Hasil untuk "Organizational behaviour, change and effectiveness. Corporate culture"

T. Havrylenko

The article examines organizational changes as a system-forming tool for transforming the management architecture of an enterprise in conditions of growing turbulence, uncertainty, and increasing demands for sustainable development. It is argued that the modern management paradigm is shifting from static models to the concept of dynamic equilibrium, within which organizational changes are viewed not as a situational response to external challenges, but as a permanent process of development integrated into the strategic logic of an enterprise's functioning. It is proven that the effectiveness of the transformation of the management system is determined by the level of the formed potential for change, which covers managerial, personnel, innovative, and cultural components and ensures adaptability, resilience, and long-term competitiveness.A systematic approach to identifying the object of transformation by decomposing the management system into interrelated subsystems is proposed, which allows achieving coherence of changes and minimizing the risks of fragmentary modernization. An algorithm for transforming the management system has been developed, based on the principles of cyclicality, proactivity, and integration of strategic and operational levels of management. Particular attention is paid to the role of managerial leadership, organizational culture, and communications in the process of institutionalizing change.It is substantiated that organizational changes are the instrumental basis for the implementation of the concept of sustainable development, ensuring the coordination of economic, social, and environmental goals within a single management system. It has been established that the integration of ESG principles into management processes contributes to the formation of long-term business value, increases the legitimacy of the enterprise in the eyes of stakeholders, and strengthens its strategic sustainability. The practical significance of the results lies in the possibility of using the proposed approaches in the development of programs for organizational transformation, strategic development, and corporate governance.

Oleksandr Lytvynenko

Introduction. Digital transformation of the media space is radically reshaping the modes of corporate communication, highlighting the tension between the dominance of online platforms and the preservation of printed corporate media as carriers of image, corporate culture, and the organization’s historical memory. Despite the active study of media digitalization, the mechanisms of adaptation of printed corporate publications to hybrid communication environments remain insufficiently explored in academic discourse. Relevance and Aim. In the context of systemic digital transformation of the media sphere, where technological, organizational, and communicative foundations of corporate publications are changing, there arises a need for scholarly reflection on the transformational processes affecting printed corporate media. The purpose of the article is to provide a comprehensive analysis of the transformation of printed corporate media in the context of digital transformation. Methodology. The article is a review and applied study based on an integrative approach. It employs analysis and synthesis of scholarly sources on corporate media, media hybridity, and convergent journalism to systematize information; content analysis of print and digital publications; case studies of Ukrainian and international practices; a comparative method to evaluate editorial models and production cycles; and a method of generalization to formulate conclusions regarding the role of analytics and cross-media planning. Results. It has been established that digital transformation has affected the structure, content, design, and production cycle of printed corporate media. Printed publications adapt content for long-term preservation and analytical coverage of topics while simultaneously using digital tools to integrate with online platforms. The study demonstrates that a hybrid communication model enhances the effectiveness of audience engagement and contributes to maintaining the competitiveness of corporate media. Conclusions. It is substantiated that digitalization does not displace print but transforms its status – from a channel of оперативе information to an instrument of strategic communication, a carrier of corporate identity and symbolic brand capital integrated into data-driven and cross-media editorial models.

Ahmad Wijayanto, P. Panus, Aminuddin Hamdat et al.

Purpose: This study examines the challenges organizations face in implementing sustainable development strategies within a rapidly evolving business environment. It examines key barriers, including regulatory constraints, financial limitations, technological adoption difficulties, and organizational resistance, while assessing the roles of leadership, governance, and innovation in fostering sustainability. Research Method: This study adopts a Systematic Literature Review (SLR) approach, synthesizing existing research from peer-reviewed academic sources to analyze sustainability challenges and strategic responses. The review integrates perspectives from Institutional Theory to understand how external pressures influence corporate sustainability practices. The study also considers empirical findings from recent literature to provide a structured evaluation of the factors affecting sustainability integration. Results and Discussion: The findings highlight that regulatory frameworks and market expectations are the primary drivers of sustainability adoption. However, many organizations struggle to balance short-term financial performance with long-term sustainability investments. The study identifies technological innovation as a key enabler of sustainable practices, but notes significant barriers, including high investment costs and skill gaps. Furthermore, effective leadership and corporate governance are critical in shaping organizational sustainability cultures. Implications: This study provides practical insights for businesses, policymakers, and researchers, highlighting the importance of integrated sustainability strategies that extend beyond mere compliance. It calls for enhanced regulatory alignment, cross-sector collaborations, and investment in digital sustainability solutions to drive long-term resilience. Future research should explore sector-specific sustainability challenges and the effectiveness of leadership models in driving sustainability transformation.

