Preface

Today, the significance of cultural change within organizations is impossible to ignore. The organizational culture is the ultimate way of addressing a firm's problems. One reason for this is that organizations empowering change are presumably open to new ideas in every sphere. Changes in organizational culture are crucial for marginalizing a firm's activities. Organizational cultural change is a broad concept that elevates individuals' interest in firms' patterns, beliefs, values, and assumptions. Technology is the main driver of change within organizations. New technologies have helped firms advance in today's turbulent market through a wide cultural shift.

This edited volume, *Organizational Culture – Cultural Change and Technology*, is a collection of nine chapters that examine organizational cultural change from diverse perspectives. This book highlights the following topics:


Chapter 1, "Organizational Culture Change and Technology: Navigating the Digital Transformation", highlights market demands to integrate new tools and techniques that are exceptional in bringing about change. This chapter is a well-written academic piece that explores the relationship between technology and organizational culture change in today's world.

Chapter 2, "Organizational Culture in Enterprises Applying the Humanistic and Economic Paradigm of Management", helps to understand how modern societies have altered the view of change as necessary. The need for change empowers employees to humanize the internal work environment. Under the humanistic approach, this topic determines the relationship between the management paradigm and the organizational culture's dependencies, references, and values.

Chapter 3, "The Impact of Technological Advances on Cultural Conflicts within Organizations", indicates how organizations have embraced technologies to influence their values and conventions. As technology affects a firm's behavior, norms, and performance, it shows that cultural heritage supported by digitalization leads to misunderstanding and hostilities.

Chapter 4, "Does Stress Type Matter? Clarifying the Relationships between Public Service Motivation, Work-Related Stress, and Employee Attitudes", highlights stress as the most common characteristic altering a firm's working environment. This chapter explores the relationship between public service motivation and environmental, organizational, and job stress, which has a direct effect on employee job satisfaction and turnover.

Chapter 5, "Organizational Culture as an Analytical Perspective on 'Organizational Failure'", suggests that the knowledge-based economy brings a major shift in the organizational models. This chapter shows that to function smoothly in a knowledgeable society, universities are required to function as organizations.

Chapter 6, "The Role of Organizational Climate in Cultural Transformation", explores the most common dimensions of the workplace climate and their influence on organizational culture. The employee's efficiency and productivity depend on the organization's climate. This chapter analyzes the employees' work duties and their effect on the organization's system and work culture.

Chapter 7, "The Role of Employee Behavior and Organizational Culture in Strategy Implementation and Performance in a VUCA World", examines how, today, organizations encountering numerous challenges need to adopt profound approaches that influence employee behavior and organizational culture. The cultural orientation enables firms to cope with market volatility, uncertainty, complexity, and ambiguities. This chapter emphasizes the need for effective strategy execution and employee behavior in achieving high performance in a world with volatility, uncertainty, complexity, and ambiguity (VUCA).

Chapter 8, "Interplay between Technology and Culture in Driving Change for Employee Satisfaction", expresses the synergetic relationship between technology, organizational culture, and employee satisfaction.

Chapter 9, "The Influence of Employer Brand Dimensions on the Affective Organizational Commitment of Employees in Small and Medium-Sized Enterprises", emphasizes building a healthy workplace by identifying the implements of employees' branding.

The volume includes the latest theoretical developments that are vital for driving organizational change. It highlights the concept that integrates new thinking, feelings, and intuitions needed for steering the change in the business culture. This book is a valuable guide for organizations, practitioners, writers, and professional audiences. The editor appreciates all those who contributed to the success of this book. We sincerely thank all the individuals who energetically supported us in this endeavor.

> **Muddassar Sarfraz and Wasi Ul Hassan Shah** School of Management, Zhejiang Shuren University, Hangzhou, PR China

Section 1
