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Logistics Aspect of Organizational Culture and Normative Commitment in Electric Energy Supply Chain

Logistics Aspect of Organizational Culture and Normative Commitment in Electric Energy Supply Chain Companies are increasingly aware that employees are an important factor in success, so they pay more and more attention to them. Because of that, organizational culture and normative commitment are also included as ex- tremely important factors. The research includes a systematic and comprehensive review of the literature and at the same time obtaining and analysing data from practice through a survey. The research focuses on employees from the logistics departments in the supply chain of electronic component production and supply. Group of com- panies across Europe were included in the survey (Austria, Bosnia and Herzegovina, Bulgaria, Croatia, Czech Re- public, Germany, Hungary, Latvia, Lithuania, North Macedonia, Poland, Romania, Russia, Serbia, Slovenia and Ukraine). The research demonstrates the realization that the types of classification of organizational culture have different effects on direct and indirect normative commitment. Gender differences were also found. The re- search-based on the calculated average mean values shows the classifications of organizational culture and nor- mative commitment. The latter follows the organizational culture with minor deviations. The order of classifica- tion of organizational culture follows the current economic situation, where according to the studied criteria, the first is a culture of the market. The research shows that men’s rate of normative commitment is better than wom- en's, while in organizational culture the situation is exactly the opposite. One of the most significant findings is based on the Pearson correlation coefficient with the SPSS program was found that, according to the classifica- tion, Hierarchy culture has a positive effect on indirect normative commitment. Key words: organizational culture, commitment, normative commitment, logistics, supply chain, environmental management, ISO 14001 INTRODUCTION organizations are aware of the need to pay more and more In the global environment, companies try to ensure their attention to the personnel structure. Professionalism, qual- existence and development through operations [1], which ification, loyalty, the commitment of employees are im- is especially important today as the requirements and ex- portant because the changing personnel structure also af- pectations of business partners are growing. Consequently, fects business efficiency. Organizations have an interest in cooperation between all in supply chains is very important retaining employees, as each departure means a particular nowadays in the business world [2]. This is one of the rea- duty for the organization because outgoing ones need to be sons why employees are a very important stakeholder in replaced or work has to be organized differently, which the business process [3] in creating success, which is why sometimes also means additional costs [4]. The relationship © 2022 Author(s). This is an open access article licensed under the Creative Commons BY 4.0 (https://creativecommons.org/licenses/by/4.0/) 320 Management Systems in Production Engineering 2022, Volume 30, Issue 4 between the organization and the employee comes to the lows for measurability [21]. With the instrument for as- fore more and more, and on this basis, further activities in sessing organizational culture, it is possible to assess organ- the organizations are then built [5, 6]. One of the most im- izational culture, as well as change it, because it is used to portant focuses in business is certainly the identification identify cultural differences, performance and quality of and study of personal goals of the employee and the goals business. It was designed by Robert Quinn and Kim Cam- of the organization, and thus indirectly determine whether eron [22]. With the help of the instrument for assessing or- the strategies include action on employee commitment in ganizational culture, its specific characteristics are identi- organizations [7]. fied in the organization, the method of management, em- Globalization is a trend that is increasingly shaping interna- ployee management, the factors that connect the organi- tional trade, so it is not surprising that this also affects lo- zation are sought, strategic emphases and define success gistics and its activities. However, customers are becoming criteria. All mentioned are then integrated into the compet- more and more demanding throughout the process, which itive value model [23]. The competitive value model is as- at the same time allows all stakeholders to improve [8]. sociated with two dimensions. The first dimension focuses The research seeks to identify the prevailing organizational on the fact if the direction of the organization is more inter- culture, where it wants to warn that the structuring of or- nal or external. The second dimension, on the one hand, ganizational culture depends on different levels of norma- defines greater resilience in business, but on the other tive commitment. The study consists of two parts. Theoret- hand, greater flexibility. Based on this classification, four ically, the first part deals with organizational culture, com- classifications of organizational culture are defined. The mitment, with a focus on normative commitment, in con- first classification of culture is the culture of the clan, where nection with logistics activities and environmental manage- employees are most important, and teamwork is at the ment. The second part is based on the study of data ob- forefront. Adhocracy culture is the second classification of tained from the practice, which includes employees from organizational culture and is characterized by creative em- logistics departments in international companies. The ployees, so the development in these organizations is rapid. group of companies were stationed in Austria, Bosnia and The next classification of culture is market culture, charac- Herzegovina, Bulgaria, Croatia, Czech Republic, Germany, terized by competitive employees, management which fo- Hungary, Latvia, Lithuania, North Macedonia, Poland, Ro- cuses on the results. The fourth, the classification of cul- mania, Russia, Serbia, Slovenia and Ukraine. The mentioned ture, is a culture of hierarchy that is formalized, employees companies are mainly engaged with the production of are very limited in their work, as they must fully follow the products intended for various solutions for electricity in res- prescribed procedures, rules [23]. The mutual relationship idential and commercial buildings. Due to the purchasing in the company is also regulated with the help of organiza- and sales network of their global business partners, a large tional culture, which is not uniform but consists of several part of their business is tied to logistics and consequently subcultures. In this context, it follows from this kind of def- supply chain management from a global perspective. In the inition that are talking about a hybrid organizational cul- observed companies, the following tasks are mainly in- ture, which includes an entrepreneurial vision, hybrid staff, cluded under logistics: organization of all types of transport inter-organizational relationships, complementary prac- (through cooperation with 50+ logistics companies), cus- tices, and learning organizations [24]. As companies face toms clearance (in-house and outsourcing), the origin of constant change, they need to organize their business in goods, warehousing operations, assessment of business the direction of success and to be able to follow the com- partners, intrastat, etc. Companies were aware of the im- petition and look for instruments of success, which also in- portance of sustainable thinking in supply chains, which is cludes the organizational culture. The focus must be on de- also pointed out by various authors in their researches [9- veloping a creative culture that must follow continuous im- 19] and therefore only companies that adapted environ- provement [25]. Organizational culture is associated to be mental management according to the ISO 14001 standard associated with deviant behaviour in the workplace. Not were included. surprisingly, Adhocracy culture and clan culture are more The research is structured as follows: (a) theoretical frame- related to satisfaction, so this is followed by results related work, (b) methodological framework and hypotheses, (c) to deviant behaviour. Employees need to be familiar with results section (c) discussion and interpretation and con- organizational cultures, which is the job of management. It cluding remarks and (d) conclusion. is important that employees feel safe and committed at work because they are more like belong then. The goal LITERATURE REVIEW should be to make the organizational culture of the organi- Organizational culture zation as consistent as possible with the organizational cul- Culture can be viewed from different angles. Culture can be ture perceived by the individual [26]. Leadership is increas- traced everywhere and begins with each individual [20]. In ingly becoming a key factor in an organization’s success, in- organizations, a value is created that is common to all and fluencing organizational culture, so it’s important to under- at the same time it is not surprising that different thinking stand, know the environment, which is uncertain, unstable, is included in the organizational culture, that different sub- rapidly changing. Positive leadership has a positive effect cultures are created. Differentiation in organizational cul- on organizational culture. Organizational culture, on the ture separates one organization from another. In organiza- other hand, has a positive effect on learning. Organizational tional culture, a large dimension is emphasized, which, al- culture is an important link in the relationship between S. LAZAR et al. – Logistics Aspect of Organizational Culture and Normative Commitment… 321 leadership and [27]. Concern for the environment is also re- Normative commitment flected in organizational cultures, which are increasingly fo- Normative commitment mostly gives a sense of employee cused on green. Such activities lead to greater success and commitment to the organization [30]. A high level of also indirectly to greater competitive advantage, as new in- normative commitment is associated with the opinion that novations are aimed primarily at reducing the harmful ef- employees should remain in the organization [34]. fects on the environment. Leaders must create a positive According to normative commitment, it is pointed out that green organizational culture, which is then more easily de- it can be influenced, as it originates from the personality of veloped internally, and this sets a particular organization the individual [35]. Normative commitment is viewed from apart from competitors [28]. various perspectives, including in non-governmental organizations, where the commitment to the integration of Commitment environmental policy prevails over the commitment to the Nowadays, the commitment of employees is not something integration of climate policy and energy policy [36]. Non- self-evident, logical, expected, but organizations must ac- profit organizations also face normative commitment, quire it through their operations, employment conditions. especially because the foundation is laid on volunteering. The precondition is that organizations know and recognize The normative commitment of volunteers stems from the commitment of employees. Commitment is increas- compliance with organizational mission and personal ingly defined as a company's competitive advantage in the values and hence their satisfaction as a confirmation [37]. market. Employees who are committed look forward to Normative commitment can also be studied at the common successes as their own, they mean a greater ad- international level, in connection with implementation in vantage for the organization and thus enable greater suc- individual countries. It was found out that there may be cess [29]. Usually, individuals are committed to the one divergences in this type of commitment between with whom