Search results for: organizational psychology.

Authors: Seung Yeon Son, Heetae Park, Soojin Lee, Seckyoung Loretta Kim, Dongkyu Kim, Seokhwa Yun

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Employee-s task performance has been recognized as a core contributor to overall organizational effectiveness. Hence, verifying the determinants of task performance is one of the most important research issues. This study tests the influence of perceived organizational support, abusive supervision, and exchange ideology on employee-s task performance. We examined our hypotheses by collecting self-reported data from 413 Korean employees in different organizations. Our all hypotheses gained support from the results. Implications for research and directions for future research are discussed.

Keywords: Abusive supervision, exchange ideology, perceived organizational support, task performance.

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Authors: Abbas Keramati, Abtin Boostani, Mohammad Jamal Sadeghi

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This paper examines the influence of knowledge management factors on organizational commitment for employees in the oil and gas drilling industry of Iran. We determine what knowledge factors have the greatest impact on the personnel loyalty and commitment to the organization using collected data from a survey of over 300 full-time personnel working in three large companies active in oil and gas drilling industry of Iran. To specify the effect of knowledge factors in the organizational commitment of the personnel in the studied organizations, the Principal Component Analysis (PCA) is used. Findings of our study show that the factors such as knowledge and expertise, in-service training, the knowledge value and the application of individuals’ knowledge in the organization as the factor “learning and perception of personnel from the value of knowledge within the organization” has the greatest impact on the organizational commitment. After this factor, “existence of knowledge and knowledge sharing environment in the organization”; “existence of potential knowledge exchanging in the organization”; and “organizational knowledge level” factors have the most impact on the organizational commitment of personnel, respectively.

Keywords: Knowledge management, organizational commitment, loyalty, drilling industry, principle component analysis.

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Authors: Daniel A. Montoya, Marta L. Tostes

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This investigation aims at analyzing and determining the relation between two very important variables in the human resource management: The organizational climate and the performance assessment. This study aims at contributing with knowledge in the search of the relation between the mentioned variables because the literature still does not provide solid evidence to this respect and the cases revised are incipient to reach conclusions enabling a typology about this relation.To this regard, a correlational and cross-sectional perspective was adopted in which quantitative and qualitative techniques were chosen with the total of the workers of the tourist service company PTS Peru. In order to measure the organizational climate, the OCQ (Organization Climate Questionnaire) from was used; it has 50 items and measures 9 dimensions of the Organizational Climate. Also, to assess performance, a questionnaire with 21 items and 6 dimensions was designed. As a means of assessment, a focus group was prepared and was applied to a worker in every area of the company. Additionally, interviews to human resources experts were conducted. The results of the investigation show a clear relation between the organizational climate and the personnel performance assessment as well as a relation between the nine dimensions of the organizational climate and the work performance in general and with some of its dimensions.

Keywords: Job performance, human resource management, organization climate, performance assessment.

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Authors: Dalia Suša Vugec

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In recent few decades, business process management (BPM) has been in focus of a great number of researchers and organizations. There are many benefits derived from the implementation of BPM in organizations. However, there has been also noticed that lately traditional BPM faces some difficulties in terms of the divide between models and their execution, lost innovations, lack of information fusioning and so on. As a result, there has been a new discipline, called social BPM, which incorporates principles of social software into the BPM. On the other hand, many researchers indicate organizational culture as a vital part of the BPM success and maturity. Therefore, the goal of this study is to investigate the current state of BPM maturity and the usage of social BPM among the organizations from Croatia, Slovenia and Austria, with the regards to the organizational culture as well. The paper presents the results of a survey conducted as part of the PROSPER project (IP-2014-09-3729), financed by Croatian Science Foundation. The results indicate differences in the level of BPM maturity, the usage of social BPM and the dominant organizational culture in the observed organizations from different countries. These differences are further discussed in the paper.

Keywords: Business process management, BPM maturity, organizational culture, social BPM.

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Authors: Al-bdour, A. Ali., Ellisha Nasruddin., Soh Keng Lin

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This study attempts to investigate the relationship between internal CSR practices and organizational commitment based on the social exchange theory (SET). Specifically, we examine the impact of five dimensions of internal CSR practices on organizational commitment: health and safety, human rights, training and education, work life balance and workplace diversity. The proposed model was tested on a sample of 336 frontline employees within the banking sector in Jordan. Results showed that all internal CSR dimensions are significantly and positively related to affective and normative commitment. In addition, the findings of this study indicate that all internal CSR dimensions did not have a significant relationship with continuance commitment. Limitations of the study, directions for future research, and implications of the findings are discussed.

