This study determined the organizational culture and employee performance of selected banks in Anambra state. The specific objectives are to determine whether supportive culture has a significant influence on employees’ performance and evaluate the extent to which power culture has a significant influence on employees’ performance. This study adopted a survey research design. The population of the study consists of seven selected commercial banks operating in Anambra State, Nigerian. A questionnaire was used to generate data from targeted respondents. Data collected for the study were analyzed by the researcher using five point likert’s scale. The hypotheses were tested using a simple regression statistical tool with aid of SPSS version 20.0 at5 level of significance. The result of the analysis specifies that supportive and power culture is positively influenced the employee’s performance of Nigerian banks. Olise, Moses C | Okolocha, Chizoba B "Effect of Organizational Culture and Employee Performance of Selected Banks in Anambra State" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd42440.pdf Paper URL: https://www.ijtsrd.commanagement/hrm-and-retail-business/42440/effect-of-organizational-culture-and-employee-performance-of-selected-banks-in-anambra-state/olise-moses-c
6.[61 68]impact of organizational culture on coworker supportAlexander Decker
This document analyzes the impact of organizational culture on coworker support. It develops a conceptual model showing that organizational culture is influenced by factors like trust, coordination among teams, knowledge sharing, and training. These factors significantly impact coworker support within an organizational culture. The document reviews literature on organizational culture and coworker support, and defines key aspects like trustworthiness, social exchange, and knowledge sharing culture that can shape organizational culture and coworker support.
11.impact of organizational culture on coworker supportAlexander Decker
This document analyzes the impact of organizational culture on coworker support. It develops a conceptual model showing that organizational culture is influenced by several key factors, including trust, coordination among teams, knowledge sharing, and training. These factors are said to considerably control the level of coworker support within an organizational culture. The document reviews previous studies on organizational culture, coworker support, knowledge sharing, trust, and other related topics to justify and support the proposed conceptual model.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
To stay or not to stay can organizational culture provide the staying powerAlexander Decker
This study investigated the influence of organizational culture on employee retention in the Ghanaian banking sector. A survey was administered to 301 employees from 4 banks. The study found that organizational culture significantly predicted employee retention, with innovative culture accounting for the greatest variance. Community and bureaucratic cultures also significantly predicted retention, while competitive culture did not. The findings suggest that cultures emphasizing innovation, community, and bureaucracy best promote employee retention in Ghanaian banks.
Octapace Culture: A Study of Hospitality Sector in Lucknow Regionscmsnoida5
This document summarizes a study on organizational culture in the hospitality sector in Lucknow, India. The study used mixed methods including surveys and interviews of 200 employees to analyze the impact of OCTAPACE cultural parameters on organizational effectiveness. The results found that organizational culture has a significant impact on effectiveness. Companies need a performance-driven culture to motivate employees and maintain competitive advantage. Limitations included the study being static and potential for response bias. The implications are that management must develop a performance-focused environment to strengthen the connections between culture, practices, and performance.
This document summarizes a study on the OCTAPACE organizational culture at Mahindra & Mahindra. OCTAPACE stands for 8 dimensions of culture: Openness, Confrontation, Trust, Authenticity, Proaction, Autonomy, Collaboration, and Experimentation. The study assessed Mahindra employees' perceptions of these dimensions across gender and age through a questionnaire. Statistical analysis found no significant differences in perceptions between gender or age for any dimension. Overall, the study found Mahindra's culture encourages open communication, facing problems, teamwork, and innovative problem-solving, supporting a productive work environment. Recommendations include maintaining open communication and developing insights around key cultural attributes.
6.[61 68]impact of organizational culture on coworker supportAlexander Decker
This document analyzes the impact of organizational culture on coworker support. It develops a conceptual model showing that organizational culture is influenced by factors like trust, coordination among teams, knowledge sharing, and training. These factors significantly impact coworker support within an organizational culture. The document reviews literature on organizational culture and coworker support, and defines key aspects like trustworthiness, social exchange, and knowledge sharing culture that can shape organizational culture and coworker support.
11.impact of organizational culture on coworker supportAlexander Decker
This document analyzes the impact of organizational culture on coworker support. It develops a conceptual model showing that organizational culture is influenced by several key factors, including trust, coordination among teams, knowledge sharing, and training. These factors are said to considerably control the level of coworker support within an organizational culture. The document reviews previous studies on organizational culture, coworker support, knowledge sharing, trust, and other related topics to justify and support the proposed conceptual model.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
To stay or not to stay can organizational culture provide the staying powerAlexander Decker
This study investigated the influence of organizational culture on employee retention in the Ghanaian banking sector. A survey was administered to 301 employees from 4 banks. The study found that organizational culture significantly predicted employee retention, with innovative culture accounting for the greatest variance. Community and bureaucratic cultures also significantly predicted retention, while competitive culture did not. The findings suggest that cultures emphasizing innovation, community, and bureaucracy best promote employee retention in Ghanaian banks.
Octapace Culture: A Study of Hospitality Sector in Lucknow Regionscmsnoida5
This document summarizes a study on organizational culture in the hospitality sector in Lucknow, India. The study used mixed methods including surveys and interviews of 200 employees to analyze the impact of OCTAPACE cultural parameters on organizational effectiveness. The results found that organizational culture has a significant impact on effectiveness. Companies need a performance-driven culture to motivate employees and maintain competitive advantage. Limitations included the study being static and potential for response bias. The implications are that management must develop a performance-focused environment to strengthen the connections between culture, practices, and performance.
This document summarizes a study on the OCTAPACE organizational culture at Mahindra & Mahindra. OCTAPACE stands for 8 dimensions of culture: Openness, Confrontation, Trust, Authenticity, Proaction, Autonomy, Collaboration, and Experimentation. The study assessed Mahindra employees' perceptions of these dimensions across gender and age through a questionnaire. Statistical analysis found no significant differences in perceptions between gender or age for any dimension. Overall, the study found Mahindra's culture encourages open communication, facing problems, teamwork, and innovative problem-solving, supporting a productive work environment. Recommendations include maintaining open communication and developing insights around key cultural attributes.
Rakhee rachel rajan organisational culture -1-RakheeRachel
This document provides an overview of organizational culture. It discusses perspectives on organizational culture including integration, differentiation, and fragmentation. Key factors that shape organizational culture are artifacts, espoused values, and underlying assumptions. Organizational cultures can be classified into four types: control (hierarchy), compete (market), collaborate (clan), and create (adhocracy). Company culture is influenced by subcultures within departments. Important issues in shaping organizational culture include creating a climate for change, leadership, employee engagement, team orientation, tracking cultural change, and training/rewards. Organizational culture can impact performance, and merging cultures presents challenges.
Gl bajaj institute of management and researchManas Mondal
This document discusses organizational culture at Nokia. It defines organizational culture as shared assumptions, values and beliefs that influence how people behave in an organization. At Nokia, the culture focuses on the Nokia employee proposition of performance-based rewards, professional and personal growth, and work-life balance. It also discusses eight dimensions of organizational culture called OCTAPACE, which includes openness, confrontation, trust, authenticity, proactivity, autonomy, collaboration, and experimentation.
This study seeks to validate the phenomenon of organizational culture types that purports to support
an organization’s performance. The study further determines if there is any substantive relevance to the
argument proposed by scholars in organizational culture theory that an organization’s culture predicating on
its performance,
This document discusses organizational citizenship behavior (OCB), which refers to individual behaviors in a workplace that are beneficial but not formally rewarded. The authors aim to analyze how OCB impacts various organizational performance measures based on its antecedents and consequences. OCB is described as having two dimensions - behaviors directed at individuals, and behaviors that benefit the overall organization. Various antecedents of OCB are identified, like role clarity, leadership, commitment, and justice. These antecedents are then correlated with five organizational performance outcomes: reduced turnover and absenteeism, employee satisfaction and loyalty, and customer satisfaction and loyalty. The authors argue more research is needed on how demographics like age, gender and experience influence OCB.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
This document presents a new framework for assessing organizational capacity in small nonprofits. It begins with an overview of existing literature on defining and measuring organizational capacity. It then profiles the unique challenges of small nonprofits. The framework aims to assess capacity in a way that reflects the integration of capacity attributes and capacity building processes. It was developed with and for small grassroots nonprofits.
Psu 2010 student conference beyond territory and turfcsa140
- The document discusses moving away from silos in higher education administration towards a "boundaryless" model to improve communication, reduce risk, and enhance efficiency. It analyzes literature on boundaryless organizations and General Electric's approach. The presentation explores research questions on interdepartmental cooperation and proposes using Galbraith's Star Model and a socio-technical systems approach to study ways of breaking down barriers between administrative departments in universities.
The moderating role of organizational tenure on the relationship between orga...Alexander Decker
This document discusses a study that examined the relationship between organizational culture and organizational citizenship behavior (OCB) in Ghana's banking industry, and whether that relationship is moderated by employee organizational tenure. The study found that organizational culture positively predicts OCB. Additionally, organizational tenure moderates the relationship such that employees with longer tenure are more likely to engage in OCB than those with shorter tenure. The findings are consistent with attraction-selection-attrition and human capital theories. The implications for practice and research are discussed.
This document discusses 13 trends in organizational behavior. It summarizes each trend in 1-2 sentences. The trends include changes in diversity and inclusion in organizations, the consideration of ethical ideology and justice, more efficient use of time and money, evolving views of group behavior and power dynamics, greater understanding of cultural learning, breaking gender stereotypes, and moving beyond constraints to recognize employees' pro-social nature.
Factors influencing Organizational Behaviour/Key elements of OB, The Perception process, Perceptual Mechanism, Perceptual Organization, Perceptual Interpretation. BBA NOTES, OB NOTES
Presentation on organisational behaviour for bba ivAjit Singh
This presentation covers organizational behaviour for a BBA program. It includes 4 units: introduction, individual processes, team processes, and organizational processes. The introduction unit covers concepts, trends in workforce diversity, and the historical development of organizational behaviour. The individual processes unit examines personality, values, attitudes, perception, learning, and motivation. The team processes unit focuses on group dynamics, teams, decision making, power politics, communication, and conflict negotiation. Finally, the organizational processes unit looks at organizational structure and design, culture, and change. The objectives are job satisfaction, finding the right people, organizational culture, and leadership and conflict resolution.
The workshop will explore organizational behaviour through a day-long session covering its historical development and key issues. Participants will examine organizational behaviour from different theoretical perspectives, including how individuals and groups function within organizations. The goal is to stimulate critical thinking around people and organizations to help practitioners develop new knowledge and skills.
Organizational culture and performance of higher educational institutions the...Alexander Decker
This document summarizes a study that examined the relationship between organizational culture, individual readiness for change, and organizational performance in higher education institutions in Pakistan. The study hypothesized that individual readiness for change mediates the positive relationship between organizational culture and organizational performance. Data was collected through questionnaires distributed to 307 faculty members with PhDs from universities and higher education institutions in Pakistan. The study found support for individual readiness for change partially mediating the relationship between organizational culture and organizational performance. The findings provide insight into how different dimensions of organizational culture relate to performance.
This document provides an overview of organisational behaviour. It discusses how OB seeks to understand individual, group, and organisational behaviour using scientific methods. Key topics covered include early management theories from Adam Smith to Frederick Taylor's scientific management. It also summarizes research from the Hawthorne studies and classical organisation theorists like Fayol, Weber, and Barnard. The document traces the development of OB from its classical roots to modern behavioural and contingency perspectives, noting changing challenges with globalization, diversity, and new forms of work and organization.
Emergent Practices_Masters Literature Review_Theory of PracticeRae Stacy
The document discusses enabling creative and emergent conditions in organizations. It defines creativity as a socially influenced process involving domains, fields, and individuals. Emergence involves interaction, correlation, unpredictability, and four sequential conditions - entering disequilibrium, encouraging novelty, sensemaking, and stabilizing feedback. Leaders can foster these conditions through an adaptive leadership style. They disrupt patterns, encourage novelty, help with sensemaking, and stabilize feedback. This enables informal creativity and emergence while coordinating supportive contexts. When leaders effectively apply these strategies, new innovative order can emerge from the organization.