they share certain common interests. Organiza- international and national policy. The causes must be tional commitment is defined as a commitment to an indi- sought in the strength of the economy, tradition and vidual organization and is understood as being in the func- individual structures that prevail. which was confirmed by tion of constant obligations to the ideas of the organization a study in the three most advanced countries of Africa in [30]. Organizational commitment is defined as the relation- tobacco production [38]. In schools in England, the impact ship between an employee and an organization. Organiza- of funding modalities and normative commitment was tions should pay attention to several factors that can jeop- studied. However, it has been found that schools compete ardize the personnel structure, so special attention should with each other, have different motives, interests because be paid to the development of the employee, considering there is no real mutual trust yet. The influence of the past age, length of service, experience [4]. Regarding the defini- is still felt and a great tendency of monopoly is present [39]. tion by Allen and Meyer, attention is paid to three different Leadership is certainly what promotes normative commitments, where the reasons for the employee to re- commitment. The effects are different and related to the main in the organization are identified for each specific. The scope and form of implementation of the normative first commitment is effective and is based on emotional af- commitment [40]. filiation, where the person identifies with the organization. The second commitment is a commitment to continue, Logistics which, however, focuses on exchange and operates on an The process of managing and coordinating materials, prod- economic principle. A normative commitment is the third ucts, the information in companies, between companies, form of commitment, formed as the last, and is based on partners is a function of logistics [41]. Logistics is linked to responsibilities, obligations to the organization [4]. In sum- the supply chain and is defined as an integral part of it. The mary, the studied, normative commitment is defined from entire operation of logistics is focused on meeting the a sense of loyalty and moral commitment to the organiza- needs of customers [42]. Today's society would not func- tion. The latter, however, is the subject of study, mainly be- tion without the operation of logistics. However, this does cause this aspect of commitment has so far been less ana- not mean that logistics companies are guaranteed success lysed [31]. Knowledge management and various connec- in advance because they need to be well prepared for busi- tions, relationships, are becoming an important activity ness, which includes following trends and they need to also outside the developed world, where it was confirmed have a well-crafted concept. In logistics operations, delivery that organizational commitment partially mediates the re- times are extremely important, especially because there lationship between knowledge management in practice are many providers and at the same time many factors that and performance [32]. It is necessary to separate between affect the service. Greater optimization is possible by opti- internal and external building blocks of sustainable risk mizing the routing of multiple vehicles through a time win- management because leadership that incorporates sustain- dow refinement and a strategy for cooperation between lo- ability into core values is more committed to sustainable gistics devices, which also include distribution hubs. In this risk management than other stakeholders [33]. way, efficiency and profit are increased, which is shared 322 Management Systems in Production Engineering 2022, Volume 30, Issue 4 among all service providers [43]. With greater global warm- success is increasingly associated with the attitude towards ing, the importance of green logistics comes to the fore, in environmental sustainability, work environment, safety. various activities. It is noted that the development of green When organizations decide to obtain a particular certifi- logistics is positively influenced by internal motivation and cate, they are driven by motivation. The benefits are multi- awareness of social responsibility, where a positive image faceted, both from the internal environment and from the also plays an important role. The influence of the political external, which has also been proven in the case of obtain- system can still be felt in certain areas and there is a great ing the SA 8000 certificate [52]. In the case where manage- power of capital, which enables the introduction of appro- ment is more committed to environmental ethics, there is priate technology and thus the accelerated introduction of more green innovation, technology in the organization, green logistics into practice [44]. As a counterbalance to there are also more green products on the market and thus global warming, companies are supposed to increasingly greater performance [53]. The commitment to environ- used for distribution in cities by electric vehicles, which mental protection depends on political commitment, clar- wanted to be maximized. Simulations have been made, in ity of rules and enforcement, which is particularly pro- the case of vehicle sharing, where total costs are reduced. nounced in developing countries. Usually, control bodies The results were especially positive when electric vehicles mitigate the negative effects. Efforts need to be made to are used in time and as a way to achieve lower electricity implement the policy, for regulatory compliance [54]. In prices. The third scenario foresaw an increase in the carbon China, a case of commitment to the environment in the tax, which in turn means that such emissions will be re- case of carbon reduction by 2030 was studied. This com- duced because in this way the use of electric vehicles would mitment must be followed by a change in policy, market, be accelerated [45]. The return logistics network affects optimization, it is necessary to introduce incentives for en- ecological efficiency, however, the case of wood waste re- ergy supply and consumption and to promote the construc- cycling in Canada highlighted the complexity of this process tion of a national electricity market [55]. Environmental be- and the importance of stakeholder interaction. It is noted haviour has been studied in Russia in terms of manage- that the separation of resources is necessary at an early ment's commitment to sustainability, direct environmental stage of the return logistics channel, as this allows for leadership, and motivation. If management is committed to greater control, which in turn leads to a greater perfor- sustainability this has a positive effect on environmental mance from an economic and environmental point of view behaviour, while at the same time management's commit- [46]. The importance of the return logistics network is also ment to environmental behaviour varies between levels of seen in the reuse of certain household appliances, which management. In motivation, internal is positively associ- pose an increasing problem, especially in cities where ated with environmental behaviour and external is nega- standards are higher and such exchanges are more fre- tively associated [56]. quent. Such products are supposed to be collected in cer- Environmental management according to the ISO 14001 tain charities and then optimally distributed further standard through the distribution network of charities. This would Governmental and non-governmental organizations strive achieve a double effect. It would reduce the amount of cer- to improve environmental performance also by joining vol- tain waste and at the same time help families with lower untary organizations, where ISO 14001 is highlighted as an incomes, which would mean lower environmental costs important non-governmental voluntary program [57]. ISO and living costs [47]. The goal of return logistics should not 14001 can improve sustainability in the whole supply chain, only be the recycling of finished products but also through as it represents if used in the right circumstances, a means the production phase semi-finished products, individual to better sustainable development. ISO registration alone materials to achieve maximum optimization, even in the as- brings a competitive advantage, but the impacts on sustain- sembly of products, which also affects the environment ability are different. In any case, the fact that with ISO cer- [48]. tification comes to the fore greater care for the environ- Commitment to environmental protection ment and thus more activities to reduce waste, prevent pol- Environmental protection has become an inevitable trend lution and improve overall performance [58]. In 1992 the in many areas [49]. A regulated legal system is also a pro- United Nations Conference on Environment and Develop- moter of companies' environmental commitment. It is typ- ment in Rio de Janeiro, committed to the improvement of ical for companies operating with a similar legal system to environmental quality, in the form of voluntary standards accept uniform responsibilities for behaviours regarding to promote the improvement of environmental quality, fol- commitment to sustainability [50]. Success with green hu- lowing the example of ISO 9000 which has already achieved man resource management starts with recruitment, where an improvement in the quality of products and services. organizations should give priority to those who already Based on this expressed need, the International Organiza- have basic values for environmental protection. This should tion for Standardization has developed the ISO 14000 be followed by planned training in environmental protec- standard. The beginnings of the international standard for tion. In this way, it would be easier to understand the or- the ISO 14001 environmental management system date ganization’s environmental policy and increase employee back to 1996. Like ISO 9000, it has gained great recognition commitment to environmental conservation [51]. Business and validity among companies, and the fact is that the man- agement of each company assesses the acquisition of the S. LAZAR et al. – Logistics Aspect of Organizational Culture and Normative Commitment… 323 standard as necessary, regardless of whether they decide - H1c Market culture has a positive effect on direct nor- for economic reasons, the institution itself or the organiza- mative commitment. tion. Obtaining ISO certification is voluntary, and it is ex- - H1d Hierarchy culture has a positive effect on direct pected that organizations will have to obtain and maintain normative commitment. ISO 14001 in as many numbers as possible in the future. It - H1e Clan culture has a positive effect on indirect nor- has been proven that where they have such a certificate, mative commitment. they think more about the impact of the business entity on - H1f Adhocracy culture has a positive effect on indirect the environment. In this direction, they act as a whole normative commitment. team, both management and employees, and strive to im- - H1g Market culture has a positive effect on indirect nor- prove the environmental management system [59]. The mative commitment. ISO 14001 standard is universal. It operates voluntarily, to - H1h Hierarchy culture has a positive effect on indirect prevent pollution and to improve the regular process. normative commitment. There are six levels for compliance with ISO 14001, which Surveys represent the second part of the research. Group include the development of environmental policy, product of included international companies together employ 114 group determination, services that have an impact on the employees in the logistics departments. Of these, 52 were environment, definition according to legal requirements, questioned, which means that this is 45.61% of all logistics setting company priorities, goals to reduce the impact on experts. Survey was carried out in 2019 and 2020. The re- the environment, if necessary, adjust the organizational sponses were recorded mainly by the Likert scale, which in structure where responsibility is defined, way of training this case was a seven-point scale. Consent