Identifying Corporate Culture Using the Organizational Culture Assessment Instrument

Abstract

Research background: Corporate culture undoubtedly plays a crucial role in successfully overcoming the challenges associated with modern trends in today's business environment. Corporate culture is an incredibly fascinating field within organizational management. It requires investigation, as it is not static but evolves and adapts over time. Purpose of the article: The aim of the article was to define the type of corporate culture by identifying both the current and desired corporate culture. Additionally, the study examined the differences in values related to corporate culture. Methods: The Organizational Culture Assessment Instrument was utilized to identify the current and desired corporate culture. This methodology evaluated the company's underlying values and related assumptions, providing a realistic representation of its culture. Findings & Value added: The key conclusions is that in the wood industry, companies were perceived as highly personalized environments, resembling close-knit families where employees frequently interacted and shared commonalities. Alongside mentoring, facilitation, and support, effective management also emphasized cooperation and functional teamwork. Formal rules, loyalty, and mutual trust played a significant role in maintaining cohesion within the company. Employee development, trust, openness, and solidarity were emphasized. Success was based on human resource development, teamwork, employee engagement, and interest. The dominant corporate culture in the wood industry was clan corporate culture. Therefore, leadership based on mentoring, facilitation, and support should be prioritized. The valued added is the finding that the clan corporate culture should continue to prevail in wood industry companies for the next 5 to 10 years. Therefore, it is recommended teamwork, consensus, and a sense of belonging should continue to be prominent in the wood industry's future. Loyalty and mutual trust should be key elements in maintaining company unity. Employee development, trust, openness, and solidarity should also be consistently implemented, along with human resource development, teamwork, employee engagement, and interest. These findings can assist managers in their management practices.

Job satisfaction and work engagement impact on counterproductive work behaviors: Moderating influence of demographic characteristic of employees

“…The current Artificial Intelligence revolution with its great potential for mechanization of many knowledge intensive jobs, is not going to solve this problem (Lazaroiu & Rogalska, 2023;Dabija & Vătămănescu, 2023). On the contrary, the current research confirms the growing importance of employees' attitudes, their organizational culture and quality of human resources (Metzker & Zvarikova, 2021;Cizrelioğulları & Babayiğit, 2022;Cramarenco et al, 2023;Łucjan et al, 2023;Fu, et al, 2023;Lorincova et al, 2024). Therefore, to prevent the mentioned negative results, the organizational sciences have paid much attention to the negative aspects of employee behaviors (Reijseger et al, 2012;Szostek et al 2022a;2022b;.…”

Job satisfaction and work engagement impact on counterproductive work behaviors: Moderating influence of demographic characteristic of employees

“…The current Artificial Intelligence revolution with its great potential for mechanization of many knowledge intensive jobs, is not going to solve this problem (Lazaroiu & Rogalska, 2023;Dabija & Vătămănescu, 2023). On the contrary, the current research confirms the growing importance of employees' attitudes, their organizational culture and quality of human resources (Metzker & Zvarikova, 2021;Cizrelioğulları & Babayiğit, 2022;Cramarenco et al, 2023;Łucjan et al, 2023;Fu, et al, 2023;Lorincova et al, 2024). Therefore, to prevent the mentioned negative results, the organizational sciences have paid much attention to the negative aspects of employee behaviors (Reijseger et al, 2012;Szostek et al 2022a;2022b;.…”

Job satisfaction and work engagement impact on counterproductive work behaviors: Moderating influence of demographic characteristic of employees

“…The current Artificial Intelligence revolution with its great potential for mechanization of many knowledge intensive jobs, is not going to solve this problem (Lazaroiu & Rogalska, 2023;Dabija & Vătămănescu, 2023). On the contrary, the current research confirms the growing importance of employees' attitudes, their organizational culture and quality of human resources (Metzker & Zvarikova, 2021;Cizrelioğulları & Babayiğit, 2022;Cramarenco et al, 2023;Łucjan et al, 2023;Fu, et al, 2023;Lorincova et al, 2024). Therefore, to prevent the mentioned negative results, the organizational sciences have paid much attention to the negative aspects of employee behaviors (Reijseger et al, 2012;Szostek et al 2022a;2022b;.…”

Job satisfaction and work engagement impact on counterproductive work behaviors: Moderating influence of demographic characteristic of employees

“…The current Artificial Intelligence revolution with its great potential for mechanization of many knowledge intensive jobs, is not going to solve this problem (Lazaroiu & Rogalska, 2023;Dabija & Vătămănescu, 2023). On the contrary, the current research confirms the growing importance of employees' attitudes, their organizational culture and quality of human resources (Metzker & Zvarikova, 2021;Cizrelioğulları & Babayiğit, 2022;Cramarenco et al, 2023;Łucjan et al, 2023;Fu, et al, 2023;Lorincova et al, 2024). Therefore, to prevent the mentioned negative results, the organizational sciences have paid much attention to the negative aspects of employee behaviors (Reijseger et al, 2012;Szostek et al 2022a;2022b;.…”