O. B. Tomilin, I. M. Fadeeva, O. O. Tomilin. The State of the Organizational Culture of Industrial Clusters in the Region

UDК 338.2:332.14 

DOI: https://doi.org/10.15507/2413-1407.118.030.202201.178-203

Abstract

Introduction. The study of organizational culture of Russian companies as a tool of improving production efficiency has been actively carried out since the beginning of the XXI century. In this regard, the study of diagnostics of new characteristics of the organizational culture of enterprises and the prediction of their responds to changes in the external environment and management systems is an topical task. The aim of the article is to carry out sustainability diagnostics of industrial enterprises of the Republic of Mordovia based on new characteristics of organizational culture, as well as to determine the factors that have an impact on various socio-demographic groups involved in the clusters of the industrial enterprises.

Materials and Methods. The study was conducted in 2019 using the expert evaluation method in accord with the adapted OСAI methodology. In the study 458 respondents of 7 industrial enterprises of the Republic of Mordovia were interviewed. The obtained expert evaluations were arranged and generalized in the framework of two groups of industrial clusters of the Republic of Mordovia. The clusters differed from each other by the types of their production and the number of employees.

Results. The study shows that the economic and administrative-management status of the region have a major impact on the current organizational culture of the industrial enterprises. It was found that the current profile of organizational culture of the enterprises has not achieved a balance ensuring most favorable conditions for sustainable development. The desired profile of organizational culture of the regional enterprises shows the aspiration of employees, regardless of their job positions, to achieve the balance state. The study has revealed that administrative and management personnel are more stressed than production personnel due to the responsibility for the current and future state of the enterprise.

Discussion and Conclusion. The research analyzes the influence of the specifics of the industrial activities of enterprises on achieving a balanced state of organizational culture as a condition for sustainable development. It shows that the development of organizational culture of industrial enterprises is affected by major regional influence consisting of a set of factors that characterizes the state of the economy, the regional labor market and the administrative management of the region. The implementation of organizational changes leading to an increase in the efficiency of the industrial activities of enterprises can be carried out on the basis of the results of this study. The article can be used by the heads of industrial enterprises of Mordovia to map an integral program for the development of the regional enterprises as efficient and fully-fledged participants of market economy.

Keywords: organizational culture, diagnostics of organizational culture, OCAI methodology, general cultural vector, equilibrium state, industrial enterprises, cluster groups

The authors declare that there is no conflict of interest.

Funding. The study was funded by the Russian Foundation for Basic Research and the Government of the Republic of Mordovia within the framework of the research project No. 18-411-130018 “Organizational culture of industrial enterprises of the Republic of Mordovia: a study of innovative and industrial clusters”.

For citation: Tomilin O.B., Fadeeva I.M., Tomilin O.O. The State of the Organizational Culture of Industrial Clusters in the Region. Regionology = Russian Journal of Regional Studies. 2022; 30(1):178-203. doi: https://doi.org/10.15507/2413-1407.118.030.202201.178-203

REFERENCES

1. Shatalova N.I. Typology and Characteristics of Worker’s Employment Behavior. Upravlenie personalom i intellektualnymi resursami v Rossii = Management of the Personnel and Intellectual Resources in Russia. 2017; 6(4):5-9. (In Russ., abstract in Eng.) doi: https://doi.org/10.12737/article_59a5180c67a286.78242906

2. Gusykova N.D., Malyasova M.M. The System of Formation of the Organizational Culture of an Industrial Enterprise Based on the Management Ethics. Liderstvo i menedzhment = Leadership and Management. 2014; (1):27-36. (In Russ.) doi: https://doi.org/10.18334/lim.1.1.16

3. Makarov S.L. Management of Organizational Culture of Large Industrial Enterprises at the Stage of Innovations Introduction. Biznes. Obrazovanie. Pravo. Vestnik Volgogradskogo instituta biznesa = Business. Education. Law. Bulletin of Volgograd Business Institute. 2013; (1):161-165. Available at: http://vestnik.volbi.ru/webarchive/122/yekonomicheskie-nauki/upravlenie-organizacionnoi-kulturoi-krup.html (accessed 10.06.2021). (In Russ., abstract in Eng.)

