I am looking for the most recent scientific findings concerning the indices of strong organizational culture (satisfaction at workplace, responsibility, trust, engagement, commitment, empowerment, creativity, entrepreneurship, etc.), possibly after 2015. Collecting material for a new textbook.
Dear Janek Musek,
my research might be of interest to you. There are aspects of organizational culture, empowerment from the perspective of different levels in an organization.
Regards.
Are your findings available anywhere? Some of my work on corporate culture is accessible in book preprint The rise of a company (on ResearchGate).
The title of my book preprint is Corporate Culture (The Rise of a Company is in preparation).
Yes, my thesis is uploaded on my profile and accessible too.
Thanks for referring to your literature, very keen to read more about it.
Dear Janek,
You put together some characteristics of organizational culture (or rather elements of organizational climate - see D.Dennison) together with some characteristics of an organization as a whole (like entrepreneurship) and the consequences (job satisfaction) which are always relative (as job satisfaction includes the comparison of the level and "honesty' of offering monetary and non-monetary rewards regarding those offered by direct and indirect competitors). Why do you label such "culture" as "strong"?
Thanks for the answers. Igor, I agree with the widely accepted definition of corporate culture as a strong alignment of the behavior of management and employees with the core corporate values. In the majority of cases, motivation, trust, satisfaction, engagement, commitment, responsibility and integrity of employees can be seen as good indicators of the corporate culture strength. Certainly, all these indicators can be measured at the personal level (by employees' and managers' self-reports) and at the organizational levels (how much the organization fosters and rewards these indices):
Michele Gelfand's work on cultural tightness and looseness often focuses on organizational cultural. This dimension of culture seems to be the major advancement of cultural psychology in the last 10 years.
Dear Janek,
Although you are looking for very new cases (after 2015), the enclosed working paper (especially pages 13-14) may be of your interest. If you may read Russian texts, I have a better version of that case.
bests,
Igor
Igor, thank you again. Although I didn't learn Russian at school, I read chess literature in Russian language decades ago, also some psychological texts. Now, my expertise in Russian is not sufficient - yet, I would appreciate that version.
Bests,
Janek
Another interesting thing, Igor. We also have done some work with KNAUF company in Slovenia and elsewhere, even some in Russia.
Dr. Musek,
Very interesting. My current research project aligns well with "Strong Corporate Culture" as I do a small Qualitative Descriptive study on Conation and why some employ learned soft skills and others do not.
Ricky
Some factors that come to my mind are
1. What kind of bold changes the company has been able to make in terms of technology/employee skillset?
2. Are those changes really innovative and ahead of the market? Any changes in technology or people skillset or product the company invests in my view should be at least 5 years ahead of market changes to come
3. how the employees feel about their own growth with the company? Do they get to work on projects or processes or products today, that would reap the benefits in the outside market for the next 5- 6 yrs?
Janek, I recommend the following book of my authorship. "Leadership a look from proxemia"
I can also recommend my book "Mismanagement, 'Jumpers,' and morality" (New York: Routledge, 2017) in which managers' morality shape high- and low-trust cultures, explaining how outsider managers' choice of either vulnerable involvement in subordinates' deliberations or its avoidance in order to conceal own local know-how and phronesis gaps creates or ruins trust with subordinates which impact "satisfaction at workplace, responsibility, trust, engagement, commitment, empowerment, creativity, entrepreneurship, etc.". See also my attached submitted to publication manuscript.
Dear Janek,
Please allow me to send you our article that contains constructs that intersect you.
Derbis & Jasiński, Cogent Psychology (2018), 5: 1451610
https://doi.org/10.1080/23311908.2018.1451610
Best Regards
Romek
Sorry, this.
Article The association between achievement goal motivation and coun...
in response, I am sending an article by researchers from SWPS Sopot containing references to the indicated issues, greetings Aleksander
My recent research on the development of organizational culture in service organizations, it could be relevant to what you are working on:
Nowak, R. "Developing serving culture: focus on workplace empowerment." Employee Relations: The International Journal (2019).
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