Embed Size (px)
Citation preview
THE RELATIONSHIP BETWEEN ORGANIZATIONAL CULTURE, HUMAN RESOURCE MANAGEMENT PRACTICES
AND ORGANIZATIONAL PERFORMANCE: THE CASE OF JORDANIAN INSURANCE SECTOR
Anas Mahmoud Khaled Bashayreh (Matric No. 4090104)
Thesis submitted in fulfillment for the degree of DOCTOR OF PHILOSOPHY
HUMAN RESOURCE MANAGEMENT
Faculty of Leadership and Management UNIVERSITI SAINS ISLAM MALAYSIA
Nilai
May 2014
i
AUTHOR DECLARATION
بسم اهللا الرحمن الرحيم
I hereby declare that the work in this thesis is my own except for quotations and summaries which have been duly acknowledged Date: 26th May 2014
Signature: Anas Bash Name: Anas Mahmoud Khaled Bashayreh Matric No: 4090104 Address: BLOCK C-03-06, SRI LAVENDER, JALAN SEPAKAT INDAH 2/2, TAMAN SEPAKAT INDAH 2, KAJANG, 43000, SELANGOR, MALAYSIA
ii
BIODATA OF AUTHOR
Anas Mahmoud Bashayreh (4090104) was born on the 15th of May 1982. His nationality Jordanian with passport number I767017. He is currently residing in BLOCK C-03-06, Sri Lavender, Jalan Sepakat Indah 2/2, Taman Sepakat Indah 2, Kajang, 43000, Selangor, Malaysia. He had the Bachelor's Degree from Al-Albayt University located in Jordan in Business Administration. Then he had the Master's Degree from Universiti Utara Malaysia (UUM) located in Malaysia in Human Resource Management. He is at present a PhD student of USIM majoring in Human Resource Management. His employment history working as an Admin Officer at Al- Madinah International University, located in Shah Alam, Malaysia.
iii
ACKNOWLEDGEMENTS
By the Name of Allah, the Most Gracious and the Most Merciful
First, I would like to express my appreciation to Allah, the Most Merciful and, the Most Compassionate who has granted me the ability and willing to start and complete this study. I do pray for His Greatness to inspire and enable me to continue the work for the benefits of humanity.
This thesis is the end of my long journey in obtaining my PhD. I have not traveled in a vacuum in this journey. There are some people who made this journey easier with words of encouragement and more intellectually satisfying by offering different places to look to expand my theories and ideas.
Foremost, I would like to express my sincere gratitude to soul of my supervisor DR Adanan Mat Junoh for giving me the confidence to explore my research interests and the guidance to avoid getting lost in my exploration. For the continuous support me during my PhD study, also for his patience, motivation, enthusiasm and immense knowledge. His guidance helped me in all the time of research and writing of this thesis that made this study for what it is. He was a fabulous advisor: sharp, cheery, perceptive, wide knowledge, logical way of thinking have been of great value for me and mindful of the things that truly matter. Ask for him the mercy and the forgiveness.
Furthermore, I would like to thanks my second supervisor and colleague before Dr Nasser Ahmed Habtoor to stand beside me and give his hand for help and support. During this work I have collaborated with many colleagues for whom I have great regard, and I wish to extend my warmest thanks to all those who have helped me with my work. I would like to thank everyone who has been involved and supported me through the writing of this study.
I wish to thank my friends in high school, my friends as an undergraduate and my friends as a graduate student, for helping me get through the difficult times, and for all the emotional support, camaraderie, entertainment, and caring they provided. My thanks and gratitude goes to all my dearest family members, brothers and my sister for being beside me since I left home.
Lastly, and most importantly, I wish to thank my parents. They bore me, raised me, supported me, taught me, and loved me. To them I dedicate this thesis.
iv
ABSTRACT
Insurance is one of the cornerstones of the modern-day financial services sector. In addition to its traditional role of managing risk, the insurance sector promotes long-term savings and serves as a conduit to channel funds from policyholders to investment opportunities, including mortgage lending. As such, a thriving insurance sector is not only evidence of an efficient financial services sector, but it is also a key enabler of a healthy economy.
The present study aims to determine the understanding for conceptual of organizational culture, and study the relationship between the organizational culture, human resource management practices, and organizational performance. As well, to determine the mediating effect of human resource management practices on the relationship between organizational culture and organizational performance. This study attempted as a first empirical study in the Jordanian insurance sector. Nine dimensions of organizational culture namely supportiveness, emphasis on rewards, behavioral styles, innovation, performance oriented, stability and communication, encourage development, policies and procedures, and organizational expectation, along with five dimensions of human resource management practices requirement and selection, career planning, compensation, training & development, job description, and organization performance factors. To achieve research objectives the researcher used a quantitative method. A survey was carried out among 327 employees, who were selected using a cluster sampling technique from 28 insurance companies. The instrument measures the personality construct, organizational culture dimensions, human resource management practices, and organizational performance. Factor analysis, multiple regression analysis, and structural equation model were employed to examine their dimensionality, ensure internal consistency and validity, as well as to test the hypothesis.
The finding shows that there are correlation between organizational culture and human resource management practices (r = 0.810), and between organizational culture and organizational performance (r = 0.649), as well between human resource management practices and organizational performance (r = 0.687). In addition, the present study revealed the mediating effect of human resource management practices on the relationship between organizational culture and organizational performance (r= 0.908). In particular, the study found that innovation from organizational culture dimensions, most contribute to organizational performance (β= 0.260). The implications and suggestions of the present study on future research and practice are discussed.
v
ABSTRAK
Insurans merupakan salah satu asas dalam sektor perkhidmatan kewangan moden. Selain berperanan menguruskan risiko, sektor insurans juga menggalakkan simpanan jangka panjang dan berfungsi sebagai saluran untuk menyalurkan dana daripada pemegang polisi bagi peluang pelaburan termasuk pinjaman hutang. Oleh itu, sektor insurans yang berkembang maju bukan sahaja bukti kecekapan sektor perkhidmatan kewangan, tetapi ia juga merupakan satu kunci utama untuk ekonomi yang sihat.
Kajian ini bertujuan untuk menentukan kefahaman bagi konsep budaya organisasi, dan mengkaji hubungan antara budaya organisasi, amalan pengurusan sumber manusia dan prestasi organisasi. Juga, untuk menentukan kesan pengantara amalan pengurusan sumber manusia mengenai hubungan terhadap budaya organisasi dan prestasi organisasi. Kajian ini merupakan kajian empirikal pertama dalam sektor insurans Jordan. Sembilan dimensi budaya organisasi iaitu memberi galakan, penekanan terhadap ganjaran, gaya tingkah laku, inovasi, berorientasikan prestasi, kestabilan dan komunikasi, menggalakkan pembangunan, polisi dan prosedur, dan jangkaan organisasi, bersama-sama dengan lima dimensi keperluan amalan pengurusan sumber manusia dan pemilihan, perancangan kerjaya, pampasan, latihan dan pembangunan, skop kerja, dan faktor-faktor prestasi organisasi. Untuk mencapai objektif-objektif kajian, penyelidik menggunakan kaedah kuantitatif. Satu tinjauan telah dijalankan dalam kalangan 327 pekerja, yang telah dipilih menggunakan teknik persampelan kelompok daripada 28 syarikat-syarikat insurans. Instrumen ini mengukur konstruk personaliti, dimensi budaya organisasi, amalan pengurusan sumber manusia dan prestasi organisasi. Analisis faktor, analisis regresi berganda, dan model persamaan struktur telah digunakan untuk memeriksa kapasiti mereka, bagi memastikan ketekalan dalaman dan keberkesanan, dan juga untuk menguji hipotesis.
Dapatan kajian menunjukkan bahawa terdapat hubungan antara budaya organisasi dan amalan pengurusan sumber manusia (r = 0.810), dan di antara budaya organisasi dan prestasi organisasi (r = 0.649), serta di antara amalan pengurusan sumber manusia dan prestasi organisasi (r = 0.687). Di samping itu, kajian ini mendedahkan kesan pengantara amalan pengurusan sumber manusia terhadap hubungan antara budaya organisasi dan prestasi organisasi (r = 0.908). Khususnya, kajian itu mendapati bahawa inovasi dari dimensi budaya organisasi memberi lebih banyak sumbangan kepada prestasi organisasi (β = 0.260). Implikasi dan cadangan kajian ini untuk penyelidikan dan pelaksanaan masa depan akan dibincangkan.
