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Organizational Culture and Its Influence on Employee Behavior

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DOI: 10.24327/ijrsr.2024.1404.0605

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 Available Online at http://www.recentscientific.com
International Journal of
CODEN: IJRSFP (USA)
Recent Scientific
International Journal of Recent Scientific Research Research
Vol. 14, Issue, 04 (A), pp. 2945-2949, April, 2023
ISSN: 0976-3031 DOI: 10.24327/IJRSR
Research Article
ORGANIZATIONAL CULTURE AND ITS INFLUENCE ON EMPLOYEE BEHAVIOR
Ancy Praveena A and Clayton Michael Fonceca
Department of Social Work, Sacred Heart College (Autonomous), Tirupattur District
DOI: http://dx.doi.org/10.24327/ijrsr.2024.1404.0605

ARTICLE INFO ABSTRACT

Article History:
Received 06th January, 3
Received in revised form 14th
February, 2023
Accepted 23rd March, 2023
Published online 28th April, 2023
Keywords:
Knowledge about the organization policy,
Work environment, Value and beliefs,
Attitude toward work, Work involvement.
This research was carried out to understand organizational Culture and its influence on
employee behavior. Organizational culture is the collective behavior of people that are part
of an organization. The purpose of the study is no matter how deep and crucial training is
provided for sales, marketing, production, manufacture, supply, distribution. An organization
will keep lagging if the organizational culture of that organization is not strong. The aim of
the study is about Organizational culture and its impact on employee behaviour. Descriptive
research design was adopted by the researcher. The researcher selected the parts production
department and module division which constituted of 134 employees. The reliability of the
tool was found to be 0.788 Cronbach’s alpha. The findings of the study such as there is a
significant relationship between the gender of the respondents and the knowledge about the
organization policy, there is no relationship between the employee category and the overall
organizational culture. The study will also be beneficial to the students and researchers
conducting research on organizational culture. Organizational culture refers to the shared
values, beliefs, and practices that shape the behavior and attitudes of employees within an
organization. A positive and strong organizational culture can have a significant impact on
employee behavior, leading to increased motivation, productivity, and job satisfaction.

Copyright© The author(s) 2023. This is an open-access article distributed under the terms of the Creative Commons Attribution License, which
permits unrestricted use, distribution and reproduction in any medium, provided the original work is properly cited.

INTRODUCTION
Organizational culture is the collective behavior of people that
are part of an organization. It is also formed by the
organizational values, norms, working language, system, and
symbols, it includes beliefs and habits it is also the pattern of
such collective behaviors and assumption that are taught to new
organizational members as a way of perceiving, and even
thinking and feeling. Organizational culture affects the way
people and groups interact with each other’s, with clients, and
with shareholder Organizational culture is defined as a pattern
of basic assumption invented, discovered or developed or
developed by a given groups, as it learns to cope with the
problem of external adaption and internal investigation that has
worked well enough to be considered valid and therefore is to
be taught to the new members as correct way to perceive think,
and fee in relation those problems. Organizational culture is a
set of shared understanding, norms, value, attitude and beliefs
of an organization which can foster or impede change. When
people join an organization, they bring with them the values
and beliefs that they have been taught. However, these values
and beliefs are insufficient for helping the individual succeed in
the organization. The person needs to learn how the particular
enterprise does things.
The word “culture” has been derived metaphorically from the
idea of “cultivation”, the process of tilling and developing land.
When we talk about culture, we are typically referring to
pattern of the development reflected in a in a society’s system
of knowledge, ideology, values, laws, social Normand day-to-
day rituals. Since the pattern of development differs from
society to society, the cultural phenomenon varies according to
a given society’s stage of development. Accordingly, culture
varies from one society to another requiring a study of cross-
national and cross culture phenomenon within organizations.
So, this study focuses on prevailing organizational culture in
Mobis India Ltd and how to improve its corporate
performances through various strategies.
An awareness of culture has led to the fact that is examining
organizations at local, regional, and national levels are often
needed. It is very relevant to people's beliefs and values. A
preponderance of scientific research and investigation suggests
a tremendous impact on human behaviour, especially on the
behaviour of individuals, groups, companies, and industries.
Due to the complexity of society, much time-consuming, broad
learning for complicated, organizational advancement has
occurred. More specifically, developmental necessities in many
diverse surroundings and varying circumstances brought an
increased sense of urgency in the challenges associated with the
transition.

