Exploring the Relationship between Organizational Cultures, Openness to Experience and Work Engagement-Reference-Cited by-同舟云学术

Exploring the Relationship between Organizational Cultures, Openness to Experience and Work Engagement

Published:2023-07-01 Issue:1 Volume:17 Page:2108-2118
ISSN:2558-9652
Container-title:Proceedings of the International Conference on Business Excellence
language:en
Short-container-title:

Author:

Uyuğ Şengün Damlasu¹,Tuğrul Tuğba²

Affiliation:

1. 1 İzmir University of Economics , İzmir , Turkey

2. 2 İzmir University of Economics , İzmir , Turkey

Abstract

Abstract The present study aims to investigate the effects of organizational culture and openness to experience personality trait on work engagement in a collectivistic country context. A within-subject, vignette-based experiment was conducted to compare the effects of clan and hierarchy cultures on work engagement among Turkish employees. Results indicated that hierarchy culture and clan culture both lead to high work engagement. However, mixed-design ANOVA results revealed that organizational culture type neither individually nor interacting with openness to experience lead significant differences in work engagement levels. The coexistence of a clan culture and hierarchy culture in Turkish companies may be one explanation for these findings. The knowledge of how and under what conditions organizational culture affects work engagement may be enhanced by future cross- country comparative studies.

Publisher

Walter de Gruyter GmbH

Subject

General Earth and Planetary Sciences,General Environmental Science

Link

https://www.sciendo.com/pdf/10.2478/picbe-2023-0184

Reference48 articles.

1. Acar, A. Z., & Acar, P. (2014). Organizational culture types and their effects on organizational performance in Turkish hospitals. EMAJ: Emerging Markets Journal, 3(3), 18-31.

2. Akhtar, R., Boustani, L., Tsivrikos, D., & Chamorro-Premuzic, T. (2015). The engageable personality: Personality and trait EI as predictors of work engagement. Personality and Individual Differences, 73, 44-49.

3. Albayrak, G., & Albayrak, U. (2014). Organizational culture approach and effects on Turkish construction sector. APCBEE procedia, 9, 252-257.

4. Awadh, A. M., & Wan Ismail, 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), 108-127.

5. Baer, M., & Oldham, G. R. (2006). The curvilinear relation between experienced creative time pressure and creativity: moderating effects of openness to experience and support for creativity. Journal of Applied psychology, 91(4), 963.