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Article
Publication date: 6 July 2021

Farzad Fesharaki

The purpose of this study is to describe the culture of Google using memetic mapping.

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Abstract

Purpose

The purpose of this study is to describe the culture of Google using memetic mapping.

Design/methodology/approach

Printed and online texts published about Google are coded, and 40 memes are discovered. Memes are placed into six levels of organizational culture, namely, basic assumptions, values, norms, artifacts, work procedures and human resources practices.

Findings

To understand the formation of Google’s culture in the course of history, genealogy method is applied. In this approach, parent of each meme (the culture from which the meme is adopted) is identified. In total, 85 cultures that had impacts on the emergence of Google’s culture are recognized and analyzed.

Practical implications

Practical implications are presented as memetic engineering technique, which is capable of diagnosing and treating defective memes to facilitate and enhance the internal dynamics of corporate members.

Social implications

The application of this approach for tackling the challenges posed by the COVID-19 pandemic is discussed through a real-world example.

Originality/value

Memetic mapping is a powerful tool for managers, consultants and organizational researchers to explore the cultural phenomenon and change it to achieve higher performance.

Details

International Journal of Organizational Analysis, vol. 30 no. 6
Type: Research Article
ISSN: 1934-8835

Keywords

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Article
Publication date: 5 March 2018

Farzad Fesharaki and Saied Sehhat

This paper aims to introduce and promote the novel concept of Islamic human resource management (iHRM) and assess its effects upon two organizational attitudes, namely, perceived…

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Abstract

Purpose

This paper aims to introduce and promote the novel concept of Islamic human resource management (iHRM) and assess its effects upon two organizational attitudes, namely, perceived justice and employees’ commitment.

Design/methodology/approach

The present study is an applicable and empirical research that has used the descriptive–correlative method. The target population consists of 192 employees from Resalat Qard al-Hasan Bank in the city of Tehran. Calculated based on Cochran’s formula, 128 people are selected by means of a simple random sampling technique. To collect primary filed data, questionnaires are distributed. The gathered responses are analyzed with the structural equation modeling approach using SmartPLS software package.

Findings

Four dimensions of iHRM, i.e. recruitment and selection, training and development, remuneration and compensation and performance appraisal, are positively associated with organizational justice. Also the first three dimensions have a positive impact on employees’ commitment, but the link between performance appraisal and employees’ commitment is not statistically significant because of the slightly negative attitude of the employees toward a possible perfunctory routine.

Originality/value

iHRM is one of the emerging trends in Islamic management literature, with limited studies conducted in this specific field. The current effort is one of the first attempts to empirically investigate this relatively new construct in the context of Iran.

Details

Journal of Islamic Marketing, vol. 9 no. 1
Type: Research Article
ISSN: 1759-0833

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