This document discusses strategies for fostering ethical leadership in organizations. It begins by noting that several high-profile business failures were due to unethical leadership. Ethical leadership is important to protect organizations' culture, reputation and productivity. The document then explores definitions of ethical leadership, the role of integrity and ethics in leadership, and the consequences of ethical versus unethical leadership. Specifically, research shows that ethical leadership can positively influence employees' values and behaviors, as well as their job satisfaction and well-being. Overall, the document argues for reinstating character formation and holistic education as ways to develop ethical leadership across different domains of society.
Contents of the PPT are:
* Organisation
* Features of Organisation
* Organisational Behaviour
* Concept of OB
* Nature of OB
* Challenges of OB
* Importance/Role of OB
* Approaches of OB
Analyzing Correlation of Leadership Style with Organizational Maturity a Mili...inventionjournals
Management and leadership are the pillars of every organization and society. Advancement of technology, complexity and size of today’s organizations, and organizations’ continuous effort to gradually evolve their processes and achieve organizational maturity to gain competitive advantage and greater sustainability have highlighted the role of organizational leadership more than ever. Conducted in 2016, the present research is an attempt to determine the Correlation between Leadership Style and Organizational Maturity in a Military Organization .This research is an applied study in terms of objective, and a descriptivesurvey study with respect to data collection method. The statistical population included 150 personnel of a military organization. The data is collected using two questionnaires: the leadership style questionnaire and the organizational maturity questionnaire. The questionnaire's reliability is 0.98 using the Cronbach’s alpha for all dimensions of the questionnaire. A construct validity assessment is conducted to calculate the questionnaire’s validity, and results reflected validity of the research instrument (AVE>0.5). Data analysis is carried out through structural equations modeling in Smart PLS. Results revealed that the variance and path coefficients have significantly adequate values. Findings were also reflective of a significant Correlation between leadership style and organizational maturity of employees. However, a significant negative Correlation is observed between organization’s leadership goal setting and organizational maturity on the one hand, and leadership style and organizational maturity on the other. As a result, the research hypotheses were rejected. In addition, there is no Correlation between organizational maturity and leadership style, and thus the related hypothesis is rejected in studied organization.
Organizational behaviour lession 1 development of obKnight1040
This document provides an overview of organizational behavior, including:
1. Definitions of organizational behavior from various sources that refer to human behavior in organizations.
2. A brief history of foundations of organizational behavior including scientific management, bureaucracy, and the human relations movement.
3. Reasons to study organizational behavior including gaining competencies to be an effective employee or manager and understanding what is happening in one's job.
4. Issues in organizational behavior related to diversity, technology, ethics, and globalization.
This document develops a conceptual framework and hypotheses about the relationships between organizational learning, perceptions of the external environment, and innovation performance at the individual and organizational levels. It reviews literature on organizational learning and innovation performance. The review indicates that organizational learning is positively related to perceptions of an uncertain/complex external environment and to innovation performance. However, the relationship between organizational learning and innovation performance lacks empirical evidence. The framework and hypotheses aim to address this gap by examining these relationships at both the individual and organizational levels.
6.[61 68]impact of organizational culture on coworker supportAlexander Decker
This document analyzes the impact of organizational culture on coworker support. It develops a conceptual model showing that organizational culture is influenced by factors like trust, coordination among teams, knowledge sharing, and training. These factors significantly impact coworker support within an organizational culture. The document reviews literature on organizational culture and coworker support, and defines key aspects like trustworthiness, social exchange, and knowledge sharing culture that can shape organizational culture and coworker support.
Perceived influence of organizational culture and management style on employe...Alexander Decker
This document discusses the relationship between organizational culture, management style, and employee performance in Nigerian banking sectors. It reviews literature showing that organizational culture and human resource management are important for achieving organizational goals. The study examines how organizational culture and management style impact employee performance. A survey was conducted of staff in Nigerian banks, collecting data through questionnaires. The findings showed that organizational culture has a strong relationship with employee performance. Elements like equipment handling, social behaviors, and symbols positively influence performance. Management style and attitudes were also found to significantly relate to performance. New employees more easily incorporated when values were compatible between the employee and organization.
Rakhee rachel rajan organisational culture -1-RakheeRachel
This document provides an overview of organizational culture. It discusses perspectives on organizational culture including integration, differentiation, and fragmentation. Key factors that shape organizational culture are artifacts, espoused values, and underlying assumptions. Organizational cultures can be classified into four types: control (hierarchy), compete (market), collaborate (clan), and create (adhocracy). Company culture is influenced by subcultures within departments. Important issues in shaping organizational culture include creating a climate for change, leadership, employee engagement, team orientation, tracking cultural change, and training/rewards. Organizational culture can impact performance, and merging cultures presents challenges.
Gl bajaj institute of management and researchManas Mondal
This document discusses organizational culture at Nokia. It defines organizational culture as shared assumptions, values and beliefs that influence how people behave in an organization. At Nokia, the culture focuses on the Nokia employee proposition of performance-based rewards, professional and personal growth, and work-life balance. It also discusses eight dimensions of organizational culture called OCTAPACE, which includes openness, confrontation, trust, authenticity, proactivity, autonomy, collaboration, and experimentation.
This study seeks to validate the phenomenon of organizational culture types that purports to support
an organization’s performance. The study further determines if there is any substantive relevance to the
argument proposed by scholars in organizational culture theory that an organization’s culture predicating on
its performance,
This document discusses organizational citizenship behavior (OCB), which refers to individual behaviors in a workplace that are beneficial but not formally rewarded. The authors aim to analyze how OCB impacts various organizational performance measures based on its antecedents and consequences. OCB is described as having two dimensions - behaviors directed at individuals, and behaviors that benefit the overall organization. Various antecedents of OCB are identified, like role clarity, leadership, commitment, and justice. These antecedents are then correlated with five organizational performance outcomes: reduced turnover and absenteeism, employee satisfaction and loyalty, and customer satisfaction and loyalty. The authors argue more research is needed on how demographics like age, gender and experience influence OCB.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
This document presents a new framework for assessing organizational capacity in small nonprofits. It begins with an overview of existing literature on defining and measuring organizational capacity. It then profiles the unique challenges of small nonprofits. The framework aims to assess capacity in a way that reflects the integration of capacity attributes and capacity building processes. It was developed with and for small grassroots nonprofits.
Psu 2010 student conference beyond territory and turfcsa140
- The document discusses moving away from silos in higher education administration towards a "boundaryless" model to improve communication, reduce risk, and enhance efficiency. It analyzes literature on boundaryless organizations and General Electric's approach. The presentation explores research questions on interdepartmental cooperation and proposes using Galbraith's Star Model and a socio-technical systems approach to study ways of breaking down barriers between administrative departments in universities.
The moderating role of organizational tenure on the relationship between orga...Alexander Decker
This document discusses a study that examined the relationship between organizational culture and organizational citizenship behavior (OCB) in Ghana's banking industry, and whether that relationship is moderated by employee organizational tenure. The study found that organizational culture positively predicts OCB. Additionally, organizational tenure moderates the relationship such that employees with longer tenure are more likely to engage in OCB than those with shorter tenure. The findings are consistent with attraction-selection-attrition and human capital theories. The implications for practice and research are discussed.
This document discusses 13 trends in organizational behavior. It summarizes each trend in 1-2 sentences. The trends include changes in diversity and inclusion in organizations, the consideration of ethical ideology and justice, more efficient use of time and money, evolving views of group behavior and power dynamics, greater understanding of cultural learning, breaking gender stereotypes, and moving beyond constraints to recognize employees' pro-social nature.
Factors influencing Organizational Behaviour/Key elements of OB, The Perception process, Perceptual Mechanism, Perceptual Organization, Perceptual Interpretation. BBA NOTES, OB NOTES
Presentation on organisational behaviour for bba ivAjit Singh
This presentation covers organizational behaviour for a BBA program. It includes 4 units: introduction, individual processes, team processes, and organizational processes. The introduction unit covers concepts, trends in workforce diversity, and the historical development of organizational behaviour. The individual processes unit examines personality, values, attitudes, perception, learning, and motivation. The team processes unit focuses on group dynamics, teams, decision making, power politics, communication, and conflict negotiation. Finally, the organizational processes unit looks at organizational structure and design, culture, and change. The objectives are job satisfaction, finding the right people, organizational culture, and leadership and conflict resolution.
The workshop will explore organizational behaviour through a day-long session covering its historical development and key issues. Participants will examine organizational behaviour from different theoretical perspectives, including how individuals and groups function within organizations. The goal is to stimulate critical thinking around people and organizations to help practitioners develop new knowledge and skills.
Organizational culture and performance of higher educational institutions the...Alexander Decker
This document summarizes a study that examined the relationship between organizational culture, individual readiness for change, and organizational performance in higher education institutions in Pakistan. The study hypothesized that individual readiness for change mediates the positive relationship between organizational culture and organizational performance. Data was collected through questionnaires distributed to 307 faculty members with PhDs from universities and higher education institutions in Pakistan. The study found support for individual readiness for change partially mediating the relationship between organizational culture and organizational performance. The findings provide insight into how different dimensions of organizational culture relate to performance.
This document provides an overview of organisational behaviour. It discusses how OB seeks to understand individual, group, and organisational behaviour using scientific methods. Key topics covered include early management theories from Adam Smith to Frederick Taylor's scientific management. It also summarizes research from the Hawthorne studies and classical organisation theorists like Fayol, Weber, and Barnard. The document traces the development of OB from its classical roots to modern behavioural and contingency perspectives, noting changing challenges with globalization, diversity, and new forms of work and organization.
Emergent Practices_Masters Literature Review_Theory of PracticeRae Stacy
The document discusses enabling creative and emergent conditions in organizations. It defines creativity as a socially influenced process involving domains, fields, and individuals. Emergence involves interaction, correlation, unpredictability, and four sequential conditions - entering disequilibrium, encouraging novelty, sensemaking, and stabilizing feedback. Leaders can foster these conditions through an adaptive leadership style. They disrupt patterns, encourage novelty, help with sensemaking, and stabilize feedback. This enables informal creativity and emergence while coordinating supportive contexts. When leaders effectively apply these strategies, new innovative order can emerge from the organization.
This document discusses strategies for fostering ethical leadership in organizations. It begins by noting that several high-profile business failures were due to unethical leadership. Ethical leadership is important to protect organizations' culture, reputation and productivity. The document then explores definitions of ethical leadership, the role of integrity and ethics in leadership, and the consequences of ethical versus unethical leadership. Specifically, research shows that ethical leadership can positively influence employees' values and behaviors, as well as their job satisfaction and well-being. Overall, the document argues for reinstating character formation and holistic education as ways to develop ethical leadership across different domains of society.
Contents of the PPT are:
* Organisation
* Features of Organisation
* Organisational Behaviour
* Concept of OB
* Nature of OB
* Challenges of OB
* Importance/Role of OB
* Approaches of OB
Analyzing Correlation of Leadership Style with Organizational Maturity a Mili...inventionjournals
Management and leadership are the pillars of every organization and society. Advancement of technology, complexity and size of today’s organizations, and organizations’ continuous effort to gradually evolve their processes and achieve organizational maturity to gain competitive advantage and greater sustainability have highlighted the role of organizational leadership more than ever. Conducted in 2016, the present research is an attempt to determine the Correlation between Leadership Style and Organizational Maturity in a Military Organization .This research is an applied study in terms of objective, and a descriptivesurvey study with respect to data collection method. The statistical population included 150 personnel of a military organization. The data is collected using two questionnaires: the leadership style questionnaire and the organizational maturity questionnaire. The questionnaire's reliability is 0.98 using the Cronbach’s alpha for all dimensions of the questionnaire. A construct validity assessment is conducted to calculate the questionnaire’s validity, and results reflected validity of the research instrument (AVE>0.5). Data analysis is carried out through structural equations modeling in Smart PLS. Results revealed that the variance and path coefficients have significantly adequate values. Findings were also reflective of a significant Correlation between leadership style and organizational maturity of employees. However, a significant negative Correlation is observed between organization’s leadership goal setting and organizational maturity on the one hand, and leadership style and organizational maturity on the other. As a result, the research hypotheses were rejected. In addition, there is no Correlation between organizational maturity and leadership style, and thus the related hypothesis is rejected in studied organization.
