Characteristics Of Organizational Culture Research Articles

Exploring presenteeism trends: a comprehensive bibliometric and content analysis

ObjectiveThis research will conduct a bibliometric and content analysis of presenteeism from 2000 to 2023. It aims to investigate publication trends, authorship patterns, and significant publications by using presenteeism conceptualizations, measurements, determinants, consequences, and interventions analysis. The study provides valuable insights for researchers, practitioners, and policymakers about understanding and addressing workplace presenteeism issues.MethodsThe research involved conducting a bibliometric study to analyze presenteeism publication trends, authorship patterns, and significant publications. It also explored the evolution of presenteeism research over time, identifying contributing countries, institutions, and writers. The interdisciplinary nature of presenteeism research was emphasized, covering occupational health, psychology, management, and public health. The researchers have used VOS Viewer and R Studio (biblioshiny) for this study.ResultsThe study identified several elements influencing presenteeism, such as health issues, work-related factors, organizational culture, and individual characteristics. It further examined the impact of organizational policies, leadership support, employee assistance programs, and health promotion activities in reducing absenteeism and enhancing employee well-being. These findings highlight the importance of addressing these factors to mitigate presenteeism issues and promote a healthier work environment.ConclusionThis research identified deficiencies in presenteeism research and provided recommendations for future investigations in this field. It emphasized the need for standardized measures and methodologies, longitudinal studies to understand causality, and industry- and population-specific interventions. These insights can guide future research directions and interventions to address presenteeism issues in a rapidly changing work and research landscape.

Mediation of professional commitment in the relationship between organizational culture and quality of care among community health centres: A multilevel study in China

ABSTRACT Organizational culture is increasingly recognized as crucial to improving the quality of care. However, there is limited evidence in primary care, especially the underlying mechanism between organizational culture and care quality. This study aims to investigate the relationship of organizational culture with quality of care and the mediated effect of professional commitment. We conducted a cross-sectional survey of 224 primary care physicians (PCPs) from 38 community health centres (CHCs) in four large cities in China. The director of CHC completed the organization survey including organizational culture and other organizational characteristics. PCPs completed a PCP survey, including information such as personal characteristics, professional commitment and self-reported quality of care. The data was analysed using a multilevel mediation testing method based on a hierarchical linear model. Over half of the CHCs have group culture as their dominant culture. CHCs with higher scores on developmental culture are more likely to perform better in care quality, while CHCs with higher scores on hierarchical culture are less likely to perform well in care quality, with professional commitment playing a partially mediated role. Building a developmental culture and enhancing professional commitment should be considered as modifiable strategies to improve PCPs’ quality of care.

A new model for evaluating the impact of organizational culture variables on the success of knowledge management in organizations using the TOPSIS multi-criteria algorithm: Case study

In today's times, knowledge management has emerged as a critical pursuit for organizations in preserving and enhancing their intellectual assets. Organizational culture stands out as a key determinant of success in this regard, underlining the need for organizations to enhance their knowledge management methods amidst rapid and unpredictable changes. This paper evaluates how various aspects of organizational culture such as Job dissatisfaction, Emphasis on rewards, lack of infrastructure, Performance Orientation, Inadequate technology, Support Defend, Silo mentality in knowledge, Innovation, and Stability affect organizational knowledge management success. The urgency of this research is underscored by the critical need for organizations to enhance their knowledge management strategies amidst rapid and unpredictable changes. What distinguishes this research is its innovative model, offering a quantitative and systematic approach to assessing the impact of organizational culture on knowledge management success through the TOPSIS to measure knowledge management success in ten government organizations in East Azerbaijan province, Iran, each with one hundred employees. In this study, questionnaires based on organizational culture characteristics were given to employees to collect quantitative data and also to assess the level of knowledge management, data were analyzed using the TOPSIS algorithm. The results of the study showed that Organization 3, where at least 50% of the employees responded positively to indicators related to the emphasis on rewards and performance orientation, had the highest level of success in knowledge management compared to other organizations.

