Annotated Bibliography: Impact of Organizational Culture on Employees

This annotated bibliography provides a comprehensive overview of organizational culture, drawing on seven key articles to explore its multifaceted impact on employee performance, innovation, and overall business success. The bibliography begins by examining the roles of authentic leadership and organizational culture in driving employee job satisfaction, emphasizing the importance of appropriate leadership styles and organizational values. It then delves into Schein's model, highlighting the influence of organizational culture on innovation and employee performance through artifacts, espoused values, and underlying assumptions. The analysis extends to the effects of personality traits, work-related attitudes, and the moderating role of organizational culture on employee performance, particularly within the context of Saudi Arabia. The bibliography also addresses the critical role of top management and organizational culture in managing employee compliance with information security policies. Further articles explore the relationship between organizational culture and innovation, emphasizing the importance of flexible work environments and effective communication. Finally, the bibliography considers the impact of training on employee performance and the significance of organizational ethics and values in shaping business reputation and employee relations. The collection provides a rich resource for understanding the complex dynamics of organizational culture and its crucial role in achieving business objectives.

Running head: ORGANIZATIONAL CULTURE
Organizational Culture
Name of the Student
Name of the University
Author’s note

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Annotated Bibliography: Organizational Culture
1. Azanza, G., Moriano, J.A. and Molero, F., 2013. Authentic leadership and organizational
culture as drivers of employees’ job satisfaction. Revista de Psicología del Trabajo y de las
Organizaciones, 29(2), pp.45-50.
In this specific article, “Authentic leadership and organizational culture as drivers of
employees’ job satisfaction,” published by Azanza (2013), the author has portrayed a vast vista
on the role of organizational culture and authentic leadership in job satisfaction of employees.
People of various geographical backgrounds are appointed within the business process. The role
of an efficient manager is to follow appropriate leadership style at the workplace so that
employee retention can be sustained. This very specific article has evaluated that maintaining
appropriate leadership style at the workplace is one of the integral parts of maintaining
organizational culture. The author has highlighted that the concept of authentic leadership style
varies from one particular organization to another. It has been observed that employees tend to
provide their best endeavor towards services only when they get enough motivation and
inspiration from the organizational manager.
This very specific article is highly effective in evaluating the fact that organization should
maintain a proper value, ethics and culture for motivating the employees towards business
services. Appropriate form of leadership style is one of the most effective ways based on which
business organization can get good performances from the employees. The author in this article
has stated that transformation leadership style is appropriate for every business organization as it
is completely based on organizational culture, situation and business environment. In order to
provide constant motivation on the employees organizations have to focus on the following

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participative form of leadership style at the workplace. As a result, employees can also take part
in sharing their own opinion regarding the success of business.
The organizational cultural of a company enables the business managers to motivate the
employees properly towards services. On the other hand, autocratic form of leadership style is
very much effective in imposing the own decision on employees. As a result, employees cannot
get the scope to misuse agile workspace. Therefore, as per business environment of psychology
of employees’ organizations have to follow appropriate leadership style at the workplace.
2. Hogan, S.J. and Coote, L.V., 2014. Organizational culture, innovation, and performance: A
test of Schein's model. Journal of Business Research, 67(8), pp.1609-1621.
This very specific article, “Organizational culture, innovation, and performance: A test
of Schein's model”, depicted by Hogan and Coote (2014) has stated a detailed overview on how
organizational culture and innovative business strategies affect the overall performances of
employees. Schein's Model has been primarily used and focused in this specific study. As per the
concept of Schein's Model, Organizational Culture is very much effective in increasing the
overall performance level of employees.
Schein has primarily divides organizational culture in three primary steps including
artifacts, espoused values and basic underlining assumptions and so on. Artifacts represent the
social and psychical environment of an organization. The author in this article has pointed out
that the organization has to follow a specific culture and belief based on the socio-cultural
environment at the workplace. Employees as well as employers should never show biased
attitude towards a specific culture and social backgrounds. As a result, every single employee
would be able to maintain a proper team bond. The overarching term espoused value signifies

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that employees should always focus following a proper ethics, value and beliefs. After being
appointed within the services, employees have to follow these values as well. For an example,
the author has pointed out that maintaining effective communication at the workplace is one of
the most significant responsibilities of every single employee at the workplace. Therefore, the
business experts as well as employees are bound to follow this responsibility.
The concept of Underlining Assumption implies the unconscious level of culture at
which values are transformed as the acceptable way of perceiving the World. In order to sustain
within the business environment organizations have to the three major steps of Schein.
3. Awadh, A.M. and Ismail, W.K.W., 2012. The impact of personality traits and employee work-
related attitudes on employee performance with the moderating effect of organizational culture:
the case of Saudi Arabia. Asian Journal of Business and Management Sciences, 1(10), pp.108-
127.
This very specific article, “The impact of personality traits and employee work-related
attitudes on employee performance with the moderating effect of organizational culture” by
Awadh and Ismail (2012) has given an emphasis on the impact of personality traits and work
related attitudes on the overall performances of business. After launching the entire business
wings in the market, business experts do not like to follow a specific business culture. Large
number of employees is there who like to maintain out an out professional attitude at the
workplace.
As a result, the organization does not have to face difficulties in meeting organizational
productivity. People of various geographical backgrounds may not maintain effective
communication with each other. In this situation, the role of business managers is to set proper

