The Role of Organizational Culture in the Implementation of E-Administration: A Field Study at Banks in Hodeidah

2021 ◽  
Vol 26 (3) ◽  
pp. 57-88
Author(s):  
Maged Abdul Wakil Fadhl Al-Qubati ◽  
Dr. Ali Saleh Ali Al Ajam
Keyword(s):  
Organizational Culture ◽  
Positive Impact ◽  
Modern Technology ◽  
Demographic Variables ◽  
Four Dimensions ◽  
Staff Members ◽  
Study Population ◽  
Organizational Beliefs ◽  
Organizational Expectations

The study aimed to identify the organizational culture practice and its impact on the application of e-administration in the banks operating in Hodeidah. The study used the descriptive analytical method. Since the study population consisted of only (146) administrative staff members, (126) members were selected by the complete census method to whom the questionnaire was distributed to collect relevant data. Major findings showed various degrees in the level of organizational culture and e-administration in favor of the independent variable (organizational culture). Findings also showed statistically significant positive impact of organizational culture represented by its four dimensions (organizational norms, organizational expectations, organizational values, and organizational beliefs) on the application of e-administration. Furthermore, it was found that there were no statistically significant differences of the mean scores among sample's responses on the level of application of e-administration attributed to their demographic variables. However, there were statistically significant differences in the level of organizational culture attributed to gender and courses of computer skills, but there were no differences in other demographic variables. The study recommends that organizational culture in banks regulations should be promoted in order to help them introduce modern technology (e-administration) in all their activities.

scholarly journals دور الثقافة التنظيمية على اداء العاملين بجهاز المغتربين

2020 ◽  
Vol 16 (1) ◽  
pp. 124-162
Author(s):  
محمد مصطفى ابوحجل
Keyword(s):  
Organizational Culture ◽  
Significant Relationship ◽  
Employee Performance ◽  
Organizational Values ◽  
Behavioral Patterns ◽  
Social Survey ◽  
Historical Method ◽  
The Social ◽  
Organizational Beliefs

The problem of the research was that the performance of the expatriate system suffers from weakness and this may be caused by the prevailing organizational culture in the apparatus that is required to improve the performance of the employees. The problem of research is the following questions: Main: Is there a role of organizational culture on the performance of workers in the expatriate system. Sub-questions: What is the role of organizational values on the performance of employees. And what the role of organizational beliefs on the performance of workers. And the extent of the role of regulatory trends on the performance of employees. And the role of behavioral patterns on the performance of workers.. The aim of the research: To examine the role of organizational culture on the performance of workers. And to identify the role of organizational values on the performance of workers. And know the role of organizational beliefs on the performance of workers. And study the role of organizational trends on the performance of workers.. And discuss the role of behavioral patterns on the performance of workers. The research also tested the following hypotheses: Main: There is a role for organizational culture on the performance of workers in the expatriate system. Sub-hypotheses: There is a role performance for organizational values on the performance of workers. There is a role for organizational beliefs on employee performance. There is also a role for organizational trends on the performance of workers. There is a role for behavioral patterns on the performance of workers... and follow the research: descriptive analytical method and historical method and the use of the social survey program spss and the research reached the following results: Expatriate staff. There is a positive statistically significant relationship between organizational beliefs and employee performance. There is a positive statistically significant relationship between organizational trends and employee performance. There is a positive statistically significant relationship between behavioral patterns and staff performance. The research recommended more attention to organizational values and factors and the development of means of development and must maintain the organizational beliefs and entrenched. And the need to develop organizational trends in line with external variables. And 4. more attention to behavioral patterns and their development

scholarly journals Initiatives Management's Role in Improving Work Efficiency: A Field Study On Workers in Salalah Methanol Company in Dhofar Governorate

2021 ◽  
Vol 32 (3) ◽  
pp. 24-42
Author(s):  
Abubakar Ahmed Mohammed Almuallam ◽  
Mohammed Nashief S. Disomimba
Keyword(s):  
Analytical Approach ◽  
Pearson Correlation ◽  
Descriptive Analysis ◽  
Demographic Variables ◽  
Work Efficiency ◽  
Sultanate Of Oman ◽  
Scheffe Test ◽  
Study Population ◽  
Level Of Significance