rates ranged and communication, documentation and it is necessary to from one, which meant no disagreement at all, to a maxi- check and, if necessary, correct the management of the en- mum of seven, which meant very strong agreement. vironment. The ISO 14001 standards were first launched in The total number of questions in the survey was 39. The 1996 and last in 2015. Successes have already been proven survey consisted of the following three sections: through a positive impact on the environment, there is - The first set consisted of 7 demographic and general more awareness of the importance of the environment questions. The first set consisted of 7 demographic and [60]. Small and medium-sized enterprises represent the general questions. largest sector of the economy, which are also the most pol- - In the second part, the survey was followed by 24 ques- luting, so it is not surprising, that, to be more successful, tions from the field of organizational culture. These employees must be involved in the environmental manage- questions were divided into 6 dimensions by four ques- ment system. At the same time, it is pointed out that it is tions, denoted by A, B, C, D. The dimensions were re- necessary to obtain consultants and to understand the lated to the discovery of the dominant characteristics of means used for supervision. ISO 14001 certification is im- the company, leadership style, behavior, and manage- portant because it also relieves the environment and is ap- ment of employees, what is the glue of the organiza- plicable globally. Investors invest in companies with ISO tion, what are the strategic emphases and criteria for 14001 and their green production, and this trend leads to success. The selected answers by dimensions with A, B, the sustainable development of the environment, there- C, D essentially represent four classifications of organi- fore, it is not surprising, that companies spend a lot of time, zational culture namely, in alphabetical order, the cul- resources to obtain ISO 14001 [61]. ture of clan, adhocracy, market, and hierarchy. The set of organizational culture surveys is the Organizational METHODOLOGY OF RESEARCH Culture Assessment Instrument [23]. The focus of the The study method is qualitative research that was con- research is to determine the current classification of or- ducted in several stages. In the first part, the research was ganizational culture according to the Likert scale [62]. based on theory, where the studied topics were presented The Organizational Culture Assessment Instrument has with the help of various literature, and on this basis, hy- also been used in some other related research in the potheses and sub-hypotheses were set. field of logistics, e.g. [63]. Commitment is formed gradually, through a process of ac- - In the last part of the survey, there were 8 questions on tion, execution, when it reaches a constant level and that is the topic of normative commitment, where additional constant, it is part of organizational culture. From this point direct and indirect normative commitment was identi- of view, the basic hypothesis is: fied. - H1 The classification of organizational culture has a pos- The direct influences arising from the organizational culture itive effect on normative commitment. on normative commitment were analyzed. After the acqui- The normative commitment of an employee in an organi- sition, the data were examined, and computer-processed. zation can be expressed directly or indirectly. From this The average means and means mode values were sought. point of view sub-hypotheses are following: And with the help of the SPSS program, the Pearson corre- - H1a Clan culture has a positive effect on direct norma- lation coefficient by hypothesis and sub-hypotheses. The tive commitment. research process is presented in Figure 1. - H1b Adhocracy culture has a positive effect on direct normative commitment. 324 Management Systems in Production Engineering 2022, Volume 30, Issue 4 RESULTS AND DISCUSSION The reliability of the questionnaires was calculated using the Cronbach Alpha Coefficient in order to test whether the questionnaire applied in the study is valid and suitable for the purpose of the research. According to the result of the reliability analysis made with all the questionnaire questions, the reliability coefficient was determined as α = 0.869 and it was determined that the scale was quite reliable. Figure 2 shows the results of the average means values of organizational culture, by four classifications, and by gen- der and total. It can be seen from Figure 2 that no classifi- cation of organizational culture explicitly does not domi- nate. Fig. 2 Average means values of organizational culture Fig. 1 Research process In the area of normative commitment, the share of direct and indirect commitment, according to the average Table 1 presents the sample of demographic and general means, both by gender and total, was investigated, which data. is shown in Figure 3. Table 1 The demographic and general data Man Woman Total (%) (%) (%) Gender 73 27 100 Education High school or less 56 9 65 Higher 2 7 9 High 6 6 12 University or more 10 4 14 Work more than 40 hours a week No 17 15 32 Fig. 3 Average means values of normative commitment Occasionally 33 10 43 Yes 23 2 25 It can be seen from Figure 3 that women are more critical Thinking about employment elsewhere to both forms of normative commitment. The average No 33 17 50 means of normative commitment achieve solid values, Occasionally 31 8 39 which means that employees are committed to the goals Yes 9 2 11 of the organization, which includes a commitment to en- The total length of service vironmental protection. The proportion of the total length of 35 13 48 The study of the average means between the common or- service in the current organization ganizational culture and normative commitment was also Share of total length of service in other 39 13 52 performed from the point of view of gender and jointly organizations and is presented in Figure 4. The total length of service in the current organization The proportion of total length of service in 40 9 49 the current organization at the current job The proportion of total length of service in 33 18 51 the current organization in other positions S. LAZAR et al. – Logistics Aspect of Organizational Culture and Normative Commitment… 325 Fig. 6 Average means values of normative commitment On account of these results, it was concluded that em- ployees commitment to the organization is high. Based on the analysis with the SPSS program, the Pearson Fig. 4 Average means values of organizational culture and nor- correlation coefficient was used to verify the connection mative commitment between the independent organizational culture acceptor and the dependent normative commitment acceptor. The Regarding Figure 4, it can be seen that the female gender obtained results are presented in Table 2. evaluates organizational culture better than normative commitment compared to the male gender. Organiza- Table 2 tional culture is better evaluated compared to normative Analysis of correlation between variables commitment. Means mode values were also measured, which gave in- formation of which value was most often recorded as an answer. The means mode value according to the individ- ual classification of organizational culture was 4, which meant agreement, regardless of gender. The most fre- Clan 3,4647 1 quently perceived response and thus the means mode Adhocrarcy 3,7564 0,821** 1 value of normative commitment, regarding direct and in- Market 3,9936 0,314* 0,564** 1 direct normative commitment was in most cases, by gen- Hierarchy 5,0353 0,741** 0,778** ,543** 1 Normative 4,4391 0,443** 0,373** 0,141 0,265 1 der and a total value 3, except in the case of indirect nor- **. Correlation is significant at the 0.01 level (2-tailed) mative commitment on the part of women, a value of 2 is *. Correlation is significant at the 0.05 level (2-tailed). perceived. Means mode value from the point of view of all classifications of organizational culture together is in- A strong relationship between organizational culture sub- dependent whether viewed separately by gender or if all factors (Clan, Adhocracy, Market, Hierarchy) and norma- respondents are considered together, a value of 4 is per- tive commitment in the electric industry has been deter- ceived. When examining the means mode value from the mined. When the findings related to the organizational aspect of overall normative commitment, a value of 3 is culture sub-dimensions were examined, it was seen that found in the male population and in total for both gen- the perceptions of the Hierarchy (𝑥̅:5.0353) sub-dimen- ders, meanwhile, if considered only from a woman's point sion were the highest, and the perceptions of the Clan (𝑥̅ of view, the value is perceived 2. = 3.4647) sub-dimension were the lowest among all di- Figure 5 explains that the employees who are in the hier- mensions. archy organizational culture have a higher opinion of thinking about employment somewhere else. Table 3 Regression analyses between organizational culture and direct normative commitment Coefficients Unstandardized Standardized t Sig. Coefficients Coefficients Model Std. B Beta Error Fig. 5 Average values for organizational culture, working con- Clan 0.314 0.244 0.328 1.290 0.203 ditions and employment decisions Adhocrarcy -0.029 0.332 -0.032 -0.087 0.931 Market 0.269 0.270 0.316 0.996 0.324 On the other hand, it is seen that the intention to leave Hierarchy 0.250 0.255 0.369 0.980 0.332 the job in the Clan organizational culture is lower than in Dependent Variable: Direct normative commitment. other organizational cultures. While working rates of more than 40 hours are close to each other in the Clan, When the results in Table 3 are examined, it is seen that Adhocracy, Market cultures, it is noteworthy that it is very the established regression model is valid at the 0.001 sig- high in the Hierarchy culture. nificance level. It was determined that the factors affect- Figure 6 shows that the total working time of the partici- ing normative adherence did not affect the direct norma- pants in the sample is the most between 31-40 years (𝑥̅ = tive commitment positively. Also, results show that 95% 4.859) at most, and 21-30 years (𝑥̅ = 4.6389) when those of the change in organizational culture sub-factors is with who work in the same position. normative commitment. Clan Adhocrarcy Market Hierarchy Normative 326 Management Systems in Production Engineering 2022, Volume 30, Issue 4 Table 4 are more aware of the presence of market culture, hierar- Regression analyses between organizational culture chy, as well as Adhocracy culture, because these values and indirect normative commitment are higher by about 2% to 6% compared to the recorded Coefficients values in men. A lower value was found by females in the Unstandardized Standardized clan culture, which was rated at an average of 3.40 com- Model Coefficients Coefficients t Sig. pared to males, where the average mean was found at B Std. Error Beta 3.49. The order of organizational culture and the fact that Clan 0.133 0.220 0.140 0.603 0.549 the culture of the hierarchy is in second place can also be Adhocrarcy -0.103 0.299 -0.116 -0.344 0.732 attributed to the fact that the companies are ISO certified Market 0.068 0.243 0.081 0.278 0.782 (has ISO 9001 and ISO 14001), where everything must be Hierarchy 0.586 0.230 0.875 2.547 0.014 documented. Operating according to these certificates re- Dependent Variable: Indirect normative commitment. quires that all procedures and regulations be written down, defined in advance, and from this point of view the The model formed by the dependent variable organiza- greater influence of this type of culture is also perceived. tional culture sub-dimensions and independent variable It is interesting that men, compared to women, rated normative commitment was found to be significant as a about 9% better according to the obtained average means whole (F = 265,150, p < 0.001). In the regression analysis; values, both directly and indirectly, normative commit- It is seen that only Hierarchy culture in organizational cul- ment. It is attractive that regardless of whether the order ture indirectly increases normative commitment. Every 1- is viewed by gender or collectively, direct normative com- unit change in organizational culture creates a 97% mitment is more represented, compared to indirect, alt- change in the indirect normative commitment. The fol- hough the advantage is minimal, approx. 