{"results":[{"id":"arxiv_2603.18415","title":"The Spillover Effects of Peer AI Rinsing on Corporate Green Innovation","authors":[{"name":"Li Wenxiu"},{"name":"Wen Zhanjie"},{"name":"Xia Jiechang"},{"name":"Guo Jingqiao"}],"abstract":"At a time when the phenomenon of 'AI washing' is quietly spreading, an increasing number of enterprises are using the label of artificial intelligence merely as a cosmetic embellishment in their annual reports, rather than as a genuine engine driving transformation. A test regarding the essence of innovation and the authenticity of information disclosure has arrived. This paper employs large language models to conduct semantic analysis on the text of annual reports from Chinese A-share listed companies from 2006 to 2024, systematically examining the impact of corporate AI washing behaviour on their green innovation. The research reveals that corporate AI washing exerts a significant crowding-out effect on green innovation, with this negative relationship transmitted through dual channels in both product and capital markets. Furthermore, this crowding-out effect exhibits heterogeneity across firms and industries, with private enterprises, small and medium-sized enterprises (SMEs), and firms in highly competitive sectors suffering more severe negative impacts from AI washing. Simulation results indicate that a combination of policy tools can effectively improve market equilibrium. Based on this, this paper proposes that the government should design targeted support tools to 'enhance market returns and alleviate financing constraints', adopt a differentiated regulatory strategy, and establish a disclosure mechanism combining 'professional identification and reputational sanctions' to curb such peer AI washing behaviour.","source":"arXiv","year":2026,"language":"en","subjects":["cs.CY","cs.AI"],"url":"https://arxiv.org/abs/2603.18415","pdf_url":"https://arxiv.org/pdf/2603.18415","is_open_access":true,"published_at":"2026-03-19T02:22:08Z","score":70},{"id":"arxiv_2601.19930","title":"SDUs DAISY: A Benchmark for Danish Culture","authors":[{"name":"Jacob Nielsen"},{"name":"Stine L. Beltoft"},{"name":"Peter Schneider-Kamp"},{"name":"Lukas Galke Poech"}],"abstract":"We introduce a new benchmark for Danish culture via cultural heritage, Daisy, based on the curated topics from the Danish Culture Canon 2006. For each artifact in the culture canon, we query the corresponding Wikipedia page and have a language model generate random questions. This yields a sampling strategy within each work, with a mix of central of peripheral questions for each work, not only knowledge of mainstream information, but also in-depth cornerstones defining the heritage of Danish Culture, defined by the Canon committee. Each question-answer pair is humanly approved or corrected in the final dataset consisting of 741 close-ended question answer pairs covering topics, from 1300 BC. archaeological findings, 1700 century poems and musicals pieces to contemporary pop music and Danish design and architecture.","source":"arXiv","year":2026,"language":"en","subjects":["cs.CL","cs.AI"],"url":"https://arxiv.org/abs/2601.19930","pdf_url":"https://arxiv.org/pdf/2601.19930","is_open_access":true,"published_at":"2026-01-11T22:17:34Z","score":70},{"id":"ss_196094ac03c76aa23d28f3992e2633e0b3fd2b50","title":"CORPORATE CULTURE AND SOCIAL RESPONSIBILITY: THE ROLE OF CULTURAL VALUES IN SHAPING CSR STRATEGIES","authors":[{"name":"Zhidan Xiao"},{"name":"Jianhua Mei"}],"abstract":"This paper examines the intricate relationship between corporate culture and Corporate Social Responsibility (CSR) strategies, highlighting how organizational values shape the formulation and implementation of CSR practices. It explores the theoretical foundations of corporate culture and CSR, demonstrating how culture influences the authenticity and effectiveness of CSR strategies. By investigating the alignment between corporate culture and CSR goals, the paper underscores the importance of leadership commitment, organizational values, and stakeholder engagement in fostering sustainable CSR practices. It also addresses the challenges organizations face in integrating CSR into their culture, including resistance to change and misalignment between cultural values and CSR objectives. Furthermore, the paper highlights the role of CSR in building competitive advantage and driving innovation, suggesting that companies that authentically integrate CSR into their corporate culture can achieve both social impact and business success. The conclusion reflects on the future of CSR, emphasizing the need for organizations to prioritize cultural alignment in their strategic planning to enhance long-term sustainability and stakeholder trust. KEYWORDS: Corporate Culture, Corporate Social Responsibility (CSR), Organizational Values, Leadership, Stakeholder Engagement, Competitive Advantage.","source":"Semantic Scholar","year":2025,"language":"en","subjects":null,"doi":"10.36713/epra20287","url":"https://www.semanticscholar.org/paper/196094ac03c76aa23d28f3992e2633e0b3fd2b50","is_open_access":true,"citations":2,"published_at":"","score":69.06},{"id":"ss_17acdf88f2dca6953b84bd9ddf30286be1eef49b","title":"The Effect of Organizational Culture on Organizational Behaviour, Performance, and Effectiveness","authors":[{"name":"Arif Wicaksono"},{"name":"A.Z. Pitoyo"},{"name":"Ludi Wishnu Wardana"},{"name":"Sopiah"}],"abstract":"This research discusses the role of organizational culture as a fundamental foundation in shaping the behavior and performance of human resources within an organization. Referring to organizational behavior theories by Robbins \u0026 Judge and the S-O-B-C behavior analysis model by Luthans, the authors examine how shared values, beliefs, and norms within an organization