Title: The Challenge of Crafting a Thesis on Organisational Culture and Employee Performance

Embarking on the journey of writing a thesis on the intricate topic of Organisational Culture and
Employee Performance can be a daunting task. As students delve into this subject, they are
confronted with a myriad of complexities and challenges that require meticulous research, critical
analysis, and a deep understanding of both theoretical frameworks and practical implications.

Thesis writing demands a substantial investment of time, effort, and intellectual resources. The
process involves a comprehensive literature review to identify existing theories and empirical studies
related to organisational culture and employee performance. Moreover, students must synthesize this
information to develop a research framework that contributes meaningfully to the existing body of
knowledge.

Crafting a coherent and well-structured argument requires not only a profound understanding of the
subject matter but also exceptional writing skills. The intricate nature of the topic necessitates the
ability to communicate complex ideas effectively, ensuring clarity and coherence throughout the
thesis.

One of the main challenges lies in the collection and analysis of data. Conducting primary research,
whether through surveys, interviews, or case studies, demands careful planning and execution. The
data collected must be relevant, reliable, and aligned with the research objectives to draw meaningful
conclusions.

As the pressure mounts, many students find themselves grappling with the sheer magnitude of the
task at hand. In such moments, seeking professional assistance becomes a viable option. For those
navigating the challenges of thesis writing on Organisational Culture and Employee Performance, ⇒
HelpWriting.net ⇔ stands out as a reliable resource.

⇒ HelpWriting.net ⇔ offers a platform where students can avail themselves of expert guidance
and support in navigating the complexities of thesis writing. The service provides experienced writers
who specialize in the field of Organisational Culture and Employee Performance. With a deep
understanding of the subject matter, these professionals can assist in crafting a well-researched,
coherent, and academically sound thesis.

By choosing ⇒ HelpWriting.net ⇔, students can alleviate the stress associated with thesis writing
and ensure that their work meets the rigorous standards of academic excellence. The platform's
commitment to quality and customer satisfaction makes it a trusted partner for those facing the
challenges of producing a thesis on Organisational Culture and Employee Performance.

In conclusion, writing a thesis on Organisational Culture and Employee Performance is undoubtedly

