Organizaciona kultura u Srbiji u odnosu na karakteristike organizacije - empirijsko istraživanje

Abstract

U savremenim uslovima poslovanja organizaciona kultura prepoznata je kao moćno sredstvo za dugoročni opstanak i razvoj organizacije. Svrha ovog rada bila je istražiti da li i na koji način karakteristike organizacija - poput veličine, vlasničke strukture, delatnosti, činjenice da li je vlasništvo domaće ili strano - utiču na organizacionu kulturu. Zbog kontinuiranih i brzih promena i ogromne konkurencije kao odlike savremenog poslovanja, izabran je Denisonov model organizacione kulture jer naglašava potrebu za ravnotežom između zahteva za organizacionom stabilnošću (faktori misije i doslednosti) i zahteva za njenom adaptabilnošću (faktori uključenosti i prilagodljivosti). Istraživanje je obuhvatilo uzorak od 1.000 zaposlenih, a podaci su statistički obrađeni metodom one-way ANOVA. Dobijeni rezultati pokazuju uticaj organizacionih karakteristika na njenu sposobnost uravnoteženja unutrašnjeg i spoljašnjeg fokusa organizacije, stabilnost i sposobnost promene. Takođe, uočena je potreba za nekom vrstom organizacione kulturne transformacije kao odgovora na promenu paradigme u širem okruženju.

In modern business conditions, organizational culture is recognized as a powerful tool for long-term survival and development of the organization. The purpose of this paper was to research whether and in what way the characteristics of organizations - such as its size, ownership structure, activity, domestic or foreign - influence the organizational culture. Because of continuous and rapid changes and enormous competition, which are features of modern business, the Denison model of organizational culture was chosen because it emphasizes the need for balance between requirements for organizational stability (factors of mission and consistency) and requirements for its adaptability (factors of involvement and adaptability). The survey covered a sample of 1,000 employees and the data was statistically processed using the one-way ANOVA method. The obtained results show the influence of organizational characteristics on its ability to balance the internal and external focus of the organization, its stability, and its ability to change. Likewise, there should be a certain organizational cultural transformation as a response to the paradigm change in wider environment should be a certain organizational cultural transformation as a response to the paradigm change in wider environment.