.

RESEARCH
ARTICLE
Organization Culture and
Employee Performance in Telecom
sector of Pakistan.

Fizah mughalBUSINESS RESEARCH

METHODS
Contents
ABSTRACT:...................................................................................................................................................2
KEY WORDS:................................................................................................................................................2
INTRODUCTION:..........................................................................................................................................2
RESEARCH QUESTION:.................................................................................................................................2
Frame Work.................................................................................................................................................3
HYPOTHESIS:................................................................................................................................................3
PROBLEM STATEMENT................................................................................................................................3
OBJECTIVE OF THE STUDY:..........................................................................................................................3
SUB OBJECTIVE:...........................................................................................................................................4
SIGNIFICANCE OF STUDY:............................................................................................................................4
LITERATURE REVIEW:..................................................................................................................................4
METHODOLOGY:..........................................................................................................................................4
DATA AND SAMPLE:.........................................................................................................................4
MEASURES:.........................................................................................................................................4
DATA ANALYSIS AND FINDINGS...................................................................................................................5
Confirmatory Factor Analysis...................................................................................................................5
Limitations and Delimitations:.....................................................................................................................7
ETHICAL CONSIDERATIONS:.........................................................................................................................8
DISCUSSION AND CONCLUSION:.................................................................................................................8
REFERENCE:.................................................................................................................................................8

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ABSTRACT:
“This study aims to analysis the overall impact of structure culture directly or
indirectly on employees’ job performance. The methodology of study is to go looking out the influence
of structure culture on worker performance. Usually often a survey-based analysis study. The
overall results support that culture of organizations includes a significant positive impact on employees’
job performance. Employees’ participation is that the foremost important issue for achieving structure
goals. This study fulfils AN acknowledged necessity and therefore the impact of structure culture and
leadership style on the task performance of employees.”

KEY WORDS:
Organizational culture, Leadership Styles, Employee Performance, Employee participation.

INTRODUCTION:
“Organizational culture is made public as a result of the underlying
beliefs, assumptions, values and ways that within which of interacting that contribute to the distinctive
social and psychological surroundings of an organization. Business leaders square measure necessary to
the creation and communication of their point culture. Organizational culture refers to culture in any form
of organization beside that of institutions, universities, not-for-profit teams, government agencies, or
business entities. In business, terms like company culture and company culture typically won’t to seek
advice from an identical idea square measure usually familiar request recommendation from a
uniform plan. The culture of the point controls the means that employees behave amongst
themselves any like of us outside the organization. A leadership vogue is also a leader's variety
of providing direction, implementing plans, and motivating of us. Various authors have
projected characteristic many various leadership designs as exhibited by leaders at intervals the political,
business or various fields. There’s no general, overarching theory regarding worker performance. The
effectiveness, there upon organizations manage, develop and stimulate their employees could be
an important cornerstone for the manner organizations perform. Structure culture to an out sized extent
determines the performance of the workers. The leadership vogue is that the style of providing direction,
implementing strategies and motivating folks towards the attainment of the desired objectives.
Leadership designs square measure replicated in attitudes and behaviors but these in turn square
measure the top results of advanced interactions between the means that folks suppose and feel.”

RESEARCH QUESTION:
1. Do employee satisfied with organizational culture?

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 2. Does effective organizational culture caste an effect on employee’s performance?

3. Does effective leadership style caste an effect on employee’s performance?

Frame Work

Organizational Leadership Style

Employee Performance
Culture
Moderator variable
Dependent variable
Independent variable

Completive Culture Autocratic Leadership Style

Learning Culture Bureaucratic Leadership Style
Bureaucratic Culture Laissez-Faire Leadership Style
Participative Culture

HYPOTHESIS:
H1 = There is a positive relationship between presenters and workers expectations.

H2 = There is a positive relationship between workplace friendship and workers expectation

H3 = There is a positive relationship between workplace attire and workers performance

H4 = There is a positive relationship between workplace friendships through workers expectation on

workers performance.

H5 = There is a positive relationship between workplace attire and workers performance.

PROBLEM STATEMENT
Does performance of employees influenced by different organizational cultures and leadership style?