a formidable task. However, with the right support and guidance, students can navigate this academic
endeavor successfully. ⇒ HelpWriting.net ⇔ emerges as a valuable resource for those seeking
professional assistance, offering a pathway to achieving academic excellence in the realm of thesis
writing.
Respondents are asked to indicate how much their leader displays the behavior, how the HRM
function looks like in their company, and how the leadership and human resource management
practice influences their performance in their company on five Likert scales, ranging from “Strongly
disagree” (1), to “Strongly agree” (5). Organization culture refers to the beliefs and principles of a
particular organization. Journal of Experimental and Theoretical Analyses (JETA). In the above-
mentioned studies, organizational learning and innovative culture are considered vital indicator in
measuring organizational performance. According to Zhou ( 2013 ), convergent validity means a
situation where items of a variable reflect effectively to their associated indicator. Organizations are
first and foremost communicating entities (Clegg, Kornberger and Pitsis 2005). 2.4. Organizational
Performance Sundaray (2011) focused on various factors that led to employee engagement and
looked into ways company needed to do to make the employees engaged. This text is free, available
online and used for guidance and inspiration. You can download the paper by clicking the button
above. 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. Employee attitudes and behavior are thought to be influenced by a combination
of HR strategies that increase competence, motivation, contribution possibilities, and commitment to
the firm. This significant result tells that SMEs in Malaysia give importance to transformational
leadership (articulating a vision, inspirational communication, intellectual simulation, supportive
leadership, and personal recognition) and transactional leadership (contingent rewards, management
exception active, and management exception passive) in their decision making to enhance their
performance. Download citation Received: 17 January 2019 Accepted: 27 March 2019 Published: 30
April 2019 DOI: Share this article Anyone you share the following link with will be able to read this
content: Get shareable link Sorry, a shareable link is not currently available for this article. A strong
culture supports team work, innovation, commitment and loyalty in the organization. Indicators of
leadership are communicating, designing, predicting, assessing, and visioning. Finally, we used
motivation, productivity, task performance, and knowledge as an indicator to measure the
performance of the employees in the company. Organizational culture as a significant contextual
factor in performance management is scarcely studied. Leaders that are inactive or utilize a laissez-
faire leadership style, on the other hand, are seen as the least effective and hurt the performance
results and productivity of their followers ( Benbahia and Rajaa 2019 ). International journal of
business and social science vol. Barriers to communication, such as hierarchical structures, can hinder
employee engagement. Culture, researchers should attempt to reduce the gap between employees'
preferred organizational culture practices and their perception of the organizational practices. Results
were analyzed using descriptive statistics, Pearson’s correlation and content analysis approach.
Leadership styles consist of transformational leadership and transactional leadership. In order to be
human-readable, please install an RSS reader. Effect of organizational culture on employee's
performance chapter one introduction 1.1 background of the study: Using the double s cube
framework and. Therefore, a difference in the R 2 value due to the eliminating variable from the
theoretical model should be used to find the contribution of that eliminating variable on endogenous
construct (Hair et al., 2014 ). F 2 has three types such as small effect size (0.02), medium effect size
(0.15), and the last one is large effect size (0.35) as suggested (Cohen, 1988 ). The third part aims to
assess performance of your organization, while the fourth part consists of few. Preliminary literature
findings suggest that only a handful of research that examine the relationship between organizational
culture and employee engagement using organizational communication as mediator can be found.
Literature reveals that there are two major assumption of RBV theory such as resources should be
bundled and organizational capabilities underlying production should be heterogeneous across
organizations, and these variations might be for long term and imperfectly mobile (Barney, 1991;
Wernerfelt, 1989 ). Journal of Global Entrepreneurship Research, 9 (1), 30.. Article. Effect of
organizational culture on employee's performance chapter one introduction 1.1 background of the
study: Culture and kms positively affect the employee performance and organizational structure has
negative relationship with employee performance in the sampled smes.
This study tried to make an assessment on the impact of organizational culture on employee job
performance by going through detailed reviews of previous researches. In addition, this topic has
gained much interest among researchers and organizations because of the fact that engaged
employees are highly involved; they are emotionally attached to their job with a great enthusiasm
going the extra mile in making sure the success of the employer beyond the employment contractual
agreement (Kampaso and Sridevi, 2010). Without a proper organizational communication, unveils a
tendency for those affected to fill in the gaps and make assumptions. Find support for a specific
problem in the support section of our website. This work is focused on assessing and defining the
effects of organizational culture on the performance of an organization. His findings further revealed
that proper attention to engagement strategies will increase the organizational effectiveness in terms
of higher productivity, profits, quality, customer satisfaction, employee retention and greater
