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Impact of Organizational Culture on Performance Management Practices in Pakistan  [PDF]
M. Shakil Ahmad
Business Intelligence Journal , 2012,
Abstract: Purpose of the study: Performance management is a process of delivering sustained success to organizations by improving capabilities of individuals and teams. Organizational culture as a significant contextual factor in performance management is scarcely studied. The aim of this study is to expand the base of knowledge and empirically test the relationship between components of organizational culture and performance management practices. Research Methodology: The study adopted exploratory research to explore the impact. Primary data was collected through questionnaires from 60 employees in COMSATS Institute of Information Technology. The sample consists of both male and female faculty members. Regression and Correlation analysis was used for statistical analysis. Findings: Statistical results show that involvement is highly correlated with consistency and adaptability. Similarly, other dimensions of organizational culture have significantly positive relationship with the performance management practices. Implications: This research selected sample from few cities of Pakistan. Future studies could select other cities and compare results with city of selected sample. This research used random sampling procedure, which is the main limitation of this study. Future studies could use stratified random sampling procedure with more sample size. Practical implications: It is hoped that the findings of this study will assist the human resource managers, practitioners and strategy makers to better understand organizational performance practices. Value Added: The added value of this paper is to link theory and practice, and explore the organizational culture dimension impact on performance management practices. Few studies have conducted over the years under this perspective in the Pakistan.
Linking knowledge management practices and the organizational performance of Pakistan’s telecommunication  [PDF]
Syed Muhammad Ali,Abdul Qadus,Adnan Waseem,Khalid Zaman
Management Science Letters , 2012,
Abstract: The objective of the study is to examine the relationship between knowledge management practices and the organizational performance of Pakistan’s telecommunication. The study is based on primary data collected from two hundred and ten (out of three hundred questionnaires) middle level managers of different telecommunications located in Rawalpindi & Islamabad cities of Pakistan. A self designed questionnaire was used for data collection. The data was analyzed using the techniques of multiple regression analysis. All the findings were tested at 0.01 and 0.05 level of significance. The result demonstrates that knowledge management practices have positive and significant impact on organizational performance, which reflects that organizations that prefer knowledge management practices get beneficial outcomes than their competitors. The commencement of the five facets formulates it easier for the management to centre their attentiveness on them, assuring the particular behaviors to bring out to commence them.
Job Satisfaction and Organizational Commitment of University Teachers in Public Sector of Pakistan  [cached]
Muhammad Ehsan Malik,Samina Nawab,Basharat Naeem,Rizwan Qaiser Danish
International Journal of Business and Management , 2010, DOI: 10.5539/ijbm.v5n6p17
Abstract: Study Objectives: The purpose of this investigation was to determine the impact of teachers’ satisfaction with job dimensions on perceived organizational commitment in public sector universities of Pakistan. In addition, the study aimed at exploring to what extent these teachers are committed to their universities and satisfied with different dimensions to their job. Research Design/Methodology: A survey-based descriptive research design was used. The study was carried on teaching faculty working in two public sector universities of Pakistan. About 650 survey questionnaires were distributed in October, 2009 by employing diverse modes of communication such as email, in person and post. Multiple follow ups yielded 331 statistically usable questionnaires. Stepwise regression analysis and one sample t-tests were used to confirming the research hypotheses. Results: The findings of the study indicated that the satisfaction with work-itself, quality of supervision and pay satisfaction had significant positive influence on university teachers. They had high degree of organizational commitment and satisfaction with work-itself, supervision, salary, coworkers and opportunities for promotion. Research limitations/implications: The focus of the study was teachers working at public sectors universities in Pakistan only. Teachers working at private sector may have varied commitment and job satisfaction levels. The differences between public and private sector teachers regarding organizational commitment and job satisfaction with underlying reasons could be probed. Practical implications: Considering the importance of university teachers’ organizational commitment and their effects on effectiveness of the universities, policy makers and academic administrators should take necessary measures for the optimal provision of intrinsic and extrinsic job rewards to make their core workforce highly satisfied and committed. Originality/value: The relevant literature shows that university teachers’ commitment and job satisfaction is under-researched area particularly in the public sector institutions of higher learning in Pakistan. So, the current investigation has contributed to improve the understanding of practically significant issues. Besides, the study findings are discussed in perspective of practical implications in public sector universities.
