Abstract
Aim. This study presents the results of the development of a diagnostic model of organizational culture, which makes it possible to assess innovativeness as a formal characteristic that can be calculated using empirical methods.Tasks. The author systemizes methods for diagnosing and studying organizational culture; based on the resulting classification, proposes a diagnostic model of innovative organizational culture as a method for conducting socio-psychological research of organizational changes and assessing the organization’s innovativeness.Methods. The study uses general scientific methods of logical, structural, comparative, and systems analysis, qualitative methods of survey, observation, questionnaire, documentation analysis.Results. A review of methods for analyzing and diagnosing organizational culture in terms of innovativeness shows that in modern practice of organizational research there are many methods characterized by mosaic structure and absence of an empirically based model.Conclusion. The proposed model is a reliable tool for assessing the readiness of organizational culture for changes at the individual, group, and organizational level that have passed a psychometric test and are applicable for assessing socio-psychological phenomena in the context of organizational changes.
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