CORPORATE CULTURE AS A DETERMINANT OF WORK EFFICIENCY AND LIFESTYLE HEALTH IN UAE ORGANIZATIONS: A STRUCTURAL EQUATION MODELING APPROACH
DOI:
https://doi.org/10.35631/AIJBES.828033Keywords:
Corporate Culture, Employee Health Lifestyle, Leadership Style, Work Efficiency and Work-Life BalanceAbstract
Most companies describe culture, but very few really understand how culture influences the day-to-day stuff that matters: whether workers do their jobs on time or walk home burned out. A lot of the research connects corporate culture to performance overall, but we still don’t know what exact cultural pieces really fuel efficiency, versus physical employee health. That gap has leaders questioning where they should get their efforts. The purpose of this study is to investigate how five aspects of corporate culture --namely, leadership style, communication practices, shared values, organizational structure, and health and wellness--influence work performance (i.e., task completion rates and time management) and employees’ health (i.e., food intake and the work-life balance). Statistics were obtained from 372 employees in sectors in the UAE and assessed by PLS-SEM. The research confirmed that leadership style strongly and significantly predicted work-life balance (β = 0.778, p < 0.001) and time management (β = 0.287, p = 0.002), although interestingly it did not influence task completion. In nutrition, communication practice had a large impact (β = 0.786, p < 0.001); but no direct effect on efficiency measures. Health and wellness culture, in contrast, actually improved task completion (β = 0.394, p < 0.001) and time management (β = 0.397, p < 0.001). Shared value was associated with greater task completion (β = 0.301, p = 0.006) and work-life balance (β = 0.242, p < 0.001), but not with nutrition. Organizational structure was helpful for work-life balance and nutrition, not efficiency. But surprisingly, communication practice had no direct impact on time management, and shared value didn't lead to nutrition. Inconclusion corporate culture is not one toolkit. Leaders who want healthier, more balanced employees should double down on leadership and communication. Those who seek productivity growth must channel resources into health programs and shared beliefs. Stop guessing. Start targeting.
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