Keywords: Internal CSR, organizational commitment, Jordan, banking sector.

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Authors: Tori R. Dodla, Laura A. Jones

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The objective of this study was to propose strategies to improve the efficiency of Knowledge Management Systems (KMS). This study highlights best practices from various industries to create an overall summary of Knowledge Management (KM) and efficiency in organizational performance. Results indicated 11 best practices for maximizing the efficiency of organizational KMS that can be divided into four categories: Designing the KMS, identifying case studies, implementing the KMS, and promoting adoption and usage. Our findings can be used as a foundation for scholars to conduct further research on KMS efficiency.

Keywords: Artificial intelligence, knowledge management efficiency, knowledge management systems, organizational performance.

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Authors: Zainur Rahman

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Meaningful work is the topic that will be discussed in this article, especially in changing period. It has an important role because by reaching meaningful work, it will drive to be positive in the workplace. Therefore, task performance will be increased and cynicism about organizational change (CAOC) will be reduced. Moreover, it is influenced by situational factor, which is transformational leadership. In this conceptual paper, the author discusses how the construct of meaningful work influenced by transformational leadership that will have impact on the follower’ work outcomes in the organizational change. It is proposed that the construct of meaningful work are susceptible with situational variable. Transformational leaders who are respectful on the process of humanizing the followers affect task performance and reduce CAOC in organizational change.

Keywords: Meaningful work, organizational change, task performance, and work outcomes.

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Authors: D. Charvatova

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This contribution deals with the relationship between communication effectiveness and the extent of communication among organizational units. To facilitate communication between employees and to increase the level of understanding, the knowledge of communication tools is necessary. Recent experience has shown that personal communication is critical for smooth running of companies and cannot be fully replaced by any form of technical communication devices. Below are presented the outcomes of the research on the relationship between the extent of communication among organisational units and its efficiency.

Keywords: Company meetings, corporate culture, efficiency, effective communication, form of communication, information, organizational units, quality of communication, strategy, subordinates, superiors.

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Authors: Olga A. Shvetsova

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The paper contains the different issues of competence management in industrial companies. The theoretical bases of human resources management and practical issues of innovative enterprises’ competitiveness are considered. The research is focused on the modern industrial enterprise changes management problems; it focuses on the effective personnel management of industrial enterprises on the basis of competence approach. The influence of organizational changes on the competence development is discussed. The need for development of the new technologies is mentioned, proposal is based on competence-based approach in personnel management including in the conditions of carrying out organizational changes; methods of acquisition and development of missing key professional competences are discussed; importance of key competencies in forming competitive advantage of the organization is mentioned.

Keywords: Competence model, development of industrial company, organizational changes, competitiveness, core competencies.

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Authors: M. Sadoughi, R. Ehsani

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The aim of the present study is examining the relationship between conceptual organizational culture and the level of tolerance in employees of Islamic Azad University of Shahre Ghods. This research is a correlational and analytic-descriptive one. The samples included 144 individuals. A 24-item standard questionnaire of organizational culture by Cameron and Queen was used in this study. This questionnaire has six criteria and each criterion includes four items that each item indicates one cultural dimension. Reliability coefficient of this questionnaire was normed using Cronbach's alpha of 0.91. Also, the 25-item questionnaire of tolerance by Conor and Davidson was used. This questionnaire is in a five-degree Likert scale form. It has seven criteria and is designed to measure the power of coping with pressure and threat. It has the needed content reliability and its reliability coefficient is normed using Cronbach's alpha of 0.87. Data were analyzed using Pearson correlation coefficient and multivariable regression. The results showed among various dimensions of organizational culture, there is a positive significant relationship between three dimensions (family, adhocracy, bureaucracy) and tolerance, there is a negative significant relationship between dimension of market and tolerance and components of organizational culture have the power of prediction and explaining the tolerance. In this explanation, the component of family is the most effective and the best predictor of tolerance.

Keywords: Adhocracy, bureaucracy, organizational culture, tolerance.

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Authors: Seung Yeon Son

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Workers (especially, competent personnel) have been recognized as a core contributor to overall organizational effectiveness. Hence, verifying the determinants of turnover intention is one of the most important research issues. This study tested the influence of perceived organizational support and abusive supervision on employee’s turnover intention. In addition, mediating roles of psychological contract and emotional exhaustion were examined. Data from 255 Korean employees supported all hypotheses Implications for research and directions for future research are discussed.