1%, according to lowing sub-hypotheses can be confirmed: H1h Hierarchy all criteria. However, when the means mode value of the culture has a positive effect on indirect normative com- normative commitment is analysed, a value of 3 is rec- mitment. orded when it comes to the male or total population, re- gardless of whether it is a direct or indirect normative DISCUSSION commitment. In the female population, the value of 3 is In research, most of the surveys were obtained from recorded in the direct normative commitment, while in males – 73% of all participants. By education, high school the indirect population the value of 2 is determined. If a or less predominates in 65%. Demographic data show that commitment to operations is detected, a commitment is more men have a university degree or more and that the also detected for all activities, which originate from this image is inverted in higher education, to the benefit of business, which means that employees are also commit- women. It is gratifying that higher education is distributed ted to the environment, which confirms that environmen- proportionally among the population. tal management has been developed according to the ISO 43% of employees explain that the schedule is not always 14001 standard. a criterion for work, who occasionally work more than 40 It was found that men rated organizational culture about hours a week, always 25%, which means they adapt to the 9% better compared to normative commitment. Women needs of the employer. In favour of loyalty to the em- also rated organizational culture better with a value of ployer, it is certainly a fact that 50% of employees do not 3.84 compared to normative commitment, where a value consider employment elsewhere and that, on the other of 3.12 was achieved. When both genders are scrutinized hand, only 11% are included in a survey that considers together, the organizational culture also achieved a such a possibility. Other employees think about this pos- higher value at the average value, namely 3.77, but the sibility from time to time. When studying the total length normative commitment 3.33. It was found that women of service, which is equal to the length of service in the rated the overall organizational culture much better at the current organization, an affirmative answer of 48% was average mean, where they gave it a value of 3.84, but men obtained. A review of total service results with the same 3.74. In normative commitment, the situation was just the workplace answer of 49% was obtained. This confirms opposite. According to average means values, men rated that employees are committed to the employer, the work- normative commitment at 3.41 and women at 3.12. place, the goals of the organization, including environ- Means mode values of organizational culture are con- mental protection. stantly 4, regardless of whether it looked at gender collec- Regarding analysing the classifications of organizational tively or separately. In the same aspect, normative com- culture, it is gratifying that none of the organizational cul- mitment records a value of 3 in the male population and tures especially stands out, which is also confirmed by the a total of both genders, but if viewed only from the point means mode value of organizational culture, as the value of view of the female then the value is 2. 4 appears all the time. It is very interesting, that the order The latter finding demonstrates that certain gender differ- of classification of organizational culture is the same, re- ences occur in the assessment. For respondents in the gardless of gender or if the data are viewed together. By studied group of logistics professionals hypothesis H1h average means values, the first is market culture, the sec- (hierarchy culture has a positive indirect effect on norma- ond hierarchy, followed by Adhocracy, and the last is clan tive commitment) can be confirmed. However, one sub- culture. However, detailed research shows that women S. LAZAR et al. – Logistics Aspect of Organizational Culture and Normative Commitment… 327 hypotheses were confirmed. For all other sub-hypothe- ness, everything is intertwined, interconnected. Organiza- ses, it was found that they could not be confirmed on the tions already have an organizational culture in their strat- case study from practice. egy, and it is implemented through employees who are The results obtained in our study support the literature. directly or indirectly committed to the organization and Ssemugenyi et al [64] point out that organizational culture thus together they are on their way to protecting the en- is the widely shared values within an organization that vironment, especially if they have certificates that confirm provide coherence and cooperation to achieve goals. this orientation and ISO 14001 is certainly proof of that. Moreover, they explain that enterprises should invest in a cooperative culture that glues employees and customers CONCLUSIONS together for organizational excellence in the Electrical En- Based on the analysis, it is claimed that these are very real ergy Sector in Kenya. Ahmad et al. [65] declare that sev- data, which are an indicator of the current situation in the eral factors of organizational culture such as task orienta- economy, and that the respondents answered honestly. tion, collaborative norms, collective rewards, and open According to the classification of organizational culture, communication do not significantly affect employees' the results of the survey rank market culture first, fol- ability to absorb information in the Malaysian Electrical lowed by hierarchy culture, Adhocracy and clan culture. and Electronics sector. Rangkeskam and Chien- From this it can be concluded that surveyed companies watanasook [66] emphasize that organizational culture adapts to market conditions, work procedures are out- positively affects the innovative behaviours of the em- lined in advance, that there is both creativity and team- ployees and so innovative behaviours of the employees work. It was evaluated that the validity and reliability of increase organizational commitment in the electrical and the organizational culture and normative commitment electronic industry. scale used in the research were high. Pakpahan [67] provides evidence that the stronger the or- As a result of the research, it has been proved that there ganizational culture in the Indonesian company, the is a positive significant relationship between organiza- higher the normative commitment. Yiing and Ahmad [68] tional culture and normative commitment in the electro find that organizational culture does not affect the rela- industry. It is welcome that direct normative commitment tionship between organizational commitment and job sat- is more present than indirect because it is always easier isfaction in Malaysia. Simosi and Xenikou [69] conclude to confront directly. that the organizational culture analysed served as a medi- It is gratifying that half of the respondents do not consider ator in the relationship between leader behaviour and employment elsewhere, that 39% are such that they think employee’ normative commitment in Greece's company. about this possibility from time to time. In favour of nor- Messner [70] suggests that there is a strong relationship mative commitment and commitment to all goals of the between normative commitment and organizational cul- organization, including environmental protection, the re- ture sub-factors such as ''in-group collectivism, uncer- sult is that almost half of the employees are those who tainty avoidance, performance orientation'' in India. have been working in the current organization, and al- The positive connection of clan culture with normative most half of them are in the same workplace. commitment was also confirmed by a survey among 344 The essence is the interaction, between the organization, employees in the logistics industry in Turkey, which also the employee when they influence each other with their proved a positive connection with the classification of or- actions. It has been found that the organization influences ganizational culture Adhocracy [71]. Although none of the the employees, and at the same time, the thinking of the classifications of organizational culture by average means employees influences the organization. This definition values, there are certainly differences in the very charac- also implies concern for the environment of the individ- teristics of organizational culture in the basis and thus also ual, team, business entity in connection with the commit- a different influence on other factors, in this case, direct ment to environmental protection. and indirect normative commitment. Despite the fact that This research can be the basis for further study of the minimal differences have been found, all employees pur- field. Certain limitations were included in the research, sue common goals, which are written in the strategy and which can also serve as a great opportunity for further re- together achieve enviable results in companies, as in car- search. Research has shown that it is also necessary to fo- ing for the environment. In any case, it is positive that they cus on gender, which may feel the same thing differently, have their business organized according to ISO 9001 and which organizations should also consider in the future. It ISO 14001, because this is also proof that they are also is an indisputable fact that companies should consider working towards environmental protection. The path to both organizational culture and normative commitment the ISO certificate leads through individual stages, proce- in their processes if they want to achieve long-term and dures and control processes, which all enable the trans- short-term goals. parent operation of the entity as a whole and also to the The limitation of the study is that it is limited to the com- protection of the environment. Obtaining the first ISO panies in electric energy sector and its supply chains from 14001 certificate is certainly one of the basic primary fac- logistics perspective. Therefore, a generalization cannot tors of environmental protection and each repeated pro- be made for all sectors. However, it is possible to obtain cedure is already its secondary factor. In operation, busi- more general results with a larger sample size selected 328 Management Systems in Production Engineering 2022, Volume 30, Issue 4 [14] S. Lazar, D. Klimecka-Tatar, M. Obrecht, (2021). Sustaina- randomly. Further studies can look at the relationship be- bility orientation and focus in logistics and supply chains. tween organizational culture, normative commitment, Sustainability, 13(6), 3280. job satisfaction, and performance by adding a longitudinal https://doi.org/10.3390/su13063280 time perspective with SEM models. [15] B.S. Silvestre, M.E. Silva, A. Cormack, A.M. Thome, (2020). 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Asian Re- search Journal of Arts & Social Sciences, pp. 20-32. https://doi.org/10.9734/arjass/2020/v10i430155 Sebastjan Lazar Gözde Yanginlar ORCID: 0000-0002-8638-6180 ORCID: 0000-0002-3814-2982 University of Maribor Istanbul Ticaret University Faculty of Logistics Faculty of Business Management, Slomškov trg 15, 2000 Maribor, Slovenia Logistics Management Istanbul, Turkey Vojko Potočan ORCID: 0000-0001-6578-668X Dorota Klimecka-Tatar University of Maribor ORCID: 0000-0001-6212-6061 Faculty of Economics and Business Czestochowa University of Technology Slomškov trg 15, 2000 Maribor, Slovenia Faculty of Management ul. Armii Krajowej 19 B, 42-200 Częstochowa, Poland Sonja Mlaker Kač ORCID: 0000-0002-2806-460X Matevž Obrecht (correspondent author) University of Maribor ORCID: 0000-0001-8301-7382 Faculty of Logistics University of Maribor Slomškov trg 15, 2000 Maribor, Slovenia Faculty of Logistics Slomškov trg 15, 2000 Maribor, Slovenia e-mail: matevz.obrecht@um.si http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Management Systems in Production Engineering de Gruyter

