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3. Basic underlying assumptions: The last level of the organizational culture. These
are deep beliefs which form the essence of culture.
Another definition is by Wallach (1983) that states that organizational culture is the
shared understanding of the beliefs, values, norms and philosophies of how things
work.
He further analyze it by dividing culture into three categories namely: (1) Bureaucratic,
(2) Innovative or (3) Supportive cultures.
1. A bureaucratic culture are mature, stable, structured, procedural, hierarchical,
regulated and power-oriented since it is a very organized and systematic culture
based on power and control with clearly defined responsibilities and authority.
2. An innovative culture is portrayed as being entrepreneurial ambitious,
stimulating, driven and risk-taking since it has a creative, result oriented,
challenging work environment and;
3. A supportive culture is open harmonious, trusting, safe, equitable, sociable,
humanistic and collaborative since it displays teamwork and is a people-oriented,
encouraging, and has a trusting work environment.
Based from his study, Wallach (1983) also stated that organizational culture is
very significant on human resource management such as recruiting, managing,
motivating developing and retaining employees. The reason behind is that an employee
is more effective in doing the assigned job and realizes his or her full potential when the
individual motivation and the organizational culture match.
Based from their definition, it could be gleamed that organizational culture can
influence the attitudes and behavior of employees. Employees of an organization can
better work to their work environment if the ideals and the characteristics of the
organization are in line with their personal orientations (Vandenberghe, 1999). If the
values of an employee are similar with the values cultivated by an organizaton, it is
more likely that the individuals will be satisfied and their intention to leave the
organization will be low (Adkins and Caldwell, 2004).
Job satisfaction
It is undeniable that a manager is not only interested on the process done in the
institution but also considers several factors that may contribute on the success of the
institution. This includes the job satisfaction of employees. Job satisfaction is the level to
which an employee is contented with his current work status. This satisfaction is
manifested through the needs and wants that are met (Finn, 2001). It includes the
employee feelings about the vast job elements (both intrinsic as well as extrinsic
factors). Further, it includes specific features of satisfaction associated with pay,
benefits, supervision, organizational practices, promotion, work conditions and
relationships with co-workers (Misener et al, 1996).
Job satisfaction has been the center of interest among researchers (Lund, 2003).
This is due to the fact that many experts of the field (managers and researchers) believe
that it has a direct effect and influence to work productivity, employee commitment,
turnover and retention (Eslami & Gharakhani, 2012).
According to several literatures and studies, job satisfaction is influenced by
various factors. Worrell (2004) divided these factors into three groups:
1. Demographic data: age, gender and race;
2. Intrinsic factors: achievement, recognition,
work
itself,
responsibility,
Aside from that, salary (pay), work itself (nature of the work), supervision, advancement
and growth (promotional prospects), relationship with peers are other factors of job
satisfaction that are considered of high importance to experts. These factors correspond
strongly affect job satisfaction wherein employees more productive and are likely to stay
sffiliated with the organization if they feel secured with the work nature (Mc NeeseSmith, 1997).
motivating
factors
(achievement,
recognition,
work
itself,
characteristics autonomy among employees will lead to positive job satisfaction. And
this shall result to a satisfied employees with high organizational performances and
commitment of employees (Snipes et al., 2005).