 

Keywords: Abusive Supervision, Emotional Exhaustion, Perceived Organizational Support, Psychological Contract, Turnover Intention.

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Authors: B. Ferdousi, J. Bari

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With advancement of mobile computing, employees are increasingly doing their job-related works using personally owned mobile devices or organization owned devices. The Bring Your Own Device (BYOD) model allows employees to use their own mobile devices for job-related works, while Corporate Owned, Personally Enabled (COPE) model allows both organizations and employees to install applications onto organization-owned mobile devices used for job-related works. While there are many benefits of using mobile computing for job-related works, there are also serious concerns of different levels of threats to the organizational data security. Consequently, it is crucial to know the level of threat to the organizational data security in the BOYD and COPE models. It is also important to ensure that employees comply with the organizational data security policy. This paper discusses the organizational data security issues in perspective of ownership of mobile devices used by employees, especially in BYOD and COPE models. It appears that while the BYOD model has many benefits, there are relatively more data security risks in this model than in the COPE model. The findings also showed that in both BYOD and COPE environments, a more practical approach towards achieving secure mobile computing in organizational setting is through the development of comprehensive cybersecurity policies balancing employees’ need for convenience with organizational data security. The study helps to figure out the compliance and the risks of security breach in BYOD and COPE models.

Keywords: Data security, mobile computing, BYOD, COPE, cybersecurity policy, cybersecurity compliance.

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Authors: Goh Yen Nee

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This research aimed to find out the determining factors for ISO 14001 EMS implementation among SMEs in Malaysia from the Resource based view. A cross-sectional approach using survey was conducted. A research model been proposed which comprises of ISO 14001 EMS implementation as the criterion variable while physical capital resources (i.e. environmental performance tracking and organizational infrastructures), human capital resources (i.e. top management commitment and support, training and education, employee empowerment and teamwork) and organizational capital resources (i.e. recognition and reward, organizational culture and organizational communication) as the explanatory variables. The research findings show that only environmental performance tracking, top management commitment and support and organizational culture are found to be positively and significantly associated with ISO 14001 EMS implementation. It is expected that this research will shed new knowledge and provide a base for future studies about the role played by firm-s internal resources.

Keywords: ISO 14001 Environmental Management System, Malaysia, Resource based view, SMEs

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Authors: Raja Suzana Raja Kasim

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This paper attempts to highlight the significant role of knowledge management practices (KMP) and competencies in improving the performance and efficiency of public sector organizations. It appears that public sector organizations in developing countries have not received much attention in the research literature of knowledge management and competencies. Therefore, this paper seeks to explore the role of KMP and competencies in achieving superior performance among public sector organizations in Malaysia in the broader perspective. Survey questionnaires were distributed to all Administrative and Diplomatic Officers (ADS) from 28 ministries located in Putrajaya, Malaysia. This paper also examines preliminary empirical results on the relationship between support for knowledge management practices, competencies, and orientation in Malaysia-s public organizations. This paper supports the notion that the practices of knowledge management at the organizational level are a prerequisite for successful organizational performance. In conclusion, the results not only have the potential to contribute theoretically to both management strategy and knowledge management field literature but also to the area of organizational performance.

Keywords: knowledge, knowledge management practices, competencies, organizational performance

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Authors: Başak Uçanok

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The aim of this study is to test the “work values" inventory developed by Tevruz and Turgut and to utilize the concept in a model, which aims to create a greater understanding of the work experience. In the study multiple effects of work values, work-value congruence and work centrality on organizational citizenship behavior are examined. In this respect, it is hypothesized that work values and work-value congruence predict organizational citizenship behavior through work centrality. Work-goal congruence test, Tevruz and Turgut-s work values inventory are administered along with Kanungo-s work centrality and Podsakoff et al.-s [47] organizational citizenship behavior test to employees working in Turkish SME-s. The study validated that Tevruz and Turgut-s work values inventory and the work-value congruence test were reliable and could be used for future research. The study revealed the mediating role of work centrality only for the relationship of work values and the responsibility dimension of citizenship behavior. Most important, this study brought in an important concept, work-value congruence, which enables a better understanding of work values and their relation to various attitudinal variables.

Keywords: Work values, work-value congruence, work centrality, organizational citizenship behavior.

