Organizational Culture in firms or institutions is widely believed to affect organizational performance and the success of the information system (IS) implementation. This work in progress study investigates the relationships between organizational/corporate culture and management support with IS implementation success in selected organizations. Based on the organizational culture construct by ...

Abstract Objective: To determine whether national cultural dimensions influence a company’s Corporate Social Responsibility (CRS) performance. Theoretical Framework: Hofstede’s and Stakeholder Theory were used as theoretical bases for the study. Methodology: The study uses multiple linear regression method to analyze data from sample of 4,598 companies 41 countries. collected CSRHub, Geert Hofs...

Ninety-two percent of the 1348 North American executives we survey believe that improving corporate culture would increase firm value. A striking 84% their company needs to improve its culture. But how can be achieved? Our paper provides some guidance by documenting following: executives’ views on what is and it operates, distinguishing between stated values everyday norms; extent which perceiv...

This paper attempts to develop a framework for interrelationships among human resources information systems (HRIS), outsourcing, and corporate culture. This research investigates impacts of outsourcing HRIS on corporate culture. In this paper, we hypothesize that outsourcing corporate HRIS is less appealing (1) if the quality of product and customer service matters for a firm, (2) if a firm is ...

Does culture shape risk preferences? While economic models of the origins of preferences point to an important role of culture, supporting empirical evidence is largely missing for risk and time preferences. In this study, we exploit variation in cultural heritage across CEOs of public U.S. companies and demonstrate an important effect of CEOs’ culturally transmitted risk preferences on corpora...

With the expansion of technology and the desire to downsize costs within the corporate culture, the technology trend has steered towards the integration of personally owned mobile devices (smartphones) within the corporate and enterprise environment. The movement, known as “Bring Your Own Device” (hereinafter referred to as “BYOD”), seeks to eliminate the need for two separate mobile devices fo...

Digital natives constitute the majority of new employees entering the marketplace. However, they face an organizational corporate culture that enshrines the vested interests of a very different generation of people, whom they would characterize as digital immigrants or even dinosaurs. This organizational culture has very strict values and assumptions about the way people (should) work, resultin...