Title: Measurement Of Organizational Culture: A Literature Review

Understanding and measuring organizational culture is a complex endeavor that requires a

However, delving into the vast body of literature on organizational culture measurement can be a
daunting task. The literature encompasses diverse perspectives, methodologies, and theoretical
frameworks, making it challenging for researchers and practitioners to navigate and synthesize the
wealth of information available.

One of the primary difficulties encountered in writing a literature review on the measurement of
organizational culture is the need to sift through a plethora of studies spanning various disciplines
such as organizational psychology, sociology, management, and anthropology. Each study offers
unique insights, methodologies, and findings, adding layers of complexity to the review process.

Moreover, the evolving nature of organizational culture further complicates the task of synthesizing
literature. With the advent of globalization, technological advancements, and shifting workforce
demographics, organizational cultures are continually evolving, presenting researchers with the
challenge of keeping abreast of the latest developments in the field.

To overcome these challenges and ensure a comprehensive literature review, it is essential to employ
rigorous research methodologies, critically evaluate the quality and relevance of existing studies, and
identify gaps and emerging trends in the literature. Additionally, synthesizing findings from diverse
sources requires analytical skills and a nuanced understanding of theoretical frameworks and
conceptual models related to organizational culture measurement.

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intricacies of organizational culture measurement.
The Culture section breaks down into three sub-sets to help give greater clarity around key areas of
focus. Data on task, structure, and control characteristics of each unit were collected separately. II.
Testing of Significance - Employment related Factors. It shows the conceptual and research efforts
that preceded it and led up to it, and once it had become a paradigm for comparing cultures, research
efforts that followed and built on it. Te two concepts are borrowed from di?erent domains (Scott et
al. 2003; W est and Spendlove 20 06) and address di?erent level s. Since cultures are created by
people, it is quite complex in countries like Qatar where there is a. One typology that has received a
lot of research attention is the organizational culture profile (OCP), in which culture is represented by
seven distinct values. They also reward employee service performance through bonuses and
incentives. Tus, our review includes a spectrum of perspectives and approaches, from spe- ci?c
quantitative tools aimed at measuring culture through more ?exible and emergent approaches.
Organizational culture often mirrors the organization’s core values but is a direct reflection of the
organization’s leadership. The company uses safety training programs tailored to specific jobs within
the company, and all employees are encouraged to identify all safety hazards they come across when
they are performing their jobs. Te degree to which any measure is seen as “?t for purpose” depends
on the particular reason for which it is to be used and the context within which it is to be applied. He
has published books on health care performance and organizational culture, and on implementing
new information technology in Kaiser Permanente. Knowledge Management -0.29 0.77 Not
significant since p value is greater than 0.05. T herefore, in addition to understanding the broader
organization’s values, managers will need to make an effort to understand subculture values to see its
impact on workforce behavior and attitudes. It maps out organizations’ current and desired cultures
by measuring “Finance, External Stakeholder, Relations, Fitness, Evolution, Culture, and Societal
Contribution. Application 0.37 0.77 Not significant since p value is greater than 0.05. For example,
people working on the sales floor may experience a different culture from that experienced by people
working in the warehouse. Dissemination 0.17 0.92 Not significant since p value is greater than 0.05.
Application 0.21 0.89 Not significant since p value is greater than 0.05. In other words, in these
cultures employees are engaged in their jobs and personally invested in improving customer
experience such that they identify issues and come up with solutions without necessarily being told
what to do. Kaarst-Brown., et. al., (2004) has applied these principles to libraries. “For example.
Libraries of Higher Educational Institutions in Qatar. Georgetown University in Qatar, San Jose State
University library, CA. Some organizations track Employee Net Promoter Scores (eNPS). These
statistics are supported by the fact that companies with more engaged workers grew revenue 2.5
times as much as companies with less involved workers over a period of seven years. 90% of
employees within a winning company culture are confident in their company’s leadership team.”.
Creation 0.39 0.76 Not significant since p value is greater than 0.05. It concludes that an effective
organization culture promotes the organization competitiveness. Application 17.68 0.00 Significant
since p value is less than 0.05. Such proactive behavior on the part of employees who share company
values is likely to emerge frequently in companies with a service culture.
