Denison Model Research Articles

Estrategias para la mejora de la cultura organizacional de Servicios Analíticos Generales S.A.C. aplicando el modelo de Denison

The problem presented in this research was divided into the 4 dimensions according to Denison's model for the measurement of the organizational culture of the laboratory services company Servicios Analíticos Generales S.A.C. When the questionnaire is applied according to the dimensions, it is seen that it is necessary to use strategies to improve the organizational culture.For applying the leadership and motivation strategies, the change in the organizational culture is appreciated, allowing the operations personnel to be integrated into the administrative.

ОБҐРУНТУВАННЯ МЕТОДІВ ДІАГНОСТИКИ ОРГАНІЗАЦІЙНОЇ КУЛЬТУРИ ФАРМАЦЕВТИЧНИХ ОРГАНІЗАЦІЙ

Мета роботи. Обґрунтування вибору методу діагностики організаційної культури фармацевтичних організацій з подальшим його опрацюванням в аптечних організаціях м. Харкова.Матеріали і методи. Аналіз основних праць вітчизняних і зарубіжних фахівців у галузі менеджменту за допомогою загальнонаукових методів, системного і комплексного аналізу; соціологічних досліджень.Результати й обговорення. В статті проведено аналіз існуючих методик діагностики організаційної культури організації (ОКО), серед яких для подальшого опрацювання обрано методику DOCS (Denison Organizational Culture Survey) – модель Даніеля Денісона, що спрямована на виявлення впливу організаційної культури на економічну ефективність організації. У рамках моделі на базі аптечних закладів м. Харкова було оцінено 12 індикаторів ОКО та розраховані значення їх індексів. Висновки. Обґрунтовано доцільність використання при аналізі організаційної культури фармацевтичних організацій моделі Деніеля Денісона (DOCS), яка проста у використанні, має інформаційну надійність про стан організаційної культури та дозволяє проводити порівнянність результатів при вивченні декількох організацій.

Relationship between organizational culture and commitment of employees in health care centers in west of Iran.

IntroductionPresence of committed personnel in each organization not only reduces their absenteeism, delays, and displacements but also leads to a dramatic increase in performance and efficiency of an organization, mental freshness of employees, better manifestation of noble objectives, and organizational mission as well as fulfillment of personal goals. Therefore, the purpose of this study was to determine the relationship between organizational culture and organizational commitment of employees in administrative units of health care centers in the cities of Hamedan Province based on the Denison model in 2015.MethodsIn this cross-sectional study, 177 employees in administrative units of health care centers in the cities of Hamedan Province were selected by a multistage stratified sampling method. The data collection instruments included the standardized Denison organizational culture survey and organizational commitment questionnaire by Meyer and Allen. Data were analyzed by IBM-SPSS version 21 using descriptive statistics and Pearson product-moment coefficient.ResultsAmong the 12 indicators of organizational culture, the highest mean scores were assigned to empowerment (16.74), organizational learning (16.41), vision (16.4), and strategic direction (16.35); respectively. Furthermore, the indicators of capability development (14.2), core values (15.31), team orientation (15.45), and goals (15.46) received the lowest mean scores in this respect. Among the four dimensions of organizational culture, the highest mean score was related to “mission” in organizational culture and the lowest score was associated with “involvement.” Meyer and Allen’s organizational commitment model also had three components in which affective commitment in this study obtained the highest score (26.63) and continuance commitment received the lowest score (24.73). In this study, there was a significant correlation between all the components of organizational culture and organizational commitment of employees in administrative units of health care centers (p < 0.05).ConclusionReflecting on all the dimensions and indicators of organizational culture can lead to an escalation of organizational commitment among employees. Furthermore, focus on factors affecting the improvement of continuance commitment can promote organizational commitment of employees in administrative units of health care centers.

The involvement of employees as a flexibility factor of companies in the Republic of Serbia: Empirical research

Adequate and timely response in terms of permanent changes is essential for the survival of any company. The capacity for such response is measured by degree of flexibility, whereby flexibility is the ability of the company to change itself or to be easily changed according to any given situation. The phenomenon of flexibility can be achieved by more complete involvement of employees in the system of organization functioning, including development of their resources, participation in decision-making and self-organization of work, freedom to undertake initiatives, a good system of information, and encouragement of team orientation and interactivity of employees in achieving organizational goals. The study's aim is to show, through empirical research, a degree of employees' involvement in companies in Serbia, to identify the factors that influence its development and analyze difference in involvement in domestic and foreign companies. The survey was conducted through a questionnaire based on Denison model of organizational culture whereby the sample size 1000 respondents. Data were statistically analyzed and interpreted. The results showed that companies in Serbia still need to work on improving involvement of employees in a company life, that there is difference between domestic and foreign companies in decisions making and that the team work is the main factor of involvement of employees.