Organizational behaviour lession 1 development of obKnight1040
This document provides an overview of organizational behavior, including:
1. Definitions of organizational behavior from various sources that refer to human behavior in organizations.
2. A brief history of foundations of organizational behavior including scientific management, bureaucracy, and the human relations movement.
3. Reasons to study organizational behavior including gaining competencies to be an effective employee or manager and understanding what is happening in one's job.
4. Issues in organizational behavior related to diversity, technology, ethics, and globalization.
This document develops a conceptual framework and hypotheses about the relationships between organizational learning, perceptions of the external environment, and innovation performance at the individual and organizational levels. It reviews literature on organizational learning and innovation performance. The review indicates that organizational learning is positively related to perceptions of an uncertain/complex external environment and to innovation performance. However, the relationship between organizational learning and innovation performance lacks empirical evidence. The framework and hypotheses aim to address this gap by examining these relationships at both the individual and organizational levels.
6.[61 68]impact of organizational culture on coworker supportAlexander Decker
This document analyzes the impact of organizational culture on coworker support. It develops a conceptual model showing that organizational culture is influenced by factors like trust, coordination among teams, knowledge sharing, and training. These factors significantly impact coworker support within an organizational culture. The document reviews literature on organizational culture and coworker support, and defines key aspects like trustworthiness, social exchange, and knowledge sharing culture that can shape organizational culture and coworker support.
Perceived influence of organizational culture and management style on employe...Alexander Decker
This document discusses the relationship between organizational culture, management style, and employee performance in Nigerian banking sectors. It reviews literature showing that organizational culture and human resource management are important for achieving organizational goals. The study examines how organizational culture and management style impact employee performance. A survey was conducted of staff in Nigerian banks, collecting data through questionnaires. The findings showed that organizational culture has a strong relationship with employee performance. Elements like equipment handling, social behaviors, and symbols positively influence performance. Management style and attitudes were also found to significantly relate to performance. New employees more easily incorporated when values were compatible between the employee and organization.
This document discusses the role of organizational culture on employee performance, using a case study of the Postal Corporation of Kenya (PCK). It first defines organizational culture and reviews relevant literature on the relationship between culture and performance. It then describes the research methodology, which used questionnaires and data analysis to examine how elements of culture like control systems, rituals, routines, symbols and myths influence employee performance at PCK. The study found that these cultural elements do play a role in impacting employee performance. It recommends that organizations appreciate and recognize how culture affects performance.
A Study on Perception of Work Culture and Its Impact on Employee Behavior.pdfChristine Maffla
- The document discusses a study on the perception of organizational culture and its impact on employee behavior. It aims to understand the relationship between various aspects of organizational culture (like openness, trust, collaboration, etc.) and employee behavior.
- A literature review found that factors like openness, trust, employee involvement and empowerment positively impact employee behavior and engagement. Organizational culture plays an important role in shaping employee attitudes and performance.
- The study used a survey methodology with a sample of 60 employees to understand their perceptions of various cultural factors and behaviors. Statistical analysis found several cultural factors like decision making, recognition, learning to be positively correlated with behaviors.
The document discusses a study that assesses the impact of corporate culture on employee job performance in the Nigerian banking industry. It aims to determine if corporate culture affects employee performance and organizational productivity. The study uses surveys of employees at various levels from selected banks. The findings suggest that a majority of respondents agree that corporate culture influences both employee performance and organizational productivity. This supports the hypotheses that positive relationships exist between corporate culture, employee performance, and organizational productivity in Nigerian banks.
DIAGNOSING ORGANISATIONAL CULTURE BY USING OCAISiti Rizki
The document discusses organizational culture and introduces the Organizational Culture Assessment Instrument (OCAI) to diagnose culture. The OCAI is based on the Competing Values Framework which includes four main culture types: clan, adhocracy, market, and hierarchy. It involves assessing six key aspects of culture to determine an organization's current and preferred cultures. Understanding differences can provide insights for initiatives to improve performance by better aligning culture and goals.
A STUDY ON IMPACT OF OPTIMUM WORKPLACE CU LTURE POLICY THAT PROVIDES WORK - ...IAEME Publication
Workplace culture is one word that talks about the unique characteristics and values of an organization.It reflects the individualities of an organization that is revealed through the attitude and personality of employees working in that group.The workplace culture has a direct link with the work-life balance of the employees.An excellent workplace culture should provide the employees lead a peaceful personal life and a successful professional life, thus helping to have a work life balance.But there might be challenges in implementing an excellent job place culture as the employees come from different social, cultural, economic and political background.
SHAPING CULTURES AND ETHICS OF THE ORGANIZATION 1Shadessiechisomjj4
SHAPING CULTURES AND ETHICS OF THE ORGANIZATION 1
Shaping Cultures and Ethics of the Organization Annotated Bibliography
Author Note
Cabana, G. C., & Muel, K. (2021). Team ethical cultures within an organization: A differentiation perspective on their existence and relevance:
Journal of Business Ethics, 170(4), 761-780. https://doi-org.ezproxy.liberty.edu/10.1007/s10551-019-04376-5
In this article, the authors highlight multiple ethical cultures at the organizational level. They explore the dynamics of team culture as it is the basics of team building and effective team management. In addition, they suggest that team culture is different from an organizational culture based on cultural differences and similarities. Positively associated organizational outcomes such as innovation and employee well-being have been linked to cohesive ethical culture in organizations. Team ethical culture can be multidimensional based on different cultures and values. I find this article useful as it describes the different ethical cultures at the team level and its implication at the management level of the organization. This article is pertinent to my research because the authors identified the different types of ethical cultures and how they relate and factor into an overall organizational culture.
Cherian, J., Gaikar, V., Paul, R., & Pech, R. (2021). Corporate culture and its impact on employees’ attitude, performance, productivity, and behavior: An investigative analysis from selected organizations of the United Arab Emirates (UAE).
Journal of Open Innovation, 7(1), 45. https://doi.org/10.3390/joitmc7010045
This article's authors posit corporate culture's impact on employees’ attitudes, performance, productivity, and behavior. They suggest that a substantial cultural influence impacts the company's overall mission when different groups of people come together to form a work environment. The research findings show a positive relationship between job performance, employee attitude, and organizational culture. In addition, the authors indicate that having a diverse work group fosters an environment for innovative thinking, which leads to the organization’s development. This article is helpful for my literature review as it powerfully reveals that factors such as employee satisfaction, behavior, and performance is vital in promoting an influential organizational culture, just as my other article by Maesschalck and Paesen (2021) determined that organizational culture is impacted by antecedents such as employee behavior.
Gaur, N., & Gupta, V. (2021). Exploring the relationship between ethics and knowledge culture: A conceptual framework for successful organizations.
Academy of Entrepreneurship Journal, 27, 1-13.
Gaur and Gupta (2021) explore the relationship between ethics and knowledge by identifying the ethical norms that influence behaviors in organizati ...
A THEORETICAL FRAMEWORK ON ORGANIZATION CULTURE DIMENSIONSScott Faria
This document summarizes a research paper that explores the different dimensions of organizational culture. It identifies six main dimensions that researchers have used to analyze organizational culture: OCTAPACE, which includes openness, confrontation, trust, authenticity, proaction, autonomy, collaboration, and experimentation; and Hofstede's culture dimensions, which looks at culture on a national level. The document reviews studies that have analyzed these dimensions in various organizations. The purpose is to better understand organizational culture by examining its multidimensional nature and how different aspects of culture can impact an organization.
A cultural theory of post consolidation behaviour in the nigerian banking ind...Alexander Decker
This document discusses organizational culture in Nigerian banks following a consolidation period from 2004-2005. It aims to establish a relationship between organizational culture and performance. A study of 10 banks found that staff views on culture strength differed, but most reflected their firm's dominant culture. A test showed a very high positive correlation between culture strength and bank performance - stronger cultures led to better performance. The paper recommends banks explicitly recognize culture's importance to effectiveness.
A Study on Impact of Organization Culture on Employee Behaviour with Special ...YogeshIJTSRD
Organizational culture is characterized by beliefs and convictions that support the organizations objectives. Corporate culture has an effect on employee conduct. Interpersonal relationships, coordination and collaboration between different organizational units, as well as the rewards and incentives provided by their management The management must have the following qualities in order to improve their success in their respective fields B. Kishori | R. Kanimozhi "A Study on Impact of Organization Culture on Employee Behaviour with Special Reference to TNSTC, Perambalur District" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-3 , April 2021, URL: https://www.ijtsrd.com/papers/ijtsrd39999.pdf Paper URL: https://www.ijtsrd.com/management/organizational-behaviour/39999/a-study-on-impact-of-organization-culture-on-employee-behaviour-with-special-reference-to-tnstc--perambalur-district/b-kishori
This study examined managers and employees at a single organization to understand how gender impacts team outcomes. A survey of 100 managers found that female managers communicated more with employees but were also more influenced by groupthink. A separate survey of 200 employees found that female employees contributed more to team outcomes than male employees. The study aimed to provide insights for researchers, managers, and HR professionals on organizational behavior and team dynamics.
Organizational Behavior: A Study on Managers, Employees, and TeamsMuhammad Tawakal Shah
In recent decades, there has been a tremendous shift in the structure and operation of organizations.
Advancements in technology and skill diversity have fostered a modern workplace of skill and workflow
interdependencies. Hence, for success in today’s business world, it is imperative for organizations to
understand the forces that impact team outcomes. This study on 100 managers from the same organization
shows that female managers have higher communication skills when compared to male managers,
but are also more influenced by group think. A total of 200 employees from this organization were also
studied and the results show that female employees contribute to team outcomes more than male
employees. Implications for researchers, managers, and human resource professionals are considered.
Theoretically, it is important to understand how and why teamwork affects people’s success in the
workplace. Practically, it is important for managers to know whether teamwork affects performance
because it proxies cohesiveness and synergy. The study presented in this article clearly suggests that
teamwork affects people’s careers and workplace interactions and therefore is worthy of continued
scholarly investigation.
This document presents a conceptual framework for how organizational culture is determined and impacts an organization. It is determined by transformational leadership and organizational communication media. Organizational culture then impacts motivation, organizational commitment, job satisfaction, engagement, job involvement, innovation, organizational citizenship behavior, productivity, and performance within an organization. The framework was developed through a literature review to establish how these factors relate and influence one another.
1) The document discusses a study examining the effect of organizational culture, leadership, and personal values on improving ihsan behavior at Masyithoh Hospital in Bangil, Indonesia.
2) The study found that organizational culture positively but not significantly affects ihsan behavior. Leadership was found to affect organizational culture but not ihsan behavior. Personal values were found to affect organizational culture.
3) The study aims to provide an integrated examination of how these factors affect ihsan behavior, which previous studies have not fully addressed. It combines Western and Islamic indicators to analyze their impact on ihsan behavior.
Using Organizational Culture, Leadership and Personal Values to Improve Ihsa...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The document discusses a study examining the influence of corporate culture dimensions on organizational commitment among employees in the Malaysian semiconductor industry. It presents four hypotheses: that communication, training and development, reward and recognition, and teamwork will each positively influence organizational commitment. The study involved a survey of 377 employees across six major semiconductor firms in Malaysia. The results provide empirical evidence on the relationship between aspects of corporate culture and organizational commitment in this context.
