Denison Organizational Culture Survey Research Articles

The effect of organizational culture in health services on employee flourishing.

Culture has an important role in maximizing the value of human capital, which is regarded as the main source of organizational effectiveness. The research was conducted to determine the effect of organizational culture perceptions of healthcare professionals working in a university hospital on employee flourishing. It is a descriptive study conducted with 299 healthcare professionals working in a university hospital. "Structured Personal Information Form", "Denison Organizational Culture Survey" and "New Flourishing Index" to collect the data. In the analysis descriptive statistical methods such as percentage, frequency, arithmetic mean and standard deviation as well as Pearson correlation, linear regression and multiple linear regression analyses were performed to determine the relationship between variables. According to the results of linear regression analysis, it was determined that organizational culture and flourishing were related (F: 88.229; p <  0.05). The organizational culture alone explained 22.6% of flourishing. As a result of multiple regression analysis, it was determined that the relationship between organizational culture sub-dimensions and flourishing was significant (F = 25.975; p <  0.05). The sub-dimensions of organizational culture explained 25.1% of the flourishing. As a result of the study, it is observed that the perception of organizational culture of healthcare professionals has an impact on flourishing, and therefore the favorable development of organizational culture will contribute positively to employee flourishing. In present conditions, it has become a necessity for health organizations to provide the circumstances that will make all investments that will contribute positively to the flourishing of their employees a part of the organizational culture.

Lietuvos bendrojo ugdymo mokyklų organizacinės kultūros adaptyvumo charakteristikos raiška

In the context of organizational culture, in order for organizations to be adaptive, to develop adaptability in daily activities, it becomes important to look for solutions on how to systematically adapt to constantly changing conditions in the organization and help organizations to become more adaptive. However, it is not easy, and it becomes a problem, because adaptability in educational institutions is systemic and it is one of the processes of organizational culture. Therefore, the aim of the article is to reveal the expression of the trait of adaptability and its constituent indicators (creating change, organizational learning and customer focus) in the study of organizational culture in general education schools based on the internationally recognized Denison Organizational Culture Survey (DOCS). The results of the study revealed that educational institutions of Lithuania pay great attention to organizational learning, however, there are challenges in the creating change and customer focus fields of organizational culture.

The Involvement as a Trait of the Organizational Culture in Lithuanian General Education Schools

The aim of the article is to determine the expression of involvement as a trait of organizational culture and its constituent indicators (empowerment, team orientation and capability development) in Lithuanian general education schools. The participants were a total of 1817 teachers, school heads and deputies, administrative, and other workers. Denison Organizational Culture Survey was used as a measure of the involvement trait as a component of organizational culture.

Weathering the storm: A case study of organizational culture and effectiveness in times of disruptive jolts and crisis

AbstractA crisis stems from an unexpected negative change in the environment, threatening the high‐priority values of the organization. As a crisis, the COVID‐19 pandemic jolted businesses worldwide, necessitating an investigation into the aspects of such an unsolicited change in the culture and effectiveness of organizations. With this aim, this research is based on a two‐step explanatory case study of a manufacturing firm. In the first step, to measure the change in the OC, a paired‐sample test was conducted using the Denison organizational culture survey model. Next, a qualitative inquiry was carried out, and the data were analysed through theme analysis. The results show significant changes in all 4 traits, including strategic direction and intent, vision and agreement, explained by the 12 qualitative themes. Ultimately, this study answers the long‐overlooked impact of a jolt, inducing a crisis, on the organizational culture. It sheds light on the importance of clarity of vision, core values and trust during a crisis.

Organizational Culture of the Educational Institution as a Predictor of Organizational Stress across Teachers

The purpose of this paper is to examine the level of organizational stress through the lens of organizational culture and practices of psychological well-being implemented by the leaders of educational institutions. This study used data from 457 pedagogical employees working in 18 educational institutions (school and kindergartens) located in the Nevskiy district of St. Petersburg. &#x0D; A mixed-method approach with interviews and surveys was utilized for data collection. The coping with stress checklist developed by McLean was used to measure the level of organizational stress. The assessment of organizational culture was carried out on the basis of the Denison Organizational Culture Survey, adjusted to the educational environment through this study. The attitudes of the leaders of educational institutions and their practices implemented toward the formation of psychological well-being across school staff members were indicated via interviews. &#x0D; The results revealed that organizational stress affects negatively educational institutions, increasing employee turnover. Preschool educational institutions are more homogeneous compared with schools in terms of the level of organizational stress across teaching staff. School teaching teams are quite heterogeneous regarding the level of organizational stress. Moreover, the elements of organizational culture coupled with the practices used by the leaders for the development of psychological well-being influence the stress level in each school studied.

