The importance of relationship between organisational culture and behaviour

the importance of relationship between organisational culture and behaviour

Employees' behaviour includes their commitment to their respective organisations. Given the dynamics of culture and human behaviour, it is important to study. In this study, relationship between organizational culture and organizational efficiency and the values (self-direction and stimulation) play a moderator role on this relationship. George, M. Jennifer, G.R. JonesOrganizational behaviour. Relationship between Organizational Culture, Leadership Behavior and The culture within an organization is very important, playing a large.

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

Relationship between Organizational Culture, Leadership Behavior and Job Satisfaction

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 ]. 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.

the importance of relationship between organisational culture and behaviour

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 job satisfaction Organizational culture expresses shared assumptions, values and beliefs, and is the social glue holding an organization together [ 24 ].

the importance of relationship between organisational culture and behaviour

A strong culture is a system of rules that spells out how people should behave [ 25 ]. An organization with a strong culture has common values and codes of conduct for its employees, which should help them accomplish their missions and goals. Work recognition and job satisfaction can be achieved when employees can complete the tasks assigned to them by the organization. Organizational culture is positively correlated with job satisfaction. The measurement of organizational culture, leadership behavior and job satisfaction A structured questionnaire was compiled based on similar studies published in international journals [ 2627 ].

Twenty-three factors regarding organizational culture were taken from Tsui et al.

the importance of relationship between organisational culture and behaviour

Our research was focused on clinical nurses in hospitals; therefore, refinements were made to the questionnaire designed by Tsui et al. The study invited three directors or supervisors from the medical center to validate the questionnaire.

Multicultural organizations often face challenges in creating organizational cultures where employees feel safe to share knowledge. Organizational culture within a multicultural organization is critical to performance efficiency.

Reaching Performance Efficiency Effective organizations care about their performance level and the consistency of that performance.

the importance of relationship between organisational culture and behaviour

The optimal goal is for customers to get the same quality of customer service or product with each experience with the organization, regardless of location. Quality performance yields repeat customers, and consistency produces loyal clientele. A threat to performance efficiency can include communication breakdowns due to cultural misunderstandings.

For example, if an employee uses indirect communication with a coworker that only hears direct communication, the message may not be received.

Multicultural Organizations Multicultural organizations can refer to organizations where employees are from different cultural backgrounds, where organizations serve clients from different cultures, or a combination of both. Cultural rules can drive behavior and expectations of those within the multicultural organization or the customers they serve.

It is important for respect to be shown toward cultural rules. Cultures can differ on issues like communicating directly or indirectly, identity being defined by individuality or connection to a group and the comfort level with hierarchy. Multicultural Impact on Organizational Culture Leaders have a major impact on creating a safe environment for ideas to be shared.

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An effective organizational culture should empower employees to share their knowledge and problem-solving ideas. Multicultural organizations need to be particularly aware of the cultural rules that could lead to hindrances in sharing ideas, problems and solutions if they are broken. For example, an organization with an open door policy for management might seem like an uncomfortable environment for an employee whose culture prefers indirect communication and distance between managers and employees.

Organizational Culture's Impact on Performance Efficiency Clear and open communication makes for an effective organizational culture.