adaptability. The results are consistent with Wei et al. ( 2013 ) in which the author collected data
from 3960 individual employees in Chinese organizations. First, response rate can be improved by
using a five-Likert scale because respondents fill the questionnaires with devotion and honesty.
Hypothesis 2 (H2). HRM has a positive and significant effect on employee performance. 2.3. The
Mediating Role of HRM to Leadership and Employees’ Performance HRM is expected to mediate
the interaction between leadership and employees’ performance in the following ways. In this case,
leadership indicators such as communicating, designing, predicting, assessing, and visioning were
missed. The following section discusses the demographic background of the respondents. Cardin
Paige A. Conner Hannah R. Hedrick Kasey D. Hoelscher Allison D. Therefore, HRM policies and
practices cause significant psychological and physical distress, mental and physical ill-health, job
dissatisfaction, low organizational commitment, and high employee turnover rates ( Mariappanadar
2012 ); and ( Guest 2017 ). In this study, we are using personal recognition in term of
acknowledgment as well as praise from leader’s side for the efforts of followers in attaining
organizational objectives. Bakker and Leiter (2010) likewise stressed the importance of engagement:
“Modern organizations need employees who feel energetic and dedicated—i.e., who are engaged
with their work... Work engagement can make a true difference for employees and may offer
organizations a competitive advantage” (p. 1). Lockwood (2007) equally asserted that focusing on
employee engagement is a promising strategy to improving organizational competitiveness. See Full
PDF Download PDF About Press Blog People Papers Topics Job Board We're Hiring. Training,
communication, and role modeling are essential for successful culture change. Then, the proposed
conceptual framework for the study is presented. Malaysia is a country that is rapidly climbing up in
global innovation index and now ranked at 37th all over the world and there are some leaders that
share their corporate innovation advice such as Nathanael Noiraud, Galia Forouzesh, Sean Wong,
Leon Jackson, Hazim Nazlan, Melissa Woo, Suresh Naidu Sadasivan, Arnold Aranez, and Namanzee
Harris (Campus, C, 2018, March 27). This premise allows an organizational culture that could be
well managed. Expand 6 PDF Save Financial Re-Engineering Impact on Organisational Capacity of
Poultry Business in Nigeria Dada Samuel Olajide Akintoye Ishola Rufus Alawode Olufemi Peter
Business, Economics Advances 2023: The Nigerian poultry industry, with a net worth value of
1.875trillion naira, comprises approximately 180 million birds and produces 454 million tons of meat
and 21 billion eggs per year. After study and analysis of wide literature, it is reasoned out that
organizational culture has deep impact on the variety of organizational process, employees and its
performance. A sample size of 200 was judgmentally determined from 10% of the population. A
toxic culture can lead to disengagement and decreased productivity. According to Zhou ( 2013 ),
convergent validity means a situation where items of a variable reflect effectively to their associated
indicator. According to Wallach ( 1983 ), organizational culture consists into three types such as
innovative culture, supportive culture, and bureaucratic. A convenient sample made up of Two
hundred (200) participants was randomly selected from private and public institutions in Uyo, Akwa
Ibom State. Engagements at work, organizational communication, organizational culture, and
workforce effectiveness have gained much popularity and a considerable amount of discussions
among employers and indeed is of escalating interest to researchers. As can be seen in the above (
Table 5 ), the result of each parameter was examined with previously established studies. Bass ( 1990
) leadership consists of two dimensions such as transformational leadership and transactional
leadership.
Research further indicates that if employees are committed and they have the same norms and values
as that of the organization they work in, there is a high chance that there can be an increase in
performance towards achieving the overall organizational goals. Bhatla (2011) focused on the need
for such employees and how their presence can enhance the progress and work efficiency of the
organization as a whole. Furthermore, this study differs in terms of culture because less attention has
been paid on innovative culture as a mediating variable. This also describes the different dimensions
of the culture which have impact on organizational performance. This study tried to make an
assessment on the impact of organizational culture on employee job performance by going through
detailed reviews of previous researches. Literature review was used to conduct the study; hence,
detail reviews of relevant literatures were made. The aim of this study is to expand the base of
knowledge and empirically test the relationship between components of organizational. Source:
d3i71xaburhd42.cloudfront.net Culture and kms positively affect the employee performance and
organizational structure has negative relationship with employee performance in the sampled smes.
Source: 0.academia-photos.com Culture and kms positively affect the employee performance and
organizational structure has negative relationship with employee performance in the sampled smes.
Furthermore, leaders with skills such as communicating, designing, anticipating, assessing, and
visioning can assist people to redefine their values by fostering both personal and organizational
change, allowing them to outperform their expectations. In addition, this study suggests that in
organizations that have enthusiastic leaders but do not have learning environment as their employees
only do their job just for duty and not interested to learn new knowledge, those organizations
performance increase but not up to that mark. According to Growth ( 2016 ), during the first Growth
and Transformation Plan period, the value-added of medium and large-scale manufacturing
industries grew at an average rate of 19.2 percent per year, while micro and small industries grew at
