Impacto de un programa de cultura organizacional en la sostenibilidad organizacional de una empresa consultora en Arequipa, Perú

The Turkish Ministry of National Education has been implementing a new management model in the Turkish educational system. The structural features of state-run project schools are being developed with various innovations in terms of management and education models. Specifically, the new management model in which school principals share the authority to make their own teams is of great importance to researchers, educational policy makers, and executors. This study aims to designate the effects of project schools’ structural and managerial characteristics on teachers’ organizational commitment and the schools’ organizational sustainability. It was designed using a sequential mixed research method including scaling and interviewing techniques. In addition, the teachers’ organizational commitment levels in project schools, which were designated as the experimental group, are compared with the teachers’ organizational commitment levels in non-project schools, which were selected as the control group. The study, conducted in 2018–2019, is comprised of 15 project schools and 9 non-project schools located in Istanbul and involved 603 teachers working in these schools. The results show that the structural and managerial features of project schools have positive effects on teachers’ organizational commitment and that this school model seems sustainable, based on all the positive points gathered.

The productivity of vocational school teachers in Mataram City is low, teacher performance is influenced by head leadership and work motivation. The purpose of this study was to determine the effect of participatory leadership on organizational commitment and its impact on the work productivity of vocational schoolteachers in Mataram City. This research method is quantitative. The technique of determining the sample was 721 people randomly based on Morgan's theory confirmed by the Warwick and Lininger formula to obtain data for 259 teachers. Hypothesis analysis using Structural Equation Modeling - Partial Least Squares technique. The results of the study are; (1) participative leadership has a direct positive and significant effect on organizational commitment as evidenced by the T-Statistic 7.835 and P-Values 0.000; (2) participative leadership has a direct positive and significant effect on teacher performance as shown by the T-Statistic 7.007 and P-Values 0.000; (3) organizational commitment has a direct positive and significant effect on teacher performance shown T-Statistic 2.226 and P-Values 0.012 (4) participative leadership has an indirect effect on work productivity through organizational commitment with T-Statistic 2.606 and P-Values 0.009. The finding of this study is that organizational commitment mediates the effect of participatory leadership on the work productivity of vocational school teachers in Mataram City. It is concluded that participative leadership affects organizational commitment and organizational commitment.

The purpose of this study is to look into how job satisfaction affects participatory leadership styles towards organisational commitments and performance of university staff in Gaza and Palestine. Data collection at the Palestinian Universities located in Gaza Strip through self-distribution by the researcher. Consequently, only 494 usable questionnaires, or 57%, were included in the analysis. Partial least square (PLS) software was utilised to conduct a structural equation modelling (SEM) analysis on the data. The results offer empirical support for the importance of a participative leadership style on worker performance, organisational commitment, and job satisfaction. Furthermore, the analysis indicates that there is a partial mediation effect of job satisfaction on the relationship between job satisfaction and employee performance. These results shed light on the interactions between leadership philosophies and an organization's performance and commitments, which could help companies adapt to changes occurring throughout the world.

This study aims to determine the effect of participatory leadership on lecturers' organizational commitment, the influence of quality culture on lecturer organizational commitment, the effect of job satisfaction on lecturers' organizational commitment, the influence of participatory leadership and quality culture on job satisfaction and the commitment of lecturers' organizations at the State University of Medan, Indonesia. The sample is 202 lecturers. The instrument used a questionnaire, the data were analyzed using Path Analysis. The results of the study found that there was a significant influence of participatory leadership variables on job satisfaction. Quality culture has a positive effect on job satisfaction. Participatory leadership has a positive effect on organizational commitment. Quality culture has a positive effect on organizational commitment and job satisfaction also has a positive effect on organizational commitment. Taken together, participatory leadership, quality culture and job satisfaction have a positive effect on organizational commitment.

The research focusing on expanding scientific studies to see the effect of internal communication by checking employee’s perception in keeping the company internal symmetric communication for maintaining the commitment to the company. This research further discuss about the organization casual commitment relationship, internal communication, meaning of works and work engagement. The method conducted in this research is through survey with descriptive approach. Causal modeling or relations and cause, or known as path analysis is the model used for this research. SEM (Structural Equation Modeling) with SMARTPLS 3.0 program. The direct effect from exogen variable to the endogen will be analyzed through the Partial Least Square. Research said that there is a positive and significant influence of internal communication to colleague, organization commitment and meaning of works. Furthermore, meaning of works is giving a positive influence and significant to organization commitment and work engagement. The outcome of this research can be used as reference and information for developing knowledge, specifically in the field of human resource management in developing theory in organizational commitment.

Most of management literature in general and organisational behaviour in particular agree on the importance of organisational trust and organisational identification in the success and sustainability of organisations, these variables significantly affect important indicators of success in the organisation such as organisational citizenship, organisational loyalty, employee satisfaction, etc. The purpose of this study is to examine the relationship between organisational trust, organisational identification and organisational loyalty in the private Jordanian hospitals, providing a framework of four scenarios for the relationship between these variables and working on determining the optimal relationship between the three variables. The study framework included the direct relationships of organisational trust and organisational identification and its impact on organisational loyalty, the indirect effect of organisational trust on organisational loyalty with the existence of organisational identification as a mediator variable, and organisational identification on organisational loyalty with the existence of organisational trust in organisational loyalty as a mediator variable. The study showed that all relationships in the study framework had a significant effect on organisational loyalty. However, the optimal relationship was the effect of organisational identification in organisational loyalty with the existence of organisational trust as a mediator variable.