4. Gorshkov M.K., Komissarov S.N. Revaluation of Culture and Challenges to Sociological Sciences. In: Gorshkov M.K. (ed.) Reforming Russia. Moscow: Novyj hronograf; 2019. (17). p. 17-47. (In Russ., abstract in Eng.) doi: https://doi.org/10.19181/ezheg.2019.1

5. Teräväinen V., Junnonen Ju.-M., Ali-Löytty S. Organizational Culture: Case of the Finnish Construction Industry. Construction Economics and Building. 2018; 18(1):48-69. (In Eng.) doi: https://doi.org/10.5130/AJCEB.v18i1.5770

6. Ližbetinová L., Lorincová S., Caha Z. The Application of the Organizational Culture. Assessment Instrument (OCAI) to Logistics Enterprises. Naše More: International Journal of Maritime Science & Technology. 2016; 63(3):170-176. (In Eng.) doi: https://doi.org/10.17818/NM/2016/SI17

7. Dyck B., Walke K., Caza A. Antecedents of Sustainable Organizing: A Look at the Relationship between Organizational Culture and the Triple Bottom Line. Academy of Management Annual Meeting Proceedings. 2017; (1). (In Eng.) doi: https://doi.org/10.5465/AMBPP.2017.14702abstract

8. Simamora B.H., Jerry M., Hartono H. Strategy Alignment with Organizational Culture Assessment Instrument (OCAI) Results of Cellular Industry in Indonesia. International Journal of Economics and Management. 2016; 10(S1):81-93. Available at: https://www.researchgate.net/publication/313717404 (accessed 10.06.2021). (In Eng.)

9. Shatalova N.I., Okuneva T.V. Methods of Corporate Culture Creation. Vestnik Uralskogo gosudarstvennogo universiteta putej soobshcheniya = Herald of the Ural State University of Railway Transport. 2016; (3):108-120. Available at: http://www.usurt.ru/vestnik/str9_r.htm (accessed: 10.06.2021). (In Russ., abstract in Eng.)

10. Shatalova N.I. Psychophysiological Features of Labour Behaviour of Employee. Vestnik NGUEU = Vestnik NSUEM. 2015; (1):178-189. Available at: https://nsuem.elpub.ru/jour/article/view/460 (accessed: 10.06.2021). (In Russ., abstract in Eng.)

11. Shatalova N.I. Labor behavior deformation of workers. Sociologicheskie issledovaniya = Sociological Studies. 2000; (7):26-33. Available at: https://www.isras.ru/files/File/Socis/07-2000/003.SHATALOVA.pdf (accessed 10.06.2021). (In Russ.)

12. Paro P.E.P., Gerolamo M.C. Organizational Culture for Lean Programs. Journal of Organizational Change Management. 2017; 30(4):584-598. (In Eng.) doi: https://doi.org/10.1108/JOCM-02-2016-0039

13. Dolan S.L., Garcia S. Managing by Values. Cultural Redesign for Strategic Organizational Change at the Dawn of the Twenty-First Century. Journal of Management Development. 2001; 21(2):101-117. (In Eng.) doi: https://doi.org/10.1108/02621710210417411

14. Lodakis G. Political Economy, Capitalism and Sustainable Development. Sustainability. 2010; 2(8):2601-2616. (In Eng.) doi: https://doi.org/10.3390/su2082601

15. Gasnesu M.C. Corporative Social Responsibility, a Strategy to Great and Consolidate Sustainable Business. Theoretical and Applied Economics. 2012; 19(11):91-106. Available at: https://store.ectap.ro/articole/799.pdf (accessed 10.06.2021). (In Eng.)