vi
MULAKHAS AL-BAHTH
ملخص البحث
باإلضافة إلى .التأمين هو أحد األرآان األساسية لقطاع الخدمات المالية في العصر الحديثالتقليدي في إدارة المخاطرقطاع التأمين يشجع االدخار على المدى البعيد ويخدم آقناة دوره
على هذا .لتحويل األموال من حملة الوثائق لفرص االستثمار، بما في ذلك اإلقراض العقاريالنحو، ازدهار قطاع التأمين ليس الدليل الوحيد على وجود قطاع خدمات مالية فعالة، وإنما هو
.عامل أساسي من اقتصاد سليمأيضا
الثقافة تحديد أثر إلى الى بناء فهم جيد لمفهوم الثقافة التنظيمية اضافة ذه الدراسةت ههدف .األردني التأمين اطار قطاع المنظمة في على أداءممارسات إدارة الموارد البشرية و التنظيمية
ممارسات ادارة الموارد (يط عالوة على ذلك تهدف هذه الدراسة لتحديد دور العامل الوسالباحث استخدم أهداف البحث لتحقيق. في العالقة بين الثقافة التنظيمية و اداء المنظمة) البشرية لدراسة استبيان المسح اإلحصائي ًا علىبناء .الكمي في دراسة العالقة بين المتغيرات االسلوبهذه .المنظمة وأداءممارسات إدارة الموارد البشرية التنظيمي و والنفوذ بين الثقافة العالقة
الثقافة التنظيمية أبعاد تسعة من .األردني قطاع التأمين في تطبيقية دراسةأول آ الدراسة محاولة ، واالبتكار،سلوآية، واألساليب الالمكافآت الترآيز على وهي السائدة استخدمت في هذه الدراسة
توقعات وال، والسياسات واإلجراءات التنميةاالتصاالت، وتشجيع واالستقرار و، األداء توجيه وو االختيار وهي إدارة الموارد البشرية أبعاد من ممارسات مع خمسة، جنبا إلى جنب التنظيمية وعواملالوصف الوظيفي، والتطوير والتدريب و ،والتعويضالتخطيط الوظيفي، ، والتوظيف
.المنظمة أداء
تم استخدام االختبارات .الكمي الدراسة الحالية استخدمت األسلوبلتلبية أهداف البحث، االحصائية لقياس مدى مصداقية االستبيان و التحليل العاملي وتحليل االنحدار المتعدد لدراسة
أيضا، .العالقة بين المتغيرات، وضمان االتساق الداخلي والصالحية، وآذلك الختبار الفرضيةموظف، الذين تم اختيارهم باستخدام تقنية أخذ العينات العنقودية من 327تم إجراء استبيان بين
.االردني العاملة في السوق 28شرآات التأمين الـ
نتائج الدراسة تظهر أن هناك عالقة بين الثقافة التنظيمية وممارسات إدارة الموارد البشرية، .ارة الموارد البشرية وأداء المنظمةوبين الثقافة التنظيمية وأداء المنظمة، آما بين ممارسات إد
وباإلضافة إلى ذلك، آشفت هذه الدراسة تأثير المتغير الوسيط وهو ممارسات إدارة الموارد على وجه الخصوص، وجدت الدراسة .البشرية على العالقة بين الثقافة التنظيمية وأداء المنظمة
.اهمة في أداء المنظمةمن أبعاد الثقافة التنظيمية، هي األآثر مس االبتكارأن
vii
Contents Page
AUTHOR DECLARATION BIODATA OF AUTHOR ACKNOWLEDGEMENTS ABSTRACT ABSTRAK MULAKHAS AL-BAHTH CONTENT PAGE LIST OF TABLES LIST OF FIGURES ABBREVIATIONS CHAPTER I: INTRODUCTION 1.0 Introduction 1.1 Background of the study 1.2 Problem statement 1.3 Research questions 1.4 Research objectives 1.5 Scope of the study 1.6 Significance of the study 1.7 Organization of the Thesis CHAPTER II: LITERATURE REVIEW 2.0 Introduction 2.1 Islamic Culture and Insurance in Jordan 2.2 Organizational Culture
2.2.1 Culture as a Descriptive Term 2.2.2 Theory of Organizational Culture 2.2.3 Organizational Culture Classification 2.2.4 Organizational Culture Dynamics 2.2.5 Matching People with Organizational Culture 2.2.6 Strong versus Weak Cultures 2.2.7 Cultures Formation 2.2.8 Measuring Organizational Culture 2.2.9 Assessing Organizational Culture 2.2.10 Changing Organizational Culture
2.3 Human Resource Management 2.3.1 Human Resource Practices
i ii iii iv v vi vii xii xiv xv 1 4 6 9 9 10 10 12 13 13 14 25 25 28 29 30 31 32 32 34 36 36 38
viii
2.3.1.1 Recruitment and Selection 2.3.1.2 Career Planning 2.3.1.3 Job Description 2.3.1.4 Training and Development 2.3.1.5 Compensation 2.3.2 Organizational Culture and Human Resource Practices 2.3.3 Human Resource practices and Organizational Performance
2.4 The Performance 2.4.1 Organizational Performance 2.4.2 Theory of Organizational Performance 2.4.3 Measurement of Organizational Performance
2.4.3.1 Financial Performance 2.4.3.2 Non-Financial Performance
2.4.4 Sustaining High Performance 2.4.5 Performance Evaluation
2.5 Reviews of Related Studies 2.5.1 Organizational Culture and Organization Performance Link 2.5.2 Organizational culture and Human Resource Management link 2.5.3 Human Resource and organizational performance link 2.6 Definitions of Key Terms
2.6.1 Culture 2.6.2 Organizational Culture 2.6.3 Human Resource Management Practices 2.6.4 Organizational Performance
2.7 Framework of the Study 2.7.1 Supportiveness 2.7.2 Innovation 2.7.3 Emphasis on reward 2.7.4 Performance-oriented 2.7.5 Stability and communication 2.7.6 Organizational Expectations 2.7.7 Encourage Development 2.7.8 Behavioral Styles 2.7.9 Policies and procedures 2.8 Hypotheses Development 2.9 Summary
40 41 41 41 41 41 43 46 49 51 52 55 55 57 58 58 59 68 70 74 74 74 75 76 76 76 77 77 78 78 78 78 79 80 81 82
ix
CHAPTER III: METHODOLOGY 3.0 Introduction 3.1 Research Design 3.1.1 Present Research Method 3.2 Population and Sampling 3.2.1 Sampling Procedure 3.3 Building the Instrument 3.4 Instrumentation 3.4.1 Independent Variables: Organizational Culture Dimensions 3.4.2 Mediating Variable: Human resource management practices 3.4.3 Dependent Variables: organizational performance 3.5 Pre-Test 3.6 Factor Analysis 3.7 Data Analysis Technique 3.7.1 Descriptive Statistics 3.7.2 Correlations 3.7.3 Regression 3.7.4 Interpreting Statistics from Structural Equation Modeling 3.7.4.1 Chi-square (χ2) Statistic 3.7.4.2 Comparative Fit Index (CFI) 3.7.4.3 Root Mean Square Error of Approximation (RMSEA) 3.8 Summary
CHAPTER IV: FINDINGS AND DISCUSSION 4.0 Introduction 4.1 Overview of Data Collected 4.2 Respondents Profile 4.3 Factor Analysis 4.4 Reliability Test 4.5 Major Finding 4.5.1 The Relationship between Organizational Culture and Human
Resource Management Practices 4.5.1.1 The Direct impact of Organizational Culture Dimensions
on Human Resource Management Practices 4.5.2 The Relationship between Organizational Culture and
Organization Performance 4.5.2.1 The Direct impact of Organizational Culture dimensions
83 83 84 86 87 89 90 91 94 96 97 98 99 100 100 102 103 103 103 104 104
105 105 106 108 114 118
119 122 124 127
x
on Organization Performance 4.5.3 The Relationship between Human Resource Management
Practices and Organization Performance 4.5.3.1 The Direct impact of Human Resource Management
Practices on Organization Performance 4.6 The Contribution of Culture Dimension/s for Organizational
Performance 4.7 Structural Equation Model 4.8 Modification of the Model Using SEM
4.8.1 Confirmatory Factor Analysis (CFA) Results – Model 1 4.8.2 Confirmatory Factor Analysis (CFA) Results – Model 2 4.8.3 Confirmatory Factor Analysis (CFA) Results Model 3 4.8.4 Confirmatory Factor Analysis (CFA) Results Final structure model
4.8.5 The Mediation Role of HRM Practices for the Relationship between Organizational Culture and Organization Performance 4.8.6 Conclusion
4.9 Summary CHAPTER V: CONCLUSION AND RECOMMENDATIONS 5.0 Introduction 5.1 Summary of Findings 5.1.1 Impact of organizational culture on human resource practices 5.1.2 Impact of organizational culture on organizational performance 5.1.3 Impact of human resource practices on organizational performance 5.1.4 The role of HRM practices on the relationship of organizational culture on organizational performance 5.1.5 The contribution of culture dimensions for organizational performance 5.1.6 The Findings Conclusion 5.2 Limitations 5.3 Implications of the Research 5.3.1 Implications to the Practice 5.3.2 Implication to the Theory 5.4 Recommendations for Insurance Sector 5.5 Suggestions for Future Research 5.6 Summary BIBLIOGRAPHY
129 131 134 136 138 139 140 141 143 147 149 149 151 151 152 153 155 157 159 159 161 162 163 164 165 168 170 171
xi
APPENDIX Appendix I: Letter to interview and collect data Appendix II: Questionnaire (Arabic & English) AppendixIII: Publication
202
xii
LIST OF TABLES
Table Title Page No Table 1: Table 2: Table 3: Table 4: Table 5: Table 6: Table 7: Table 8: Table 9: Table 10: Table 11: Table 12: Table 13: Table 14 Table 15: Table 16: Table 17: Table 18: Table 19: Table 20: Table 21: Table 22: Table 23: Table 24: Table 25: Table 26: Table 27: Table 28: Table 29:
Definitions of culture The organizational culture assessment instrument HRM practices stated by scholars The performance measurement provided by scholars List of insurance companies Consists of the instrument Organizational culture items HRM practices items Organization performance items Reliability pre-test of overall variables The value of r Survey Responses Demographic information about gender Demographic information of age Demographic information of educational level Demographic information of period of service Construct level factor analysis results for OC Construct level factor analysis results for HRM Construct level factor analysis results for OP Reliability test on instruments Cronbach’s Alpha for organizational culture dimensions Cronbach’s Alpha for HRM Practices Cronbach’s Alpha for organization performance factors Correlation of OC and HRM practices Correlation culture dimensions and HRM practices Multiple regression organizational culture dimensions and HRM practices Correlations of organizational culture and organizational performance Correlation of culture dimensions and organization performance Multiple regression between organizational culture dimensions and organization performance
24 35 39 46 87 89 91 94 96 98 102 106 106 107 107 108 110 112 113 115 116 117 117 119 120 122 124 125 128
xiii
Table 30: Table 31: Table 32: Table 33: Table 34: Table 35: Table 36: Table 37: Table 38: Table 39:
Correlation of HRM Practices and Organization Performance The Relationship between HRM Practices and OP factors Multiple regression between HRM practices and OP Cultural dimensions that most contribute to OP Results of fit indices for CFA Results of fit indices for CFA Results of fit indices for CFA Fit indices for the full structural models of the relationship of OC, HRM Practices and OP Fit indices for the final structural model of the full relationship between OC, HRM Practices and OP Fit indices for the structural model of the mediation role of HRMP for the relationship of OC and OP
129 130 131 135 140 141 142 145 145 148
xiv
LIST OF FIGURES
Figure Title Page No Figure 1: Figure 2: Figure 3: Figure 4: Figure 5 Figure 6: Figure 7: Figure 8: Figure 9: Figure 10: Figure 11: Figure 12: Figure 13: Figure 14: Figure 15: Figure 16:
The Onion Model of Organizational Culture Hard and Soft Model of Organizational Concept Organization Cultures Form The Relationship between HRM and Performance Organizational Performance Model Schematic diagram of research framework Research model Full model revised after EFA Scatterplot organizational culture and HRM Scatterplot organizational culture and organizational performance Scatterplot HRM practices and OP SEM for organizational culture dimensions SEM for HRM practices SEM for organizational performance SEM structural model of the full relationship between OC, HRM Practices and OP Impact organizational culture on performance
20 21 32 44 47 81 90 114 123 129 132 139 141 142 144 162
xv
ABBREVIATIONS
Acronym Meaning BEH CP CFI COM CPO DF EMP ENC EP EXP FP GFI HRM INNO JD OC OP OS PERF POL RMSEA RMR SEL SEM STAB TRA
Behavior style Career planning Comparative Fit Index Compensation Capital outcome Degree of Freedom Emphasis on reward Encourage development Employee performance Organizational expectation Financial performance Goodness of Fit Index Human Resource Management Innovation Job description Organizational Culture Operational performance Organizational supportiveness Performance oriented Policies and procedures Root Mean Square Error of Approximation Root Mean Square Residual Selection Structural Equation Model Stability and communication Training
171
Bibliography
Ab. Aziz Yusof & Juhary Ali, 2000. “Managing culture in organization”. Malaysian Management Review. Vol. 35(2), 60-65.
Abdullah, A. 1992. The influence of ethnic values on managerial practices in
Malaysia, Malaysian Management Review, March, pp. 25-34. Abzari M., & Dalvi M., 2006. Management of organizational culture (concepts,
models, changes) with excellence approach. 2nd ed. Isfahan: Ghased sahar Publisher.
Ahmed Lemu, 2009. What is Islamic Culture: An introduction to the relationship
between Islam and Cultural Diversity. ©Islamic Education Trust, ISBN 978 - 2159 - 50 – 6.
Aidla Anne & Vadi Maaja, 2007. “Relationships between Organizational Culture and
Performance in Estonian Schools with Regard to Their Size and Location”. Baltic Journal of Economics, Baltic International Centre for Economic Policy Studies. Vol. 7(1), pp. 3-17.
Alamiyan M., 2002. Organizational Behavior in Business Organizations. Amman:
Dar Wael for publication, p: 313. (Translated) Al-Issawi H., 2009. Insurance companies Front Of the crisis threatens to close some.
Stocks Experts Network. (Translate Arabic). 26th December 2009 < http://stocksexperts.net/showthread.php?t=20237> Alvesson, Ms. 2002. Understanding Organizational Culture. Sage Publications. Amos G., & Achim S., 2007. The role of organizational culture in modeling buyer
seller relationships in the fresh fruit and vegetable trade between Ghana and Europe. African Journal of Business Management. Vol. 8: pp. 218-229.
Anwar H. 2008. Islamic Finance: A Guide for International Business and Investment.
GMB Publishing Ltd., United Kingdom. Anil Kumar S., 2009. “A Study of HRM Practices and Organizational Culture in
Selected Private Sector Organizations in India”. Acta Oeconomica Pragensia. Vol. (4): pp. 64-80.
http://www.vse.cz/polek/download.php?jnl=aop&pdf=313.pdf Anna G, Carolina K., & Anna P., 2005. Implementation of Organizational Culture
Following a Merger: Case Studies of Arla Foods and Stora Enso. (Master Thesis)- International Business Administration, Lulea University of Technology.
