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How have premises concerning sharia been worked into discursive Malaysian space that exists beyond the courts, the bureaucracy, the home, and public and private space to exert authority and control over corporate workaday identities and behaviours? Some 21st-century Muslim company directors and owners have 'Islamised' the workplace, implementing sharia transformations of ibadat and munakahat to normalise and enforce among Muslim corporate employees the rules of what I call 'personnel sharia'. Using two stories of workplace fitna (sexual harassment), I provide a lens to view the changing sharia environment in Malaysia over the course of nearly two decades and explore the lived reality of corporate interventions over Muslim personnel. The premise of this article is that as certain workplaces in Malaysia become increasingly regulated by Islamic laws, work has become a sharia realm that is neither fully public nor fully private but borrows moralities and enforcements from both; in other words, a third space for sharia that affects employees in multiple ways, bridging their private and public lives and acting upon them both personally and as personnel. Thus, sharia in the corporation extends the state's bureaucratic authority over Muslim compliance into corporate space and relies on a premise that corporations, like religious officials and institutions, can enforce pious practice and even adjudicate sharia outcomes. (JCSA/GIGA)

ABSTRACTResearch Question/IssueThis study aimed to understand the impact of bank culture on liquidity creation by applying textual analysis to data from US bank holding companies.Research Findings/InsightsThe results indicated a substantial connection between bank culture and liquidity creation. Control and collaborative cultures negatively impacted liquidity creation, whereas a competing culture had a positive effect. The negative impacts were stronger in more diversified, experienced, and profitable banks and weaker in larger banks. In complete culture banks, liquidity creation decreased with increased experience and profitability but increased with size. The influence of culture on the different aspects of liquidity creation was similar across the board for overall liquidity generation.Theoretical/Academic ImplicationsBy introducing a new bank culture index, this study offers a unique contribution to the academic understanding of the interplay between organizational culture and financial performance, particularly liquidity creation.Practitioner/Policy ImplicationsThe insights from this study are valuable for bank managers and regulators as they highlight the aspects of bank culture that can be leveraged or adjusted to optimize liquidity creation, thereby informing strategies and policy decisions.

The aim of this research is to determine the effects of corporate governance perceptions of teachers working in primary education institutions on their organizational commitment. The questionnaire form prepared in accordance with the purpose was applied to 152 teachers working in Beykoz district of Istanbul province who accepted the questionnaire application. The survey results were analyzed in a computer environment using the SPSS 17.0 statistical package program. Frequency and percentage statistics were used to determine the descriptive characteristics of the teachers participating in the study, and mean and standard deviation statistics were used to determine corporate governance perceptions and organizational commitment levels. The relationships between teachers' perceptions of corporate governance and organizational commitment levels were examined by correlation analysis, and the dec of teachers' organizational commitment levels being affected by corporate governance perceptions was examined by regression analysis. As a result of the research, it was determined that teachers have a high level of corporate governance perception and organizational commitment, attendance and emotional commitment levels are not affected by corporate governance perceptions, and normative commitment levels are positively affected. As teachers' perceptions of corporate governance increase, their level of normative commitment also increases.

In order to establish the factors of occurrence of the management culture as a part of formal organizational culture, which have an influence on the implementation of corporate social responsibility, the survey of managerial staff of the companies was carried out. Corporate policy of formulation of strategic goals, visions, organizational structures, etc. as well as how corporate social responsibility is realised in practice was evaluated. Attention is drawn to the inconsistencies because of which corporate social responsibility, as a concept, is not fully realised in the corporate strategy, but only focused on individual goals. Therefore, there remains a wide untapped field of the managerial potential and the development of structure of the organization.

The article presents the problem of establishing productive partnerships between participants in the educational process of universities in Ukraine, Spain and China. The author reveals the understanding of political culture as a component of corporate partnership. It is noted that in the scientific space the political culture of universities is considered as a social and cultural phenomenon. Modern students of higher education must at the level of conscious understanding to understand socio-political processes, understand the causes and consequences of political systems, take into account the consequences of political processes on the development of other spheres of society. The author of the article based on competency and systemic approaches presents the main directions of understanding the essence, functions of political culture, value orientations of citizens in the traditions of university education in different countries. It is emphasized that national traditions and socio-cultural practices have a certain impact on the political culture that is formed in universities. In the context of globalization, as a clear trend of modern educational space, the author analyzes interesting practices of seeing the potential of political culture as a component of corporate culture of business universities. Relevant areas of corporate cooperation are identified on the example of educational activities Deusto Business School (Spain), Kyiv National University named after Borys Hrinchenko, International Business School BFSU-SolBridge, Peking University (PRC). The author notes that the elements of the structure of political culture thoroughly form important general and professional competencies for the analysis of strategies for managing organizational change, the formation of a constructive model of behavior of a modern enterprise, business organization. It is noted that in the business sphere, corporate culture is an integrated quality, a condition for stable success in a liminal society. Among the promising areas for ...