Impact of Technological, Organizational, Product, and Process Innovation on Employee Turnover Intention

The study aimed at investigating the predictive relationship between innovation and employee turnover intention in the telecom sector of Pakistan; particularly Mobilink Microfinance Bank, Khushali Bank, U-Bank&amp; Telenor Microfinance Bank. The impact of technological, organizational, product, and process innovation was measured on employee  turnover  intention  by  using  the  adapted  version  of  The Denison   Organizational   Culture   Survey   (1990).   The   sample comprised 150 employees with the inclusion criteria of only those working at the Microfinance Banks. A purposive sampling technique was  used  and  the  survey  was  conducted  in  person  as  well  as  on Google Docs. The method of regression analysis was used to analyze the data. The results suggested the predictive role of innovation in decreasing employee turnover intention.

Organizational Culture And Organizational Commitment Production Section At PT. Semarang Garment

The purpose of this study was to determine the relationship between organizational culture and organizational commitment to employees of PT. Semarang. The object of research is employees who work at PT. Semarang in the production section, the research sample used is the production employee of the QC section as many as 93 people. The method used is using a simple random sampling technique where the sampling technique from members of the population is carried out randomly without regard to the existing strata in the population. Data collection techniques are questionnaires with the Organizational Commitment Questionnaire (OCQ) and The Denison Organizational Culture Survey (DOCS) scale. The data analysis technique used is the Pearson product moment correlation, using the SPSS 21.0 program, the results show r: 0.354; p &lt;0.05, which means that there is a positive and significant relationship between the two variables. This means that the higher the employee's organizational culture, the higher the commitment to the employee.Keywords: Organizational commitment, organizational culture

The Relationship between Healthcare Organizational Culture and Nurses' Empowerment

Background: Nowadays, healthcare organizations are affected by changes and reforms, thus new challenges arise for nurses. Nurses need to have the power to achieve their personal and organizational goals. Furthermore, healthcare organizational culture shapes the organization and provides a complex understanding of crucial organizational factors that affect nurses' empowerment.Aim: Identify the relationship between healthcare organizational culture and nurses' empowerment at hospital setting.Methods: Descriptive correlational research design was used. A convenient sample of 225 nurses was recruited from University Hospital in the Delta of Egypt. Denison Organizational Culture Survey (DOCS), the Condition of Work Effectiveness Questionnaire (CWEQ-II), the Psychological Empowerment Instrument were used to collect data for the current study. Results: There were a strong healthcare organizational culture among study sample, moderate level of structure empowerment, and moderate level of psychological empowerment. Conclusion: There were positive correlations between healthcare organizational culture, structural, and psychological empowerment. There was a positive correlation between structure and psychological empowerment. Only gender that did not vary with psychological empowerment. Sustaining a strong healthcare organizational culture enhances structure and psychological empowerment among nurses.

Organizational culture in teachers at the Adventist educational institution El Redentor

El objetivo de este trabajo es determinar el nivel de percepción de la cultura organizacional en los docentes de la Institución Educativa Adventista “El Redentor”. El estudio es de nivel descriptivo de diseño no experimental y de corte transversal. Para medir la percepción de la cultura organizacional en una muestra de 50 docentes se utilizó el instrumento de Denison Organizational Culture Survey (DOCS) que consta de las dimensiones: consistencia, implicancia, adaptabilidad y misión, con una consistencia interna aceptable de a = 0.942. Para obtener los resultados se aplicó estadística de medida central. Respecto a las características demográficas de los docentes, se encontró que la mayoría es de género femenino entre 36 y 45 años de edad, con una experiencia laboral de 8 años a más y un nivel de formación de grado licenciado. Tanto la cultura organizacional como sus dimensiones fueron percibidas en un nivel moderado, esto implica que los docentes ven la cultura como una ventaja competitiva que transmite un sentido de identidad y compromiso en ellos mismos.