Similar to Effect of Organizational Culture and Employee Performance of Selected Banks in Anambra State (20)
‘Six Sigma Technique’ A Journey Through its Implementationijtsrd
The manufacturing industries all over the world are facing tough challenges for growth, development and sustainability in today’s competitive environment. They have to achieve apex position by adapting with the global competitive environment by delivering goods and services at low cost, prime quality and better price to increase wealth and consumer satisfaction. Cost Management ensures profit, growth and sustainability of the business with implementation of Continuous Improvement Technique like Six Sigma. This leads to optimize Business performance. The method drives for customer satisfaction, low variation, reduction in waste and cycle time resulting into a competitive advantage over other industries which did not implement it. The main objective of this paper ‘Six Sigma Technique A Journey Through Its Implementation’ is to conceptualize the effectiveness of Six Sigma Technique through the journey of its implementation. Aditi Sunilkumar Ghosalkar "‘Six Sigma Technique’: A Journey Through its Implementation" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64546.pdf Paper Url: https://www.ijtsrd.com/other-scientific-research-area/other/64546/‘six-sigma-technique’-a-journey-through-its-implementation/aditi-sunilkumar-ghosalkar
Edge Computing in Space Enhancing Data Processing and Communication for Space...ijtsrd
Edge computing, a paradigm that involves processing data closer to its source, has gained significant attention for its potential to revolutionize data processing and communication in space missions. With the increasing complexity and data volume generated by modern space missions, traditional centralized computing approaches face challenges related to latency, bandwidth, and security. Edge computing in space, involving on board processing and analysis of data, offers promising solutions to these challenges. This paper explores the concept of edge computing in space, its benefits, applications, and future prospects in enhancing space missions. Manish Verma "Edge Computing in Space: Enhancing Data Processing and Communication for Space Missions" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64541.pdf Paper Url: https://www.ijtsrd.com/computer-science/artificial-intelligence/64541/edge-computing-in-space-enhancing-data-processing-and-communication-for-space-missions/manish-verma
Dynamics of Communal Politics in 21st Century India Challenges and Prospectsijtsrd
Communal politics in India has evolved through centuries, weaving a complex tapestry shaped by historical legacies, colonial influences, and contemporary socio political transformations. This research comprehensively examines the dynamics of communal politics in 21st century India, emphasizing its historical roots, socio political dynamics, economic implications, challenges, and prospects for mitigation. The historical perspective unravels the intricate interplay of religious identities and power dynamics from ancient civilizations to the impact of colonial rule, providing insights into the evolution of communalism. The socio political dynamics section delves into the contemporary manifestations, exploring the roles of identity politics, socio economic disparities, and globalization. The economic implications section highlights how communal politics intersects with economic issues, perpetuating disparities and influencing resource allocation. Challenges posed by communal politics are scrutinized, revealing multifaceted issues ranging from social fragmentation to threats against democratic values. The prospects for mitigation present a multifaceted approach, incorporating policy interventions, community engagement, and educational initiatives. The paper conducts a comparative analysis with international examples, identifying common patterns such as identity politics and economic disparities. It also examines unique challenges, emphasizing Indias diverse religious landscape, historical legacy, and secular framework. Lessons for effective strategies are drawn from international experiences, offering insights into inclusive policies, interfaith dialogue, media regulation, and global cooperation. By scrutinizing historical epochs, contemporary dynamics, economic implications, and international comparisons, this research provides a comprehensive understanding of communal politics in India. The proposed strategies for mitigation underscore the importance of a holistic approach to foster social harmony, inclusivity, and democratic values. Rose Hossain "Dynamics of Communal Politics in 21st Century India: Challenges and Prospects" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64528.pdf Paper Url: https://www.ijtsrd.com/humanities-and-the-arts/history/64528/dynamics-of-communal-politics-in-21st-century-india-challenges-and-prospects/rose-hossain
Assess Perspective and Knowledge of Healthcare Providers Towards Elehealth in...ijtsrd
Background and Objective Telehealth has become a well known tool for the delivery of health care in Saudi Arabia, and the perspective and knowledge of healthcare providers are influential in the implementation, adoption and advancement of the method. This systematic review was conducted to examine the current literature base regarding telehealth and the related healthcare professional perspective and knowledge in the Kingdom of Saudi Arabia. Materials and Methods This systematic review was conducted by searching 7 databases including, MEDLINE, CINHAL, Web of Science, Scopus, PubMed, PsycINFO, and ProQuest Central. Studies on healthcare practitioners telehealth knowledge and perspectives published in English in Saudi Arabia from 2000 to 2023 were included. Boland directed this comprehensive review. The researchers examined each connected study using the AXIS tool, which evaluates cross sectional systematic reviews. Narrative synthesis was used to summarise and convey the data. Results Out of 1840 search results, 10 studies were included. Positive outlook and limited knowledge among providers were seen across trials. Healthcare professionals like telehealth for its ability to improve quality, access, and delivery, save time and money, and be successful. Age, gender, occupation, and work experience also affect health workers knowledge. In Saudi Arabia, healthcare professionals face inadequate expert assistance, patient privacy, internet connection concerns, lack of training courses, lack of telehealth understanding, and high costs while performing telemedicine. Conclusions Healthcare practitioners telehealth perceptions and knowledge were examined in this systematic study. Its collection of concerned experts different personal attitudes and expertise would help enhance telehealths implementation in Saudi Arabia, develop its healthcare delivery alternative, and eliminate frequent problems. Badriah Mousa I Mulayhi | Dr. Jomin George | Judy Jenkins "Assess Perspective and Knowledge of Healthcare Providers Towards Elehealth in Saudi Arabia: A Systematic Review" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64535.pdf Paper Url: https://www.ijtsrd.com/medicine/other/64535/assess-perspective-and-knowledge-of-healthcare-providers-towards-elehealth-in-saudi-arabia-a-systematic-review/badriah-mousa-i-mulayhi
The Impact of Digital Media on the Decentralization of Power and the Erosion ...ijtsrd
The impact of digital media on the distribution of power and the weakening of traditional gatekeepers has gained considerable attention in recent years. The adoption of digital technologies and the internet has resulted in declining influence and power for traditional gatekeepers such as publishing houses and news organizations. Simultaneously, digital media has facilitated the emergence of new voices and players in the media industry. Digital medias impact on power decentralization and gatekeeper erosion is visible in several ways. One significant aspect is the democratization of information, which enables anyone with an internet connection to publish and share content globally, leading to citizen journalism and bypassing traditional gatekeepers. Another aspect is the disruption of conventional media industry business models, as traditional organizations struggle to adjust to the decrease in advertising revenue and the rise of digital platforms. Alternative business models, such as subscription models and crowdfunding, have become more prevalent, leading to the emergence of new players. Overall, the impact of digital media on the distribution of power and the weakening of traditional gatekeepers has brought about significant changes in the media landscape and the way information is shared. Further research is required to fully comprehend the implications of these changes and their impact on society. Dr. Kusum Lata "The Impact of Digital Media on the Decentralization of Power and the Erosion of Traditional Gatekeepers" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64544.pdf Paper Url: https://www.ijtsrd.com/humanities-and-the-arts/political-science/64544/the-impact-of-digital-media-on-the-decentralization-of-power-and-the-erosion-of-traditional-gatekeepers/dr-kusum-lata
Online Voices, Offline Impact Ambedkars Ideals and Socio Political Inclusion ...ijtsrd
This research investigates the nexus between online discussions on Dr. B.R. Ambedkars ideals and their impact on social inclusion among college students in Gurugram, Haryana. Surveying 240 students from 12 government colleges, findings indicate that 65 actively engage in online discussions, with 80 demonstrating moderate to high awareness of Ambedkars ideals. Statistically significant correlations reveal that higher online engagement correlates with increased awareness p 0.05 and perceived social inclusion. Variations across colleges and a notable effect of college type on perceived social inclusion highlight the influence of contextual factors. Furthermore, the intersectional analysis underscores nuanced differences based on gender, caste, and socio economic status. Dr. Kusum Lata "Online Voices, Offline Impact: Ambedkar's Ideals and Socio-Political Inclusion - A Study of Gurugram District" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64543.pdf Paper Url: https://www.ijtsrd.com/humanities-and-the-arts/political-science/64543/online-voices-offline-impact-ambedkars-ideals-and-sociopolitical-inclusion--a-study-of-gurugram-district/dr-kusum-lata
Problems and Challenges of Agro Entreprenurship A Studyijtsrd
Noting calls for contextualizing Agro entrepreneurs problems and challenges of the agro entrepreneurs and for greater attention to the Role of entrepreneurs in agro entrepreneurship research, we conduct a systematic literature review of extent research in agriculture entrepreneurship to overcome the study objectives of complications of agro entrepreneurs through various factors, Development of agriculture products is a key factor for the overall economic growth of agro entrepreneurs Agro Entrepreneurs produces firsthand large scale employment, utilizes the labor and natural resources, This research outlines the problems of Weather and Soil Erosions, Market price fluctuation, stimulates labor cost problems, reduces concentration of Price volatility, Dependency on Intermediaries, induces Limited Bargaining Power, and Storage and Transportation Costs. This paper mainly devoted to highlight Problems and challenges faced for the sustainable of Agro Entrepreneurs in India. Vinay Prasad B "Problems and Challenges of Agro Entreprenurship - A Study" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64540.pdf Paper Url: https://www.ijtsrd.com/other-scientific-research-area/other/64540/problems-and-challenges-of-agro-entreprenurship--a-study/vinay-prasad-b
Comparative Analysis of Total Corporate Disclosure of Selected IT Companies o...ijtsrd
Disclosure is a process through which a business enterprise communicates with external parties. A corporate disclosure is communication of financial and non financial information of the activities of a business enterprise to the interested entities. Corporate disclosure is done through publishing annual reports. So corporate disclosure through annual reports plays a vital role in the life of all the companies and provides valuable information to investors. The basic objectives of corporate disclosure is to give a true and fair view of companies to the parties related either directly or indirectly like owner, government, creditors, shareholders etc. in the companies act, provisions have been made about mandatory and voluntary disclosure. The IT sector in India is rapidly growing, the trend to invest in the IT sector is rising and employment opportunities in IT sectors are also increasing. Therefore the IT sector is expected to have fair, full and adequate disclosure of all information. Unfair and incomplete disclosure may adversely affect the entire economy. A research study on disclosure practices of IT companies could play an important role in this regard. Hence, the present research study has been done to study and review comparative analysis of total corporate disclosure of selected IT companies of India and to put forward overall findings and suggestions with a view to increase disclosure score of these companies. The researcher hopes that the present research study will be helpful to all selected Companies for improving level of corporate disclosure through annual reports as well as the government, creditors, investors, all business organizations and upcoming researcher for comparative analyses of level of corporate disclosure with special reference to selected IT companies. Dr. Vaibhavi D. Thaker "Comparative Analysis of Total Corporate Disclosure of Selected IT Companies of India" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64539.pdf Paper Url: https://www.ijtsrd.com/other-scientific-research-area/other/64539/comparative-analysis-of-total-corporate-disclosure-of-selected-it-companies-of-india/dr-vaibhavi-d-thaker
The Impact of Educational Background and Professional Training on Human Right...ijtsrd
This study investigated the impact of educational background and professional training on human rights awareness among secondary school teachers in the Marathwada region of Maharashtra, India. The key findings reveal that higher levels of education, particularly a master’s degree, and fields of study related to education, humanities, or social sciences are associated with greater human rights awareness among teachers. Additionally, both pre service teacher training and in service professional development programs focused on human rights education significantly enhance teacher’s knowledge, skills, and competencies in promoting human rights principles in their classrooms. Baig Ameer Bee Mirza Abdul Aziz | Dr. Syed Azaz Ali Amjad Ali "The Impact of Educational Background and Professional Training on Human Rights Awareness among Secondary School Teachers" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64529.pdf Paper Url: https://www.ijtsrd.com/humanities-and-the-arts/education/64529/the-impact-of-educational-background-and-professional-training-on-human-rights-awareness-among-secondary-school-teachers/baig-ameer-bee-mirza-abdul-aziz
A Study on the Effective Teaching Learning Process in English Curriculum at t...ijtsrd
“One Language sets you in a corridor for life. Two languages open every door along the way” Frank Smith English as a foreign language or as a second language has been ruling in India since the period of Lord Macaulay. But the question is how much we teach or learn English properly in our culture. Is there any scope to use English as a language rather than a subject How much we learn or teach English without any interference of mother language specially in the classroom teaching learning scenario in West Bengal By considering all these issues the researcher has attempted in this article to focus on the effective teaching learning process comparing to other traditional strategies in the field of English curriculum at the secondary level to investigate whether they fulfill the present teaching learning requirements or not by examining the validity of the present curriculum of English. The purpose of this study is to focus on the effectiveness of the systematic, scientific, sequential and logical transaction of the course between the teachers and the learners in the perspective of the 5Es programme that is engage, explore, explain, extend and evaluate. Sanchali Mondal | Santinath Sarkar "A Study on the Effective Teaching Learning Process in English Curriculum at the Secondary Level of West Bengal" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd62412.pdf Paper Url: https://www.ijtsrd.com/humanities-and-the-arts/education/62412/a-study-on-the-effective-teaching-learning-process-in-english-curriculum-at-the-secondary-level-of-west-bengal/sanchali-mondal
The Role of Mentoring and Its Influence on the Effectiveness of the Teaching ...ijtsrd
