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Organizational fit and job satisfact...

Bernritter Kleine, Stefanie A.

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Organizational fit and job satisfaction: Employee and senior executive views on culture.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Organizational fit and job satisfaction: Employee and senior executive views on culture./
作者:	Bernritter Kleine, Stefanie A.
面頁冊數:	99 p.
附註:	Source: Dissertation Abstracts International, Volume: 75-05(E), Section: A.
Contained By:	Dissertation Abstracts International75-05A(E).
標題:	Sociology, Organizational. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3611229
ISBN:	9781303717536

Organizational fit and job satisfaction: Employee and senior executive views on culture.
Bernritter Kleine, Stefanie A.

Organizational fit and job satisfaction: Employee and senior executive views on culture. - 99 p.

Source: Dissertation Abstracts International, Volume: 75-05(E), Section: A.

Thesis (Psy.D.)--Capella University, 2014.

This item must not be sold to any third party vendors.

While the significance of organizational culture cannot be argued and has been researched extensively, a search of the literature demonstrated that there is little to no research examining the perception of culture from participants who work at various levels within the same organization. Differences in perception, representing a degree of organizational fit, may have unique effects on organizational culture and affect employee job satisfaction. Using a quantitative non-experimental ex post facto design, this study examines organizational fit using the seven dimensions of the Integrated Cultural Framework (ICF; Mallinger, 2003) from the perspective of two strata of a company. Senior executives (n=4) and employees (n=119) from a company in a southeastern United States served as participants. Both groups of participants completed the ICF and provided demographic information. Employees also completed the Job In General scale (JIG; Ironson, Smith, Brannick, Gibson, & Paul, 1989). The senior executives were all White men, with most in the 36-45 age groups, who worked at least 35 hours per week and had at least three years tenure with the company. The modal employee was an African American female between the ages 18 and 25, who worked 35 or more hours per week, and had worked at the company more than two months, but less than nine months.

ISBN: 9781303717536Subjects--Topical Terms:

1018023
Sociology, Organizational.

Organizational fit and job satisfaction: Employee and senior executive views on culture.
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245 1 0 $a Organizational fit and job satisfaction: Employee and senior executive views on culture.
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500 $a Source: Dissertation Abstracts International, Volume: 75-05(E), Section: A.
500 $a Adviser: Nancy A. Piotrowski.
502 $a Thesis (Psy.D.)--Capella University, 2014.
506 $a This item must not be sold to any third party vendors.
520 $a While the significance of organizational culture cannot be argued and has been researched extensively, a search of the literature demonstrated that there is little to no research examining the perception of culture from participants who work at various levels within the same organization. Differences in perception, representing a degree of organizational fit, may have unique effects on organizational culture and affect employee job satisfaction. Using a quantitative non-experimental ex post facto design, this study examines organizational fit using the seven dimensions of the Integrated Cultural Framework (ICF; Mallinger, 2003) from the perspective of two strata of a company. Senior executives (n=4) and employees (n=119) from a company in a southeastern United States served as participants. Both groups of participants completed the ICF and provided demographic information. Employees also completed the Job In General scale (JIG; Ironson, Smith, Brannick, Gibson, & Paul, 1989). The senior executives were all White men, with most in the 36-45 age groups, who worked at least 35 hours per week and had at least three years tenure with the company. The modal employee was an African American female between the ages 18 and 25, who worked 35 or more hours per week, and had worked at the company more than two months, but less than nine months.
520 $a Organizational fit was operationalized by taking the absolute value of the difference between the individual employee scores and the mean of the executives' scores. Two questions were asked: Is there a relationship between the extent of organizational fit, between the senior executive group and the employees of an organization, and employee job satisfaction? After controlling for Egalitarianism, Achievement Orientation, and Individualism vs. Collectivism, to what extent do ICD difference scores, between senior executive group and the employees of an organization, explain employee job satisfaction? Results indicate that a multi-strata examination of organizational culture and fit may be useful for understanding job satisfaction.
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