Logistics Aspect of Organizational Culture and Normative Commitment in Electric Energy Supply Chain

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Abstract

Companies are increasingly aware that employees are an important factor in success, so they pay more and more attention to them. Because of that, organizational culture and normative commitment are also included as ex- tremely important factors. The research includes a systematic and comprehensive review of the literature and at the same time obtaining and analysing data from practice through a survey. The research focuses on employees from the logistics departments in the supply chain of electronic component production and supply. Group of com- panies across Europe were included in the survey (Austria, Bosnia and Herzegovina, Bulgaria, Croatia, Czech Re- public, Germany, Hungary, Latvia, Lithuania, North Macedonia, Poland, Romania, Russia, Serbia, Slovenia and Ukraine). The research demonstrates the realization that the types of classification of organizational culture have different effects on direct and indirect normative commitment. Gender differences were also found. The re- search-based on the calculated average mean values shows the classifications of organizational culture and nor- mative commitment. The latter follows the organizational culture with minor deviations. The order of classifica- tion of organizational culture follows the current economic situation, where according to the studied criteria, the first is a culture of the market. The research shows that men’s rate of normative commitment is better than wom- en's, while in organizational culture the situation is exactly the opposite. One of the most significant findings is based on the Pearson correlation coefficient with the SPSS program was found that, according to the classifica- tion, Hierarchy culture has a positive effect on indirect normative commitment. Key words: organizational culture, commitment, normative commitment, logistics, supply chain, environmental management, ISO 14001 INTRODUCTION organizations are aware of the need to pay more and more In the global environment, companies try to ensure their attention to the personnel structure. Professionalism, qual- existence and development through operations [1], which ification, loyalty, the commitment of employees are im- is especially important today as the requirements and ex- portant because the changing personnel structure also af- pectations of business partners are growing. Consequently, fects business efficiency. Organizations have an interest in cooperation between all in supply chains is very important retaining employees, as each departure means a particular nowadays in the business world [2]. This is one of the rea- duty for the organization because outgoing ones need to be sons why employees are a very important stakeholder in replaced or work has to be organized differently, which the business process [3] in creating success, which is why sometimes also means additional costs [4]. The relationship © 2022 Author(s). This is an open access article licensed under the Creative Commons BY 4.0 (https://creativecommons.org/licenses/by/4.0/) 320 Management Systems in Production Engineering 2022, Volume 30, Issue 4 between the organization and the employee comes to the lows for measurability [21]. With the instrument for as- fore more and more, and on this basis, further activities in sessing organizational culture, it is possible to assess organ- the organizations are then built [5, 6]. One of the most im- izational culture, as well as change it, because it is used to portant focuses in business is certainly the identification identify cultural differences, performance and quality of and study of personal goals of the employee and the goals business. It was designed by Robert Quinn and Kim Cam- of the organization, and thus indirectly determine whether eron [22]. With the help of the instrument for assessing or- the strategies include action on employee commitment in ganizational culture, its specific characteristics are identi- organizations [7]. fied in the organization, the method of management, em- Globalization is a trend that is increasingly shaping interna- ployee management, the factors that connect the organi- tional trade, so it is not surprising that this also affects lo- zation are sought, strategic emphases and define success gistics and its activities. However, customers are becoming criteria. All mentioned are then integrated into the compet- more and more demanding throughout the process, which itive value model [23]. The competitive value model is as- at the same time allows all stakeholders to improve [8]. sociated with two dimensions. The first dimension focuses The research seeks to identify the prevailing organizational on the fact if the direction of the organization is more inter- culture, where it wants to warn that the structuring of or- nal or external. The second dimension, on the one hand, ganizational culture depends on different levels of norma- defines greater resilience in business, but on the other tive commitment. The study consists of two parts. Theoret- hand, greater flexibility. Based on this classification, four ically, the first part deals with organizational culture, com- classifications of organizational culture are defined. The mitment, with a focus on normative commitment, in con- first classification of culture is the culture of the clan, where nection with logistics activities and environmental manage- employees are most important, and teamwork is at the ment. The second part is based on the study of data ob- forefront. Adhocracy culture is the second classification of tained from the practice, which includes employees from organizational culture and is characterized by creative em- logistics departments in international companies. The ployees, so the development in these organizations is rapid. group of companies were stationed in Austria, Bosnia and The next classification of culture is market culture, charac- Herzegovina, Bulgaria, Croatia, Czech Republic, Germany, terized by competitive employees, management which fo- Hungary, Latvia, Lithuania, North Macedonia, Poland, Ro- cuses on the results. The fourth, the classification of cul- mania, Russia, Serbia, Slovenia and Ukraine. The mentioned ture, is a culture of hierarchy that is formalized, employees companies are mainly engaged with the production of are very limited in their work, as they must fully follow the products intended for various solutions for electricity in res- prescribed procedures, rules [23]. The mutual relationship idential and commercial buildings. Due to the purchasing in the company is also regulated with the help of organiza- and sales network of their global business partners, a large tional culture, which is not uniform but consists of several part of their business is tied to logistics and consequently subcultures. In this context, it follows from this kind of def- supply chain management from a global perspective. In the inition that are talking about a hybrid organizational cul- observed companies, the following tasks are mainly in- ture, which includes an entrepreneurial vision, hybrid staff, cluded under logistics: organization of all types of transport inter-organizational relationships, complementary prac- (through cooperation with 50+ logistics companies), cus- tices, and learning organizations [24]. As companies face toms clearance (in-house and outsourcing), the origin of constant change, they need to organize their business in goods, warehousing operations, assessment of business the direction of success and to be able to follow the com- partners, intrastat, etc. Companies were aware of the im- petition and look for instruments of success, which also in- portance of sustainable thinking in supply chains, which is cludes the organizational culture. The focus must be on de- also pointed out by various authors in their researches [9- veloping a creative culture that must follow continuous im- 19] and therefore only companies that adapted environ- provement [25]. Organizational culture is associated to be mental management according to the ISO 14001 standard associated with deviant behaviour in the workplace. Not were included. surprisingly, Adhocracy culture and clan culture are more The research is structured as follows: (a) theoretical frame- related to satisfaction, so this is followed by results related work, (b) methodological framework and hypotheses, (c) to deviant behaviour. Employees need to be familiar with results section (c) discussion and interpretation and con- organizational cultures, which is the job of management. It cluding remarks and (d) conclusion. is important that employees feel safe and committed at work because they are more like belong then. The goal LITERATURE REVIEW should be to make the organizational culture of the organi- Organizational culture zation as consistent as possible with the organizational cul- Culture can be viewed from different angles. Culture can be ture perceived by the individual [26]. Leadership is increas- traced everywhere and begins with each individual [20]. In ingly becoming a key factor in an organization’s success, in- organizations, a value is created that is common to all and fluencing organizational culture, so it’s important to under- at the same time it is not surprising that different thinking stand, know the environment, which is uncertain, unstable, is included in the organizational culture, that different sub- rapidly changing. Positive leadership has a positive effect cultures are created. Differentiation in organizational cul- on organizational culture. Organizational culture, on the ture separates one organization from another. In organiza- other hand, has a positive effect on learning. Organizational tional culture, a large dimension is emphasized, which, al- culture is an important link in the relationship between S. LAZAR et al. – Logistics Aspect of Organizational Culture and Normative Commitment… 321 leadership and [27]. Concern for the environment is also re- Normative commitment flected in organizational cultures, which are increasingly fo- Normative commitment mostly gives a sense of employee cused on green. Such activities lead to greater success and commitment to the organization [30]. A high level of also indirectly to greater competitive advantage, as new in- normative commitment is associated with the opinion that novations are aimed primarily at reducing the harmful ef- employees should remain in the organization [34]. fects on the environment. Leaders must create a positive According to normative commitment, it is pointed out that green organizational culture, which is then more easily de- it can be influenced, as it originates from the personality of veloped internally, and this sets a particular organization the individual [35]. Normative commitment is viewed from apart from competitors [28]. various perspectives, including in non-governmental organizations, where the commitment to the integration of Commitment environmental policy prevails over the commitment to the Nowadays, the commitment of employees is not something integration of climate policy and energy policy [36]. Non- self-evident, logical, expected, but organizations must ac- profit organizations also face normative commitment, quire it through their operations, employment conditions. especially because the foundation is laid on volunteering. The precondition is that organizations know and recognize The normative commitment of volunteers stems from the commitment of employees. Commitment is increas- compliance with organizational mission and personal ingly defined as a company's competitive advantage in the values and hence their satisfaction as a confirmation [37]. market. Employees who are committed look forward to Normative commitment can also be studied at the common successes as their own, they mean a greater ad- international level, in connection with implementation in vantage for the organization and thus enable greater suc- individual countries. It was found out that there may be cess [29]. Usually, individuals are committed to the one divergences in this type of commitment between with whom they share certain common interests. Organiza- international and national policy. The causes must be tional commitment is defined