The feasibility of conceptualizing organizational culture in terms of five broad categories of cultural assumptions was tested. The five categories of basic cultural assumptions assumed to underlie observable organizational cultural characteristics are: (a) Humanity's relationship to nature, (b) the nature of human nature, (c) the nature of human relationships, (d) temporal relationships, and (e) the nature of organizational activity. We attempted to determine whether individuals could interpret and use information at this level in a judgment task. Policy-capturing procedures were used to assess the relative strength of each of the five categories of basic assumptions in predicting subjects' judgments of organizational support for innovation, on 48 hypothetical organizational profiles. All five categories significantly predicted participants' ratings on the profiles. Results also indicated that an additive model was applicable. Participants' own cultural assumptions about how businesses should operate failed to moderate judgment ratings. Lastly, the methodological soundness of the policy-capturing exercise was assessed. The results of this study have implications for future research and practice in terms of conceptualizing and assessing organizational culture / acase@tulane.edu
| Identifer | oai:union.ndltd.org:TULANE/oai:http://digitallibrary.tulane.edu/:tulane_27416 |
| Date | January 1989 |
| Contributors | Parker, Deborah Lynn (Author), O'Neal, Edgar C (Thesis advisor) |
| Publisher | Tulane University |
| Source Sets | Tulane University |
| Language | English |
| Detected Language | English |
| Rights | Access requires a license to the Dissertations and Theses (ProQuest) database., Copyright is in accordance with U.S. Copyright law |
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