Topic
Organizational culture
About: Organizational culture is a research topic. Over the lifetime, 31507 publications have been published within this topic receiving 926787 citations. The topic is also known as: corporate culture & organisational culture.
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TL;DR: In this paper, the authors empirically explore the relations between alternative organizational designs and a firm's ability to explore as well as exploit, and they find that ambidextrous organization designs are relatively more effective in executing innovation streams than functional, cross-functional, and spinout designs.
Abstract: This article empirically explores the relations between alternative organizational designs and a firm’s ability to explore as well as exploit. We operationalize exploitation and exploration in terms of innovation streams; incremental innovation in existing products as well as architectural and/or discontinuous innovation. Based on in-depth, longitudinal data on 13 business units and 22 innovations, we describe the consequences of organization design choices on innovation outcomes as well as the ongoing performance of existing products. We find that ambidextrous organization designs are relatively more effective in executing innovation streams than functional, cross-functional, and spinout designs. Further, transitions to ambidextrous designs are associated with increased innovation outcomes, while shifts away from ambidextrous designs are associated with decreased innovation outcomes. We describe the nature of ambidextrous organizational designs—their characteristics, underlying processes, and boundary conditions. More broadly, we suggest that the locus of integration and degree of structural differentiation together affect a firm’s ability to explore and exploit. We suggest that the senior team’s ability to attend to and deal with contradictory internal architectures is a crucial determinant of a firm’s ability to exploit in the short term and explore over time.
305 citations
TL;DR: It is suggested that although increasing recruitment of nurses and improved compensation and benefits strategies may offset hospital nurse shortages in the short term, improving quality of work life may be a more practical and long‐term approach to improving hospital nurse retention.
Abstract: Investigates the relationship between hospital unit culture and the quality of work life of nurses. Impact of unit organizational culture on the quality of work life factors of nurses; Correlation between human relations cultural values and organizational commitment; Importance of quality of work life improvement to improving hospital nurse retention.
304 citations
TL;DR: In this article, a literature review of the existing body of empirically-based studies relating to the causes and implications of how the ethical climate of a company ultimately affects the incidence of workplace deviance is performed.
Abstract: Purpose – The purpose of this article is to perform a literature review of the existing body of empirically‐based studies relating to the causes and implications of how the ethical climate of a company ultimately affects the incidence of workplace deviance.Design/methodology/approach – The article examines the issue of ethical contexts and climates within organizations, as measured by the Ethical Climate Questionnaire developed in 1987 by Victor and Cullen , and their implications in the daily work lives of participants. The causes of unethical behaviour, including the presence of counter norms, the environment in which a firm operates, and organizational commitment, as well as the manifestation of this behaviour in the form of workplace deviance, are reviewed. Finally, current trends in preventing workplace deviance are investigated, including promoting a strong culture of ethics, and the use of “toxic handlers”, individuals who take it upon themselves to handle the frustrations of fellow employees.Findi...
303 citations
TL;DR: It is argued that, despite the considerable amount of research activity in these areas, the two research traditions have existed as ''stovepipes,'' operating in parallel but not communicating effectively with each other.
302 citations
TL;DR: In this article, the authors examine the concept of individual readiness for organizational change as well as its relationship to change strategies and organizational culture and find that individuals are more likely to have higher levels of readiness for change when they experience normative-reeducative change strategies, and perceive their work environment to have the characteristics associated with a learning culture.
Abstract: Individual readiness for organizational change reflects the concept of unfreezing proposed by Lewin (1947/1997b) and is critical to successful change implementation. Understanding the conditions conducive to individual readiness for organizational change, instead of the more traditional focus on resistance to change, can be useful for designing and implementing effective human resource and organization development (HROD) interventions. In this conceptual article, we examine the concept of individual readiness for organizational change as well as its relationship to change strategies and organizational culture. A review of literature on change strategies and a learning culture suggests that individuals are more likely to have higher levels of readiness for organizational change when (a) they experience normative-reeducative change strategies and when (b) they perceive their work environment to have the characteristics associated with a learning culture.
301 citations