*Corresponding author: Ancy Praveena A

Department of Social Work, Sacred Heart College (Autonomous), Tirupattur District
 Organizational Culture And Its Influence on Employee Behavior

REVIEW OF LITERATURE 19 of engineering and management schools on OCL and OE

and 334 of their subordinates on OCM through a questionnaire
Mohammed Hussen and Mama Irbo (2021), did research on,
survey. Results indicate that organizations with a strong and
the title “A Review
deep-rooted culture perform more effectively than
Organizational Culture and its Impacts on Employee Job organizations with a weak culture. The effect of OCL passes to
Performance” Stated that the purpose of any organization is to institutional effectiveness through OCM. Hence, higher
enhance level of performance by designing different strategies educational institutions need to focus on strengthening OCL
which would help employees achieve high level of and OCM in order to improve their effectiveness.
performance. This study tried to make an assessment on the
Shalini Kumar (2018), did a study on, “Organizational Culture”
impact of organizational culture on employee job performance
The Indian perspective stated that, Over the past three decades’
by going through detailed reviews of previous researches.
organization culture has been studied broadly by the
Literature review was used to conduct the study; hence, detail
researchers. Nowadays Key factors in human resource
reviews of relevant literatures were made. The findings of this
development are knowledge & skills, information and insight
study revealed conclusive evidence in the sense that the
whereas values are being ignored. Just as unclean water cannot
reviewed literatures all indicated organizational culture as
reflect the shining glory of moon, so is a contaminated mind
having very important effect on employee job performance. It
incapable of producing clean & pure decision. As stated by
was also identified that organizational culture determines the
Vivekananda that the Indian problem of organization is to
productivity level of organizations. Certain dimension of
found at the root level of personal dynamics, he believed that
cultures actually identified to affect employee performance in
one of the major organizational block is jealousy this paper is
particular ways in the sense that strong culture of an
an attempt to analyse the importance of values and
organization helps in improving level of employee performance
consciousness of each individual /manager in an organization.
more than others. Managers relate organizational culture to
What are the keynotes about work from Indian Psycho
employee performance as they help in providing competitive
philosophy. It also explores prevailing contaminations in our
advantage to their firms.
organizational culture & further intends to find answer to
Victoria Ngozi and Evangeline (2021), conducted a study on, question that while creating the foundations of culture if values
“Organizational Culture and Organizational Performance” in are being bypassed or overlooked then does it really impact
this study they stated that Organizational culture is a essential performance. Is there any link between organizational culture
component of an organization that has evoked various studies and performance. This study is based on literature to
to determine and establish its‟ relationship with organizational understand the importance of organizational culture.
performance and sustainability. It has always been considered
Significance of the Study
to have deep impact and importance on the variety of
organizational process, employees and its performance and an The finding of this study on the impact of organizational
important element to unify various company cultures in the culture on Employee Behaviour’s significant in the following
corporate group structure (Kenny, 2012). The purpose of this ways:
review article is to establish the relationship between
The study will identify the similarities in the implementation of
organizational culture and organizational performance. The
organizational culture which will be of immense benefit to
objective is to determine the influence of organizational culture
managers in the course of planning. The study will be valuable
on organizational performance focusing on Schein's theory of
to managers of resources in both private and public
organizational culture, Denison organizational culture model
organizations since they all operate within the same business
and theory of organizational excellence by Thomas Peters and
environment and it serve as a guide for decision making. This
Robert Waterman. Research shows that if employee is
study will also be immense benefit in formulation of rational
committed and have the same norms and value as the
strategies aimed at enhancing employee’s performance. The
organizations, it could increase performance towards achieving
study will also be beneficial to the students and researchers
the overall organization goals. The review includes syntheses
conducting research on organizational culture. An organization
of the relevant literature relating to the role of organizational
needs to have a very strong organizational culture because it’s
culture in enhancing performance and productivity in the
India where we are working. Indians always give priority to
organization. The review concludes that organizations
ethics, values, and culture. It is the base and also the pillar
employees have clear spelt out work ethics, are like-minded
which helps the organization to remain bounded and work as a
and hold similar beliefs and values, guided by values of
team. No matter how deep and crucial training is provided for
consistency, adaptability and effective communication system,
sales, marketing, production, manufacture, supply, distribution.
gives employees a sense of identity which increases their
An organization will keep lagging if the organizational culture
commitment to work and ultimately leads to better
of that organization is not strong. It shall always be given
performance.
priority and due care. Every organization has unique and
Jyoti Ranjan and Vijay N. Giri (2017), Conducted a study on, different strengths, some organizations have good and fast
“Influence of Organizational Culture on Organizational return policies, some organizations have a wide range of
Effectiveness”: The Mediating Role of Organizational products, and some organizations have excellent after-sales
Communication. Stated that Cultures have been found to services. Accordingly, one organization can also achieve a
predict the organizational effectiveness (OE). This article dominant position in the market if its organizational structure is
explores how a strong or weak organizational culture (OCL), extremely strong and dominant.
irrespective of its taxonomy, affects OE in Indian technical
education. It also examines the mediating role of organizational
communication (OCM). Data were collected from 167 heads