It should not merely be descriptive—it should present definitions, theories, debates, and research
data in the field of interest. Organization -0.34 0.73 Not significant since p value is greater than 0.05.
For example, logger, aircraft pilot, fishing worker, steel worker, and roofer are among the top 10
most dangerous jobs in the United States. Respondents with different hierarchical and functional
positions in 43 organizations are analyzed by means of multi-trait multimethod analyses. Hence,
library directors should pay more heed to the culture constructs of their. Variables Clan Adhocracy
Market Hierarchy Creation Capture Organization Storage Dissemination Application KM. Storage -
0.66 0.51 Not significant since p value is greater than 0.05. Te review prioritized the identi?cation of
the widest range of instruments of culture, rather than a comprehensive assessment of a smaller
number of speci?c instruments. Capture 16.78 0.00 Significant since p value is less than 0.05.
Capture 2.00 0.10 Not significant since p value is greater than 0.05. Te work provides a theoretical
review of the ?eld, plus o?ers practical guidance to anyone who is interested in exploring
organizational culture. Knowledge Management 1.53 0.22 Not significant since p value is greater
than 0.05. Application -0.25 0.81 Not significant since p value is greater than 0.05. Effect of
Knowledge Management on Organizational Performance - A Systematic L. Defined as shared values
and beliefs that are in direct opposition to the values of the broader organizational culture, and
countercultures are often shaped around a charismatic leader. Cameron has determined four basic
types of organization culture: hierarchy culture, market culture, clan culture and adhocracy culture. A
pilot study to test the reliability of the instruments with a random sample. This can be done through
360 degree feedback or personality assessments like the Hogan Assessment. Daimler employees
were used to being part of an elite organization, evidenced by flying first class on all business trips.
Application 0.21 0.89 Not significant since p value is greater than 0.05. His research interests include
public service delivery encompass- ing evidence-based policy and practice, performance
measurement and management, accountability, gov- ernance and trust. Organization 3.77 0.01
Significant since p value is less than 0.05. Her main areas of interest include the psychological
aspects of recruitment and retention in the primary care work- force, and the design and
psychometric evaluation of measurement tools in health care. Tis produced a list of 877 references
from which existing approaches to cultural exploration were extracted. Each concentrated on ways of
mitigating the negative effects of hierarchy. Clan, Adhocracy, Market and Hierarchy culture types,
and the. She is a chartered librarian and holds a master’s degree in library and information science
from Manchester Metropolitan University. Branch employees may come up with unique ways in
which they serve customers better, such as opening their lobby for community events or keeping
bowls full of water for customers’ pets. The review should enumerate, describe, summarize,
objectively evaluate and clarify this previous research. Avoid making uncited or overly generalized
claims. If you feel a generalization is warranted, you must follow it up with multiple, specific
examples to justify such generalization.
The company pays employees above minimum wage, offers health care and tuition reimbursement
benefits to its part-time as well as full-time employees, and has creative perks such as weekly free
coffee for all associates. Research Question 4: Is there a culture type that supports the successful
implementation. For this purpose, several researchers have proposed various culture typologies. The
Impact of World University Rankings on Research and Curriculum Developmen. Organization,
Storage, Dissemination and Application. Dissemination 2.87 0.04 Significant since p value is less
than 0.05. ProQuest Central (includes LISTA), Science Direct, EBSCO-ASP. The organizational
culture differences found resided mainly at the level of practices as perceived by members. Many
organizations have been focusing on fostering a DEIB culture. The literature review must be defined
by a guiding concept (eventually your research objective, the problem or issue you are discussing, or
your argumentative thesis). Trying new things and prospecting for opportunities. Disruptive
Innovation and Accreditation in Christian Higher Education for the. Employees are trained and
mentored to sell company products effectively, and they learn how much money their department
made every day. However, in volatile environments, the advantages of culture strength disappear.
Does your introduction clearly convey the purpose of the literature review. Terefore, reasonable
attempts were made to obtain a full copy of each o f the identi?ed instruments along with all relevant
full-text publications identi- ?ed by the search strategy. Do you think that different cultures are more
or less effective at different points in time and in different industries. Knowledge Management 1.53
0.22 Not significant since p value is greater than 0.05. There is a need for more empirical evidence to
further justify the relevance of this study area for global sustainability disclosures and development.
