Effect Of Organizational Culture Types Research Articles

조직문화유형이 직무만족에 미치는 영향 연구 : 구조적 임파워먼트와 셀프리더십의 조절된 매개 효과

조직문화유형이 직무만족에 미치는 영향 연구 : 구조적 임파워먼트와 셀프리더십의 조절된 매개 효과

플랫폼 기업 신입사원의 선도적 행위가 조직몰입에 미치는 영향 : 조직문화 인식의 조절효과

플랫폼 기업 신입사원의 선도적 행위가 조직몰입에 미치는 영향 : 조직문화 인식의 조절효과

The Effects of Organizational Culture Types and Perceived Organizational Support on the Organizational Commitment of Firefighters

This study aimed to assist the improvement of organizational commitment and the preparation of an action plan regarding support from the organization by examining the effects of organizational culture types and perceived organizational support on firefighters’ organizational commitment. To this end, 205 fire-fighting officers from the northern area of Gyeonggi-do were surveyed using the purposive sampling method. The results demonstrated that among organizational culture types, the perception of group culture, rational culture, and organizational support held by firefighters had a significant influence on their organizational commitment. Based on these results, this study suggested various support plans at the organizational level for stimulating group culture and rational culture among firefighters, and improving organizational commitment.

조직문화유형이 교직원의 직무만족에 미치는 영향에 대한 리더십유형과 직무소진의 매개효과 - 충청지역 대학교를 중심으로

조직문화유형이 교직원의 직무만족에 미치는 영향에 대한 리더십유형과 직무소진의 매개효과 - 충청지역 대학교를 중심으로

Organizational culture types and individual readiness for change: evidence from Indonesia

This study aims to examine the effect of organizational culture types on individual readiness for change in Indonesia as a country with high collectivism. Specifically, this study examines the effect of four types of culture namely clan, adhocracy, market, and hierarchy on individual readiness for change. The sample of this study was 264 employees of XYZ Company, a family company in Indonesia that made changes by releasing part of its shares into the stock market. Test results using simple regression support the hypothesis that clan culture and adhocracy have a positive effect on individual readiness for change. However, the influence of market culture and hierarchy on individual readiness for change was also found to be positive instead of negative as hypothesized. Discussions and suggestions for future research are presented.

Otel İşletmelerinde Cameron-Quinn Örgüt Kültürü Tiplerinin Yenilikçiliğe Etkisi (The Effect of Cameron-Quinn Organizational Culture Types on Innovation in Hotel Enterprises)

Hotel enterprises in the tourism sector are businesses that are trying to maintain their presence in an intense competitive environment both locally and globally. One of the factors that hotel enterprises can achieve success is become different. Being different is possible with innovations those made by enterprises. This research aims to reveal the relationship between Cameron-Quinn organizational culture types and innovativeness in hotel businesses. 405 questionnaires were reached, in the research conducted in 53 four and five star hotel enterprises which located within the Mugla province. It was tried to determine the types of organizational culture perceived by the employees and it was tried to reveal the relationship between these organizational culture types and innovativeness of hotel with the obtained data. Reliability and validity analyzes were conducted in the analysis of the data, factor analysis was carried out to determine the organizational culture types and multiple regression analysis was applied to determine the effect of organizational culture types to innovation. As a result of the research; it was found that adhocracy and clan culture types have a meaningful and positive relationship with innovation, hierarchy organizational culture type has a meaningful and negative relationship with innovation and the market organizational culture type has no significant relationship with the innovation.

A study on the effect of organizational culture types on consulting satisfaction-Focused on the moderating effect of reliability and responsiveness, types of consulting service quality

A study on the effect of organizational culture types on consulting satisfaction-Focused on the moderating effect of reliability and responsiveness, types of consulting service quality

How organizational culture influences market orientation and business performance in the restaurant industry

Abstract This study contributes to the hospitality literature by examining the direct and indirect effects of organizational culture types on market orientation (MO) and performance in the context of the restaurant industry. A structured questionnaire was used to survey owners/managers of independent restaurants in the U.S. The direct influence of supportive and innovative cultural types on firm performance was confirmed. In addition, MO partially mediated the direct positive effect of innovative organizational culture on firm performance. Our results also confirm that innovative and supportive organizational culture types are important predictors of MO and that they are better predictors of performance than MO. The findings should enhance organizational design and marketing options available to restaurant businesses and offer guidance to managers attempting to shape and mold organizational culture and the behaviors associated with the implementation of MO in order to improve performance.

