Creating a Typology of Organizational Culture Using Cluster Analysis

2018 ◽  
pp. 289-302
Author(s):  
Sunny L. Munn
Keyword(s):  
Cluster Analysis ◽  
Organizational Culture ◽  
Work Life ◽  
Analysis Methodology ◽  
The Common ◽  
The Impact

Grouping methodologies such as cluster analysis can be used to create typologies of organizational culture. An organization's culture is created by the beliefs, values, traditions, policies, and processes carried out by the organization. The focus of this chapter is to deconstruct the common methodology of cluster analysis used to identify typologies of organizational culture in two different studies, which set out to identify the impact of organizational culture on the use and existence of work-life benefits for individuals and organizations, respectively. The chapter discusses the cluster analysis methodology in detail as a means to understanding the place of organizational culture in work-life research. The theoretical contributions of using cluster analysis to create typologies of organizational culture and the implications for workforce research are discussed.

A Common Methodology

2016 ◽  
Vol 7 (2) ◽  
pp. 74-87
Author(s):  
Sunny L. Munn
Keyword(s):  
Cluster Analysis ◽  
Organizational Culture ◽  
Latent Class Analysis ◽  
Latent Class ◽  
Organizational Structures ◽  
Work Life ◽  
Class Analysis ◽  
Analysis Methodology ◽  
The Common ◽  
The Impact

Organizational structures are comprised of an organizational culture created by the beliefs, values, traditions, policies and processes carried out by the organization. The work-life system in which individuals use work-life initiatives to achieve a work-life balance can be influenced by the type of organizational culture within one's workplace, for example a structured, rigid culture in which employees are afraid to ask questions versus a flexible, open culture where discussion is encouraged. Grouping methodologies such as cluster analysis or latent class analysis can be used to create typologies of organizational culture. The focus of this paper is to deconstruct the common methodology of cluster analysis used to identify typologies of organizational culture in the NSCW Study and the NOS Study, which set out to identify the impact of organizational culture on the use and existence of work-life benefits for individuals and organizations, respectively (Munn, 2012). The paper discusses the cluster analysis methodology in detail as well as another grouping methodology – latent class analysis - as a means to understanding the place of organizational culture in work-life research. The theoretical contributions of using cluster analysis to create typologies of organizational culture and the implications for workforce research are discussed.

A Common Methodology

2017 ◽  
pp. 439-453
Author(s):  
Sunny L. Munn
Keyword(s):  
Cluster Analysis ◽  
Organizational Culture ◽  
Latent Class Analysis ◽  
Latent Class ◽  
Organizational Structures ◽  
Work Life ◽  
Class Analysis ◽  
Analysis Methodology ◽  
The Common ◽  
The Impact

Organizational structures are comprised of an organizational culture created by the beliefs, values, traditions, policies and processes carried out by the organization. The work-life system in which individuals use work-life initiatives to achieve a work-life balance can be influenced by the type of organizational culture within one's workplace, for example a structured, rigid culture in which employees are afraid to ask questions versus a flexible, open culture where discussion is encouraged. Grouping methodologies such as cluster analysis or latent class analysis can be used to create typologies of organizational culture. The focus of this paper is to deconstruct the common methodology of cluster analysis used to identify typologies of organizational culture in the NSCW Study and the NOS Study, which set out to identify the impact of organizational culture on the use and existence of work-life benefits for individuals and organizations, respectively (Munn, 2012). The paper discusses the cluster analysis methodology in detail as well as another grouping methodology – latent class analysis - as a means to understanding the place of organizational culture in work-life research. The theoretical contributions of using cluster analysis to create typologies of organizational culture and the implications for workforce research are discussed.

scholarly journals Do Work–Life Measures Really Matter? The Impact of Flexible Working Hours and Home-Based Teleworking in Preventing Voluntary Employee Exits

2021 ◽  
Vol 10 (1) ◽  
pp. 9
Author(s):  
Charlotte K. Marx ◽  
Mareike Reimann ◽  
Martin Diewald
Keyword(s):  
Organizational Culture ◽  
Working Hours ◽  
Work Life ◽  
Job Quality ◽  
Lower Probability ◽  
Home Based ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Flexibility Measures ◽  
The Impact