Such proactive behavior on the part of employees who share company values is likely to emerge
frequently in companies with a service culture. To browse Academia.edu and the wider internet faster
and more securely, please take a few seconds to upgrade your browser. Te degree to which any
measure is seen as “?t for purpose” depends on the particular reason for which it is to be used and the
context within which it is to be applied. A review of theoretical and empirical studies were carried
out on some developed, emerging and developing nations with particular reference to traits
characterised in specific organisational cultural environments in relation to their effects on corporate
performance. Effect of Knowledge Management on Organizational Performance - A Systematic L.
His background is in psychology and health services research, and he has speci?c expertise in the
application of systematic review methods and psychometrics. In an interesting study, researchers
uncovered five different subcultures within a single police organization. Te origins of the instruments
retrieved cover broad temporal, contextual, and geographic spectra. His current book, advocating a
poststructural revision of organization studies, is forthcoming. It is assumed that by mentioning a
previous work in the field of study, that the author has read, evaluated, and assimilated that work
into the work at hand. Dissemination 1.50 0.21 Not significant since p value is greater than 0.05.
The organizational culture differences found resided mainly at the level of practices as perceived by
members. Every organization has its own mix of these four types of organizational culture. They are.
Capture 16.78 0.00 Significant since p value is less than 0.05. He has a particular interest in
interdisciplinary work, and his research interests encompass health service organization, management
and delivery, performance measurement and management in the public sector, international health
policy reform, and the role of social capital, clinical networks, and organizational culture in health
care productivity. This analysis of the interrelationship between patient-physician trust and some of
the key facets of managed care has important implications for managed care. That way, you’re
making sure that you’re getting relevant insights into what needs improvement most. When Robert
Nardelli became CEO of the company in 2000, he decided to change its culture, starting with
centralizing many of the decisions that were previously left to individual stores. His research
interests include public service delivery encompass- ing evidence-based policy and practice,
performance measurement and management, accountability, gov- ernance and trust. Surveys and
other tools through 3rd parties should be able to segment the workforce. Creation 14.64 0.00
Significant since p value is less than 0.05. On the other hand, a strong outcome-oriented culture
coupled with unethical behaviors and an obsession with quantitative performance indicators may be
detrimental to an organization’s effectiveness. The company is routinely ranked as one of the best
places to work by Fortune magazine. For example, during the merger of Daimler AG with Chrysler
Motors LLC to create DaimlerChrysler AG, the differing strong cultures of each company acted as a
barrier to effective integration. His publications include articles on a range of topics, including
improving communication with people with cancer and heart disease, organizational culture, health
information technology, and ethnography. This measures how likely employees are to recommend
the organization as a place to work and why. Here are the three main stages of this journey and tips
for succeeding in your own journey. Organization -0.16 0.87 Not significant since p value is greater
than 0.05. Nguyen Thanh Tu Collection skeletal system details with joints and its types skeletal
system details with joints and its types Minaxi patil. Clan, Adhocracy, Market and Hierarchy culture
types, and the. This investment will benefit your leaders, employees, your business, and customers.
These companies are characterized by a flat hierarchy in which titles and other status distinctions
tend to be downplayed. Organizational Cultures See Full PDF Download PDF About Press Blog
People Papers Topics Job Board We're Hiring. Te title and abstract of each of the references was
screened and assessed for potential relevance. You can download the paper by clicking the button
above. Creation 3.89 0.02 Significant since p value is less than 0.05. Seven ty instruments are
identi?ed, of which 48 could be submitted to psychometric assessment. A total of 18 intentionally
chosen managers participated. The key to success with this method is to define these desirable
behaviors. What are its most exciting and promising areas of innovation. Research Question 5: What
organizational culture type is dominant in the libraries in.