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 International Journal of Recent Scientific Research Vol. 14, Issue, 04 (A), pp. 2945-2949, April, 2023

Aim and Objective of the Study Work involvement

‘t’= 0.173
To study the “Organizational Culture and its impact on Male (111) Female (23)
47.40 3.046
P>0.05
46.43 3.131
employee behaviour” Not Significant
Overall organizational culture
1. To understand if the gender can influence ‘t’= 0.923
231.40 34.483
Organizational culture and Work environment among Male (111) Female (23)
230.70 6.328
P>0.05
employees. Not Significant
2. To highlight if the category of employees (Contact, The presented table reveals that, there is a significant difference
Permanent, Observer ship) can impact the existing between male and female respondents with regard to their
organizational culture. organizational goal. It is also evident that there is no significant
3. To denote the significant of the educational difference between the gender of the respondents and the
qualification of the employees with regard for its dimensions of the study which include; knowledge about the
impact on their attitude toward work. organization policy, work environment, value and beliefs,
4. To understand if age as a variable can influence the attitude toward work, work involvement and overall
values and beliefs of employees in the organization. organizational culture.
5. To identify if employee experience can influence the
values and beliefs and work environment. Table 2 Distribution of respondents based on the employee
category with regard to their overall Organizational Culture
Research Design
Sum
Mean Statistical
Descriptive research design was adopted by the researcher, this Variable of
Df Square Inference
research is concerned with describing the characteristics of a Squares
particular variable or of a group. The goal of a descriptive Between
research design is to systematically gather data to describe a 42.035 2 21.018
Knowledge Groups
about the F=.056
phenomenon, circumstance, or population. Thus, this research Organization Policy P>0.05
Within Groups 935.547 131 7.142
was carried out using a descriptive of methodology. Not Significant
Total 977.582 133
Universe and Sampling
Between
The universe of the study includes respondents from one of the 36.020 2 18.010
Groups F=.111
top manufacturing units of parts production department and Work Environment P>0.05
module division. The researcher selected the parts production Within Groups 1053.451 131 8.042
Not Significant
department and module division which constituted of 134 Total 1089.470 133
employees. Using the census method these two departments
Between
were taken because they were mainly concerned with the Groups
60.185 2 30.093
output of the organization. F=.068
Value and Beliefs P>0.05
Within Groups 1434.143 131 10.948
Tool of Data Collection Not Significant
Total 1494.328 133
This tool includes the following dimensions, knowledge about
the organizational culture, work environment, value and belief, Between
2.379 2 1.189
Groups F=.923
attitude toward work, work involvement. The researcher has Attitude toward
used Likert scale in this research. This scale is used as a rating P>0.05
Work Within Groups 1944.077 131 14.840
Not Significant
system to measure the opinions, attitude and perception of the
Total 1946.455 133
respondents towards organization culture and its influence on
employee behaviour. The reliability of the tool was found to be Between
42.786 2 21.393
0.788 Cronbach’s alpha. Groups F=.103
Work Involvement P>0.05
Analysis and Interpretation Within Groups 1211.042 131 9.245
Not Significant
Table 1 Distribution of respondents based on their gender with Total 1253.828 133
regard to their overall Organizational Culture Between
1954.159 2 977.079
Overall Groups F=.376
Statistical
Variable Mean Std. Deviation Organizational P>0.05
Inference Within Groups 129732.625 131 990.325
Knowledge about the organization policy Culture Not Significant
‘t’= 0.033 Total 131686.784 133
46.36 2.815
Male (111) Female (23) P<0.05
45.04 1.821
Significant
Work Environment
The give table reveals that, there is no significant difference
‘t’= 0.481 between employee category with (Contact, Permanent,
46.59 3.019
Male (111) Female (23)
46.13 1.938
P>0.05 Observer ship) the dimensions of the study which include;
Not Significant knowledge about the organization policy, work environment,
Value and beliefs value and beliefs, attitude toward work, work involvement and
‘t’= 0.595
Male (111) Female (23)
46.80 3.368
P>0.05 overall organizational culture. This show that because the
46.39 3.327 organizational culture of a company can be strongly influenced
Not Significant
Attitude toward work by the employees who work there, regardless of their category
‘t’= 0.258 or level within the organization.
46.86 4.033
Male (111) Female (23) P>0.05
45.87 2.510
Not Significant

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 Organizational Culture And Its Influence on Employee Behavior

