Comments on: Competing values drives your organization out of business http://www.tobyelwin.com/competing-values-drives-your-organization-out-of-business/ organization talent, change, and leadership Wed, 08 Feb 2012 02:40:51 +0000 hourly 1 By: Steve Creech http://www.tobyelwin.com/competing-values-drives-your-organization-out-of-business/comment-page-1/#comment-174 Steve Creech Sun, 21 Nov 2010 14:07:00 +0000 http://www.tobyelwin.com/?p=212#comment-174 As a professional statistician I have worked with several researchers who used Cameron and Quinn's "Organizational Culture Assessment Inventory" questionnaire to measure the four types of organizational culture. They use the instrument in a correlational research study design, rather than for diagnosing and evaluating a single company (e.g. a 360 evaluation). For example, a researcher might wish to study grade school principals to see if their intention to quit the job is correlated with their perception of the organizational culture they work in. So, the study might have 100 school principals, each has a measure for each of the four types of organizational cultures and each has a measure of their anticipated turnover (measure by the Anticipated Turnover Scale questionnaire, Hinshaw and Atwood). Then, we measure the correlation between each of the four organizational culture measures and the anticipated turnover score to determine if one type of culture is more strongly correlated with a principal's intention to quit the job. Basically, in a statistical study, the organizational culture measures can make for interesting independent variables (predictor variables) of a large number of interesting dependent variables (outcome variables), such as job satisfaction, morale, prosocial voice etc. As a professional statistician I have worked with several researchers who used Cameron and Quinn’s “Organizational Culture Assessment Inventory” questionnaire to measure the four types of organizational culture. They use the instrument in a correlational research study design, rather than for diagnosing and evaluating a single company (e.g. a 360 evaluation). For example, a researcher might wish to study grade school principals to see if their intention to quit the job is correlated with their perception of the organizational culture they work in. So, the study might have 100 school principals, each has a measure for each of the four types of organizational cultures and each has a measure of their anticipated turnover (measure by the Anticipated Turnover Scale questionnaire, Hinshaw and Atwood). Then, we measure the correlation between each of the four organizational culture measures and the anticipated turnover score to determine if one type of culture is more strongly correlated with a principal’s intention to quit the job.

Basically, in a statistical study, the organizational culture measures can make for interesting independent variables (predictor variables) of a large number of interesting dependent variables (outcome variables), such as job satisfaction, morale, prosocial voice etc.

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