OBJECTIVE OF THE STUDY:

“The objective of the study was to analyze the influence
of organizational culture and leadership style on employee performance. This study fulfills associate

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degree acknowledged necessity and therefore the impact of structure culture and leadership style on the
duty performance of employees.”

SUB OBJECTIVE:
 There is a constructive relationship between presenters and workers expectations.

 There is a constructive relationship between workplace friendship and workers expectations.

 There is a constructive relationship between workplace attire and workers performance.

SIGNIFICANCE OF STUDY:
“ Organizational culture and leadership designs are
vital elements within the field of organization behavior and business ethics. This
study can produce additional insight and bigger would like for organizational members to higher perceive
the context of company culture and its impact on worker performance. Additional significance of
this analysis is to the organization under study and additional significantly all Organizations to
understand the development of culture and its impact on employee performance
and organization effectiveness.”

LITERATURE REVIEW:
“ Culture of an organization is outlined due to the basic views,
norms, values and interacting way in which an organization contributes to its social and psychological
setting of an organization. There are more detailed definitions regarding this research but most of the
organizations has its own values, set of policies and norms. (Ravasi and Schultz 2006) responding to
organizational identity threats: Exploring the role of organizational culture”. (Vlaar, van Fenema et al.
2008). Organizational culture could be a system of shared assumptions, values, and beliefs
that governs however individuals behave in organizations. These shared values have a powerful influence
on the individuals within the organization and dictate however they dress, act, and perform their jobs.
Culture relies on shared attitudes, beliefs, customs, and written and unwritten rules that are developed
over time.
Culture additionally includes the organization’s vision, values, norms, systems, symbols, language,
assumptions, beliefs, and habits.(Needle 2010)

Organizational culture create and communicate

“Business leader’s square measure important to the
creation and communication of their geographical point culture. However, the connection between
leadership and culture isn't one-sided. Whereas leader’s square measure the principal architects of

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culture, a longtime culture influences what quite leadership is feasible (Schein 2010)
Leaders should appreciate their role in maintaining or evolving associate degree organization’s culture.
(Croen, Shaw et al. 1996)
Leaders will produce, and even be created or influenced by, many alternative geographical point cultures.
These variations will manifest themselves may be a sort of ways in which together
with, however not restricted to:

Person culture and market culture

How members of a company conduct business, treat staff, customers, and therefore the wider
community are unit robust aspects of person culture and market culture. Person culture may be
a culture during which horizontal organizational are unit most applicable. Every individual is seen
as additional valuable than the organization itself. This will be tough to sustain, because
the organization might suffer thanks to competitor folks and priorities (Kendrick 2015) Market
cultures area unit results-oriented, with attention on competition, accomplishment, and getting the
duty done.

Adaptive culture and adhocracy culture

The extent to that freedom is allowed in deciding, developing new ideas and private expression square
measure very important elements of adhocracy cultures and adhocracy
cultures. Adhocracy cultures worth modification and square measure action-oriented, increasing
the chance of survival through time (Friedman, Reichmann et al. 2005). Adhocracy cultures square
measure dynamic and entrepreneurial, with attention on risk-taking, innovation, and doing things 1st.

Task culture and kindred culture

Clan culture (internal focus and flexible) – A friendly workplace where leaders act like father figures.
How committed staff square measure towards collective objectives square measure elements of task
cultures and kinship group cultures. In a very task culture, expert member’s
measure fashioned with knowledgeable members to unravel specific issues. A matrix organizational is
common during this variety of culture, because of task importance and also
the variety of little groups live (Peparini 2015) Kinship group cultures square measure family-like,
with attention on mentoring, nurturing, and doing things along.

Importance of structure Culture
A common platform wherever people add unison to earn profits moreover as a sustenance for
themselves is named a company. An area wherever people understand the dream of creating it massive is
named a company. Each organization has its distinctive variety of operating which frequently contributes
to its culture. The beliefs, ideologies, principles and values of a company kind its culture.