Relationship between Organizational Culture and Educational Context from Nurses’ Point of View at Shiraz University of Medical Sciences Hospitals

Background: Hospitals and health care centers, like any other organizations, have some common norms and beliefs known as organizational culture. Organizational culture plays key roles in organizations and have impressive impacts on nurses’ performances. This study aimed to investigate the relationship between organizational culture and education of nursing staff employed in educational hospitals based on Denison Model and DREEM. Methods: This study is a descriptive, analytical survey conducted in 2015. The Target population of the present consisted of educational hospital’s nurses and paramedics. 200 nurses and paramedics have been selected using a random systematic method. Using a standard questionnaire of Denison and Dream which were validated and reliable, data were gathered. To analyze data, SPSS software version 16and T-test, ANOVA, regression, were used. Results: DREEM organizational culture questionnaire consisted of four dimensions. Percentage adjustment accounted for dimensions of organizational culture; mission (78.9%), later involvement (13.2%) and adaptability (4%) are as mentioned. Finally, the dimensions of organizational culture have managed to 96.1% of educational environment which demonstrated a significant positive correlation between these two variables (P <0.01). Conclusions: The organizational culture of S-Faghihi hospital (one of the educational hospitals affiliated to Shiraz University of Medical Sciences) showed a better situation than a Namazee Educational Hospital. Organizational culture as a decisive excellence factor in hospitals’ teaching improved the educational environment and ultimately improved student learning and educational consequences such as productivity and health of the patient.

Effect of Organizational Culture on knowledge Management Based on Denison Model

Abstract In 21th decade, organizations are faced with changes and must know how they learn and manage the learning to be powerful in comparative market. Knowledge management is the way to improve the conditions of stability of organization. When this way is successfully implemented in organization, the appropriate cultural field has already been paved the way for this system. Different researches show that knowing these two factors as the most important necessity is the priority of activities of organizations’ mangers, and the stability of organization is assured by planning organizational strategy. According to the importance of issue, Denison model is used to investigate the dimensions of organizational culture and Conrad and Newman models are used to evaluate the dimensions of knowledge management the process of knowledge management and the relation between them have been explained after mentioning the review of literature. Finally, in order to strengthen organizational culture and successful deployment of knowledge management offered suggestions.

Research on evaluation of enterprise project culture based on Denison model

Purpose: The purpose of this paper is to build enterprise project culture evaluation model and search for the best evaluation method for Chinese enterprise project culture on the basis of studying and drawing lessons from enterprise culture evaluation theory and method at home and abroad. Design/methodology/approach: Referring to the Denison enterprise culture evaluation model, this paper optimizes it according to the difference of enterprise project culture, designs the enterprise project culture evaluation model and proves the practicability of the model through empirical. Finding: This paper finds that it`s more applicable to use the Denison model for enterprise project culture evaluation through the comparative analysis of domestic and foreign enterprise culture evaluation theory and method, the systematic project culture management framework of Chinese enterprises has not yet formed through empirical research, and four factors in enterprise project culture have important influence on project operation performance improvement. Research limitations/implications: The research on evaluation of enterprise project culture based on Denison model is a preliminary attempt, the design of evaluation index system, evaluation model and scale structure also need to be improved, but the thinking of this paper in this field provides a valuable reference for future research. Practical Implications: This paper provides the support of theory and practice for evaluating the present situation of enterprise project culture construction and analyzing the advantages and disadvantages of project culture, which contributes to the dialectical therapy of enterprise project management, enterprise management and enterprise project culture construction. Originality/value: The main contribution of this paper is the introduction of Denison enterprise culture model. Combining with the actual situation of enterprises, this paper also builds the evaluation model for enterprise project culture, which is helpful to promote the construction and development of Chinese enterprise project culture.