as a commitment to an indi- sought in the strength of the economy, tradition and vidual organization and is understood as being in the func- individual structures that prevail. which was confirmed by tion of constant obligations to the ideas of the organization a study in the three most advanced countries of Africa in [30]. Organizational commitment is defined as the relation- tobacco production [38]. In schools in England, the impact ship between an employee and an organization. Organiza- of funding modalities and normative commitment was tions should pay attention to several factors that can jeop- studied. However, it has been found that schools compete ardize the personnel structure, so special attention should with each other, have different motives, interests because be paid to the development of the employee, considering there is no real mutual trust yet. The influence of the past age, length of service, experience [4]. Regarding the defini- is still felt and a great tendency of monopoly is present [39]. tion by Allen and Meyer, attention is paid to three different Leadership is certainly what promotes normative commitments, where the reasons for the employee to re- commitment. The effects are different and related to the main in the organization are identified for each specific. The scope and form of implementation of the normative first commitment is effective and is based on emotional af- commitment [40]. filiation, where the person identifies with the organization. The second commitment is a commitment to continue, Logistics which, however, focuses on exchange and operates on an The process of managing and coordinating materials, prod- economic principle. A normative commitment is the third ucts, the information in companies, between companies, form of commitment, formed as the last, and is based on partners is a function of logistics [41]. Logistics is linked to responsibilities, obligations to the organization [4]. In sum- the supply chain and is defined as an integral part of it. The mary, the studied, normative commitment is defined from entire operation of logistics is focused on meeting the a sense of loyalty and moral commitment to the organiza- needs of customers [42]. Today's society would not func- tion. The latter, however, is the subject of study, mainly be- tion without the operation of logistics. However, this does cause this aspect of commitment has so far been less ana- not mean that logistics companies are guaranteed success lysed [31]. Knowledge management and various connec- in advance because they need to be well prepared for busi- tions, relationships, are becoming an important activity ness, which includes following trends and they need to also outside the developed world, where it was confirmed have a well-crafted concept. In logistics operations, delivery that organizational commitment partially mediates the re- times are extremely important, especially because there lationship between knowledge management in practice are many providers and at the same time many factors that and performance [32]. It is necessary to separate between affect the service. Greater optimization is possible by opti- internal and external building blocks of sustainable risk mizing the routing of multiple vehicles through a time win- management because leadership that incorporates sustain- dow refinement and a strategy for cooperation between lo- ability into core values is more committed to sustainable gistics devices, which also include distribution hubs. In this risk management than other stakeholders [33]. way, efficiency and profit are increased, which is shared 322 Management Systems in Production Engineering 2022, Volume 30, Issue 4 among all service providers [43]. With greater global warm- success is increasingly associated with the attitude towards ing, the importance of green logistics comes to the fore, in environmental sustainability, work environment, safety. various activities. It is noted that the development of green When organizations decide to obtain a particular certifi- logistics is positively influenced by internal motivation and cate, they are driven by motivation. The benefits are multi- awareness of social responsibility, where a positive image faceted, both from the internal environment and from the also plays an important role. The influence of the political external, which has also been proven in the case of obtain- system can still be felt in certain areas and there is a great ing the SA 8000 certificate [52]. In the case where manage- power of capital, which enables the introduction of appro- ment is more committed to environmental ethics, there is priate technology and thus the accelerated introduction of more green innovation, technology in the organization, green logistics into practice [44]. As a counterbalance to there are also more green products on the market and thus global warming, companies are supposed to increasingly greater performance [53]. The commitment to environ- used for distribution in cities by electric vehicles, which mental protection depends on political commitment, clar- wanted to be maximized. Simulations have been made, in ity of rules and enforcement, which is particularly pro- the case of vehicle sharing, where total costs are reduced. nounced in developing countries. Usually, control bodies The results were especially positive when electric vehicles mitigate the negative effects. Efforts need to be made to are used in time and as a way to achieve lower electricity implement the policy, for regulatory compliance [54]. In prices. The third scenario foresaw an increase in the carbon China, a case of commitment to the environment in the tax, which in turn means that such emissions will be re- case of carbon reduction by 2030 was studied. This com- duced because in this way the use of electric vehicles would mitment must be followed by a change in policy, market, be accelerated [45]. The return logistics network affects optimization, it is necessary to introduce incentives for en- ecological efficiency, however, the case of wood waste re- ergy supply and consumption and to promote the construc- cycling in Canada highlighted the complexity of this process tion of a national electricity market [55]. Environmental be- and the importance of stakeholder interaction. It is noted haviour has been studied in Russia in terms of manage- that the separation of resources is necessary at an early ment's commitment to sustainability, direct environmental stage of the return logistics channel, as this allows for leadership, and motivation. If management is committed to greater control, which in turn leads to a greater perfor- sustainability this has a positive effect on environmental mance from an economic and environmental point of view behaviour, while at the same time management's commit- [46]. The importance of the return logistics network is also ment to environmental behaviour varies between levels of seen in the reuse of certain household appliances, which management. In motivation, internal is positively associ- pose an increasing problem, especially in cities where ated with environmental behaviour and external is nega- standards are higher and such exchanges are more fre- tively associated [56]. quent. Such products are supposed to be collected in cer- Environmental management according to the ISO 14001 tain charities and then optimally distributed further standard through the distribution network of charities. This would Governmental and non-governmental organizations strive achieve a double effect. It would reduce the amount of cer- to improve environmental performance also by joining vol- tain waste and at the same time help families with lower untary organizations, where ISO 14001 is highlighted as an incomes, which would mean lower environmental costs important non-governmental voluntary program [57]. ISO and living costs [47]. The goal of return logistics should not 14001 can improve sustainability in the whole supply chain, only be the recycling of finished products but also through as it represents if used in the right circumstances, a means the production phase semi-finished products, individual to better sustainable development. ISO registration alone materials to achieve maximum optimization, even in the as- brings a competitive advantage, but the impacts on sustain- sembly of products, which also affects the environment ability are different. In any case, the fact that with ISO cer- [48]. tification comes to the fore greater care for the environ- Commitment to environmental protection ment and thus more activities to reduce waste, prevent pol- Environmental protection has become an inevitable trend lution and improve overall performance [58]. In 1992 the in many areas [49]. A regulated legal system is also a pro- United Nations Conference on Environment and Develop- moter of companies' environmental commitment. It is typ- ment in Rio de Janeiro, committed to the improvement of ical for companies operating with a similar legal system to environmental quality, in the form of voluntary standards accept uniform responsibilities for behaviours regarding to promote the improvement of environmental quality, fol- commitment to sustainability [50]. Success with green hu- lowing the example of ISO 9000 which has already achieved man resource management starts with recruitment, where an improvement in the quality of products and services. organizations should give priority to those who already Based on this expressed need, the International Organiza- have basic values for environmental protection. This should tion for Standardization has developed the ISO 14000 be followed by planned training in environmental protec- standard. The beginnings of the international standard for tion. In this way, it would be easier to understand the or- the ISO 14001 environmental management system date ganization’s environmental policy and increase employee back to 1996. Like ISO 9000, it has gained great recognition commitment to environmental conservation [51]. Business and validity among companies, and the fact is that the man- agement of each company assesses the acquisition of the S. LAZAR et al. – Logistics Aspect of Organizational Culture and Normative Commitment… 323 standard as necessary, regardless of whether they decide - H1c Market culture has a positive effect on direct nor- for economic reasons, the institution itself or the organiza- mative commitment. tion. Obtaining ISO certification is voluntary, and it is ex- - H1d Hierarchy culture has a positive effect on direct pected that organizations will have to obtain and maintain normative commitment. ISO 14001 in as many numbers as possible in the future. It - H1e Clan culture has a positive effect on indirect nor- has been proven that where they have such a certificate, mative commitment. they think more about the impact of the business entity on - H1f Adhocracy culture has a positive effect on indirect the environment. In this direction, they act as a whole normative commitment. team, both management and employees, and strive to im- - H1g Market culture has a positive effect on indirect nor- prove the environmental management system [59]. The mative commitment. ISO 14001 standard is universal. It operates voluntarily, to - H1h Hierarchy culture has a positive effect on indirect prevent pollution and to improve the regular process. normative commitment. There are six levels for compliance with ISO 14001, which Surveys represent the second part of the research. Group include the development of environmental policy, product of included international companies together employ 114 group determination, services that have an impact on the employees in the logistics departments. Of these, 52 were environment, definition according to legal requirements, questioned, which means that this is 45.61% of all logistics setting company priorities, goals to reduce the impact on experts. Survey was carried out in 2019 and 2020. The re- the environment, if necessary, adjust the organizational sponses were recorded mainly by the Likert scale, which in structure where responsibility is defined, way of training this case was a seven-point scale. Consent rates ranged and communication, documentation and it is necessary to from one, which meant no disagreement at all, to a