Organizational culture and the individuals' discretionary behaviors at work: a cross-cultural analysis
Stating “how things are done here,” organizations are defining their culture. Organizational Culture (OC) is the set of values, norms, goals, and expectations shared by all members of an organization that aids in improving their commitment and performance. On the organizational level, it impacts beh...
Autores principales: | , , |
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Formato: | Online Artículo Texto |
Lenguaje: | English |
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Frontiers Media S.A.
2023
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Acceso en línea: | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10291069/ https://www.ncbi.nlm.nih.gov/pubmed/37377784 http://dx.doi.org/10.3389/fsoc.2023.1190488 |
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author | Fernandes, Pedro Pereira, Rúben Wiedenhöft, Guilherme |
author_facet | Fernandes, Pedro Pereira, Rúben Wiedenhöft, Guilherme |
author_sort | Fernandes, Pedro |
collection | PubMed |
description | Stating “how things are done here,” organizations are defining their culture. Organizational Culture (OC) is the set of values, norms, goals, and expectations shared by all members of an organization that aids in improving their commitment and performance. On the organizational level, it impacts behavior, productivity, and long-term survival by influencing organizational capability. Due to employee behavior being a competitive differential, this study examines how specific OCs influence individual behavior. In particular, how the different cultures in the Organizational Culture Assessment Instrument (OCAI) affect employees' main dimensions of Organizational Citizenship Behavior (OCB). A descriptive-confirmative ex post facto research was conducted by surveying 513 employees from over 150 organizations worldwide. The Kruskal–Wallis H-test was used to validate our model. The general hypothesis was confirmed, showing that the predominant organizational culture type affects the level and the kind of OCBs individuals demonstrate. It is possible to provide organizations with a breakdown of their employees' OCBs based on their OC type and which changes they can make to their organization's culture to increase the employees' OCB and, consequently, the efficiency of their organization. |
format | Online Article Text |
id | pubmed-10291069 |
institution | National Center for Biotechnology Information |
language | English |
publishDate | 2023 |
publisher | Frontiers Media S.A. |
record_format | MEDLINE/PubMed |
spelling | pubmed-102910692023-06-27 Organizational culture and the individuals' discretionary behaviors at work: a cross-cultural analysis Fernandes, Pedro Pereira, Rúben Wiedenhöft, Guilherme Front Sociol Sociology Stating “how things are done here,” organizations are defining their culture. Organizational Culture (OC) is the set of values, norms, goals, and expectations shared by all members of an organization that aids in improving their commitment and performance. On the organizational level, it impacts behavior, productivity, and long-term survival by influencing organizational capability. Due to employee behavior being a competitive differential, this study examines how specific OCs influence individual behavior. In particular, how the different cultures in the Organizational Culture Assessment Instrument (OCAI) affect employees' main dimensions of Organizational Citizenship Behavior (OCB). A descriptive-confirmative ex post facto research was conducted by surveying 513 employees from over 150 organizations worldwide. The Kruskal–Wallis H-test was used to validate our model. The general hypothesis was confirmed, showing that the predominant organizational culture type affects the level and the kind of OCBs individuals demonstrate. It is possible to provide organizations with a breakdown of their employees' OCBs based on their OC type and which changes they can make to their organization's culture to increase the employees' OCB and, consequently, the efficiency of their organization. Frontiers Media S.A. 2023-06-12 /pmc/articles/PMC10291069/ /pubmed/37377784 http://dx.doi.org/10.3389/fsoc.2023.1190488 Text en Copyright © 2023 Fernandes, Pereira and Wiedenhöft. https://creativecommons.org/licenses/by/4.0/This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms. |
spellingShingle | Sociology Fernandes, Pedro Pereira, Rúben Wiedenhöft, Guilherme Organizational culture and the individuals' discretionary behaviors at work: a cross-cultural analysis |
title | Organizational culture and the individuals' discretionary behaviors at work: a cross-cultural analysis |
title_full | Organizational culture and the individuals' discretionary behaviors at work: a cross-cultural analysis |
title_fullStr | Organizational culture and the individuals' discretionary behaviors at work: a cross-cultural analysis |
title_full_unstemmed | Organizational culture and the individuals' discretionary behaviors at work: a cross-cultural analysis |
title_short | Organizational culture and the individuals' discretionary behaviors at work: a cross-cultural analysis |
title_sort | organizational culture and the individuals' discretionary behaviors at work: a cross-cultural analysis |
topic | Sociology |
url | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10291069/ https://www.ncbi.nlm.nih.gov/pubmed/37377784 http://dx.doi.org/10.3389/fsoc.2023.1190488 |
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