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Organizational Culture, Subcultures, and Organizational Commitment Taysir M Iowa State University Capstones, Theses and Retrospective Theses and Dissertations Dissertations 1996 Organizational culture, subcultures, and organizational commitment Taysir M. Khatib Iowa State University Follow this and additional works at: https://lib.dr.iastate.edu/rtd Part of the Educational Administration and Supervision Commons, Industrial and Organizational Psychology Commons, and the Sociology of Culture Commons Recommended Citation Khatib, Taysir M., "Organizational culture, subcultures, and organizational commitment " (1996). Retrospective Theses and Dissertations. 11540. https://lib.dr.iastate.edu/rtd/11540 This Dissertation is brought to you for free and open access by the Iowa State University Capstones, Theses and Dissertations at Iowa State University Digital Repository. It has been accepted for inclusion in Retrospective Theses and Dissertations by an authorized administrator of Iowa State University Digital Repository. For more information, please contact digirep@iastate.edu. INFORMATION TO USERS This manuscript has been reproduced from the microfilm master. UMI films the text directly fix)m the original or copy submitted. Thus, some thesis and dissertation copies are in typewriter face, while others may be from any type of computer printer. The quality of this reproduction is dependent upon the quality of the copy submitted. Broken or indistinct print, colored or poor quality illustrations and photographs, print bleedthrough, substandard margins, and improper alignment can adversely affect reproduction. In the unlikely event that the author did not send UMI a complete manuscript and there are missing pages, these will be noted. Also, if unauthorized copyright material had to be removed, a note will indicate the deletion. Oversize materials (e.g., maps, drawings, charts) are reproduced by sectioning the original, beginning at the upper left-hand comer and continuing from left to right in equal sections with small overlaps. Each original is also photographed in one exposure and is included in reduced form at the back of the book. Photographs included in the original manuscript have been reproduced xerographically in this copy. EBgher quality 6" x 9" black and white photographic prints are available for any photographs or illustrations appearing in this copy for an additional charge. Contact UMI directly to order. UMI A Bell & Howell Infoimation Company 300 North Zed) Road, Ann Aibor MI 48106-1346 USA 313/761-4700 800/521-0600 Organizational culture, subcultures, and organizational commitment by Taysir M. Khatib A dissertation submitted to the graduate faculty in partial fulfillment of the requirements for the degree of DOCTOR OF PHILOSOPHY Major: Education (Adult and Extension Education) Major Professor; John P. Wilson Iowa State University Ames, Iowa 1996 Copyright © Taysir M.Khatib, 1996. All rights reserved. UMI Number: 9712568 UMI Microform 9712S68 Copyright 1997, by UMI Company. All rights reserved. This microform edition is protected against unauthorized copying under Title 17, United States Code. UMI 300 North Zeeb Road Ann Arbor, MI 48103 II Graduate College Iowa State University This is to certify that the doctoral dissertation of Taysir M. Khatib has met the dissertation requirements of Iowa State University Signature was redacted for privacy. Committee Member Signature was redacted for privacy. Committee Member Signature was redacted for privacy. CommitfeeA^ember Signature was redacted for privacy. Coftinrf^tee Member Signature was redacted for privacy. Major Professor Signature was redacted for privacy. For the N^or Program Signature was redacted for privacy. ill TABLE OF CONTENTS LIST OF TABLES v ABSTRACT viii CHAPTER I. INTRODUCTION 1 Background 1 Statement of the Problem 2 Purpose of the Study 3 Research Questions 3 Significance of the Study 4 Assumptions of the Study 5 Limitations of the Study 5 Operational Definitions 5 CHAPTER 2. LITERATURE REVIEW 7 Culture 7 Organizational Culture 8 Values 13 Norms 16 Types of Culture 17 Subcultures 19 Strong Cultures 22 Culture and Change 25 Organizational Commitment 27 Stages of commitment 31 Summary 31 CHAPTER 3. METHODOLOGY 34 Research Design 34 Sample Selection 35 Survey Instrument 35 Demographic information 35 Norms of behavior 35 Shared values 37 Organizational commitment 39 Data Collection 40 Data Analysis 41 CHAPTER 4. RESEARCH RESULTS AND FINDINGS 43 General Characteristics of the Sample 43 Demographic characteristics 43 iv Research Questions and Findings 45 CHAPTER 5. SUMMARY, DISCUSSION, CONCLUSIONS, IMPLICATIONS, AND RECOMMENDATIONS 86 Summary of the Study 86 Behavioral norms 87 Shared values 87 Organizational commitment 88 Correlations 89 Discussion of the Findings 90 Conclusions and discussion