Data on task, structure, and control characteristics of each unit were collected separately. A
quantitative, non-experimental design was used to compare extant data for Chinese and U.S.
organizations. Mean scores for the indices of Organizational Learning, Agreement, Goals and
Objectives, and Empowerment for organizations in each country were compared statistically, as well
as an analysis of the Adaptability and Consistency traits. Te review prioritized the identi?cation of
the widest range of instruments of culture, rather than a comprehensive assessment of a smaller
number of speci?c instruments. It is a diagnostic tool to identify where the organization is currently
focusing its energies (current culture), and where the employees would like the company to focus its
energies (desired culture).”. Creation 3.89 0.02 Significant since p value is less than 0.05. It appears
that the comparison of visible aspects of culture across and within organizations can provide useful
information for guiding the directions of organizations. Capture 1.30 0.28 Not significant since p
value is greater than 0.05. Creation 4.82 0.00 Significant since p value is less than 0.05. An extreme
example of this dysfunctional type of strong culture is Enron. Creation 14.64 0.00 Significant since p
value is less than 0.05. Organizational culture often mirrors the organization’s core values but is a
direct reflection of the organization’s leadership. Storage 1.28 0.28 Not significant since p value is
greater than 0.05. Application 0.92 0.45 Not significant since p value is greater than 0.05. The action
you just performed triggered the security solution. They also polled respondents on the organization's
subcultures. At the outset, it is important to di?erentiate betwe en culture and climate, which at times
are us ed interchangeably. Branch employees may come up with unique ways in which they serve
customers better, such as opening their lobby for community events or keeping bowls full of water
for customers’ pets. This paper presents the findings of the first stage of an evaluation that has
examined the changes which have occurred within organisations since participating in a quality
improvement initiative. While culture is a more encompassing and global concept, climate, with its
meteorological roots and psychological thrust, can be perceived as an index rather than a causative
factor in an organization’s operation (Glendon and Stanton 2000; Meudell and Gadd 1994; Parker et
al. 2003; Sleutel 2000). It also draws on broader work exploring organizational culture in other
public-sector settings as well as relevant literature on organizational culture in the private sector.
Disruptive Innovation and Accreditation in Christian Higher Education for the. Storage 0.20 0.84
Not significant since p value is greater than 0.05. Based on the dimensions of OCP, how would you
characterize its culture. The branches feature coffee for customers, Internet kiosks, and withdrawn
funds are given on a tray along with a piece of chocolate. The company is routinely ranked as one of
the best places to work by Fortune magazine. Testing for Significance of Relationship between
Variables. This paper deals with the very sensitive sector of health care in which medical staff
provide citizens with health care services. In these organizations, there is a greater emphasis on and
expectation of treating people with respect and dignity. This analysis of the interrelationship between
patient-physician trust and some of the key facets of managed care has important implications for
managed care. It should not merely be descriptive—it should present definitions, theories, debates,
and research data in the field of interest.
Dissemination 0.03 0.98 Not significant since p value is greater than 0.05. In a strong culture,
members know what is expected of them, and the culture serves as an effective control mechanism
on member behaviors. Do you think that different cultures are more or less effective at different
points in time and in different industries. Similarly, we do not conceive of “instrument” in the sense
of a precise measur- ing tool, but take a broader perspective and consider it as a general means that
encom- passes any method of gauging organizational culture. For example, within a largely
bureaucratic organization, an enclave of innovativeness and risk taking may emerge within a single
department. On the other hand, Chrysler had a sales culture where employees and managers were
used to autonomy, working shorter hours, and adhering to budget limits that meant only the elite
flew first class. The implication of the study is that enhancing corporate sustainability initiatives on
employees promotes productivity and ultimately financial performance as such manager of firms
should promote employee welfare, workplace, health and human rights as a means to enhance
productivity and financial performance. Key Concepts (one main section per theme and then sub
sections as necessary to help organize your work and make it easier to read) 5. They assume that
reality can be known and controlled. They are also asked to play the role of an OSHA (Occupational
Safety and Health Administration) inspector for a day to become more aware of the hidden dangers
in the workplace. Terefore, reasonable attempts were made to obtain a full copy of each o f the
identi?ed instruments along with all relevant full-text publications identi- ?ed by the search strategy.
