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FAMP HUDREA Adrian
CCASP ORGANIZATIONAL CULTURE OF ROMANIAN LOCAL PUBLIC ORGANIZATIONS

have different cultures? – (2) Location – Do similar organizations from different counties have different

cultures? Does local culture influence the organizational culture? – (3) System – Is there a shared culture
of the Romanian local administration?

Without claiming that the results of this thesis are representative for the entire local public administration

in Romania, mainly because the research is not exhaustive (I analyzed three types of organizations in
just five of the 41 counties of Romania: Cluj, Sălaj, Bistri?a Năsăud, Satu Mare, Covasna), it is however
particularly important given that in Romania there is no research on organizational culture of the local

public administration (there are only a few research papers done related to the academic environment).

The research is based on a quantitative method using a sociological survey based on a questionnaire.
The questionnaire used is a version translated and adapted by me of the one developed by Daniel

Denison and his organization. The instrument was offered to me, at my request, by the organization led
by Daniel Denison (Denison Consulting) together with their agreement to allow me the use the tool for
academic purposes.

As discussed in the methodology, the questionnaire has a number of 60 statements, each with five
possible answers (1-strong disagreement, 2-disagree, 3 neutral, 4-agree, 5 strong agreement). Each of PROCEEDINGS OF THE 11 TH ADMINISTRATION AND PUBLIC MANAGEMENT INTERNATIONAL CONFERENCE ”Strategic Management for Local Communities” 30 th – 31 st October 2015 Bucharest
the 12 dimensions of Denison's model is measured by 5 questions out of 60. To calculate the average

scores, I did an average for each of the 60 statements and then the average of groups of five questions
to obtain a result for the 12 dimensions and then an average for the three dimensions to obtain a result

for the four traits. The questionnaire comprises eight more questions related to age, sex, education level,
work experience etc.

The questionnaires were distributed to a large number of employees from the 15 selected institutions; the
sample is one of convenience because it was not possible otherwise (due to the lack of human resources,

poor cooperation from the institutions, the reluctance of employees etc.). The number of questionnaires
received is 534, which represent approximately 22% of the total number of employees from the 15
organizations. In some organizations I have managed to cover a large number of employees (77% - from

the County Council of Bistri?a, 70% from the Sălaj Prefecture, 52% from the County Council of Cluj), but
in others the response rate was very low (8% in the City Hall of Satu Mare, 10% in the City Hall of Bistri?a,

13% in the Cluj-Napoca City Hall).

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