a rate of 4.1 percent per year. The manufacturing industry’s growth performance, which is a key
indicator of the degree of structural transformation in the economy, was lower than the plan period’s
target. Organization culture have been established in which set of norms, values and beliefs helps in
perfect association between them. A strong culture helps in retaining employees and it strengthens
the company’s brand. You can use essay samples to find ideas and inspiration for your paper. Then,
the proposed conceptual framework for the study is presented. Journal of Global Entrepreneurship
Research, 9 (1), 30.. Article. According to the research conducted by Quantz et al. ( 1991 ),
transformative leadership conduct is positively associated with employee performance, but
transactional leadership style is usually negatively linked to long-term performance. Journal of
Manufacturing and Materials Processing (JMMP). This study significantly contributes to the body of
knowledge because this is the pioneer study that determines the mediating effect of innovative
culture and organizational learning between leadership styles (transactional leadership and
transformational leadership) and SMEs performance. A frequent part inside inspirational leadership
definition is the use of oral announcement or communication to motivate and provoke emotions of
followers. This study contribute theoretically because it covers leadership styles (vision, inspirational
communication, intellectual stimulation, supportive leadership, personal recognition, contingent
rewards, management by exception (active), management by exception (passive), innovative culture,
and organizational learning in the light of RBV theory). Al Khajeh, E. H. (2018). Impact of
leadership styles on organizational performance. Organizational learning plays a significant role in
enhancing organizational performance in perspective of RBV theory (Makabila, 2018 ). In addition,
organizational learning has a significant influence on organizational performance and gives the idea
that Malaysian SMEs have a learning culture in the organizations that boost up their performance. In
addition, the researchers asserted that organizational culture aids the organization to adjust to the
external environment. Using the mixed method approach, 93 employees completed questionnaires on
organizational culture and employee behaviour. On the other hand, those organizations that have
good leaders and also have an innovative culture and learning environment are successful in the
market. This research is aimed to figure out the effect of organizational culture on
employeeperformance with the mediating role of organizational commitment. Many research findings
show that, if both transformational and transactional leadership styles are used effectively, they can
influence employee attitudes toward their leaders, job performance, and organizational productivity.
This study includes 211 employees of various telecommunication companies in Afghanistan which
are selected randomly.
According to George and Mallery ( 2003 ), a variable that has Cronbach’s alpha at least 0.70
considers excellent. The population of this research is consisted of 1357 respondents by sample
obtained in this study amounted to 93 respondents were distributed to employees of PT Aisan
Nasmoco Industri. To browse Academia.edu and the wider internet faster and more securely, please
take a few seconds to upgrade your browser. The organizational culture is a very important aspect of
a successful organization. A number of studies that linked the relationship between organizational
culture and the organizational performance have been discussed. Second, in the absence of
respondents on social media, we physically distributed the questionnaire. A total of 950
questionnaires were distributed by using postal technique. You can download the paper by clicking
the button above. In this study, we use repeated indicator approach for leadership styles. It affects
the organizations productivity, efficiency and performance. Purposive random was used as a
sampling methode, with purposive employees who have at least one year of service. In other words,
Sabah aims to produce good quality workforce for the industry, which is in line with state’s effort in
promoting the tourism industry, thus make Sabah among the most liveable places in Asia by 2025. In
Feb 2014, Sabah Deputy Chief Minister Datuk Raymond Tan Shu Kiah stated that the service sector
was increasingly recognized as supporting the manufacturing sector and acting as enablers to boost
the growth of the states’s economy. In many companies and organizations, the values are the
headlines and the behavior required of them, it may put the people’s priorities purely their interest,
but in reality there is a contradiction with what you say. The first portion includes six questionnaires
regarding respondent’s demographics. Source: imgv2-1-f.scribdassets.com The culture of the
organization is not proper and transparent and it is not accepted by the employees. The study used an
explanatory and descriptive research design, and a mixed research approach (qualitative and
quantitative), to achieve its goal. Download Free PDF View PDF An Assessment of the Impact of
Organizational Culture on Employee Performance Jamil Mohammed Understanding the dynamism
of organizational culture and its relationship to employee performance is very crucial to
organizational strategic objectives. In India, scant literary studies can be found on the concept and
among those a few have linked organizational culture with some outcome variable using a
generalized scale of culture across Industries. RELATED PAPERS Startup umit Torun Download
Free PDF View PDF. To accomplish this, the study employed an explanatory and descriptive
research design. Hence, from the above table, the result of direct effect estimation shows that
leadership has no significant effect on employees’ performance with a path coefficient of. Hundred
sample was selected in the method of systemic random sampling from secondary level employees.
As the majority of leadership indicators scored the highest value under female respondents, hence
the manufacturing companies should think about bringing the female employee to a managerial