workforce, which could lead to a more positive attitude toward

Table 3 Distribution of the respondents based on the
work and a better understanding of what they need in a work
educational qualification with regard to overall organizational
environment.
culture
Table 5 Distribution of the respondents based on their years of
S. Educational Statistical experience with regard to Value and Belief and Work
Variables
No Qualification Inference
Involvement
Knowledge
X2= .204
1 about the Organizational 10th 12th Diploma UG PG Variable
Correlation Statistical
P>0.05 value inference
Policy
Not Knowledge about the Organization P>0.05
Low 0 5 49 19 3 .156
Significant Policy Not Significant
High 2 3 44 8 1
2 Work Environment 2
X = .387 P>0.05
Work Environment .097
Low 2 4 56 17 4 P>0.05 Not Significant
Not P<0.05
High 0 4 37 10 0 Value and Beliefs .210*
Significant Significant
3 Values and Beliefs X2 = .312 P>0.05
Attitude toward Work .007
P>0.05 Not Significant
Low 1 4 56 11 1 P<0.05
Not Work Involvement .202*
High 1 4 37 16 3 Significant Significant
P>0.05
4 Attitude toward Work X2 = .698 Overall organizational culture .058
Not Significant
P>0.05
Low 2 4 59 18 2
Not The given table reveals that, there is a significant relationship
High 0 4 34 9 2 Significant
between the years of experience of the respondents with regard
5 Work Involvement X2 = .806
P>0.05 to the dimensions which include value and beliefs and work
Low 1 3 53 13 2 Not involvement. It is also evident that there is no significant
High 1 5 40 14 2 Significant relationship between the years of experience of the respondents
Overall Organizational and dimensions of the study which include: knowledge about
6 X2 = .003
Culture
Low 0 0 1 0 1
P<0.05 the organizational policy, work environment, attitude toward
Significant work and overall organizational culture. Therefore, it is evident
High 2 8 92 27 3
that there is a significant relationship between the years of
The given table reveals that, there is an association between the experience of the respondents with regard to the dimensions
educational qualification of the respondents with regard to their which include value and beliefs and work involvement.
overall organizational culture. It is also evident that there is no Therefore, it is evident that as the years of experience increase
association between the educational qualification of the the level value and the belief and work involvement will also
respondents and the dimensions of the study which include: increase.
knowledge about the organization policy, work environment,
value and beliefs, attitude toward work, work involvement and Suggestions
overall organizational culture. This enables us to understand Some of the main findings are presented as recommendations
that because they have a greater understanding of the business, in this study. The findings such as there is a significant
the industry, and their role within the organization, and are relationship between the gender of the respondents and the
more likely to have the skills and knowledge needed to succeed knowledge about the organization policy, there is no
in their jobs. relationship between the employee category and the overall
Table 4 Distribution of the respondents based on their age with organizational culture, there is an association between the
regard to work environment and Attitude toward work educational qualification of the respondents with regard to their