Numerous studies have demonstrated the importance of work–life measures, which are designed to contribute to job quality and help reconcile employees’ work and personal lives. In our study, we asked whether such measures can also work as inducements to prevent employees from voluntarily leaving a firm. We considered flexible working hours and home-based teleworking as flexibility measures that are potentially attractive to all employees. To address the possible bias caused by sketchy implementation and their actual selective use, we chose to examine employees’ perceptions of the offer of these measures. We investigated the moderation of the effect by organizational culture and supervisor and coworker support. We controlled for several indicators of job quality, such as job satisfaction and perceived fairness, to isolate specific ways in which work–life measures contributed to voluntary employee exit, and checked for a selective attractiveness of work–life measures to parents and women as the main caregivers. Using a three-wave panel employer–employee survey, we estimated multilevel mixed-effects logistic regression models for 5452 employees at 127 large German establishments. Our results confirmed that both types of flexibility measures were associated with a lower probability of voluntarily exit. This applied more to men than to women, and the probability was reduced by a demanding organizational culture. Both measures seemed not to be specifically designed to accommodate main caregivers but were attractive to the whole workforce.

scholarly journals The impact of transformational leadership in improvement of the organizational capability

2018 ◽  
Vol 6 (2) ◽  
pp. 235-246
Author(s):  
Silvana Pasovska ◽  
Trajko Miceski
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Common Good ◽  
Power Bases ◽  
Organizational Capability ◽  
Positive Approach ◽  
The Common ◽  
The Individual ◽  
The Impact

Transformational leadership has a major impact on the improvement of organizational culture and success. It affects change in cultural characteristics of the individual and improvement of human achievements in all areas, thus creating a long-term positive approach of a person. It results in positive transformation of a person and improvement of its potentials. The transformational approach has a capacity to make significant change both in individuals and in the organization through adaptation, expectations, aspirations, perceptions and values. Such an approach is based mostly on leader’s personality, his character, vision, the power to accept the challenge and on his own example.Transformational leaders are focused on the "common good" instead of their individual "power bases”, they are broad-minded and respect the interests of their followers. With such leaders people are willing to create and innovate and to work harder than expected,.The paper studies some views on transformational leadership based on charisma, innovation of the companies, producing success and building personalities with durable and unperishable values. This is empirical research on the image of organizations formulated through the statements of managers and employees and presented through tabular, graphical and calculated correlative values.

A Study On Impact Of Work Life Related Factors On Employee Engagement In Health Care Sector Workers In Dindigul District.

2019 ◽  
Vol 118 (7) ◽  
pp. 20-26
Author(s):  
S. JAYARAMAN ◽  
R. Sindhya ◽  
P. Vijiyalakshmi
Keyword(s):  
Health Care ◽  
Path Analysis ◽  
Employee Engagement ◽  
Health Care Workers ◽  
Health Care Sector ◽  
Work Life ◽  
Primary Data ◽  
Related Factors ◽  
Care Workers ◽  
The Impact

this research aims to find out the intensity of Employee Engagement of the health care sector workers and the relationship between the Work life factors and Employee Engagement of Health care sector workers in Dindigul District. Primary data were used in this research, were collected from 298 Health care workers from Dindigul District. Questionnaire was the major tool used to gather the primary data from the selected sample respondents. For this purpose, a well structured questionnaire was constructed with the help of professionals and the practiced employees of various health care units in Dindigul District. The health care employees were chosen by simple random sampling method. The investigative measures of regression Path analysis, and simple percentage analysis were utilized to find the impact of work life related factors with the Employee Engagement. The maximum Health care workers were generally satisfied with their jobs. The analytical procedure of path analysis multiple regressions was utilized to determine the predicting strength among Work life factors and the employee engagement. This study provides an another view about the importance of Work life factors and Employee engagement for organizational effectiveness and performance .

Antecedents And Outcomes Of Qwl Among Employees In Banks

2019 ◽  
Vol 118 (7) ◽  
pp. 1-19
Author(s):  
Geethanjali N ◽  
Parveen Roja M ◽  
Lavanya D
Keyword(s):  
Organizational Climate ◽  
Job Stress ◽  
Work Life ◽  
Working Environment ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Significant Difference ◽  
Service Productivity ◽  
The Impact

Quality of work life is the major factor to be considered in working environment of any organization. The performance of employees and the organization lies on the ability of the employees based on working environment. The QWL leads to better working environment which improves the performance of organization. The present study has made an attempt to find the level of factors causing QWL and the impact of outcome of QWL in banks. Since the profile of the banks may be associated with the level of outcomes of QWL, the present study has made an attempt to examine it with the help of one way analysis of variance and t-test. The included outcomes of QWL are job satisfaction, job stress, organizational climate, organizational commitment, employees retention behaviour, service quality employees and service productivity of employees. The highly associated determinants of QWL and the significant difference among the PUSBs and PRSBs have been noticed. The significantly associating important profiles of the banks regarding the existence of outcome of QWL are identified.

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