دانلود رایگان ترجمه مقاله تاثیر فرهنگ سازمانی بر روی عملیات منابع انسانی (سال 2013)

تاثیر فرهنگ سازمانی بر روی عملیات منابع انسانی: مطالعه ای بر روی دانشگاه های خصوصی نیجریه

Impact of Organizational Culture on Human Resource Practices: A Study of Selected Nigerian Private Universities

Abstract

This paper shows results of the impact of organizational culture on human resource practices in some selected Nigerian private universities. The statistical analysis was based on two hundred and thirty-seven respondents in the selected studied private universities showing that a close relationship exists between organizational culture and recruitment process, training programmes, job performance management, performance of employees, pay structure, and compensation administration. The paper suggested that given the organizational context of the study, each of the variables will be appreciated more by the individuals in values, beliefs, and practices of the organization. It is therefore suggested that prospective employees or job seekers should endeavor to familiarize themselves with the organizational culture before accepting job offers.

1 Introduction

Today’s organization is predominantly dynamic as it poses large opportunities and challenges to the corporate practitioners and policy makers. Understanding such dynamism is very crucial to pursue the organizational strategic objectives.

There have been researches in literature to explore the effect of organizational culture on various human resource development programmes of an organization. For example, scholars including Hofstede, 1980; Ouchi, 1981; Hofstede and Bond, 1988, Kotter and Heskett, 1992; Magee, 2002, claim that organizational culture help to provide opportunity and broad structure for the development of human resources’ technical and behavioural skills in an organization. This makes sense because good behavior is driven by ethical values. An organization can guide the conduct of its employees by embedding ethical values in its culture. However, organizational excellences could be varied since cultural traits could be source of competitive advantage through casual ambiguity, (Barney, 1991; and Peters and Waterman, 1982). The world is changing rapidly and the level of organizations is also changing due to technological advancements which have affected their human resource developments programmes. Moreover, organizations differ in their cultural content in terms of the relative ordering of beliefs, values and assumptions.

Organizational culture adapts overtime to cope with the dynamic changes and meet the varying demands of the organization in its quest for gaining competitive advantage in all its activities. Therefore, a supportive culture as noted by Ritchie, (2000) is considered as a motivational instrument which promotes the organization to perform smoothly and ensure success in all its endeavours. Thus, the aim of this paper is to examine the impact of organizational culture on the human resource development programmes of organizations using selected Nigerian Private Universities as our study case. The choice of Nigerian private universities was based on the fact that these universities were birthed from different perspectives, some are privately owned by Christians and Islamic missionaries, which is evident in the differences that exist amongst them and exhibited in their value, belief, and practices. However, universities owned by the government (State or Federal) are not captured in this survey. However, the paper seeks to answer the following research questions:

Does organizational culture has any significance influence on the recruitment and selection activity of an organization?

Do training and development programmes of an organization affected by the organizational culture? Is there any significant relationship between the culture of an organization and the compensation administration?

Are performance management functions of an organization directly related to the organizational culture?