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