position in a boost to increase the leadership quality indicators that deliberately influence the
employee performance. A strong organizational culture is associated with better performance, while a
weak organizational culture is associated with poorer performance. The primary aim of this paper is
to assessthe impact of organizational culture on employee performance. SPSS and Amos statistical
software arebeing used for data analysis purpose. In a different study, Cook et al (2013) asserted the
importance of social structures in an organization because this can equally provide guidelines and
directions as to how employees exercise the authority within their work scope and influence the
surroundings to make work meaningful. On the other hand, HRM policies and practices negatively
cause significant psychological and physical distress, mental and physical ill-health, job
dissatisfaction, low organizational commitment, and high employee turnover rates if they are not
associated with appropriate leadership indicators ( Mariappanadar 2012 ); and ( Guest 2017 ).
Supportive leadership Individual consideration is an indicator that distinguishes the transformational
leadership with the latest theories regarding leadership.
Different dimensions of organizational culture like power distance, Individualism and collectivism,
Masculinity and Femininity, and uncertainty avoidance, have been illustrated with their key features.
Management by exception (passive) Management by exception passive is the opposite of
management by exception active because in this type of leadership, leaders get involved after a
certain problem occurs or when followers do not fulfill the standard outcomes. Characteristics of
leadership indicator, HRM, and employee performance. Findings from Literature 2.1. Employee
Engagement Employee engagement is an important issue as it has been linked to employee
productivity and organizational performance (Young, 2012). This resulted in an increase in
employment opportunities that saw the percentage of the state’s workforce employed in hotels and
restaurants increased to 4.6% in 2005 and 6.1% in 2009. On the same year, Sabah prided in having
the following number of hotels: seven 5-star, seven 4-star, and thirty-three 3-star accommodations
(The Report Sabah 2011). A sample of 120 employees was selected from the Wenchi Municipal
Assembly for the study. Normed fit index (NFI) computes the Chi 2 value of the proposed model
and compares this value with benchmark (Hair et al., 2016 ). Table 7 demonstrates the model fit
values. The research finding conducted by ( Holbeche 2009 ) also shows that the HRM practice
contributes to the creation of added value by ensuring the availability of people with the necessary
competencies and levels of motivation, as well as by assisting in the creation of a culture and
environment that promotes quality performance. According to the World Bank’s collection of
development indicators compiled from officially recognized sources, manufacturing value added
(percent of GDP) in Ethiopia was reported at 5.3039 percent in 2020. Multiple requests from the
same IP address are counted as one view. The researcher agrees with this finding as supported by
Sorensen (2002) who theorized that an organization cultures lead to consistency in performance by
increasing employee consensus and willingness to endorse organizational goals, reducing uncertainty
through goal clarity, and increasing motivation. A study on organizational culture and its impact on
employee performance: Moreover, ghorbanhosseini (2013) found that organizational culture has
direct and significant effect on organizational commitment. First, we performed regression analyses
to test the direct effects of the interaction of leadership on employees’ performance. According to
Barney (1991), internal characteristics of an organization make up essential sources for effectiveness;
that the success of any organizational lies within this constraint. Leadership styles have an influence
on both individual and organizational performance (Wang et al., 2010; Windsor, 2009 ).
Furthermore, female respondents scored highest on human resource management and performance
indicators such as communicating and designing (HRM), motivation, and productivity
(performance). In other words, Sabah aims to produce good quality workforce for the industry,
which is in line with state’s effort in promoting the tourism industry, thus make Sabah among the
most liveable places in Asia by 2025. See Full PDF Download PDF About Press Blog People Papers
Topics Job Board We're Hiring. With a mean value of 3.81 and a standard deviation of 0.817,
actualization was discovered to be the most explaining indicator of human resource management.
Source: wikispaces.psu.edu The purpose of this exploratory case study was to explore successful
strategies that one corporate group used to establish an effective organizational culture to improve
performance. Please note that many of the page functionalities won't work as expected without
javascript enabled. Source: image.slidesharecdn.com To determine which attributes of the
organization's culture have the greatest impact on an employee's satisfaction and performance.
Journal of Outdoor and Environmental Education, 10 (2), 13. Article. Job satisfaction could mediate
the relationship between organizational culture and employee performance. Again according to
Growth ( 2016 ), the main reason for Ethiopia’s low performance in the medium and large-scale
manufacturing sector during the first growth and transformation plan is a lack of attracting a large
number of new and quality export-oriented private investments in the manufacturing sector. In this
sense, this article investigated the mediating role of human resource management (HRM) to enhance
the relationship between leadership and employees’ performance. Data collection techniques using a
questionnaire with google form. Table 6 demonstrates that 12.6% innovative culture and 6.9%
organizational learning were explained by leadership styles. More research can be done in this area to
understand the nature and ability of the culture in manipulating performance of the organization.