Mapping the Relationship among Quality Management Practices, Organizational Learning, Organizational Culture, and Organizational Performance in Higher Education: A Proposed Framework  [PDF]
Ahmed Hani Mohammed, Che Azlan Bin Taib, Santhirasegaran a/l S.R. Nadarajan
American Journal of Industrial and Business Management (AJIBM) , 2016, DOI: 10.4236/ajibm.2016.64036
Abstract: The challenges in higher education and global competition encouraged performance excellence and the pursuit towards providing educational services characterized by high quality. To ensure performance excellence, quality management practices are considered as one of the variables that affect the organizational performance. On the other hand, organizational learning is a method that facilitates the process of improving the organizational performance. The results of organizational performance vary according to environmental conditions, especially an organizational culture that is one of the important indicators that are characterized by organizations. This encourages choosing the organizational culture as a moderating variable. However, this paper highlights organizational performance through a proposed conceptual framework to be considered in higher education institutes.
Assessment of Total Quality Management Practices and Organizational Development. (The case of Telecom Services Sector of Pakistan)
Faiza Sajjad,Dr. Shehla Amjad
Mediterranean Journal of Social Sciences , 2011,
Abstract: The main purpose of this study is to determine the various benefits an organization can derive from the application of total quality management practices, or the relationship between total quality management and quality outcomes/benefits in services sector of telecom industry of Pakistan. The study is based on primary and secondary data. Eight most important constructs were found through literature review for conceptual framework in this study. Primary data is collected through questionnaires. The same questionnaire was used in comparison of TQM practices in different countries such as India, USA, Mexico, China and Norway. The theoretical framework adopted is by Raghunathan et al. (1999). Findings revealed that TQM practices and implementation have positive effects on quality benefits or outcome (productivity, profitability, competitive position, reduce customer complaints, cost reduction, reduce rework level, reduces scrap level, stay in business) in services sector of telecom industry of Pakistan. Benchmarking also plays a significant role in the development of organizations. In addition to the research data, findings from different field studies and other research works have further supported conclusion drawn from this research, that TQM practices have positive effect on organizational development. The findings based on this empirical research would be useful to both decision makers and researchers.
Impact of Organizational Culture Type on Job Satisfaction Level of Employees’ in Different Organizations of Lahore, Pakistan
Shamaila Gull,Fariha Azam
International Journal of Academic Research in Business and Social Sciences , 2012,
Abstract: The research was conducted to analyze the impact of organizational culture type on job satisfaction level of employees’ particularly in organizations of Lahore, Pakistan. This research determined the relationship between organizational culture and job satisfaction, and the relative variance between the types of culture and job satisfaction level. Culture types studied were based on Cameron and Freeman (1990) framework of organizational culture types. A sample of 220 employees was studied and SPSS 19 was used for the analysis of data. One Way ANOVA, Pearson correlation and Regression Analysis were performed to measure the hypothesis. The research examined the relationship with respect to four culture types, i.e. Clan, Adhocracy, Hierarchy and Market. Clan and Adhocracy found in a positive relationship with job satisfaction i.e. those who work under these cultures are more satisfied with their jobs, Hierarchy and Market were found to be in a negative relationship with job satisfaction i.e. those who work under these cultures are not satisfied with their jobs.
Leadership Behaviors, Organizational Culture, and Incidents Reporting Practices as Perceived by Jordanian Nurses, Literature Review  [PDF]
Islam A. Ahmed Oweidat
Open Journal of Nursing (OJN) , 2019, DOI: 10.4236/ojn.2019.99073
Abstract: Background: Safety of patients and their families is recognized as a priority for all healthcare organizations all over the world; therefore, exploring the variables that influence patient safety issues is paramount. Objective: This literature review is to detect the gab in the body of knowledge regarding issues of incidents reporting practices, leadership behaviors, and organizational culture especially in Jordanian context, as well as, to give reflection about the searched studies and to address the strength and weakness points of each study as well. The design of the current article was literature review of twenty five studies. Results: The current review revealed that most of the research studies were conducted in order to explore the perceptions of healthcare providers about patient safety issues, and clinical incidents reporting practices as well, however, there are few studies that were conducted in order to investigate the influence of leadership behaviors and organizational culture on incidents reporting practices as perceived by Jordanian hospitals’ registered nurses. Moreover, it seems that in Jordanian context, it is not fully understood the influence of leadership behaviors and organizational culture on incidents reporting practices as perceived by Jordanian hospitals’ registered nurses. Conclusion: It is imperative for researchers to fill the gap that existed in the body of knowledge regarding the variables of leadership behaviors, hospitals’ organizational culture and incidents reporting practices in order to enhance patient safety and safety practices in health care organizations. Relevance to clinical practice: Exploring the influence of leadership behaviors and organizational culture on incidents reporting practices among registered nurses in Jordan is highly recommended. Finally, the current review identifies the gap in the body of knowledge regarding the mentioned above variables.