کرم الله جوانمرد, فرشاد گودرزی

پژوهش حاضر با هدف استفاده از روش آماری فراتحلیل به بررسی نتایج مطالعات انجام‌شده در رابطه با هویت و آسیب‌های اجتماعی انجام شده‌ است. به منظور انجام روش فراتحلیل، 41 پژوهش که در بازه زمانی 1390 تا 1404 صورت گرفته گردآوری شده که با توجه به معیارهای فراتحلیل، 23 مورد از این مطالعات که رابطه بین هویت و آسیب‌های اجتماعی بررسی کرده و در فصلنامه‌های علمی معتبر داخلی منتشر شده‌اند، انتخاب شده است، هر کدام از این پژوهش‌ها به روش کمی و با رویکرد پیمایش صورت گرفته و دارای سنجه‌های پایا هستند. در بررسی یافته‌های پژوهش ابتدا، مفروضات همگنی و خطای انتشار مطالعات منتخب مورد بررسی قرار گرفته و یافته‌ها حکایت از عدم همگنی اندازه اثر و عدم سوگیری انتشار مطالعات منتخب دارد، سپس در گام دوم، ضریب اندازه اثر با استفاده از نرم افزار CMA مورد بررسی قرار گرفتند. نتایج حاصل از این پژوهش نشان می‌دهد که اندازه اثر یا ضریب تأثیر هویت و آسیب‌های اجتماعی برابر با 421/0 بوده که با توجه به نظام تفسیری کوهن، در حد متوسط رو به بالا تبیین شده و به طور کلی نتایج این پژوهش نشان داده است که هویت تأثیر متوسط رو به بالایی بر آسیب‌های اجتماعی دارند.

Yedong Zhang, Hua Han

Against the macro-background of "carbon peaking and carbon neutrality" goals, eco-environment protection regulations are increasingly stricter. Facing high government regulatory risks and frequent environment lawsuits, corporate environmental compliance starts to play a vital role in healthy corporate operation. Law fulfillment routes constitute a critical part in corporate environmental compliance. Few academic scholars have conducted a profound analysis or discussion of legal accomplishment routes for corporate environmental compliances. As a matter of fact, legal routes for accomplishing corporate environmental compliance should be based proper theories concerning corporate environmental rights and obligations as well as dual layer nested governance structure (government environmental power and corporate environmental liabilities). Under the guidance of environmental jurisprudence, enterprises are responsible for setting up practical legal fulfillment routes for their environmental compliance-related rights and obligations. A diversified environmental governance layout composed of government regulation, enterprise self-discipline and social participation should be established. Within enterprises, effective legal routes should be developed for dealing with government regulatory risks and environment lawsuit risks at the same time.

Juhyun Oh, Inha Cha, Michael Saxon et al.

The prevailing ``trivia-centered paradigm'' for evaluating the cultural alignment of large language models (LLMs) is increasingly inadequate as these models become more advanced and widely deployed. Existing approaches typically reduce culture to static facts or values, testing models via multiple-choice or short-answer questions that treat culture as isolated trivia. Such methods neglect the pluralistic and interactive realities of culture, and overlook how cultural assumptions permeate even ostensibly ``neutral'' evaluation settings. In this position paper, we argue for \textbf{intentionally cultural evaluation}: an approach that systematically examines the cultural assumptions embedded in all aspects of evaluation, not just in explicitly cultural tasks. We systematically characterize the what, how, and circumstances by which culturally contingent considerations arise in evaluation, and emphasize the importance of researcher positionality for fostering inclusive, culturally aligned NLP research. Finally, we discuss implications and future directions for moving beyond current benchmarking practices, discovering important applications that we don't know exist, and involving communities in evaluation design through HCI-inspired participatory methodologies.

