• Login
    View Item 
    •   Home
    • Massey Documents by Type
    • Theses and Dissertations
    • View Item
    •   Home
    • Massey Documents by Type
    • Theses and Dissertations
    • View Item
    JavaScript is disabled for your browser. Some features of this site may not work without it.

    Assessment of the organizational culture profile (OCP) and a study of the relationship between organisational culture and organisational commitment, job satisfaction and culture strength using the OCP : a thesis presented in partial fulfilment of the requirements for the degree of Master of Science in Psychology at Massey University

    Icon
    View/Open Full Text
    01_front.pdf (781.5Kb)
    02_whole.pdf (17.54Mb)
    Export to EndNote
    Abstract
    This research was designed to test the factor structure of the Organizational Culture Profile (OCP) and the relationship of the dimensions of culture to 3 outcome variables, organisational commitment, job satisfaction and culture strength. A 158-item questionnaire, including the OCP, additional culture factors, social desirability scales, and measures for 3 outcome variables was distributed throughout a metropolitan hospital. 302 useable responses were analysed. Structural equation modeling using AMOS was used to assess the models. The 10-factor OCP model was not supported, but a 3-factor higher order structure (Task, Relationship and Socialisation) represented the data. An alternative 7-factor structure (Leadership, Planning, Individual Development, Structure, Innovation, Humanistic and Socialisation) was indicated. Chi-square differences favoured the 7-factor over the 3-factor model. Structural models were tested for each outcome variable using the 7-factor model of culture. Organisational commitment and job satisfaction were directly related to the extent to which the organisation develops and up-skills its members. Commitment and job satisfaction were indirectly related to socialisation of new members, through collectivism and collaboration. Encouragement of innovation and creativity were positively related to job satisfaction. However, socialisation was also negatively predictive of two facets of job satisfaction, work conditions and pay/rewards. Structure and the extent policies and procedures limit the actions of staff were negatively related to job satisfaction. The degree of care and respect afforded staff and the free sharing of information were negatively predictive of satisfaction with pay and the nature of work. Those who felt they were respected felt less satisfied with their pay and the type of work they carried out. Culture strength was not related to the cultural dimensions. Results support the theory (Rousseau, 1995) concerning the changing nature of psychological employment contracts. Psychological contracts between employees and organisations have moved from relational (mutual commitment to the relationship and built on trust) to transactional whereby an exchange of services and benefits occurs. The research suggested that in exchange for receiving training and development, staff give the organisation commitment and feel more satisfied with their job. The implications for the healthcare sector are discussed.
    Date
    2004
    Author
    Henderson, Eileen Anne
    Rights
    The Author
    Publisher
    Massey University
    URI
    http://hdl.handle.net/10179/5868
    Collections
    • Theses and Dissertations
    Metadata
    Show full item record

    Copyright © Massey University
    Contact Us | Send Feedback | Copyright Take Down Request | Massey University Privacy Statement
    DSpace software copyright © Duraspace
    v5.7-2020.1
     

     

    Tweets by @Massey_Research
    Information PagesContent PolicyDepositing content to MROCopyright and Access InformationDeposit LicenseDeposit License SummaryTheses FAQFile FormatsDoctoral Thesis Deposit

    Browse

    All of MROCommunities & CollectionsBy Issue DateAuthorsTitlesSubjectsThis CollectionBy Issue DateAuthorsTitlesSubjects

    My Account

    LoginRegister

    Statistics

    View Usage Statistics

    Copyright © Massey University
    Contact Us | Send Feedback | Copyright Take Down Request | Massey University Privacy Statement
    DSpace software copyright © Duraspace
    v5.7-2020.1