Antony, J., Kumar, M., & Cho, B.R. 2007. “Six sigma in service organizations:
Benefits, challenges and difficulties, common myths, empirical observations
172
and success factors”. The International Journal of Quality & Reliability Management. Vol. 24 (3), pp. 294-311.
Arad S., Hanson M.A. & Schneider R.J., 1997. "A framework for the study of
relationships between organizational characteristics and organizational innovation". The Journal of Creative Behavior. Vol. 31 (1), pp. 42-58.
Armstrong M., & Baron A., 1998. Performance Management: The New Realities.
London: Institute of Personnel and Development. Armstrong M., 2006. Strategic Human Resource Management: A Guide to Action, 4th
Edition, Kogan Page, London, p.11. Arthur J.B., 1992. “The link between business strategy and industrial relations
systems in American steel minimalls”. Indusitrial and Labor Relations Review. Vol. 45, pp. 488-506.
Arthur, J.B. 1994. "Effects of Human Resource Systems on Manufacturing
Performance and Turnover". Academy of Management Journal. Vol. 37(3), pp. 670–87.
Asma Abdullah, 1996. Going Global: Cultural Dimensions in Malaysian management.
Malaysian Institute of Management (MIM). Kuala Lumpur, Malaysia. Aswathappa, K. 2003. Organizational Behavior. Bangalore: Publishing House. Aycan, Z., Kanungo, R., Mendonca, M., Yu, K., Deller, J., Stahl, G., & Kurshid, A.
2000. “Impact of culture on human resource management practices: A 10‐country comparison”. Applied Psychology. Vol. 49(1), 192-221.
Aycan, Z., 2005. “The interplay between cultural and institutional/structural
contingencies in human resource management practices”. International Journal of Human Resource Management. Vol. 16:7 July, pp. 1083-1119.
Azhar, K., 2003. Business Policy and Strategic Management, NewDelhi, Tata
McGraw-Hill. Azie Binti Abd. Jalani, 2004. Measuring the effect of organizational culture on
organizational performance: A case study at B.M.Nagano Industries Sdn. Bhd. (Pasir Gudang, Johor). (Master Thesis). University Utara Malaysia.
Azlan Mohamad, May-Chiun Lo, & Maw King La, 2009. “Human Resource Practices
and Organizational Performance: Incentive as Moderator”. Journal of Academic Research in Economics. Vol. 1(2), pp. 229-230.
Babbie, E. 2004. The practical of social research. 10th Edition, USA: Wadsworth-
Thomson Learning Inc.
173
Bagraim, J. J. 2001. “Organisational psychology and workplace control: the instrumentality of corporate culture”. South African Journal of Psychology. Vol. 31 (3): pp. 43-49.
Baker, T. 1994. Doing social research. 2th Edition, Singapore: McGraw-Hill, Inc. Barney J.B. 1986. “Organizational Culture: Can It Be a Source of Sustained
Competitive Advantage?”. Academy of Management Review. Vol. 11(3): pp. 656-665.
Barney, J.B. (1991). “Firm Resources and Sustained Competitive Advantage”.
Journal of Management. Vol. 1(17): pp. 99-120. Bashir, S & Khattak, H. 2008. "Impact of selected HR practices on perceived
employee performance, a study of Public Sector Employees in Pakistan". European Journal of Social Sciences. Vol. 5 (4): pp. 243-252.
Bartel, A. 2004. “Human resource management and organizational performance:
evidence from retail banking”. Industrial and Labour Relations Review. Vol. 57 (2): pp. 181-203.
Bate, P. 1990. “Using the culture concept in an organization development setting”.
Journal Applied Behavior Science. Vol. 26: pp.83-106. Batt, R. 2002. “Managing customer services: human resource practices, quit rates, and
sales growth”. Academy of Management Journal. Vol. 45(3): pp. 587-597. Beal, R. B. 2000. "Competing Effectively; Environmental Scanning, Competitive
Strategy, and Organizational Performance in Small Manufacturing Firms". Journal of Small Business Management. Vol. 38 (1): pp. 27-47.
Becker, B., Huselid, M., & Ulrich, D. 2001. The HR Scorecard: Linking People,
Strategy, and Performance. Boston: Harvard Business School Press. Beer, M., Spector, B., Lawrence, P.R., Quinn Mills, D. & Walton, R.E. 1984. Human
Resour Management. New York: Free Press. Bernard L., 1995. "Examining the organizational culture and organizational
performance link". Leadership & Organization Development Journal. Vol. 16(5): pp. 16-21.
Bhaskaran & Sukumaran. 2008. “National culture, business culture and management
practices: consequential relationships?” Cross Cultural Management: An International Journal. Vol. 14 (1): pp. 54-67
Billah, M. M., Prince, S. A., & Islam, S. 2009. “Human Resource Management Practices and Employee Turnover; A Study on Private Commercial Banks in Bangladesh”. Journal of Business and Technology. Vol. 4(1): pp. 63-82.
174
Biswas, S. 2009. “HR Practices as a Mediator Between Organizational Culture and Transformational Leadership: Implications for Employee Performance”. Psychological Studies. Vol. 54: pp. 114-123.
Bjorkman, I. & Xiucheng, F. 2002. “Human resource management and the performance of Western firms in China”. International Journal of Human Resource Management. Vol. 13(6): pp. 853-864.
Black, J. 2003. Organizational Culture: Creating the Influence Needed for Strategic
Success. London UK, ISBN 1-58112-211-X
Blumberg, B. 2005. “Cognition Evaluation Theory: An Experimental Test of Processes & Outcome”. Organizational Behavior & Human Performance, vol. 28: pp. 289-310 Boston: Houghton Mifflin Company.
Bolboaca, S.D., Jantschi, L. 2006. “Pearson Versus Spearman, Kendall’s Tau
Correlation Analysis on Structure Activity Relationships of Biologic Compounds”. Leonardo Journal of Sciences. Vol. 9: 179-200.
Brannen, M. Y. 1998. “Negotiated culture in national context: A model of culture
change based on a Japanese/American organizational experience”. Anthropology of Work Review. Vol. 18 (2-3), pp. 6-17.
Briscoe, D. R., Schuller R.S., & Claus L., 2009. International Human Resource
Management: Policies and practices for multinational enterprises, 3rd edition, Routledge.
Brockbank, W. 1999. “If HR were really strategically proactive: present and future
directions in HR’s contribution to competitive advantage”. Human Resource Management. Vol. 38(4): pp. 337-352.
Brown T., 2006. Confirmatory factor analysis for applied research. New York: The
Guilford Press, pp. 5-71. Bulla, D.N., & Scott, P.M. 1994. Manpower requirements forecasting: a case example,
in Human Resource Forecasting and Modeling, ed D Ward, T P Bechet and R Tripp, The Human Resource Planning Society, New York.
Burke, L.A. & Steensma, H.K. 1998. Toward a model for relating executive career
experiences and firm performance, Journal of Management Issues, vol. 5(1), Spring, pp. 86-102.
Burrell, G. & Morgan, G., 2005. Sociological paradigms and organizational analysis:
Elements of the sociology of corporate life, Aldershot: Ashgate.
Cabrera, E., & Bonache, J. 1999. “An expert HR system for aligning organizational culture and strategy”. Human Resource Planning. Vol. 22 (1): pp. 51-60.
175
Calmorin, P.L. & Calmorin, A.M. 1995. Methods of research and thesis writing. REX Book Store, Inc. Manila, Philippine.
Cameron, K. S., & Quinn, R. E. 1999. Diagnosing and changing organizational
culture: Based on the competing values framework. Reading, MA: Addison-Wesley.
Campbell, D. T. 1960. “Recommendations for APA test standards regarding construct,
trait, or discriminant validity”. The American Psychologist. Vol. 15(8): pp.546-553.
Campbell, J. P. 1990. Modeling the performance prediction problem in industrial and
organizational psychology, in Handbook of Industrial and Organizational Psychology, ed M P Dunnette and LM Hugh, Blackwell, Cambridge, MA
Capelli, P. & Neumark, D. 2001. “Do high performance work practices improve
establishment level outcomes?” Industrial and Labour Relations Review. Vol. 54 (4): pp. 737-775.
Calori, R. & Sarnin, P. 1991. “Corporate culture and economic performance: a French
study”. Organization Studies. Vol. 12(1): pp. 49-74. Cartwright, S. & C. L. Cooper, 1996. Managing Mergers, Acquisitions and Strategic
Alliances: Integrating People and Cultures, Butterworth-Heinemann, Oxford.
Cascio, W. F. (2006). Managing Human Resources: Productivity, Quality of Life,
Profits. McGraw-Hill Irwin. Cascio W. F., 1998. Applied psychology in human resource management, 5th Ed.,
upper saddle river, nj: prentice hall, p.59. Catana, G.-A., & Catana, D. 2010. “Organizational culture dimensions in Romanian
finance industry”. Journal for East European Management Studies. Vol. 15(2): pp. 128-148.
Cavanna, R. Y., Sekaran, Uma, & Delahaye, Brian L., 2001. Applied business research: Qualitative and quantitative methods. Singapore: John Willey and Sons Ltd.
Chan L., Shaffer M., & Snape E., 2004. “In search of sustained competitive
advantage: The impact of organizational culture, competitive strategy and human resource management practices on firm performance”. International Journal of Human Resource Management. Vol. 15(1): pp. 17-35.
Chapman, J.A. & Jehn, K.A. 1994. “Assessing the relationship between industry
characteristics and organizational culture: How different can you be?” Academy of Management Journal. Vol. 37(3): pp. 522-553.
176
Chapman, R. & Al-khawaldeh, K. 2002. “Quality management worldwide: TQM and labor productivity in Jordanian industrial companies”. The TQM Magazine. Vol. 14(4): pp. 248-62.
Chen, JC., Lin, TL. & Kuo, MH. 2002. “Artificial world modeling of human resource
management systems”. Transactions on Evolutionary Computation. Vol. 6(6): pp. 542-556.
Chich-Jen Shieh & I-Ming Wang. 2009. “The Relationships among Cross-cultural
Management, Learning Organization, and Organizational Performance in Multinationals”. Social Behavior and Personality. Vol. 37(1), pp. 15-30.
Chow, C.W., Shields, M.D., & Wu, A. 1999. “The importance of national culture in
the design of and preference for management controls for multi-national operations”. Accounting, Organizations and Society. Vol. 24, pp. 441-461.
Chow, C. W., Harrison, G. L., McKinnon, J. L., & Wu, A. 2001. “Organizational
culture: Association with affective commitment, job satisfaction, propensity to remain and information sharing in a Chinese cultural context”. San Diego University CIBER Working Paper Series, Publication. Vol. 1(11): pp. 1-28.
Chow, C. W., Haddad, K. M., & Wu, A. 2003. “Corporate culture and its relation to
performance: A comparative study of Taiwanese and U.S. manufacturing firms”. Managerial Finance. Vol. 29 (12): pp. 65-76.
Christine S., Vivienne W., & Angela A., 1998. “The impact of information on
corporate decision making in the insurance sector”. Library Management. vol. 19 (3): pp. 154–173 MCB University Press
Cohen J., 1988. Statistical power analysis for the behavioral science. Hillsdale, New
Jersey: Lawrence Erlbaum. Cohen, E. 2008. Left-Brain Staff Management Strategies for Right-Brain Firms, STEP
Magazine [Online]. http://www.stepinsidedesign.com/STEPMagazine/Article/28887 [Accessed 1 August 2009].