Ho Doung Cho, J. Lee, Byeong Cheol Jeong

This study empirically investigates the effectiveness of a safety leadership coaching program targeting managers and executives in the manufacturing sector. In the context of increasing demands for serious accident prevention and the establishment of a robust safety culture in industrial settings, the development of managerial safety leadership capabilities has become essential. To address this need, a six-week coaching program based on the GROW model was developed and implemented. The program aimed to enhance field-oriented leadership competencies and promote safety behavior among employees. A total of 158 managers and 830 employees from manufacturing sites participated in the study. Using a pre-post design, changes in leadership behaviors and employee safety actions were measured through validated survey instruments. Data were analyzed using reliability testing, exploratory and confirmatory factor analyses, and structural equation modeling (SEM) to test the hypothesized relationships. The results revealed that participation in the coaching program significantly improved the managers’ field-oriented safety leadership, which in turn positively influenced employees’ proactive and participative safety behaviors. Moreover, the analysis confirmed that changes in managerial leadership served as a mediating factor between the coaching intervention and employees’ safety behavior, thereby contributing to the enhancement of the overall organizational safety culture. This study provides empirical evidence that coaching-based leadership development for managers can effectively drive actual changes in employee safety behavior. It further emphasizes the importance of moving beyond short-term, lecture-based training toward sustainable, coaching-driven interventions to advance safety leadership and foster a mature safety culture in industrial organizations.

N. Mahrif, Assoc. Prof. Dr Jati Kasuma bin Ali, Dr Noni Harianti binti Junaidi et al.

Leadership extends beyond seniority or hierarchical position within an organization. It is not acquired at a particular pay grade. However, leaders play vital roles in shaping an organization's success. Their behaviours profoundly impact employees' ability to meet and exceed expectations in achieving organizational goals. Effective leaders adhere to guidelines and empower their followers. True leadership is not solely defined by personality traits, attributes, or titles, but rather by the power derived from competence, effectiveness, relationships, excellence, innovation, and ethics. While historically male-dominated, women are increasingly being promoted to leadership positions due to societal, economic, and demographic changes. One area of leadership studies that has gained significant attention is emotional intelligence (EI). EI, whether as a personality trait or human ability, is considered a decisive factor for mental health, personal growth, and professional success. Previous research suggests that female leaders often exhibit high levels of emotional intelligence in decision-making and their interactions with employees. However, there are inconsistent findings and empirical evidence in this regard. This working research aims to be conducted in Sarawak, focusing on female leaders working in federal agencies and state offices. The study intends to investigate the mediating role of organization culture and test relevant theories pertaining to emotional intelligence. By contributing new knowledge to the field of emotional intelligence research, this study seeks to enhance understanding of the relationship between emotional intelligence, leadership, and organizational culture.

Bozkurt Kağan Aktürk, Recep Yücel, Şebnem Yücel

The COVID-19 pandemic exposed vulnerabilities in managerial practice and heightened the importance of three interdependent pillars of corporate resilience: strategic planning, organizational policy, and business ethics. Sustainable functioning depends not only on financial stabilization but also on the coherence of these pillars in decision-making under uncertainty. The aim of the article is to theoretically substantiate and systematize the relationships among organizational policy, strategic planning, and business ethics in companies, demonstrating how their alignment shapes responsible conduct and long-term competitiveness. The study is conceptual and relies on a narrative review of interdisciplinary literature in management, strategy, and ethics. It synthesizes classic and contemporary approaches, compares the roles of the “strategy formulation—implementation—evaluation” stages, specifies boundary conditions (crisis contexts, stakeholder pressures), and derives propositions about mutual influences among the three pillars. Strategic planning sets mission, vision, and priorities, ensuring fit between organizational capabilities and the external environment; organizational policy translates these choices into operational rules, incentives, and controls; business ethics serves as a normative filter that constrains opportunism, reduces ethical dilemmas, and builds stakeholder trust. Their interaction is described as a cyclical “communicating vessels” dynamic: changes in one dimension propagate to the others, while ethics permeates the entire cycle—from goal selection to acceptable means and accountability. In crisis conditions, transparent and fair policies concerning employees, customers, and suppliers strengthen legitimacy and execution quality, thereby improving strategic outcomes. Sustainable effectiveness is unattainable without embedding ethics into the architecture of strategy and policies; treating ethics as peripheral compliance is insufficient. Future research should empirically test the proposed model across sectors and cultures, examine digital-era mechanisms (data governance, AI oversight) that operationalize ethical constraints within policies, and analyze post-pandemic institutional shifts in the ethics–strategy–policy nexus, linking them to measurable execution and performance indicators.

