How organizational culture influences satisfaction of employees shown on the example of tourism businesses in Montenegro

Simović, Olivera; Perovic, Djurdjica; Raičević, Milica

doi:10.7906/indecs.18.2.11

Cited by 2 publications

(1 citation statement)

References 31 publications

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“…Cultural organizations are also able to increase the motivation of the implications for the performance of the company (Hakim, 2012;Rivai et al, 2019;Daud, 2020), the performance of the employee (Rosyidi, 2013;Rivai et al, 2019;Dewi & Wibow, 2020), and creating employee satisfaction (Angel, 2015;Simovic & Perovic, 2020;Mesfin et al, 2020). It can shape the image of the organization (Sunuantari, 2012;Balaji et al, 2020).…”

Section: Introductionmentioning

confidence: 99%

Religious Culture of Sharia Microfinance Institutions in Denpasar-Bali

Siswanto

Anwar

2020

El Harakah

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This study aims to develop organizational culture in Islamic microfinance institutions Baitul Maal wa at-Tamwil (BMT) Sidogiri in Denpasar, Bali. Organizational culture is a basic assumption that grows from social construction results based on a mutual agreement to solve problems and achieve organizational goals. Therefore, the organizational culture in each company is different. This study uses a qualitative approach to data collection and analysis. Data collection uses in-depth interviews with the informant. The informants are leaders, employees, and customers of the BMT. The results of the study show the practice of religious culture. The dimensions of religious culture are amanah or trustworthy, mutual help (ta'awun), kinship and togetherness. Its value is clarified with sharia enterprise theory. This research has implications for developing the concept of organizational culture based on the peculiarities of Islamic microfinance institutions based on pesantren. Penelitian ini memiliki tujuan untuk mengembangkan konsep budaya organisasi di lembaga keuangan mikro syariah BMT Sidogiri Denpasar, Bali. Budaya organisasi merupakan asumsi dasar yang tumbuh dari hasil konstruksi sosial berdasarkan kesepakatan bersama untuk menyelesaikan masalah dan mencapai tujuan organisasi. Oleh karena itu, budaya organisasi dalam setiap perusahaan berbeda-beda. Penelitian ini menggunakan pendekatan kualitatif dalam pengumpulan dan analisis data. Pengumpulan data menggunakan wawancara mendalam kepada informan. Para informan adalah pimpinan, karyawan, dan nasabah BMT Sidogiri. Hasil penelitian menemukan penerapan budaya religius. Dimensi budaya religius tersebut meliputi amanah, tolong menolong (ta’awun), kekeluargaan kebersamaan. Nilai budaya religius tersebut selanjutnya diperjelas dengan teori usaha syariah. Penelitian ini memiliki implikasi pada pengembangan konsep budaya organisasi berdasarkan kekhasan lembaga keuangan mikro syariah berbasis pesantren.

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Section: Introductionmentioning

confidence: 99%

Religious Culture of Sharia Microfinance Institutions in Denpasar-Bali

Siswanto

Anwar

2020

El Harakah

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Identifying the enablers of HR digitalization and HR analytics using ISM and MICMAC analysis

Verma

Rana

Meher

2023

IJOA

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Purpose This study aims to identify the enablers of human resource (HR) digitalization and HR analytics. This paper also aims to build a relationship map using interpretive structural modeling. Design/methodology/approach A systematic literature review is used to identify the key enablers of HR digitalization and HR analytics. Ten expert opinions have been taken from the key officials of IT firms located in New Delhi North Central Region. Findings This study is focused on the enablers of HR analytics. It is found that change management (CM) in the organization is the key enabler of implementing HR digitalization and analytics in an organization. However, other elements like learning culture, training and development, E-learning management and HR transformation (HRT) play a vital role in implementing HR analytics. It is also found that implementing artificial intelligence for HR practices is the ultimate goal for every organization. Research limitations/implications Management teams in IT firms should focus on the continuous learning process in the organization. The CM should be expedited for digitalization and adoption of HR analytics. Managers must go through the ramification of HRT, which possesses diligence in HR analytics and artificial intelligence. Originality/value This study explicitly talks about the enablers of HR digitalization and HR analytics. It also explores the relationship between the enablers. This study also describes the driving and dependence power of all the enablers.

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How organizational culture influences satisfaction of employees shown on the example of tourism businesses in Montenegro

Cited by 2 publications

References 31 publications

Religious Culture of Sharia Microfinance Institutions in Denpasar-Bali

Religious Culture of Sharia Microfinance Institutions in Denpasar-Bali

Identifying the enablers of HR digitalization and HR analytics using ISM and MICMAC analysis

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