maxi- check and, if necessary, correct the management of the en- mum of seven, which meant very strong agreement. vironment. The ISO 14001 standards were first launched in The total number of questions in the survey was 39. The 1996 and last in 2015. Successes have already been proven survey consisted of the following three sections: through a positive impact on the environment, there is - The first set consisted of 7 demographic and general more awareness of the importance of the environment questions. The first set consisted of 7 demographic and [60]. Small and medium-sized enterprises represent the general questions. largest sector of the economy, which are also the most pol- - In the second part, the survey was followed by 24 ques- luting, so it is not surprising, that, to be more successful, tions from the field of organizational culture. These employees must be involved in the environmental manage- questions were divided into 6 dimensions by four ques- ment system. At the same time, it is pointed out that it is tions, denoted by A, B, C, D. The dimensions were re- necessary to obtain consultants and to understand the lated to the discovery of the dominant characteristics of means used for supervision. ISO 14001 certification is im- the company, leadership style, behavior, and manage- portant because it also relieves the environment and is ap- ment of employees, what is the glue of the organiza- plicable globally. Investors invest in companies with ISO tion, what are the strategic emphases and criteria for 14001 and their green production, and this trend leads to success. The selected answers by dimensions with A, B, the sustainable development of the environment, there- C, D essentially represent four classifications of organi- fore, it is not surprising, that companies spend a lot of time, zational culture namely, in alphabetical order, the cul- resources to obtain ISO 14001 [61]. ture of clan, adhocracy, market, and hierarchy. The set of organizational culture surveys is the Organizational METHODOLOGY OF RESEARCH Culture Assessment Instrument [23]. The focus of the The study method is qualitative research that was con- research is to determine the current classification of or- ducted in several stages. In the first part, the research was ganizational culture according to the Likert scale [62]. based on theory, where the studied topics were presented The Organizational Culture Assessment Instrument has with the help of various literature, and on this basis, hy- also been used in some other related research in the potheses and sub-hypotheses were set. field of logistics, e.g. [63]. Commitment is formed gradually, through a process of ac- - In the last part of the survey, there were 8 questions on tion, execution, when it reaches a constant level and that is the topic of normative commitment, where additional constant, it is part of organizational culture. From this point direct and indirect normative commitment was identi- of view, the basic hypothesis is: fied. - H1 The classification of organizational culture has a pos- The direct influences arising from the organizational culture itive effect on normative commitment. on normative commitment were analyzed. After the acqui- The normative commitment of an employee in an organi- sition, the data were examined, and computer-processed. zation can be expressed directly or indirectly. From this The average means and means mode values were sought. point of view sub-hypotheses are following: And with the help of the SPSS program, the Pearson corre- - H1a Clan culture has a positive effect on direct norma- lation coefficient by hypothesis and sub-hypotheses. The tive commitment. research process is presented in Figure 1. - H1b Adhocracy culture has a positive effect on direct normative commitment. 324 Management Systems in Production Engineering 2022, Volume 30, Issue 4 RESULTS AND DISCUSSION The reliability of the questionnaires was calculated using the Cronbach Alpha Coefficient in order to test whether the questionnaire applied in the study is valid and suitable for the purpose of the research. According to the result of the reliability analysis made with all the questionnaire questions, the reliability coefficient was determined as α = 0.869 and it was determined that the scale was quite reliable. Figure 2 shows the results of the average means values of organizational culture, by four classifications, and by gen- der and total. It can be seen from Figure 2 that no classifi- cation of organizational culture explicitly does not domi- nate. Fig. 2 Average means values of organizational culture Fig. 1 Research process In the area of normative commitment, the share of direct and indirect commitment, according to the average Table 1 presents the sample of demographic and general means, both by gender and total, was investigated, which data. is shown in Figure 3. Table 1 The demographic and general data Man Woman Total (%) (%) (%) Gender 73 27 100 Education High school or less 56 9 65 Higher 2 7 9 High 6 6 12 University or more 10 4 14 Work more than 40 hours a week No 17 15 32 Fig. 3 Average means values of normative commitment Occasionally 33 10 43 Yes 23 2 25 It can be seen from Figure 3 that women are more critical Thinking about employment elsewhere to both forms of normative commitment. The average No 33 17 50 means of normative commitment achieve solid values, Occasionally 31 8 39 which means that employees are committed to the goals Yes 9 2 11 of the organization, which includes a commitment to en- The total length of service vironmental protection. The proportion of the total length of 35 13 48 The study of the average means between the common or- service in the current organization ganizational culture and normative commitment was also Share of total length of service in other 39 13 52 performed from the point of view of gender and jointly organizations and is presented in Figure 4. The total length of service in the current organization The proportion of total length of service in 40 9 49 the current organization at the current job The proportion of total length of service in 33 18 51 the current organization in other positions S. LAZAR et al. – Logistics Aspect of Organizational Culture and Normative Commitment… 325 Fig. 6 Average means values of normative commitment On account of these results, it was concluded that em- ployees commitment to the organization is high. Based on the analysis with the SPSS program, the Pearson Fig. 4 Average means values of organizational culture and nor- correlation coefficient was used to verify the connection mative commitment between the independent organizational culture acceptor and the dependent normative commitment acceptor. The Regarding Figure 4, it can be seen that the female gender obtained results are presented in Table 2. evaluates organizational culture better than normative commitment compared to the male gender. Organiza- Table 2 tional culture is better evaluated compared to normative Analysis of correlation between variables commitment. Means mode values were also measured, which gave in- formation of which value was most often recorded as an answer. The means mode value according to the individ- ual classification of organizational culture was 4, which meant agreement, regardless of gender. The most fre- Clan 3,4647 1 quently perceived response and thus the means mode Adhocrarcy 3,7564 0,821** 1 value of normative commitment, regarding direct and in- Market 3,9936 0,314* 0,564** 1 direct normative commitment was in most cases, by gen- Hierarchy 5,0353 0,741** 0,778** ,543** 1 Normative 4,4391 0,443** 0,373** 0,141 0,265 1 der and a total value 3, except in the case of indirect nor- **. Correlation is significant at the 0.01 level (2-tailed) mative commitment on the part of women, a value of 2 is *. Correlation is significant at the 0.05 level (2-tailed). perceived. Means mode value from the point of view of all classifications of organizational culture together is in- A strong relationship between organizational culture sub- dependent whether viewed separately by gender or if all factors (Clan, Adhocracy, Market, Hierarchy) and norma- respondents are considered together, a value of 4 is per- tive commitment in the electric industry has been deter- ceived. When examining the means mode value from the mined. When the findings related to the organizational aspect of overall normative commitment, a value of 3 is culture sub-dimensions were examined, it was seen that found in the male population and in total for both gen- the perceptions of the Hierarchy (𝑥̅:5.0353) sub-dimen- ders, meanwhile, if considered only from a woman's point sion were the highest, and the perceptions of the Clan (𝑥̅ of view, the value is perceived 2. = 3.4647) sub-dimension were the lowest among all di- Figure 5 explains that the employees who are in the hier- mensions. archy organizational culture have a higher opinion of thinking about employment somewhere else. Table 3 Regression analyses between organizational culture and direct normative commitment Coefficients Unstandardized Standardized t Sig. Coefficients Coefficients Model Std. B Beta Error Fig. 5 Average values for organizational culture, working con- Clan 0.314 0.244 0.328 1.290 0.203 ditions and employment decisions Adhocrarcy -0.029 0.332 -0.032 -0.087 0.931 Market 0.269 0.270 0.316 0.996 0.324 On the other hand, it is seen that the intention to leave Hierarchy 0.250 0.255 0.369 0.980 0.332 the job in the Clan organizational culture is lower than in Dependent Variable: Direct normative commitment. other organizational cultures. While working rates of more than 40 hours are close to each other in the Clan, When the results in Table 3 are examined, it is seen that Adhocracy, Market cultures, it is noteworthy that it is very the established regression model is valid at the 0.001 sig- high in the Hierarchy culture. nificance level. It was determined that the factors affect- Figure 6 shows that the total working time of the partici- ing normative adherence did not affect the direct norma- pants in the sample is the most between 31-40 years (𝑥̅ = tive commitment positively. Also, results show that 95% 4.859) at most, and 21-30 years (𝑥̅ = 4.6389) when those of the change in organizational culture sub-factors is with who work in the same position. normative commitment. Clan Adhocrarcy Market Hierarchy Normative 326 Management Systems in Production Engineering 2022, Volume 30, Issue 4 Table 4 are more aware of the presence of market culture, hierar- Regression analyses between organizational culture chy, as well as Adhocracy culture, because these values and indirect normative commitment are higher by about 2% to 6% compared to the recorded Coefficients values in men. A lower value was found by females in the Unstandardized Standardized clan culture, which was rated at an average of 3.40 com- Model Coefficients Coefficients t Sig. pared to males, where the average mean was found at B Std. Error Beta 3.49. The order of organizational culture and the fact that Clan 0.133 0.220 0.140 0.603 0.549 the culture of the hierarchy is in second place can also be Adhocrarcy -0.103 0.299 -0.116 -0.344 0.732 attributed to the fact that the companies are ISO certified Market 0.068 0.243 0.081 0.278 0.782 (has ISO 9001 and ISO 14001), where everything must be Hierarchy 0.586 0.230 0.875 2.547 0.014 documented. Operating according to these certificates re- Dependent Variable: Indirect normative commitment. quires that all procedures and regulations be written down, defined in advance, and from this point of view the The model formed by the dependent variable organiza- greater influence of this type of culture is also perceived. tional culture sub-dimensions and independent variable It is interesting that men, compared to women, rated normative commitment was found to be significant as a about 9% better according to the obtained average means whole (F = 265,150, p < 0.001). In the regression analysis; values, both directly and indirectly, normative commit- It is seen that only Hierarchy culture in organizational cul- ment. It is attractive that regardless of whether the order ture indirectly increases normative commitment. Every 1- is viewed by gender or collectively, direct normative com- unit change in organizational culture creates a 97% mitment is more represented, compared to indirect, alt- change in the indirect normative commitment. The fol- hough the advantage is minimal, approx. 