This quantitative study discussed the role of initiatives management in improving the work efficiency of the employees of the Methanol Company in the Dhofar Governorate in the Sultanate of Oman. The problem emerged that some Omani institutions suffered from administrative and economic crises as a result of fluctuations in oil prices, the absence of scientific bases adopted in the selection and appointment of people to jobs, and the absence of criteria for evaluating achievement and results. Therefore, the study aimed to; Diagnosing the level of initiatives management at the Methanol Company in the Dhofar Governorate, and the level of improving the company's work efficiency The study adopted the descriptive analytical approach, and the study population consisted of all employees of the Salalah Methanol Company in the Governorate of Dhofar, who numbered (160) employees. A random sample of (113) employees was selected according to the table of Gresty and Morgan (1970). The researcher designed a questionnaire by making use of the theoretical literature. It consisted of (48) phrases distributed in (8) axes. The following statistical methods were adopted: descriptive analysis, Pearson correlation coefficient, alpha consistency coefficient, T-test for two independent samples, one-way analysis of variance, multiple regression analysis, Scheffe test for dimensional comparisons. The research found a set of results, including: There is a direct relationship between initiatives management and improving work efficiency. There is a statistically significant effect at the level of significance (a ≤ 0.05) between managing initiatives and improving work efficiency. There were no statistically significant differences at the level of significance (a ≤ 0.05) about managing initiatives and improving work efficiency due to demographic variables.

Organizational Culture and Effect on Organizational Performance

2017 ◽  
pp. 1314-1328
Author(s):  
Anas M. Bashayreh
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Significant Relationship ◽  
Study Data ◽  
Insurance Companies ◽  
Culture Dimensions ◽  
Policies And Procedures ◽  
The Relationship ◽  
Organizational Expectations

Organizational culture is an important part to be considered by dynamic organizations in order to develop some competitive advantage to ensure enhanced organizational performance. This study aims to close the gap between understanding the role of organizational culture and the effect on organizational performance among the employees in insurance companies. The objective of this study is to examine the relationship between the dimensions of organizational culture and organizational performance among insurance companies operating in the Jordanian market. A sample of 240 respondents that were selected randomly from insurance companies participated in this study. Data were collected by survey questionnaire. Both descriptive and influential statistic namely frequency, mean, and multiple regression were used to analyze the data. The result shows that there is limited significant relationship between organizational expectations, encourage development, behavioral styles, and stability and communication and organizational performance. The results also showed that a significant relationship exists between policies and procedures and organizational performance. This study explored the results of the effect of organizational culture dimensions on organizational performance and to assess which organizational culture dimensions have a larger marginal impact on organizational performance. This study improved the managers' understanding on a way to improve organizational culture dimensions that have a vital impact on overall performance.

scholarly journals Examining the Links Leading to Behavioral Support for Change: An Expectancy Theory Perspective

2020 ◽  
pp. 1-08
Author(s):  
Farhan Mehboob ◽  
Noraini Othman
Keyword(s):  
Positive Impact ◽  
Academic Staff ◽  
Critical Factor ◽  
Behavioral Support ◽  
Cross Sectional ◽  
Staff Members ◽  
Implementing Change ◽  
The University ◽  
University Officials

Purpose of the study: An individual’s support for change is a critical factor in successfully and effectively implementing change. Therefore, identifying possible antecedents and mechanisms leading to one’s behavioral support for change is necessary. The study aims to unpack this avenue of research empirically by examining the role of both person and context as factors in promoting behavioral support for change. Methodology: Data was collected from 292 academic staff members of six public sector universities in Pakistan via cross-sectional means. A self-reported questionnaire was used to collect responses from the desired sample. SPSS 25 and AMOS were used to analyze the data for its relevance to the objectives of the study.  Main Findings: Results revealed a positive impact of change-efficacy on academic staff members’ behavioral support for change. Moreover, change-valence provides an effective intervening mechanism to translate the effect of change-efficacy on both dimensions of behavioral support for change, that is, compliance and championing behavior. Research limitations/implications: The study contributes to the existing literature on organizational change, particularly in the university setting, by examining and empirically validating the factors of both person and context as significant predictors of behavioral support for change among academic staff. However, more research is needed in other organizational and work contexts to further apply the study’s implications within these diverse contexts. Novelty/Originality of this study: The study offers useful insights for senior university officials intending to build support for change by enhancing academic staff levels of efficacy and positive expectations regarding such change and enables them to successfully execute the change-related tasks into viable actions.

