Family businesses are a significant part of the global economy, contributing to employment and GDP growth. However, they face challenges in a dynamic and competitive landscape, requiring a shift in traditional approaches and a focus on innovation. The success of a company ́s strategy relies on its people and organizational culture, which impact employee engagement, productivity and innovation promotion. In family businesses, culture rooted in the founder’s values can shape their approach to innovation. Some family businesses embrace change and innovation, while others hesitate due to risks and conflicting objectives, risking their long-term survival. Research on family business culture and innovation is underdeveloped, lacking empirical studies integrating the two concepts. This thesis examines the intricate relationship between organizational culture and innovation in family businesses within Sweden and Italy. By conducting interviews with managers across diverse industries, we have uncovered significant findings regarding the influence of organizational culture on innovation outcomes. Key elements such as flexibility, long-term perspective, strategic vision and ethical commitment were identified as crucial in both countries. Family businesses prioritize enduring value, sustainability and adaptability while navigating the challenges of tradition and innovation. Some businesses adopt an exploitational approach, refining existing products, processes and business models, leveraging their heritage and internal capabilities. Conversely, others adopt an explorational approach, embracing uncertainty, remaining open to new possibilities and actively seeking innovative solutions through experimentation. Our research expands the understanding of family businesses’ culture and innovation through a theoretical model that considers different national contexts and the relationship between cultural characteristics and innovation. Furthermore, we offer practical implications for family business owners, managers, policymakers and advisors. These insights can help creating an environment conducive to innovation and long-term success in family businesses worldwide.

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AN ABSTRACT OF THE DISSERTATION DEBORAH A. DIFFENAUER, for the Doctor of Philosophy Degree in Education, presented at Southern Illinois University at Carbondale. TITLE: Job Satisfaction and the Perceived Organizational Culture of U. S. Military and Military Affiliated Personnel at a Midwestern University MAJOR PROFESSOR: C. Keith Waugh, Ph.D. This study examined the relationship between demographic characteristics, level of job satisfaction, and current/preferred organizational culture in a sample of 139 off-campus military degree program participants. Responses were received from undergraduate students in the fields of engineering, applied sciences and arts, and education. The Job Satisfaction Survey (Spector, 1985) was used to assess the participant's level of satisfaction in current occupations. The second instrument used to assess the participant's current and preferred organizational culture was a combined version of Harrison & Stokes (1992) Diagnosing Organizational Culture Instrument DOCI and the Organizational Culture Assessment Instrument OCAI developed by Cameron & Quinn (1999b). Descriptive characteristics, eta cross tabulations and Spearman's Rho bivariate correlations were executed on the data and statistically significant differences were found. The study provided evidence to validate the existence of correlations between levels job satisfaction and perceptions of organizational culture. Specifically, there exists a relationship between some of the participant's demographic characteristics (gender, status, and current occupation), with job satisfaction, and organizational culture within the military environment given the various subcultures and defined roles.

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Reasons behind a low level of trust in middle managementThe purpose of this study was to investigate reasons behind the low level of trust in a large Swedish industrial company and to get a perception of what parameters the company can work with to increase level of trust. The question we been focusing on is how rewards and punishment can drive the organizational culture as organizational cultures is driven by different behaviors. As far as we could see there was no research or studies on specifically rewards and punishment connected to culture and its development.This is a qualitative study, and we made an approach to use Kathy Charmaz variant on Grounded Theory as a method. Interviews with managers in three different levels at the same department has been done. The study started with Jacobsen & Thorsvik's model, the transformation process to understand how different elements of the organization are connected. Using Schein's three-level model, the questionnaire was constructed. When analyzing the results from the interviews, mainly Ekman's LGSP model and Schein's three-level model was used.During the interviews was it obvious that all managers worked to develop the culture but without greater success. We found the organization had structural problems that made it difficult to develop trust and sometimes managers behaved in a way that was driving the culture in wrong direction according to company strategy. We noticed a widespread unconsciousness amongmanagers on how organizational culture is developed and how they were affecting their coworkers.When those who work in an organization become insecure, the uncertainty makes it difficult to build trust between different units. The uncertainty creates various negative behaviours that drive culture in the opposite direction to the desired.

Digital Transformation (DT) is becoming a comprehensive part of everyday lives. It has become disruptive to the point that it has transformed the way we live, work and interact with each other. One area which has been affected by DT are Public Administrations (PA). DT is changing both the expectations of the performance of PA’s, but digitalization also transforms their objects and processes. To understand how DT affects PA’s, research often addresses external reasoning. This research paper instead explores internal reasoning; that is to say the PA’s organizational culture. It does so by asking what dimensions of Organizational Culture (OC) impacts DT within PA with the conclusion that (1) Communication as a part of OC decelerates DT (2) Competence Development can create acceptance of DT and (3) Social Sustainability holds DT accountable.

There has been a widely held perception for a long time that the automotive industry largely consists of male-dominated professions. It is likely that this association will persist in the future, as there are deeply rooted structures and norms that uphold gender labeling within the automotive industry. The purpose of our study is to investigate women's perceptions of leadership and its impact on gender equality in the Swedish automotive industry. Previous research has primarily focused on the leadership perspective and undermined the experiences of female industrial workers. By focusing on women's perceptions and experiences of their immediate supervisors and their leadership, this study contributes to a deeper understanding of the barriers and challenges that women face within the automotive industry. The concepts of transformative and transactional leadership were used to differentiate different leadership behaviors. A qualitative method, based on semi-structured interviews, was employed to conduct the investigation. The results revealed that leadership has a significant impact on the social work environment, and that transformative leadership can positively influence the male-dominated automotive industry from a female perspective. / Det har länge funnits en vedertagen uppfattning om att fordonsindustrin till stor del innebär mansdominerade yrken. Det är sannolikt att denna association kommer att bestå i framtiden, då det finns djupt rotade strukturer och normer som upprätthåller genusmärkningar i fordonsindustrin. Syftet med vår studie är att undersöka kvinnors uppfattning av ledarskap och dess inverkan på jämställdhet i svensk fordonsindustri. Tidigare forskning har i huvudsak fokuserat på ledarskapsperspektivet och underminerat de kvinnliga industriarbetarnas erfarenheter. Genom att fokusera på kvinnors uppfattningar och erfarenheter av närmste arbetsledare och deras ledarskap, bidrar denna studie till en djupare förståelse av de hinder och utmaningar som kvinnor möter inom fordonsindustrin. Begreppen transformativt respektive transaktionellt ledarskap användes för att särskilja olika ledarskapsbeteenden. För att genomföra undersökningen användes en kvalitativ metod, baserad på semistrukturerade intervjuer. Det framgick av resultatet att ledarskapet har en stor inverkan på den sociala arbetsmiljön och att ett transformativt ledarskap kan påverka den mansdominerade fordonsindustrin positivt ur ett kvinnligt perspektiv

The corporate culture present within any organization has a significant effect on the decisions the organization makes in regards to its daily operations, goals, the environment that its employees work in and customers interact with when doing business with the company. There are various factors beyond the control of the organization that. have an effect on the culture, one of them being the economic environment. The decisions that corporations make during times of economic expansion and how they cope with times of economic contraction is a reflection of the culture that is present. The insurance industry and its participants are especially sensitive to these economic movements and make their decisions to grow and create products on their perception of economic movement. The cultures of AXA, a French insurance company, and Prudential, a British insurance company will be compared alongside the culture of the formerly prominent AIG to discover what aspects of corporate culture a corporation within the life insurance industry should have present in order to have sustainable growth during times of economic expansion and remain viable during times of economic contraction.

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