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Authors: Nor Aziati Abdul Hamid, Juhana Salim

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The main objective of this paper is to contribute the existing knowledge transfer and IT Outsourcing literature specifically in the context of Malaysia by reviewing the current practices of e-government IT outsourcing in Malaysia including the issues and challenges faced by the public agencies in transferring the knowledge during the engagement. This paper discusses various factors and different theoretical model of knowledge transfer starting from the traditional model to the recent model suggested by the scholars. The present paper attempts to align organizational knowledge from the knowledge-based view (KBV) and organizational learning (OL) lens. This review could help shape the direction of both future theoretical and empirical studies on inter-firm knowledge transfer specifically on how KBV and OL perspectives could play significant role in explaining the complex relationships between the client and vendor in inter-firm knowledge transfer and the role of organizational management information system and Transactive Memory System (TMS) to facilitate the organizational knowledge transferring process. Conclusion is drawn and further research is suggested.

Keywords: E-government, IT Outsourcing, Knowledge Management, Knowledge Transfer

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Authors: Kiyohiro Yamazaki

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A purpose of this study is to examine how a firm without fundamental technology is able to gain the competitive advantage. This paper examines three case studies, Sony in the flat display TV industry, Casio in the digital camera industry and Nintendo in the home game machine industry. This paper maintain the firms without fundamental technology construct two advantages, economic advantage and organizational advantage. An economic advantage involves the firm can select either high-tech or cheap devices out of several device makers, and change the alternatives cheaply and quickly. In addition, organizational advantage means that a firm without fundamental technology is not restricted by organizational inertia and cognitive restraints, and exercises the characteristic of strength.

Keywords: Firm without fundamental technology, economic advantage, organizational advantage, Sony, Casio, Nintendo.

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Authors: M. Aminu Sanda

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This paper examines challenges to the implementation and internalization of benchmarked management practices by research organizations in developing economies as transformative tools towards commercialization. The purpose is to understand the contributing influence of internal organizational factors from both situational and historical perspectives towards the practice implementation constraints, and also to provide theoretical understanding on how systemic formations and transformations in the organizations’ activities influenced the level to which their desired needs are attained. The results showed that the variability in the outcomes of the organizations’ transformation processes was indicative of their (in)ability to deal with the impacts of cumulated tensions in the systemic interfaces of their organizational activity systems. It is concluded that the functionalities of the systemic interfaces influence the functionality of the organizational activity system.

Keywords: Organizational activity system, practice implementation, systemic formations, systemic transformations, management re-engineering, R&D firms.

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Authors: Nor'Aini Yusof, Ismael Younis Abu-Jarad

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This paper investigated the organizational innovativeness of public listed housing developers in Malaysia. We conceptualized organizational innovativeness as a multi-dimensional construct consisting of 5 dimensions: market innovativeness, product innovativeness, process innovativeness, behavior innovativeness and strategic innovativeness. We carried out questionnaire survey with all accessible public listed developers in Malaysia and received a 56 percent response. We found that the innovativeness of public listed housing developers is low. The paper ends by providing some explanations for the results.

Keywords: innovativeness, housing industry, measurement of innovativeness, public listed housing developers

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Authors: Wan Norhayate Wan Daud, Fakhrul Anwar Zainol, Maslina Mansor

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The study was conducted to produce case studies from the Malaysian public universities stands point East Coast of Malaysia. The aim of this study is to analyze the effects of knowledge management on human capital toward organizational innovation. The focus point of this study is on the management member in the faculties of these three Malaysian Public Universities in the East Coast state of Peninsular Malaysia. In this case, respondents who agreed to further participate in the research will be invited to a one-hour face-to-face semi-structured, in-depth interview. As a result, the sample size for this study was 3 deans of Faculty of Management. Lastly, this study tries to recommend the framework of organizational innovation in Malaysian Public Universities.

Keywords: Human Capital, Knowledge Management, Organizational Innovation, Public University.

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Authors: M. Alassim, M. Alfayad, E. Abbott-Halpin

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The purpose of this paper is to explore the organizational factors influencing the implementation of the e-government project within the public sector in Saudi Arabia. This project (also known as the Yesser programme) was established in Saudi Arabia in 2005 to control the e-government transformation process. The aims of the project are to provide a collaborative environment for government organizations to implement e-government and increase effectiveness and efficiency within the public sector. This paper sheds light on the organizational factors that have delayed implementation and achievement of the government’s vision and plans for Yesser. A qualitative approach was employed to understand those factors, by conducting a series of interviews with government officials for the data collection required. The analysis of the data uncovered seven organizational factors that are needed to advance implementation of the e-government project in Saudi Arabia and other similar states.

