A complexity analysis of organizational culture, leadership and engagement: integration, differentiation and fragmentation

Latta, Gail F.

doi:10.1080/13603124.2018.1562095

Cited by 15 publications

(10 citation statements)

References 33 publications

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“…Whereas, the attribution literature suggests that the organization's dissemination of information about its values and focus will most likely enhance employee cognition. In other words, employees' aptitude, awareness, controllability, and perception of the organization's intentions, objectives and outcomes of adoption of certain quality initiatives and systems are affected by how well the organization has communicated its quality values, procedures, policies and practices with its employees (Latta, 2019). This, in turn, will enhance employees' selfappraisal of their capabilities and expectations of success and will further explain the significance of performing their tasks in accordance with the pre-defined quality procedures and policies.…”

Section: Organizational Culture and Employee Engagement With Quality Initiativesmentioning

confidence: 99%

“…Drawing on the attribution theory (locus, controllability and stability, Weiner, 1986), it can be argued that a conceptual linkage can be made between organizational culture and employee engagement. More specifically, these shared values are expected to trigger individuals' cognitive awareness, attitudes, sense of controllability and conception of the organizations intentions and objectives (Latta, 2019). Hence, their self-confidence to handle complex quality related roles will be enhanced.…”

Section: Introductionmentioning

confidence: 99%

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The impact of organizational culture archetypes on quality performance and total quality management: the role of employee engagement and individual values

Ababneh

2020

IJQRM

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PurposeThe relationship between organizational culture and total quality management (TQM) can be facilitated by the virtue of certain psychological states. Employee engagement refers to a mechanism foreseeable to predict the successful implementation of TQM. Therefore, this study focuses on the attribution theory to propose a model that presents a differential impact of organizational culture archetypes on quality performance and TQM, while underlying role of employee engagement and individual values.Design/methodology/approachAn empirical study was performed based on the data collected from 153 senior employees working in hotel companies. This study has used partial least squares path modeling (PLS-SEM) to test the relationships and model proposed.FindingsThe findings have confirmed the hypotheses using PLS-SEM and provided a positive significant impact of organizational culture archetypes on employee engagement with quality initiatives; individual values on organizational cultural archetypes and employee engagement with quality initiatives on TQM implementation.Originality/valueThe study concluded that the impact of organizational culture on quality performance and TQM is significant. It is, therefore, suggested that management of hotel companies should work to increase the level of engagement, encourage cultures, while reducing the level of power culture with the emphasis given to individual and organizational quality initiatives.

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Section: Organizational Culture and Employee Engagement With Quality Initiativesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

The impact of organizational culture archetypes on quality performance and total quality management: the role of employee engagement and individual values

Ababneh

2020

IJQRM

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“…En definitiva, contar con personas comprometidas cuyo compromiso se ve reforzado por políticas organizativas comprometidas, genera excelencia organizacional estratégica, intratégica y ética (Cheong et al, 2016;Latta, 2020;Yuan et al, 2018).…”

Section: Personas Comprometidas Construyen Organizaciones Comprometidas (G2e4)unclassified

Competencias Profesionales Y Su Desarrollo Mediante Aprendizaje-Servicio en La Universidad: Perspectiva De Los Empleadores

Ugarte¹,

Arantzamendi²,

Durán³

et al. 2021

Rev. Panamericana de Pedagogía

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Introducirse en el mundo laboral es costoso y uno de los primeros obstáculos es el déficit competencial que, en ocasiones, presentan los universitarios. Para subsanar el exceso de una teoría descontextualizada, el EEES (Espacio Europeo de Educación Superior) ha auspiciado un cambio metodológico que fomenta una docencia más práctica, ya que el aprendizaje más efectivo es activo y está conectado con la experiencia. De este modo, la enseñanza universitaria se enfoca, entre otros aspectos, en la consecución de resultados de aprendizaje en forma de competencias asociadas al mercado laboral. En este contexto se están ensayando en la universidad [española] metodologías más prácticas y aplicadas, entre ellas, el Aprendizaje-Servicio. El objetivo de este trabajo es conocer si para los empleadores participantes en nuestro estudio, los universitarios que participan en actividades de Aprendizaje-Servicio desarrollan el perfil competencial que buscan, haciéndoles candidatos más atractivos en los procesos de selección, mejorando en consecuencia su empleabilidad. Para ello, se desarrolló una investigación cualitativa genérica. Se realizaron tres grupos focales en los que participaron por muestreo intencional trece empleadores de egresados de distintas facultades de la universidad, pertenecientes a distintos sectores. La guía temática incluía preguntas sobre las competencias más demandadas por los empleadores, el Aprendizaje-Servicio y su influencia en el perfil profesional. La transcripción textual fue analizada mediante análisis de contenido inductivo por dos investigadores. En el apartado de resultados y discusión se constató que, para los empleadores consultados, los alumnos que participan en actividades de Aprendizaje- Servicio en la universidad, desarrollan algunas de las competencias profesionales más demandadas en el mundo laboral, incidiendo positivamente en su empleabilidad.