Prevention of Corrupt Behavior through Assessment of the Work Behavior and Culture of Government Organizations

This study aims to determine the traits and behaviors that contribute to corruptive actions, as well as see opportunities for how they can be directed to the construction of different actions to show positive behavior. To see behavior so as not to overlap, a more in-depth study was also carried out regarding organizational culture (Hofstede, 2001) to control and become the scope of government organizations. This research uses a qualitative descriptive method with a descriptive approach to understand, explain, and interpret facts, phenomena, and events. The results of this study will later be used as a predictor in the development of behavioral assessment instruments against corrupt acts and employee development based on behavioral characteristics and government organizational culture. On acts of corruption and also support organizational cultural characteristics that can direct these traits and characters to positive behavior. It can be used as a reference to manage one's character and behavior so as not to lead to corruptive actions.

Employees' perceptions of organizational culture and motivational factors that increase labour productivity in food enterprises

The purpose of the study is to analyze the attitude of food industry workers to the elements of organizational culture and the characteristics of their attitude to the mission, goals and values of the organization. The objectives are to establish the relationship between the demographic characteristics of employees and the concepts being analyzed, to identify key aspects that contribute to the effective work of the team, and to determine the nature of employee relationships outside of work tasks. To test the hypothesis that the opinion about the presence of the mission, values and goals of the company, as well as adherence to them, is associated with the demographic characteristics of the respondents, 60 employees of food enterprises were surveyed, and a non-parametric method of mathematical statistics, the «Chi-square» criterion, was used to check the reliability of the research results. It has been established that there is a moderate connection between age and work experience, on the one hand, and the perception of the organization’s values, on the other. Research has shown that employees who are older and have longer tenure identify more strongly with the organization. It has been proven that employees who accept the concepts of the key characteristics of the organization's organizational culture follow these principles. The special significance of the mission for the majority of the company’s employees was determined. The share of respondents who confirmed that they follow the company’s mission is the highest — 66,7 %. Gender differences in the perception of the mission are identified, and a diversity of opinions is presented regarding the mission in the organization, its assessments and understanding of its significance for the organization. The results obtained show not only the importance of monitoring employees’ commitment to the company, but also allow them to competently draw up a program for training and motivating employees to strengthen team unity.

Analysis Of The Influence Of Job Satisfaction, Work Discipline And Organizational Culture On Performance Of State Civil Apparatus In Ministry Offices

With job satisfaction acting as an intervening variable, the purpose of this study is to ascertain if corporate culture and work discipline have an impact on employee performance. All of the participants in this study are employees. Saturated sampling or complete sampling are the sampling criteria used in this study. There were 100 samples used in this investigation. This kind of study data is included in quantitative data. Literature reviews, questionnaires, and interviews were employed by researchers. The existence of a link between latent variables and the indicators that make them up is known as the measurement model. The instrument's validity and dependability are evaluated using this model. A model that links apparent and latent variables is called the structural model. We use R2 as the dependent construct in PLS to assess inner capital. T-statistics and Patrial Least Square (PLS) were utilized in this study's data analysis. These conclusions can be drawn from the data analysis results: Job satisfaction and organizational culture characteristics are unaffected. The work discipline variable has an impact on job satisfaction. There is a relationship between employee performance and organizational culture. Employee performance is impacted by the work discipline variable. Employee performance and job satisfaction are impacted. Through work happiness, there is a relationship between company culture and employee performance. Workplace discipline affects employee performance through job satisfaction.

PENGARUH BUDAYA ORGANISASI DAN KARAKTERISTIK INDIVIDU TERHADAP EFEKTIVITAS ORGANISASI DI KANTOR KECAMATAN KOTA PADANG`

This study aims to determine the effect of organizational culture and individual Characteristics on organizational effectiveness in the subdistrict office of padang city.The population in this study was 32 people. The technique used is the data analysis used is t-test, f-test, multiple linier regression, and determinant coefficient test using SPSS 23. The results of calculations using SPSS show that there is an influence of organizational culture on organizational effectiveness, the influence of individual characteristics on organizational effectiveness, and the influence of organizational culture and individual characteristics on Organizational effectiveness.
 Keywords: organizational culture, individual characteristics, organizational efectiveness.