The Effectiveness of Organizational Intelligence, Workplace-Life Skills, and Employee Empowerment Training on Job Satisfaction and Organizational Culture of Employees with Job Stress

Abstract Introduction: The present study aimed to determine the effectiveness of organizational intelligence, workplace-life skills, and employee empowerment training on job satisfaction and organizational culture of employees with job stress in the Persian Gulf Star Oil Company (PGSOC). Method: The research method was quasi-experimental with a pretest-posttest design and a control group. The research sample consisted of 80 employees with job stress (20 employees in the experimental group 1 (organizational intelligence training), 20 in the experimental group 2 (workplace-life skills training), 20 in the experimental group 3 (employee empowerment training) and 20 in the control group). these employees were selected by a simple random sampling method. The research tools included Minnesota Job Satisfaction Questionnaire, Denison Organizational Culture Survey, and Rice Job Stress Questionnaire. Multivariate analysis of covariance (MANCOVA) and ANCOVA were used to analyze the data. Results: The results indicated that organizational intelligence, workplace-life skills, and employee empowerment training increased job satisfaction and organizational culture in employees with job stress in experimental groups 1, 2 and 3 in comparison to the control group. Conclusion: Organizational intelligence, workplace-life skills and empowerment training for employees could be effective in increasing job satisfaction and organizational culture.

Organizational culture effectiveness in Islamic based broadcast company in Indonesia

This survey aims to assess the effectiveness of Islamic organizational culture currently applied in a broadcasting company in Indonesia. This study will evaluate its strengths and weaknesses, as future developments and organizational changes references. To achieve this goal, data were collected from all 45 employees, using the Denison Organizational Culture Survey (DOCS). This survey measures cultural indexes incorporated into four organizational cultural traits that have been proven to sustain a strong influence on organizational effectiveness: involvement, consistency, adaptability and mission (Denison, 2014). The measurement results indicate that measured organizational culture has a greater focus on the internal aspects, like employee performance, than external aspects such as customer satisfaction and innovation. Furthermore, the Islamic organizational culture used, obtains quite optimal measurement results, at consistency and involvement trait which able to achieve scores at the third and fourth quartiles. However, organizations still need to optimize adaptability and mission traits, which scores only capable to achieve first and second quartiles. The lowest value obtained in the goals and objective index, also shows that organizations need to evaluate the clarity of short-term and long-term goals related to accomplishing the company's vision.

The effects of organizational culture and commitment on employee innovation: evidence from Vietnam’s IT industry

PurposeThis paper aims to analyze the relationship between organizational culture (measured by mission, involvement, consistency, adaptability and well-being), employee organizational commitment and employee innovation in the Vietnamese IT industry.Design/methodology/approachThis is a quantitative research using perceptual scale questionnaire survey developed based on the literature review and in-depth expert interviews. A total of 319 IT professionals working in Vietnam participated in the survey. The data were analyzed using multiple regression analysis.FindingsThe results suggest that overall organizational culture and organizational commitment are positively and significantly related to employee innovation. A closer look reveals that out of the organizational culture’s five dimensions, mission, adaptability and well-being are found specifically and significantly related to employee innovation.Research limitations/implicationsThe study used a cross-sectional survey where case studies of longitudinal study may add more insight. Further, the Denison organizational culture survey instrument might be subjective. Finally, there may be also some moderating or mediating effects that are not taken into account in this study.Practical implicationsThe enhancement of adaptability, well-being, mission and commitment can increase employee innovation in the IT industry.Originality/valueThis paper contributes to the literature and practice by demonstrating the relationship between corporate culture and organizational commitment on employee innovation in a developing country (i.e. Vietnam).

Cultura organizacional y satisfacción laboral como predictores del desempeño laboral en bibliotecarios

El presente artículo tuvo el objetivo de determinar si la cultura organizacional y la satisfacción laboral son predictores del desempeño laboral en bibliotecarios de la ciudad de Mérida, Yucatán, México. Participaron 193 bibliotecarios de diferentes bibliotecas universitarias y especializadas ubicadas en Mérida, 74 (38.30 %) fueron hombres y 114 (59.10 %) mujeres. Se administraron el Denison Organizational Culture Survey (Bonavia, Prado y Barberá, 2009), el Cuestionario de Satisfacción Laboral de Minnesota (Weiss et al., 1967) y la Escala de Desempeño Laboral para Bibliotecarios, propuesta en este trabajo. Los datos fueron procesados mediante el análisis de regresión múltiple (paso por paso) para la muestra global y por sexo. Los resultados mostraron que los factores de la cultura organizacional y la satisfacción laboral que predicen el desempeño son Responsabilidad/calidad; Actitud de servicio; Comunicación; Trabajo en equipo y Protección al medio ambiente.