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Organizational culture refers to culture in any form of organization together with that of colleges,
universities, not-for-profit teams, government agencies, or business entities. In business,
terms like company culture and company culture area unit typically won’t to visit the same conception.
The term company culture became wide identified within the business world within the late Nineteen
Eighties and early Nineteen Nineties. Company culture was already utilized by managers, sociologists,
and organizational theorists by the start of the 80s. The connected plan of organizational climate
emerged within the Nineteen Sixties and 70s, and therefore the terms area unit currently somewhat
overlapping. 

The work culture unites the staff Organization square measure otherwise from totally different back

grounds, families and have varied attitudes and mentalities. The culture offers the staff a way of unity at
the work. The work culture promotes healthy relationship amongst the staff. 
It is the culture of the organization that extracts the most effective out of every team member. In a
very culture wherever management is incredibly specific concerning the news system, the
staff but busy they're would send their reports by finish of the day. Nobody should force anyone to figure.
The culture develops a habit within the people that makes them winning at the geographic point.”

Types of Organizational Culture

Learning culture
“A learning culture could be an assortment of organizational conventions, values,
practices and processes. These conventions encourage staff and organizations
develop information and competency.
An organization with a learning culture encourages continuous learning and believes that systems
influence one another. Since constant learning elevates a personal as employee and as someone, it opens
opportunities for the institution to rework endlessly for the higher. (Soe and Fernando 2017)

The Advantages of a Learning Culture

There square measure several edges of a cultivated learning culture in a corporation.
These embrace, however aren’t restricted to:
• Increased potency, productivity and profit
• Increased employee satisfaction and weakened turnover
• an improvement outlook among employees
• an increased ability for staff to adapt to alter

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Bureaucratic culture
There is a well-defined, formal, organizational work atmosphere that depends on authority, hierarchy and
procedures to stay the organization running swimmingly. There’s a
spotlight on potency, dependableness and sleek execution.

Competitive culture
There is a pervasive customer-focused, goal-oriented perspective with a powerful stress on delivering
results. Policies, procedures, and measures are aligned to reply to the strain of the market and
meet client wants. The setting is difficult and competitive. Prime performers are rewarded and extremely
regarded.

Participatory card
Participatory culture is associate degree opposing thought to shopper culture — in alternative words a
culture within which non-public people (the public) don't act as shoppers solely, however conjointly as
contributors or producers. The term is most frequently applied to the assembly or creation of some form
of revealed media. (Willis 2003).

Recent advances in technologies (mostly personal computers and also the Internet) have enabled non-
public persons to make and publish such media, sometimes through the web.

Leadership Style
Domain information encompasses military science and technical information further as cultural
and politics awareness. The leadership style is that the manner of providing direction,
implementing methods and motivating people towards the attainment of the specified objectives.
Leadership style square measure replicated in attitudes and behaviors however these successively square
measure the end result of complicated interactions between the approach people assume and feel. The
researchers highlighted numerous approaches/ styles to leadership that square measure
supported completely different assumptions and theories. Because the time passed, the analysts
have figured out to evolve numerous models, theories and assumptions relating to the leadership style.

The Leadership Styles

The Transformational Leadership
The transformational leader possesses charismatic abilities, induces moral values and tries to develop the
capabilities of the employees. This leadership gives a kind of vision.

The leadership styles which elevates the working potential and commitment of the followers/employees
to achieve the high valued tasks those which yields a maximum output. (Avolio, Bass et al. 2004)

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Consequently, the employees beneath put forward all their efforts to bring up the organizational standards
at par with the global values. At the same time, the transformational leadership is innovative, creative to
some extent, takes bold initiatives and stands firm in collaboration with the popular will of all the units of
the concern organization.

The main task of a transformational leader is to rebuild a structural framework of the organization
according to the wins and wishes of the employees keeping in view the global standards and the
contemporary situation.”

The Transactional Leadership

“There is an impact of transactional leadership in relationship with
employees’ performance. The transactional leader, following his/her style by implementing rules and
regulations, establishes writ of authority, prescribes and focuses upon certain goals, directs the employees
to achieve the pre-determined tasks (Avolio, Bass et al. 2004).

The transactional leadership strictly follows the bee line, prefer to remains in a stipulated framework for
the maximum employees performance (Shah, Khalil et al. 2015)

. There are four attributes of transactional leadership style namely the

Contingent rewards, contingent punishments, management-by-exception (active) and management-by-

exception (passive).