Managing Cultural Diversity and Conflict in Family Businesses: An Organizational Perspective

This study aims to investigate the occurrence of conflicts in family businesses, particularly focusing on their impact on founder behavior and organizational culture. Conducted in Bosnia and Herzegovina, the research employs a qualitative methodology to gain an in-depth understanding of conflicts within family businesses. The study utilizes semi-structured interviews as the primary data collection tool, engaging with 5 founders and 12 successors across various family owned businesses. The sample, comprising 17 participants, offers diverse perspectives on conflict dynamics between founders and successors. The interviews, designed to explore recurring key themes, delve into the nature and characteristics of task and process-based disagreements within these family enterprises. Key findings from this study include the observation that task or process-based disagreements, commonly arising between family members, can act as catalysts for founders to re-evaluate their behavior, potentially influencing the shaping of the organizational culture. The research highlights the importance of fostering a culture of open communication, critical thinking, and respect within family firms. Such a culture can play a significant role in reducing relationship conflicts and aid in reaching constructive resolutions. Additionally, the study reveals that the features of organizational culture within family businesses can be instrumental in managing conflicts effectively. This research underscores the complexity of family relationships in business settings and emphasizes the necessity of examining these dynamics from multiple angles. Given the prevalence of family members in key positions within family firms, the study sheds light on the importance of addressing diversity and conflict among family members, considering their long-term implications on the culture and future of these firms.

Pengaruh Budaya Organisasi, Lingkungan Kerja dan Karakteristik Individu Terhadap Kinerja Karyawan

This study aims to determine and analyze the effect of organizational culture, work environment, and individual characteristics on employee performance in a company. This research uses quantitative methods with descriptive analysis. Data collection was carried out by distributing questionnaires to 138 employee respondents at a company. The sample used in this study was 102 respondents. The data analysis technique used in this study is the Outer Model with the calculation of Convergent Reliability, Discriminant Validity, Composite Reliability, Cronbach's Alpha and Inner Model with the calculation of T-statistic, f-square, and VIF using Smartpls 4.0. The results showed that all variables of Organizational Culture, Work Environment, and Individual Characteristics had a positive and significant effect on Employee Performance in a Company.

Organizational Culture Management Challenges

Abstract Healthy organizational culture is an important condition for the long-term stable successful functioning of the organization. It is important for the organization to share the understanding and interpretation of culture, forming healthy attitudes, complex of values, developing strategies for combining personality and organizational cultures, ensuring compatibility with universal humanitarian values of organizational culture. Our research carried out by the Human Potential Management Laboratory is linked to the identification of the main characteristics of organizational culture at Ivane Javakhishvili Tbilisi State University (TSU), revealing of challenges and elaboration of appropriate recommendations. TSU is the oldest higher educational institution in Georgia and also in the Caucasus region. It is the largest university in Georgia, where the best students are enrolled from all regions of Georgia. The established norms of culture, the forms of relations, the system of recognized values here extend not only to the personnel but also to the younger generations that represent the country’s significant intellectual potential. The culture they have accepted affects the cultural value system of the country in general. For analysing organizational culture we have used the analysis of its expressive components, such as history, traditions, material symbols, language; Beliefs - understanding how the goals and ideas are related to each other; Routine behaviors established in the organization; Norms shared by groups). The dominant values - the firm, long-term belief of what is important; Expectations - Understanding how events will develop in the organization; The philosophy of organizational policy that determines the attitudes towards the employees, customers (the students); Rules of the game existing in the organization; Climate of the organization; Innovation and the ability to risk; Artifacts - aspects of organizational culture that you can see, hear and feel. The work was based on the qualitative and quantitative research. We studied not only the normative grounds for determining the organizational culture, but also developed hypotheses, we made a questionnaire. 34 closed and 2 open questions were answered by survey respondents. The survey covered 458 representatives of the Faculty of Economics and Business: Bachelor’s, Master’s and PhD students, academic and administrative staff. The study has shown that a strong culture is established in the organization, it was found that the influence of the socialist system on it is very high. It needs a great effort to change if needed. It has been revealed that the culture is not managed by open methods, it is less visible that it is an immediate objective of managing management, and its primary expressions are formed as a result of the interaction of normative regulators and individual interpretations of the activity. As a result of the research it has been revealed that the attitudes of different focus groups towards the same event differ, as well as the perceptions of respondents from different categories about cultural trends in the organization. It is interesting that radically different positions have been revealed among the respondents of one category towards certain issues, which gives the basis for making important conclusions. The conducted survey is a kind of supplement to the results of the earlier research carried out by us, which deals with the issue of improving management at higher education institutions in Georgia and in the post-Soviet space in general.