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values within the workplace so that organization can get accustomed with the culture of each
other. Managers should not allow any rude and unethical approached within the workplace.
People of diverse cultural backgrounds and attitudes should be treated with equal respect and
dignity. Based on the socio-cultural as well as psychological backgrounds and attitudes of the
employees organization tends to follow an appropriate culture and organizational behavior. As a
result, employees would like to maintain an appropriate culture and discipline in the work floor.
4. Hu, Q., Dinev, T., Hart, P. and Cooke, D., 2012. Managing employee compliance with
information security policies: The critical role of top management and organizational
culture. Decision Sciences, 43(4), pp.615-660.
This very specific article “Managing employee compliance with information security
policies: The critical role of top management and organizational culture” published by Hu et
al. (2012) has focused to highlight the importance of managing employee compliance for
maintaining organizational behavior and discipline. In order to run the entire process of business
effectively in the global market human resource managers have to recruit the employees from
diverse cultural backgrounds. Multiculturalism always renders psychological barrier within the
workplace. Therefore, the role of an efficient business expert is not to take any kind of random
decision regarding strategic management and business activities.
The experts before forming any kind of business strategy and policy have to involve the
employees so that employees can equally participate in making business policies. Numerous
business experts believe that the culture of a business organization should be giving equal
priority and response to every employee so that they get motivated in performing well towards
services. This very specific article has depicted a clear overview on how the personnel from top

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management have to play a major role in maintaining a proper communication with the
employees. A specific business organization would not be able to reach the peak of success
without good performances of the employees. Therefore, the effective culture of business
organization would be maintaining interpersonal communication with the employees on behalf
of top management. As a result, employees would like to show their interest in sharing personal
issues happened at the workplace. Automatically, employees would be motivated to perform well
for providing effective services.
In this very specific article, the author has highlighted that managers should involve the
employees in different activities, plans and agendas. Consequently, they would like to give their
best services. "Managing employee compliance with information security policies: the critical
role of top management and organizational culture” primarily signifies on how management
has to take different organizational policies in order to maintain a proper discipline and culture at
the workplace.
5. Büschgens, T., Bausch, A. and Balkin, D.B., 2013. Organizational culture and innovation: A
meta‐analytic review. Journal of product innovation management, 30(4), pp.763-781.
This specific article, “Organizational culture and innovation: A meta
‐analytic review”
published by Büschgens, Bausch and Balkin (2013) has given deep insight about the concept of
organizational culture. The author in this very specific context has stated that every business
organization should follow specific culture and discipline at the workplace. The primary role of
the business managers is to provide flexible work environment to the employees so that they do
not show reluctance in performing well towards the services.

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Maintaining effective communication at the workplace, implementing appropriate
regulations and acts at the workplace, allowing diversity within the organization, delivering
proper services to the customers is primarily considered as one of the most effective ways in
maintaining organizational culture and discipline. At the same time, it is undeniable that business
organizations tend to focus on delivering effective services to the customers so that customers do
not have to wait for long time in receiving services.
The author has stated that delivering service within stipulated time by maintaining a
superior quality is one of the most effective ways of following organizational culture and
discipline. By selecting this article, the study provides in-depth understanding about the various
aspects of organizational cultures and its impact on the overview performance of business.
6. Elnaga, A. and Imran, A., 2013. The effect of training on employee performance. European
Journal of Business and Management, 5(4), pp.137-147.
The author in this very specific article, “The effect of training on employee
performance” published by Elnaga and Imran (2013) has opined that training and performance
evaluation session is one of the most effective ways based on which employees can proceed for
career progression plan.
As per organizational culture and belief, human resource managers should recruit
employees from various cultural backgrounds. People of various geographical backgrounds and
attitudes may not be accustomed with the organizational culture. In this kind of situation, the
business experts have to face difficulties in maintaining proper communication with each other.
Due to the lack of effective interaction, employees fail to exchange their views and thoughts
regarding services. As a result, customers have to wait for long in receiving the services.

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In order to avoid this kind of situation, the human resource managers of business
organizations have decided to focus on providing effective training and performance evaluation
session. As a result, employees who have barriers in making effective communication can
enhance their communication skill. Employees would be able to share their views and thoughts
with each other before delivering the services. As a result, both service providers as well as
services users would get equal benefits and facilities. The organization on the other hand would
be able to reach the peak of success.
7. Gehman, J., Trevino, L.K. and Garud, R., 2013. Values work: A process study of the
emergence and performance of organizational values practices. Academy of Management
Journal, 56(1), pp.84-112.
The author in this very specific article, “Values work: A process study of the emergence
and performance of organizational values practices”, published by Gehman, Trevino and
Garud (2013) has opined the importance of maintaining organizational ethics and values for
gaining business image and reputation. The author here has stated that every business
organization has to maintain appropriate regulations and acts for running the widespread of
wings in market. The regulations include antidiscrimination act, right to information act, gender
equity act, health and safety act and so on.
As per the point of view of this eminent scholar, organization should recruit both male
and female employee equally. Employees should be recruited as per skill and competency level
rather than focusing on the cultural and religious backgrounds and attitudes. Business
organizations before promoting a particular female employee in higher position tend to think
several times and show their biased attitude.