Covey, S.R. 1989. The 7 Habit of Highly Effective People: Restoring the Character
Ethic. UK: Simon & Schuster. Covey, S.R. 2004. The 8th Habit: From Effectiveness to Greatness. UK: Simon &
Schuster. Cooke, F. & Human, L. 2001. “Resource strategy to improve organizational
performance: A route for firms in Britain?” International Journal of Management Reviews. Vol. 3(4): pp. 321.
Cooper, R.D., & Schindler, S.P. 2001. Business research methods, 7th Edition,
Singapore: McGraw-Hill Book Co.
177
Cooper, D.R. & Schindler, P.S. 2008. Applied multiple regression/correlation analysis for behavioral Sciences, New York: Wiley.
Costello, A. B., & Osborne, J. W. 2011. Best practices in exploratory factor analysis:
four recommendations for getting the most from your analysis. Pract Assess Res Eval 2005; 10. pareonline. net/getvn. asp, 10, 7.
Creswell, J. 2002. Educational research: planning, conducting, and evaluating
quantitative and qualitative research. Upper Saddle River, NJ: Merrill. Creswell, J. W. 2005. Educational research: planning, conducting, and evaluating
quantitative and qualitative research, (2nd Eds.). Upper Saddle River, NJ: Person Education, Inc.
Creswell, J. W. 2003. Research Design: Qualitative, Quantitative, and Mixed Methods
Approaches, (2nd Eds.). Thousand Oaks, CA: Sage. Cummings, T. & Worley, C. 2005. Organization Development and Change, 8th Ed.
Southwestern College Publishing, Cincinnati, OH. Czarniawska, B. & Sevon, G. 1996. Translating Organizational change. Berlin: W. de
Gruyter. Daft, R.L. 2000. Organization Theory and Design. (7th Ed.), South-Western College
Publishing, Thomson Learning. U.S.A. Daft, R. L., 2005. The Leadership Experience, 3rd Ed., Thomson-Southwestern,
Canada. Daley, D., Vasu, M. L., & Weinstein, M. B., 2002. “Strategic human resource
management: Perceptions among North Carolina county social services professionals”. Public Personnel Management. Vol. 31(3): pp. 359-375.
Davis, J.H., Schoorman, F.D., Mayer, R.C., & Tan, H.H. 2000. “The Trusted General
Manager and Business Unit Performance: Empirical Evidence of a Competitive Advantage”. Strategic Management Journal. Vol. 21, pp. 563 576.
Deal, T.E., & Kennedy, A.A., 1982. Corporate Culture, Addison-Wesley, Reading,
MA. Delany, J., & Huselid, M. 1996. “The impact of human resource management
practices on perceptions of organizational performance”. Academy of Management Journal. Vol. 39, pp. 949-969.
Delery, J. E., & Doty, D. H., 1996. “Modes of theorizing in strategic human resource
management: Test of universalistic, contingency, and configurational performance predictions”. Academy of Management journal. Vol. 39(40): pp. 802-835.
178
Denison, D.R. 1990. Corporate Culture and Organisational Effectiveness. New York: Wiley.
Denison, D.R. 1996. “What is the Difference between Organizational Culture and Organizational Climate? A Native’s Point of View on a Decade of Paradigm Wars”. Academy of Management Review. Vol. 21(3): pp. 619–54.
Denison, D.R., & Mishra, A.K. 1995. “Towards a Theory of Organizational Culture and Effectiveness”. Organizational Science. Vol. 6 (2): pp. 204-223.
Denscome, M. 2002. The Good Research Guide: for Small-Scale Social Research
Projects. Buckingham: Open University Press. Deshpande, Rohit, Farley, John U. & Webster, Frederick E. 2004. “Corporate culture,
customer orientation, and innovativeness in Japanese firms: A quadrate analysis”. Journal of Marketing. Vol. 57: pp. 23-27.
Dessler, G. 2003. Human Resource Management, 9th edition. Prentice Hall. Detert, J. R., Schroeder, R. G., & Mauriel, J. J. 2000. “A framework for linking
culture and improvement initiatives in organizations”. Academy of Management Review. Vol. 25, pp. 850-863.
Devis, L. 2007. Organizational Culture and its Importance, http://www.
organizationalculturecenter.com/ Accessed on 3rd January, 2009. De Waal, A. 2002. “The Power of world-class performance management: Use It!”
Measuring Business Excellence. Vol. 6 (3): pp. 9-19. Dirk J. van Wasbeek, 2004. Human Resource Management Practices in Selected
Ethiopian Private Companies: a Study to Increase Employee Productivity in Ethiopia. (PhD thesis). Robert Kennedy College
Dolan, S., & Garcia, S. 2002. “Managing by values: Cultural redesign for strategic
organizational change at the dawn of the twenty-first century”. Journal of Management Development. Vol. 21(2): pp. 101-117.
Donald R. Cooper & Pamela S. Schindler. 2008. Business Research Method, tenth
edition, 140-546, McGraw-Hill companies, Inc., New York. Doyle, Peter 1994. “Setting Business Objectives and Measuring Performance”.
European Management Journal. Vol. 12(2): pp. 123-132. Dutton, J. E. 2003. Energize your workplace: how to create and sustain high-quality
connections at work. San Francisco: Josse-Bass. Early, P.C. 1987. “Intercultural Training for Managers: A Comparison of
Documentary and Interpersonal Methods”. Academy of Management Journal. Vol. 30, pp. 685 – 698.
179
Eduardo Davel, & Diane-Gabrielle Tremblay. 2003. Organizational Culture and Social Performance: Insights From The Experience Of Family Organizations. Iberoamerican Academy of Management, 3rd International Conference, São Paulo.
Estrin, Saul & Mike Wright. 1999. “Corporate Governance in the Former Soviet
Union: An Overview”. Journal of Comparative Economics. Vol. 27:3, pp. 398-421.
Estrin S. & Rosevear A. 1999. “Enterprise Performance and Corporate Governance in
Ukraine”. Journal of Comparative Economics. Vol. 27, pp. 442–458. Flamholtz EJ., 2001. “Corporation Culture and the Bottom Line". European
Management Journal. Vol. 19(3): pp. 268-275. Flapper, S.D.P., Fortuin, L. & Stoop, P.M.P. 1996. “Towards consistent performance
management systems”. International Journal of Operations and Production Management. Vol. 6 (7): pp. 27-36.
Fombrun, C. J.; Tichy, N. M.; & Devanna, M. A. 1984. Strategic human resource
management. NewYork : Wiley. Ford, C.M., 1995. Creativity is a mystery: clues from the investigators’ notebooks.
Ford, C.M., Gioia, D.A., Creative Action in Organizations: Ivory Tower Visions & Real World Voices, Sage, Londodn, 12-52.
Ford, J. D., & Schellenberg, D. A. 1982. “Conceptual Issues of Linkage in the
Assessment of Organizational Performance”. Academy of Management Review. vol. 7(1): 49-58.
Fried, Y., & Ferris, G. R. 1987. “The validity of the job characteristics model: A
review and meta-analysis”. Personnel Psychology. Vol. 40: pp. 287-322.
Friedlander, F. & Walton, E. 1964. “Positive and negative motivations toward work”. Administrative Science Quarterly. Vol. 9: pp. 194-207.
Gagliardi, P. 1986. The creation and change of organizational cultures: A conceptual
framework. Organization Studies, Vol. 7, 117-134. Galpin, T. J. & Herdon, M. 2000. The complete guide to mergers and acquisitions –
process tools to support m&a integration at every level. San Francisco: Jossey-Bass Publishers Inc.
Galbraith, C., & Scendel, D. 1983. “An empirical Analysis of Strategy Types”.
Strategic Management Journal. Vol. 4: pp. 153-173. Gay, L. R. & Airasian, P. 2003. Educational Research: Competencies for analysis and
Application (7th Eds.). Upper Saddle River NJ: Pearson Education, Inc.
180
Gay, L. R., & Diehl, P. L. 1996. Research methods for business and management. Singapore: Prentice Hall.
Gerhart, B., & Milkovich, G.T. 1990. “Organizational differences in managerial
compensation and financial performance”. Academy of Management Journal. Vol. 38: pp. 635-276.
Ghrayeb, O., Damodaran, P., & Vohra, P. 2011. “Art of triangulation: an effective
assessment validation strategy”. Global Journal of Engineering Education. Vol. 13(3): pp. 96-101.
Gimenez, F.A.P. 2000. “The Benefits of a Coherent Strategy for Innovation and
Corporate Change: A Study Applying Miles and Snow’s Model in the Context of Small Firms”. Strategy and Innovation in SMEs. Vol. 9(4): pp. 235-244.
Gordon GG. & DiTomaso N. 1992. “Predicting corporate performance from
organizational culture”. Journal of Management Studies. vol. 29: pp. 783‐98. Gray, JH, Densten, IL & Sarros, J.C. 2003. ”Size matters: Organisational culture in
small, medium, and large Australian organizations”. Journal of Small Business and Entrepreneurship. Vol. 17 (1): pp. 31-46.
Gregory BT, Harris SG, Armenakis AA, & Shook CL., 2009. “Organizational culture
and effectiveness: A study of values, attitudes, and organizational outcomes”. Journal of Business Research. Vol. 62 (7): pp. 673‐679.
Griffin, M., 2003. Griffin organizational performance model. Griffin Organization
Consulting. Groves, R. M., Fowler, F. J., Couper, M. P., Lepkowski, J. M., Singer, E., &
Tourangeau, R., 2004. Survey methodology, Hoboken, N.J.: John Wiley & Sons, Inc.
Guest D., 2002. “Human Resource Management, Corporate Performance and
Employee well-being: Building the worker into HRM”. The Journal of Industrial Relations. Vol. 44 (3): pp. 335-358.
Hair, J.F., Bush, R.P., & Ortinau, D.J., 2003. Marketing research: Within a changing
information environment (2th Ed). New York, USA: McGraw-Hill Irwin. Handy, C. B. 1981. Understand organizations. England: Penguin Books. Haniffa, R. M., & Cooke, T. E. 2002. “Culture, corporate governance and disclosure
in Malaysian corporations”. Abacus. Vol. 38(3): pp. 317-349. Hansen, G.S., & Wernerfelt. 1989. “Determinants of Firm Performance: Relative-
Importance of Economic and Organizational Factors”. Strategic
181
Management Journal. Vol. 10(5): pp.399-411.
Harel, G.H. & Tzafrir, S.S. 1999. “The Effect of Human Resource Management Practices on the Perceptions of Organizational and Market Performance of the Firm”. Human Resource Management. Vol. 38: pp. 185–200.
Harold D. F. & Darlene, B.S., 2004. “Managing for Value: Developing a Performance
Measurement System Integrating Economic Value Added and the Balanced Scorecard in Strategic Planning”. Journal of Business Strategies. Vol. 21 (1): pp. 1-17.
Harris, R. & Davison R. 1999. “Anxiety and involvement: Cultural dimensions of
attitudes toward computers in developing countries”. Journal of Global Information Management. Vol. 7: pp. 26-38.
Harris, C; Cortvriend, P., & Hyde, P 2007. “Human resource management and
performance in healthcare organizations”. Journal of Health Organization and Management. Vol. 21(4/5): pp. 448-459.
Harrison, G., 1994. “Culture and Management”. Australian Accountant. Vol. 64 (10): pp. 14-22.
Harrison, G., McKinnon, J., Wu, A., & Chow, C., 2000. “Cultural Influences on
Adaptation to Fluid Workgroups and Teams”. Journal of International Business Studies. Vol. 31 (3): pp. 489-505.
Harrison, R. 1972. “Understanding your organization’s character”. Harvard Business
Review. Vol. 5: pp 119–28. Hartnell, C. A., Ou, A. Y., & Cameron, K., & Freeman, S. 1991. “Culture,
congruence, strength, and type: Relationship to effectiveness”. Research in Organizational Change and Development. Vol. 5: pp. 23-58.