Креативность и инновативность субъекта труда в новых социально-экономических условиях

Introduction. The article analyzes the factors that create a demand for innovative development of the economy: the low level of innovativeness and labor productivity, the growth of bureaucracy in management. The demand of innovative economy for creative personnel is discussed. Theoretical analysis. It is shown that enterprises and organizations do not need so much creative as innovative personnel who may not participate in the creation of something new, but are busy implementing and adopting rapidly developing and fundamentally changing production and managerial technologies. Such personnel can work without distress in the organizational environment with the characteristics of instability, uncertainty, complexity, and ambiguity typical of the VUCA world. The use of theoretical modeling method allowed to develop a typology of personality with a combination of qualities of creativity and innovativeness: conservator, adaptor, creator of ideas and creative innovator, their characteristics are given. The key role of adaptors and creative innovators for enterprises of innovation economy is shown. The author considers the existing limits of personality formation with creative and innovative qualities. Conclusion. The characteristics of organizational culture that contributes to the development of personnel innovativeness were defined. The approaches to the improvement of corporate training, which removes the barriers of innovativeness are proposed.

THE ROLE OF TRANSFORMATIONAL LEADERSHIP IN EMPLOYEE PERFORMANCE: A SYSTEMATIC LITERATURE REVIEW AT XYZ UNIVERSITY

Transformational leadership has become an important subject of research in the field of management and organizational psychology, due to its powerful influence on individual and group performance. The method used in this study is the search for scientific articles in leading academic databases. Inclusion criteria were established to select articles relevant to this research topic, i.e. research explaining the relationship between transformational leadership and employee performance at XYZ University. After passing the selection process, articles that meet the inclusion criteria are taken as research samples. The results of this systematic literature review show that transformational leadership has a significant positive impact on employee performance at XYZ University. Several studies have found that transformational leadership is positively associated with productivity, work quality, job satisfaction, and employee organizational commitment. Previous research has shown that transformational leadership affects employee performance through several mechanisms. First, transformational leadership encourages employees to adopt a strong organizational vision, which provides clear goals and direction. Second, transformational leadership creates a work environment that supports employees' personal and professional development, which increases their motivation and commitment to the organization. Third, transformational leadership builds strong interpersonal relationships between leaders and employees, which improves trust, communication, and collaboration. In addition, this literature review also identified several contextual factors that can moderate the relationship between transformational leadership and employee performance. These factors include organizational culture, organizational structure, and individual characteristics of employees. In an organizational culture that supports innovation and participation, transformational leadership can have a stronger impact on employee performance. Similarly, flexible and empowering organizational structures can enhance the effects of transformational leadership on employee performance. In addition, individual characteristics such as motivation and personality can also influence the relationship between transformational leadership and employee performance. The findings of this study show that transformational leadership has an important role in improving employee performance. Organizations need to understand the importance of transformational leadership and apply it in their context to improve employee productivity and success. However, more research is needed to understand more deeply the mechanisms and contextual factors that influence these relationships, as well as test their effects in different organizational contexts.

Kepemimpinan Transformasional Terhadap Kinerja Karyawan Dimediasi Budaya Organisasi Dan Motivasi

Background – Currently, company leaders, besides being tasked with assessing the performance of their employees, also need transformational abilities because transformational management has been proven to increase productivity in the workplace.
 Aim – The aims of this study were to determine the effect of transformational leadership on employee performance, both directly and indirectly through organizational culture and motivation.
 Design / methodology / approach – The research method refers to a positivism approach with quantitative methods, using 77 participants as a sample for filling out the questionnaire, while Path Analysis is used to analyze the data that has been collected.
 Findings – This study refutes the notion that transformative leadership has a direct impact on employee performance. By inspiring their employees, transformational leaders have an indirect effect on performance. Furthermore, the characteristics of organizational culture are not significantly influenced by transformative leadership.
 Conclusion - Transformational leaders can use various sources of inspiration to improve performance. As a result, leaders play an important role in increasing employee motivation.
 Research Implication - The findings of this study have managerial significance because a shift in leadership style is necessary to improve performance. These results highlight the value of transformative and motivational leadership in enhancing workplace performance.
 Limitations – This research only collects data from one banking company, then the characteristics of the sample have different characteristics from the others, where the bank as a sample is owned by the regional government so that it may be different if the data is taken based on ownership and also different banks.

