Made available in DSpace on 2014-12-17T13:53:25Z (GMT). No. of bitstreams: 1 LuizCSR_DISSERT.pdf: 1061087 bytes, checksum: 59b7dfa721ded550e3f4f7e5bc104e67 (MD5) Previous issue date: 2010-05-20 / The objective of this study is to investigate if exist relationship between organizational culture and the organizational climate, having as research s locus three dairy industries in the Rio Grande do Norte State. As such, an exploratory-descriptive and conclusive-causal study, with a sample composed of 211 employees of all firms hierarchical levels was undertaken. By way the data collection, the employees personal characteristics, the predominant organizational culture profile and the predominant organizational climate in the industries researched were identified. In order to analyse the organizational culture, the Competing Value Model (CAMERON; QUINN, 2006), with adaptations by Santos (1998, 2000), was used. In order to analyse the organizational climate, the Organizational Climate Measurement Scale, proposed by Martins (et al., 2004, 2008), with modifications, was used. The data were submitted to quantitative statistical analyses, firstly to the set of firms and afterwards to the firms alone, that permitted arrival to the following conclusions: the cultural profiles was met in a balanced way in the researched organizations, with emphasis to clan culture and market culture profiles; the researched organizations have a good organizational climate, based in the Martins (2008) classification, with emphasis to boss and organization s support and physical comfort , being these factors coherent whit the clan culture profile; the personal variables are correlated with the cultural profiles and with the organizational climate factors, however, each organization show its singular form of relation; and the cultural profiles showed influence on organizational climate factors. Thus, the results permitted to conclude that there are relations between the cultural profiles and the organizational climate factors in the researched organizations / O objetivo deste trabalho ? investigar se existe rela??o entre a cultura organizacional e o clima organizacional, tendo como locus de pesquisa tr?s ind?strias de latic?nios do Rio Grande do Norte. Para tanto, realizou-se um estudo explorat?rio-descritivo e conclusivo-causal, em uma amostra composta por 211 funcion?rios de todos os n?veis hier?rquicos das empresas participantes. A partir dos dados coletados, identificou-se as caracter?sticas pessoais dos respondentes, o perfil da cultura organizacional predominante e o clima organizacional predominante nas ind?strias analisadas. Para a an?lise da cultura organizacional utilizou-se o Modelo dos Valores Competitivos (CAMERON; QUINN, 2006) com adapta??es segundo Santos (1998, 2000). Para a an?lise do clima organizacional utilizou-se a Escala de Medida de Clima Organizacional, proposta por Martins (et al., 2004, 2008), com modifica??es de forma a se ter um instrumento mais enxuto. Os dados coletados foram submetidos a an?lises estat?sticas quantitativas, primeiramente para o conjunto de empresas e em seguida para as empresas individualmente, que permitiram chegar ?s seguintes onclus?es: os perfis culturais foram encontrados de forma equilibrada nas organiza??es pesquisadas, com ?nfase para os perfis cultura cl? e cultura mercado ; as organiza??es pesquisadas possuem um clima bom, segundo a classifica??o de Martins (2008), com destaque para os fatores apoio da chefia e da organiza??o e conforto f?sico , fatores estes bem coerentes com o perfil cultura cl? ; as vari?veis pessoais dos respondentes se correlacionaram tanto com os perfis culturais quanto com os fatores do clima organizacional, por?m, cada organiza??o apresentou sua forma peculiar de rela??o; e os perfis culturais apresentaram influencia sobre os fatores do clima organizacional, tanto para o conjunto de organiza??es quanto para as organiza??es individualmente. Assim, os resultados nos permitem concluir que h? rela??es entre os perfis culturais e os fatores determinantes do clima organizacional nas organiza??es pesquisadas