Organizational commitment is attitude from employees to remain members of an organization and work hard for goals and sustainability of organization. Purpose of this study is to determine effect of job stress on organizational commitment and job satisfaction, effect of job satisfaction on organizational commitment, and role of job satisfaction in mediating effect of work stress on organizational commitment. Study is conducted at The Grand Santhi Hospital with 50 samples, using saturated sampling. Data are analyzed using path analysis. Results showed that job stress has negative and significant effect on organizational commitment, job stress has negative and significant effect on job satisfaction, job satisfaction has positive and significant effect on organizational commitment, and job satisfaction able to mediate job stress on organizational commitment. Company needs to pay attention to workload and work capacity and evaluate the salary given to employees to match the workload so as to increase organizational commitment.
 Keywords: Organizational Commitment, Job Stress, Job Satisfaction.

This study examines the impact of gender inequality on organizational commitment. The significance of this study lies in the influence of career advancement opportunities as a significant aspect of enhancing organizational commitment among employees. This study used a qualitative research technique, the study population comprised, 20 female employees of the educational institution. Using a qualitative method and a case study design, data were collected through in-depth interviews, participant observation, and document analysis. The results show that career advancement opportunities significantly improve organizational commitment by increasing employee motivation and engagement. On the other hand, pay gaps are negatively associated with organizational commitment among employees, highlighting the need for equality and implementing practices that support fairness and reinforce a positive organizational environment among workers. This research provides valuable insights for leaders of educational institutions on the importance of choosing appropriate career advancement opportunities for their employees and emphasizing fair organizational culture in achieving business success.

Purpose: The aim of the article is to identify the current academic research on the perception of sustainable organizations management and development. Methodology approach: The study uses a systematic literature review (SLR) methodology using the SCOPUS database to identify the framework of sustainable organizations in research. The VOSviewer tool was used to exercise the co-occurrence of keywords to select specific research topics to be included in the analysis. Findings: Organizations have a key role to play in mitigating climate change, so new business models are needed to manage social, regulatory and economic interrelationships. New sustainable models are shaped by shareholders’ business objectives, stakeholder expectations and regulatory frameworks. The aspects that emerged from the bibliometric data analysis of co-occurrences and word clusters were the following: socio-economic framework (with stakeholders analyzed independently), managing for sustainability, innovation, circular business models and supply chain management. In spite of many sustainability studies, there is still a gap in knowledge on how to proceed and build sustainable business models of organizations. Research limitations and implications: Analyzing the spectrum of research on sustainable organizations to date can support future research on sustainable value creation generators and models for sustainable organizations. An important limitation factor for analyses based on the literature is the risk of omitting important aspects of sustainable organizations, as research based on co-occurrence of words has such limitations. Practical implications: The research impacts interrelated and complex relationships among helices in the Triple helix model: academia, business, and regulations. It aims to trigger innovations in the business sphere. It is useful to bring academic research into practice as part of a Triple Helix approach and its more developed forms, clearly addressing regulatory challenges and practical application in business. Originality/value: Identifying the state of research on sustainable organizations aims to recognize the current trends in sustainable organization better and understand the picture of academia approach.

There was a sudden shift in the way people work during the COVID-19 pandemic. To keep business continuity, many organizations have implemented a remote working policy for employees to work from home. Strategic facility management (FM) acted to support remote working policies by developing organizational norms in an organization. Meanwhile, the human resource (HR) department chose to achieve business performance while remote working by gaining job motivation among employees. However, there is limited understanding of how well organizations adapted to the remote working policy, and what are the critical factors affecting their remote work performance. The present study aimed to explore the effect of organizational norms on remote working, on remote work productivity, and organizational commitment among Thai employees. The study conducted an online questionnaire survey to a total of 414 Thai employees from various corporate offices. Hierarchical component modeling was applied and achieved a good model fit on the measurement and structural models. Results indicated that organizational norm has a significant effect on perceived productivity and organizational commitment, while sustaining work demand. Moreover, employees’ job motivation can sustain employees’ commitment to the organization in a remote working context. These findings proposed the strategic FM guide, through which a remote working policy can further enhance FM practice.

The current study's purpose is to present a picture of the extent to and frequency at which Israeli Arab principals are perceived as displaying the leadership styles of participative leadership versus directive leadership and transformation versus transactional leadership and then investigating the relationship of these leadership styles to teachers' organizational commitment (OC). Data were collected from two sources: senior management team members and teachers to avoid same source and common method bias: 426 participants overall from 71 high schools in the Israeli Arab educational system. Unianova analysis and hierarchical regression analyses were used to test the proposed relationships. The results of the overall model indicated that although principals in the Arab society in Israel are perceived mostly as directive leaders, participative leadership was positively associated with teacher OC beyond the specific influence of directive leadership. Changes in teacher perceptions, toward freedom of self‐expression and career advancement, seem to be reflected in the influence of principals' leadership styles on teachers' OC that are derived in part from cultural features of the school's environment. Implications for theory and practice are discussed.