¬¬¬¬¬¬Các nhân tố ảnh hưởng đến tính minh bạch thông tin trên báo cáo tài chính của các đơn vị hành chính tại Bạc Liêu Factors affecting the transparency of financial reports of administrative divisions in BacLieu

For this research, the author utilized both qualitative and quantitative methods to construct and inspect the research model to identify factors affecting the transparency of financial reports of administrative divisions in Bac Lieu. Based on the findings, recommendations can be given to improve the transparency of financial reports of those divisions. Results suggested that there were 6 factors directly affecting the transparency of financial reports of those administrative divisions, including Political support, Financial legislation systems, Characteristics of management system, Characteristics of financial systems, Organizational culture, and International economic integration. Keywords: transparency, financial reports, administrative divisions. JEL Classification: M40, M48, M49.

Socio-cultural dimensions, employee-related assumptions and HRM practices-a multivariate model in a cross-national setting

The purpose of this study is to present in what way socio-cultural dimensions and employee-related assumptions are related to human resource management (HRM) practices in different areas, as Scandinavia and Greece. These locations were selected as they belong to two distinct cultural clusters, thus making cultural differences more apparent. Interestingly, not much research has compared these specific countries, making it worthwhile to explore the differences or similarities that may exist. Specifically, different environmental forces such as national and organizational cultures are analyzed in depth in order to provide comprehensive insights on their impact on human resource management practices in these different countries. Influenced by the theoretical model of Aycan and Kanungo, we develop and test hypotheses that indicate how several socio-cultural dimensions and employee-related assumptions relate to human resource management practices. SPSS was used to test our hypotheses. Some of our preliminary results reveal that characteristics of national culture such as paternalism, power distance, fatalism, loyalty towards community are linked with organizational culture characteristics, such as participation, responsibility seeking, proactivity and obligation to others. Awareness of these links could enable firms to create or improve some HRM practices based on these elements and give motives to enhance employees’ performance.

The Characteristics of Organizational Culture on Teacher Performance in Schools

The characteristics of organizational culture can have a significant impact on the performance of teachers in schools. Some characteristics of organizational culture that can influence teacher performance are as follows: task orientation, communication, social support, recognition, and learning culture. Research is conducted with a procedure or work stages starting from the preparation phase where the research team prepares a review of relevant theories related to the research being conducted, discussions, sharing of knowledge, and literature searches are activities in this phase. Then, initial observation is carried out on the problem, followed by submitting written questions to the respondents in the form of a questionnaire, and then the data is collected, tested, analyzed, and evaluated.

Pengaruh Budaya Organisasi dan Karakteristik Individu Terhadap Motivasi Kerja dan Dampaknya Terhadap Kinerja Pegawai pada Kantor Pertanahan Kabupaten Batanghari

The purpose of this study was to obtain an overview of organizational culture, individual characteristics, and work motivation, as well as employee performance at the Batanghari District Land Office; and to determine the direct and indirect influence of organizational culture and individual characteristics on work motivation and employee performance; as well as to determine the effect of motivation on employee performance. To answer the research objectives, the authors need theoretical studies related to research variables, namely organizational culture theory, individual characteristics, and work motivation, as well as employee performance. In addition, the authors also look for relevant previous research in the form of previous articles/journals and theses to support this research. The population in this study were employees of the Batanghari Regency Land Office, totaling 53 employees. The sampling technique in this study used Saturated Sampling, so that the number of samples in this study amounted to 53 employees. To answer all hypotheses, the analysis technique used is through path analysis. The results of the study show that organizational culture and individual characteristics have an influence on employee motivation and performance, both directly and indirectly. Where based on the results of the t test (partial) and the F test (Simultaneous) show that organizational culture and individual characteristics have a significant and positive influence on motivation and performance, as well as motivation also has a significant and positive influence on performance. This explains that if the organizational culture and individual characteristics can be implemented properly, it will have a positive influence in increasing work motivation which has implications for improving the performance of employees of the Batanghari District Land Office. Based on the results of the study, namely organizational culture, individual characteristics, and work motivation, as well as the performance of the Batanghari Regency Land Office employees in good and quite good condition; organizational culture and individual characteristics have a positive and significant impact on work motivation both directly and indirectly; organizational culture and individual characteristics have a positive and significant impact on employee performance both directly and indirectly; work motivation affects employee performance; and organizational culture and individual characteristics together through motivation can have a direct and indirect effect on the performance of employees of the Batanghari District Land Office.