D. Chernukh

Digital transformation is one of the most important trends in modern business. It requires enterprises to change their business processes, management models, and corporate culture. The conditions of digitalization today create new challenges for organizational culture. The article investigates the formation of corporate culture in Polish and Ukrainian enterprises in the context of digitalization, which is an urgent task in the context of modern trends in global business. To achieve the set goal, a variety of research methods were used, such as comparison, observation, systems approach, structural analysis, factor analysis, synthesis method, formalization, and structural-logical generalization. The purpose of the research is to analyze the features of corporate culture of Polish and Ukrainian enterprises in the context of digital transformation. In particular, the research investigated the following: the nature of relationships between employees and managers, management style, risk perception, openness to innovation, the importance of teamwork and personal effectiveness. Key differences in the corporate culture of Polish and Ukrainian transportation and logistics enterprises were established. The advantages and disadvantages of the organizational culture of companies were identified. The main factors affecting the corporate culture of Polish and Ukrainian enterprises have been investigated and summarized. The problems of Ukrainian business in the context of war and the main reasons for the migration of companies abroad have been established and highlighted. Key recommendations for Polish and Ukrainian companies to successfully adapt to digital transformation: invest in digital technologies and infrastructure; develop a digital strategy; empower employees to embrace change; measure and track progress.This study showed that digitalization has both positive and negative impacts on corporate culture. Specifically, among the positive factors, it is worth highlighting the increase in transparency and accessibility of information, the improvement of communication and interaction, and the development of innovation and creativity. Among the negative ones, the increase in stress and burnout, the decrease in personal communication, and the increase in staff turnover. During the study, it was found that digital transformation has a significant impact on corporate culture. It requires companies to adapt to new technologies, changes in ways of working and interacting with customers and employees. Therefore, Polish and Ukrainian companies need to follow these recommendations to improve corporate culture: ensure transparency and accessibility of information; improve communication and collaboration; promote innovation and creativity; provide employee support; provide employee support.

A. Pismennaya, A. Tochalnaya

The influence of changes of typical organizational management structures in transport companies on the effectiveness of its adaptation to the changing environment is analyzed. The impact is studied which affects the efficiency indicators of increasing the intensity of communication flows, including the formation of the position of a communication broker in the organization structure, an increase in the number of communication channels per agent, an increase in the intensity of interaction between individual agents when using modern means of communication, such as corporate messengers, online meetings, videoconferences. The research method is numerical modeling of the behavior of a transport industry company, presented as a set of interacting agents. The nature of the organization model construction reflects the prevailing organizational culture in it (the study considers models of two types of organizational culture – hierarchy and adhocracy). The novelty of the work is in quantifying the effectiveness of the transport organization in processing information about changes in the environment through modifications of the organizational structure. The results of the study show that the organizational effectiveness is determined by the static and dynamic characteristics of the organizational management structure. Static characteristics include the depth of hierarchy levels, the density of interaction between agents and departments in the organization; dynamic characteristics include the speed of information dissemination, indicators of the impact of agents on each other. Conclusions. A comprehensive analysis of the environment, the organizational structure of management and the level of training individual agents that make up the organization allows to select a modification of the communication environment that ensures an increase in the effectiveness of the adaptive abilities of the transport industry organization.

Nick Zhang

The hostility between the two cultures, scientific and literary, was framed by C.P. Snow in 1959 and later by others. The scientific culture is nowadays often identified with STEM (Science, Technology, Engineering and Mathematics) whereas the literary culture generally refers to humanities and social sciences. Wilson expressed the wish for the unity of knowledge. We put forward the notions of knowledge distance and knowledge consilience threshold to quantitatively measure distance and coupling process between different branches of knowledge. Our findings suggest that the gulf between the two cultures is widening.