Public sector institutions may be viewed as stable cultures. Storage 1.26 0.29 Not significant since p
value is greater than 0.05. Such elements influence the management of patient quality and safety, as
there is low adherence to change proposals. Or it might have an external orientation; looking at the
market, what’s possible with the latest technology, what competitors are doing, what customers
want, and it could diversify activities as a result. Storage 1.92 0.11 Not significant since p value is
greater than 0.05. Given that you are presenting what the literature says about a field of study, not
what you think or believe, you must cite those authors that actually make and provide the research
evidence, theories, frameworks for practice etc. These subcultures differed depending on the level of
danger involved and the type of background experience the individuals held, including “crime-
fighting street professionals” who did what their job required without rigidly following protocol and
“anti-military social workers” who felt that most problems could be resolved by talking to the parties
involved. In this way, quality improvement programs can impact on organisational culture,
particularly in relation to organisational learning. While the majority of instruments emerged during
the 1990s, their development spans a time frame of more than ?ve decades. Te degree to which any
measure is seen as “?t for purpose” depends on the particular reason for which it is to be used and
the context within which it is to be applied. This landscape informs the reader that the author has
indeed assimilated all (or the vast majority of) previous, significant works in the field into her or his
research. Prac- titioners are interested in the management of organizational culture, and they are
looking for answers and solutions: how can an organization’ s culture be changed and adjusted to
meet organizational needs. You can download the paper by clicking the button above. The literature
review acknowledges the work of previous researchers, and in so doing, assures the reader that your
work has been well conceived. Larger organizations may need to use more than one method to get a
better sense of the culture or cultures within their organization. Employees are empowered to resolve
customer problems in ways they see fit. Creation -0.66 0.51 Not significant since p value is greater
than 0.05. These examples make it difficult but also necessary to measure, track, and improve
organizational culture. Effectiveness: Control and efficiency with capable.
In-text citations are key to a good literature review. Many DOCS studies have examined the link
between culture and performance, yet little research exists comparing the economic giants, China
and the U.S., in terms of their relative baseline level of cultural traits as expressed in the DOCS
model. Which one would be related to company performance. You can design employee surveys and
conduct analyses in-house or through a third party. Branch employees may come up with unique
ways in which they serve customers better, such as opening their lobby for community events or
keeping bowls full of water for customers’ pets. Organizations may have subcultures and
countercultures, which can be challenging to manage. Te unit of analysis for the study was the
instrument rather than particular publications. Electronic searches of 11 bibliographic databases were
conducted (see box 1). Such a culture gives a competitive advantage to companies in the hospitality
industry by helping them differentiate themselves from others. Research shows that strong cultures
lead to more stable corporate performance in stable environments. This is a good moment to start
planning your cultural transformation process. Despite getting financial results such as doubling the
sales of the company, many of the changes he made were criticized. Such proactive behavior on the
part of employees who share company values is likely to emerge frequently in companies with a
service culture. These findings indicate that engaging with a quality improvement program can
change the nature of social interactions within the organisation. Qatar. This will help library directors
and managers to take strategic. Since it is a heavy industry, the working in the industry is hard and
hence this industry is selected for the study. Te two concepts are borrowed from di?erent domains
(Scott et al. 2003; W est and Spendlove 20 06) and address di?erent level s. His background is in
psychology and health services research, and he has speci?c expertise in the application of systematic
review methods and psychometrics. Kaarst-Brown., et. al., (2004) has applied these principles to
libraries. “For example. In a strong culture, members know what is expected of them, and the culture
serves as an effective control mechanism on member behaviors. Such clear attention to detail is an
effective way of impressing customers and ensuring repeat visits. Application 17.68 0.00 Significant
since p value is less than 0.05. The DOCS is based on four organizational cultural traits: Involvement,
Consistency, Adaptability, and Mission. The methodical approach was based on Grounded Theory
with a constructivist orientation. Tis produced a list of 877 references from which existing
approaches to cultural exploration were extracted. These companies are characterized by a flat
hierarchy in which titles and other status distinctions tend to be downplayed. She lives in Atlanta,
Georgia in the United States of America. Given the varied conceptualizations of “organizational
culture” and the many connotations of “instrument,” it is important to outline our perception of these
terms. Despite its intuitive appeal and widespread use by researchers, practitioners, and policy
makers, there is little agreement as to how culture should be conceptualized (Kralewski, Wingert, and
Barbouche 1996; Lurie and Riccucci 2003). Located at:. License: CC BY-NC-SA: Attribution-
NonCommercial-ShareAlike. What evidence has led to a particular claim being made.