The Effect Of Moral Integrity, Lifestyle And Organizational Culture On Anti-Corruption Intention

This study aims to examine the effect of moral integrity, lifestyle and organizational culture on anti-corruption intention involving 54 police officers and 97 civil servants of police in police institution X. Sampling technique in this study using non-probability sampling. The measuring tool used in this study consists of the Anti Corruption Intelligence Scale which the authors develop themselves to measure the anti-corruption intention, Moral Integrity Scale to measure moral integrity, AIO Psychographic to measure lifestyles, and the Denison Organizational Culture Survey to measure organizational culture. Confirmatory Factor Analysis (CFA) was used to test the validity of measuring instrument and Multiple Regression Analysis is used to test the research hypothesis. The results revealed that there was a significant of moral integrity, lifestyle and organizational culture against anti corruption intention at 56.3%. It means that the proportion of varians of anti-corruption intention in can be explained by moral integrity, lifestyle, and organizational culture at 56.3% and 43.7% explored by other factors.  DOI:10.15408/tazkiya.v22i2.8413

The Organizational Culture of College Libraries of Punjab: A Survey

The study measures the organizational culture of college libraries of Punjab State. The study is based on the Denison's model. The required data for the present study was collected through survey method and used instrument which was developed by Denison (Denison Organizational Culture Survey). 120 respondents were selected for the study and an online survey website ‘survey planet’ was used to collect data from the respondents. An electronic link of survey was sent to all respondents. The response rate of respondents was recorded 58 percent. Data was analyzed with a simple mean and percentage method. The response of the respondents was positive toward asking questions relating to the purpose of the study.

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.

Avaliação da cultura organizacional: Adaptação e validação da versão portuguesa do Denison Organizational Culture Survey

Este estudo apresenta os resultados da adaptação e validação do questionário de Cultura Organizacional (Denison Organizational Culture Survey, 2001). O estudo incidiu sobre uma amostra de 905 colaboradores de 102 empresas Portuguesas. No estudo confirmámos a estrutura de quatro dimensões e de doze indicadores do referido questionário. Tanto as correlações entre os diferentes indicadores e dimensões, como a consistência interna das mesmas, apresentaram resultados semelhantes aos obtidos na versão original que justificam a adaptação e validação deste instrumento para o contexto de empresas portuguesas em estudo.

The assessment of organizational culture in cross‐cultural settings: Investigating the psychometric quality and cultural equivalence of three quantitative instruments

AbstractThis study tested the psychometric quality and cultural equivalence of the German versions of three instruments for measuring organizational culture: the Denison Organizational Culture Survey (DOCS), the Organizational Culture Profile (OCP), and the Global leadership &amp; organizational behavior effectiveness survey (GLOBE). Using an organizational sample from the banking industry, we analyzed the metric equivalence (by means of assessing the psychometric quality), the conceptual equivalence (by means of assessing the construct validity) as well as the linguistic and functional equivalence of the three instruments. The results indicate that the psychometric properties and the equivalence of the DOCS and the OCP can be summarized as satisfactory. In contrast, reliability indices of the GLOBE scales were far below recommended thresholds and results regarding its construct validity were unsatisfying. Conceptual equivalence could therefore not be assumed. Avenues for future research and implications for practitioners are discussed. In addition, the authors created and tested a German translation of the OCP scales and an adapted version of the German DOCS scales.

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.

Implementing Customer Relationship Management (CRM) in hotel industry from organizational culture perspective

Purpose The purpose of this research is to empirically investigate the impact of organizational culture on implementing customer relationship management (CRM) in the hotel industry. Design/methodology/approach The research is conducted with a quantitative approach and a questionnaire adapted from Denison Organizational Culture Survey, and the Mendoza CRM model is the research instrument. The questionnaire was administered among 346 managers of a chain hotel in the UK. Gathered data were subjected to correlation and multiple regression analyses. Findings The correlation analysis demonstrates that organizational culture factors of adaptability, consistency, staff involvement and mission have a positive significant impact on CRM implementations. The multiple regression analysis further showed that though CRM implementation is highly correlated with these four factors, its successful implementation is not dependent on all of them. Research limitations/implications The research is conducted in the frame of a case study where a UK chain hotel is selected; therefore, the findings cannot be generalized to a larger population. This research is conducted in the context of hotel industry and the result might be different for other industries. Due to the limitation in access to all employees, only managers were selected as the sample of the study and future studies with all staff may show different results. Practical implications Organizational culture readiness is one of the most important requirements in CRM implementation initiatives. The results of this study will benefit hotel managers in measuring their organizational culture and improve it toward better CRM outcomes. Originality/value Previous studies on organizational culture and CRM with qualitative approaches have tried to highlight the role of organizational culture on CRM implementation or some have attempted to identify the organizational culture factors with potential impact on CRM implementations. However, very few of these studies have empirically investigated the impacts of organizational culture on CRM implementation, and this is the first study that empirically investigates this impact in the context of the hotel industry.