Hartnell, C. A., Ou, A. Y., & Kinicki, A. 2011. “Organizational culture and
organizational effectiveness: A meta-analytic investigation of the competing values framework’s theoretical suppositions”. Journal of Applied Psychology. Vol. 96: pp. 677-694.
Hatch, M. J. 1993. “The dynamics of organizational culture”. Academy of
Management Review. Vol. 18: pp. 63-67. Heffernan, M.M. & Flood, P.C. 2000. An Exploration of the Relationship between
ManagerialCompetencies Organizational, Characteristic and Performance in an Irish organization. Journal of European Industrial Training. Univerisity Press, p128-136.
Heller, R. (2006) Right and left-brain management styles [Online]
http://www.management-issues.com/2006/12/22/opinion/right-and-left brainmanagement-styles.asp [Accessed 1 August 2009].
182
Hellriegel, D., & Slocum, J. M. 2007. Organizational Behavior. South- Western, U.S.A.
Hendry, C.; & Pettigrew, A. M. 1992. “Patterns of strategic change in the
development of human resource management”. British Journal of Management. Vol. 3: pp. 137–156.
Hendry, J. 1999. “Cultural theory and contemporary management organization”.
Human Relations. Vol. 52: pp. 557-577. Heneman, H., & Judge, T. 2006. Staffing organizations, (5th ed.). Burr Ridge:
McGraw-Hill. Henri, J. F. 2006. “Management control systems and strategy: A resource-based
perspective”. Accounting Organizations and Society. Vol. 31: pp. 529-558. Hofstede, C.1980. Culture’s Consequences: International Differences in Work-related
Values. Veverly Hills, California:Sage. Hofstede, G. 1980. “Motivation, Leadership and Organization: do American Theories
Apply Abroad?” Organizational Dynamics. Summer, pp. 42-46. Hofstede, G., 1983. “The cultural relativity of organizational practices and theories”.
Journal of International Business Studies. Fall, pp. 75-89. Hofstede, G. 1991: Cultures and organizations: Software of the mind, London:
McGraw Hill. Hofstede, G. 1997. Cultures and Organizations, Software of the Mind. Intercultural
Cooperation and its Importance for Survival. McGraw Hill. New York. Hofstede, G., 1998. “Attitudes, values and organizational culture: Disentangling the
concepts”. Organization Studies. Vol. 19 (3): pp. 477-493. Hofstede, G. 2001. Culture’s consequences: Comparing values, behaviors, institutions
and organizations across nations, 2nd ed, Thousand Oaks, CA: Sage. Hofstede, G. & Bond, M.H., 1988. “The Confucius connection: from cultural roots to
economic growth”. Organizational Dynamics. Vol. 16 (4): pp. 4-21. Hofstede, G., Neuijen, B., Ohayv, D.D., & Sanders, G. 1990. “Measuring
Organizational Cultures: A Qualitative and Quantitative Study across Twenty Cases”. Administrative Science Quarterly. Vol. 35: pp. 286-316.
Holmes, S., & Marsden, S. 1996. “An Exploration of the Espoused Organizational
Cultures of Public Accounting Firms”. Accounting Horizons. Vol. 10: pp. 26-53.
183
Hom PW, & Griffeth RW. 1995. Employee turnover. South Western college publishing, Cincinnati, OH, pp. 200-340.
Horgan, J., & Mohalu, P. 2006. “Human resource systems and employee performance
in Ireland and the Netherlands: a test of the complementarily hypothesis”. International Journal of Human Resource Management. Vol. 17 (3): pp. 414-439.
Hoque, K., 1999. “Human Resource Management and Performance in the UK Hotel
Industry”. British Journal of Industrial Relations. Vol. 37: pp. 419–443. House, R. J., Hanges, P. J., Javidan, M., Dorfman, P. W., & Gupta, V. 2004. Culture,
leadership, and Organizations: The GLOBE Study of 62 Societies. Beverly Hills: Sage Publications.
Huselid M., 1995. “The Impact of human resource management practices on turnover,
productivity, and corporate financial performance”. Academy of Management journal. vol. 38: pp. 635-670
Huselid, MA., Jackson, SE., & Schuler, RS., 1997. “Technical and strategic human
resource management effectiveness as determinants of firm performance”. Academy of Management Journal. Vol. 40(1): pp. 171-188.
Insurance Commission, 2005. Insurance business in Jordan: financial report 2005.
Insurance Commission, Amman. Jackson, S. E., & Schuler, R. S., 2000. Managing human resources: A partnership
perspective. Cincinnati, OH: South-Western. Javier. (2002). A Review Paper on Organizational Culture and Organizational
Performance. www.ijbssnet.com/journals/ James L., Bowditch & Anthony F. Buono. 2005. A Primer on Organizational
Behavior, sixth edition, John Wiley & Sons, Inc. Jepperson R. L., 1991. Institutions, institutional effects, and institutionalism. In w. w.
powell and p. j. dimaggio, the new institutionalism in organizational analysis, Chicago press, pp. 513-63.
Johnson G. & Scholes K., 1999. Exploring Corporate Strategy. (5th Ed). Prentice Hall. Johnson, R. B., & Turner, L. 2003. Data collection Strategies in Mixed Methods
Research, in Handbook of Mixed Methods in Social and Behavoiral Research, A. Tashakkori and C. Teddlie (eds.), Thousand Oaks, CA: Sage Publications, pp. 297-320.
Jones, DC., Kalmi, P. & Kauhanen, A. 2006. “Human resource management policies
and productivity: New evidence from an econometrics case study”. Oxford Review of Economic Policy. Vol. 22(4): pp. 526-537.
184
Jones, G.R., George, J.M., & Hill, C.W.L. 2000. Contemporary Management (2nd ed.). Boston: McGraw-Hill.
Jordan Insurance Federation, 2006. Annual insurance business report mid year 2006.
Jordan Insurance Federation, Amman. Jordanian news agency-Petra, 2012. 436 million dinars insurance premiums during the
last ten years. Investigated article (ar), 13 august 2012. <http://petra.gov.jo/Public_News/Nws_NewsDetails.aspx?lang=1&NewsID=80877>
Jurkiewicz, C.L. & Giacalone, R.A., 2004. “A values framework for measuring the
impact of workplace spirituality on organizational performance”. Journal of Business Ethics. Vol. 49: pp. 129-142.
Kandula, S. R., 2006. Performance Management. New Delhi: Prentice Hall of India
private limited. Kannan, V.R. & Tan, K.C. 2003. “Attitudes of US and European manager to supplier
selection and assessment and implications for business performance”. Benchmarking: An International Journal. Vol. 10(5): pp. 472-489.
Katou, A. A., & Budhwar, P. S. 2007. “The Effects of Human Resource Management
Policies on Organizational Performance in Greek Manufacturing Firms”. Thunderbird International Business Review. Vol. 49(1): pp.1-35.
Katzu, P. 1986. Certain factors related to member integration in a multinational
organization. [Unpublished Doctoral Dissertation]. University of Allahabad, India.
Keith O., Mundy, R., Guild, W., & Guild, R. 2001. “Creating and sustaining the high
performance organization”. Managing Service Quality. vol. 11(1): pp. 10-21. Kent, V. & Terry, H. 2001. Impact of human resource management practices on
nursing home performance, Health service management research, vol. 14(3), pp 192-202. http://www.iimahd.ernet.in/publications/data/2005-09-02ramesh.pdf Assessed on 6/05/2009)
Khan, A. 2005. Matching people with organizational culture. Business Management
Group. Newport. Khandekar & Sharma, 2005. “Managing human resources capabilities for sustainable
competitive advantage: an empirical analysis from Indian global organizations”. Education and Training. Vol. 47(8/9): pp. 628-639.
Khatri, N. 1999. “Emerging issues in strategic HRM in Singapore”. International
Journal of Manpower. Vol. 20(8): pp. 516-529.
185
Khatri, N., 2000. “Managing human resources for competitive advantage: a study of companies in Singapore”. International journal of human resource management. Vol. 11(2): pp. 336-365.
Kilic, C., & Dursun, T., 2010. “The Effect of Organizational Culture on Customer
Orientation”. Journal of American Academy of Business. vol. 15(2): pp. 1-7. Kilmann, R. H., Saxton, M. J., & Serpa, R. 1985. Gaining control of the corporate
culture. San Francisco, CA: Jossey-Bass. Kirkpatrick, L. A., & Feeney, B. C. 1996. A simple guide to SPSS/PC+: For versions
4.0 and 5.0. Pacific Grove, CA: Brooks/Cole.
Klein, A. L. 1996. “Validity and reliability for competency-based systems: reducing litigation risks”. Compensation and Benefits Review. Vol. 28(4): pp. 31-7.
Koch, M. J., & McGrath, R. G. 1996. “Improving labor productivity: Human resource
management policies do matter”. Strategic Management Journal. Vol. 17(5): pp. 335-354.
Kotey, B. 2005. “Goals, management practices, and performance of family SMEs”.
International Journal of Entrepreneurial Behavior & Research. Vol. 11(1): pp. 3-24.
Kotter, J.P. & Heskett, J.L., 1992. Corporate Culture and Performance. Macmillan,
New York, Free Press. Kotter, J.P. 2008. Corporate culture and performance, Simon and Schuster. com. Lamond, D., 2003. “The value of Quinn’s competing values model in an Australian
context”. Journal of Managerial Psychology. Vol. 18 (1): pp. 46-59. Lau, R.S.M. & May, B.E., 1998. “A Win-Win Paradigm for Quality of Work Life and
Business Performance”. Human Resource Development Quarterly. Vol. 9: pp. 11–26.
Laurent, A. 1986. “The cross-cultural puzzle of international human resource
management”. Human Resource Management. Vol. 25: pp. 91-102. Lee, C. & Chen, Wen-J. 2005. “The Effects of Internal Marketing and Organizational
Culture on Knowledge Management in the Information Technology Industry”. International Journal of Management. Vol. 22(4): pp. 661-672.
Lee Huey Yiing, 2008. The Association between Organizational Culture and
Leadership Behavior and Organizational Commitment, Job Satisfaction And Employee Performance - A Malaysian Perspective. (thesis-MBA). University of Malaya.
186
Lee, J. & Bose, U. 2002. “Operational linkage between diverse dimensions of information technology investments and multifaceted aspects of a firm’s economic performance”. Journal of Information Technology. Vol. 17: pp. 119-131.
Lee, YC. & Lee, SK., 2007, “Capability, processes, and performance of knowledge
management: A structural approach”. Human Factors and Ergonomics in Manufacturing. Vol. 17 (1): pp. 21-41.
Leedy, P. D., & Ormrod, J. E., 2005. Practical research: Planning and design (8th
ed.).Upper Saddle River, N. J.: Pearson. Legge, K. 1994. Managing Culture: Fact or Fiction. In Sisson, K. (ed.) Personnel
Management: A Comprehensive Guide to Theory and Practice in Britain. Oxford: Blackwell, pp. 397–433.
Li, J. & Karakowsky L., 2001. “Do we see eye to eye? Implications of cultural differences for cross-cultural management research and practice”. The Journal of Psychology. Vol. 135: pp. 501-517.
Li, Mingfang and Ye, L. Richard. 1999. “Information Technology and Firm
Performance: Linking with Environmental, Strategic, and Managerial Contexts”. Information and Management. Vol. 35: pp. 43-51.
Lim, B. 1995. “Examining the organizational culture and organizational performance
link”. Leadership & Organization Development Journal. Vol. 16(5): pp. 16-21.
Lin, CY, & Kuo, TH., 2007. “The mediate effect of learning and knowledge on
organizational performance”. Industrial Management & Data Systems. Vol. 107 (7): pp. 1066-1083.
