Aligning organizational culture to enhance managerial effectiveness of academic leaders: an interface for employee engagement and retention

Abstract

PurposeThe purpose of this paper is to measure the impact of organizational culture on managerial effectiveness of academic leaders to enhance employee engagement and retention in higher educational institutions. This study utilizes “Social Exchange Theory (SET)” as a theoretical lens to clarify the phenomena.Design/methodology/approachThis study uses an exploratory cum descriptive research design. Data collected via a structured questionnaire was analyzed and interpreted through structural equation modeling.FindingsOrganizational culture is found to have a significantly positive impact on managerial effectiveness. The findings also delineate a positive influence of managerial effectiveness on employee engagement and employee retention.Research limitations/implicationsThis study provides insights into the cultural neuances and subtleties of how organizational culture influences managerial effectiveness of institutional leaders. This has a direct bearing upon work engagement and retention of employees. Therefore if leaders focus on organizational culture they will succeed in creating a productive and healthier workplace for their employees. This study is also addressing the strategic concern of sustainability in higher educational institutions through employee engagement and retention.Originality/valueIt is an original work based on primary data to bridge the research gap concerning the prevalent OC shaping ME in Indian higher educational context. It also enriches understanding about alignment of cultural dimensions towards achieving work engagement, and retention of employees through managerial effectiveness of leaders in higher education institutions.

هل تقود القيادة الحكيمة إلى تأييد الموظفين والاحتفاظ بهم في وكالات السفر؟

“…Lastly, findings proved that wisdom leader behaviors increased their subordinate retention through the high advocacy levlels for them. This result agrees with Hassi and Storti (2023) and Tyagi (2021). Hence, this proves that fostering a culture of advocacy among employees improves retention rates.…”

The influence of organizational culture, transformational leadership on organizational citizenship behaviors, and organizational commitment through employee engagement

“…They feel that their work is meaningful, and they actively contribute to achieving organizational goals. This engagement, triggered by a positive organizational (Batugal & Tindowen, 2019;Schneider et al, 2013;Tyagi, 2021), leads to stronger commitment to the organization (Saks, 2006(Saks, , 2019(Saks, , 2022. Educators and educational staff in PKBM who feel engaged in their work tend to have long-term commitment to PKBM.…”

Cultural dimensions as key aspects to change and improve school performance: a qualitative study in the Brazilian public schools

“…More recently, Friedman and Berkovich (2020) investigated the process of organizational change aimed at organizational culture and pedagogical processes, while Pavlidou and Efstathiades (2021) researched how marketing strategies influence organizational culture in public schools. Also, Tyagi (2021) described in your study a positive and significative relationship between organizational culture and educational management, while Fernandes et al. (2023) added the emotionally intelligent skillsets as key factors in the school management process.…”

“…It is understood that the identified factors in the schools can be elements that guide the school for effective change management. Therefore, through the changes implemented, the schools can enhance their performance (Tyagi, 2021). The path is for organizations to be able to make their elements of organizational culture explicit, as is already the case in schools with better performance (Ahmad et al, 2023).…”