Journal Press India®

Impact of Work Culture on Motivation Level of Employees in Selected Public Sector Companies in India

https://doi.org/10.51768/dbr.v11i1.111201004

Author Details ( * ) denotes Corresponding author

1. * Smrita Sinha, Sr. Lecturer, Amity Business School, Amity University, Noida, Uttar Pradesh, India
2. Ajay Kr. Singh, Associate Professor, Dept. of Commerce Delhi School of Economics, University of Delhi, Delhi, India
3. Nisha Gupta, Research Scholar, Dept. of Commerce Delhi School of Economics, University of Delhi, Delhi, India
4. Rajul Dutt, Professor, Dept. of Management Studies, J.P. School of Business, Meerut, Uttar Pradesh, India

Organizational culture has received much attention in the last two decades due to its effects and potential impact on the organizational success. Whilst there are a variety of opinions as to what constitutes ‘culture’, this paper adopts a definition which synthesizes the views of a number of widely cited researchers including Schein (1992), DiBella (1993) and Hatch (1993). Thus, culture is defined in this paper as the dynamic set of assumptions, values and artifacts whose meanings are collectively shared in a given social unit at a particular point in time. Writers on management and organizations have suggested that aspects of organizational culture, particularly cultural values, have an impact on the motivational level of the employees. The objective of the present study is to examine the dominant work culture prevalent in the two organizations A and B of the Public sector and to study its impact on the motivation level of the employees at the managerial level. The data has been taken from a sample of 250 employees from the two Public sector companies. Mean, Standard Deviation, t-test, Correlation and Regression have been used through SPSS to test the hypotheses. The findings highlight that Technocratic culture has the strongest partial correlation or the purest relationship with role motivation. Regression analysis results reveal that, technocratic culture has the strongest impact on motivation.

Keywords

Work Culture, Autocratic Culture, Bureaucratic Culture, Technocratic Culture, Entrepreneurial Culture, Dominant Culture, and Motivation.

