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Showing 3 results for Organizational Culture
Organizational Culture and Its Relation with Quality of Work Life in University Staff
Yadollah Hamidi, Abdolaziz Mohammadi, Ali Reza Soltanian, Iraj Mohammad Fam,
Volume 3, Issue 4 (3-2016)
Abstract

Introduction: Improving the quality of work life requires a certain organizational culture that supports creativity, autonomy, accountability, and employee participation. The present study investigated the relationship between organizational culture and employees’ quality of work life.

Materials and Methods: This cross-sectional and correlational study was conducted in 2015. A total of 145 staff members of all deputies of Hamadan University of Medical Sciences were selected. Organizational culture and quality of work life were measured using previously designed self-administered questionnaires. Items of the questionnaires were scared on a Likert scale. Pearson correlation coefficients were calculated to analyze the data. All analyses were performed by SPSS.

Results: A moderate level of organizational culture was detected in this study (mean score = 3.04). Organizational culture and its components had significant positive correlations with quality of work life (r = 0.64; P = 0.001). Linear regression analysis confirmed the significant positive effects of organizational culture on quality of work life.

Conclusion: Based on the findings of the present study, modification of organizational culture and its components is necessary for improving personnel’s quality of work life, job satisfaction, and participation. Development of appropriate organizational culture can ensure higher quality of work life among university staff and enhance the quality and productivity of academic services.


Identifying Dimensions of Organizational Culture Affecting Job Motivations in Public Libraries in Iran: A Qualitative Research
Soraya Ziaei, Mohammad Reza Amiri, Hadi Sharif Moghadam, Bibi Marjan Fayyazi,
Volume 5, Issue 2 (9-2017)
Abstract

Introduction: Job motivation as one of the factors that affect the behavior of librarians can improve their performance. Considering that organizational culture is one of the factors influencing job motivation, the aim of this study was to identify dimensions of organizational culture that can affect job motivation of librarians in public libraries of Iran.
Methods: This qualitative study was conducted using content analysis. Using the purposive sampling, 19 people of librarians of public libraries in 10 provinces were interviewed using depth and semi-structured interviews. After extracting the primary codes, they classifyied into three dimmensions and eight components.
Results: Based on the results of this study, dimmensions of organizational culture, which can affect job motivation included knowledge-oriented and capability-oriented culture (professionalism and meritocracy, professional capability, use of technology, and organizational learning), independency culture (non-politicization in the library, and decentralization), and participatory and motivational leadership culture (participatory management, and motivational management).
 In view of nature and social roles of public libraries and broad impressive factors on them, these models have limitations to assess status of organizational culture in public libraries. So, it is necessary to identify dimensions and components of effective organizational culture in public libraries of Iran and then manage the organizational culture on the basis of this effective culture.
Conclusions: Dimensions and components of effective organizational culture resulted from this study can be used as an ideal model for managing organizational culture or efforts to rule these cultural components in the public library of Iran.


The relationship between Organizational Culture with Employees Job Performance in Health Centers (Based on Denison Model)
Kamyar Rostamabadi, Yadollah Hamidi, Mohammad Babamiri, Leili Tapak, Zahra Toosi,
Volume 12, Issue 4 (2-2025)
Abstract
Background and Objectives: Health centers are the first level to provide care and the role of job performance in these centers is important to achieve the goals of the health systems. One of the factors which effects on job performance is organizational culture. Therefore, the present study aimed of determining the relationship between organizational culture and employee job performance.

Methods: This cross-sectional study (descriptive-analytical) was conducted on 210 employees in one of the health centers of Kermanshah province using the census method in the years 1400-1401. Standard questionnaires were used to collect information, including the Denison Standard Organizational Culture Questionnaire and the Employee Job Performance Evaluation Questionnaire. The collected information was entered into SPSS-25 software and analyzed with statistical tests. A significance level of less than 0.05 was considered.

Results: There is a direct and significant relationship between the dimensions of organizational culture and the employee job performance (p<0.05). Age and work experience had an inverse relationship with the dimensions of employee job performance (quality of work and initiative). Gender had a significant relationship with the organizational leadership dimension and marital status had a significant relationship with initiative (p<0.05).

Conclusion: Organizational culture has a direct and significant relationship with the dimensions of employee job performance, therefore, by improving organizational culture, we can witness effective and sustainable changes in the job performance. Also, some demographic variables are also related to the level of employee job performance, and organization managers should pay attention to these variables when hiring.
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