This paper reports on a study which was conducted to investigate the role of mentoring and its influence on the effectiveness of the teaching of Physics in secondary schools in the South West Region of Cameroon. The study adopted the convergent parallel mixed methods design, focusing on respondents in secondary schools in the South West Region of Cameroon. Both quantitative and qualitative data were collected, analysed separately, and the results were compared to see if the findings confirm or disconfirm each other. The quantitative analysis found that majority of the respondents 72 of Physics teachers affirmed that they had more experienced colleagues as mentors to help build their confidence, improve their teaching, and help them improve their effectiveness and efficiency in guiding learners’ achievements. Only 28 of the respondents disagreed with these statements. With majority respondents 72 agreeing with the statements, it implies that in most secondary schools, experienced Physics teachers act as mentors to build teachers’ confidence in teaching and improving students’ learning. The interview qualitative data analysis summarized how secondary school Principals use meetings with mentors and mentees to promote mentorship in the school milieu. This has helped strengthen teachers’ classroom practices in secondary schools in the South West Region of Cameroon. With the results confirming each other, the study recommends that mentoring should focus on helping teachers employ social interactions and instructional practices feedback and clarity in teaching that have direct measurable impact on students’ learning achievements. Andrew Ngeim Sumba | Frederick Ebot Ashu | Peter Agborbechem Tambi "The Role of Mentoring and Its Influence on the Effectiveness of the Teaching of Physics in Secondary Schools in the South West Region of Cameroon" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64524.pdf Paper Url: https://www.ijtsrd.com/management/management-development/64524/the-role-of-mentoring-and-its-influence-on-the-effectiveness-of-the-teaching-of-physics-in-secondary-schools-in-the-south-west-region-of-cameroon/andrew-ngeim-sumba
Design Simulation and Hardware Construction of an Arduino Microcontroller Bas...ijtsrd
This study primarily focuses on the design of a high side buck converter using an Arduino microcontroller. The converter is specifically intended for use in DC DC applications, particularly in standalone solar PV systems where the PV output voltage exceeds the load or battery voltage. To evaluate the performance of the converter, simulation experiments are conducted using Proteus Software. These simulations provide insights into the input and output voltages, currents, powers, and efficiency under different state of charge SoC conditions of a 12V,70Ah rechargeable lead acid battery. Additionally, the hardware design of the converter is implemented, and practical data is collected through operation, monitoring, and recording. By comparing the simulation results with the practical results, the efficiency and performance of the designed converter are assessed. The findings indicate that while the buck converter is suitable for practical use in standalone PV systems, its efficiency is compromised due to a lower output current. Chan Myae Aung | Dr. Ei Mon "Design Simulation and Hardware Construction of an Arduino-Microcontroller Based DC-DC High-Side Buck Converter for Standalone PV System" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64518.pdf Paper Url: https://www.ijtsrd.com/engineering/mechanical-engineering/64518/design-simulation-and-hardware-construction-of-an-arduinomicrocontroller-based-dcdc-highside-buck-converter-for-standalone-pv-system/chan-myae-aung
Sustainable Energy by Paul A. Adekunte | Matthew N. O. Sadiku | Janet O. Sadikuijtsrd
Energy becomes sustainable if it meets the needs of the present without compromising the ability of future generations to meet their own needs. Some of the definitions of sustainable energy include the considerations of environmental aspects such as greenhouse gas emissions, social, and economic aspects such as energy poverty. Generally far more sustainable than fossil fuel are renewable energy sources such as wind, hydroelectric power, solar, and geothermal energy sources. Worthy of note is that some renewable energy projects, like the clearing of forests to produce biofuels, can cause severe environmental damage. The sustainability of nuclear power which is a low carbon source is highly debated because of concerns about radioactive waste, nuclear proliferation, and accidents. The switching from coal to natural gas has environmental benefits, including a lower climate impact, but could lead to delay in switching to more sustainable options. “Carbon capture and storage” can be built into power plants to remove the carbon dioxide CO2 emissions, but this technology is expensive and has rarely been implemented. Leading non renewable energy sources around the world is fossil fuels, coal, petroleum, and natural gas. Nuclear energy is usually considered another non renewable energy source, although nuclear energy itself is a renewable energy source, but the material used in nuclear power plants is not. The paper addresses the issue of sustainable energy, its attendant benefits to the future generation, and humanity in general. Paul A. Adekunte | Matthew N. O. Sadiku | Janet O. Sadiku "Sustainable Energy" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64534.pdf Paper Url: https://www.ijtsrd.com/engineering/electrical-engineering/64534/sustainable-energy/paul-a-adekunte
Concepts for Sudan Survey Act Implementations Executive Regulations and Stand...ijtsrd
This paper aims to outline the executive regulations, survey standards, and specifications required for the implementation of the Sudan Survey Act, and for regulating and organizing all surveying work activities in Sudan. The act has been discussed for more than 5 years. The Land Survey Act was initiated by the Sudan Survey Authority and all official legislations were headed by the Sudan Ministry of Justice till it was issued in 2022. The paper presents conceptual guidelines to be used for the Survey Act implementation and to regulate the survey work practice, standardizing the field surveys, processing, quality control, procedures, and the processes related to survey work carried out by the stakeholders and relevant authorities in Sudan. The conceptual guidelines are meant to improve the quality and harmonization of geospatial data and to aid decision making processes as well as geospatial information systems. The established comprehensive executive regulations will govern and regulate the implementation of the Sudan Survey Geomatics Act in all surveying and mapping practices undertaken by the Sudan Survey Authority SSA and state local survey departments for public or private sector organizations. The targeted standards and specifications include the reference frame, projection, coordinate systems, and the guidelines and specifications that must be followed in the field of survey work, processes, and mapping products. In the last few decades, there has been a growing awareness of the importance of geomatics activities and measurements on the Earths surface in space and time, together with observing and mapping the changes. In such cases, data must be captured promptly, standardized, and obtained with more accuracy and specified in much detail. The paper will also highlight the current situation in Sudan, the degree to which survey standards are used, the problems encountered, and the errors that arise from not using the standards and survey specifications. Kamal A. A. Sami "Concepts for Sudan Survey Act Implementations - Executive Regulations and Standards" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd63484.pdf Paper Url: https://www.ijtsrd.com/engineering/civil-engineering/63484/concepts-for-sudan-survey-act-implementations--executive-regulations-and-standards/kamal-a-a-sami
Towards the Implementation of the Sudan Interpolated Geoid Model Khartoum Sta...ijtsrd
The discussions between ellipsoid and geoid have invoked many researchers during the recent decades, especially during the GNSS technology era, which had witnessed a great deal of development but still geoid undulation requires more investigations. To figure out a solution for Sudans local geoid, this research has tried to intake the possibility of determining the geoid model by following two approaches, gravimetric and geometrical geoid model determination, by making use of GNSS leveling benchmarks at Khartoum state. The Benchmarks are well distributed in the study area, in which, the horizontal coordinates and the height above the ellipsoid have been observed by GNSS while orthometric heights were carried out using precise leveling. The Global Geopotential Model GGM represented in EGM2008 has been exploited to figure out the geoid undulation at the benchmarks in the study area. This is followed by a fitting process, that has been done to suit the geoid undulation data which has been computed using GNSS leveling data and geoid undulation inspired by the EGM2008. Two geoid surfaces were created after the fitting process to ensure that they are identical and both of them could be counted for getting the same geoid undulation with an acceptable accuracy. In this respect, statistical operation played an important role in ensuring the consistency and integrity of the model by applying cross validation techniques splitting the data into training and testing datasets for building the geoid model and testing its eligibility. The geometrical solution for geoid undulation computation has been utilized by applying straightforward equations that facilitate the calculation of the geoid undulation directly through applying statistical techniques for the GNSS leveling data of the study area to get the common equation parameters values that could be utilized to calculate geoid undulation of any position in the study area within the claimed accuracy. Both systems were checked and proved eligible to be used within the study area with acceptable accuracy which may contribute to solving the geoid undulation problem in the Khartoum area, and be further generalized to determine the geoid model over the entire country, and this could be considered in the future, for regional and continental geoid model. Ahmed M. A. Mohammed. | Kamal A. A. Sami "Towards the Implementation of the Sudan Interpolated Geoid Model (Khartoum State Case Study)" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd63483.pdf Paper Url: https://www.ijtsrd.com/engineering/civil-engineering/63483/towards-the-implementation-of-the-sudan-interpolated-geoid-model-khartoum-state-case-study/ahmed-m-a-mohammed
Activating Geospatial Information for Sudans Sustainable Investment Mapijtsrd
Sudan is witnessing an acceleration in the processes of development and transformation in the performance of government institutions to raise the productivity and investment efficiency of the government sector. The development plans and investment opportunities have focused on achieving national goals in various sectors. This paper aims to illuminate the path to the future and provide geospatial data and information to develop the investment climate and environment for all sized businesses, and to bridge the development gap between the Sudan states. The Sudan Survey Authority SSA is the main advisor to the Sudan Government in conducting surveying, mappings, designing, and developing systems related to geospatial data and information. In recent years, SSA made a strategic partnership with the Ministry of Investment to activate Geospatial Information for Sudans Sustainable Investment and in particular, for the preparation and implementation of the Sudan investment map, based on the directives and objectives of the Ministry of Investment MI in Sudan. This paper comes within the framework of activating the efforts of the Ministry of Investment to develop technical investment services by applying techniques adopted by the Ministry and its strategic partners for advancing investment processes in the country. Kamal A. A. Sami "Activating Geospatial Information for Sudan's Sustainable Investment Map" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd63482.pdf Paper Url: https://www.ijtsrd.com/engineering/information-technology/63482/activating-geospatial-information-for-sudans-sustainable-investment-map/kamal-a-a-sami
Educational Unity Embracing Diversity for a Stronger Societyijtsrd
In a rapidly changing global landscape, the importance of education as a unifying force cannot be overstated. This paper explores the crucial role of educational unity in fostering a stronger and more inclusive society through the embrace of diversity. By examining the benefits of diverse learning environments, the paper aims to highlight the positive impact on societal strength. The discussion encompasses various dimensions, from curriculum design to classroom dynamics, and emphasizes the need for educational institutions to become catalysts for unity in diversity. It highlights the need for a paradigm shift in educational policies, curricula, and pedagogical approaches to ensure that they are reflective of the diverse fabric of society. This paper also addresses the challenges associated with implementing inclusive educational practices and offers practical strategies for overcoming barriers. It advocates for collaborative efforts between educational institutions, policymakers, and communities to create a supportive ecosystem that promotes diversity and unity. Mr. Amit Adhikari | Madhumita Teli | Gopal Adhikari "Educational Unity: Embracing Diversity for a Stronger Society" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64525.pdf Paper Url: https://www.ijtsrd.com/humanities-and-the-arts/education/64525/educational-unity-embracing-diversity-for-a-stronger-society/mr-amit-adhikari
Integration of Indian Indigenous Knowledge System in Management Prospects and...ijtsrd
The diversity of indigenous knowledge systems in India is vast and can vary significantly between different communities and regions. Preserving and respecting these knowledge systems is crucial for maintaining cultural heritage, promoting sustainable practices, and fostering cross cultural understanding. In this paper, an overview of the prospects and challenges associated with incorporating Indian indigenous knowledge into management is explored. It is found that IIKS helps in management in many areas like sustainable development, tourism, food security, natural resource management, cultural preservation and innovation, etc. However, IIKS integration with management faces some challenges in the form of a lack of documentation, cultural sensitivity, language barriers legal framework, etc. Savita Lathwal "Integration of Indian Indigenous Knowledge System in Management: Prospects and Challenges" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd63500.pdf Paper Url: https://www.ijtsrd.com/management/accounting-and-finance/63500/integration-of-indian-indigenous-knowledge-system-in-management-prospects-and-challenges/savita-lathwal
DeepMask Transforming Face Mask Identification for Better Pandemic Control in...ijtsrd
The COVID 19 pandemic has highlighted the crucial need of preventive measures, with widespread use of face masks being a key method for slowing the viruss spread. This research investigates face mask identification using deep learning as a technological solution to be reducing the risk of coronavirus transmission. The proposed method uses state of the art convolutional neural networks CNNs and transfer learning to automatically recognize persons who are not wearing masks in a variety of circumstances. We discuss how this strategy improves public health and safety by providing an efficient manner of enforcing mask wearing standards. The report also discusses the obstacles, ethical concerns, and prospective applications of face mask detection systems in the ongoing fight against the pandemic. Dilip Kumar Sharma | Aaditya Yadav "DeepMask: Transforming Face Mask Identification for Better Pandemic Control in the COVID-19 Era" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd64522.pdf Paper Url: https://www.ijtsrd.com/engineering/electronics-and-communication-engineering/64522/deepmask-transforming-face-mask-identification-for-better-pandemic-control-in-the-covid19-era/dilip-kumar-sharma
Streamlining Data Collection eCRF Design and Machine Learningijtsrd
Efficient and accurate data collection is paramount in clinical trials, and the design of Electronic Case Report Forms eCRFs plays a pivotal role in streamlining this process. This paper explores the integration of machine learning techniques in the design and implementation of eCRFs to enhance data collection efficiency. We delve into the synergies between eCRF design principles and machine learning algorithms, aiming to optimize data quality, reduce errors, and expedite the overall data collection process. The application of machine learning in eCRF design brings forth innovative approaches to data validation, anomaly detection, and real time adaptability. This paper discusses the benefits, challenges, and future prospects of leveraging machine learning in eCRF design for streamlined and advanced data collection in clinical trials. Dhanalakshmi D | Vijaya Lakshmi Kannareddy "Streamlining Data Collection: eCRF Design and Machine Learning" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-8 | Issue-1 , February 2024, URL: https://www.ijtsrd.com/papers/ijtsrd63515.pdf Paper Url: https://www.ijtsrd.com/biological-science/biotechnology/63515/streamlining-data-collection-ecrf-design-and-machine-learning/dhanalakshmi-d
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
2. International Journal of Trend in Scientific Research and Development (IJTSRD) @ www.ijtsrd.com eISSN: 2456-6470
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culture creates a work environment through hard-driving
competitiveness, and result-oriented organisationsdirected
by tough and demanding leaders who are hard drivers,
producers, as well as competitors (Tseng, 2010).