Keywords: E-government, e-transformation, ICT, Saudi Arabia, Yesser.

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Authors: Ahmet C. Kutlu, Seçkin Polat

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Organizational structure of the Turkish state universities is a form of bureaucracy, a high efficient system in rational and formal control. According to the dimensional approach bureaucracy can occur in an organization in a degree, as some bureaucracy characteristics can be stronger than others. In addition, the units of an organization due to their different specific characteristic properties can perceive the bureaucracy differently. In the study, Hall-s Organizational Inventory, which was developed for evaluating the degree of bureaucratization from the dimensional perspective, is used to find out if there is a difference in the perception of the bureaucracy between the academicians working in three different departments and two faculties in the same university.

Keywords: Degree of bureaucratization, Hall's Organizational Inventory, perceived bureaucracy.

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Authors: Takahiro Togawa, Nguyen Huu Phuc, Shigeyuki Haruyama, Oke Oktavianty

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Our research focuses on a framework which analyses the relationship between product/process architecture, manufacturing organizational capability and manufacturing "implicit competitiveness" in order to improve manufacturing implicit competitiveness. We found that 1) there is a relationship between architecture-based manufacturing organizational capability and manufacturing implicit competitiveness, and 2) analysis and measures conducted in manufacturing organizational capability proved effective to improve manufacturing implicit competitiveness.

Keywords: Implicit competitiveness, QCD, Monozukuri capability.

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Authors: Mananya Meenakorn

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This research aims to investigate: (1) Relationship between the quality of working life and organizational commitment of municipal employee in Samut Sakhon Province. (2) To compare the quality of working life and the organizational commitment of municipal employee in Samut Sakhon Province by the gender, age, education, official experience, position, division, and income. This study is a quantitative research; data was collected by questionnaires distributed to the municipal employee in Samut Sakhon province for 241 sample by stratified random sampling. Data was analyzed by descriptive statistic including percentage, mean, standard deviation and inferential statistic including t-test, F-test and Pearson correlation for hypothesis testing. Finding showed that the quality of working life and the organizational commitment of municipal Employee in Samut Sakhon province in terms of compensation and fair has a positive correlation (r = 0.673) and the comparison of the quality of working life and organizational commitment of municipal employees in Samut Sakhon province by gender. We found that the overall difference was statistically significant at the 0.05 level and we also found stability and progress in career path and the characteristics are beneficial to society has a difference was statistically significant at the 0.01 level, and the participation and social acceptance has a difference was statistically significant at the 0.05 level.

Keywords: Quality of working life, organizational commitment, municipal employee, Samut Sakhon province.

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Authors: Robin C. Ladwig

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The future of work becomes less predictable which requires increasing adaptability of organizations to social and work changes. Society is transforming regarding gender identity in the sense that more people come forward to identify as trans and gender diverse (TGD). Organizations are ill-equipped to provide a safe and encouraging work environment by lacking inclusive organizational structures. The qualitative multi-method research about TGD inclusivity in the workplace explores the enablers and barriers for TGD individuals to satisfactorily engage in the work environment and organizational culture. Furthermore, these TGD insights are analyzed based on organizational implications and awareness from a leadership and management perspective. The semi-structured online interviews with TGD individuals and the photo-elicit open-ended questionnaire addressed to leadership and management in diversity, career development, and human resources have been analyzed with a critical grounded theory approach. Findings demonstrated the significance of TGD voices, the support of leadership and management, as well as the synergy between voices and leadership. Hence, it indicates practical implications such as the revision of exclusive language used in policies, data collection, or communication and reconsideration of organizational decision-making by leaders to include TGD voices.

Keywords: Future of work, occupational identity, organizational decision-making, trans and gender diverse identity.

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Authors: Anne M. Sørebø

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In this paper we investigate how wide-ranging organizational support and the more specific form of support, namely management support, may influence on tourism workers satisfaction with a cash transaction system. The IS continuance theory, proposed by Bhattacherjee in 2001, is utilized as a theoretical framework. This implies that both perceived usefulness and ease of use is included in the research model, in addition to organizational and management support. The sample consists of 500 workers from 10 cruise and tourist ferries in Scandinavia that use a cash transaction system to perform their work tasks. Using structural equation modelling, results indicate that organizational support and ease of use perceptions is critical for the users- level of satisfaction with the cash transaction system.The findings have implications for business managers and IS practitioners that want to increase the quality of IT-based business processes within the tourism industry.

Keywords: ease of use, IS continuance, organizational support, tourism industry, user satisfaction.