Purpose: The purpose of this study is to provide implications for efficient manpower management and suc-cessful organizational performance by identifying the influential factors that internal marketing and career mo-tivation have on job satisfaction and organizational commitment for medical skincare workers Method: This study used the SPSS 22.0 program as an empirical method of analyzing 350 copies of an online survey conducted among medical skincare workers in 17 cities and provinces nationwide and performed multi-ple regression analysis to examine the effects of internal marketing and career motivation on job satisfaction and organizational commitment. Results: As a result of this study, the hypothesis 1, internal marketing will affect job satisfaction, showed that internal communication has a significant positive(+) effect on intrinsic satisfaction and management support, internal communication, and compensation systems have a significant positive(+) effect on extrinsic satisfaction. In the hypothesis 2, career motivation will affect job satisfaction, it was found that career insight, career resili-ence, and career identity have a significant positive(+) effect on intrinsic satisfaction while career resilience and career identity have a significant positive(+) effect on extrinsic satisfaction.Similarly,in hypothesis 3, job satis-faction will affect organizational commitment, intrinsic satisfaction and extrinsic satisfaction were found to have a significant positive(+) effect on organizational commitment. Conclusion: Identifying and presenting internal marketing factors to achieve career goals and satisfy workers through this studyiscrucial for organizational performance.Therefore, it is deemed necessary to provide oppor-tunities for career development activities through smooth communication between management and workers, education, training, and compensation policiesto protect the work of medical skincare workers by creating a work environment that satisfies and encourages them to actively concentrate on their work even in unfavorable situations.

This study shows the necessity of internal marketing activities and the need for effective internal marketing programs for fashion shop. This research tests the hypothesized relationships between internal marketing and its determinants such as job satisfaction, organizational commitment, and customer orientation. To measure these hypotheses, a total 200 questionnaires were distributed and 185 were collected. Finally, 163 questionnaires were used for the analysis, while 22 were found invalid. The frequency analysis, factor analysis, reliability analysis, and multiple regression were conducted after coding and cleaning by SPSS 18.0. The internal marketing activities were classified into five factors (internal communication, welfare system, empowerment, educational training program, and incentive system). The results of this study are as follow. First, internal marketing activities have a positive influence on job satisfaction and organizational commitment. Second, job satisfaction has an effect on organizational commitment. Third, internal marketing activities, job satisfaction, and organizational commitment have a positive influence on customer orientation. Accordingly, it should raise the standard of customer orientation, if it is promote the job satisfaction and organizational commitment of employee through internal marketing activities such as internal communication and empowerment.

본 연구는 해운기업 선박조직의 특수한 환경을 고려하여 선박조직의 구성원들의 속성신뢰가 집단 구성원간의 상호호의적인 태도인 집단응집성과 조직시민행동 및 선박조직의 유효성에 어떠한 영향을 미치는지를 실증적으로 분석해 보고자 하였다. 실증분석 결과, 속성신뢰가 집단응집성에 통계적으로 유의적인 정의 영향을 미치고 있는 것으로 나타났으며, 집단응집성은 조직시민행동과 조직몰입 및 직무만족에 통계적으로 유의적인 정의 영향을 미치고 있는 것으로 나타났다. 그리고 선박조직 구성원의 속성신뢰가 조직시민행동과 조직몰입 및 직무만족에 미치는 영향에 있어서 집단응집성이 부분매개 효과가 있는 것으로 나타났다. 본 연구는 선박조직의 개별 구성원 태도와 행동보다는 선박단위별로 속성신뢰, 집단응집성, 조직시민행동, 직무만족 및 조직몰입의 수준을 측정하고, 이들의 영향력 관계를 분석함으로써, 선박별 인력관리 및 인간관계 측면의 관리방안을 모색하도록 하였다. This study set up research models and hypothesis in order to analyze those factors assuming that swift trust affects group cohesiveness, group cohesiveness affects organizational civil activities and organizational effectiveness (job satisfaction and organizational commitment) and at the same time plays as a medium for the swift trust, organizational civil activities and organizational effectiveness. Based upon these finding, variables in the ship unit are analyzed through surveys. This shows that the swift trust has statistically a meaningful and beneficial impact on group cohesiveness which has statistically a meaningful and beneficial impact on organizational civil activities and organization effectiveness. In terms of effects of crew members' the swift trust on organizational civil activities, organizational commitment, and job satisfaction, group cohesiveness has a partial medicated effect.. This paper has its significance in practically proving that the established swift trust of crew members increase group cohesiveness, the heightened group cohesiveness results in the changes of behaviors and attitudes of crew members in the seagoing vessel.

Cohesiveness and organizational citizenship behavior: A multilevel analysis using work groups and individuals