Organizational Culture and the Organizational Commitment; Correlational Study in Hospital Staffs

Organizations need the committed manpower to provide effectiveness and progress which is an important factor in order to achieve organizational goals. According to this, organizational culture increases employees commitment in the organization by their accepted norms and values. Actually, the organization environment & its prevailing culture, affects on the organizational commitment of staff. This study was conducted to assess relationship between the organizational culture and the organizational commitment among staff of elected hospirals in Tehran University of Medical Sciences. This descriptive study accomplished at 2013. The study population was hospitals affiliated to Tehran University of Medical Sciences included the two hospitals “Vali Asr” & “farabi”. Also in hospitals, study populations were all hospital staffs (Administrative and Clinical). Data collection was done using a three parts questionnaire including: the first one contains background information, the second part consists of questions related to organizational culture based on Denison model and the third part includes questions related to organizational Commitment based on Porter model. Validity and reliability were confirmed through getting the opinions of experts and using Cronbach’s alpha. Data analysis was done by SPSS software using Pearson correlation test and the test “t” to determine the relation between the areas of culture and commitment to the type of hospitals. In organizational culture, maximum average & standard deviation has been seen in professional identity (4.74±1.38). Except for the two dimentions of conflict & communication patterns, a significant relation between the organizational culture dimentions and two hospitalas was seen. Also, in the organizational commitment, the maximum average & standard deviation was seen in continuous commitment scope. Overally, average & standard deviation (3.18±0.76) has been obtained for organizational commitment component; also there was significant relation between the emotional commitment dimention & the type of the hospital. This relationship wasn’t meaningful in another dimentions. Except for the conflict dimension, there was significant correlations between the organizational culture dimension& the organizational commitment (p<0.05). Also, this correlation was between the organizational culture and the organizational commitment (r=0.552) Designing an appropriate and justified reward mechanism and development of teamwork skills between employees can increase their organizational commitment positively and improve hospital performances.

Components of Organizational Culture Based on Denison Model

In their way towards the achievement of development goals in terms of economic, social, cultural, and political dimensions, developing countries are facing the lack of an appropriate culture in their administrative systems not to mention technological issues and complexities. A relevant issue here is organizational culture that is regarded as a tool facilitating our encounter with organizational issues and forming our interpretation of the nearby events. In other words, organizational culture is a series of dominant and interrelated values that is convey by symbolic concepts such as stories, myths, slogans, and proverbs. Due to its influential nature that can affect the performance and the behavior of the members of the organization, organizational culture plays an important role in internal control, employees’ behaviors, and the prevention of undesirable behaviors. As such, concerning the significance of culture in organizations; the present study was conducted on the secondary school principals in the District 4 of the Department of Education in Shiraz. This qualitative-applied study used a descriptive-survey design. The data were collected through questionnaires distributed among the participants and were analyzed using SPSS Software. The results indicated that there is a relationship between the components of organizational culture such as involvement, consistency, adaptability, and mission among secondary schools in Shiraz. Generally, it was noted that organizational culture has a desirable position among the participants under study.

A study on relationship between knowledge management and organizational culture based on Denison model: A case study of PVC industry

Knowledge plays an essential role on creating value added business units in today’s competitive environment. In this paper, we perform a study to investigate the relationship between knowledge management and organization culture in an Iranian PVC industry. The proposed study selects a sample of 65 people and distributes a questionnaire among them. The study investigates the relationship between knowledge management and four organizational cultures’ components including mission, consistency, involvement and adaptability. Using Denison model and implementation of Pearson correlation ratio as well as stepwise regression techniques, we analyze four hypotheses of the survey. The results of the study confirm that there are strong relationships between knowledge management from one side and mission, consistency, involvement and adaptability.

An analogy between organizational and individual cultural profiles: revisiting denison's model of culture

The paper aims to compare an organizations’ cultural profile with that of individuals. Specifically, it compares the cultural profile of both; based on Denison's four dimensions of organizational culture i.e. mission, adaptability, consistency, and involvement. It describes all four dimensions both for business organizations and individuals. In comparing organizational and individuals’ cultural profile, one aspect is evident, that both are analogous not only in terms of constituents of its cultural profile but also in terms of traits characteristic of their respective culture. Thus, it is expected that by understanding individual culture from management science perspective, some insights for better management of individuals’ own value system can be developed.

Studying the effects of organizational culture, organizational structure, and information technology on effectiveness of knowledge management: Using Khorasan Regional Electricity Company as a case study

Nowadays many organizations wishing to survive and maintain their competitive position, have implemented knowledge management. But the implementation of knowledge management requires that different factors in the organization like behavior, structure, and technology have certain characteristics. In the absence of these features in factors, the effective implementation of knowledge management will be prevented. This study, among many different models of factors, examines three key factors as information technology, organizational structure and organizational and the impacts of each dimension on effectiveness of knowledge management is separately examined. According to the literature of the subject, 21 items and a conceptual model that show the relationship between 10 variables involvement of culture, adaptatability culture, consistency culture, mission culture, formalization, centralization, complexity, the communication flow, technology support, and knowledge management effectiveness, was created. After determining the sample size and population, questionnaires were randomly distributed. Finally, after analyzing the data, the status of each of the dimensions, were maintained and the culture of Khorasan Regional Electricity Company was drawn based on Denison model. Data analysis also showed that culture, structure, and technology play important role in the effectiveness of knowledge management in Khorasan Regional Electricity Company. Hence, the analysis of factors in terms of properties necessary for the implementation of knowledge management, is an important step which can provide strong foundation for future efforts in this regard. Key words: Involvement culture, adaptatability culture, consistency culture, mission culture, formalization, centralization, complexity, communication flow, technology support, knowledge management effectiveness.