The Level of Organizational Learning and its Impact on Job Performance: A Field Study at the Private Banks in Hodeida City

2021 ◽  
Vol 26 (4) ◽  
pp. 81-110
Author(s):  
Abdulkarem Qasem Ali Al-Baeem ◽  
Prof. Dr. Abdulmalek Ahmed Ahmed Al-Maamari
Keyword(s):  
Organizational Learning ◽  
Job Performance ◽  
Positive Impact ◽  
Demographic Variables ◽  
Decision Makers ◽  
Private Banks ◽  
Study Population ◽  
And Performance ◽  
Descriptive Method ◽  
Very High

This study aimed to identify the level of organizational learning and its impact on job performance at the private banks in Hodeida City. The analytical descriptive method was used and a questionnaire was administered to all employees at 8 private banks, selected by the complete census method. A hundred and sixty-four questionnaires were distributed, but only 135 questionnaires were returned and analyzed. Major findings revealed that there was a high positive impact for the dimensions of organizational learning on the level of job performance in the private banks in Hodeida. Also, the level of practicing organizational learning as well as job performance of the staff was very high. Further, there were no significant differences in the level of organizational learning and performance due to the demographic variables of the study population. It was recommended that banks should promote coordination with other banks and financial institutions, and support researches that would generate new knowledge and create an appropriate environment for creative decision makers.

scholarly journals – THE ROLE OF BUSINESS PROCESS RE-ENGINEERING (BPR) OF SIMPLIFYING ADMINISTRATIVE PROCEDURES – A FIELD STUDY ON FEMALE ADMINISTRATIVE EMPLOYEES OF KING ABDULAZIZ UNIVERSITY IN JEDDAH : دَوْرُ الهندرة في تبسيطِ الإجراءاتِ الإداريَّة

2019 ◽  
Vol 3 (1) ◽  
Author(s):  
Ibtisam Ahmed Al Zahrani -    Nervana Abdul Rahman Ghaith
Keyword(s):  
Information Technology ◽  
Organizational Culture ◽  
Strategic Planning ◽  
Organizational Structure ◽  
Positive Impact ◽  
Employee Empowerment ◽  
Administrative Staff ◽  
Administrative Procedures ◽  
The University

This study aimed to identify the role of Reengineering with its requirements (leadership, administrative policies, strategic planning, employee empowerment, information technology, organizational structure, financial capabilities and organizational culture) in the simplification of administrative procedures from the perspective of female administrative staff at King Abdul Aziz University in Jeddah. The study is based on a descriptive analytical approach. It consists of two main parts: a theoretical section that reviews the main findings of different sources, and a field section based on a questionnaire containing (50) paragraphs. The study population consists of (1469) administrative staff at the university, the sample of the study consists of (265) administrative staff, and the data were processed statistically using the statistical package of social sciences (SPSS). The study showed several results, the most important of which were: A strong positive impact on the role of Reengineering in simplifying the administrative procedures at the University, and showed that the requirements of Reengineering represented by Information Technology, organizational structure and strategic planning are the highest availability in the work environment at the university, followed by administrative policies, leadership, organizational culture, employee empowerment and, finally, financial capabilities. The study has made several recommendations, the most important of which are: Reengineering requirements in all its dimensions at the university, and the need to establish the foundations and methods to simplify the administrative procedures, and performing comparative studies between public and private universities on the level of readiness of the educational sector and obstacles to apply reengineering and the construction of a proposed scenario of reengineering at King Abdul Aziz University in Jeddah.

scholarly journals Effect of Organizational Culture on Organizational Citizenship Behavior with Organizational Commitment as a Mediator

2019 ◽  
Vol 8 (4) ◽  
pp. 124-132
Author(s):  
Mira Skar Arumi ◽  
Neil Aldrin ◽  
Tri Ratna Murti
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Path Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Quantitative Approach ◽  
Citizenship Behavior ◽  
Employee Behavior ◽  
Organizational Expectations

The contribution of organizational culture to the organization which includes the uniqueness of values, behavior, and psychology is needed by the organization. It also includes trust, experience, ways of thinking, and organizational expectations. Improving employee behavior into organizational citizenship behavior is needed by every organization. To bring OCB to employees, a well-formed commitment is needed. This study uses a quantitative approach to test 3 hypotheses using path analysis to see the role of mediation. Respondents numbered 169 in this study. The results found in this study are that mediators play a maximum role between organizational culture and OCB.

Organizational Citizenship Behaviors as a Mediator between Culture and Turnover Intentions

2017 ◽  
Vol 8 (2) ◽  
pp. 32-44
Author(s):  
Sulakshna Dwivedi
Keyword(s):  
Organizational Culture ◽  
Organizational Citizenship ◽  
Turnover Intentions ◽  
Organizational Citizenship Behaviors ◽  
Future Research ◽  
Citizenship Behaviors ◽  
Four Dimensions ◽  
Mediating Role ◽  
Practical Implications

An attempt has been made to investigate the mediating role of OCBs in culture and turnover intentions. Data was collected from 15 BPO units located in Chandigarh. Findings revealed that OCBs of employees in the BPO sector are mainly sensitive to four dimensions of organizational culture viz. proaction, confrontation, experimentation and openness. Finally, a partial mediation of OCBs had been found between organizational culture and turnover intentions. Taking into consideration the practical implications of the study, findings suggest that BPO Managers should pay special attention and recognition to employees' OCBs, as these could help in reducing their attrition. Further implications of the results and direction for future research have been elaborated.