  1. Blackler, F.H.M. and Brown, C.A., (1981), “A New Philosophy of Management: Shell Revisited”, Personnel Review, Vol.10, pp.15-21.
  2. Barker, R.G. (1963), “On the Nature of the Environment”, Journal of Social Issues, Vol.19, pp.17-38.
  3. Berthon, P.R. (1993), “Psychological Type and Corporate Culture: Relationship and Dynamics”, Omega, Vol.21, pp.329- 344.
  4. Bryson J., (2008), “Dominant, Emergent, and Residual Culture: the Dynamics of Organizational Change”, Journal of Organizational Change Management, Vol.21, No.6, pp.743-757.
  5. Chein, I., (1954), “The Environment as a Determinant of Behavior”, Journal of social Psychology, Vol.39, pp.115-127. Chandler, A.D. Jr. (1962), “Strategy and Structure: Chapters in the History of the Industrial Enterprise”, MIT Press, Cambridge.
  6. Cohen, J. (1988), “Statistical Power Analysis for the Behavioural Sciences”, New Jersey: Lawrence Erlbaum. 
  7. Czinkota, A. and Ronkainen, I.A. (1993), “International Marketing”, 3rd ed., The Dryden Press, Orlando, FL. Dennison, D. (1984), “Bringing Corporate Culture to the Bottom Line”, Organizational Dynamics, Vol.13, pp.4-22.
  8. Dennison, D.R., (1990), “Corporate Culture and Organizational Effectiveness”, Journal of Applied Behavioural Science, Vol.29, pp.311-327.
  9. Deal, T. and Kennedy, A., (1982), “Corporate Culture: The Rites and Rituals of Corporate Life”, Addison-Wesley Publishing Company, Massachusetts.
  10. DiBella, A.J. (1993), “The Role of Assumptions in Implementing Management Practices Across Cultural Boundaries”, The Journal of Applied Behavioral Science, Vol.29, No.3, pp.311-327.
  11. Ferris, G.R., Arthur, M.M., Berkson, H.M., Kaplan, D.M., Harrell-Cook, G. and Frink, D.D., (1998), “Towards a Social Context Theory of Human Resource Management-Organizational Effectiveness Relationship”, Human Resource Management Review, Vol.8, pp.235-264.
  12. Gelade, G.A., (2003), “The Impact of Human Resource Management and Work Climate on Organizational Performance”, Personnel Psychology, Vol.56, pp.383-405.
  13. Gordon, G.G., and DiTomasso, N., (1992), “Predicting Corporate Performance from Organizational Culture”, Journal of Management Studies, Vol.29, pp.783-798.
  14. Hatch, M.J. (1993), “The Dynamics of Organizational Culture”, Academy of Management Review, Vol.18, pp.657-693.
  15.  Hofstede, G. (1991), “Culture and Organizations”, McGraw Hill, Maidenhead.
  16. Hoppe, M.H. (1990), “A Comparative Study of Country Elites: International Differences in Work-Related Values and their Implication for Management Training and Development”, University of North Carolina, Chapel Hill, NC, unpublished PhD thesis.
  17. Kangis, P. and Williams, D.G.S. (2000), “Organizational Climate and Corporate Performance: an Empirical Investigation”, Management Decision, Vol.38, pp.531-540.
  18. Kanungo, R.N. and Medonca, M. (1994), “Culture and Performance”, Improvement Productivity, Newsletter Discussion Paper, Vol.35, pp.447-453.
  19. Kroebar, A. and Kluckhohn, C. (1985), “Culture: A Critical Review of Concepts and Definitions”, Random House, New York.
  20. Maznevski, M. (1994), “Synergy and Performance in Multi-Cultural Teams”, University of Western Ontario, London, PhD thesis.
  21. Martin, J. and Siehl, C. (1983), “Organizational Culture and Counter Culture: An Uneasy Symbiosis”, Organizational Dynamics, Vol.12, pp.52-64.
  22. O’Connor and Seymour (1990), “Introducing Neuro-linguistic Programming: The New Psychology of Personal Excellence”, Mandala, London.
  23. Parker, C., et al. (2003), “Relationships between Psychological Climate Perceptions and Work Outcomes: a Meta-Analytic Review”, Journal of Organizational Behavior, Vol.24, pp.389-416.
  24. Parker, C.P. (1999), “A Test of Alternative Hierarchical Models of Psychological Climate: PCg, Satisfaction, or Common Method Variance?” Organizational Research Methods, Vol.2, pp.257-274.
  25. Pareek, U. (1989), “Motivation Analysis for Organizations: Climate (MAO-C)”, University Associates, San Diego, pp.160- 180.
  26. Pareek, U. (1997), “Training Instruments for Human Resource Development”, New Delhi, Tata McGraw-Hill, p.168
  27. Pascale, R.T. and Athos, A.G. (1981), “The Art of Japanese Management: Application for American Executives”, New York: Simon & Schuster.
  28. Pool, S.W. (1997), “The Relationship of Job Satisfaction with Substitute of Leadership, Leadership Behavior, and Work Motivation”, The Journal of Psychology, Vol.131, pp.271-283.
  29. Peters, T. and Waterman, R. (1982), “In Search of Excellence”, New York: Random House.
  30. Ryan, A. M., Schmit, M. J. and Johnson, R. (1996), “Attitudes and Effectiveness: Examining Relations at an Organizational Level”, Personnel Psychology, Vol.49, pp.853-882.
  31. Rogg, K.L., Schmidt, D.B., Shull, C. and Schmitt, B. (2001), “Human Resource Practices, Organizational Climate, and Customer Satisfaction”, Journal of Management, Vol.27, pp.431-449.
  32. Schein, E.H. (1992), “Organizational Culture and Leadership”, Jossey- Bass San Francisco, CA.
  33. Steers, R.M., Sanchez-Runde and Carlos, J. (2002), “Culture, Motivation and Work Behavior”, Blackwell Handbook of Cross-Cultural Management, Vol. 27, pp.190-216.
  34. Smith, P. (1994), “National cultures and Values of Organizational Employees: Time for Another Look”, Henley Management College, Henley-on-Thames, EIASM Workshop on Cross-cultural Perspectives; Comparative Management and Organization. Schneider, B. (1975), “Organizational Climate: An Essay”, Personnel Psychology, Vol.28, pp.447-479.
  35. Schneider, B., White, S.S. and Paul, M.C. (1998), “Linking Service Climate and Customer Perceptions of Service Quality: Test of a Causal Model”, Journal of Applied Psychology, Vol.83, pp.462-469.
  36. Sledge, S., Miles, A. and Coppage, S. (2008), “What Role does culture play? A look at Motivation and Job Satisfaction among Hotel Workers in Brazil”, International Journal of Human Resource Management, Vol.19, pp.1667-1682.
  37. The Culture Audit: Building the Successful Company Culture, TriNet, Total HR Services, Human Resource Articles, www.trinet.com/resource, (viewed on July 7, 2009)
  38. Trompenaars, F. (1993), “Riding the Waves of Culture: Understanding Cultural Diversity in Business”, The Economist Book, London: Economist Books.
  39. Wood, D.J. (1997), “Culture is Not Enough”, FT Mastering Management, IMD, London Business School, Wharton Business School, Philadelphia, PA.
  40. Yip, G.S. (1995), “Total Global Strategy”, Prentice Hall, Engelwood Cliffs, New 
Abstract Views: 4
PDF Views: 0

Advanced Search

News/Events

Institute of Managem...

Deccan Education Society Institute of Management Development and Re...

S.B. Patil Institute...

Pimpri Chinchwad Education Trust's S.B. Patil Institute of Mana...

D. Y. Patil IMCAM, A...

D. Y. Patil Institute of Master of Computer Applications & Managem...

Vignana Jyothi Insti...

Vignana Jyothi Institute of Management International Conference on ...

Department of Commer...

Department of Commerce, Faculty of Commerce & Business, University...

Birla Institute of M...

Birla Institute of Management Technology (BIMTECH) 3rd Pritam Singh M...

OP Jindal University...

OP Jindal University, India 4th International Conference on  ...

Department of MBA, N...

Department of MBA, Narayana Engineering College Nellore International...

Vignana Jyothi Insti...

Vignana Jyothi Institute of Management Conference Proceedings,...

Online Proceedings R...

Conference Proceedings, March 2023 ISBN: 978-81-956810-6-8 ...

By continuing to use this website, you consent to the use of cookies in accordance with our Cookie Policy.