Fourteen in-depth interviews were conducted with decision makers in corporations representing natural resources, finance, retail, technology, food and beverage, and communications to explore the diverse approaches to philanthropy in corporate Canada. The authors focused on gaining insight into the organizational differences among companies that are have integrated corporate philanthropy into their cultures, those where philanthropy is marginal to their main business and those that see philanthropy as a beneficial relationship. They learned that companies that have integrated philanthropy into their operations are quite distinct in both attitudes and behavior from the others. Although companies can change the role of philanthropy within their organization, truly integrating philanthropy into the business of the corporation is not something that can develop and evolve over time; if that vision is not present in the corporate culture from the beginning, it is not likely to develop.

Organizational culture ranks among the highly relevant factors for fostering corporate entrepreneurship and has attracted increasing research interest in recent years. Despite a growing body of scholarly work, to date there is limited understanding of which specific cultural mechanisms create an organizational environment where entrepreneurial activities flourish. The current state of knowledge is characterized by diverse, and partly conflicting, theoretical predictions and empirical findings. Furthermore, the complex and contested nature of organizational culture makes it difficult to derive useful propositions for managerial actions that will serve practitioners and theorists alike. To address these issues and encourage future work, this study uses a systematic review and develops an analytical framework, thereby considering eight general dimensions of organizational culture across different levels. As the theorization on these dimensions is unsuited to addressing practical realities, this article is built upon a realist account so as to shed light on the specific mechanisms through which the general cultural dimensions operate. This approach allows for more a fine-grained understanding of how organizational culture fosters corporate entrepreneurship and enables future research avenues to be identified.

Published Article ; The political and social transformation process in South Africa is forcing organisations to avoid the sensitive, unpleasant and potentially volatile behaviour at workplace that can arise when groups or individuals who differ work together or come into close contact with each other. Therefore, management developed a corporate culture which creates an environment that is conducive to performance improvement, shapes the way people act and interact, as a result, this culture influences how things get done. The corporate culture encompasses the organisation's goals, business ethics and dominant ideologies. Based on the results of this study, these cultural changes ought to be driven by the fact that employees respond to the way in which the organisation treats them. The research aims to investigate the impact of organisational culture on the gold mining activities. The impact of organisational culture is demonstrated through a sense of identity and unity of purpose by the members of the organisation, commitment of employees to their work and existence of strategies and programmes which provide guidance on what is expected. The premise is that organisational culture determines socialisation, power relationship, policies and procedures, reward systems, communication systems and ideology, all of which have a significant impact on the day to day experiences of all employees.

The actuality of transition to the corporate model of higher educatioal establishments is discussed in the article.The basic social and economic problems of corporate management for establishments that arise up in the conditions of current modernisation of education are investigated in the given article. The fundamental elements of model effective corporate management of educational establishments are distinguished .The role of corporate culture in a management is determined. The development of corporate culture is one of the best indicators that assist the achievement of high level of education and its quality. Democratization of management in higher educational establishments will promote the competitiveness of them. ; У статті обґрунтовано актуальність переходу до корпоративної моделі управління закладами вищої освіти.Розглянуто основні соціально-економічні проблеми корпоративного управління для закладів, які виникають в умовах сучасної модернізації освіти. Виокремлено фундамен-тальні елементи моделі ефективного корпоративного управління навчальними закладами. Визначено роль корпоративної культури в управлінні. Розвиток корпоративної культури є одним з найкращих показників, які сприяють досягненню високого рівня освіти та її якості.Відзначено, що демократизація управління підвищить конкурентоздатність вищих навчальних закладів.

