles in this regard.You may want to check Google Scholar.

People are constantly surrounded by culture. It forms the background (often invisible) of our work-lives, colouring everything in an organization.

http://www.saycocorporativo.com/saycouk/bij/journal/vol2no2/article9.pdf

It is interested question:

Yes, organizational culture represents important factor in guiding employees behavior at workplace. In contrast, productive employees can effect on culture by maintaining and enhancing cultural values.

It is a fact that organizational culture do gave a great impact towards the employee attitude and behavior.  

Much of the foregoing concerns organizational culture, rightly so. It guides the way individuals and groups in an organization interact with one another and with parties outside it. It is the premier competitive advantage of high-performance organizations. Sadly, for others, organizational culture is the most difficult attribute to change. A Primer on Organizational Culture, available at https://www.researchgate.net/publication/266478216_A_Primer_on_Organizational_Culture, delineates 10 components that, together, influence organizational culture. Importantly, identifying discernible elements of culture allows organizations to determine features that can be managed to help implement and sustain constructive organizational change. But just as none of the 10 components in the figure shapes organizational culture on its own, none can individually support desired improvements. On Knowledge Behaviors, available at https://www.researchgate.net/publication/266477251_On_Knowledge_Behaviors, makes the point that designing jobs for knowledge behaviors and recruiting people who are positive about sharing to start with will boost knowledge stocks and flows at low cost. The point, which naturally extends beyond knowledge sharing, is that considering person–environment fit to ensure congruence of individual and organizational values and goals is the easiest way to facilitate desired behaviors. Time spent on hiring is time well spent.

Article A Primer on Organizational Culture

Article On Knowledge Behaviors

Productive employees have a positive impact on organisational culture since they influence their peers to perform better as well. On the same vein, the organizational culture also positively impacts staff performance. It is incumbent upon the management to establish means of sustaining the positive performance which will sustain the performance culture. This may be done by way of recognition and rewards, promotions, commendation letters among others.

No, Sayoni it´s sad to say that I´ve never seen research of changes "bottom-up" because our culture is based on power from up-down. In business, politics, universities, etc. prevails the master-slave relationship where power, wealth even knowledge are exclusive attributes of the top, the CEO, God.... We would have to turn our culture upside down before anyone answers your question (the only exception known is the French Revolution). In the best of cases you could research "opportunities lost by High Management..." as the top doesn´t understand there can be mutual benefits in a two-way relationship.

Hi, Sayoni:

Perhaps one of my following recent paper (2015) might be helpful:

https://www.researchgate.net/publication/285396765_Employee%27s_Happy_Branding_Corporate%27s_%27Social%27_Reputation_Can_You_Put_a_Price_on_That

Nadeem

Data Employee’s (Happy) Branding Corporate’s ‘Social’ Reputation:...

According to our empirical studies (based on the "InnoMonitor"; see Büchler/Faix (eds.): Innovationserfolg; engl. publication pending) there is a strong relationship between the mentioned factors in the context of innovationmanagement. However, we identified a strong significant effect of the productivity of R&D members (number of successful innovations/R&D effort to the implementation of innovation-oriented values), many greetings, Axel Faix

Sayoni,

These papers may help,

if it is just insight you are after.. imho productivity is a leverage of power in organizations.  especially in business setting where one's productivity directly contributes to dollar profit of an establishment, highly productive staff are highly valued and their opinion matters the most.  they can introduce disruptive innovations or just dictate some decision making norms in an organization.  we assume here that highly productive staff are rationale and know well how to position their organizational influence and authority

Sayoni,

The culture of the organization may influence productivity. The culture is developed to improve productivity. The independent variable is culture, and productivity is a depended variable.

Regards,

Mohammed

A motivated workforce can be a significant factor in organizational success. When employees are motivated to work at higher levels of productivity, the organization as a whole runs more efficiently and is more effective at reaching its goals. This is in contrast to an unmotivated workforce, who can negatively disrupt an organization and distract employees from their work.

http://study.com/academy/lesson/reward-systems-employee-behavior-intrinsic-extrinsic-rewards.html

Indeed, a number researches supported this already. Please look at writings of Fons and Trompenaars and Hofstede's.

Organizational culture is a product of interactions of human behavior, decision making pattern, value system and ethics in an organization. A conducive organization culture will make the employees committed. Committed employees are certainly productive employees. Productive employees, in turn, will make the prevailing conducive organization culture sustainable, by fulfilling their personal aspirations through achievement of organizational goals, and the culture remains stable, as long as there is no strategic shift.  

The leadership function - which may be preformed by many in an organization - is the key influence on the organization's culture (Schein 2010, Senge 1990, etc.) Therefore any employees who contribute to that function can influence the culture.  No certainty that any actor's behavior considers, or fully understands, its impact on the culture.

Sayoni,

These papers may offer some additional insights:

https://www.researchgate.net/publication/299747565_Towards_a_talent-driven_outward-oriented_globally-competitive_SME_framework_Discussion_Paper

https://www.researchgate.net/publication/305687139_Priority_policy_recommendations_for_transforming_individual_productivity_and_SME_competitiveness_in_Jamaica

https://www.researchgate.net/publication/299604127_Human_Factors_Affecting_Productivity_in_Jamaica_Technical_Report_on_Preliminary_Findings

Technical Report Towards a talent-driven outward-oriented globally-competitiv...

Technical Report Priority policy recommendations for transforming individual ...

Technical Report Human Factors Affecting Productivity in Jamaica: Technical R...