We report some individual study results next to illustrate the variety of scholarly work being conducted in this area.
(2003) note, the confusion around the conceptualization and measurement of organizational culture/climate has made definitive conclusions about the relationships among culture variables and individual employee outcomes difficult. While an exhaustive review of the full culture/employee outcome literature is beyond the scope of this article, we suggest the reader consult several meta-analytic reviews demonstrating the complex relationships among many culture variables and individual employee outcomes (e.g., Harter et al., 2002 Parker et al., 2003).
Understanding the shared values and beliefs among employees has been shown to predict a number of key individual and organizational outcomes. 236), organizational culture can be thought of as the collection of values, beliefs, and assumptions which influence employee attitudes and behaviors ( Schein, 2004). Defined as “the set of shared, taken-for-granted implicit assumptions that a group holds and that determines how it perceives, thinks about and reacts to its various environments,” ( Schein, 1996, p. Since the 1980’s, nearly 5000 studies have been conducted on organizational culture, which showcases its importance within the literature ( Hartnell et al., 2011).
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