Article Critique

Article Critique
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Article Critique
The topic under investigation is "The Role of Organizational Culture in Organizational Performance." Identifying articles suitable to the topic required a strategic search strategy. First, the search was done on academic databases only. The aim was to ensure that the pieces were from peer-reviewed journals. Such articles contain information that other researchers in the field have verified. The search was limited to articles that were less than three years old. The move ensured that the articles contained up-to-date information. The following keywords were used: organizational culture, employee commitment, organizational performance, employee turnover, employee satisfaction, and organizational objectives. Two articles met the search criteria.
A) Aranki, D., Suifan, T., & Sweis, R. (2019). The relationship between organizational culture and organizational commitment. Modern Applied Science, 13(4), 137-154.
Summary
Firstly, the purpose of the research was to examine the relationship between organizational culture and organizational commitment. The researchers had one major hypothesis. The hypothesis was that no statistically significant relationship exists between organizational culture and organizational commitment. Organizational culture was the independent variable. The researchers measured the variable using supportive culture, innovative culture, bureaucratic culture, and employee empowerment. Organizational commitment constituted the dependent variable. The researchers measured this variable using three components: continuance, affective and normative commitments. The research population constituted 650 IT companies in Jordan, employing a total of 11,023 workers. The sample was obtained using convenient sampling participation for the easy and convenient companies to reach. 711 questionnaires were distributed to employees at all management levels. Out of the 371 questionnaires returned, 29 were invalid, hence 342 were analyzed. The Likert Scale ranging from strongly disagree to strongly agree was employed. The questionnaire had three parts; the first part explained the study's objectives, the second part collected demographic data, while the last one was the main questionnaire with 33 items. In addition, the investigators collected secondary data from books, journals and articles. Data analysis employed SPSS, with descriptive statistics analyzing the characteristics of the sample. Regression analysis tested the research hypothesis.
Secondly, the researchers review the literature concerning bureaucratic culture. This kind of culture emphasizes compartmentalized and intelligible lines of authority. The work environment tends to be regulated and procedural. The investigators indicate that businesses that employ bureaucratic culture focus more on consistency and predictability. They, however, warned that such a culture is not suitable for attracting and maintaining ambitious and creative staff members. The researchers maintain that in a bureaucratic environment, the regulations make it challenging for the generation of new ideas and limit the ability of workers to utilize new knowledge. Citing evidence, the investigators indicate that organizations using bureaucratic culture have the lowest level of organizational commitment. In this regard, workers feel constrained to work in such an environment and wish to be in other places. The authors believe that organizations using bureaucratic culture are bound to perform less because of the inability of employees to be committed to organizational goals and objectives.
Thirdly, the investigators conclude that organizational culture is a significant predictor of organizational performance in IT companies. This is critical considering that organizations are working towards enhancing their performance. In the IT field, which is very competitive, managers have to establish ways to ensure that employees are comfortable. The results can assist IT firms in Jordan to work towards creating a solid organizational culture. Workers need to operate in an environment where they feel their contributions are valued.
Criticism
Firstly, with a population of more than 10,000, the researchers should have used a larger sample, say about 500. However, in this case, the investigators used a sample of 342. A larger sample would have provided more accurate mean values. It would offer a smaller margin of error. The results then would be a more accurate representation of the entire population. Additionally, the researchers used a convenience sampling method, which is most straightforward because the selection of the participants is based on availability and willingness to participate. However, the method is subject to volunteer bias since those who choose to participate are different from those who choose not to. As a result, there could be an underrepresentation of subgroups. The inability to identify differences of the population subgroups could present a problem to this research.
Secondly, the idea that organizations with bureaucratic culture perform less is not entirely accurate. A business can employ a bureaucratic approach and still perform well. The investigators failed to appreciate that despite the criticism of the approach, bureaucratic culture has some advantages. For instance, the level of accountability in an organization that uses bureaucratic culture is high. With the work environment being regulated an...