Leadership and the Role of Organizational Culture Annotated Bibliography
Name
American Public University
MGMT605: Leadership
Professor
Date
AYDIN, B. (2018). The role of organizational culture on leadership styles. MANAS Sosyal Araştır malar Dergisi, 7(1), 267-280.
According to Aydin (2018), organizational culture is the most influential aspect of organizational behavior. Organizational culture continues to gain significance from the changing business landscape due to its ability to assist corporations in understanding the staff from the organizational level. The author indicates that organizational culture is divided into four dimensions: hierarchy, organizational culture, adhocracy, clan, and market. Each dimension has been found to impact the leader’s leadership style momentously. The author defines leadership as the capability of an organization or individual to lead other teams, individuals, or the whole of the organization. Different leadership styles in the works include transformational, ethical, laissez-faire, transactional, and paternalistic. Therefore, the author aims to explain the connection between the different leadership perspective of diverse leadership styles and managerial culture. This study supports my research because it is focusing on how organizational culture influences the leadership style that a leader can use and thus relevant.
Engida, Z. M., Alemu, A. E., & Mulugeta, M. A. (2022). The effect of change leadership on employees’ readiness to change: the mediating role of organizational culture. Future Business Journal, 8(1), 1-13.
The researchers aim to analyze the effect of changing leadership styles on the employees’ obligation to transition in several public organizations. The authors found that organizational culture and change the leadership style had an optimistic association with employee commitment and organizational culture. Nonetheless, change in leadership style did not significantly impact employees’ readiness and commitment to accept both organizational culture and change did not impact the association between employees’ commitment and willingness to accept change. This study relates with my research because organizational leaders would want to know whether change in the leadership style have any impact on employee readiness to accept organizational change. Acquiring this is important because organizational change is inevitable.
Meng, J., & Berger, B. K. (2019). The impact of organizational culture and leadership performance on PR professionals’ job satisfaction: Testing the joint mediating effects of engagement and trust. Public Relations Review, 45(1), 64-75.
The researchers are examining the impact of essential organizational features, namely excellent performance of the leader and organizational culture, on the general job satisfaction of professionals by aiming on assessing the joint intervening impacts of work rendezvous and trust can produce. The authors found a meaningful effect of organizational culture on the leader’s performance on personnel trust, job satisfaction and work engagement. More significantly, the study pinpointed the meaningful impact on employees’ job satisfaction when the company provided a helpful organizational culture and a brilliant leader. The findings of this study is important for my research because I will be helping leaders to explore whether adopting a particular dimension of organizational culture will affect their leadership style and employee satisfaction.
Lasrado, F., & Kassem, R. (2021). Let’s get everyone involved! The effects of transformational leadership and organizational culture on organizational excellence. International Journal of Quality & Reliability Management, 38(1), 169-194.
The authors explore the dynamic relationship between organizational culture, transformational leadership, and corporate success to understand the connection among them better. The primary finding of this study identified that when an organization establishes an involvement culture will provide an inclusive engagement and holistic commitment from employees, ultimately contributing to organizational success. This study has a direct impact on my research because the authors have deeply explored the dynamic association between organizational success, culture and organizational leadership.
Lam, L., Nguyen, P., Le, N., & Tran, K. (2021). The relation among organizational culture, knowledge management, and innovation capability: Its implication for open innovation. Journal of Open Innovation: Technology, Market, and Complexity, 7(1), 66.
The authors start their study by acknowledging that maintaining innovation ability is a mandatory requirement for an organization to survive and maintain sustainable growth in its operations. Therefore, the authors aim to discover the association between knowledge administration, innovation ability, and company culture in the modern open innovation climate to offer helpful insights and endorsements for suitable management practices in the high-tech industry. The outcomes of their study shows that knowledge management was directly correlated with innovation capacity. This positive association between corporate culture and knowledge management was also verified. In general, the results identify that organizations should maintain open innovation as it is ideal in a creative environment where learning, trust, and collaboration among the staff members will thrive. Also, employing participative leaders will upsurge the efficiency of knowledge administration practices, leading to empowered innovation ability in the organization.
Shao, Z. (2019). Interaction effect of strategic leadership behaviors and organizational culture on IS-Business strategic alignment and Enterprise Systems assimilation. International journal of information management, 44, 96-108.
The authors draw their study on strategic leadership theory by developing a supporting theoretical model to navigate the effect of senior management conducts on business alignment within the setting of Enterprise Systems assimilation. The organizational culture is considered an essential mediator in the exploration model of contingency theory. Based on the empirical outcomes thus propose that inspirational motivation and idealized influence leadership conducts are critical motivators of strategic alignment, further affecting organizational system assimilation. In addition, implementing a flexible-oriented culture definitely moderates the association between strategic leadership behavior and alignment, while the relationships are negatively affected by control-oriented culture. This is particularly important because the leaders I will be focusing on in my research as they will need to ensure that their organizations will undergo successful change either now or in the future.
Al-Swidi, A. K., Gelaidan, H. M., & Saleh, R. M. (2021). The joint impact of green human resource management, leadership, and organizational culture on employees’ green behaviour and organisational environmental performance. Journal of Cleaner Production, 316, 128112.
The authors acknowledge that attention toward employee behavior and activities is acting as the driving force of environmental challenges. Therefore, corporations are implementing numerous environmental development and protection initiatives and green techniques. The authors also identified that the consequences and factors influencing green employee behavior must be scrutinized regardless of growth in this field. Therefore, the authors contribute to the literature by analyzing different causes and outcomes of green corporate culture and staff green behavior. The researchers found a positive relationship between green human resources, environmental concern, and green leadership behavior and environmental performance. Essentially, the authors also identify that implementing green corporate culture mediates the association between environmental problems, green leadership behavior, and employee behavior. The study also provides guidelines for decision-makers on how they can help their respective organization maximize employee green work behavior and create an environmentally friendly culture to support innovation. this study is highly important for my research because it provides clear guidelines ton leaders who are decision makers of the organization to successfully implement innovation which is the aspect that I will be exploring.
