Denison Organizational Culture Model Research Articles

THE DENISON ORGANIZATIONAL CULTURE SURVEY (DOCS): EMPIRICAL REVIEW OF A DIGITAL ORGANIZATIONAL CULTURES´ EFFECTIVENESS

Digitalization presents a driving force for many organizations regarding the dynamic changes and requirement of a new way of thinking and achieving higher performance, improving quality, safety, and profitability. Digital transformation has become a prevalent project in many industries, nevertheless often failure due to inhibit organizational cultures preventing change. Empirical review of the digital organizational cultures´ effectiveness identifies cultural traits that are crucial for the digital transformation process. Understanding the digital organizational culture is important for leaders to react to changing environments, especially amplified by the ongoing coronavirus pandemic. The purpose of the study is to assess the culture of organizations and track the progress of digitalization using the Denison organizational culture model. The survey was conducted in October 2022. The sample comprised over 400 respondents. Statistical analysis is performed with MAXQDA software, where the statistical relationship between the variables of interest was explored. Convergent validity was evaluated using Person´s correlation analysis. A psychometric evaluation is acceptable and correlation confirms the statement that each trait strongly correlates with two other traits, but less with the incompatible trait. The correlation between particular traits and their subdimensions indicates the convergent and divergent validity of the items. The findings have revealed a significant connection between Adaptability and Customer Experience and Mission and Digital Strategy. These traits highly affect the digital evolution within an organization. Findings reveal that the organizational culture is crucial to a successful digital transformation and needs to be given sufficient attention. In conclusion, this study indicates that organizational culture appears to be a force that boosts digital progress.

Organizational Culture and Corporate Performance: A Review

The study was to examine the relationship between organizational culture and corporate performance. It examines the way organizational culture influences corporate performance in companies. The study employs four elements of organizational culture mode (a) involvement (b) consistency (c) adaptability, and (d) mission. The establishment and upkeep of a successful organizational culture within the organization depends on the four components of the organizational culture model. The specific objective was to: evaluate the relationship between involvement and corporate performance and to assess the relationship between mission and corporate performance. The Denison model was used to examine the operational metrics for measuring organizational culture and corporate success. The research shows a statistically significant link between business performance and organizational culture. Additionally, engagement, adaptability, consistency, and mission impact the organization's non-financial performance. While training demonstrates the strongest association with organizational culture, involvement is the censorious aspect affecting how organizational culture affects corporate performance. This study concluded that lack of effective organizational culture is a primary cause of poor performance and productivity in the corporate organization. The relevance of an effective organizational culture must therefore be understood by company managers if they are to increase performance and productivity in the corporate setting. It was recommended among others that, there should be training for managers and employees on some principles that are important for effective performance. The conceptual underpinning for the investigation was provided by the Denison organizational culture model. The finding of the study included a well-defined mission that attribute to developing shared understanding between employees and managers and employee-focused leadership that contributed to motivating employees. The well-being of society through self-regulatory corporate social responsibility was one of the core corporate value findings. The finding single out in this study cloud have prospects for economic development in the local economy and may subscribe to social change with strategies business and improve the life standards of employees and the local community.

The Tendency of Faculty Members to the Organizational Culture based on Denison Model: A Case Study of Kunduz University

The organizational culture is the dominant pattern of beliefs, feelings, and norms that people believe in and, as a guide, follow in their behavior. The main purpose of this study was to investigate the tendency of faculty members to an organizational culture based on Denison's organizational culture model at Kunduz University, which was implemented by descriptive method. The data collection tool was denison's organizational culture questionnaire, the validity of which was determined through content research and surveys of three high-ranking professors, and its reliability was calculated by calculating the Cronbach's Alpha coefficient for organizational culture (0.82), which was reliable. The statistical population of this study includes all professors of Kunduz University who were selected by simple random sampling method with 95% confidence level and 5% error to 102 persons. The data obtained from the questionnaires were analyzed using Excel and IBM SPSS-24 software. The results showed that the degree of dominance of organizational culture in all four dimensions of Denison's model is lower than average p <a = 0.052 = 0.00 = 0.00 = 0.01 <0.05. A as result; the faculty members of Kunduz University have a lower than average tendency towards Denison's organizational culture model, and this has the same effect on the professors of this university due to gender differences.