The hierarchical culture has an unambiguousorganizational
structure, standardized policy and procedures, stringent
control, and well-defined responsibilities. Gu, Hoffman, Cao,
and Schniederjans(2014)classifyorganizational culture into
four dimensions such as leadership ability to take risks,
tolerance, results oriented, institutional collectivism, and
positive work environment. Other researchers further
narrow the organizational cultureintothreedimensions. For
instance, Zehir, Ertosun, Zehir, and Müceldili (2011) classify
organizational culture into competitive, bureaucratic, and
community dimensions. Yiing and Ahmad (2009) divide the
organizational culture into supportive, innovative, and
bureaucratic cultures. Wallach (1983) distinguishes each
characteristic with adjectives that make a distinction
between attitudes, behaviours, as well as values. According
to Wallach, a bureaucratic culture is hierarchically
structured, arranged, routine, and highly coordinated. An
innovative culture is identified as being creative,
enterprising, risk-taking, and results-oriented. Supportive
culture is distinguished by unbiased, friendly, trusting, as
well as shared behaviors. However, a study by Klehe and
Anderson (2007) divided organizational culture into two
categories such as collectivism and individualism. This
demonstrates that there is no one acceptable way of
examining organizational culture. This is consistent with
Schneider, Ehrhart, and Macey (2013) who claim no precise
way on how organizational culture should be studied. It is
emphasized that no one type of organizational culture is
better than the other, and different types of culture are
better for different workplaces, different corporate
philosophies and different types of companies(Schneider, et
al. 2013). Hence, an organization should focus on the type of
culture that will create a better performance (Iliuta, 2014).
However, the relationship between organizational culture
and employee performance has not been clearlyunderstood
within the domain of public organizations by researchers. It
has failed to agree on a universal theoretical framework
primarily due to the lack of study on banking sector
organizational culture, even though researchers such as
Denison (1990) and Kotter and Heskett (1992) have
established a relationship betweencultureandperformance.
Organizational culture is based on cognitive systems which
help to explain how employees think about and make a
decision. Charles and Gareth (2009) argued that,
“organizational culture is the specificcollectionofvaluesand
norms that are shared by people and groups in an
organization. To them,thecultureoftheorganizationcontrol
the way employees interact with each other and with
stakeholders outside the organization.” This shows that the
organization’s norms and values have a strong effect on all
those who are attached with the organization. He further
explained that, the norms are invisible butiftheorganization
wants to improve upon the performance of the employees
and profitability, then norms must be their priority (Isa,
Ugheoke & Noor, 2016).
Many studies have also been carried out on organizational
culture and employee’s performance; some of the studies
found a significant positive effect between organisational
culture and employees’ performance. Despite the
contradictory assessment, Schein (2010) still believe that
supportive culture like rewarding and compensation,
communication,trainingand growthopportunitiesaswell as
supervisory support are conservative force for employee
performance and a source of competitive advantage for a
firm. He further, argues that the culture of every modern
organization should be supportive but limited to certain
conditions.
The results from the empirical studies are inconsistent and
some are contradictory; ranging from positive to negative
insignificant relationship besides, there is limited study of
this nature in the Nigerian banking sector and this created a
gap in the literature which thisstudybecomessignificant. On
this note, this study therefore, seeks to determine the effect
of organizational culture on employee performance in
deposit money banks.
This study determines the organizational culture and
employee performance of selected banks in Anambra state.
The specific objectives are to:
1. Determine whether supportive culture has a significant
influence on employees’ performance.
2. Evaluate the extent to which power culture has
significant influence on employees’ performance.
Review of Related Literature
Organizational Culture
The concept of organizational culture has attracted a
significant amount of research since the 1980s. Before the
concept surfaced in the literature, the concept of
organizational climate was common in the organizational
and management literature in the 1960s and 1970s.Thereis
no fixed, universal definition or understanding for culture,
and neither for organizational culture, there is no single
definition for it. Naranjo-Valencia, Jiménez-Jiménez and
Sanz-Valle (2016) saw organizational culture as the
collective programming of the mind that distinguishes the
members of one organization from others. Chatman and
Eunyoung (2003) also described it as a system of shared
assumptions, values, and beliefs which guide people to be
aware of appropriate and inappropriate behaviour.Robbins
(2005) defined organizational culture as a system of shared
meanings held by members of an organization that
distinguishes them from others. Therefore, organizational
culture is refers to norms, values and beliefs that the
members of an organization maintainaboutrulesofconduct,
leadership styles, administrative procedures, rituals and
customs.
Organizational culture according to Mobley, Wang and Fang
(2005), is a less tangible factor determines source of
competition outside quality, cost, technology, consumer
service brand etc. Organizational culture are introduced to
all employees once they are recruited, this helps them to be
acquainted with the organization and the happenings in the
system (Fakhar, Zahid & Muhammad 2012). To Palmer and
Hardy (2002), organizational culture can undermine
performance, especially whensuchperformancecomeswith
arrogance, politics and bureaucracy,all ofwhichcanprevent
organizations from identifying new directions and inhibit
change. AccordingtoAlvesson(2002),organizational culture
is behavioural regularities, that guides policies on how to
best workers and customers are to be treated. That is, the
organizational climate gives an overall feeling and this is
portrayed in the physical layout, interaction processandthe
ways employees conduct themselves.Organizational culture
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is the values, principles, traditions, and attitudes that affect
the way members of an organization behave (Robbins,
Odendaal, & Roodt, 2007).
Many definitions of organizational culture, but essentially
these definitions refer to three approaches on references
(Martins, 1992), namely:(i)Integrationapproach,statesthat
every organization has one type of culture that coloring all
the values and activities of its members. This approach
emphasizes the consensus of all members of the
organization to a dominant culture. (ii) Differentiation
approach, emphasizing the sub-cultural consensus. In this
approach, every organization can have one or more sub-
cultures that can still be divided into three, namely sub-
cultures that are in line with corporate culture, sub-cultures
that are different from corporate culture and sub-culture
that are opposed to corporate culture. (iii) Fragmentation
approach, in this approach there is no consensus among
members of the organization and there is no similarity or
agreement of values adopted in the members of the
organization. In other word, the corporate culture does not
exist, that there are personal values of members of the
organization (Romi, 2018). According to Cambridge
dictionary, culture can be defined as the way of life,
especially the general customs and beliefs, of a particular
group of people at a particulartime.Organizational cultureis
also described by Needle (2004) as the behavior or
interaction of humans within an organization. Many
researches have linked culture in the organization with
many different organizational behaviors.
Schein (2014) confirmed that culture is a basic assumption
that is discovered or developed by a group of people where
they learn to solve problems, adapt to the external
environment, and integrate well to resolve the issue
properly. Therefore, culture is appropriately taught to new
members McKenna and Beech (2000) define organizational
culture as the values, beliefs, attitudes and behaviorsheld by
members of the organization. Kreitner and Kinicki (2005)
argue that organizational culture is a notion that is owned,
implicitly accepted by the group and determine how these
groups feel, think, and react to itheir environment are
diverse.
According to Kreitner and Kinicki(2005),culturehasseveral
functions in the organization. First, hold thekeytothelimits,
meaning a culture of creating differences between one
organization to another. Second, create a cultural identity of
members of the organization. Thirdly, culture helped create
employee commitment to the organization that is greater
than the individual interest. Fourth, culture improves the
stability of the social system. Each organization can build
and develop the culture of the organization following the
demands of the external environment; the culture will have
an effective and efficient to improve performance to meet
the needs of stakeholders and existence.
The dimensionsoforganizational cultureaccordingto Schein
(2014) consists of three dimensions, namely: a) External
adaptation tasks, consisting of the mission, goals, basic
facilities, and the measurement of success; b) Internal
integration tasks consist of restrictions in the group, the
placement status/power, and the relationships within the
group; and c) Basic underlying assumptions consist of a
relationship with the environment, the nature of the
activities of employees, the nature of time, and the nature of
the relationship betweenemployees.AccordingtoGreenberg
(2010), dimensions of organizational culture, that is: a)
Company founder. Cultural organizations working can be
traced, at least in part, to the company's founder. b)
Experience with the environment. Cultural organizations
often develop outside the organization'sexperience withthe
external environment;c)Contactwithothers.Organizational
culture is also growing outside the contact between a group
of individuals within the organization whocametoshare the
interpretation of events and activities within the
organization.
Furthermore, Robbins (2008) mentions the seven
dimensions of organizational culture, namely: a) Innovation
and risk-taking, namely the extent to which employees are
encouraged to be innovative and take risks; b) Attention to
details, namely the extent to which employees are expected
to exhibit precision, analysis and attention to detail; c)
Orientation results, namely the extent to which the
management focus on results rather than on the techniques
and processes used to achieve those results; d) Orientation
of people, namely the extenttowhichmanagementdecisions
take into account the impact of the results of the employee;
e) Orientation teams, namely the extent to which work
activities are organized based on the team; f)
Aggressiveness, namely the extent to which employees are
aggressive and competitive; and g) Stability, namely the
extent to which the organization's activities emphasize the
maintenance of the status quo.