The study of the relationship between organizational culture and organizational performance in non-profit religious organizations

This study investigates the relationship between organizational culture and organizational performance in non-profit religious organizations (churches). A quantitative methodology was utilized to explore this relationship. Denison's model of organizational culture which includes examining the organization in four areas (involvement, consistency, adaptability, and mission) was explored to determine how this theoretical model aligns with the culture of the church and its efforts to perform at optimal level. Data were provided by staff and pastors of 43 Christian churches. The findings showed partial evidence for a relationship between culture and performance in churches. Church leaders can utilize these findings to determine if the balanced scorecard method should be implemented in their churches as a means of discovering if the values and beliefs of the church are influencing the church's overall performance.

Research on a tool for organizational culture assessment of public general hospitals in China

Objective A scientific evaluation of hospital culture with the Dimension organizational culture model, in view of features of China's general public hospitals.Methods Based on Denison model, according to the characteristics of the public general hospitals in China, the authors developed a tool for organizational culture assessment (TOCA) by using the survey data from 87 hospitals in three provinces from the East, Central, and West areas in China.Results This tool, an evaluation scale, comprises the four cultural characteristics of direction, consistency, participation, and adaptability, as well as 13 cultural dimensions of social responsibility and competitive consciousness. The tool is tested as having good internal reliability and validity.Conclusion The TOCA provides hospital administrators with a tool for hospital culture evaluation, diagnosis and improvement. Key words: Public hospital; Hospital culture; Evaluation; Scale

Relationship between Corporate Culture and Organizational Effectivenss: A Case Study on Zain Telecommunication Limited

Relationship between corporate culture and organizational effectiveness has been studied over and over in these last twenty years by researchers. Researchers have attempted to figure out a consistent relationship between the variables. Researchers used different models in order to demonstrate the relationship between corporate culture and financial performance prior to the development of Denison corporate culture model. Since the development of it, most of the researchers have been found to utilize Denison model to portray the relationship because of its clarity in regards to explain corporate culture. Denison model has also been utilized in this study in order to demonstrate the relationship between corporate culture and organizational effectiveness. The model is tested on the leading telecommunication company of Jordan – Zain Telecom Limited. In the literature review section of the study, a comprehensive study is presented in order to clarify the relationship between corporate culture and organizational effectiveness. Semi structured interviews with 50 employees has been conducted in order to collect information on different dimensions of corporate culture. Content analysis has been used in order to summarize the information collected from the interviews. In order to measure corporate culture of Zain Telecom, a survey was used where 50 respondents were given a questionnaire each and was asked to fill them in. On the other hand, 5 different indexes were used in order to demonstrate the organizational effectiveness of Zain Telecommunication Limited. It has been concluded that there is a positive and consistent relationship between the corporate culture and organizational effectiveness of Jordan’s leading telecommunication company – Zain Telecommunication Limited.

The Relationship between Organizational Culture and Government Performance-Based on Denison Model

In this paper, based on Denison model, we research the relationship between organizational culture and government performance by empirical studies, through conducting questionnaires in six-governmental organizations of Shaanxi and Shanxi, and using factor analysis and correlation analysis. The results showed that the participatory culture and performance of internal processes have significantly positive correlation, the consistency cultural and financial performance have significantly positive correlation, the adaptability culture and performance of learning growth have significantly positive correlation, and mission culture and performance of customer dimension as well.

Validation of Denison's Model of Organisational Culture and Effectiveness in the Indian Context

Taking cue from the recent surge in organisational culture and effectiveness studies' mainly in Western countries, the present study investigated the link between these two constructs using Denison's Organisational Culture Survey (DOCS) in the Indian context. The results, besides finding a strong support for the DOCS model, indicated that of the four cultural traits studied–involvement, adaptability, mission, and consistency, mission was found to be a single most cultural trait responsible for a number of bottom-line performance indicators. The implications of and limitations to the study are also discussed.