Page 262 - Proceeding 2015

FAMP PROFIROIU Alina-Georgiana and HURDUBEI (IONESCU) Roxana Elisabeta
CCASP A REVIEW OF ORGANISATION CULTURE ASSESSING INSTRUMENTS

Dimensional Model of Organisation Culture is an instrument that assesses culture from perceived practice

of members of an organization“ (Reiny and Butlle, 2006, p.140).

Organizational Culture Inventory, developed in 1983, by Cooke and Lafferty, is a self-report paper and
pencil diagnostic instrument designed to measure twelve sets of normative beliefs or shared behavioural

expectations associated with three general type of cultures, Constructive, Passive-Defensive and
Aggressive–Defensive (Cooke and Szumal,1993). Different researchers that used OCI have shown a
positive relationship between the Constructive culture and outcomes. In the same way, at the societal

level, other scholars revealed the importance of the Constructive styles and demonstrates a negative
relationship between the Defensive culture styles and World Competitiveness.

Organizational Culture Profile (OCP) is an instrument that uses a set of value statements to assess

individual and organisational values. It was developed to measure person-organization fit, by correlating
the profile of organizational values with the profile of the individual’s preferences. The extent that person-
organization fit is related with work-outcomes was measured by using the following variables: person-

organization fit, organizational commitment, job satisfaction, intent to leave, turnover, control variables as
tenure, genre and age. (O’ Reilly III, Chatman and Caldwell, 1981) PROCEEDINGS OF THE 11 TH ADMINISTRATION AND PUBLIC MANAGEMENT INTERNATIONAL CONFERENCE ”Strategic Management for Local Communities” 30 th – 31 st October 2015 Bucharest

The Hofstede model of the organisation culture is based on the research conducted by Geert Hofstede.

Between 1969 and 1973 he conducted one of the most comprehensive studies of how values in the
workplace are influenced by culture. He analysed a large database of employee value scores collected

within IBM in 53 countries. Subsequent studies validated the earlier results and included groups of
respondents from a more diverse range of industries. In his study, Hofstede demonstrated that there are
national and regional characteristics that affect the behaviour of organisations and identified five
dimensions of national cultures: power distance, uncertainty avoidance, individualism, masculinity and

long-term orientation.

In a follow up study of organizational culture differences, conducted by Geert's institute IRIC across 20
organisations in Denmark and the Netherlands in the 1980s, identified six independent dimensions of

organisational culture: process-oriented versus results-oriented, job-oriented versus employee-oriented,
professional versus parochial, open systems versus closed systems, tightly versus loosely controlled, and

pragmatic versus normative.

The Hofstede Multi-Focus Model was further developed by ITIM International founder, Bob Waisfisz, and
now it consists of eight dimensions (six autonomous dimensions or variables and two semi-autonomous

dimensions):

260