Aviles, N. B. (2018). Situated practice and the emergence of ethical research: HPV vaccine development and organizational cultures of translation at the national cancer institute. Science, Technology, & Human Values, 43(5), 810–833. Web.
This article is devoted to the ethics of conducting research on the example of the development of HPV vaccine at the national cancer Institute. The author emphasizes that medical workers are obliged to comply with the principles of medical ethics and deontology (Aviles et al., 2018). At the same time, there is a very high legal and cultural significance of these ethical norms in the development of vaccines and conducting medical research in general. The article supports my research paper as ethics is an important part of medical organizational culture. Professional ethics is the most important factor in the organizational culture of a medical institution. It forms the system of behavioral norms, organizational rules and values that distinguish the employees of this organization.
Chang, W. J., Hu, D. C., & Keliw, P. (2021). Organizational culture, organizational citizenship behavior, knowledge sharing and innovation: A study of indigenous people production organizations. Journal of Knowledge Management, 25(9), 2274–2292.
This article is devoted to the study of the principles of organization and activity of communities of indigenous minorities. The paper considers such aspects of the activities of communities of small peoples as the order of creation, functioning, management features, rights and obligations of members in local organizations (Chang et al., 2021). The article supports my research paper because the article pays a lot of attention to the organizational culture of indigenous peoples. In particular, the authors list the principles on which the activities of the communities of small peoples are based. The structure and competence of an ethical organization are the most important topics raised in the paper.
Farias, C., Seremani, T., & Fernández, P. D. (2020). Popular culture, moral narratives and organizational portrayals: A multimodal reflexive analysis of a reality television show. Journal of Business Ethics, 171(2), 211–226.Â
This article is a multimodal reflexive analysis of some aspects of the life of organizations demonstrated in the TV show. The authors analyze collectively shared values, symbols, beliefs and patterns of behavior of members of the organization who are the heroes of television programs (Farias et al., 2020). The paper also examines the management style and procedures, as well as the concepts of technological and social development, broadcast to viewers. The article supports my research paper as the authors investigate how the behavior of its individual members develops under the influence of organizational culture. They prove by the example of TV shows that the results of the activities of any organization are related to its organizational culture.
Hald, E. J., Gillespie, A., & Reader, T. W. (2020). Causal and corrective organisational culture: A systematic review of case studies of institutional failure. Journal of Business Ethics, 174(2), 457–483.
This paper, unlike those discussed earlier, focuses not on the positive aspects of organizational culture, but on its institutional failure. For example, the authors analyze the impact of corporate ethics, which has been functioning unchanged for many years, on the life of the company (Hald et al., 2020). Scholars show that in this case, the risk of a rollback to the previous stage of the organization’s development increases. The article supports my research paper as it raises questions about the need to develop a modern organizational culture and highlights its key elements. Moreover, with the help of this paper, it is possible to identify which key elements of the old organizational culture are inhibiting factors for a modern corporate strategy.
Hendra, H., Mukhneri, A., & Maruf, C. (2019). Influence of transformational leadership, organizational culture, and organizational commitment towards work ethics of employee education services in north Bengkulu regency. International Journal of Advanced Research, 7(11), 190–199. Web.
In this article, the authors experimentally establish the relationship between transformational leadership style and organizational culture. The peculiarities of the latter in this case, according to scholars, is the process of motivating employees by appealing to their selfish interests, and not the values of the company (Hendra et al., 2019). The article supports my research paper as it considers organizational culture in a holistic relationship with other important aspects of the organization’s life cycle. This paper explores a special case of the influence of transformational leadership style on corporate ethics. Scientists find a connection between how the leader of an organization exercises his legitimate authority to effectively solve organizational problems, and the rooting of corporate values.
Huhtala, M., Kaptein, M., Muotka, J., & Feldt, T. (2021). Longitudinal patterns of ethical organisational culture as a context for leaders’ well-being: Cumulative effects over 6 years. Journal of Business Ethics, 177(2), 421–442. Web.
This article is devoted to establishing the inverse relationship between leadership and the organizational culture of the company. The authors assess how the values accepted among the team affect the functioning of the leader, facilitating or complicating their task (Huhtala et al., 2021). The article supports my research paper as leadership is a significant aspect of organizational culture. This study has shown that in modern organizations, leaders can be more effective in certain types of corporate culture, and much less effective in others. Leadership is one of the mechanisms of integration of group activities, which mutually depend on organizational ethics.
Rasooly, K. F., Mahmoudi, G., & Yazdani, C. J. (2020). Relationship between organizational culture and organizational health in employees of district 1 Iran teaching hospitals. Archives of Hygiene Sciences, 9(4), 256–264. Web.