Types of Leadership designs
Autocratic Leadership
Autocratic leadership vogue is targeted on the boss. During this leadership the leader holds all authority
and responsibility. During this leadership, leaders build selections on their own while not consulting
subordinates. They reach selections, communicate them to subordinates and expect prompt
implementation. Autocratic work surroundings will commonly have very little or no flexibility. During
this quite leadership, guidelines, procedures policies are all natural additions of an autocratic leader.
Statistically, there are only a few things that may truly support autocratic leadership.

Bureaucratic leadership
Bureaucratic leadership is leadership primarily based upon fastened official duties underneath a hierarchy
of authority, applying a system of rules for management and decision-making. This form
of leadership will be advantageous in extremely regulated lines of business, associate degreed it will be
an economical management vogue in corporations that do not need a lot of ability or innovation
from employees.

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Laissez-faire Leadership
Laissez-faire leadership offers authority to employees. Per central, departments or subordinates squares
measure allowed to figure as they select with nominal or no interference. Per analysis, this type of
leadership has been systematically found to be the smallest amount satisfying and least effective
management vogue.”

Employee Performance

“There is no general, overarching theory concerning employee performance. The effectiveness

with that organizations manage, develop and stimulate their employees is a crucial cornerstone for the
way organizations perform. Performance will be copied back to the behavior of individuals on
the workplace. Employees add an explicit means or behave during a means that contributes to (the goals
of) the organization (Kirkpatrick, Revankar et al. 1998) Impact of People Management Practices on
Business Performance, Institute of Personnel and Development, (Majewska, Demirgo et al. 1990)

Employee performance as the ability of any employee to successfully and efficiently perform the duties
and tasks assigned to him or her within the organization. In addition, Armstrong argues that employee
performance is not just a matter of only what a group of employees (teams) or an individual employee
achieves in regard to the set goals and targets but it also has to do with how the employees or an
individual employee is willing and motivated to uphold and promote the values of the organization. Top
managers and directors are assigned with the duty of evaluating the employee performance of each staff
member on an annual or quarterly basis and identify gaps for improvement and they come up with
strategies in collaboration with the employees on how they can work on the gaps.

The importance of employee Performance

Every employee makes a private contribution to the performance of the organizational unit
and therefore to your entire organization. If the performance of associate organizational unit or
individual employee falls behind for too long, as a rule this may cause reorganization or
redundancy. Significantly in associate surroundings during which competition is fiercer than ever, the
importance of ceaselessly playacting is increasing. (Dunlop and Lee 2004)

Effects of structure Culture on worker Performance

An organizational culture wherever workers are thought-about associate integral a part of the
expansion method of the organization fosters worker commitment towards the organization. They align
their goals and objectives with those of the organization and feel liable for the well-being of the
organization. As their efforts are successively appreciated by the management
and fittingly rewarded, they need large job satisfaction. In such organizational cultures, the

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staff are committed to achieving their goals and therefore have a positive impact on the performance of
the organization. In
organizations wherever managers areen't facilitators however taskmasters, workers abide worry and
distrust and work is nothing however a dreary job. Since they're not concerned within
the overall organizational goals, they are doing not perceive the implications of their tasks
and thence might not be committed to achieving them. A company wherever there's no cooperation
between completely different departments finishes up having workers operating in silos
or operating towards undermining the efforts of the opposite departments that is harmful to the health of
the organization.
Organizational culture to an outsized extent determines the performance of the staff. Therefore, it's within
the interest of organizations to eliminate negative factors that hamper worker performance so as to foster
a positive geographic point setting or a positive organizational culture (Nag, Singh et al. 2011).”

“Effects of Leadership designs on worker Performance
The leadership vogue is that the manner of providing direction, implementing ways and
motivating people towards the attainment of the required objectives. Leadership styles are replicated in
attitudes and behaviors however these successively are the end result of advanced interactions between
the approach people assume and feel.”