The soft criteria of competitiveness: A symbiosis of trust and knowledge

The majority of research on competitiveness is based on the analysis of quantitative data. There is significantly less research on the soft elements of competitiveness. This research aims to fill this gap in the literature. Starting from the national culture, the authors investigated the impact of trust characteristics of organisational culture on the characteristics of strategy, knowledge management and organisational effectiveness. Respondents (∑943) from five countries on three continents (USA, China, Hungary, Slovakia, Romania) took part in the quantitative research conducted with a questionnaire survey. The analysis was performed using the SPSS and AMOS 27 programs based on the SEM model. The results show that there is a significant relationship between the examined elements of competitiveness (strategy and management), which also show a significant relationship with organisational trust. Through a culture of trust, the interaction between the elements has a significant impact on the characteristics influencing the efficient operation of the organisation and its competitiveness, regardless of the value of Hofstede’s characteristics of different national cultures.

Organizational culture and leadership as facilitators of creativity and innovation: Insights from the ICT sector in Poland in a post COVID 19 reality

Aim/purpose – Creativity and innovation are crucial for attaining a competitive ad- vantage for organizations. However, dynamic changes in the environment, like the ones induced by the COVID-19 pandemic, and also other developments force scholars and practitioners to critically assess solutions once considered valid and functioning. The pandemic has affected the ICT sector in two ways, on the one hand, by impacting organ- izations’ work and operations and forcing employees to work remotely, and on the other, through the global transition to a virtual world. This shift has forced the ICT sector to act quickly and deliver. Adopting an interpretive approach, this research aims at identifying these characteristics of an organizational culture and leadership style which foster crea- tivity and innovation. Design/methodology/approach – As a result of the adopted interpretivist exploratory approach, a qualitative research design was chosen. 19 in-depth interviews with repre- sentatives of the ICT sector in Poland were conducted. A purposeful and theoretical sampling was used. For the analysis, a combination of deductive and abductive reason- ing was employed. Findings – The analysis has shown that a pro-innovative leader should have traits of all the leadership styles: transformational, authentic, and servant, with an additional, new component – cooperative leadership. A pro-innovative organizational culture should foremost be characterized by openness. The importance of open communication but also openness towards the possibility of making mistakes was emphasized. Research implications/limitations – The theoretical implications include the presenta- tion of characteristics of a pro-innovative organizational culture and leadership style in a post-COVID-19 reality but also a very specific context of the ICT industry. The paper also contributes to the literature on leadership by introducing the cooperative leadership style. Originality/value/contribution – The originality of the paper lies within the adoption of the interpretivist approach and a new perspective on well-known processes. The value of the paper is that the analysis has been conducted in the most innovative sector, the ICT sector, considering the impact of COVID-19 on its operation. Keywords: innovation, creativity, organizational culture, leadership. JEL Classification: M14, M15, O31.

EXAMINATION OF HIGH SCHOOL TEACHERS' PERCEPTIONS OF ORGANIZATIONAL CULTURE: ISKENDERUN SAMPLE

In this study, it was aimed to determine the degree of participation of teachers working in high schools in the practices made in organizational culture and its sub-dimensions, and to determine the current state of school culture; In this study, it was aimed to investigate the relationship between organizational culture and motivation perceptions. Based on the perceptions of the teachers, it was examined to what extent the schools they work in showed the organizational culture characteristics. The sample of the research consists of 443 teachers working in Hatay Province Iskenderun District in the 2022-2023 academic year. Personal Information Form, "Organizational Culture Scale" developed by İpek (1999) and "Teacher Motivation Scale" developed by Uçar (2015) were used as data collection tools. The demographic information, frequency and percentage distributions of the teachers in the study group were extracted. For the first sub-problem, arithmetic mean and standard deviation scores of organizational culture and learning organization scales were calculated. For the second sub-problem, independent sample t-test analysis was used to determine the change in organizational culture and learning organization perceptions according to gender and branch variable. A single factor analysis of variance was used for the unrelated sample in order to determine the changes according to age and professional seniority. As a result of the research, it was concluded that the organizational culture perceptions of the teachers were at the "High" level and the learning organization perceptions were at the "Moderate" level. In the study, it was concluded that there was no significant difference in the perceptions of teachers' organizational culture and learning organization in terms of gender, branch, age and professional seniority. In the research, it was concluded that there is a positive "moderate" relationship between teachers' organizational culture (in all dimensions) and learning organization perceptions (in all dimensions). Keywords: Learning Organization, Organizational Culture, Professional Culture, High School