overall organizational culture, there is a significant relationship
Correlation
Variable
value
Statistical inference between the age of the respondents with regard to knowledge
Knowledge about the about the organizational policy, there is a significant
P<0.05 relationship between the years of experience of the
Organization 0.171*
Significant
Policy respondents with regard to the dimensions which include value
P>0.05 and beliefs and work involvement. Also, researches discovered
Work Environment 0.34
Not Significant
P>0.05
that results are the most essential factor in improving the
Value and Beliefs .158 organizational culture in a company. Organizational culture
Not Significant
P>0.05 refers to the shared values, beliefs, and practices that shape the
Attitude toward Work .050
Not Significant behavior and attitudes of employees within an organization. A
.161 P>0.05 positive and strong organizational culture can have a significant
Work Involvement
Not Significant
Overall Organizational P>0.05
impact on employee behavior, leading to increased motivation,
.047 productivity, and job satisfaction.
Culture Not Significant

The given table reveals that, there is a significant relationship CONCLUSION

between the age of the respondents with regard to knowledge
In a company, Organizational culture plays a vital role.
about the organizational policy. It is also evident that there is
Employee should feel proud for their organization, work
no significant relationship between the age of the respondents
environment should make the employees feel positive about the
and dimensions of the study which include: Work environment,
organization. In that study, the researcher divided the numerous
value and beliefs, attitude toward work, work involvement and
scales to identify the Organizational culture and its influence on
overall organizational culture. This enables us to understand
employee behaviour and the many dimensions such as
that older respondents may have more experience in the

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 International Journal of Recent Scientific Research Vol. 14, Issue, 04 (A), pp. 2945-2949, April, 2023
knowledge about the organizational culture, work environment,
value and belief, attitude toward work, work involvement.
Organizational culture is the “social glue” which provides a
“we-feeling”, thus combating distinction mechanisms that are
an inevitable part of an organisation. Organizational culture
provides the foundation for contact and understanding a
common framework of meanings. If these tasks are not
satisfactorily carried out, culture will dramatically reduce an
organization's performance. There can be different cultures
within organizations, although certain basic organizational
principles or standards can exist, but in some ways, these vary
within different work environments. In terms of values, norms,
artefacts and management/leadership style. Many attempts have
been made to identify or define the organizational culture as a
framework for the study and intervention of cultures in
organization.
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How to cite this article:
Ancy Praveena A and Clayton Michael Fonceca.2023, Organizational Culture and Its Influence on Employee Behavior.
Int J Recent Sci Res. 14(04), pp. 2945-2949. DOI: http://dx.doi.org/10.24327/ijrsr.2023.1404.0605
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