Employee performance
The definition of employee performanceisthe resultofwork
in quality and quantity achieved by an employee in
performing his duties under the responsibilities given to
him. Performance is a record of success resulting from the
function of a particular job/activity over a given period.
There are six categories to measure employee performance
that is quality, quantity, punctuality, effectiveness,
independence and work commitment (Budihardjo, 2003).
Performance is the degree of completion of tasks that
accompany a person's job to how well the individual meets
the job demand (Romi, 2018).
Employee performance is a record of the results obtained
from the specific job functions for a certain period of
employee (Bernardin and Russel: 2008) and according to
Mathis and Jackson (2011) the employee's performance is
something that has been done and not done by an employee.
John (2012) stated that the object of the performance
appraisal evolved from an individual-centered approach
moving towards employment (job centered) and finally
centered on the target (objective centered). The individual-
centered approach is evaluating the character or personal
characteristics of an individual. Job centered approach is
more focused on the behavioral approach. Finally, the
approach shifted towards output orientation that person's
performance ratings based on results (outputs). Employee
performance appraisals are done properly by its function
would benefit the company because it can improve
performance.
The dimensions of the employee performance according to
Dessler (2012) consists of five dimensions, 1) Quality of
Work, which is characteristic of a job that can show the level
of needs and desires that are expected by a person; 2) The
quantity of work, is the amount of work completed by the
employee in accordance with the job description in a
specified period; 3) Supervision, is the attitude of giving
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landing a job or duty of superiors to subordinates who lack
the knowledge and skills; 4) Presence, is the level of
attendance of employees in theworkplace;5)Creation,isthe
attitude or activities to protect, maintain and allocate
something. According to Bernardin and Russel (2008), the
dimensions of employee performance consist of: 1) Quality,
which shows the level of the work process or the work that
has been achieved from a job; 2) Quantity, which is the
amount of product produced expressed in the currency, the
number of production units, or the number of cycles of
activities have been completed; 3) Timelines, namely the
speed of a work that has been completed within a
predetermined time; 4) Cost-Effectiveness ie the maximum
level of use of the existing resources in doing a particular
job; 5) Supervision, namely the extent to which anemployee
can complete the work without the need for supervision; 6)
Interpersonal impact, that levels of the circumstances in
which employees can create a comfortable atmosphere in
the work, confident, doing good, and work together with
colleagues.
Business researchers and management scholars are mainly
concerned with identifying the most significant definition of
employee’s performance. Even though employee’s
performance has become a common phenomenon in
management studies and makes its definition and structure
reliable and explicitly justified March and Sutton (1997).
Additionally, as mentioned earlier, Anitha (2014) defined
employee performance as the financial or non-financial
outcome of the employee that has a direct link with both the
performance of the organization and its success.
Organization and employee performance
Many organizational behavioral theoristsbelievethata good
fit between employees and the organization is significant to
performance. The linkage between organizational culture
and performance has received a great deal of attention from
scholars in the field of organizational culture (Ogbonna and
Harris, 2000; Henri, 2006).Stoica et al. (2004) asserted that
the relationship between culture and performance is
influenced by the way organizations search for and use
information. Therefore, comprehending the correlation
between organizational culture and employee’s task
performance is an important research subject because
detections of various studies have demonstrated that an
individual’s work performance is a vital element toward the
success of organizations (Shahzad et al.2013). A well-built
organizational culture serves as a powerful tool to execute
innovative ideas, influence employee’s behaviors, and
increases performance (Kim Jean Lee & Yu, 2004). When an
individual’s values and organizational practices are well
integrated, it will largely affect the level of individual and
organizational output. The more employees identify that an
organization provides uninterruptedlearning,dialoguewith
employees, and has a well-connected system with good
leadership, the more committed they will be to the
organizational goals (Joo & Lim, 2009; Joo & Shim, 2010).
Possibly, employee’s dissatisfaction with an organizational
culture is the most important reason that causes poor
performance and turnover in current organizations.
Consequently, Silverthorne (2004)arguesthatthe better the
fit, the better the extent of job satisfaction, not considering
the type of organizational culture. Following this, literature
suggests that organizations should pay attention to their
culture and build suitable communication and capability to
manage uncertainty and to achieve the needed
organizational commitment (Cheung, Wong, & Wu, 2011;
Ezirim, Nwibere, & Emecheta, 2012).
Given the above, different cultural practices have gained
research attention. For instance, a study by Higgins and
McAllaster (2002) opined that an innovative-supportive
culture is obtained from values, and informed underlying
belief structure in addition to strong daily practices.
Accordingly, Detert, Schroeder, and Mauriel (2000) argue
that the values of an organization serve as the foundation of
cultures that promote process innovation that permit or
hinder performance improvement. It is a system that allows
innovation, necessitates a culture of discipline (for example,
an attitude and practice that emphasizes the monitoring of
quality to be aware of problems), and encourages creativity
in the process of solving problems. A study by Silverthorne
(2004) involving a sample of Taiwanese employees argues
that a bureaucratic organization has a larger problem in
sustaining employee job satisfaction than organizationsthat
have an innovative or supportive culture; thus, emphasizing
that an organization that has bureaucratic culture results in
the lowest level of job satisfaction.
A study by Ogbonna and Harris (2000) also established that
competitive and innovativecultureshada directrelationship
with employees’ performance, while community and
bureaucratic cultures had no direct relationship with
performance. According to Damanpour and Gopalakrishnan
(2001), effective innovation improves organizational
effectiveness and responsiveness. However, despite the
significant argument on innovative culture, other
researchers argue that innovation-supportive culture
remains a difficultandunstructuredphenomenon(Higgins&
McAllaster, 2002). An innovative culture poses great
challenges. For instance, Baer and Frese (2003) and Black,
Carlile, and Repenning (2004) argue that an innovative
culture is highly disruptive, changes relationships across
functional as well as occupational limits or causes
adjustments to the organizational structure and climate.
These results further indicate that different cultural
practices have different effects on employees’ performance.
Supportive Culture and Employee Performance
Supportive Culture is defined as an organizational climate
that is based on mutual trust between the individual and the
organization. In such organizations, people are valued as
human beings and are not just machines. Everyorganization
in this world has a culture, whether it is deliberately
implemented or not. However, some appear to be more
supportive than others and that is what this study seeks to
answer. Scholars like Kathryn, (2002); Perrow, (2014)
March and Simon (1958) among others initially
conceptualized supportive organizational culture as a
coherent set of values, beliefs, assumptions and practices
among the employees within the organization (Riley, 2014).
These scholars further explained by putting much emphasis
on the pervasiveness of consistent values, beliefs,
assumptions and practices as well as the extent of
consistency of the various values, beliefs, assumptions and
practices of its members within the organization. Other
proponents also argue that a supportive and culture tend to
benefit the organization since it fosters commitment,
motivation, solidarity, identity and sameness which turn to
facilitate employee performance (Perrow 2014).
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Power Culture and Employee Performance
Power culture is a type of cultureinwhichleadership resides
in the person who is in charge, and rests on the leaders'
ability and willingness to administer rewards and
punishments. A power-oriented organization is based on
inequality of access to resources. In other words, the people
in power use resources to either satisfy or frustrate the
needs of others, and, by so doing, they control the behavior
of others (San & Hyun, 2009). Leadership resides in the
person who is in charge, and rests on the leader’s ability and
willingness to administer rewardsandpunishments.Atbest,
the power-orientated leader is firm, fair and generous, and
has loyal subordinates (San & Hyun, 2009).
Handy, (1999) illustrates that power culture organizations
can respond quickly to events, but they are dependent on
their continued support on the abilities of the people at the
Centre, succession is a critical issue. He further arguesthatif
managers get this culture right, it can result in a happy,
satisfied organization that in turn can breed quite intense
commitment to corporate goals hence effective service
delivery. According toMartin,(2005)Powerculturesrequire
that much faith is put in the individual and little in
committees or teamwork. (Harrison & stokes, 1992), also
pointed out that an organization that is power-oriented is
based on biasness in accesstoresources,wherea resourcein
this case may include anything one person controls that
another person needs. This type of culture is rational when
the power holder is comprehended what is that will enable
him to influence employees behavior in line with the
organization objectives and expectation. This culture is
appreciated for its ability to aid in the fastest realization of
results but has the disadvantage of the destruction of
motivation, loyalty and increase in employee turnover thus
compromising on service delivery (Neboisa, 2012).
Empirical Review
Various studies have been carried out on organizational
culture and employee performance across the globe
including Nigeria and they have mixed and controversial
results. Okolocha (2021) examined the effect of job
satisfaction on employee productivity of public universities
in South-East, Nigeria. Survey research design was adopted
for the study. Data were collected through the
questionnaires distributed among academic staff of South-
East States of Nigerian public universities, and analyzed
using five point Likert’s scale. Regression analysis was used
to test the two formulated hypotheses with aid of SPSS
version 20.0.The study found that working conditions and
salary have a positive significant effect on the employee
productivity of public universities in South-East, Nigeria.
Okolocha (2020) ascertained the extent strategic planning
affects the performance of selected banks in Enugu State,
Nigeria. A survey design was adopted for the study. Sixty
(60) questionnaires were administered to the staff of the
selected banks in Nigeria. Hypotheses were tested using
regression analysis with aid of SPSS version 20. The study
revealed that organizational structureandemployeewelfare
have effect on the organizational performance of selected
banks in Enugu State and thiseffectisstatisticallysignificant.
Ng’ong’a, Okolo, Rambo and Orwa (2018) examined whether
organizational culture affect the performance of companies
listed in NSE. The study adopted a survey design using a
sample of 38 companies on a population of 64 companies
over five years (2013-2017). Data were analyzed by
descriptive and inferential statistics. The study found that
there was a significance positive effect between the two
variables with or without moderator technology and
concluded that organizational culture is flexible and can
adapt to changes in the internal and external environment.
Ghazi and Muzaffar (2018) ascertained the direct and
indirect influences of organizational culture on job
performance, as well as a sub-element of organizational
culture on such performance. A quantitative study tool,
based on a comprehensive research questionnaire, was
employed. The findings indicate a positive relationship
between organizational culture and job performance.Hailin,
Haimeng and Qiang (2018) examined whether corporate
culture promotion affects firm performance in China in
terms of firm market value, firm financial performance and
innovation output. They find consistent evidence that
corporate culture promotion is negatively related to firm
market value, positively relatedtoinnovationoutputand not
significantly related to firm financial performance. In
addition, some specific corporate culture promotions, such
as innovation culture promotion and integrity culture
promotion, are not related to firm value or financial
performance. However, innovation culture promotion is
positively associated with innovation output. Olaigbe,
Unachukwu, and Oyewole (2018) ascertained the influence
of organizational culture on the performance oftheNigerian
insurance industry using WAPIC Insurance Plc. Structured
questionnaires were used to collect data from the forty five
(45) respondents through the convenience sampling
technique. Data were analyzed with the aid of Correlation
and Linear Regression. Findings showed that organizational
culture dimensions were joint predictors of organizational
performance. The predictor variables jointly explained75%
of the variance of organizational performance while the
remaining 25% could be due to the effect of extraneous
variables. The study also established that organizational
culture dimensions were independents strong predictors of
organizational performance. DurgadeviandVasantha (2017)
studied the different types of cultures in anorganizationand
to study the relationship betweenorganizational culture and
organizational performance. A descriptive research design
was adopted in this study. 230 IT employees have
respondents were selected to fill the questionnaire for this
study. The study employed multiple regressions in testing
the formulated hypotheses. The findings of this study are
only related to the IT employees from Chennai. Halomoan,
Wibowo, Husein and Hanes (2016)ascertainedtheinfluence
of Training, Organizational Culture, Work Motivation, and
Job Satisfaction on theEmployeePerformanceintheDefence
Industry in the Province of West Java. The research design
used in this study is a causal design which explains the
causal relationship. The sample selection used simple
random sampling. The method of research used descriptive
statistics and Structural Equation Modeling (SEM). The
results showed that the Training has a significant impact on
Performance; Organizational Culture has positive and
significant impact on Job Performance. Isa, Ugheoke and
Noor (2016) ascertained the role of organizational culture
on an employee’s performance within the context of public
sector organizations. Data were collected from 250
employees using a questionnairebasedona well-knownand
extensively used measurement tool developed by Wallach.