The Comparison between Present with Desired Organizational Culture in Tehran University of Medical Sciences’ Hospitals
H Dargahi,M Eskandari,G Shaham
Payavard Salamat , 2010,
Abstract: Background and Aim: The study of organizational culture as a managerial tools, is necessary in health care organizations. Hospital administrators should compare present with desired hospitals' organizational culture continuously. This research is aimed to compare the present with desired organizational culture as administrators' view in Tehran University of Medical Sciences' Hospitals.Materials and Methods: A Cross - Sectional' descriptive and analytical study was conducted among 15 Tehran University of Medical Sciences' Hospitals administrators by a questionnaire including demographic information and 30 questions which determined the approach of TUMS hospitals administrators about current and appropriate organizational culture components. Before the main study, validity and reliability of the questionnaire was performed. The data was collected by SPSS version 15 software and analyzed by Chi-square, Pearson and T tests.Results: The result of this study showed that leadership was the most and control was the least organizational culture components which observed in present condition.Discussion and Conclussion: As TUMS hospital administrators' view, all of the hospitals organizational culture components, exception control and communication patterns, are not observed in current status.There is a significant difference between current and appropriate hospital organizational culture components as the administrator's view which impressed on the hospital management system. Therefore, the hospitals administrators are required to do strategic planning to optimize the hospitals organizational cultures.
Organizational culture, team climate and diabetes care in small office-based practices
Marije Bosch, Rob Dijkstra, Michel Wensing, Trudy van der Weijden, Richard Grol
BMC Health Services Research , 2008, DOI: 10.1186/1472-6963-8-180
Abstract: We conducted cross-sectional analyses of data from 83 health care professionals involved in diabetes care from 30 primary care practices in the Netherlands, with a total of 752 diabetes mellitus type II patients participating in an improvement study. We used self-reported measures of team climate (Team Climate Inventory) and organizational culture (Competing Values Framework), and measures of quality of diabetes care and clinical patient characteristics from medical records and self-report. We conducted multivariate analyses of the relationship between culture, climate and HbA1c, total cholesterol, systolic blood pressure and a sum score on process indicators for the quality of diabetes care, adjusting for potential patient- and practice level confounders and practice-level clustering.A strong group culture was negatively associated to the quality of diabetes care provided to patients (β = -0.04; p = 0.04), whereas a more 'balanced culture' was positively associated to diabetes care quality (β = 5.97; p = 0.03). No associations were found between organizational culture, team climate and clinical patient outcomes.Although some significant associations were found between high quality diabetes care in general practice and different organizational cultures, relations were rather marginal. Variation in clinical patient outcomes could not be attributed to organizational culture or teamwork. This study therefore contributes to the discussion about the legitimacy of the widespread idea that aspects of redesigning care such as teamwork and culture can contribute to higher quality of care. Future research should preferably combine quantitative and qualitative methods, focus on possible mediating or moderating factors and explore the use of instruments more sensitive to measure such complex constructs in small office-based practices.Consistently, studies show that patients with chronic illnesses do not receive optimal treatment [1,2]. Redesigning primary care by separating acu
The Relationship of Centralization, Organizational Culture and Performance Indexes in Teaching Hospitals Affiliated to Tehran University of Medical Sciences
Amir Ashkan Nasirpour,Mahmoud Reza Gohari,Saied Moradi
Acta Medica Iranica , 2010,
Abstract: "nOne of the main problems in the efficiency and efficacy of an organization is its structural issue. Organizational culture is also considered as an effective factor in the performance of many organizations. The main goal of the present study was to determine the relationship of Centralization and organizational culture and performance indexes in Teaching Hospitals affiliated to Tehran University of Medical Sciences. This correlation study was performed in the year 2007. The population studied consisted of 4408 personnel from 13 hospitals among whom 441 subjects were selected and studied via a class sampling method. Data was compiled using a check list concerning the evaluation status of Centralization and another form concerning performance indexes as well as Robbin's organizational culture questionnaire. Data were obtained from the subjects by self answering and analyzed by using descriptive statistical indexes, T- test and Fisher's exact tests. Among the organizational culture indexes of the hospitals studied, control and organizational identity was better as compared to others (mean=3.32 and 3.30). Concerning the extent of Centralization in the hospitals studied, 53.85 % and 46.15 % were reported to have upper and lower organizational Centralization, respectively. Mean ratio of surgical operations to inpatients was 40%, the mean rate of admissions per active bed was 60.83, mean bed occupancy coefficient was 70.79%, average length of stay was 6.96 days, and mean net death rate was 1.41%. No significant correlation was seen between Centralization degree, organizational culture and performance indexes in teaching hospitals tehran university of medical sciences. (with 95% confidence interval). Due to the fact that first grade Teaching hospitals use board certified members, expert personnel, and advanced equipments and because of the limitation of patients choice and, the extent of Centralization and many organizational culture components have no significant correlation with performance indexes of these hospitals. Further research regarding structure is suggested in the future.
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