This article is devoted to the study of the relationship between the physical and mental health of employees and the organizational culture of the company. Researchers have found that companies that pay attention to the development of skills and form a culture of striving for long-term results are more likely to have employees with strong mental health (Rasooly et al., 2020). The level of viability and health of the organization is reflected in these indicators of each individual employee. The article supports my research paper because it demonstrates why organizational culture is the fundamental skill of a company that allow it to work effectively for a long time. With its help, the leader can influence the health status of each of the company’s employees.
Roulin, N., Krings, F., Eby, L. T., & Chen, G. (2021). Faking to fit in: Applicants’ response strategies to match organizational culture. Journal of Applied Psychology, 105(2), 130–145.Â
This article presents the strategy of employee behavior depending on the corporate culture adopted in the organization. The authors investigate how the company’s employees build their interaction with colleagues and superiors depending on the values promoted by the organization (Roulin et al., 2021). Scholars come to the conclusion that the set of basic ideas shared by the majority of the organization’s members has a positive effect on communication within the company. The article supports my research paper since the authors note that one of the reasons for the low commitment of the organization’s staff is the management’s inattention to the formation and development of organizational culture.
Ullah, I., Hameed, R. M., Kayani, N. Z., & Fazal, Y. (2022). CEO ethical leadership and corporate social responsibility: Examining the mediating role of organizational ethical culture and intellectual capital. Journal of Management & Organization, 28(1), 99–119.Â
This article is devoted to the study of the leader’s behavior due to the specifics of their social and ethical responsibility. The actions of the leader influencing the corporate behavior of employees are evaluated by the authors from the standpoint of morality characteristic of the organization (Ullah et al., 2022). It was revealed that some points of view on the morality and morality of modern business leaders are more beneficial for corporate culture. The article supports my research paper because the leader is the bearer of organizational culture and ethics. They must have a particular kind of system of principles that guide their behavior in order to maintain corporate values in employees.
Xuemei, X., Wu, Y., Xie, P., Yu, X., & Wang, H. (2021). Organizational innovation culture and firms’ new product performance in two emerging markets: The moderating effects of institutional environments and organizational cohesion. Journal of Management & Organization, 27(5), 972–991. Web.
This article is a comparative analysis of two similar organizations with a difference in organizational culture. The authors contrast the main elements, external and internal factors that affect the organizational culture and are influenced by it (Xuemei et al., 2022). Then it summarizes the practical implementation of the company’s activities, depending on the types of organizational cultures. The article supports my research paper since it defines and formulates organizational values, rules and norms of behavior in accordance with the mission and strategic goals of the organization. With the help of the article, one can refer to various types of organizational anthropology and its application for the development of organizational culture.
References
Aviles, N. B. (2018). Situated practice and the emergence of ethical research: HPV vaccine development and organizational cultures of translation at the national cancer institute. Science, Technology, & Human Values, 43(5), 810–833. Web.
Chang, W. J., Hu, D. C., & Keliw, P. (2021). Organizational culture, organizational citizenship behavior, knowledge sharing and innovation: A study of indigenous people production organizations. Journal of Knowledge Management, 25(9), 2274–2292.
Farias, C., Seremani, T., & Fernández, P. D. (2020). Popular culture, moral narratives and organizational portrayals: A multimodal reflexive analysis of a reality television show. Journal of Business Ethics, 171(2), 211–226.
Hald, E. J., Gillespie, A., & Reader, T. W. (2020). Causal and corrective organisational culture: A systematic review of case studies of institutional failure. Journal of Business Ethics, 174(2), 457–483.
Hendra, H., Mukhneri, A., & Maruf, C. (2019). Influence of transformational leadership, organizational culture, and organizational commitment towards work ethics of employee education services in north Bengkulu regency. International Journal of Advanced Research, 7(11), 190–199. Web.
Huhtala, M., Kaptein, M., Muotka, J., & Feldt, T. (2021). Longitudinal patterns of ethical organisational culture as a context for leaders’ well-being: Cumulative effects over 6 years. Journal of Business Ethics, 177(2), 421–442. Web.
Rasooly, K. F., Mahmoudi, G., & Yazdani, C. J. (2020). Relationship between organizational culture and organizational health in employees of district 1 Iran teaching hospitals. Archives of Hygiene Sciences, 9(4), 256–264. Web.
Roulin, N., Krings, F., Eby, L. T., & Chen, G. (2021). Faking to fit in: Applicants’ response strategies to match organizational culture. Journal of Applied Psychology, 105(2), 130–145.
Ullah, I., Hameed, R. M., Kayani, N. Z., & Fazal, Y. (2022). CEO ethical leadership and corporate social responsibility: Examining the mediating role of organizational ethical culture and intellectual capital. Journal of Management & Organization, 28(1), 99–119.
Xuemei, X., Wu, Y., Xie, P., Yu, X., & Wang, H. (2021). Organizational innovation culture and firms’ new product performance in two emerging markets: The moderating effects of institutional environments and organizational cohesion. Journal of Management & Organization, 27(5), 972–991. Web.