Ahmad Warrak

Researchers

Post Graduate Studies & Research Council Meeting No. 6, 22/5/2023

Date of Acceptance

One concept that has been considered recently in management topics is Organizational DNA which describes organizations with a hereditary aspect. The concept of Organizational DNA is based on the principle that each organization has exclusive genetic characteristics like any living organism and the characteristics are expressed through structural, basic and natural elements (DNA). Therefore, by combining the science of management with the reality of genetics and biology, effective ways can be found in developing organizations to adapt to continuous changes. The success or failure of an organization in today's market is not often a matter of strategy; but rather a matter of the implementation function; and execution is the product of Organizational DNA. Organizational DNA is a method or means used to identify the difficulties facing the organization and discourage its performance, along with ways to overcome these difficulties.

When companies encounter implementation problems, they only have to look at their organizational structure, decision rights, motives, and information flows for answers. These form the core of the organization's identity and distinct personality, the four "nucleotides" of its DNA, if you will. As these four elements may be called chromosomes that determine the regulatory gene and consist of decision rights, information, motives, and organizational structure, and identification of Organizational DNA can help improve innovative performance organizations, and what leads to repercussions on the worker's confidence in his organization and his desire to stay in the organization or leave it Therefore, this study aims to identify the role of organizational genes (decision rights, information, motives, organizational structure) in the intention to survive and in mediating organizational trust, through two dimensions, which are trust in the organization and trust in supervisor.

Abstract