Part-Time Student Employees' Commitment: The Role of Culture Types

Part-time student employees fulfill vital roles for the university, while also gaining valuable work experience that direct perceptions and opportunities for future employment. This study examined the direct effect of organizational culture types on affective commitment of part-time student employees of college recreation departments. Specifically, using the Competing Values Framework (CVF), four major forms of organizational culture types (i.e., hierarchy, market, clan and adhocracy) were examined. Multiple regression was used to analyze the relationships. The findings from 442 part-time student employees revealed clan and adhocracy cultures were significant positive predictor variables of affective commitment in recreational sport organizations. These findings are practically relevant given the flexible state of life students experience while working in college.

병원조직문화유형과 근무경력이 간호사의 조직시민행동에 미치는 영향

본 연구의 목적은 병원조직문화 유형과 근무경력이 간호사의 조직시민행동에 영향을 미치는 구체적인 경로를 알아보기 위함이다. 2013년 5월 1일부터 6월 28일까지 B광역시 소재 3개의 300병상 이상의 종합병원에 근무하는 368명의 간호사를 대상으로 구조화된 설문지를 통해 일반적 특성, 병원조직문화 유형, 근무경력, 조직시민행동에 대한 자료를 수집하였다. 수집된 자료는 SPSS Win 20.0과 AMOS 18.0 프로그램을 이용하여 분석하였다. 본 연구의 결과 병원조직문화 유형인 친화적, 진취적, 보수 위계적, 과업적 문화유형과 근무경력이 조직시민행동에 영향을 주는 요인이었으며, 이 요인들은 32%의 설명력을 보였다. 그중에서도 간호사들의 조직시민행동에 가장 큰 영향을 미치는 문화유형은 진취적 문화유형으로 나타났다. 따라서 간호사들의 긍정적인 조직시민행동을 증가시키기 위해서는 병원관리자들은 경력 간호사들에 대한 지원을 높이고 진취적인 문화 유형으로 변화되는 노력이 필요할 것으로 생각된다. The purpose of this study was to identify the effect of organizational culture types of hospital and nursing experience on organizational citizenship behaviors of nurses that examined the fitness of a path model. The subject of this study were 368 nurses who were working at 3 hospitals. The data were collected by structured questionnaire from May 1 to June 28 of 2013. Data were analyzed using on SPSS Win 20.0 and AMOS 18.0 program. The results of this study organizational culture types of hospital and nursing experience explained 32% of the variance for organizational citizenship behaviors of nurses. Innovative-oriented organizational culture types of hospital were important factors for affecting organizational citizenship behaviors of nurses. Therefore the nurse manager must establish the strategies to improve who nurses' creative and innovative ideas accepted by the culture to change.

The Effect of Organizational Culture Types on Organizational Commitment and Organizational Citizenship Behavior in Small and Medium Hospitals

To propose the way for improving organizational management of small and medium hospitals through analyzing the effect of organizational culture types on organizational commitment and organizational citizenship behavior. A survey was held to the employees of 4 hospitals that could accomodate less than 100 patients located in Daegu and Gyeongbuk for 4 weeks starting November 20, 2012. As result of factor analysis, the organizational culture divided to the four types: adventurous, hierarchical, productive, friendly types. The adventurous and friendly types revealed the positive effect on organizational commitment, and the productive and friendly types revealed it on organizational citizenship behavior. Instead, hierarchical type revealed no effects on the both. Therefore, to improve organizational management in small and medium hospitals, the strengthened efforts to build up friendship and supportive environments for reasonable decision making.

The Relationship between Faculty Members’ Perception of Organizational Culture Types and their Preferences for Instruction and Counselling in Iranian College of Education and Psychology

The purpose of this research was to study the relationship between faculty members’ perception of organizational culture types and their preferences for instruction and counselling responsibilities in Shiraz, Tehran and Ahvaz both public and private Universities, Colleges of education and psychology. Statistical population of this study comprised of all Shiraz, Tehran and Ahvaz colleges of Education and Psychology faculty members. Using classified random sampling, 4 colleges were selected. In order to collect data two instruments were used in this study i.e. Counsellor Educator Task importance Instrument (CETII) (Orr, 2005) and Organizational Culture Assessment Instrument (OCAI) (Cameron & Quinn, 1999). Results indicated a significant effect of organizational culture types for scholarship and service responsibilities. Additionally, there was a significant organizational culture type×university type interaction effect for scholarship and teaching responsibilities. And a significant organizational culture types×Academic Rank interaction effect for teaching and service responsibilities as well. However, the results showed neither significant organizational culture type×university type interaction effect nor significant organizational culture type×years of service interaction effect for teachers’ counselling and instruction responsibilities.