shape work attitude, enhance motivation, and support organizational effectiveness. Organizational culture not only acts as a social adhesive but also as a control mechanism that guides individual behavior toward achieving common goals. Through literature reviews and case studies, the research findings indicate that organizational culture significantly influences work productivity, employee loyalty, and organizational sustainability. Organizations with a strong culture tend to have clear direction, distinct identity, and the ability to adapt to external changes. Therefore, the formation and reinforcement of organizational culture become crucial strategies for improving overall organizational performance and competitiveness","source":"Semantic Scholar","year":2025,"language":"en","subjects":null,"doi":"10.55927/ijabm.v4i2.196","url":"https://www.semanticscholar.org/paper/17acdf88f2dca6953b84bd9ddf30286be1eef49b","is_open_access":true,"citations":1,"published_at":"","score":69.03},{"id":"ss_4ca8d67be6470e468e6c549ee588d4f4f389f90a","title":"THE IMPACT OF CORPORATE CULTURE ON THE EFFECTIVENESS OF AN ORGANIZATION: PROSPECTS AND RISKS","authors":[{"name":"Zhenda Jiao"},{"name":"A. Kozhakhmetova"}],"abstract":"This article explores the significance of corporate culture in modern business. The introduction provides an overview of the topic and formulates the purpose of the research. Next, the definition of corporate culture is analyzed, including its concept, components and role in the life of an organization. The impact of corporate culture on business performance is then examined, identifying both positive and negative aspects such as employee motivation and possible conflicts. The impact of corporate culture on organizational competitiveness is then discussed, including brand building, attracting talent and driving innovation. Corporate culture is a critical intangible resource that significantly impacts the overall performance of organizations in developing countries. Therefore, this study focuses on the energy sector in these countries to evaluate the influence of corporate culture on performance. The factors that shape corporate culture such as leadership, values and organizational structure are then discussed. The article also presents examples of successful corporate cultures as well as strategies for strengthening and changing corporate culture. The conclusion summarizes and draws conclusions about the importance of corporate culture in achieving organizational effectiveness and competitiveness. There are different approaches to assessing the impact of corporate culture on the economic performance of a company: combining assessment algorithms allows making more valid conclusions. At the same time, the impact of corporate culture on the economic and socio-psychological performance of the company is investigated.","source":"Semantic Scholar","year":2025,"language":"en","subjects":null,"doi":"10.51889/3078-8579.2025.86.4.005","url":"https://www.semanticscholar.org/paper/4ca8d67be6470e468e6c549ee588d4f4f389f90a","is_open_access":true,"citations":1,"published_at":"","score":69.03},{"id":"ss_810b431b8dcec805100a00aa88af4d2bd9089525","title":"ON THE QUESTION OF THE DEPENDENCE OF THE EFFECTIVENESS OF IMPLEMENTATION OF PORTALS ON THE LEVEL OF CORPORATE CULTURE OF THE ORGANIZATION","authors":[{"name":"Евгений Александрович Семисчастнов"}],"abstract":"В настоящей работе анализируются теоретические подходы к понятию корпоративной культуры и её составных элементов, а также механизмы влияния на принятие технологий, адаптацию пользователей и устойчивость изменений. Сформулирована методика оценки уровня корпоративной культуры и выделены показатели эффективности внедрения порталов. Влияние культуры исследуется как фактор, влияния на принятие технологических и организационных инноваций This paper analyzes theoretical approaches to the concept of corporate culture and its constituent elements, as well as the mechanisms influencing technology adoption, user adaptation, and change sustainability. A methodology for assessing corporate culture is formulated, and indicators of portal implementation effectiveness are identified. The influence of culture is examined as a factor influencing the adoption of technological and organizational innovations","source":"Semantic Scholar","year":2025,"language":"en","subjects":null,"doi":"10.37539/251003.2025.85.23.002","url":"https://www.semanticscholar.org/paper/810b431b8dcec805100a00aa88af4d2bd9089525","is_open_access":true,"published_at":"","score":69},{"id":"ss_a3b6167a20a13530d6cc146029588b6d48c8231f","title":"Improvement of corporate culture as a tool for increasing change management efficiency in the sphere of the enterprise’s personnel","authors":[{"name":"I. Lutsykiv"},{"name":"T. Kuzhda"}],"abstract":"The article discusses the main theoretical aspects of corporate culture, its role in the functioning of modern organizations, as well as general development trends in Ukraine. It has been established that corporate culture constitutes a fundamental component of the organizational environment, as it determines the nature of internal interactions, shapes shared values, and contributes to the sustainable development of the enterprise. It acts as an integrating factor that unites employees around common norms, principles, and behavioral models, fosters organizational identity, and directly influences the level of productivity and the overall effectiveness of the organizational performance. In the current business environment, the operation of enterprises without a clearly defined corporate culture is virtually impossible, as it regulates behavioral patterns, ensures the coordination of employee actions, and creates the prerequisites for effective teamwork. It has been established that corporate