The Tendency of Faculty Members to the Organizational Culture based on Denison Model: A Case Study of Kunduz University

The organizational culture is the dominant pattern of beliefs, feelings, and norms that people believe in and, as a guide, follow in their behavior. The main purpose of this study was to investigate the tendency of faculty members to an organizational culture based on Denison's organizational culture model at Kunduz University, which was implemented by descriptive method. The data collection tool was denison's organizational culture questionnaire, the validity of which was determined through content research and surveys of three high-ranking professors, and its reliability was calculated by calculating the Cronbach's Alpha coefficient for organizational culture (0.82), which was reliable. The statistical population of this study includes all professors of Kunduz University who were selected by simple random sampling method with 95% confidence level and 5% error to 102 persons. The data obtained from the questionnaires were analyzed using Excel and IBM SPSS-24 software. The results showed that the degree of dominance of organizational culture in all four dimensions of Denison's model is lower than average p <a = 0.052 = 0.00 = 0.00 = 0.01 <0.05. A as result; the faculty members of Kunduz University have a lower than average tendency towards Denison's organizational culture model, and this has the same effect on the professors of this university due to gender differences.

Exploring Strategies to Establish an Effective Organizational Culture to Enhance Corporate Performance: A Concept Paper

Maintaining an effective organizational culture within the corporate group is indeed a must to enhance organizational performance and shareholder return. A concept is proposed for a qualitative study aimed to explore prominent strategies that one corporate group deploys to establish an effective organizational culture to enhance performance. Denison organizational culture model is served as the theoretical underpinning for the study. “What strategies do senior managers deploy to establish an effective organizational culture to enhance performance” is identified as the research problem of the study in order to bridge the prevailing research gap. The research problem is answered through four research questions. An exploratory single-case study design is used for the study. A purposive sample of 20 senior managers from a leading corporate group in Sri Lanka participate in semi structured face-toface interviews. The study corporate group has 47 companies belongs to six main sectors, which is one of the largest corporate groups in Sri Lanka. The chosen participants conform the criteria of a minimum of 5 years of experience with strategies in establishing an effective organizational culture in the corporate group. The findings of this study would reveal a new model for business managers to enhance corporate performance by establishing an effective organizational culture.

The Impact of Organizational Culture on Educational Sector Workers of Paktika Province of Afghanistan

Organizational culture is a believe system exists among the workers of an organization. Through organizational culture, organizations can be distinguished from each others. It is precious to inform the organization's managers and all workers about the organizational culture. The aim of this study is to find out the presence of organizational culture in educational sector workers of Paktika province of Afghanistan. Daniel Denison's organizational culture model is used in this research. Denison's model has four main aspects (involvement, consistency, adaptability and mission), that an organization must have in order to be an effective organization. In this study, the mixed research method (Quantitative and Qualitative) is used whereas questionnaire and interview tools were used for data collection. The administrative staff of the educational sector of Paktika province (University, Directorate of Education, Directorate of Information and Culture, and Directorate of Olympic), numbering up to 120, has been selected as a statistical population for the research. The results of this research are somehow similar to the previous researches done in Afghanistan. Generally, it is seen that working activities of educational sector staff of Paktika province is influenced by organizational culture. The results of this research show that, based on Denison model of organizational culture, educational sector workers of Paktika province has 65% of effective organizational culture and the mission aspect was potent than other aspects of organizational culture.

FACTORS OF ORGANIZATIONAL CULTURE RELATED TO ORGANIZATIONAL EFFECTIVENESS IN THE SATKES KODIKLATAL

Organizations exist because of human needs through relationships, interactions, communications, socialization to one another to meet common goals. Organizational culture becomes an important part of this influence on organizational effectiveness (a term for the fulfillment of organizational goals). This study aims to determine how the organizational culture conditions of the Kodiklatal Health Unit by using indicators according to the Denison organizational culture model, namely involvement, consistency, adaptability and mission. In addition, a theoretical study on the importance of organizational culture from the background for this research is because the Kodiklatal Satkes is a work unit under the Kodiklatal, which has duties other than carrying out health services for all military and civil servants who serve in Kodiklatal, all students who are carrying out education at Kodiklatal and Family members of military and civil servants Kodiklatal, also carry out health support for every military activity / training carried out by students and members of the Kodiklatal military. The research method is a quantitative method by collecting data using a questionnaire with a sample population of 50 employees of the Kodiklatal Health Unit, processed using descriptive statistics. The results showed that the average overall organizational culture was in the very weak category with the strongest score on the mission sub-variable and the weakest on the involvement sub-variable. 
 