1%, according to lowing sub-hypotheses can be confirmed: H1h Hierarchy all criteria. However, when the means mode value of the culture has a positive effect on indirect normative com- normative commitment is analysed, a value of 3 is rec- mitment. orded when it comes to the male or total population, re- gardless of whether it is a direct or indirect normative DISCUSSION commitment. In the female population, the value of 3 is In research, most of the surveys were obtained from recorded in the direct normative commitment, while in males – 73% of all participants. By education, high school the indirect population the value of 2 is determined. If a or less predominates in 65%. Demographic data show that commitment to operations is detected, a commitment is more men have a university degree or more and that the also detected for all activities, which originate from this image is inverted in higher education, to the benefit of business, which means that employees are also commit- women. It is gratifying that higher education is distributed ted to the environment, which confirms that environmen- proportionally among the population. tal management has been developed according to the ISO 43% of employees explain that the schedule is not always 14001 standard. a criterion for work, who occasionally work more than 40 It was found that men rated organizational culture about hours a week, always 25%, which means they adapt to the 9% better compared to normative commitment. Women needs of the employer. In favour of loyalty to the em- also rated organizational culture better with a value of ployer, it is certainly a fact that 50% of employees do not 3.84 compared to normative commitment, where a value consider employment elsewhere and that, on the other of 3.12 was achieved. When both genders are scrutinized hand, only 11% are included in a survey that considers together, the organizational culture also achieved a such a possibility. Other employees think about this pos- higher value at the average value, namely 3.77, but the sibility from time to time. When studying the total length normative commitment 3.33. It was found that women of service, which is equal to the length of service in the rated the overall organizational culture much better at the current organization, an affirmative answer of 48% was average mean, where they gave it a value of 3.84, but men obtained. A review of total service results with the same 3.74. In normative commitment, the situation was just the workplace answer of 49% was obtained. This confirms opposite. According to average means values, men rated that employees are committed to the employer, the work- normative commitment at 3.41 and women at 3.12. place, the goals of the organization, including environ- Means mode values of organizational culture are con- mental protection. stantly 4, regardless of whether it looked at gender collec- Regarding analysing the classifications of organizational tively or separately. In the same aspect, normative com- culture, it is gratifying that none of the organizational cul- mitment records a value of 3 in the male population and tures especially stands out, which is also confirmed by the a total of both genders, but if viewed only from the point means mode value of organizational culture, as the value of view of the female then the value is 2. 4 appears all the time. It is very interesting, that the order The latter finding demonstrates that certain gender differ- of classification of organizational culture is the same, re- ences occur in the assessment. For respondents in the gardless of gender or if the data are viewed together. By studied group of logistics professionals hypothesis H1h average means values, the first is market culture, the sec- (hierarchy culture has a positive indirect effect on norma- ond hierarchy, followed by Adhocracy, and the last is clan tive commitment) can be confirmed. However, one sub- culture. However, detailed research shows that women S. LAZAR et al. – Logistics Aspect of Organizational Culture and Normative Commitment… 327 hypotheses were confirmed. For all other sub-hypothe- ness, everything is intertwined, interconnected. Organiza- ses, it was found that they could not be confirmed on the tions already have an organizational culture in their strat- case study from practice. egy, and it is implemented through employees who are The results obtained in our study support the literature. directly or indirectly committed to the organization and Ssemugenyi et al [64] point out that organizational culture thus together they are on their way to protecting the en- is the widely shared values within an organization that vironment, especially if they have certificates that confirm provide coherence and cooperation to achieve goals. this orientation and ISO 14001 is certainly proof of that. Moreover, they explain that enterprises should invest in a cooperative culture that glues employees and customers CONCLUSIONS together for organizational excellence in the Electrical En- Based on the analysis, it is claimed that these are very real ergy Sector in Kenya. Ahmad et al. [65] declare that sev- data, which are an indicator of the current situation in the eral factors of organizational culture such as task orienta- economy, and that the respondents answered honestly. tion, collaborative norms, collective rewards, and open According to the classification of organizational culture, communication do not significantly affect employees' the results of the survey rank market culture first, fol- ability to absorb information in the Malaysian Electrical lowed by hierarchy culture, Adhocracy and clan culture. and Electronics sector. Rangkeskam and Chien- From this it can be concluded that surveyed companies watanasook [66] emphasize that organizational culture adapts to market conditions, work procedures are out- positively affects the innovative behaviours of the em- lined in advance, that there is both creativity and team- ployees and so innovative behaviours of the employees work. It was evaluated that the validity and reliability of increase organizational commitment in the electrical and the organizational culture and normative commitment electronic industry. scale used in the research were high. Pakpahan [67] provides evidence that the stronger the or- As a result of the research, it has been proved that there ganizational culture in the Indonesian company, the is a positive significant relationship between organiza- higher the normative commitment. Yiing and Ahmad [68] tional culture and normative commitment in the electro find that organizational culture does not affect the rela- industry. It is welcome that direct normative commitment tionship between organizational commitment and job sat- is more present than indirect because it is always easier isfaction in Malaysia. Simosi and Xenikou [69] conclude to confront directly. that the organizational culture analysed served as a medi- It is gratifying that half of the respondents do not consider ator in the relationship between leader behaviour and employment elsewhere, that 39% are such that they think employee’ normative commitment in Greece's company. about this possibility from time to time. In favour of nor- Messner [70] suggests that there is a strong relationship mative commitment and commitment to all goals of the between normative commitment and organizational cul- organization, including environmental protection, the re- ture sub-factors such as ''in-group collectivism, uncer- sult is that almost half of the employees are those who tainty avoidance, performance orientation'' in India. have been working in the current organization, and al- The positive connection of clan culture with normative most half of them are in the same workplace. commitment was also confirmed by a survey among 344 The essence is the interaction, between the organization, employees in the logistics industry in Turkey, which also the employee when they influence each other with their proved a positive connection with the classification of or- actions. It has been found that the organization influences ganizational culture Adhocracy [71]. Although none of the the employees, and at the same time, the thinking of the classifications of organizational culture by average means employees influences the organization. This definition values, there are certainly differences in the very charac- also implies concern for the environment of the individ- teristics of organizational culture in the basis and thus also ual, team, business entity in connection with the commit- a different influence on other factors, in this case, direct ment to environmental protection. and indirect normative commitment. Despite the fact that This research can be the basis for further study of the minimal differences have been found, all employees pur- field. Certain limitations were included in the research, sue common goals, which are written in the strategy and which can also serve as a great opportunity for further re- together achieve enviable results in companies, as in car- search. Research has shown that it is also necessary to fo- ing for the environment. In any case, it is positive that they cus on gender, which may feel the same thing differently, have their business organized according to ISO 9001 and which organizations should also consider in the future. It ISO 14001, because this is also proof that they are also is an indisputable fact that companies should consider working towards environmental protection. The path to both organizational culture and normative commitment the ISO certificate leads through individual stages, proce- in their processes if they want to achieve long-term and dures and control processes, which all enable the trans- short-term goals. parent operation of the entity as a whole and also to the The limitation of the study is that it is limited to the com- protection of the environment. Obtaining the first ISO panies in electric energy sector and its supply chains from 14001 certificate is certainly one of the basic primary fac- logistics perspective. Therefore, a generalization cannot tors of environmental protection and each repeated pro- be made for all sectors. However, it is possible to obtain cedure is already its secondary factor. In operation, busi- more general results with a larger sample size selected 328 Management Systems in Production Engineering 2022, Volume 30, Issue 4 [14] S. Lazar, D. Klimecka-Tatar, M. Obrecht, (2021). Sustaina- randomly. Further studies can look at the relationship be- bility orientation and focus in logistics and supply chains. tween organizational culture, normative commitment, Sustainability, 13(6), 3280. job satisfaction, and performance by adding a longitudinal https://doi.org/10.3390/su13063280 time perspective with SEM models. [15] B.S. Silvestre, M.E. Silva, A. Cormack, A.M. Thome, (2020). 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Asian Re- search Journal of Arts & Social Sciences, pp. 20-32. https://doi.org/10.9734/arjass/2020/v10i430155 Sebastjan Lazar Gözde Yanginlar ORCID: 0000-0002-8638-6180 ORCID: 0000-0002-3814-2982 University of Maribor Istanbul Ticaret University Faculty of Logistics Faculty of Business Management, Slomškov trg 15, 2000 Maribor, Slovenia Logistics Management Istanbul, Turkey Vojko Potočan ORCID: 0000-0001-6578-668X Dorota Klimecka-Tatar University of Maribor ORCID: 0000-0001-6212-6061 Faculty of Economics and Business Czestochowa University of Technology Slomškov trg 15, 2000 Maribor, Slovenia Faculty of Management ul. Armii Krajowej 19 B, 42-200 Częstochowa, Poland Sonja Mlaker Kač ORCID: 0000-0002-2806-460X Matevž Obrecht (correspondent author) University of Maribor ORCID: 0000-0001-8301-7382 Faculty of Logistics University of Maribor Slomškov trg 15, 2000 Maribor, Slovenia Faculty of Logistics Slomškov trg 15, 2000 Maribor, Slovenia e-mail: matevz.obrecht@um.si

Journal

Management Systems in Production Engineering – de Gruyter

Published: Dec 1, 2022

Keywords: organizational culture; commitment; normative commitment; logistics; supply chain; environmental management; ISO 14001

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