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However, health and safety act is highly effective inside every business process. If an
individual employee faces any kind of health issue at the workplace, the organization should
expand their hands. Employees should get health facilities and benefits from the organization. In
addition, business experts provide sufficient leaves and other facilities to the employees if it is
needed. The author in this article has stated that business managers should never discriminate
employees on the floor. On the other hand, any particular employee from indigenous background
should not face racial challenges at the workplace.
8. Schneider, B., Ehrhart, M.G. and Macey, W.H., 2013. Organizational climate and
culture. Annual review of psychology, 64, pp.361-388.
In this very specific article, “Organizational climate and culture” depicted by Schneider
et al. (2013) the author has highlighted the importance of maintaining appropriate organizational
climate while delivering services. As per the point of view of this specific author, agile work
environment is very much helpful for every business organization for getting good performances
of the employees. The author in this very specific article has highlighted that a business
organization tends to follow two types of environment at the workplace.
Autocratic and systematic climate is the form of environment where the business
managers do not give the employees flexible workspace. Employees cannot make their own
sitting arrangements. On the other hand, the business managers tend to impose their own
decision on the employees. They have to follow every single word of managers without
providing any self-opinion. In addition, agile work environment is the another climate based on
which employees can share a flexible work space with each other. If an individual employee is

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comfortable in communicating with specific employees the individual can make sitting
arrangement in accordingly.
In quest of rendering more innovation with the entire process of business, the author has
stated that technology has rendered more innovation within business process. As a result,
employees can deliver the services within stipulated time. As a result, the person would get
motivated in performing well towards the services. The author has opined that agile work
environment is always beneficial for the progress of a business organization. By implementing
agile work environment within the organization, the employees can share their own opinion
towards the services. Managers can make collective decision at the workplace. In this kind of
situation, the organization does not have to strive in meeting business goal. Therefore, the author
has shown positive attitudes towards maintaining agile work environment at the workplace.
9. Albrecht, S.L., 2012. The influence of job, team and organizational level resources on
employee well-being, engagement, commitment and extra-role performance: Test of a
model. International Journal of Manpower, 33(7), pp.840-853.
The author in this article, “The influence of job, team and organizational level
resources on employee well-being, engagement, commitment and extra-role performance”
published by Albrecht (2012) has tried to present the importance of job, team and organizational
resources on employees’ well-being. In order to maintain an effective organizational culture the
author has stated that internal resource of organization is highly important.
A particular business organization would be able to maintain a proper business culture
only when they have appropriate structure and financial resources. Implementation of Health and
safety act is mandatory for every single business organization. Business experts cannot provide

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health insurance to the employee due to economic strength. Therefore, internal resource is highly
significant for the wellbeing of employees. Organizational culture as per the point of view of
numerous eminent scholars is the concept of maintaining specific values, beliefs and ethics at the
workplace for maintaining proper organizational behavior.
Managers should take effective decision at the workplace. In this kind of situation, the
organization does not have to face challenges in meeting business goal. Therefore, the author
has shown positive attitudes towards maintaining flexible work environment at the workplace.
Flexible work environment motivates the employees in performing well towards the services.
10. Chun, J.S., Shin, Y., Choi, J.N. and Kim, M.S., 2013. How does corporate ethics contribute
to firm financial performance? The mediating role of collective organizational commitment and
organizational citizenship behavior. Journal of Management, 39(4), pp.853-877.
The article, “How does corporate ethics contribute to firm financial performance? The
mediating role of collective organizational commitment and organizational citizenship
behavior” by Chun et al. (2013) has focused to evaluate the importance of maintaining corporate
ethics in the overall process of business. It is undeniable that a specific business organization has
to follow proper ethics while running the business process in the market. Corporate ethics
implies that communicating with every single employee effectively at the workplace, giving the
employees health and safety issues, implementing diverse culture at the workplace. In this kind
of situation, people belonging to various geographical backgrounds and attitudes do not have to
face difficulties in working at the workplace.
This very specific study however has focused to give detailed overview about the impact
of team management on the overall performance of business as well. In order to lead a specific

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team business experts have to follow proper ethics and values. The author in this article pointed
out that democratic form of leadership is the most effective leadership style based on which a
specific business organization intends to communicate with the employees in rendering the
success of business. After evaluating this article, it can be concluded that performance of
business organization is highly dependent on organizational culture and behavior.
However, in quest of rendering more innovation with the entire process of business, the
author has stated that technology has rendered more innovation within business process. As a
result, employees can deliver the services within stipulated time. Customers do not have to wait
for a long time while using services. Therefore, this very specific study has highlighted business
innovation and organizational culture possesses major impact in enhancing overall performances.