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A lecturer has to understand the intellectual capital for creating qualified graduates. The aim of this research is to find out the impacts of organization culture and corporate governance on the lecturers intellectual capital. The population is the lecturers from three public universities; samples are 300 respondents, were taken by accidental sampling method. Data was collected by questionnaire; data analysis method is discriminant analysis with SPSS. The results are (1) There is no difference of organization culture and corporate governance factors in affecting intellectual capital. (2) Organization culture has insignificant effects on lecturer's intellectual capital. (3) Corporate governance has significant effects on lecturer's intellectual capital.

The main purpose of this research is investigate organizational culture associate with sufficiency school management of secondary schools in upper northeastern provincial cluster 2, Thailand. In respect to this purpose, researchers study the relationship and effect of organizational culture toward the level of implementation in sufficiency school management. Research samples involved are 100 secondary schools under the Secondary Educational Service Area Office 22 and Office 23, selected by stratified random sampling. A five Likert-scale instrument used to collect data. Data analyzed by using descriptive analysis namely frequency, percentage, mean, standard deviation and inferential analysis like correlation and Stepwise multiple regression. Results reveal that organizational culture as well as sufficiency school management level are at high level. In addition, result shows that there is a positive and significance relationship between organizational culture and the level of sufficiency school management at the significance level as 0.05. Subsequently, contribute a total of 74.30 percent of variance on the level of implementation in sufficiency school management. The 3 significance predictors are quality, decision making and empowerment affecting sufficiency school management.

Leadership is an important management function helping to maximize efficiency and achieve organizational goals. Contemporary leadership theories concurred an organization to create an empowerment culture that improves the performance of workforce and leadership. Hence, the shortage of empirical studies impeded widespread acceptable leadership theories. This study conducted an empirical survey to explore a theoretical model which linked to various leadership types, organization cultures, employees and performance. There are 733 valid responses from various industries. The result presented significant differences between the employees’ perceived leadership types, organization cultures, leadership performance and firm's background. The confirmatory factor analysis to confirm and showed that the model with better acceptable model fitness between two proposed models (Model 1: χ 2 = 6062.32, df = 1028, p = .000, RMESA = 0.082; Model 2: χ 2 = 3782.92, df = 554, p = .000, RMSEA = 0.089). The findings broaden the focus of organizational leadership to illustrate the leadership-performance linkage is nuanced than prior studies.

This paper aimed to analyze the impact of servant leadership on organizational culture, organizational commitment, OCB; and employee performance; organization culture on OCB and employee performance; organization commitment on OCB and employee performance; and OCB on employee performance. Research involved managers and employees of Women Cooperatives in East Java (40 respondents). The analysis is descriptive and used Partial Least Square. The results showed: servant leadership impacted significantly on organizational culture, organizational commitment, OCB and employee performance; organization culture impacted significantly on OCB, but non significantly on employee performance; organizational commitment impacted non significantly on OCB nor on employee performance; and OCB impacted significantly on employee commitment

The paper is concerned with the investigation of organization culture and it sees organization as a complicated social mechanism, which is an especially topical issue in matters of state administration. Many researchers consider that organization culture is the principal potential for the survival of an institution, because organization culture is a factor that creates a sense of security and stability among the employees, it shows why people become members of this organization, how their mutual relationships are formed, what norms and principles of organization life and activities they adhere to; what, to their mind, is good or bad, and what image about the organization in general they present to a wider public. Besides, the quality of organization culture, being a substantially specific essence that affects the employees’ motivation, often shows how the organization copes with the problems of external adaptation and internal integration. The authors of the paper study these essential issues in relation to the problem concerning the competence and ability of contemporary women to occupy leading and important positions, which is often questioned in the labor market. The prevailing opinion as well as the existing perceptions and stereotypes about a male as a more capable organization or institution manager than a female, and also the perception that there is a connection between gender-roles and the quality of organization culture served as the basis for the selection and detailed analysis of this research theme. The “OCAI” methodology developed by Quinn and Cameron (Cameron, Quinn, 1999) was applied in the research on organization culture. The authors analyze the connection of organization culture with gender-roles of managers in various institutions of Latvia and evaluate other criteria of the organization profile as well – determine the criteria of the organization effectiveness, clearness of strategic goals, award system, the prevailing atmosphere in the organization, whether the organization complies with its goals or whether the culture of the organization has to be changed so that it should comply with its goals and should be effective. The research comprised 20 various state and local-government institutions with similar spheres of activity – 10 of them were managed by men, 10 – by women. Besides, the research involved 357 respondents: 174 employees – women, 183 employees – men. To make a more detailed analysis of the data, all respondents were subdivided into 3 age-groups: the 1st group – from the age of 25 to 34; the 2nd group – from the age of 35 to 44; the 3rd group – older than 45. To help the institution managers better understand their professional activity at creating the organization culture of the institution, in this research, the authors of the paper underline the role of gender differences and the influence of the employees’ age- criterion at resolving such problems.

Sustainable Livelihoods is a way of thinking that focuses on human development to recover and increase the ability and capital owned in the present and future. The aim of this research is analysing the relationship between social capitals to improve the ability in the use of governance on sustainable livelihoods. The population is coastal communities of Medan. Samples are 300 respondents were taken by accidental sampling technique. Data were collected by questionnaire; data analysis method is Structural Equation Modelling (SEM). The results are social capital significantly affects governance in Coastal Areas of Medan but governance does not significantly affect the sustainable livelihoods Coastal communities. And social capitals significantly influence sustainable livelihoods.