Locke, L. F., Spirduso, W. W., & Silverman, S. J., 2000. Proposals that work: A
Guide for Planning Dissertations and Grant Proposals (4th Eds.). Thousand Oaks, CA: Sage Publications.
Lumpkin, G.T. & Dess, Gregory G. 2001. “Linking Two Dimensions of
Entrepreneurial Orientation to Firm Performance: The Moderating Role of Environment and Industry Life Cycle”. Journal of Business Venturing. Vol. 16: pp. 429-451.
Lund, D. B., 2003. “Organizational culture and job satisfaction”. Journal of Business
and Industrial Marketing. Vol. 18(3): pp. 219-231. MacDuffe, J. P. 1995. “Human Resource Bundles and Manufacturing Performance:
Organizational Logic and Flexible Production Systems in the World Auto Industry”. Industrial and Labor Relations Review. Vol. 48(2): pp. 57-68.
187
Madu, I. A. 2007. “The underlying factors of rural development patterns in the Nsukka Region of Southeastern Nigeria”. Journal of Rural and Community Development. Vol. 2 (2): pp. 110-122.
Manjoo F. 2007. Why Different Takaful Models in the World? No. 10.
[email protected]. www.takaful.coop March, J. G., & Sutton, R. I. 1997. “Crossroads-Organizational Performance as a
Dependent Variable”. Organization science. Vol. 8(6): 698-706. McDermott, C.M., and Stock, G.N. 1999. “Organizational culture and advanced
manufacturing technology implementation”. Journal of Operations Management. Vol. 17: pp 521-533.
Magee, K. C., 2002. The impact of organizational culture on the implementation of
performance management (Doctoral dissertation). Available from Dissertations and Theses database (UMI No.3047909).
March, J.G. & Sutton, R.I. 1997. “Organizational Performance as a Dependent
variable”. Organization Science. Vol. 8: pp. 698-706. Marcia M. 2012. Employee Performance Definition. eHow Contributor.
<http://www.ehow.com/facts_7218608_employee-performance-definition.html>
Marcoulides, G. & Heck, R.H. 1993. “Organizational Culture and Performance:
Proposing and Testing a Model”. Organizational Science. Vol. 4(2): pp. 209-223.
Marsick, V & Watkins, K., 2003. “Demonstrating the value of an organization’s
learning culture: The dimensions of the learning organization questionnaire”. Advances in Developing Human Resources. Vol. 5: pp. 132-151.
Martin, J. 1992. Cultures in Three Organizations: Three Perspectives. London:
Oxford University Press. Martin, J., 1995. Organizational culture. In The Blackwell encyclopedic dictionary of
organizational behavior (pp. 376-382). Cambridge, MA: Blackwell. Martins, N. 1997. Organizational Culture survey. Johannesburg. Mary Jo Hatch, 2004. Dynamics in Organizational Culture. New Direction in the
Study of Organizational Change and Innovation Processes New York: Oxford University Press.
Maz Jamilah, M., Noormaizatul Akmar, I., Noor Asliza, A. R., Siti Aisyah, M. N., &
Nor Hazadura, H. 2008. “Role of Organizational Culture in Stimulating Creativity and Innovation among Engineering Students”. UniMAP Academic Strategic Planning. p. 269-276.
188
McKinnon, J. L., Harrison, G. I., Chow, C. W., & Wu, A., 2003. “Organizational culture: association with commitment, job satisfaction, propensity to remain, and information sharing in Taiwan”. International Journal of Business Studies. Vol. 11(1): pp. 25-44.
Michael Armstrong, 2006. A Handbook of Human Resource Management Practice.
10th ed., Printed and bound in Great Britain by Cambridge University Press, ISBN 0 7494 4631 5
Milliman, J., Von Ghnow, Mary Ann, & Nathan, M. 1991. “Organizational Life
Cycles and Strategic International Human Resource Management in Multinational Companies: Implications for Congruence Theory”. Academy of Management Review. Vol. 16(2): pp. 318-339.
Mohd Shariff, M.N. 2003. An evaluation of a government-backed loan scheme in
Malaysia. Sintok: Universiti Utara Malaysia Publisher. Mohrman, A. M., Galbraith, J. R., Lawler, E. E., & Associates. 1998. Tomorrow’s
Organization: Crafting Winning Capabilities in a Dynamic World. San Francisco: Jossey-Bass.
Monique A. & Brian H. 2011. “A Fresh Look at the Contribution of Project Management to Organizational Performance”. Project Management Journal. Vol. 42(1): 3–16
Morgan, G. 1997. Images of Organization, Thousand Oaks: Sage Publications. Morgan, G. A., Leech, N. L., Gloeckner, G. W., & Barrett, K. C. 2004. SPSS for
Introductory Statistics: Use and Interpretation (2nd ed.). Mahwah, NJ: Lawrence Erlbaum Associates.
Muafi Muafi, 2009. “The Effects of Alignment Competitive Strategy, Culture, and Role Behavior on Organizational Performance in Service Firms”. International Journal of Organizational Innovation. Vol. 2 (1): pp. 106-134.
Muafi muafi, 2008. Integration, Configuration and Contingency Model; Environment-
Strategy- Performance. Usahawan Journal, Indonesia University, March, pp. 33-41.
Muhammad Hasmi Abu Hassan & Razli Che Razak, 2007. Strategic decision making
practices and organization performance: a conceptual perspective of Malaysian organizations. Oxford Business & Economics Conference UK, ISBN: 978-0-9742114-7-3
Mulhim, A. S., & Sabbagh, A. M., 2006. The Islamic Insurance Theory And Practice.
< http://www.albaraka.com/media/pdf/Research-Studies/Book-Islamic-Insurance.pdf>
189
Mullins, L. 1999. Management and Organizational Behaviour.5th Edition, Pearson Education.
Mulqueen, C., 26 September 2011. How to Link Learning and Behavioral Styles to
Improve Performance. Mediatec Publishing Inc. < http://clomedia.com/articles/view/how-to-link-learning-and-behavioral-
styles-to-improve-performance/1> Murphy, K.R., & Cleveland, J.N. 1995. Understanding performance appraisal: Social
organizational and goal based perspectives. Thousand Oaks: Sage Publications.
Murugan, M., 2009. “A Study on Organizational Culture and Its Impact on the
Performance of IT Employees in Chennai. Institute of Chartered Financial Analysts of India”. The ICFAI Journal of Management Research. Vol. 8(5): 7-16. Retrieved January 28, 2010, from ABI/INFORM Global.
Neal M. Ashkanasy, Celeste P M Wilderom, & Mark F. Peterson, 2010. Handbook of
organizational culture & climate. 2nd Ed. (pp. 193-209). Thousand Oaks, CA: Sage.
Neda M., Soltani, I., & Bozorgzad, A. 2012. “Study of Organizational Culture of
Departments of Education in Isfahan Province in Academic Year 2010-11 based on Denison Model”. International Journal of Business and Social Science. Vol. 3(4), www.ijbssnet.com.
Newman, L.K. & Nollen, D.S., 1996. “Culture and Congruence: The Fit between
Management Practice and National Culture”. Journal of International Business Studies. Fourth Quarter. Vol. 27 (4): pp. 753–779.
Nickell, S. 1996. Competition and Corporate Performance. Journal of Political
Economy. Vol. 104 (4), pp. 724–46. Nirachon Chutipattana. 2010. The Role of Personality, Motivation, and
Organizational Culture in Determining Managerial Competencies for Primary Care Managers in Southern Thailand. (PhD thesis). University Utara Malaysia.
Noe, R. Hollenbeck, J., Gerhart, B. & Wright, P., 2006. Human Resource
Management: Gaining A Competitive Advantage, 5th edition, Irwin: McGraw-Hill.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M., 2000. Human Resource
Management: Gaining a Competitive Advantage, New York: Irwin-McGraw-Hill.
190
Noorderhaven, G. N., Koen, I. C., & Beugelsdijk, S. 2002. Organizational culture and network embeddedness. Tilburg University centER discussion paper, 2002-2091.
Normala Binti Daud, 2006. Human Resource Management Practices and Firm
Performance: The Moderating Roles of Strategies and Environmental Uncertainties. (PhD thesis). Universiti Sains Malaysia, 11-20
Okashah Asa’ad, 2008. The impact of organizational culture at the level of
functionality: an empirical study on telecommunication company “paltel” in palestine. (master thesis). the islamic university‐ghaza.
Oldham, G. R., Kulik, C. T., Stepina, L. P., & Ambrose, M. L. 1986. “Relations
between situational factors and the comparative referents used by employees”. Academy of Management Journal. Vol. 29: pp. 599-608.
Oliver, N. 1990. “Rewards, Investments, Alternatives, and Organizational
commitment: Empirical Evidence and Theoretical Development”. Journal of Occupational Psychology. Vol. 53, pp. 19-31.
Olu Ojo. 2009. “Impact Assessment of Corporate Culture on Employee Job
Performance”. Business Intelligence Journal. vol. 2 August, (2). <http://www.saycocorporativo.com/saycoUK/BIJ/journal/Vol2No2/article9.pdf>
Ogbonna, E. 1992. “Managing Organizational Culture: Fantasy or Reality?”. Journal
of Human Resource Management. Vol. 3(2): pp. 42-54. Ogbonna, E. 1993. “Managing Organizational Culture: Fantasy or Reality?” Human
Resource Management Journal. Vol. 3(2): pp. 42–54. Ogbonna, E. & Harris, L. C. 1998. “Managing Organizational Culture: Compliance or
Genuine Change?” British Journal of Management. Vol. 9: pp. 273–288. Ogbonna, E., & Harris, L., 2000. “Leadership style, organizational culture and
performance: Empirical evidence from UK companies”. International Journal of Human Resource Management. Vol. 11(4): pp. 766-788.
Onken, M. 1999. “Temporal elements of organizational culture and impact on firm
performance”. Journal of Managerial Psychology. Vol. 14: pp. 231-243. Ooi Keng Boon, Arumugam, V., Vellapan, L., Alex L. K., & Kim-Wai C. 2006. “A
Quantitative Analysis of the Link between Organizational Culture and Job Satisfaction: Evidence from Some Malaysian Health Care”. Malaysian Management Review.
O’Reilly, C. A. & Chatman, J. A. 1996. “Culture as social control: Corporations,
cultures, and commitment”. Research in organizational behavior. Vol. 18: pp. 157-200.
191
O’Reilly, C. A., Chatman, J. A. & Caldwell, D. F. 1991. “People and organizational culture: a profile comparison approach to assessing person-organizational fit”. Academy of Management Journal. Vol. 34(3): pp. 487-516.
Ostroff, C. & Bowen, D. E. 2000. Moving HR to a higher level: HR practices and
organizational effectiveness. In K. J. Klein & S. W. Koslowski (Eds.), multilevel theory, research, and methods in organizations.
Ouchi, W.G. 1981. Theory Z: How American Business Can Meet the Japanese
Challenge. Reading, MA: Addison-Wesley. Parnell, J.A., & Wright, P. 1993. “Generic Strategy and Performance: An Empirical
Test f the Miles and Snow Typology”. British Journal of Management. Vol. 4: pp. 29-36.
Pascale, R.T. & Athos, A.G. 1981. The Art of Japanese Management: Applications for
American Executives. New York: Simon & Schuster. Paterson, M., West, M., Lawthom, R. & Nickell, S. 1997. Impact of People
Management Practices on Business Performance, London: Institute of Personnel and Development.
Patrick S. P., Felicitas U. E. & Albaum, G., 2005. “A Comparative Study of the
Management Styles of Marketing Managers in Australia and the People’s Republic of China”. International Marketing Review. Vol. 22 (1): pp. 34-47.
