Relationship between organizational culture and employee performance

relationship between organizational culture and employee performance

organizational culture on employee performance and productivity from the Assessment of relationship between demographic factors and organization culture. Employees are often the owners of this knowledge. The Relationship Between Organizational Culture, Performance Efficiency & Multicultural Organization. this study was to investigate relationship between organizational culture and employee performance in apparel sector in Sri Lanka. The independent variable is.

Impact of Culture on Business Performance

When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction. Because organizational culture reflects the values, beliefs and behavioral norms that are used by employees in an organization to give meaning to the situations that they encounter, it can influence the attitudes and behavior of the staff [ 2 ].

Understanding the organization's core values can prevent possible internal conflict [ 3 ], which is the main reason for our research into these cultural issues.

In other management fields, empirical research of organizational culture has involved the functionalist perspective, providing impressive evidence of the role of organizational culture in improving performance [ 4 ]. The pervasiveness of an organizational culture requires that management recognize its underpinning dimensions and its impact on employee-related variables, such as job satisfaction [ 5 ], organizational commitment [ 6 ], and performance [ 7 ].

Lund [ 5 ] believed that less research was done on the relationship between organizational culture and job satisfaction within the research topic of organizational culture and outcome.

The organization consists of the staff, with the behavior of its individual members affecting outcomes.

Since cultural research within the nursing field is not common [ 8 ], it is necessary to explore the way the culture influences the behavior of the nursing staff, and in turn how the behavior of the staff influences the organizational outcome. A two-dimensional model of leadership that focuses on the concern for people and production has been used for many years in organizational research [ 9 ].

In the late s, leadership research started focusing on behavior within organizational change and development [ 10 ].

relationship between organizational culture and employee performance

Leadership implies authority in the broadest sense of the word and not simply the power to wield the stick [ 11 ]. It is based on objective factors, such as managerial ability, and more subjective characteristics that include personal qualities of the leaders. The factors are of even greater importance given the current emerging culture of the nurse who has a clear and assertive vision about the nature of clinical practice [ 12 ].

Organizational Culture & Employee Performance

Currently, there is a shortage of nurses in clinical care, and good leaders can help any attrition. Furthermore, the leadership skills of nurse administrators can contribute to the success of their organization [ 13 ].

Leadership is of increasing importance in clinical nursing [ 14 ]. Although leadership and organizational culture constructs have been well studied, the relationship between them has not been established in the field of nursing [ 6 ]. This study explores the relationship between organizational culture and leadership behavior.

Although the data indicated that the development of an organizational culture is related to the behavior of its leaders, the results failed conclude whether this affected their attitudes or behavior as employees.

From the nursing administration perspective, the normal course of action taken to influence employee behavior and achieve the objectives set by the administrators comes through administrative management. Therefore, as well as discussing the relationship between leadership behavior and organizational culture, this research will investigate the effect of leader behavior and organizational culture towards employee job satisfaction.

The findings clearly show that hospital administrators should be concerned about the effects of leadership behavior and organizational culture on the attitude towards work of their employees. This should help administrators alter their behavior in order to maintain a good mutual relationship with their subordinates, improving their working attitude and, more importantly, reducing potential conflicts.

Relationship between organizational culture and leadership behavior Culture is socially learned and transmitted by members; it provides the rules for behavior within organizations [ 18 ].

Organizational Culture & Employee Performance |

The definition of organizational culture is of the belief that can guide staff in knowing what to do and what not to do, including practices, values, and assumptions about their work [ 19 ]. The core values of an organization begin with its leadership, which will then evolve to a leadership style. Subordinates will be led by these values and the behavior of leaders, such that the behavior of both parties should become increasingly in line.

When strong unified behavior, values and beliefs have been developed, a strong organizational culture emerges.

Leaders have to appreciate their function in maintaining an organization's culture. This would in return ensure consistent behavior between members of the organization, reducing conflicts and creating a healthy working environment for employees [ 20 ]. Hypothesis 1- Organizational culture is positively correlated with leadership behavior. Relationship between leadership behavior and job satisfaction Job satisfaction has been associated with nurses who perceive their managers as supportive and caring.

Relationship between Organizational Culture, Leadership Behavior and Job Satisfaction

A supportive manager shares values, believes in a balance of power, and provides opportunities for open dialogue with nurses [ 21 ], which in turn reduces the chances of internal conflicts. This type of leader is successful in his or her role and is supportive and responsive to clinical nurses, thereby preserving power and status within the hospital system. Such leaders are valued throughout the organization and have executive power to do what they see as necessary to create a positive environment for nursing [ 22 ].

Accordingly, they have a measurable effect on the morale and job satisfaction of nurses [ 23 ]. Hypothesis 2 - Leadership behavior is positively correlated with job satisfaction.

relationship between organizational culture and employee performance

Google is even dog-friendly. Although these perks don't force employees to embrace the vision and mission of the company, these perks do increase employee-work satisfaction, making it easier for employees to buy into the long-term vision of the company. The Relationship to Employee Performance It's easy to compare employee performance to student performance. Students who love to learn tend to look for learning opportunities inside and outside of school.

They don't miss class and they engage with teachers to expand their knowledge and ideas.

Relationship between Organizational Culture, Leadership Behavior and Job Satisfaction

Employees who love being at their job call in sick less frequently, perform better when they're on the job and are more likely to collaborate with other team members or superiors. When employees feel that bosses and managers care about their personal happiness -- and not only the company's net revenues -- loyalty develops. This helps build employee buy-in to the vision of the company, and to set higher goals that have a wave of positive energy behind it.

Building a Positive Culture Building a positive company culture doesn't simply happen.

Business leaders need to implement plans to achieve it, sometimes taking time and energy away from short-term revenue and sales goals.