With the increasing number of female senior executives, the relationship between female senior executives and corporate innovation behaviors has attracted widespread attention, but few works have studied the influences of female CEOs on innovation behaviors and their mechanisms. This paper studies the relationship between CEO&rsquo ; s gender and the selection of corporate innovation behaviors, as well as the regulating effect of gender culture on the relationship between them. It was discovered in the studies that (1) if compared with male CEOs, female CEOs have significantly promoted both incremental innovation behaviors and radical innovation behaviors ; (2) gender culture has positively regulated the relationship between CEO&rsquo ; s gender and corporate incremental innovation behaviors, yet the regulating effect of gender culture on the relationship between CEO&rsquo ; s gender and corporate radical innovation behaviors is not significant. Thus, the government needs to further foster a gender culture with gender equality, and actively promote the positive effect of female CEOs in corporate innovations.

Business leaders are being lost - in a business world that so desperately needs leadership today. Although women now represent half of all managers, they hold less than 10 percent of the top positions in U.S. corporations. Somehow, women are being lost on their way up. Much has been written about women leaders; rarely do we hear them speak. The Lost Leaders presents, in their own voices, the personal stories of women who achieved success in corporate leadership but have chosen to abandon their corporate careers. Readers will hear their own triumphs and struggles in the stories these women tell. When taken together, these stories provide a fascinating glimpse of the culture that exists in the contemporary corporation. The Lost Leaders examines what happened - and what is still happening - to women who could be leaders but have chosen instead to leave corporate environments. Heppner shows us that, though there have been tremendous changes since the careers depicted here began, the environment that led these women to leave is still prevalent. Grounded firmly in academic research, Heppner writes in an accessible style that is of interest to business professionals, students, and researchers alike, capturing a unique time in our cultural history and illuminating today's workplace.

Corporate sustainability (CS) has become the world's most persistent matter, which enormously enhances the success of organizations. The purpose of the study is to explore the factors that affect CS in small and medium-sized enterprises (SMEs) in Saudi Arabia. The study develops a model based on vigorous literature and proposes a few hypotheses based on the studies of Moslehpour et al. (2022) and Wijethilake et al. (2023). The study employed a survey strategy and found the results on 336 valid samples. The researchers applied a path analysis using SmartPLS 4 to predict the effects. The results of the study demonstrate a positive significant impact of organizational culture (OC), business infrastructure (BI) and corporate governance (CG) on CS. On the other hand, corporate alignment (CA) is a negative significant predictor of CS. Besides, CG mediates the relationship between OC, BI and CS but does not mediate the connection between CA and CS. The SMEs' top management may enhance performance by considering OC, BI, CA and CG constructs. Finally, the findings support to literature to overcome gaps in the direct and indirect role of CG integrated with OC, BI and CA towards CS.

Intro -- Introduction. Reworking the World: Organisations, Technologies and Cultures in Comparative Perspective -- Section One: Re-Analysing the World -- Introduction -- Institutional Logic and Economic Explanation -- French Bread, Italian Fashions and Asian Enterprises: Modern Passions and Postmodern Prognoses -- The Politics of Industrial Organisation: A Comparative View -- Section Two: Learning from the East -- Introduction -- Japanizing the World: The Case of Toyota -- Giants and Dwarves: Changing Technologies and Productive Interlinkages in Australian Manufacturing Industry -- Developing 'Partnerships': New Organisational Practices in Manufacturer-Supplier Relationships in the French Automobile and Aerospace Industries -- Technology Transfer and East Asian Business Recipes: The Adoption of Japanese Cotton Spinning Techniques in Shanghai and Hong Kong -- Western Technology in a Chinese Context: New Technologies and the Organisation of Work in Hong Kong -- Section Three: Technological Innovation: The Search for Control -- Introduction -- The Illusion of a Common Supranational Interest: Democratising the Standardisation Process in Factory Automation -- Yet Another Panacea? The Quality Management Movement in Australia -- Organisational Restructuring and Devolutionist Doctrine: Organisation as Strategic Control -- Section Four: Innovation and Disillusion: Firms at the Leading Edge -- Introduction -- Clashes of Technology and Culture: Enterprise Acquisition and the Integration of New Ventures -- Strategies for Technological Learning: New Forms of Organisational Structure -- Section Five: Reworking the World of Work -- Introduction -- An Australian Model of Industrial Restructuring -- Reorganising Labour: The Volvo Experience -- The Move to 'Partnership': Human Resources in Organisational Change.