Paul, A.K., & Anantharaman, R.N. 2003. “Impact of People Management Practices on
Organizational Performance: Analysis of a Causal Model”. International Journal of Human Resource Management. Vol. 14(7): pp.1246–1266.
Pell, Arthur. R. 2001. The complete Idiot’s Guide to Human Resource Management.
Indianpolis: Alpha Books. Peter K’Obonyo & Beatrice Dimba, 2007. Influence of Culture on Strategic Human
Resource Management (SHRM) Practices in Multinational Companies (MNC) in Kenya: A Critical Literature Review. Strathmore University. Kenya <http://www.strathmore.edu/research/strategic-human-resource-mgt.pdf>
Peter Vayanos & Maher Hammoud, 2007. Promoting Growth and Competitiveness of
the Insurance Sector in the Arab World (Booz Allen Hamilton) <http://www.chilearab.cl/descargas/2_4.pdf>
Peters, T. & Waterman, R. 1982. In Search of Excellence. New York: Random House. Pettigrew, A. 1979. “On studying organizational culture”. Administrative Science
Quarterly. Vol. 24: pp. 570-581.
192
Pfeffer, J. 1981. Management as symbolic action. In L. L. Cummings & B. M. Staw (Eds.), Research in Organizational Behavior. Vol. 3: pp. 1-52.
Pfeffer, J. 1994. Competitive Advantage through People. Boston: Harvard Business
School Press. Plakhotnik, M. S. & Tonette S. R., 2005. Organizational Culture: A Literature Review
of the AHRD 1994-2005 Proceedings. Florida International University, USA. Platonova, Elena A., 2005. The relationship among human resource management,
organizational culture, and organizational performance. (Ph.D. dissertation). The University of Alabama at Birmingham, United States -- Alabama. Retrieved December 11, 2010, from ABI/INFORM Global.(Publication No. AAT 3201176).
Pothukuchi, V., Damanpour, F., Choi, J., Chen, C. C., & Park, S. H. 2002. “National
and Organizational Culture Differences and International Joint Venture Performance”. Journal of International Business Studies. Vol. 33(2): pp. 243-265.
Prajogo, DI, Laosirihongthong, T, Sohal, A & Boon-Itt, S 2007. “Manufacturing
strategies and innovation performance in newly industrialized countries”. Industrial Management & Data Systems. Vol. 107 (1): pp. 52-68.
Prakash, A. 1982. A study of organisational socialisation of industrial worker.
[Unpublished Doctoral Thesis]. University of Allahabad, India. Praveen Balgobind, 2007. The relationship between human resource management
practices and organizational performance in the manufacturing sector of the beer industry in South Africa. (Master project). University of Pretoria, p: 29-49.
Punia B.K., & Luxmi. 2005. “Organizational Culture in Service Sector: An
Exploration”. Delhi Business Review. Vol. 6(1): pp. 45-51. Quinn, R.E., & Kimberly, J.R. 1984. Paradox, planning, perseverance: Guidelines for
managerial practice. In J.R. Kimberly & R.E. Quinn (Eds.), Managing organizational transitions, pp. 295-313. Homewood, IL: Dow Jones-Irwin.
Quinton Walter Williams, 2006. Implementing Performance Management At Local
Government Level In South Africa: A Case Study On The Impact Of Organizational Culture. (Thesis MBA). Rhodes University.
Qureshi M Tahir & Ramay I. Mohammad, 2006. Impact of Human Resource
Management Practices on Organizational Performance in Pakistan. Muhammad Ali Jinnah University. Islamabad.
Raduan Che Rose, Naresh Kumar, Haslinda Abdullah, & Goh Yeng Ling, 2008.
“Organizational Culture as a Root of Performance Improvement: Research
193
and Recommendations”. Contemporary Management Research. Vol. 4 (1): pp. 43-56.
Rainey, H. G. & Steinbauer, P. 1999. “Galloping elephants: Developing elements of a
theory of effective government organizations”. Journal of Public Administration Research and Theory. Vol. 9(1): pp. 1-32.
Ramsey, H., Scholarios, D., & Harley, B., 2000. “Employees and High- Performance
Work Systems: Testing Inside the Black Box”. British Journal of Industrial Relations. Vol. 38, pp. 501-532.
Recardo, R. & Jolly, J. 1997. “Organizational culture and teams”. Sam Management
Journal, pp. 4-7. Reynolds, R., & Ablett, A., 1998. “Transforming the rhetoric of organizational
learning to the reality of the learning organization”. The Learning Organization. Vol. 5 (1): pp. 24-35.
Ricardo, R., & Wade, D. 2001. Corporate Performance Management: How to Build a
Better Organization through Measurement Driven Strategies Alignment. Butterworth Heinemann.
Richard, C., 2002. Experiments with New Teaching Models and Methods.
International Public Management Review. Vol. 3(2), 41-54. Richardson, S., R. Sloan, M. Soliman, & I. Tuna. 2005. “Accrual reliability, earnings
persistence and stock prices”. Journal of Accounting and Economics. Vol. 39: pp. 437–485.
Riley, P. 1983. “A Structurationist Account of Political Culture”. Administrative
Science Quarterly. Vol. 28: pp. 414–37. Ritchie, J.R.B. & G.I. Crouch. 2000. “The Competitive Destination: A Sustainability
Perspective”. Tourism Management. Vol. 21(1): pp. 1-7. Robbins, S. P. 2001. Organizational Behaviour. New Jersey: Prentice Hall. Robbins, Stephen P., 2003. Organizational Behavior, 10th edition, Pearson Education,
Inc., Upper Saddle River, New Jersey. Robinson, R. B. 1982. “The Importance of Outsiders in Small Firm Strategic
Planning”. Academy of Management Journal. vol.25 (1): pp. 80-93. Rokeach, M. 1973. The nature of human values. New York : Free Press. Rollinson, D. & Broadfield A., 2002. Organizational Behavior and Analysis, 2nd ed.,
Prentice Hall.
194
Rogg, K. L., Schmidt, D. B., Shull, C., & Schmitt, N. 2001. “Human resource practices, organizational climate, and customer satisfaction”. Journal of Management. Vol. 27: pp. 431-449.
Rosenthal, J. & Masarech, M.A. 2003. “High-Performance Cultures: How Values Can
Drive Business Results”. Journal of Organizational Excellence. pp. 3–18. Rousseau, D. M., 1990. Organizational culture: The case for multiple methods. In B.
Schneider (Ed.), Organizational climate and culture, San Francisco: Jossey-Bass.
Rowden, Robert W. 2002. The strategic role of human resource management in
developing a global corporate culture. International Journal of Management. <http://www.allbusiness.com/company-activities-management/management-corporate culture/13478354-1.html>
Saffold, G. 1988. “Culture Traits, Strength and Organizational Performance: Moving
Beyond Strong Culture”. Academy of Management Review. Vol. 13 (4): pp. 546-558.
Sahlin, M. & Service, E. 1960. Evolution and culture. Ann Arbor: University of
Michigan Press. Salkind, N., 2003. Exploring research, 5th ed. Upper Saddle River, NJ: Pearson
Education. Sarros, J.C., Densten, I.L. & Santora, J.C. 2001. Leadership and values: Australian
executives and the balance of power, profits and people. Sydney: HarperCollins.
Saunders, M., Lewis, P. & Thornhill, A. 2003. Research Methods for Business
Students. 3rd edition. Harlow: Pearson Educational Ltd. Saxena, I. 2000. “Corporate culture and organizational performance: A comparative
study of manufacturing organizations”. Management Review (March 2000): Indian Institute of Management, Bangalore.
Schein, E.H., 1985. Organizational Culture and Leadership, Jossey-Bass, San
Francisco, CA. Schein, E.H. 1986. “What You Need to Know About Your Organizational Culture”.
Training and Development Journal. Vol. 40(1): pp. 30–39. Schein, E. 1990. “Organizational culture”. American Psychologist. Vol. 45(2): pp.
109-119. Schein, E.H. 1992. Organizational culture and leadership (2nd ed.). San Francisco,
CA: Jossey-Bass.
195
Schein EH., 1996. “Three Cultures of Management: The Key to Organizational Learning”. Sloan Management Review. Vol. 38 (1): pp. 9-20.
Schein, E. H. 1999. “Organization Culture”. American Physchologist. Vol. 45. Schein, E. 1999. The corporate culture survival guide. San Francisco: Jossey Bass. Schein, E. (2004). Organizational culture and leadership (3rd Ed.). New York, NY:
Wiley. Schneider, S. C., & Constance, B. D. 1992. National vs. corporate culture:
implications for human resource management. Globalizing Management: Creating and Leading the Competitive Organisation, John Wiley & Sons, New York, 159-73.
Schuler, R. & Jackson, S. 1987. “Linking Competitive Strategies With Human
Resource Management Practices”. Academy of Management Executive. Vol. 1(3): pp. 207-219.
Scott L. Nier, 2008. The Relationship between Organizational Culture and
Organizational Performance in a Large Federal Government Agency. (PhD Dissertation). Walden University December 2008.
Scott, T., Mannion, R., Davis, H., & Marshall, M., 2003. “The quantitative
measurement of organizational culture in health care: A review of the available instruments”. Health Services Research. Vol. 38(3): pp. 923-945.
Segev, E. 1987. “Strategy, Strategy-making and Performance in a Business Game”.
Strategic Management Journal. Vol. 8, pp. 565-577. Sekaran Uma, 2003. Research Methods for Business: A Skill Building Approach,
fourth edition, 117-317, John Wiley & Sons, Inc., New York. Shafritz, J. M., & Ott, J. S., 2001. Classics of organization theory (5th Ed.). Orlando,
FL: Harcourt. Sheridan, J. E., 1992. “Organizational culture and employee retention”. Academy of
Management Journal. Vol. 35(5): pp. 1036-1056. Siehl, C., Schneider, B., & Martin, J. 1990. Organizational culture: A key to financial
performance?. San Francisco: Jossey-Bass. Siehl, C., & Martin, J. 1988. Measuring organizational culture: Mixing qualitative and
quantitative methods. Inside organizations: Understanding the human dimension, 79-104.
Singh, K. 2004. “Impact of HR Practices on Perceived Firm Performance in India”.
Asia Pacific Journal of Human Resources. Vol. 42(3): pp.301-317.
196
Sinha, J. B. P. 1990. Work culture in the Indian context. New Delhi: Sage. Sivasubramanyam, N., & Venkataratnam, C.S., 1998. “The Relationship between
Human Resource Management and Firm Performance: The Indian Experience”. Paradigm. Vol. 1: 135–141.
Skaggs, B.C. and Youndt, M. 2004. “Strategic positioning, human capital, and
performance in service organizations: a customer interaction approach”. Strategic Management Journal. Vol. 25(1): pp. 85.
Smircich, L., & Morgan, G. 1982. “Leadership: The management of meaning”.
Journal of Applied Behavioral Science. Vol. 18(3): pp. 257-273. Smircich, L., Frost, P., Moore, L., Louis, M., Lundberg, M., & Martin, J. 1985. “Is the
concept of culture a paradigm for understanding organizations and ourselves”. Organizational culture, 55-72.
Snow, C.C., & Hrebiniak, L.G. 1980. “Strategy, Distinctive Competence, and
Organizational Performance”. Administrative Science Quarterly. Vol. 25: pp. 307-335.
Som, A. 2008. “Innovative human resource management and corporate performance
in the context of economic liberalization in India”. International Journal of Human Resource Management. Vol. 19(7): pp. 1278-1297.
Sorenson, J.B., 2002. “The Strength of Corporate Culture and the Reliability of Firm
Performance”. Administrative Science Quarterly. Vol. 47 (1): pp. 70-92. Sorokin P. A. 1937. Social and cultural dynamics, vol. 1-4. New York: American
Book Company. Souse, S., Aspinwall, E. & Rodrigues, A. 2006. “Performance measures in English
small and medium enterprises: survey results”. Benchmarking: An international Journal. Vol. 13(1/2): pp. 120-134.