culture is a tool for increasing change management effectiveness in the sphere of enterprise personnel management. In the process of change, it is carried out through a clear formulation of the mission, vision, and values, the development of management styles and leadership skills, the active involvement of personnel in the change process, the support of two-way communication, and a systematic assessment of the cultural climate in the organization. An analysis of the key challenges related to the formation and maintenance of corporate culture in Ukrainian enterprises has been conducted, including the lack of a systematic approach, the absence of clearly defined corporate values, weak internal communication, and low employee motivation. It has been demonstrated that the corporate culture of each organization must be tailored to its unique characteristics, as the mechanical adoption of external practices is ineffective without considering internal specifics. It has been substantiated that the formation of corporate values, behavioral norms, and management approaches should be based on the specific features of the enterprise, including its mission, strategic objectives, and organizational structure. Key directions for improving corporate culture and their impact on the effectiveness of human resource management have been identified. The article also outlines the sequential stages of building an effective corporate culture within an enterprise and defines the main principles that ensure its successful implementation.","source":"Semantic Scholar","year":2025,"language":"en","subjects":null,"doi":"10.33108/galicianvisnyk_tntu2025.05.124","url":"https://www.semanticscholar.org/paper/a3b6167a20a13530d6cc146029588b6d48c8231f","is_open_access":true,"published_at":"","score":69},{"id":"ss_946f93469c77e4f1089fbaee658795775e7cae7b","title":"Communications Efficiency Within Digital Landscape of Organizational Behaviour: Culture, Practice, and Tools","authors":[{"name":"A. Poltoratska"},{"name":"Olena Garmash"},{"name":"I. Marchenko"},{"name":"Olena Garmatiuk"},{"name":"V.V. Stefinin"}],"abstract":"Introduction: The relevance of the study lies in the need to rethink the impact of digital technologies on the culture of organizational communication, as changes in communication practices and ethical norms affect the effectiveness of internal interaction in organizationsObjective: The purpose of the article is to identify and evaluate the specific effects of digital communications on the culture of organizational communication, taking into account the transformations of social norms and ethical principles in the digital age.Methods: The study used qualitative and quantitative methods. For theoretical substantiation, there was used a synthesis of literature sources, systematization and generalization methods to analyze the impact of digital solutions on organizational culture. The quantitative research included an online survey of 104 employees, with data analysis using indices of trust, satisfaction, and ethical comfort, as well as correlation analysis to test hypotheses about the impact of digital tools on the quality of communication.Results: The quantitative analysis revealed a high level of digital engagement (4.51), communication satisfaction (4.46), ethical comfort (3.95), and an average level of trust (3.28), indicating an uneven impact of digital tools on various aspects of the communication environment. The correlation analysis revealed statistically significant positive correlations between digital activity and satisfaction (r = 0.571, p \u003c 0.001) and communication effectiveness (r = 0.514, p \u003c 0.001), while trust and ethical comfort showed weaker and more variable relationships, in particular with openness (r = 0.200, p \u003c 0.05) and sense of security (r = 0.242, p \u003c 0.05). Therefore, the results confirm the positive impact of digital activity on communication satisfaction, while pointing to the need for more detailed research on the relationship between digital tools and trust and ethical comfort.Conclusions: Digitalization is significantly transforming the culture of organizational communication, forming new ethical guidelines, models of interaction and management, which are based on flexibility, mobility and technological integration, setting strategic vectors for the development of modern organizations. Therefore, based on a quantitative analysis, there can be proposed the integration of digital communication tools that contribute to strengthening ethical interaction, increasing the transparency of intra-organizational dialogue, and forming an adaptive communication culture focused on the values of the digital age.","source":"Semantic Scholar","year":2025,"language":"en","subjects":null,"doi":"10.62486/agma2025251","url":"https://www.semanticscholar.org/paper/946f93469c77e4f1089fbaee658795775e7cae7b","is_open_access":true,"published_at":"","score":69},{"id":"ss_49937498722524a62f853a44534d66d68cf85f0d","title":"IMPACT ASSESSMENT OF THE IMPLEMENTATION OF THE DEVELOPED MODEL OF ENVIRONMENTAL RISK MANAGEMENT IN A TESTING LABORATORY ON CORPORATE CULTURE AND STAKEHOLDERS","authors":[{"name":"Вадим Чурилін"}],"abstract":"The article presents the results of a study on the effectiveness of implementing an improved model of environmental risk management in testing laboratories, analyzed through its impact on corporate culture, stakeholder interaction, and organizational maturity. The theoretical and methodological foundation of the research lies in the integration of three complementary approaches — the Socio-Ecological Adaptation Index (SEA), the Concordance Stakeholder Index (CSI), and the application of provisions from the NATO military standard STANAG 4370 “Environmental Protection, Testing and