related to behavioral norms 91 Conclusions and discussion related to shared values 93 Conclusions and discussion related to organizational commitment 95 Conclusions and discussion related to some demographic differences 96 Implications 96 Limitations and Recommendations for Future Research 99 APPENDIX A SURVEY INSTRUMENT AND COVER LETTER 101 APPENDIX B. MEANS, STANDARD DEVIATIONS, AND PERCENTAGES RELATED TO ORGANIZATIONAL CULTURE AND ORGANIZATIONAL COMMITMENT 114 APPENDIX C. ANALYSIS OF VARIANCE RELATED TO ORGANIZATIONAL TENURE 140 APPENDIX D. ANALYSIS OF VARIANCE RELATED TO EDUCATIONAL LEVEL 144 BIBLIOGRAPHY 148 ACKNOWLEDGMENTS 155 V LIST OF TABLES Table 1. Statistical tests conducted for the research questions of the study 42 Table 2. Demographic characteristics of the three custodial groups 44 Table 3. Analysis of variance for "Task Support" behavioral norms among the three custodial groups 49 Table 4. Analysis of variance for "Task Innovation" behavioral norms among the three custodial groups 49 Table 5. Analysis of variance for "Social Relationship" behavioral norms among the three custodial groups 50 Table 6. Analysis of variance for "Personal Freedom" behavioral norms among the three custodial groups 50 Table 7. Analysis of variance for "Organizational Climate" among the three custodial groups 54 Table 8. Analysis of variance for "Organization of Work" subfactor among the three custodial groups 54 Table 9. Analysis of variance for "Job Design" among the three custodial groups 55 Table 10. Analysis of variance for "Job Reward" subfactor among the three custodial groups 56 Table 11. Analysis of variance for "Supervisory Leadership" among the three custodial groups 56 Table 12. Analysis of variance for 'Teer Leadership" among the three custodial groups 57 Table 13. Analysis of variance for "Intent to Stay" among the three custodial groups 59 Table 14. Analysis of variance for "Motive to Perform" among the three custodial groups 60 Table 15. Analysis of variance for "Value Agreement with the Organization" among the three custodial groups 61 vi Table 16. Pearson correlation coeflScients for the relationships between behavioral norms and organizational commitment for all custodial groups 62 Table 17. T-test analysis of difference in "Task Support" between females and males 69 Table 18. T-test analysis of difference in "Task Innovation" between females and males 69 Table 19. T-test analysis of difference in "Social Relationship" between females and males 70 Table 20. T-test analysis of difference in "Personal Freedom" between females and males 70 Table 21. T-test analysis of difference in "Organizational Clunate" between females and males 71 Table 22. T-test analysis of difference in "Influence and Control" between females and males 72 Table 23. T-test analysis of difference in "Job Design" between females and males 72 Table 24. T-test analysis of difference in "Job Challenge" between females and males 73 Table 25. T-test analysis of difference in "Job Reward" between females and males 73 Table 26. T-test analysis of difference in "Supervisory Leadership" between females and males 74 Table 27. T-test analysis of difference in 'Teer Leadership" between females and males 74 Table 28. T-test analysis of difference in "Intent to Stay" between females and males 75 Table 29. T-test analysis of difference in "Motive to Perform" between females and males 75 Table 30. T-test analysis of difference in "Value Agreement with the Organization" between females and males 76 Table 31. Analysis of variance for "Task Support" among age groups 77 Table 32. Analysis of variance for "Task Innovation" among age groups 77 Table 33. Analysis of variance for "Social Relationship" among age groups 77 Table 34. Analysis of variance for "Personal Freedom" among age groups 78 vii Table 35. Analysis of variance for "Organizational Climate" among age groups 78 Table 36. Analysis of variance for "Organization of Work" among age groups 79 Table 37. Analysis of variance for "Decision Making Practices" among age groups 80 Table 38. Analysis of variance for "Concern for People" among age groups 80 Table 39. Analysis of variance for "Job Design" among age groups 81 Table 40. Analysis of variance for "Job Clarity" among age groups 81 T able 41. Analysis of variance for "Supervisory Leadership" among age groups 82 Table 42. Analysis of variance for "Peer Leadership" among age groups 82 Table 43. Analysis of variance for "Value Agreement with the Organization" among age groups 83 Table 44. Analysis of variance for "Motive to Perform" among age groups 84 Table 45. Analysis of variance for "Intent to Stay" among age groups 84 viii ABSTRACT The purpose of this study was to examine whether three custodial groups in the same organization differ in their behavioral norms and shared values,
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