Sparrow, P. R.; & Hiltrop, JM. 1994. European Human Resource Management in
Transition. London: Prentice Hall. SPSS Inc., 1999. The SPSS base 10.0: User's guide. SPSS Inc., United State of
America. Stankard, Martin F., 2002. Management Systems and Organizational Performance:
The Search for Excellence beyond Iso9000. Westport, CT, USA, Greenwood Publishing Group, (pp 3)
Stannack, P. 1996. “Perspective on Employees Performance”. Management Research
News. Vol. 19 (4/5). pp. 38-40.
197
Stewart, G. L. 1996. “Reward structure as a moderator of the relationship between extraversion and sales performance”. Journal of Applied Psychology. Vol. 81: pp. 619–627.
Stone, D.L. & Stone-Romero E.F., 2008. The Influence of Culture on Human
Resource Management Processes and Practices, Psychology Press & Lawrence Erlbaum Associates.
Storey, J. (ed.) 1995. Human Resource Management: A Critical Text. London:
Routledge. Storey, J. 1989. “Human Resource Management in the Public Sector”. Public Money
and Management. Vol. 9(3): pp. 19-24. Suhaimi Sudin, 2004. “Human Resource Practices and Organizational performance:
Review, Synthesis and Research Implication”. International Business Management Conference, p. 99-107
Suharnomo, 2009. “The Impact of Culture on Human Resource Management
Practices: An Empirical Research Finding in Indonesia”. Oxford Business & Economics Conference Program. ISBN : 978-0-9742114-1-9
Swiss Re, 2006. World Insurance in 2005: moderate premium growth, attractive
profitability. Sigma. Tania G. 2006. Organizational Culture as a Predictor of Performance: A Case Study
in Liberty Life. (Research project-MBA). University of Pretoria. Terpstra, D.E., & Rozell, E.J. 1993. “The relationship of staffing practices to
organizational level measures of performance”. Personnel Psychology. Vol. 46: pp. 27-48.
Tashakkori, A., & Teddlie, C. 2003. Handbook of mixed methods in social &
behavioral research. (Eds.) Sage. Tayeb M., 2005. International Human Resource Management: A Multinational
Company Perspective, Oxford: Oxford University Press. Tetenbaum, T. J., 1995. Seven key practices that improve the chance for expected
integration and synergies. Organizational Organics. pp.22-36. Thomas, A.S., & Ramaswamy, K. 1996. “Matching Managers to Strategy: Further
Tests of Miles and Snow Typology”. British Journal Management. Vol. 7: pp. 247- 261.
Thomas, A.S., & Mueller, S.L., 2000. “A case for comparative entrepreneurship:
Assessing the relevance of culture”. Journal of International Business Studies. Vol. 31(2): pp. 287-301.
198
Thompson, K. R., & Luthans, F. 1990. Organizational culture: a behavioral perspective. In B. Schneider (Ed.), Organizational climate and culture ( pp. 319 – 344). San Francisco: Jossey-Bass.
Thornhill, A., Lewis, P., Millmore, M., & Saunders, M. 2000. A Human Resource
Strategy Approach: Managing Change. Harlow: Pearson Education. Torrington, D. & Hall, L. 1998. Human Resource Management, London: Prentice
Hall. Trice, H.M. & Beyer, J.M. 1993. The Cultures of Work Organizations. Englewood
Cliffs, N.J.: Prentice Hall. Trompenaars, F. & Hampden-Turner, C. 2004. Managing People across Cultures.
Capstone Publishing. Tsekouras, K., Dimara, E., & Skuras, D. 2002. “Adoption of a quality assurance
scheme and its effect on firm performance: a study of Greek firms implementing ISO 9000”. Total Quality Management. Vol. 13(6): pp. 827-841.
Tushman, M. L., & O’Reilly, C. A. 2002. Winning through innovation: A practical
guide to leading organizational change and renewal. Cambridge, MA: Harvard Business Press.
Tzafrir, S. 2005. “A universalistic perspective for explaining the relationship between
HRM practices and firm performance at different points in time”. Journal of Managerial Psychology. Vol. 21(2): pp. 109-130.
Ulrich, D. 1997. Human Resource Champions: The Next Agenda for Adding Value
and Delivery Results. Harvard Business School Press . Retrieved July 23, 2007. from World Wide Web : www.gowerpub.com/pdf/HR_Business_Partners_Ch1.pdf
Umikeer, W. 1999. “Organizational Culture: The Role of Management and
Supervisors”. The Health care Manager. Vol. 17(4): pp. 22-27. Unnikammu Moideenkutty, Asya Al-Lamki & Y. Sree Rama Murthy. 2010. “HRM
practices and organizational performance in Oman”. Personnel Review. Vol. 40 (2): pp. 239-251.
Van den Steen, E. J. 2005. “Organizational beliefs and managerial vision”. Journal of
Law, Economics, and Organization. Vol. 21(1): pp. 256-283. Van Dyne, L., Cummings, L., & McLean Parks, J. 1995. “Extra-role behaviors: In
pursuit of construct and definitional clarity”. Research in Organizational Behavior. Vol. 17: pp. 215–285.
199
Van Everdingen, Y. M., & Waarts, E. 2003. “The Effect of National Culture on the Adoption of Innovations”. Marketing Letters. Vol. 14(3): pp. 217–232.
Van Maanen, J. & Schein, E. 1979. “Toward a theory of organizational socialization”.
Research in organizational behavior. Vol. 1: pp. 209-264. Venanzi D., 2012. Financial Performance Measures and Value Creation: The State of
the Art, Springer Briefs in Business, ISBN: 10.1007/978-88-470-2451-9_2. <http://www.springer.com/978-88-470-2450-2>
Venkatraman, N., & Ramanujam,V. 1986. “Measurement of Business Performance in
Strategy Research: a Comparison Approaches”. Academy of Management Review. Vol. 11: pp. 801-814.
Violeta R. K. & Eleonora S. S. 2009. “Factors Of Organizational Culture Change”.
EKONOMIKA. Vol. 87: pp. 27-43 Vittas D., 2003. The insurance industry in Mauritius. Policy Research Working Paper
3034. World Bank,Washington, DC Vittas D., 2004. Insurance Regulation in Jordan New Rules - Old System. World Bank
Policy Research Working Paper 3298. Vroom, V. H., 1990. Manage people, not personnel: motivation and performance
appraisal: Harvard Business Press. Waarts, E., & Everdingen, Y. M. 2005. “The Influence of National Culture on the
Adaptation Status of Innovations: An Empirical Study of Firms Across Europe”. European Management Journal. Vol. 23(6): pp. 601–610.
Walter, A., 1999. “Relationship promoters: driving forces for successful customer
relationships”. Industrial Marketing Management. Vol. 28 (5): pp. 537-551. Weber, Y. & Pliskin, N. 1996. “The effects of information systems integration and
organizational culture on a firm's effectiveness”. Information and Management. Vol. 30: pp. 81-90.
Welbourne, T.M. & Andrews, A.O. 1996. “Predicting the performance of initial
public offerings: Should human resource management be in the equation”. Academy of Management Journal. Vol. 39: pp. 891-919.
Wendy R. Carroll, 2008. Organizational culture, HRM and firm performance:
Examining relationships using the competing values framework in call centers. (PhD thesis). Saint Mary's University, December, 2008
West, M.A., & Farr, J.L., 1990. Innovation and Creativity at Work: Psychological and
Organizational Strategies. Wiley, Chichester, 3-13. White, I. 1959. The evolution of culture. New York: McGrew Hill.
200
Wilderom, C. P., Ashkanasy, N. M., & Peterson, M. F. (Eds.) 2000. Handbook of organizational culture and climate. Sage Publications, pp. 193-210.
Wilderom, C. P. M.; & Van den Berg, P. T. 1998. “A test of leadership culture
performance model within a large Dutch financial organization”. In Academy of Management Proceedings. Vol. 8 (1): pp. B1-B5.
William, B. Werther, Jr., & Davis K. 1996. Human Resource and Personnel
Management. Page316-317, 5th ed McGraw-hill Inc. Williams, R.S., 2002. Managing Employee Performance: Design and implementation
in organizations. London: Thomson Learning. Wilkins, A.I. & Ouchi, W.G., 1983. “Efficient Cultures: Exploring the Relationship
between Culture and Organizational Performance”. Administrative Science Quarterly. Vol. 28: pp. 468-481.
Wong, WP. & Wong, KY., 2007. “Supply chain performance measurement system
using DEA modeling”. Industrial Management & Data Systems. Vol. 107 (3): pp. 361-381.
Wood S., 1999. “Human Resource Management and Performance”. International
Journal of Management Reviews. Vol. 1 (4): pp. 367-413 Wright, P. M., McMahan, G.C., & Smart, D. L. 1995. “Matches between human
resources and strategy among NCAA basketball teams”. Academy of Management Journal. Vol.38 (4): pp. 1052-1074.
Wright, P. M., McCormick, B., Sherman, W.S. & McMahan, G. C. 1999. “The role
of human resource practices in petro-chemical refinery performance”. International Journal of Human Resource Management. Vol. 10(4): pp. 551-571.
Wright, P. Gardner, T. & Moynihan, L. 2003. “The impact of HR practices on the
performance of business units”. Human Resource Management Journal. Vol. 13(3): pp.21-36.
Wuest, J., Hodgins, M.J., Merritt-Gray, M., Seaman, P., Malcolm, J., & Furlong, K.
2006. “Queries and quandaries in developing and testing an instrument derived from a grounded theory”. The Journal of Theory Construction & Testing. Vol. 10(1): pp. 26-34.
Yang, Y. 2005. Developing cultural diversity advantage: The impact of diversity
management structures. In Academy of Management Proceedings (pp. H1-6). Yeung, A.K.O., Brockbank, J.W., & Ulrich, D.O. 1991. “Organizational Culture and
Human Resource Practices: an Empirical Assessment”. Research in Organizational Change and Development. Vol. 5: pp. 59-81.
201
Yilmaz C. Alpkan L. & Ergun E., 2005. “Cultural determinants of customer‐ and learning‐oriented value systems and their joint effects on firm performance”. Journal of Business Research. Vol. 58 (10): pp. 40‐52.
Youndt, M. A., Snell, S. A., Dean, Jr., & Lepak, D. P. 1996. “Human resource
management, manufacturing strategy, and firm performance. Special Research Forum on Human Resource Management and Organizational Performance”. Academy of Management Journal. Vol. 39(4): pp. 836-867.
Zachary lee pratt, 2004. An Investigating of the Relationships between External
Environment, mission and strategy, leadership, organizational culture and performance. (PhD thesis). Michigan State University.
Zhihai Zhang. 2000. “Developing a model of quality management methods and
evaluating their effects on business performance”. Total quality management. Vol. 11(1): pp. 129-137.
Zheng W. Yang BY. & McLean GN., 2010. “Linking organizational culture, structure,
strategy, and organizational effectiveness: Mediating role of knowledge management”. Journal of Business Research. Vol. 63 (7): pp. 763‐71.
Zikmund G.W., 2003. Business research methods (7th ed.). USA: South-Western,
Division of Thomson Learning. Zikmund, W. 1994. Business research methods (4th ed.). Orlando, FL: The Dryden
Press. Zikmund, G.W. 1991. Exploring marketing research. USA: The Dryden Press,
International Edition. Zubair A. Marwat, Tahir M. Qureshi, & Muhammad I. Ramay. 2006. Impact of
Human Resource Management (HRM) Practices on Employees Performance: A Case of Pakistani Telecom Sector. Academic Report, Ali Jinnah University: 3-4