 Keywords: Culture, Organization, and Denison

Organizaciona kultura u Srbiji u odnosu na karakteristike organizacije - empirijsko istraživanje

In modern business conditions, organizational culture is recognized as a powerful tool for long-term survival and development of the organization. The purpose of this paper was to research whether and in what way the characteristics of organizations - such as its size, ownership structure, activity, domestic or foreign - influence the organizational culture. Because of continuous and rapid changes and enormous competition, which are features of modern business, the Denison model of organizational culture was chosen because it emphasizes the need for balance between requirements for organizational stability (factors of mission and consistency) and requirements for its adaptability (factors of involvement and adaptability). The survey covered a sample of 1,000 employees and the data was statistically processed using the one-way ANOVA method. The obtained results show the influence of organizational characteristics on its ability to balance the internal and external focus of the organization, its stability, and its ability to change. Likewise, there should be a certain organizational cultural transformation as a response to the paradigm change in wider environment should be a certain organizational cultural transformation as a response to the paradigm change in wider environment.

ORGANIZATIONAL CULTURE OF ENTERPRISES IN THUA THIEN HUE PROVINCE WITH DENISON MODEL

Abstract: Nowadays, businesses recognize that organizational culture has played a particularly important role in the organization's success. This study aims to identify the cultural traits of enterprises in Thua Thien Hue province by applying the Denison organizational culture model. The results show that the organizational culture of enterprises in Thua Thien Hue province is an internal focus and in a stable and flexible balance. In addition, “Involvement” is the strongest trait, and “Adaptability” is the weakest trait of Thua Thien Hue’s enterprises. Among the 12 indices of the Denison organizational culture model, the index “Team orientation” has the highest score, while “Creating change” and “Agreement” have the lowest. These are important findings for managers to identify the strengths and weaknesses of the organizational cultural system. They can set priorities for adjustment to improve the organizational culture and enhance the competitiveness of enterprises in Thua Thien Hue province.Keywords: organizational culture, Denison model

Samanburður á vinnustaðamenningu stofnana og fyrirtækja

Vinnustaðamenning hefur verið mikið í umræðunni undanfarin ár. Hún getur byggst á ýmsum þáttum s.s. gildum, trú, viðhorfi starfsmanna, skynjun þeirra, sýnilegum táknum á vinnustaðnum, samskiptamynstri og hegðun. Þessi rannsókn fjallar um samanburð á vinnustaðamenningu stofnana og fyrirtækja þar sem stuðst er við aðferð Denison við að mæla vinnustaðamenningu. Spurningalistinn telur í grunninn 66 spurningar sem taka þarf afstöðu til en 60 spurningar eru notaðar til að leggja mat á vinnustaðamenninguna. Í aðferð Denison er vinnustaðamenningunni skipt í fjórar yfirvíddir þar sem hverri yfirvídd er skipt í þrjár undirvíddir. Rannsóknin byggir á 44 fyrirliggjandi greiningum á vinnustaðamenningu fyrirtækja og stofnana. Heildarfjöldi svara er 4.071. Þar af eru 1.095 frá átta stofnunum og 2.976 frá 36 fyrirtækjum. 13 mælingar áttu sér stað árin 2010 eða fyrr, 13 á árunum 2011 til 2014 og 18 á árunum 2015 eða síðar. Niðurstöður þessarar rannsóknar gefa vísbendingar um að stofnanir virðast hafa veikari vinnustaðamenningu en fyrirtæki. Mestan mun er að finna á undirvíddunum Markmið, Framtíðarsýn, Teymisvinna og Vilji til breytinga en minnsti munurinn á víddinni Gildi.

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.

Faktor-faktor Budaya Organisasi, Suatu Studi Pada Prodi Administrasi Bisnis (ADBIS) - Telkom University Bandung

Organizations exist because of the human need for relationships, interaction, communication, and socializing one to another to meet a common goal. Organizational culture becomes an important part that influences the effectiveness of the organization (the term for the fulfillment of the purpose of the organization). This study aims to determine the organizational culture conditions at Prodi Adbis Tel-U by using indicators from the Denison organizational culture model that show involvement, consistency, adaptability and mission. In addition to a theoretical study of the importance of organizational culture, the background for this study is a new formation at Tel-U in which there are Adbis Prodi, in recognition of the organization's culture conditions. Adbis through this research can contribute to gradually building a strong organizational culture where Adbis is aligned with the culture of Tel-U. The research method is a quantitative method with data collection using questionnaires sampling populations of faculty and staff at Prodi Adbis Tel-U with as many as 41 people processed using descriptive statistics. The results showed the overall average of the culture of the organization in the department of the Tel-U Adbis FKB including very low category with the highest score on the mission and the lowest subvariable on involvement.

