International Journal of Organizations

The Communication of Public Transport Companies in Madrid: A Framing Analysis

José Carlos Cámara Molina — Mon, 30 Dec 2024 00:00:00 -0800

Through an analytical-deductive process, a series of essential elements are identified for studying communication in the field of public transport. By applying framing analysis to press releases issued by EMT Madrid and Metro Madrid between 2019 and 2022, we confirm that both of these companies communicate content related to sustainable mobility, accessibility, customer service, public awareness, investments and institutional information. We also reviewed responses issued by these companies at times of reputational crises, especially the Covid-19 pandemic, which led to public transport being stigmatized as a potential source of contagion. Until now no investigation into the communication strategies employed by public transport companies via their press releases has been conducted. This study provides a deeper understanding of the public image of this sector, whose use needs to be promoted in the context of a more sustainable form of mobility owing to its beneficial effects on quality of life and the environment.

Vallejo-Peña, A. (2022). La Cultura Organizacional en España. Editorial Tecnos.

Ignasi Brunet Icart — Mon, 30 Dec 2024 00:00:00 -0800

Milena Popova (2021). Consentimiento sexual. Editorial Cátedra.

Ignasi Brunet Icart — Mon, 30 Dec 2024 00:00:00 -0800

Impact of organizational culture on the effective implementation of strategic plans in organizations. A systematic review.

Mon, 30 Dec 2024 00:00:00 -0800

This article presents a systematic review of how organizational culture has influenced the effectiveness of implementing strategic plans in organizations over the last decade. Through a comparative and content analysis of 31 articles selected from WoS and Scopus databases, the crucial role of culture in the success or failure of business strategies is demonstrated and the influence of culture on aspects such as employee motivation, decision making and organizational performance is highlighted. The importance of aligning culture with strategic plans to enable effective implementation is also discussed. The article concludes with practical recommendations for managing organizational culture in the context of strategic planning and suggestions for future research.

What traits characterize Spanish organizational culture? A review from the main dimensional models

Francisco Alberto Vallejo Peña — Mon, 30 Dec 2024 00:00:00 -0800

The aim of this paper is to review approaches to organizational culture in Spain. This review has a practical intention since companies and professionals of any culture who engage with Spanish entities to collaborate or conduct business with them will have access to an academic review that facilitates intercultural contact of this nature. Our methodological reference is the dimensions model constructed by the GLOBE Project and those of its immediate predecessors by Hofstede, Schwartz, Trompenaars and Hampden-Turner. We also utilize Meyer’s recent model of national culture in the business world as well as assessments made in recent publications on Spanish organizational culture.

Neoliberal subject and organizational management: new tensions and articulations

Marisa Vazquez Mazzini — Mon, 30 Dec 2024 00:00:00 -0800

Initial formulations of “organizational culture” referred to the specific cultural production of each organization. Scholars assigned this culture a function of amalgamation, which maintained the social fabric and enabled the emergence of shared practices. In recent years, however, this notion seems to have lost its meaning in the face of a neoliberal ideology that conceives collective action as the sum of individual actions. Neoliberalism challenges people since it presents them with an ideal that comprises a subject made up of social imperatives—such as being a self-entrepreneur, constantly reinventing oneself and being resilient—to which they perhaps cannot or do not want to adapt. Neoliberalism also challenges management by considering the “organizational we” as a simple sui generis identity. Strengthening organizational culture—which is necessary to confront current environments—requires critical learning that reorients the focus toward collective action.

“We who are from that time are no longer the same”: the challenges in adapting organizational cultures after the emergence of remote work during the pandemic and the need to overcome those challenges to create environmentally sustainable work

Vega Pérez-Chirinos Churruca — Mon, 30 Dec 2024 00:00:00 -0800

With the state of emergency due to the 2020 pandemic now overcome, the incorporation of remote work as a structural component of labor relations is encountering internal frictions and contradictions. For example, legislation aimed at protecting remote workers is cited as an obstacle to the widespread adoption of this practice, while the abundance of available data has helped to identify a lack of empirical support for certain preconceived ideas (such as its role in improving work-life balance and reducing the gender gap). Moreover, attitudes towards remote work have also been changing – both from a managerial perspective and from the perspective of employees who have been engaged in it. However, one perspective addressed less frequently is the environmental impact of in-person work, which, in light of potential new restrictions caused by extreme weather situations, is worth considering as a factor that could prevent such situations from occurring. Addressing these and other issues arising from the perspective of the sustainable development paradigm could foster a cultural shift that helps resolve the current conflict of interests surrounding remote work in a way that is beneficial to all parties.

Organizational culture in post-pandemic teleworking

Sergio Morales Inga, Oswaldo Morales Tristán — Mon, 30 Dec 2024 00:00:00 -0800

The COVID-19 pandemic forced many organizations to resort to teleworking. This strategy generated had multiple effects, both positive and negative, effects on various topicsareas such as job satisfaction, productivity or and communication. One of thearea topics affected iswas the most important element of any organization: its culture. To understand that this issueproblem, this article reviews various studies published in the last four years that have analyzed the link between organizational culture and post-pandemic teleworking. and finds a A reciprocal impact has been identified: teleworking affects the culture of organizations, while thiswhich in turn affects how they organizations adapt to teleworking. By way of conclusion, the article identifies highlights some several findings, limitations and recommendations reported of in that the literature and highlights stresses the importance of knowing the organization’s culture of the organization before adapting it to teleworking.

Exploring innovative organizational culture in technological ecosystem startups

Nuria Alabau-Tejada, Lorena Pérez-Alfonso, Fátima Gómez-Sota — Mon, 30 Dec 2024 00:00:00 -0800

This article posits the need for contemporary organizations to move from a traditional Organizational Culture model to an Innovative Organizational Culture model that incorporates values, philosophies and work practices that can engage and motivate the latest generations of employees. Two technological startups located in the entrepreneurial hub of La Marina in Valencia (Spain) are analyzed. Starting from an initial qualitative approach, an “ad hoc” questionnaire focusing on Organizational Culture is designed to ascertain how employees perceive their culture, detect which values and innovative management practices they most appreciate, and determine whether different generations of employees perceive the Organizational Culture of their company differently. From the results obtained, an Innovative Organizational Culture model is proposed that takes into account new cultural factors such as enjoyment, flexibility, teamwork, proactivity, effective communication, work challenges and innovation from an intergenerational perspective.

Organizational compliance. Proposal of a systemic methodology; case of application to the notarial sector in the state of Nayarit.

Mon, 30 Dec 2024 00:00:00 -0800

Traditionally, the aim of Traditional oorganizational compliance is theorized and practiced to prevent internal crimes and avoid penalties for non-compliance. However, it this approach lacks a holistic vision. A method has beenis developed to analyze compliance obligations by considering environmental, economic, social, and cultural aspects. This approach was has been applied to the notary sector in Nayarit (Mexico), thereby demonstrating its systemic application. A method was created to identify systemic compliance obligations based on compliance risks, and applicable to various organizations. When the method was applied to the notary sector in Nayarit, 155 compliance obligations were identified, with 47% of which arose arising from the economic-social relationship and and 45% from the social-cultural relationship. No environmental compliance obligations were found, indicating which suggests an opportunity for improvement in this area. This method allows enablesfor the analysis of compliance risks in each organizational process, while providing a comprehensive perspective.

Introduction

Alberto Vallejo Peña — Mon, 30 Dec 2024 00:00:00 -0800