Jose Maria Biedma Ferrer, Jose Aurelio Medina Garrido

Purpose: The objective of this work is to analyze the impact of implementing work-family reconciliation measures on workers' perception and how this can influence their behavior, especially in their organizational performance. Design/methodology/approach: A literature review and the main research works related to the work-family conflict and reconciliation measures to overcome this conflict have been conducted to draw conclusions about their impact on worker performance. Contributions and results: This work proposes an integrative model that shows the existing relationships between work-family reconciliation and perceptual variables on one side, and those related to the worker's organizational behavior on the other. Perceptual variables such as stress, job satisfaction, and motivation are analyzed. Regarding variables related to the worker's organizational behavior, absenteeism, turnover, and performance are analyzed. The results of the analysis provide evidence that the existence of work-family reconciliation is perceived favorably by workers and improves their organizational behavior, especially their performance. Originality/Added value: This study integrates different perspectives related to the conflict and work-family reconciliation, from an eclectic vision. Thus, it contributes to existing literature with a more comprehensive approach to the investigated topic. Additionally, the proposed integrative model allows for useful conclusions for management from both a purely human resources management perspective and organizational productivity improvement. Keywords: Work-family conflict, work-family reconciliation, perceptual variables, organizational performance, human resources managements

Mena Rizk, Daniela Rosu, Mark Fox

A critical function of an organization is to foster the level of integration (coordination and cooperation) necessary to achieve its objectives. The need to coordinate and motivation to cooperate emerges from the myriad dependencies between an organization's members and their work. Therefore, to reason about solutions to coordination and cooperation problems requires a robust representation that includes the underlying dependencies. We find that such a representation remains missing from formal organizational models, and we leverage semantics to bridge this gap. Drawing on well-established organizational research and our extensive fieldwork with one of North America's largest municipalities, (1) we introduce an ontology, formalized in first-order logic, that operationalizes concepts like outcome, reward, and epistemic dependence, and their links to potential integration risks; and (2) present real-world applications of this ontology to analyze and support integration in complex government infrastructure projects. Our ontology is implemented and validated in both Z3 and OWL. Key features of our model include inferable dependencies, explainable coordination and cooperation risks, and actionable insights on how dependency structures within an organization can be altered to mitigate the risks. Conceptualizing real-world challenges like incentive misalignment, free-riding, and subgoal optimization in terms of dependency structures, our semantics-based approach represents a novel method for modelling and enhancing coordination and cooperation. Integrated within a decision-support system, our model may serve as an impactful aid for organizational design and effectiveness. More broadly, our approach underscores the transformative potential of semantics in deriving tangible, real-world value from existing organization theory.

Chenglin Qing, Shanyue Jin

Recently, environmental, social, and governance (ESG) has become an important factor in companies' sustainable development. Artificial intelligence (AI) is also a core digital technology that can create innovative, sustainable, comprehensive, and resilient environments. ESG- and AI-based digital transformation is a relevant strategy for managing business value and sustainability in corporate green management operations. Therefore, this study examines how corporate sustainability relates to ESG- and AI-based digital transformation. Furthermore, it confirms the moderating effect of green innovation on the process of increasing sustainability. To achieve the purpose of this study, 359 data points collected for hypothesis testing were used for statistical analysis and for mobile business platform users. The following conclusions are drawn. (1) ESG activities have become key variables that enable sustainable corporate growth. Companies can implement eco-friendly operating processes through ESG activities. (2) This study verifies the relationship between AI-based digital transformation and corporate sustainability and confirms that digital transformation positively affects corporate sustainability. In addition, societal problems can be identified and environmental accidents prevented through technological innovation. (3) This study does not verify the positive moderating effect of green innovation; however, it emphasizes its necessity and importance. Although green innovation improves performance only in the long term, it is a key factor for companies pursuing sustainable growth. This study reveals that ESG- and AI-based digital transformation is an important tool for promoting corporate sustainability, broadening the literature in related fields and providing insights for corporate management and government policymakers to advance corporate sustainability.