Evaluation.” [1] This combined approach ensures a comprehensive evaluation of the technical, organizational, and social effectiveness of management innovations. The SEA index measures an organization’s adaptive maturity and environmental resilience, while the CSI index quantifies the degree of alignment between stakeholder expectations and actual cooperation outcomes. The inclusion of STANAG 4370 introduces a standardized framework for identifying, monitoring, and mitigating risks in accordance with the highest international safety and environmental protection requirements. The evaluation was conducted using a unified methodology at both pre- and post-intervention stages, allowing the tracking of dynamic changes across different laboratories depending on their initial organizational maturity. The calculation of the SEA, comprising five key vectors (corporate culture, stakeholder engagement, internal ecological self-control, digital integration, and regulatory compliance), demonstrated growth in organizations’ adaptive maturity and confirmed the effectiveness of the enhanced model’s integration. Particular attention is given to the model’s influence on the development of corporate culture: increased transparency and accountability, strengthened discipline and staff awareness, the advancement of a learning culture, and the formation of ecological consciousness and employee responsibility. The proposed institutional measures contributed to the improvement of operational processes, strengthened compliance with environmental management standards, and reduced the risks of regulatory non-compliance. Moreover, the improved model of environmental risk management significantly influenced stakeholder trust. The calculation of the CSI index recorded higher alignment between expectations and actual outcomes across key stakeholder groups, including military structures, regulatory bodies, environmental NGOs, local communities, and business partners. Military institutions, in particular, highly valued the integration of military standards into the risk management system, ensuring compliance with the highest requirements of reliability and safety. Thus, the study confirms that an integral approach based on the combination of SEA and CSI indices is an effective tool for verifying environmental management innovations. It enables the assessment not only of the technical and organizational outcomes of the implemented model but also of its social impact, which is especially relevant under growing demands for corporate responsibility and sustainable development. The implementation of this model in testing laboratories ensures a multidimensional positive effect on corporate culture, staff ecological awareness, and stakeholder trust, thereby fostering the development of environmentally resilient and socially responsible organizations.","source":"Semantic Scholar","year":2025,"language":"en","subjects":null,"doi":"10.31732/2663-2209-2025-80-311-319","url":"https://www.semanticscholar.org/paper/49937498722524a62f853a44534d66d68cf85f0d","is_open_access":true,"published_at":"","score":69},{"id":"ss_0521c5fdfe9b3fb7eb5e8f0e8f8f307e5e22c7f6","title":"METHODOLOGY AND STRATEGIES FOR IMPROVING CORPORATE CULTURE TO INCREASE EFFICIENCY: ANALYSIS OF KAZAKHSTAN AND FOREIGN COUNTRIES","authors":[{"name":"Dongwei Li"}],"abstract":"The objective of this research is to investigate the theoretical frameworks and approaches for enhancing corporate culture, considering both Kazakhstani practices and international best practices. The importance of this topic stems from the recognition of corporate culture as a strategic asset that influences the performance, sustainability, and competitiveness of an organization. The novelty of this study lies in its comprehensive approach to analyzing the factors that determine the quality and effectiveness of corporate culture in various organizational contexts. The research employed a variety of methods, including theoretical frameworks, content analysis of corporate documents, a SWOT analysis of Kazakhstani practices, and a case study analysis of three companies representing different cultural development models. The research utilized methods such as analysis and synthesis, comparative analysis, and empirical data. The primary goals of this research were to assess the strengths and weaknesses of existing approaches, categorize models of corporate culture, and identify factors that enhance or impede its effectiveness. The practical value of this article lies in the development of recommendations for businesses to implement a strategically focused and adaptable culture. The findings indicate that formal cultural models dominate in Kazakhstan, but a select few companies are undergoing a positive transformation through the adoption of digital tools, open leadership, and the institutional integration of values. The study confirms that enhancing corporate culture necessitates comprehensive changes, encompassing leadership, employee engagement, communication, and strategic support","source":"Semantic Scholar","year":2025,"language":"en","subjects":null,"doi":"10.63051/kos.2025.4.298","url":"https://www.semanticscholar.org/paper/0521c5fdfe9b3fb7eb5e8f0e8f8f307e5e22c7f6","is_open_access":true,"published_at":"","score":69},{"id":"ss_65f78ab423fb2265163ffed375140d0bb779a281","title":"Formation of an Adaptive Corporate Culture Management Mechanism for Enterprises on the Basis of Marketing Approaches","authors":[{"name":"T. Obydiennova"},{"name":"Iuliia E. Dudnieva"},{"name":"Mariia O. Vasylieva"}],"abstract":"The aim of the article is to develop and substantiate a mechanism for adaptive management of corporate culture in enterprises based on marketing approaches to ensure the resilience of changes and improve the efficiency of management