Describe your research design and explain why it would be appropriate to use. Describe your population of interest. Describe your sampling procedure. State how many participan

Organization Culture and Employee Performance

Tafaria Rubin

Graduate Psychology Department, Purdue University Global

PS598:

DR.A

May 2nd, 2023

Organization Culture and Employee Performance

Organizational culture and practices, management, leadership, employee orientation, and Corporate Social Responsibility among other facets are critical to employee performance and overall behavior. Workers' perception of organizational link with corporate social responsibility (CSR), job engagement, and organizational citizenship behavior (OCB), transparent internal communication and pandemic face and CSR impact on pride, embeddedness, and turnover and organization culture and impacts on change-supportive actions. Fundamentally, organizational setting culture, practices, protrudes and guidelines provide a direct impact on employee performance, behavior, and perception, supporting overall positive performance.

I ntroduction

The purpose of the study is to explore how organizational setting culture, practices, protrudes and guidelines post a direct impact on employee performance, behavior, and perception, supporting overall positive performance. Understanding how the organization's management, leadership, settings, and relationship impacts employee actions, attitude, and decision provide a critical arena to motivate, guide and support the employee in personal, professional, and organizational growth. In the study, the dependent variable is employee organizational behavior, action, and attitude, while the independent variable constitutes CSR, effective communication, and organizational culture. The population constitutes employees from different backgrounds and diversities with a significant understanding of organizational settings and performance, hence the issues of the organization's CSR, communication, and culture positive impact on employee performance. Therefore, conducting more research will provide a platform to understand the organizational setting culture, practices, protrudes, and guidelines that provide a direct impact on employee performance, behavior, and perception, supporting overall positive performance.

Literature Review

A literature review is one fundamental aspect of any study that provides an in-depth articulation of previous studies concerning a topic for effective background and understanding. Similarly, the section provides effective articulation of Workers' perception of organizational link with corporate social responsibility (CSR), job engagement, organizational citizenship behavior (OCB), transparent internal communication and pandemic face and CSR impact on pride, embeddedness, and turnover and organization culture and impacts on change-supportive actions. Thus, the section offers an effective background and expansion on the topic to identify the gap for further research and practical implications

Characteristics of the Research Studies

In the study to explore organizational setting culture, practices protrudes and guidelines provide a direct impact on employee performance, behavior, and perception, supporting overall positive performance, there are four main articles included in the literature review. Notably, the articles explored Workers' perception of organizational link with corporate social responsibility (CSR), job engagement, and organizational citizenship behavior (OCB), transparent internal communication and pandemic face and CSR impact on pride, embeddedness, and turnover and organization culture and impacts on change-supportive actions.

In the first article, the authors examine how organizational justice mediates the link between workers' views of corporate social responsibility (CSR), job engagement, and organizational citizenship behavior (OCB), accommodating a cross-sectional survey included 350 Pakistani workers from diverse businesses with Self-report questionnaires assessed CSR, job engagement, organizational fairness, and OCB (Farid et al., 2019). The second article examines how employees coped with organizational changes during the COVID-19 pandemic, accommodating transparent communication affects work satisfaction, organizational commitment, and perceived support. The cross-sectional poll included 432 Chinese employees from diverse businesses with an online questionnaire that measured transparent internal communication, administrative support, work satisfaction, and organizational commitment. Structural equation modeling was used to test variable relationships (Li et al., 2021). In the third article, researchers examine how workers' CSR views impact pride, embeddedness, and turnover, acknowledging how CSR affects employee attitudes and behavior. 2,089 Singaporean employees were surveyed regarding their employer's CSR, pride, embeddedness, and desire to stay or quit (Ng et al., 2019).

Finally, the authors analyze how company culture affects workers' change-supportive actions. The study uses the theory of planned behavior to examine whether attitude, subjective norm, and perceived behavioral control moderate the link between corporate culture and workers' change-supportive behavior intentions. The authors surveyed 358 Pakistani workers in diverse businesses. Organizational culture, attitude, subjective norm, perceived behavioral control, and change-supportive behavior intents were measured (Ahmad et al., 2023). Thus, the literature review identifies significant populations and methods for effective studies and practical implications in organizational settings.

Finings

The study found that CSR and organizational justice boost employee engagement and OCB. The data also suggest that CSR initiatives make firms appear fairer, which may improve employee attitudes and behavior. The study suggests CSR and organizational justice can improve employee outcomes. Doing so can boost productivity, job satisfaction, and retention by increasing employee engagement and commitment (Farid et al., 2019). The study showed that transparent internal communication mitigated the pandemic's adverse effects on work satisfaction, organizational commitment, and perceived support. Corporate support also increased work satisfaction, organizational loyalty, and perceived support (Li et al., 2021). The study suggests that companies should prioritize honest communication during times of transition like the COVID-19 epidemic. According to the report, CSR may improve employee attitudes and behavior, making it a worthwhile investment for companies (Ng et al., 2019). Finally, the authors contend that managers must build a caring corporate ethos that promotes favorable attitudes toward alteration, social support for alteration, and workers' perceived aptitudes to support change (Ahmad et al., 2023). Thus, there is a need to understand how organizational setting culture, practices, protrudes, and guidelines impact employee performance, behavior, and perception, supporting overall positive performance.

Conclusions and Hypothesis

In conclusion in research to explore how organizational setting culture, practices, protrudes and guidelines impact employee performance, behavior, and perception, supporting overall positive performance, there is a significant revelation. Notably, CSR improves employee attitudes and behavior and friendly corporate culture encourages change-supporting behaviors. Similarly, honest communication promotes employee well-being throughout the transformation and CSR initiatives boost employee engagement and OCB. Therefore, organizational setting culture, practices, protrudes and guidelines impact employee performance, behavior, and perception, supporting overall positive performance.

References

Ahmad, A. B., Butt, A. S., Chen, D., & Liu, B. (2023). A mediated model of the effect of organizational culture on the intentions to engage in change-supportive behaviors: Insights from the theory of planned behavior.  Journal of Management & Organization, 29(2), 345-365.”

Farid, T., Iqbal, S., Ma, J., Castro-González, S., Khattak, A., & Khan, M. K. (2019). Employees’ perceptions of CSR, work engagement, and organizational citizenship behavior: The mediating effects of organizational justice.  International journal of environmental research and public health, 16(10), 1731.”

Li, J. Y., Sun, R., Tao, W., & Lee, Y. (2021). Employee coping with organizational change in the face of a pandemic: The role of transparent internal communication.  Public Relations Review, 47(1), 101984.”

Ng, T. W., Yam, K. C., & Aguinis, H. (2019). Employee perceptions of corporate social responsibility: Effects on pride, embeddedness, and turnover.  Personnel Psychology, 72(1), 107-137.”

Appendix

Your Title Goes Here

Your Name Goes Here

Graduate Psychology Department, Purdue University Global

PS598-##

Your Instructor’s Name

Due Date

Method

Research Design

Describe your research design and explain why it would be appropriate to use. Identify the specific name of your research design. Then, provide a few sentences describing how you would apply this design. Explain why this design would be appropriate for your research proposal.

Participants

Describe your population of interest. Describe your sampling procedure. Would you use a random or non-random sampling procedure? How would you connect with potential participants? How would you share information about your study with them and ask them to participate? Outline the processes that would take place when recruiting participants.

State how many participants you would aim to recruit. Describe the expected demographic and other characteristics of your sample.

Describe any inclusion or exclusion criteria that you would apply when recruiting participants. Describe any screening procedures you would use when recruiting participants.

References

Include a reference list as needed.