Organizational Culture and Effect on Organizational Performance

2014 ◽  
Vol 5 (2) ◽  
pp. 35-48 ◽  
Author(s):  
Anas M. Bashayreh
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Significant Relationship ◽  
Study Data ◽  
Insurance Companies ◽  
Culture Dimensions ◽  
Policies And Procedures ◽  
The Relationship ◽  
Organizational Expectations

Organizational culture is an important part to be considered by dynamic organizations in order to develop some competitive advantage to ensure enhanced organizational performance. This study aims to close the gap between understanding the role of organizational culture and the effect on organizational performance among the employees in insurance companies. The objective of this study is to examine the relationship between the dimensions of organizational culture and organizational performance among insurance companies operating in the Jordanian market. A sample of 240 respondents that were selected randomly from insurance companies participated in this study. Data were collected by survey questionnaire. Both descriptive and influential statistic namely frequency, mean, and multiple regression were used to analyze the data. The result shows that there is limited significant relationship between organizational expectations, encourage development, behavioral styles, and stability and communication and organizational performance. The results also showed that a significant relationship exists between policies and procedures and organizational performance. This study explored the results of the effect of organizational culture dimensions on organizational performance and to assess which organizational culture dimensions have a larger marginal impact on organizational performance. This study improved the managers' understanding on a way to improve organizational culture dimensions that have a vital impact on overall performance.

scholarly journals Peran Komunikasi Dan Budaya Organisasi Pada Kinerja Karyawan PT. Duta Merpati Indonesia

2021 ◽  
Vol 1 (2) ◽  
pp. 63
Author(s):  
Prima Okta Islamiyah ◽  
Sukaris Sukaris
Keyword(s):  
Organizational Culture ◽  
Research Method ◽  
Negative Impact ◽  
Positive Impact ◽  
Employee Performance ◽  
Data Sources ◽  
Primary Data ◽  
Company Performance ◽  
Rapid Changes

ABSTRAK Perkembangan bisnis saat ini telah mengalami perubahan begitu cepat mulai dari era globalisasi sampai dengan era industri 4.0, serta era dimana bisnis beroperasi pada masa pandemik Covid-19. Kondisi tersebut menuntut perusahaan harus mampu beradaptasi dengan perubahan-perubahan tersebut agar kinerja perusahaan dan kinerja karyawan tetap terjaga dan dapat meningkat. Secara internal peningkatan ini dapat dimulai dari pola komunikasi dan orang-orang dalam organisasi tetap memegang budaya organisasi yang kuat. Tujuan dari penelitian ini adalah untuk mengetahui peran komunikasi dan budaya organisasi dalam meningkatkan kinerja karyawan. Metode penelitian yang digunakan adalah kualitatif deskriptif, sumber data yang digunakan dalam penelitian ini yaitu sumber data primer, pengumpulan data dengan menggunakan metode observasi, wawancara dan dokumentasi yang dikumpulkan dari informan pada PT. Duta Merpati Indonesia. Hasil penelitian menunjukkan bahwa 1) Adanya komunikasi yang kurang baik antara karyawan dengan karyawan dan juga antara karyawan dengan atasan, yang dapat berdampak negatif terhadap kinerja karyawan, 2) PT. Duta Merpati Indonesia memiliki budaya organisasi yang dapat berdampak positif pada kinerja karyawan. ABSTRACT Today's business developments have undergone rapid changes starting from the era of globalization to the industrial era 4.0, as well as the era in which businesses operate during the Covid-19 pandemic. These conditions require companies to be able to adapt to these changes so that company performance and employee performance are maintained and can improve. Internally, this improvement can be started from communication patterns and people in the organization still hold a strong organizational culture. The purpose of this study was to determine the role of communication and organizational culture in improving employee performance. The research method used is descriptive qualitative, the data sources used in this study are primary data sources, data collection using observation, interviews and documentation methods collected from informants at PT. Duta Merpati Indonesia. The results show that 1) There is poor communication between employees and employees and also between employees and superiors, which can have a negative impact on employee performance, 2) PT. Duta Merpati Indonesia has an organizational culture that can have a positive impact on employee performance.

Sign in / Sign up

Export Citation Format

Share Document