processes. Analyzing, systematizing, and generalizing scientific approaches to corporate culture management, the article examines the key stages of adaptive corporate culture management: analysis of the existing corporate culture, identification of target segments, development of a change strategy, communication and implementation of changes, as well as continuous monitoring and adjustment of the strategy. The mechanism involves a flexible combination of these stages, allowing for prompt responses to internal and external challenges. The main aim of this mechanism is to create an effective tool for transforming corporate culture, which contributes to increasing staff motivation, strengthening organizational identity, and forming unified corporate values. It is proved that staff motivation, effective communication, and a feedback system are the main factors for the successful implementation of adaptive corporate culture management. The necessity of using marketing tools to consider the needs of staff and to form an appropriate motivation system that contributes to reducing resistance to change is substantiated. As a result of the research, a mechanism for adaptive corporate culture management has been developed, combining marketing approaches with modern management technologies, ensuring the integration of changes into the enterprise’s activities. The proposed approach promotes the formation of a flexible and resilient corporate culture, increasing employee engagement and the efficiency of organizational processes. The significance of monitoring and evaluating results as tools for adjusting change strategies and ensuring their long-term effectiveness is revealed. The impact of adaptive corporate culture management on enhancing the competitiveness of the enterprise is determined. It is concluded that a comprehensive approach to corporate culture management allows for the creation of a favorable environment for development of staff and ensures the enterprise’s resilience in a dynamic market environment.","source":"Semantic Scholar","year":2025,"language":"en","subjects":null,"doi":"10.32983/2222-4459-2025-2-511-517","url":"https://www.semanticscholar.org/paper/65f78ab423fb2265163ffed375140d0bb779a281","is_open_access":true,"published_at":"","score":69},{"id":"ss_5f479e3808731bf109179eb0b3f2e4a8ccec0c07","title":"LEADERSHIP AND CORPORATE CULTURE IN PUBLIC ADMINISTRATION: THEORETICAL FOUNDATIONS AND PRACTICAL APPROACHES","authors":[{"name":"Lubоv Lіpyсh"}],"abstract":"The article examines the relationship between leadership and corporate culture in public administration and identifies effective approaches for their integration to enhance the performance of government institutions. The authors explore contemporary leadership models applied in the public sector, including transformational, situational, transactional, collective, values-based, and servant leadership. Each model is analyzed through the lens of its impact on organizational culture, staff motivation, and the ability of public institutions to adapt to change. The article emphasizes the specific challenges faced by public sector leaders, such as high levels of bureaucracy, limited resources, the need for transparency and accountability to citizens, and the requirement for rapid responses to socio-economic and political changes. It highlights that effective leadership in public administration combines managerial skills with socio-psychological approaches aimed at developing human potential and fostering trust between employees and management.Special attention is given to corporate culture as a system of values, norms, rules, and behavioral standards that shape employee interactions and organizational effectiveness. The article describes three levels of corporate culture: artifacts, values and norms, and underlying assumptions, as well as types of culture: clan, adhocracy, market, and hierarchy. It demonstrates how different leadership models interact with these types of corporate culture, enhancing organizational performance and employee satisfaction.The theoretical analysis is complemented by practical examples of applying leadership models and corporate culture types in various Ukrainian public institutions. It is shown how corporate culture influences innovation, process transparency, staff motivation, and the readiness of organizations for reform.The article identifies key tasks for the practical improvement of public administration: formalizing organizational values and mission, developing leadership competencies through training and mentorship, implementing flexible management models, and monitoring corporate culture and its impact on organizational effectiveness.","source":"Semantic Scholar","year":2025,"language":"en","subjects":null,"doi":"10.25264/2311-5149-2025-38(66)-66-71","url":"https://www.semanticscholar.org/paper/5f479e3808731bf109179eb0b3f2e4a8ccec0c07","is_open_access":true,"published_at":"","score":69},{"id":"ss_51189dee63eb1a6f4c5ebaceab5ee66d8c4378d9","title":"Economic Risk-Responsive Organizational Change Management","authors":[{"name":"T. Kozák"}],"abstract":"Economic risk management is an essential dimension of strategic and organizational development, providing the tools to identify, quantify and mitigate uncertainties that threaten business objectives. This paper explores how external market volatility and internal operational dynamics shape the choice and effectiveness of change-management philosophies. Through a systematic review of risk-analysis frameworks, we demonstrate how aligning risk profiles with an enterprise’s resources, capabilities and economic goals leads to tailored action plans that minimize negative impacts and capitalize on emerging opportunities. We examine the interplay between corporate strategy, organizational