Organizational culture and its relationship with knowledge management strategy: a case study

In this paper, we study the relationship between organizational culture and knowledge management strategy in Pars Oil, an Iranian oil refining public company. The Denison organizational culture model is used. The model measures four essential traits of culture and leadership: involvement, consistency, adaptability, and mission. Each of these traits has three indices providing a richness of detail about the trait. Data collection method is a survey using a suitable questionnaire. The results of data analysis show that there are significant relationships between four dimensions of knowledge management strategies (creation and transfer of knowledge) and organizational culture in the organization studied. Moreover, the results of ranking the factors influencing the knowledge management strategy show that the priority and importance of the organizational culture traits based on their effects on knowledge management strategy are, respectively, participation, adaptability, consistency, and mission cultures.

ON THE EFFECTS OF ORGANIZATIONAL CULTURE ON ORGANIZATIONAL PERFORMANCE: AN IRANIAN EXPERIENCE IN STATE BANK BRANCHES

While many researchers devoted numerous articles to the organizational culture, relatively few articles have been contributed to culture and performance research. The purpose of this study is to shed light on the role of organizational culture on performance. To achieve this goal and in order to measure organizational culture, Denison organizational culture model was used. The components of this model are: involvement, consistency, adaptation and mission. For performance evaluation survey, EFQM model was used. This model surveys performance in two different areas of enablers and results. The conceptual model of the research was tested by Structural Equation Modelling. Some university professors and Bank experts confirmed the Validity of questionnaires, and the reliability was tested by Cronbach alpha coefficient. Managers of the bank branches filled the performance evaluation questionnaires, and employees filled organization culture questionnaires. The results showed that between the components of organizational culture, just involvement and adaptability affect the performance of banks. The remaining components have indirect effect on the performance.

Examining the Relationship between Organizational Culture and Internal Cohesion of the Employees Working in Golestan Telecommunication Company

The present study aims to examine the relationship between organizational culture and internal cohesion of the employees working in Golestan Telecommunication Company (GTC). The research enjoys an applied and correlational/descriptive method. Using stratified random sampling method, 92 employees working in GTC are selected. The research instruments are two questionnaires, one of them is based on Denison's organizational culture model (Denison et al., 2005). And the other one is based on Captain and Olinew's cohesion and integrity questionnaire. The reliability of the questionnaire points out that there is a significant relationship between organizational culture and its dimensions and internal cohesion, i.e., promoting organizational culture may cause an increase in the internal cohesion. Having depicted the scheme of organizational culture, GTC are found about average and above average in all four dimensions. It is noteworthy that GTC achieved the highest point in the Mission dimension and the lowest point in the Involvement dimension. Among the twelve indices, empowerment, objectives and vision are at the high level and other indices such as capability development and coordination received the lowest point.

Diagnosis and Reconstruction on Institutional Culture of State-Owned Forestry Enterprises

This paper diagnoses institutional culture of state-owned forestry enterprises. Then, it reconstructs and fosters institutional culture for enterprises’ development to enhance the competitiveness of state-owned forestry enterprises. According to Denison Organizational Culture Model and Corporate-Culture Measurement and Assessment System of Redetac Consulting, this paper diagnoses seven dimensions and fifteen factors of institutional culture of state-owned forestry enterprises. This discovers that problems of leadership system, personnel system and management mode are more serious and indicates that business leaders should reconstruct those to form democratic decision-making, scientific training, performance assessment and other system and should adopt approaches of management by walking around, gather-style management, and people-oriented management.

Research on Cultural Management of State-Owned Forestry Enterprises

This paper explores building excellent corporate culture, implement cultural management to enterprises, and enhance the competitiveness of enterprises. According to Denison Organizational Culture Model, Corporate-Culture Measurement and Assessment System of Redetac Consulting and others, this paper diagnoses the current culture of state-owned forestry enterprises. Then, this understands superficiality of the cultural construction of state-owned forestry enterprises, lack of personality on core values, the old concept of leadership, and no institutionalization of learning and training. This paper proposes countermeasures of excellent cultural building of the state-owned forestry enterprises, such as building a unique corporate culture model, condensing core values, nurturing entrepreneurs, and enhancing learning and training.