METHODOLOGY:
DATA AND SAMPLE:
“The data is collected from the telecom sector employees. About 60
questionnaires were distributed among telecom sector employees. The data gathered from male were 34
and that of female were 26. Regarding the age group of the respondents 35% of the participants were in
the age group of less than 20 years, 31.7% were in the age group of 20 to 30 years and 33.3% were in the
age group of above 30 years. The respondents who have done intermediate were 16.7% while graduation
students having 25% Master participants were having 31.7% and participants doing M.Phil. / PhD were
25%.”

MEASURES:
“All scales used in this data analysis were ranked from 1 (strongly disagree) to 5
(strongly Agree). Then the data is entered into PLS software for analysis, and the analysis showed the
following results:”

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DATA ANALYSIS AND FINDINGS
“Confirmatory Factor Analysis
Items Loadings Alpha CR AVE

Employee Performance 0.155 0.358 0.184

EP1 0.881

EP2 0.422

EP3 0.144

EP4 0.564

EP5

Organizational Culture 0.184 0.564

OC1 0.371

OC2 0.854

OC3 0.687

OC4 0.506

OC5 0.334

Leadership Styles 0.565 0.654

LS1 0.475

LS2 0.521

LS3 0.874

LS4 0.746

LS5

TABLE 1:

Table one showed that there is a factor loading and the composite reliability of these variables and
average variables of these extracts according to that model. And findings reveal that the factors indicators
are greater than 0.20 which exist in diagram.

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Table 2:

This table shows that indicators exist in discriminatory validity and its shows that this is greater than the
other to define the ratio of these variables.”

Variables EP OC LS
Apparent leadership 0.556

Development process 0.140

Innovation procedure 0.185

Table 3:

Mediation Analysis:

Hypothesi Relationship Sampl (STDEV T Lower Upper Decision

s e Mean ) Statistics Limit Limit

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 (M)

LS -> OC->EP Supported

H3 -0.153 0.767 1.536 -0.177 -0.005

Limitations and Delimitations:

“Limitations are those characteristics of a study design or
methodology that set parameters on the application or interpretation of the results of the study. Although
this study has made several contributions yet it has a few inherent limitations as well.

1. First is, though the consequences of the study are significant for telecom sector in developing
countries that outlook the specific setting in which the study was directly bounded by the direct
generalizability of results in other sectors.

2. Another restriction to this study is the possibility of the existence of self-report bias where
employees are likely to respond positively on their own knowledge, beliefs and skills.

3. The study also includes restriction arising from the use of cross-sectional data inherent in this
approach. Cross-sectional data only provides a snapshot of the outcomes and the situation may
produce different results if studied in another time-frame.

Delimitations raise to all those voluntary restrictions that surely define and state the frontier of a research
study with regard to its scope. The present study has drawn its scope in the following ways:

1. This study is restrained to a precise setting of higher education institutes of Lahore, Pakistan.

2. The model of telecom and employee performances, planned in this study, is restricted to the
distinct level performance and responses are taken only from the teachers

As the area of interest, only telecom sector in Pakistan are used in this study to examine their impact on
employee’s performance.”

ETHICAL CONSIDERATIONS:
“The participation in this study would be completely
charitable, which may end at any time within the survey by the negation of the respondents are as follows:
 The purpose of data collection is clearly mentioned.

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  Information provided by the respondents is kept private.
 While anticipating the data collection, the well-being of the respondents will be ensured through
securing their right to participate and withdraw at any time happily.
 Mutual Consent form, permission letter and any other written approval if needed will be dually
signed by both the researcher and the respondent.”

DISCUSSION AND CONCLUSION:

“This study indicated that there is a positive
relation between presenters and workers expectation to H 1.The situation is energetic, so stress also
increases. Lacking job satisfaction of employees, lack of attentiveness and commitment. Second
hypothesis of this research was to evaluate the relationship between workplace friendship and workers
expectation. The findings shown that employee performance has positive relationship with workplace.
Study summed up there is a positive and relationship between workplace friendship and their
expectations, so H3 accepted.
The study also showed that employee’s performance plays an important facilitating character in
understanding how workplace attire and workers performance to H4.Employees with unexpected
performances which others see and influenced by their efforts.”

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