16. Iivari J., Huisman M. The Relationship between Organizational Culture and the Deployment of Systems Development Methodologies. MIS Quarterly. 2007; 31(1):35-58. (In Eng.) doi: https://doi.org/10.2307/25148780

17. Aier S. The Role of Organizational Culture for Grounding, Management, Guidance and Effectiveness on Enterprise Architecture Principles. Information Systems and e-Business Management. 2014; 12:43-70. (In Eng.) doi: https://doi.org/10.1007/s10257-012-0206-8

18. Dyck B., Walker K., Caza A. Antecedents of Sustainable Organizing: A Lock at the Relationship between Organizational Culture and the Triple Bottom Line. Journal of Cleaner Production. 2019; 231:1235-1247. (In Eng.) doi: https://doi.org/10.1016/j.jclepro.2019.05.287

19. Linnenluecke M.K., Griffiths A. Comparative Sustainability and Organizational Culture. Journal of World Business. 2010; 45(4):357-366. (In Eng.) doi: https://doi.org/10.1016/j.jwb.2009.08.006

20. Rindova V., Dalpiaz E., Ravasi D. A Cultural Quest: A Study of Organizational use of New Cultural Resource in Strategy Formation. Organization Science. 2011; 22(2):413-431. (In Eng.) doi: https://doi.org/10.1287/orsc.1100.0537

21. Weber K., Dacin M.T. The Cultural Construction of Organizational Life: Introduction to the Special Issue. Organization Science. 2011; 22(2):287-298. (In Eng.) doi: https://doi.org/10.1287/orsc.1100.0632

22. Wethes D., Mauer R., Brettel M.C. Cultural and Creative Entrepreneurs: Understanding the Role of Entrepreneurial Identity. International Journal of Entrepreneurial Behavior and Research. 2018; 24(1):290-314. (In Eng.) doi: https://doi.org/10.1108/IJEBR-07-2016-0215

23. Lee S., Chung G.H. Cultural Entrepreneurship: Between-Organization Cultural Isomorphism and Within-Organization Culture Shaping. SAGE Open. 2020. (In Eng.) doi: https://doi.org/10.1177/215824402093954

24. Currie L., Shepstone C. Mining the Cultural Evidence: Situating Planning and Leadership within the Academic Library Culture. Evidence Based Library and Information Practice. 2012; 7(3):51-70. (In Eng.) doi: https://doi.org/10.18438/B8P02Q

25. Zbieg A., Kudelko J., Juzyk A., Zaremba L. The Association between Values and Performance in a Maining Corporation. Empirical Study and Insights for Managing by Values (MBV) Model. Gospodarka Surowcami Mineralnymi – Mineral Resources Management. 2017; 33(2):145-164. (In Eng.) doi: https://doi.org/10.1515/gospo-2017-0019

26. Simon S.M., Varghese K. Assessment of Organizational Culture in Construction – A Case Study Approach. In: Gonzalez V.A. (ed.) 26th Annual Conference of the International Group to Lean Construction (IGLC). Chennai, India; 2018. p. 348-357. (In Eng.) doi: https://doi.org/10.24928/2018/0396

27. Teravainen V., Junnonen J.-M., Ali-Loytty S. Organizational Culture: Case of the Finnish Construction Industry. Construction Economics and Building. 2018; 18(1):48-69. (In Eng.) doi: https://doi.org/10.5130/AJCEB.v18i1.5770

28. Willar D., Trigunarsyah B., Coffey V. Organizational Culture and Quality Management System Implementation in Indonesia Construction Companies. Engineering, Construction and Architectural Management. 2016; 23(2):114-133. (In Eng.) doi: https://doi.org/10.1108/ECAM-02-2015-0026

29. Ibarra-Michel J.P., Velarde-Valdez M., Olmos-Martinez E., Santillian-Nunez M.A. Organizational Culture Assessment of Sustainable Hotel Companies in Mazatlan. Revista Investigaciones Turisticos. 2019; (17):71-102. (In Eng.) doi: https://doi.org/org/10.14198/INTURI2019.17.04

30. Simamora B.H., Jerry M. Current and Preferred Organizational Culture: A Case Study at Private University in Indonesia. International Business Management. 2013; 7(4):353-358. (In Eng.) doi: https://doi.org/org/10.36478/ibm.2013.353.358

31. Wyrwicka M.K., Chuda A. The Diagnosis of Organizational Culture as a Change’s Factor in the Context Application of Design Thinking. Log Forum. 2019; 15(2):279-290. (In Eng.) doi: https://doi.org/10.17270/J.LOG.2019.319

