Organizational Culture: The Perspectives of New Hires and Existing Employees of a Pharmaceutical Company in Thailand
Bibliographic record
Abstract
The recent increase in new hires by Thai pharmaceutical companies due to the unstable employment within the global pharmaceutical industry has led to a rise in human resources management expenditures. Organizational culture has become a central focus of many researchers with the aim to propose strategies for maintaining employees. The present study assessed the organisational culture of a pharmaceutical company in Thailand. In addition, the congruency between the organizational culture of new hires and existing employees was investigated. The participants were 68 employees (15 new hires and 58 existing employees) of one multinational pharmaceutical company in Thailand. The findings demonstrated that the current and preferred organizational cultures of the studied pharmaceutical company were dominated by a “Clan” culture characterized by a family-like workplace, a parent-like relationship between organizational leaders and subordinates, and teamwork-focused values. Both new hires and existing employees rated “Clan” as the dominant organizational culture, which indicated organizational culture congruence between them. The present study facilitated a better understanding of the organizational culture of the Thai pharmaceutical industry. The findings contributed to the useful resources of a Thai pharmaceutical company’s organizational culture, which are necessary for the development of proper orientation programs and activities to improve the retention of new hires.
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How this classification was reachedexpand
Full frame machine prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. The Gemma side is a direct model label for every work in the frame, read from the title-only record. The Codex side is a classifier learned from the 10,348 direct Codex labels and calibrated to design-weighted sample rates; fields without enough sample support carry no Codex call. Candidate is the union of the two sides; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels.
Distilled classifier scores by category (both heads)
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.003 | 0.004 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.001 | 0.001 |
| Science and technology studies | 0.006 | 0.004 |
| Scholarly communication | 0.006 | 0.003 |
| Open science | 0.001 | 0.003 |
| Research integrity | 0.001 | 0.002 |
| Insufficient payload (model declined to judge) | 0.002 | 0.000 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one source (direct Gemma or distilled Codex), not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".