Asadollah Mehrara; Sedigheh Tootian esfahani; Mojtaba Shahrian
Volume 12, Special Issue , June 2018, , Pages 927-949
Abstract
The present study was aimed to examine the effect of organizational culture on organizational atmosphere, considering organizational evolution. Research method was descriptive-survey in terms of data collection; and in terms of objective, it was practical. The statistical population of the present study ...
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The present study was aimed to examine the effect of organizational culture on organizational atmosphere, considering organizational evolution. Research method was descriptive-survey in terms of data collection; and in terms of objective, it was practical. The statistical population of the present study consisted of all employees in the education system of Tehran (2000 individuals). Sample size included 322 individuals who were selected using a Morgan Table and a stratified random sampling method. Data collection tools included Robins' standard organizational culture questionnaire, Holpin and Croft's organizational atmosphere questionnaire, and John Gutter and Peter Draker's integrated organizational evolution questionnaire, which were designed using a 5-point Liker scale. Face validity and content validity of the questionnaire were approved; and by calculating Cronbach's alpha coefficient, its reliability was calculated to be 0.89 for organizational culture, 0.70 for organizational atmosphere, and 0.87 for organizational development. In order to analyze data, a regression test was used. The obtained results showed that organizational culture affects organizational atmosphere, considering the fact that organizational evolution has a positive significant effect. Based on Sobel's test, the direct effect of organizational culture on organizational atmosphere is 0.39 in a 5% level. And its confidence distance is considerably greater than zero, which indicates that the effect of the intermediary variable, i.e. organizational evolution, is effective and significant in a regression model.
