Purpose

Every independent organization would sincerely like to have competent, loyal and engaged people, as engaged persons are typically those who have significant attachment and active involvement in their organization. Without engaging people, high quality and productivity will not be achieved. The purpose of this study is to explore the impact of organizational culture derived from Tunisian customs of firm performance. Tunisian subcultures may not be represented in the national culture.

Design/methodology/approach

This study carefully examines the impact of organizational culture on firm performance of Tunisian small and medium-sized enterprises. Results from 100 organizations and companies were collected using questionnaires for data collection analysis from employees occupying various positions in different hierarchical levels. Statistics used are tested by ordinary least squared regression. Furthermore, response bias, validity and reliability were the most important points examined by researchers.

Findings

These results reveal and confirm that the charisma that has been perceived by employees as energy state has an impact on the performance of the organization, regardless of the moderating effect of the uncertainty of the environment. Moreover, this study also showed that organizational culture has a significant effect on firm performance as well as on the interpretation of the organization, which depends on charisma.

Originality/value

The implication is that even in a country with many subcultures, excellent management still needs to pay attention to the impact of national culture at the organizational level on job attitude, work ethics and employee engagement, which are however, very limited. It is expected that this finding can contribute to the organization in that management becomes aware of the personality of the employees during their recruitments, especially the chief characteristic of being energetic. Managers need to create a conductive and rewarding environment for individuals to contribute positively.

中文翻译：

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业务绩效是否与组织文化联系在一起？突尼斯中小企业通过主观措施进行的研究

目的

每个独立的组织都真诚地希望有能力，忠诚和敬业的人，因为敬业的人通常是那些对组织有极大依恋和积极参与的人。没有人的参与，就无法实现高质量和高生产率。这项研究的目的是探讨源自突尼斯企业绩效习惯的组织文化的影响。突尼斯的亚文化可能不在民族文化中代表。

设计/方法/方法

本研究仔细研究了组织文化对突尼斯中小企业的绩效的影响。使用调查表收集了来自100个组织和公司的结果，以对来自不同层次级别不同职位的员工进行数据收集分析。通过普通的最小二乘回归检验所使用的统计量。此外，响应偏差，有效性和可靠性是研究人员检查的最重要的方面。

发现

这些结果揭示并证实，无论环境不确定性的调节作用如何，被员工视为能量状态的魅力都会对组织的绩效产生影响。此外，这项研究还表明，组织文化对公司绩效以及对组织的解释都有重要影响，这取决于人格魅力。

创意/价值

这意味着即使在一个拥有许多亚文化的国家中，优秀的管理人员仍然需要注意组织层面的民族文化对工作态度，职业道德和员工敬业度的影响，但是，这是非常有限的。期望这一发现可以对组织有所帮助，因为管理层在招聘过程中会意识到员工的个性，尤其是精力充沛的主要特征。管理人员需要为个人做出积极贡献的创造良好的奖励环境。