culture, size and partnership networks, showing how these factors influence the success of development initiatives. Drawing on diagnostic insights, the study proposes an optimized set of organizational-development objectives designed to enhance resilience and facilitate sustainable change. Our findings offer a practical roadmap for decision-makers seeking to integrate economic risk considerations into every stage of change-management implementation.","source":"Semantic Scholar","year":2025,"language":"en","subjects":null,"doi":"10.62693/z4vvxc05","url":"https://www.semanticscholar.org/paper/51189dee63eb1a6f4c5ebaceab5ee66d8c4378d9","is_open_access":true,"published_at":"","score":69},{"id":"ss_9658674682c7a7c4ea37f5d278bc473f59589700","title":"Organizational Behaviour insights: Examining dynamics of Workplace Culture and Employee Interaction in Modern Organizations","authors":[{"name":"Draksha Safdar Khan"}],"abstract":"This study delves into the multifaceted discipline of organizational behavior (OB), focusing on how modern organizations can optimize workplace culture, employee interactions, and overall effectiveness through strategic management of human dynamics. Central to this investigation are the impacts of leadership styles, workplace culture, technology integration, and corporate social responsibility on employee engagement and organizational productivity. By employing a combination of quantitative and qualitative research methods including surveys, interviews, focus groups, and case studies—the research provides comprehensive insights into the factors that contribute to a thriving organizational environment. Statistical and thematic analyses reveal the critical role of inclusive and adaptive workplace cultures in enhancing employee satisfaction and driving organizational success. The study also examines the dual-edged nature of technology in the workplace, highlighting its potential to either streamline operations and promote flexibility or contribute to challenges such as communication overload and diminished work-life balance. Leadership is identified as a key driver in shaping organizational culture and effectively managing change, with a particular emphasis on the need for leaders to adopt empathetic and transformational leadership styles. Furthermore, the research  underscores the significance of corporate social responsibility initiatives in bolstering organizational reputation and employee loyalty. The findings suggest that modern organizations must adopt a holistic approach to OB, integrating strategic management practices across various domains to foster an environment that not only advances business objectives but also supports employee well-being and development. This comprehensive approach is essential for sustaining long-term organizational resilience and competitiveness in a rapidly evolving business landscape.","source":"Semantic Scholar","year":2024,"language":"en","subjects":null,"doi":"10.61877/ijmrp.v2i5.145","url":"https://www.semanticscholar.org/paper/9658674682c7a7c4ea37f5d278bc473f59589700","pdf_url":"https://chandigarhphilosophers.com/index.php/ijmrp/article/download/145/126","is_open_access":true,"citations":7,"published_at":"","score":68.21000000000001},{"id":"crossref_10.22495/cgobrv8i1p8","title":"Enhancing organizational behaviour through corporate governance: The crucial role of organizational culture and sustainability","authors":[{"name":"Nadia Abdelhamid Abdelmegeed Abdelwahed"},{"name":"Bahadur Ali Soomro"}],"abstract":"Corporate sustainability (CS) has become the world’s most persistent matter, which enormously enhances the success of organizations. The purpose of the study is to explore the factors that affect CS in small and medium-sized enterprises (SMEs) in Saudi Arabia. The study develops a model based on vigorous literature and proposes a few hypotheses based on the studies of Moslehpour et al. (2022) and Wijethilake et al. (2023). The study employed a survey strategy and found the results on 336 valid samples. The researchers applied a path analysis using SmartPLS 4 to predict the effects. The results of the study demonstrate a positive significant impact of organizational culture (OC), business infrastructure (BI) and corporate governance (CG) on CS. On the other hand, corporate alignment (CA) is a negative significant predictor of CS. Besides, CG mediates the relationship between OC, BI and CS but does not mediate the connection between CA and CS. The SMEs’ top management may enhance performance by considering OC, BI, CA and CG constructs. Finally, the findings support to literature to overcome gaps in the direct and indirect role of CG integrated with OC, BI and CA towards CS.","source":"CrossRef","year":2024,"language":"en","subjects":null,"doi":"10.22495/cgobrv8i1p8","url":"https://doi.org/10.22495/cgobrv8i1p8","pdf_url":"https://virtusinterpress.org/IMG/pdf/cgobrv8i1p8.pdf","is_open_access":true,"citations":3,"published_at":"","score":68.09},{"id":"ss_780c09a1b099b3ad517abe1cf5e032a5df82a2e8","title":"INNOVATIVE LEADERSHIP AND CORPORATE CULTURE AS TOOLS OF EFFECTIVE MANAGEMENT","authors":[{"name":"N. Lebedieva"}],"abstract":"The scientific work examines the analysis and application of effective management tools, their key role in the formation and sustainable development of the competitiveness of organizations. The challenges faced by leaders in the conditions of globalization, technological changes and crisis are analyzed. The role of emotional intelligence, adaptive thinking and innovative approaches in ensuring effective leadership in organizations is defined. Successful leadership has been shown to help build team trust, drive innovation, and provide organizational stability in a volatile environment. Recommendations are offered to improve the effectiveness of