Identifying the Components of Organizational Culture in the - Commercial Refah Bank

Agricultural Marketing and Commercialization Journal

دوره 4، شماره 1، شهریور 2020، صفحه 305-313   

نوع مقاله: Original Research

نویسندگان

Hossein Shabani¹؛ Masoud Pourkiani^{* 2}؛ Sanjar Salajegheh³؛ Saeed Sayadi²؛ Hojat Babaei⁴

¹Department of Management, Kerman Branch, Islamic Azad University, Kerman, Iran

²Department of Management, Kerman Branch, Islamic Azad University, Kerman, Iran,

³Assistant Professor, Department of Management, Kerman Branch, Islamic Azad University, Kerman, Iran,

⁴Department of Mathematics, Kerman Branch, Islamic Azad University, Kerman, Iran

چکیده

Organizational culture is a kind of collective thought planning that has emerged in recent years as dominant thinking in organizations. Since in the process of organizational culture management, first, it is necessary to know the existing organizational culture and then to achieve the desired culture, the reforms are implemented gradually and step by step, the purpose of this research is to identify organizational culture indicators and examine the current situation in the Welfare Bank of Iran. This research is applied in terms of purpose, a descriptive correlational in terms of nature, and a survey in terms of method. Its statistical population is the employees of the Welfare Bank of Iran. The sample size was 344 people who were selected by stratified random sampling. We used a researcher-made questionnaire to collect information. We set up the organizational culture questionnaire in 9 factors and 42 sub-dimensions (indicators). The experts confirmed the formal and content validity of the questions. Cronbach's alpha coefficient was calculated to be higher than (0.7), which indicates the internal consistency of the items and the confirmation of reliability. In order to analyze the data, we used structural equation modeling using Amos software. The results showed that the organizational culture measurement model including components (development of capabilities, ideals and goals, communication, coordination and cohesion, risk-taking, customer orientation, leadership style, employee rewards, and promise) had a suitable goodness-of-fit. According to the calculated factor loads, the three questions had a factor load of less than 0.5; therefore, they were excluded from the analysis process. According to the results, we can say that in the population under study, the mean of organizational culture variable is above average (3) and is at the desired level (p-value <0.05).
 

کلیدواژه‌ها

Leadership Style؛ Organizational Behavior؛ Organizational Culture؛ promise؛ Refah Bank