Nikhil Manali, David Doermann, Mahesh Desai

Organizational charts, also known as org charts, are critical representations of an organization's structure and the hierarchical relationships between its components and positions. However, manually extracting information from org charts can be error-prone and time-consuming. To solve this, we present an automated and end-to-end approach that uses computer vision, deep learning, and natural language processing techniques. Additionally, we propose a metric to evaluate the completeness and hierarchical accuracy of the extracted information. This approach has the potential to improve organizational restructuring and resource utilization by providing a clear and concise representation of the organizational structure. Our study lays a foundation for further research on the topic of hierarchical chart analysis.

Ruoyan Kong, Haiyi Zhu, Joseph A. Konstan

The COVID-19 pandemic has forced many employees to work from home. Organizational bulk emails now play a critical role to reach employees with central information in this work-from-home environment. However, we know from our own recent work that organizational bulk email has problems: recipients fail to retain the bulk messages they received from the organization; recipients and senders have different opinions on which bulk messages were important; and communicators lack technology support to better target and design messages. In this position paper, first we review the prior work on evaluating, designing, and prototyping organizational communication systems. Second we review our recent findings and some research techniques we found useful in studying organizational communication. Last we propose a research agenda to study organizational communications in remote work environment and suggest some key questions and potential study directions.

Sebastian Hönel

Real-world software applications must constantly evolve to remain relevant. This evolution occurs when developing new applications or adapting existing ones to meet new requirements, make corrections, or incorporate future functionality. Traditional methods of software quality control involve software quality models and continuous code inspection tools. These measures focus on directly assessing the quality of the software. However, there is a strong correlation and causation between the quality of the development process and the resulting software product. Therefore, improving the development process indirectly improves the software product, too. To achieve this, effective learning from past processes is necessary, often embraced through post mortem organizational learning. While qualitative evaluation of large artifacts is common, smaller quantitative changes captured by application lifecycle management are often overlooked. In addition to software metrics, these smaller changes can reveal complex phenomena related to project culture and management. Leveraging these changes can help detect and address such complex issues. Software evolution was previously measured by the size of changes, but the lack of consensus on a reliable and versatile quantification method prevents its use as a dependable metric. Different size classifications fail to reliably describe the nature of evolution. While application lifecycle management data is rich, identifying which artifacts can model detrimental managerial practices remains uncertain. Approaches such as simulation modeling, discrete events simulation, or Bayesian networks have only limited ability to exploit continuous-time process models of such phenomena. Even worse, the accessibility and mechanistic insight into such gray- or black-box models are typically very low. To address these challenges, we suggest leveraging objectively [...]

Xhesilda Vogli, Erion Çano

As stakeholders' pressure on corporates for disclosing their corporate social responsibility operations grows, it is crucial to understand how efficient corporate disclosure systems are in bridging the gap between corporate social responsibility reports and their actual practice. Meanwhile, research on corporate social responsibility is still not aligned with the recent data-driven strategies, and little public data are available. This paper aims to describe CSRCZ, a newly created dataset based on disclosure reports from the websites of 1000 companies that operate in Czech Republic. Each company was analyzed based on three main parameters: company size, company industry, and company initiatives. We describe the content of the dataset as well as its potential use for future research. We believe that CSRCZ has implications for further research, since it is the first publicly available dataset of its kind.

Andi Achmad Syukri Tammalele, Mattalatta, Tajuddin Malik

The Social Service of West Sulawesi Province has duties and functions in terms of formulating technical policies in the social sector following the Regional Development Plan (RPD), namely planning, fostering, and controlling technical procedures in the social sector, developing, fostering, and controlling technical policies for the implementation of the Technical Implementing Unit (TIU), and carrying out other tasks assigned by superiors following their field of duty. This type of research is descriptive qualitative research, where the data is in words and pictures, not numbers. Analysis of the data used is a descriptive-analytical method, describing the data collected in words, pictures, and not numbers. Data that comes from scripts, interviews, field notes, documents, and so on is then described so that it can provide clarity on reality or reality. In collecting this data, the authors go directly to the research object to obtain valid data. The results show that the relationship between elements of organizational culture is dynamic through a reciprocal process. Organizational values manifest basic assumptions and vice versa, so this process continues towards a balance point between stability and changing elements of the corporate culture. Performance quality is a result that can be measured by the effectiveness and efficiency of a job done by human resources or other resources in achieving the goals or objectives of the company properly and efficiently.