management decisions in the face of modern challenges by introducing new approaches to the development of leadership skills, in particular, emotional competence and change management. One of the key challenges of modern leadership is the need to manage diverse teams, often in international or multicultural contexts. Emotional intelligence becomes especially important in such conditions, because it allows a leader to better understand cultural differences and adapt his management style according to the needs of different groups. Emotional intelligence is an important element for resolving conflicts and building constructive negotiations. Leaders who develop this skill can reduce stress levels in organizations, prevent burnout among employees, and increase overall job satisfaction. This is especially true in today’s business environment, where rapid changes and a high level of competition often cause stress for employees. Modern leaders must pay attention to their own personal development and learn to manage their emotions. This includes practices such as reflection, active listening, and developing empathic and communication skills. Thanks to constant selfimprovement, leaders will be able to motivate their teams more effectively, increase work productivity and create conditions for the sustainable development of organizations. Innovation and emotional intelligence are becoming important components of modern leadership, as they help leaders adapt to changes and establish effective interactions with teams. They provide leaders with the ability to effectively manage, taking into account the emotional needs and stimulating the personal and professional development of their team. In crisis situations, such as economic and social upheavals, leaders capable of bold decisions play a special role. Leaders must be ready to make difficult decisions and take responsibility for the outcome. Leadership in crisis requires managers not only professional skills, but also strong psychological stability and the ability to act in difficult, often unpredictable situations. In times of crisis, leaders must take responsibility for the risks that accompany every decision.","source":"Semantic Scholar","year":2024,"language":"en","subjects":null,"doi":"10.32782/1814-1161/2024-3-10","url":"https://www.semanticscholar.org/paper/780c09a1b099b3ad517abe1cf5e032a5df82a2e8","is_open_access":true,"citations":1,"published_at":"","score":68.03},{"id":"arxiv_2412.12752","title":"Organizational culture and the usage of Industry 4.0 technologies: evidence from Swiss businesses","authors":[{"name":"Simon Alexander Wiese"},{"name":"Johannes Lehmann"},{"name":"Michael Beckmann"}],"abstract":"Using novel establishment-level observational data from Switzerland, we empirically examine whether the usage of key technologies of Industry 4.0 distinguishes across firms with different types of organizational culture. Based on the Technology-Organization-Environment and the Competing Values framework, we hypothesize that the developmental culture has the greatest potential to promote the usage of Industry 4.0 technologies. We also hypothesize that companies with a hierarchical or rational culture are especially likely to make use of automation technologies, such as AI and robotics. By means of descriptive statistics and multiple regression analysis, we find empirical support for our first hypothesis, while we cannot con-firm our second hypothesis. Our empirical results provide important implications for managerial decision-makers. Specifically, the link between organizational culture and the implementation of Industry 4.0 technologies is relevant for managers, as this knowledge helps them to cope with digital transformation in turbulent times and keep their businesses competitive.","source":"arXiv","year":2024,"language":"en","subjects":["econ.GN"],"url":"https://arxiv.org/abs/2412.12752","pdf_url":"https://arxiv.org/pdf/2412.12752","is_open_access":true,"published_at":"2024-12-17T10:16:16Z","score":68},{"id":"arxiv_2403.08882","title":"Cultural evolution in populations of Large Language Models","authors":[{"name":"Jérémy Perez"},{"name":"Corentin Léger"},{"name":"Marcela Ovando-Tellez"},{"name":"Chris Foulon"},{"name":"Joan Dussauld"},{"name":"Pierre-Yves Oudeyer"},{"name":"Clément Moulin-Frier"}],"abstract":"Research in cultural evolution aims at providing causal explanations for the change of culture over time. Over the past decades, this field has generated an important body of knowledge, using experimental, historical, and computational methods. While computational models have been very successful at generating testable hypotheses about the effects of several factors, such as population structure or transmission biases, some phenomena have so far been more complex to capture using agent-based and formal models. This is in particular the case for the effect of the transformations of social information induced by evolved cognitive mechanisms. We here propose that leveraging the capacity of Large Language Models (LLMs) to mimic human behavior may be fruitful to address this gap. On top of being an useful approximation of human cultural dynamics, multi-agents models featuring generative agents are also important to study for their own sake. Indeed, as artificial agents are bound to participate more and more to the evolution of culture, it is crucial to better understand the dynamics of machine-generated cultural evolution. We here present a framework for simulating cultural evolution in populations of LLMs, allowing the manipulation of variables known to be important in cultural evolution, such as network structure, personality, and the way social information is aggregated and transformed. The software we developed for conducting these simulations is open-source