Search Results for organizational-identity
Abstract
This study aimed to examine the role of organizational identity in enhancing strategic cohesion at Al-Furat General Company for Chemical Industries by assessing the level of organizational identity and its dimensions, as well as investigating the nature of the relationship and impact between organizational identity and strategic cohesion. The study adopted a descriptive-analytical approach and employed a structured questionnaire as the primary data collection instrument. Data were collected from a sample of 239 employees and analyzed using SPSS Version 26. The statistical techniques included descriptive statistics, Pearson's correlation coefficient, and simple linear regression analysis. The findings revealed a high level of organizational identity, with a mean score of 3.94, while the level of strategic cohesion was found to be satisfactory, with a mean score of 3.76. The results further indicated a positive and statistically significant correlation between organizational identity and strategic cohesion (r = 0.671, p < 0.01). Moreover, organizational identity exerted a positive and significant effect on strategic cohesion, explaining 45.1% of the variance in the dependent variable. Among the dimensions of organizational identity, continuity demonstrated the strongest effect, followed by distinctiveness and centrality. The study concluded that strengthening organizational identity constitutes an effective strategic approach to enhancing strategic cohesion and achieving greater alignment between organizational vision, strategic objectives, and managerial practices. Accordingly, the study recommends reinforcing organizational identity values, sustaining organizational continuity, improving internal communication systems, and promoting employees' participation in the implementation of strategic initiatives to enhance organizational performance.
Abstract
The research aims to clarify the type of relationship between the independent variable, organizational sense and its sub-dimensions (context, language, cognitive frameworks, organizational identity), and the dependent variable, self-directed learning and its sub-dimensions (readiness for self-learning, self-control, planning, practice), The research was conducted at the Administrative Technical College in Baghdad on a sample of (100) faculty and staff members of the college. The questionnaire was distributed as the main tool for collecting information to the research sample, and (92) questionnaires were returned and deemed valid for statistical analysis, On the practical side, a number of statistical methods were used, including (reliability and significance tests, coefficients of variation and determination, arithmetic mean, and the outputs of the SPSS V.25 program). One of the most prominent results obtained practically was the existence of a statistically significant positive effect, The main effect of the independent variable, organizational sense, and its sub-dimensions, on the respondent variable, self-directed learning, and its sub-dimensions, are as follows: The most prominent research recommendations are: Working to strengthen informal communication channels, enhance language clarity, and improve work contexts and organizational policies to cultivate organizational awareness, while also fostering self-directed learning and emotional regulation.
Abstract
This study aimed to determine the impact of organizational culture promotion mechanisms on the adoption of environmentally friendly technologies in the Iraqi Ministries of Environment and Industry and Minerals. While the impact of organizational culture has been extensively studied, its specific effect on the adoption of environmentally friendly technologies has not been previously investigated, which constitutes the epistemological problem addressed by this study. Furthermore, the Iraqi environment suffers from a lack of applied studies and empirical evidence related to environmental sustainability. Therefore, this study seeks to answer the central question: What is the impact of organizational culture promotion mechanisms on the adoption of environmentally friendly technologies? This study was conducted in the Iraqi Ministries of Environment and Industry and Minerals. Data were collected from a purposive sample of 110 senior administrative leaders in these ministries.
The study employed an inductive approach and used a descriptive-analytical method to present and analyze its data. Data analysis was conducted using SPSS and Amos software. Exploratory and confirmatory factor analysis was used to verify the quality of the study instrument and model. Descriptive analytical tools such as the arithmetic mean, standard deviation, and coefficient of variation were used to present, analyze, and interpret the study data. Simple regression was used to test the hypotheses.
The study concluded that the mechanisms adopted to enhance organizational culture constitute an integrated and interconnected system that fosters an organizational environment supportive of adopting environmentally friendly technologies. These mechanisms have a cumulative and interactive impact on promoting environmental values and transforming them from mere theoretical concepts into daily organizational practices. When leadership adopts exemplary environmental behaviors and expresses a clear commitment, designs reward systems to encourage green practices, creates a flexible organizational culture adaptable to technological changes, uses rituals and symbols that reinforce environmental identity, and provides training programs that develop environmental awareness and skills, they collectively create a profound cultural shift. This shift makes the adoption of environmentally friendly technologies not merely a response to external demands, but an integral part of the organizational identity and an automatic behavior for employees at all levels.