The result revealed that two out of the three cultural
dimensions identified in this study are found to have a
significant positive influence onanemployee’sperformance.
Elvis (2015) determined how organizational culture impact
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on employee job satisfaction can be a source of competitive
advantage. Using a case study method, the paper derives
quantitative data from the employees of a selected banking
company in Oxford, a city in United Kingdom. The empirical
findings show that cultural traits of communication,
motivation, growthopportunitiesandsupervisingsupportin
organizations tend to make employees shift mind set and
help the firm in its competitive advantage.Mashal andSaima
(2014) ascertained the impact of organizational culture on
organizational performance in order to know that how
culture of an organization assist in enhancing the
organizational performance. This study is conducted in
different Bahawalpur based franchises of telecom
companies. Quantitative approach is adopted in which a
questionnaire is used to collect the data. The findings
indicate that all the dimension of the culture influence the
different perspective of organizational performance.
Zakari, Poku and Ansah (2013) ascertained the effect of
organizational culture and organizational performance of
banking industry in Ghana and reported that there was a
significant difference among the banks with organizational
culture traits and no significant difference among them
regarding performance. The variable items were measured
using five-point Likert scale of the nine banksinGhana.They
analyzed 296 respondents from various departments with
varied positions.Theirstudy didnotconsiderothervariables
of Denison’s organizational model namely, involvement
culture, adaptability culture and consistency culture which
are also critical in the study of organizational culture and
performance when using Denison’s organizational model.
Fakhar, Zahid and Muhammed (2013) examined the impact
of five organizational culture dimensions such as customer
service, employee participation, reward system, innovation
& risk-taking, and communication system on employee’sjob
performance of selectedsoftwarehousesinPakistan.Results
showed that all the five dimensions of organizational culture
have significant positive impact on employee’s job
performance at selectedsoftwarehousesinPakistan.Ezekiel
and Darius (2012) examined the impact of four corporate
cultural variables namely, involvement, consistency,
adaptability, and mission on employee commitment to the
organization. Results showed that involvement and
adaptability significantlycorrelatedwithcommitment,while
consistency and mission did not correlate withcommitment.
Mohammad, Rumana and Saad (2012) determined the
impact of organizational culture on employee performance
and productivity from the perspectives of multinational
companies operating especially under the
telecommunication sector of Bangladesh in South Asia. The
study found that organizational culture significantly
influences employee performance and productivity in the
dynamic emerging context.HasanandHamid(2011)studied
the link connecting four types of organizational culturesand
how it shapes the organization. Results of Correlation and
Friedman tests reveal that there is a significant correlation
between organizational cultures and learningorganizations.
In adding up the study has found that clan culture has a high
correlation coefficient, but adhocracy culture has the
maximum grade among diverse types of cultures.
The above literature and empirical studiesonorganizational
cultureandemployeesperformance werecharacterized with
mixed reactions from different researchers, some are of
opinion that there is a positive significant relationship
between organizational cultureand employeesperformance
while some had a contrary view between organizational
culture and employees performance; However, lack of
consensus on the empirical literaturecallsforfurtherstudies
on study of this nature.
Methodology
This study adopted a survey research design. Survey design
involves the use of a sample to obtain the opinion of large
number of people. It is a research design that study the
information gathered from a fraction or percentage of the
population.
The population of the study consists of seven selected
commercial banks operating inAnambra State,Nigerian.The
population comprises of the 127 staff of the bank branches
across the state. The researcherusedquestionnairetoobtain
primary data.
The questionnaire was designed in a structured form and
made up of general questions of two research questions to
be answered hypothetically and was restricted with the
responses made of strongly agree (SA) agree (A) undecided
(U strongly disagree (SD) and disagreed (D).
Method of Data Analysis
Data collected for the study were analyzed bythe researcher
using five point likert’s scale. The hypotheses were tested
using a simple regression statistical tool with aid of SPSS
version 20.0 at 5% level of significance.
Decision Rule:
The decision for the hypotheses is to accept the alternative
hypotheses if the p-value of the test statistic is less or equal
than the alpha and to reject the alternative hypotheses if the
p-value of the test statistic is greater than alpha at 5%
significance level.
Model Specification
The researcher estimated model in the following form:
EPFit = a0 + β1SUPt + Σit …………………………………………….….i
EPFit = a0 + β2PWRit+ Σit …………..………………………….…..........ii
Where:
The dependent variable: Employee performance (EPF) and
The independent variables:
SUP = Supportive culture
PWR= Power culture
a0 = slope of the model
βI, β2, = coefficient of parameters.
i for the financial year ending at year t.
Data Presentation and Analysis
Out of 80 copies of questionnaires distributed, 72 were
completed and returned. This represents 90%.
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Table 1: Summary of the questionnaires distributed
S/N STATEMENTS SA A UN D SD
Supportive culture
1
Workers have favorable conditions for decision making and for giving ideas,
suggestions in various forms.
21 37 2 10 3
2
The organization does not change the system in order to improve the collective
abilities to provide value for their customers.
30 34 0 8 0
3
The organization promotes and ensures collaboration and participation of every
employee.
25 38 3 5 1
4 This level acts to guide strategic decision-making throughout our business. 30 40 0 2 0
5 Organizational Internal integration and external adaptation can in most cases be odds. 21 30 3 16 2
Power culture
6 Our organization has goals and objectives that guide our operations. 31 34 0 7 0
7 The changes are aligned according to customer focus. 22 31 2 15 2
8
The organization has a mission statement and defines what business is in and vision of
where they want to be.
19 40 0 10 3
9
Change in the system does not encourage, in order improving the organization’s
collective abilities to provide value for customers.
27 33 0 7 5
10 There is leaders' ability and willingness to administer rewards and punishments. 28 30 4 9 1
employees’ performance
11
There are core values in the organization that help to define how the organization
would behave.
23 34 1 12 1
12
A collective bargaining agreement is established to create peace and harmony in the
work place.
29 30 1 8 4
13
Employees often do not approve of changes and resist or behave indifferently during
change process.
28 35 2 7 0
14
Organizational interest attracts and releases the personal energy of its employees in
the pursuit of common goals.
32 30 0 10 0
15
Strategic direction adopted to enables employee stay focus and in line with the
business environment.
23 28 3 13 5
Source: Field Survey, 2021
Table 2: Descriptive Statistics
N Minimum Maximum Mean Std. Deviation
EPF 5 7.00 157.00 71.8000 70.26165
SUP 5 6.00 179.00 72.2000 77.27678
PWR 5 6.00 168.00 72.0000 72.27379
Valid N (listwise) 5
Table 2 shows the mean (average) for each of the variables, their maximum values, minimum values, and standard deviation.
The results in table 2 provide insight on the Nigerian commercial banks that were used in this study. It was observed that on
the average over the periods, the sampled quoted Nigerian quoted commercial banks were characterized by improved
employee performance (EPF=72.8). The gap between the maximum and minimum value of the employee performance and
organizational structure (supportive culture, and power culture) specifies that organizational culture determines the level of
employee performance of the banks.
Hypothesis One
HO: Supportive culture has no significant influence on employees’ performance of Nigerian banks.
Table 3: Model Summary
Model R R Square Adjusted R Square Std. Error of the Estimate
1 .990a .979 .973 11.62680
a. Predictors: (Constant), SUP
Table 3 shows an adjusted R2 value of .979. The adjusted R2, which represents the coefficient of determinations implies that
97% of the total variation in the dependent variable explained by the explanatory variable. The adjusted R2 of 97% did not
create issue to the study model and further recommends that the explanatory variable is appropriatelyselectedand used.This
means that 3% of the variation in the dependent variable is explained by other factors not taken in the study model.
Table 4: ANOVAa
Model Sum of Squares df Mean Square F Sig.
1
Regression 19341.253 1 19341.253 143.075 .001b
Residual 405.547 3 135.182
Total 19746.800 4
a. Dependent Variable: EPF
b. Predictors: (Constant), SUP
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Table 5: Coefficientsa
Model
Unstandardized Coefficients Standardized Coefficients
t Sig.
B Std. Error Beta
1
(Constant) 6.832 7.519 .909 .431
SUP .900 .075 .990 11.961 .001
a. Dependent Variable: EPF
Table 4 above it shows that the p-value is 0.001 specifies that the supportive culture has a positive influence on employee
performance and this influence is statistically significant at level of significance(5%);hencep-valueoftheteststatisticislower
than alpha value. in table 5, coefficient correlation result indicate that a supportive cultureoftheexplanatoryvariablehashigh
relationship with employees performance is significant (0.99)
Decision:
Since p-value is less or equal to alpha, therefore, null hypothesis is rejected and uphold alternativehypothesiswhich statethat
supportive culture has a significant influence on employees’ performance of Nigerian banks.
Hypothesis Two
HO: Power culture has a no significant influence on employees’ performance of Nigerian banks.
Table 7: Model Summary
Model R R Square Adjusted R Square Std. Error of the Estimate
1 .996a .991 .989 7.51397
a. Predictors: (Constant), PWR
Table 3 shows an adjusted R2 value of .989. The adjusted R2, which representsthecoefficientofdeterminationsimplythat98%
of the total variation in the dependent variable explained by the explanatory variable. The adjusted R2 of 98% did not create
issue to the study model and further recommend that the explanatory variable is appropriately selected and used. Thismeans
that 2% of the variation in the dependent variable is explained by other factors not taken in the study model.
Table 8: ANOVAa
Model Sum of Squares df Mean Square F Sig.
1
Regression 19577.421 1 19577.421 346.750 .000b
Residual 169.379 3 56.460
Total 19746.800 4
a. Dependent Variable: EPF
b. Predictors: (Constant), PWR
Table 9: Coefficientsa
Model
Unstandardized Coefficients Standardized Coefficients
t Sig.
B Std. Error Beta
1
(Constant) 2.105 5.030 .419 .704
PWR .968 .052 .996 18.621 .000
a. Dependent Variable: EPF
Table 8 above it shows that the p-value is 0.000, specifies that the power culture has a positive influence on employee
performance and this influence is statistically significant at level of significance(5%);hencep-valueoftheteststatisticislower
than alpha value. in table 5, coefficient correlation result indicate that a power culture of the explanatory variable has high
relationship with employees performance is significant (0.99)
Decision:
Since p-value is less or equal to alpha, therefore, null
hypothesis is rejected and uphold alternative hypothesis
which state that supportive culture has a significant
influence on employees’ performance of Nigerian banks.
The result of the analysis specifies that supportive and
power culture are positively influenced the employee’s
performance of Nigerian banks. However, this influence is
statistically significant at 5% level of significance.This result
is in line with the findings of; Olaigbe, Unachukwu and
Oyewole (2018) who reported that organizational culture
dimensions were joint predictors of organizational
performance, Halomoan, Wibowo, HuseinandHanes(2016)
whose results showed that Training has a significant impact
on Performance; Organizational Culture has a positive and
significant impact on Job Performance, and Isa,Ugheokeand
Noor (2016) who revealed that two out of the three cultural
dimensions identified in this study are found to have a
significant positive influence onanemployee’sperformance.
Conclusion and Recommendations
This study assessed the significant influence of supportive
and power cultures on employees’ performance of Nigerian
banks. The result of the analysis specifies that supportive
and power culture are positively influenced the employee’s
performance of Nigerian banks. However, this influence is
statistically significant at 5% level ofsignificance.Asthedata
show all the elements of organizational cultureinfluencethe
employee performance positively and are statistically
significant.
Many employees get motivated from their colleagues in the
organization, most at times they feel dared on others
performance and this will move them to improve their
performance to be like the heroes and this studyhavegonea
long way to proof the heroes have a great influence on
employees performance.
The regular activities in the organization, influences the
performance of its employees and it reaffirms each of the
employees the set target and how these set target can be
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achieve, this is a medium of regular awareness of the
organizational go that help the employees to be more
focused on their performance which this study have
examined after many analysis.
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