خلاصة:
The main aim of this paper is to examine the constitutive dimensions and parameters of thestudied organizational culture, in the framework of a national model. The paper is based on a research, and the designed model for assessing organizational culture can be used in Iranian organizations. Theoretical principals, upstream documents, religious principals, and acomparative study based on interviews made with managers, has been used to design this model. Also, the model validated survey researches. Questionnaires were designed and theCronbach alpha test, resulted in 0.89. Using Cokran formula, a sample of 1480 persons were selected for this survey, and the results were analyzed via descriptive and inferentialstatistical techniques. Results show that there is a correlation between dimensions and parameters of designed organizational culture model.
ملخص الجهاز:
"We can divide the notion of culture by categorizing it into levels below: - "Transnational Culture" which includes entities like religions, languages, races, civilization, modernity, media and communication, international political and social factors and … - "National Culture" which includes parameters like native and traditional cultures, local civilizations, language, race, religious, historical and national identity and … - "Public Culture" including norms, laws, social discipline, conscientious work, honesty, system of values and … - "Professional Culture" based on principals like competition, customer care, professionalism, efficiency, facing difficulties, standing in difficulties and … - "Organizational Culture" that is a collection of mentioned parameters like faith, believe, traditions and customs, conscientious work, commitment, flexibility, innovation, system of control, humancentrism, task orientation, spirituality and … - "Group Culture" or "Subculture" including elements like friendly relations, intimate communication, teamwork, participation in decision making, collective responsibility and … These cultures are affecting each other, and their effects are determined according to the scope and hierarchy showed in Figure 3.
Organizational culture typology Row model Organizational Culture Types 1 Cameron and Quinn (2006) clan ،adhocracymarket,hierarchy 2 Trompenaars (2005) Guided Missile- Incubator- Eiffel Tower- Family 3 Langton and Robbins (2001) Network,soldiery/, group/public, 4 Slowbouding(2001) Random, Coordinate, Closed System, opened System 5 cook and Lafferty (1987) Constructive - Passive/ Defensive- Aggressive/ Defensive 6 Deal and Kennedy (1988) Process, bet- your- company, work hard/play hard, Tough- guy, Macho 7 Sonnenfeld (1989) Academic- Baseball team- club- fortress 8 Quinn (1985) Rational, Ideological, Consensual and Hierarchical 9 Denison (1990) Adaptability, Mission, Involvement, Consistency 01 Charles handy (1991) Power, Task culture, Person culture, Role Culture 00 Hellrigeland Slocum (1996) Learning, Participative ,Bureaucratic , Competitive 01 Hofstede (1990) Market, Administrative, Self-orientation, Family 13 Fizz (2005) Power, role, acquisition 14 BROWN(2002) Market, Family Entrepreneurship, Bureaucratic Elements of Organizational Culture."