32. Elbach D.K., Stigliani I. Design Thinking and Organizational Culture: A Review and Framework for Future Research. Journal of Management. 2018; 44(6):2274-2306. (In Eng.) doi: https://doi.org/10.1177/0149206317744252

33. Shim W.S., Steers R.M. Symmetric and Asymmetric Leadership Cultures: A Corporative Study of Leadership and Organizational Culture at Hyundai and Toyota. Journal of World Business. 2012; 47(4):581-591. (In Eng.) doi: https://doi.org/10.1016/j.jwb.2012.01.011

34. Jackson K. Entrepreneurship, Innovation and Business Clusters. International Journal of Entrepreneurial Behavior and Research. 2015; 21(1):146-148. (In Eng.) doi: https://doi.org/10.1108/IJEBR-08-2014-0142

35. Tomilin O.B., Barnashova M.I., Tomilin O.O. Organizational Culture as a New Administrative Resource of Strategic Management. Universitetskoe upravlenie: praktika i analiz = University Management: Practice and Analysis. 2014; (3):19-38. Available at: https://www.umj.ru/jour/article/view/390/391 (accessed: 10.06.2021). (In Russ., abstract in Eng.)

36. Makarkin N.P., Tomilin O.B., Britov A.V. The Role of Organizational Culture in University Effective Management. Universitetskoe upravlenie: praktika i analiz = University Management: Practice and Analysis. 2004; (5-6):152-162. Available at: https://cyberleninka.ru/article/n/rol-organizatsionnoy-kultury-v-effektivnom-menedzhmente-vysshego-uchebnogo-zavedeniya (accessed: 10.06.2021). (In Russ.)

37. Tomilin O.B., Britov A.V., Fadeeva I.M., Tomilin O.O. Some Mathematical Correlations in Sociological Investigations of Organizational Culture. Izvestiya Saratovskogo universiteta = Izvestiya of Saratov University. Sociology. Politology. 2019; 19(4):375-384. (In Russ., abstract in Eng.) doi: https://doi.org/10.18500/1818-9601-2019-19-4-375-384

38. Tomilin O.B., Fadeeva I.M., Tomilin O.O. Dynamics of Organizational Culture Changes in Russian Universities. Universitetskoe upravlenie: praktika i analiz = University Management: Practice and Analysis. 2017; 21(2):92-105. (In Russ., abstract in Eng.) doi: https://doi.org/10.15826/umpa.2017.02.024

Submitted 15.06.2021; approved after reviewing 11.08.2021; accepted for publication 20.08.2021.

About the authors:

Oleg B. Tomilin, Head of the Department of Physical Chemistry, National Research Mordovia State University (68/1 Bolshevistskaya St., Saransk 430005, Russian Federation), Cand. Sci. (Chemistry), Associate Professor, ORСID: https://orcid.org/0000-0002-1570-230X, tomilinob@mail.ru

Irina M. Fadeeva, Head of the Center for the Development of Intellectual Capital, Russian Research Institute of Economics, Politics and Law in Science and Technology (20a Dobrolubova St., Moscow 127254, Russian Federation), Professor of the Department of Sociology and Social Work, National Research Mordovia State University (68/1 Bolshevistskaya St., Saransk 430005, Russian Federation), Doc. Sci. (Sociology), Associate Professor, ORCID: https://orcid.org/0000-0002-1709-9970, fadeeva5@yandex.ru

Oleg O. Tomilin, Head of the Department of State and Administrative Law, National Research Mordovia State University (68/1 Bolshevistskaya St., Saransk 430005, Russian Federation), Cand. Sci. (Law), Associate Professor, ORСID: https://orcid.org/0000-0002-0626-4037, oo-tomilin@yandex.ru

Contribution of the authors:

O. B. Tomilin – problem statement; formation of research methodology; text writing, conclusion formulation.

I. M. Fadeeva – empirical data collection; literature review and text editing.

O. O. Tomilin – empirical data collection and processing; presentation of research results in the form of graphs.

The authors have read and approved the final version of the manuscript.

To download article