and features an intuitive user-interface, which we hope will help to build bridges between the fields of cultural evolution and generative artificial intelligence.","source":"arXiv","year":2024,"language":"en","subjects":["cs.MA","cs.AI","q-bio.PE"],"url":"https://arxiv.org/abs/2403.08882","pdf_url":"https://arxiv.org/pdf/2403.08882","is_open_access":true,"published_at":"2024-03-13T18:11:17Z","score":68},{"id":"arxiv_2407.01533","title":"Organizational transformation: The impact of servant leadership on work ethic culture with burnout as a mediating factor in the hospitality industry","authors":[{"name":"Darul Wiyono"},{"name":"Rinaldi Tanjung"},{"name":"Hedi Setiadi"},{"name":"Sri Marini"},{"name":"Yayan Sugiarto"}],"abstract":"Orientation: The study explores the connections among servant leadership, burnout, and work ethic culture in organizations. It aims to provide a detailed understanding of how servant leadership influences work ethic culture, especially by considering the role of burnout. Research Purpose: This study aims to understand how servant leadership influences work ethic culture and explore the mediating role of burnout in this relationship. Motivation for the Study: This study wants to fill gaps in our understanding of how servant leadership, burnout, and work ethic culture are connected. It seeks to add useful insights to what we already know from previous research. Research Approach/Design and Method: The study, using surveys and statistics, examines the links between servant leadership, burnout, and work ethic culture in 113 hotels in Bandung, Indonesia, with 339 participants. A 183-sample, chosen with a 0.05 margin of error, underwent SEM-PLS analysis using SmartPLS 3.0. Main Findings: The key findings underscore that servant leadership exerts a positive influence on work ethic culture, and burnout plays a pivotal mediating role in this dynamic. The results shed light on the intricate dynamics shaping organizational cultures. Practical/Managerial Implications: The findings aid organizations in forming supportive leadership policies, promoting employee well-being, and fostering ethical work culture. Managers can apply these insights to enhance leadership practices and reduce burnout impact. Contribution/Value-Add: This study clarifies the connection between servant leadership, burnout, and work ethic culture. The findings offer insights for future research and practical actions in organizational leadership.","source":"arXiv","year":2024,"language":"en","subjects":["econ.GN"],"url":"https://arxiv.org/abs/2407.01533","pdf_url":"https://arxiv.org/pdf/2407.01533","is_open_access":true,"published_at":"2024-02-27T00:51:07Z","score":68},{"id":"ss_b2a064af8a896f844e428dc239b035b31f452def","title":"Management of the Behaviour of the Company’s Personnel Based on Corporate Culture","authors":[{"name":"Jing Zhao"},{"name":"Alina Brychko"}],"abstract":"Introduction. A high degree of integration of management activities with information systems enables the use of corporate culture’s potential. Due to the multifactorial nature of external and internal influences and the significant dynamics of changes in factors to increase the effectiveness of managing the behavior of the company's personnel based on corporate culture, management needs specialized information systems for support and decision-making. The effectiveness of the implementation of such systems largely depends on their mathematical core and the efforts of management to adapt the staff to the conscious use of all the opportunities provided by information technologies by the staff. Aim and tasks. The aim of the study is to develop a mathematical model of personnel management behavior based on corporate culture and the stratification of personnel by local groups for the subsequent stratification of assessment factors and management tools. Results. A mathematical model of personnel behavior management based on corporate culture has been developed to stratify personnel by local groups and, on this basis, stratification of evaluation factors and tools for managing the behavior of these groups of employees was carried out. The results of the mathematical model implementation were stratified. Factors that contribute to the effectiveness of managing the behavior of a company's personnel were identified. Informal methods and tools for moral motivation have also been identified. This indicates that a sudden decrease in the level of interactive communication among personnel might be a sign of their passive resistance to management actions. The fragmentation of the level of interactive communication by local teams is proposed as an indicator of a decrease in the effectiveness of managing the behavior of personnel in interdisciplinary teams. Conclusions. The developed mathematical model avoids management decisions that contradict the principles of corporate culture, resulting in a negative result from their implementation. The mathematical formalization of management decisions will contribute to the awareness of these decisions by the team as objective decisions, and can be used for the moral motivation of the staff. This allows employees to specify themselves as members of a single team and evaluate their career opportunities in a relevant manner.","source":"Semantic Scholar","year":2023,"language":"en","subjects":null,"doi":"10.31520/2616-7107/2023.7.3-6","url":"https://www.semanticscholar.org/paper/b2a064af8a896f844e428dc239b035b31f452def","pdf_url":"https://ees-journal.com/index.php/journal/article/download/228/189","is_open_access":true,"citations":4,"published_at":"","score":67.12}],"total":3540567,"page":1,"page_size":20,"sources":["CrossRef","arXiv","DOAJ","Semantic Scholar"],"query":"Organizational behaviour, change and effectiveness. Corporate culture"}