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Authors: Omneya N. Mekhaimer, Elkhayam M. Dorra, A. Samer Ezeldin

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Over the recent decades, studies on organizational culture have gained global attention in the business management literature, where it has been established that the cultural factors embedded in the organization have an implicit yet significant influence on the organization’s success. Unlike other industries, the construction industry is widely known to be operating in a dynamic and adversarial nature; considering the unique characteristics it denotes, thereby the level of disputes has propagated in the construction industry throughout the years. To that end, this paper aims to study the influence of organizational culture in the contractor’s organization on the frequency of disputes caused between the owner and the contractor in commercial projects based in Egypt. This objective is achieved by using a quantitative approach through a survey questionnaire to explore the dominant cultural attributes that exist in the contractor’s organization based on the Competing Value Framework (CVF) theory, which classifies organizational culture into four main cultural types: (1) clan, (2) adhocracy, (3) market, and (4) hierarchy. Accordingly, the collected data are statistically analyzed using Statistical Package for Social Sciences (SPSS 28) software, whereby a correlation analysis using Pearson Correlation is carried out to assess the relationship between these variables and their statistical significance using the p-value. The results show that there is an influence of organizational culture attributes on the frequency of disputes whereby market culture is identified to be the most dominant organizational culture that is currently practiced in contractor’s organization, which consequently contributes to increasing the frequency of disputes in commercial projects. These findings suggest that alternative management practices should be adopted rather than the existing ones with an aim to minimize dispute occurrence.

Keywords: Construction projects, correlation analysis, disputes, Egypt, organizational culture.

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Authors: G. Papageorgiou, A. Hadjis

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This paper examines the problem of strategic management in highly turbulent dynamic business environmental conditions. As shown the high complexity of the problem can be managed with the use of System Dynamics Models and Computer Simulation in obtaining insights, and thorough understanding of the interdependencies between the organizational structure and the business environmental elements, so that effective product –market strategies can be designed. Simulation reveals the underlying forces that hold together the structure of an organizational system in relation to its environment. Such knowledge will contribute to the avoidance of fundamental planning errors and enable appropriate proactive well focused action.

Keywords: Strategic Management, System Dynamics, Modelingand Simulation, Strategic Planning, Organizational Dynamics

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Authors: Ejaz Ali, Muhammad Younas, Tahir Saeed

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In this age of information technology, organizations are revisiting their approach in great deal. E-administration is the most popular area to proceed with. Organizations in order to excel over their competitors are spending a substantial chunk of its resources on E-Administration as it is the most effective, transparent and efficient way to achieve their short term as well as long term organizational goals. E-administration being a tool of ICT plays a significant role towards effective management of HR practices resulting into optimal performance of an organization. The present research was carried out to analyze the impact of moderating role of e-administration in the relationships training and performance appraisal aligned with perceived organizational performance. The study is based on RBV and AMO theories, advocating that use of latest technology in execution of human resource (HR) functions enables an organization to achieve and sustain competitive advantage which leads to optimal firm performance.

Keywords: Human resource management, HR function, e-administration, performance appraisal, training, organizational performance.

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Authors: Dalia Suša Vugec

Abstract:

Business process management (BPM) is widely used approach focused on designing, mapping, changing, managing and analyzing business processes of an organization, which eventually leads to better performance and derives many other benefits. Since every organization strives to improve its performance in order to be sustainable and to remain competitive on the market in long-term period, numerous organizations are nowadays adopting and implementing BPM. However, not all organizations are equally successful in that. One of the ways of measuring BPM success is by measuring its maturity by calculating Process Performance Index (PPI) using ten BPM success factors. Still, although BPM is a holistic concept, organizational culture is not taken into consideration in calculating PPI. Hence, aim of this paper is twofold; first, it aims to explore and analyze the current state of BPM success factors within the big organizations from Slovenia, Croatia, and Austria and second, it aims to analyze the structure of organizational culture within the observed companies, focusing on the link with BPM success factors as well. The presented study is based on the results of the questionnaire conducted as the part of the PROSPER project (IP-2014-09-3729) and financed by Croatian Science Foundation. The results of the questionnaire reveal differences in the achieved levels of BPM success factors and therefore BPM maturity in total between the three observed countries. Moreover, the structure of organizational culture across three countries also differs. This paper discusses the revealed differences between countries as well as the link between organizational culture and BPM success factors.

Keywords: Business process management, BPM maturity, BPM success factors, organizational culture, process performance index.

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