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“…Sebenarnya, tidak ada yang akan terjadi jika peran ini tidak dilakukan. Sebagai suatu kewajiban, pemimpin harus mengkaji kemampuan dan preferensi individu dan kelompok, serta memilih salah satu gaya kepemimpinan dalam menghadapinya (Contreras Torres & Castro Ríos, 2013;Latta, 2020;Marion, 2013;Quick & Quick, 2004).…”

Section: Pendahuluanunclassified

Dimensi-Dimensi Kepemimpinan Produktif dalam Menghadapi Kompleksitas dan Dinamika Organisasi

2021

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Complexity and dynamics are two dimensions that cannot be separated from the journey of an organization. These two things both provide positive and negative possibilities for organizational effectiveness and productivity. Leadership is still a potential study to find the best pattern during the development of complexity and dynamics in modern organizations. Any form and style of leadership used has the same goal, namely how to increase the effectiveness and productivity of the organization through employee performance. This paper aims to identify the dimensions of leadership productivity in the face of complexity and organization. A qualitative systematic review approach was used to synthesize various references related to the topics discussed in this article. Meta-synthesis method with meta-aggregation approach was chosen to answer the research questions. The target literature sources are scientific articles from research and non-research results by searching scientific publications on the internet. Productive leadership refers to leadership tasks that have a direct impact on productivity. The results of a systematic review can be concluded that the dimensions of productive leadership in dealing with complexity and organizational dynamics are related to the determination of goal orientation, support system, and time optimization. The use of leadership styles must be adapted to the situation and conditions of the organization to increase organizational productivity. AbstrakKompleksitas dan dinamika merupakan dua dimensi yang tidak dapat dipisahkan dari perjalanan sebuah organisasi. Dua hal ini sama-sama memberikan kemungkinan positif maupun negatif bagi efektivitas dan produkstivitas organisasi. Kepemimpinan masih menjadi kajian yang potensial untuk menemukan pola terbaik di tengah-tengah perkembangan kompleksitas dan dinamika pada organisasi modern. Pada dasarnya apapun bentuk dan gaya kepemimpinan yang digunakan memiliki tujuan yang sama yaitu bagaimana meningkatkan efektivitas dan produkstivitas organisasi melalui kinerja pegawai. Tulisan ini bertujuan untuk mengidentifikasi dimensi-dimensi kepemimpinan produktif dalam menghadapi kompleksitas dan organisasi. Pendekatan systematic review kualitatif digunakan untuk mensintesis berbagai referensi terkait topik yang dibahas dalam artikel ini. Metode meta-sintesis dengan pendekatan meta-aggregation dipilih untuk menjawab pertanyaan penelitian. Sumber literatur yang menjadi sasaran adalah artikel ilmiah dari ini hasil-hasil penelitian maupun non-penelitian dengan melakukan searching publikasi ilmiah di internet. Produktivitas kepemimpinan merujuk pada implementasi tugas kepemimpinan yang berdampak langsung pada produktivitas. Hasil systematic review dapat disimpulkan bahwa dimensi-dimensi kepemimpinan produktif dalam menghadapi kompleksitas dan dinamika organisasi berhubungan dengan penetapan goal orientation, support system dan time optimization. Penggunaan gaya kepemimpinan harus diadaptasikan dengan situasi dan kondisi organisasi dengan satu tujuan adalah meningk...

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A complexity analysis of organizational culture, leadership and engagement: integration, differentiation and fragmentation

Cited by 15 publications

References 33 publications

The impact of organizational culture archetypes on quality performance and total quality management: the role of employee engagement and individual values

The impact of organizational culture archetypes on quality performance and total quality management: the role of employee engagement and individual values

Competencias Profesionales Y Su Desarrollo Mediante Aprendizaje-Servicio en La Universidad: Perspectiva De Los Empleadores

Dimensi-Dimensi Kepemimpinan Produktif dalam Menghadapi Kompleksitas dan Dinamika Organisasi

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