Organizational Culture Profile

Organizational Culture Profile (OCP)

 O’Reilly‚ Chatman‚ and Caldwell‚ 1991

نیمرخ فرهنگ سازمانی
The ch‎aracteristics are: 

    1.   Adaptability
21.  Decisiveness
    2.   Stability
22.  Being competitive
    3.   Being reflective
23.  Being highly organized
    4.   Being innovative
24.  Achievement orientation
    5.   Being quick to take advantage of opportunities
25.  ha‎ving a clear guiding philosophy
    6.   Taking individual responsibility
26.  Being results oriented
    7.   Risk taking
27.  ha‎ving high performance expectations
    8.   Opportunities for professional growth
28.  Being aggressive
    9.   Autonomy
29.  High pay for good performance
 10.   Being rule oriented
30.  Security of employment
 11.   Being analytical
31.  Offers praise for good performance
 12.   Paying attention to detail
32.  Being supportive
 13.   Confronting conflict directly
33.  Being calm
 14.   Being team oriented
34.  Developing friends at work
 15.   Sharing information freely
35.  Being socially responsible
 16.   Being people oriented
36.  Enthusiasm for the job
 17.   Fairness
37.  Working long hours
 18.   Not being constrained by many rules
38.  ha‎ving a good reputation
 19.   Tolerance
39.  An emphasis on quality
 20.   Informality
40.  Being distinctive / different from others

نسخه 54 ویژگی

1. Flexibility
28. Action orientation
2. Adaptability
29. Taking initiative
3. Stability
30. Being reflective
4. Predictability
31. Achievement orientation
5. Being innovative
32. Being demanding
6. Being quick to take advantage of opportunities
33. Taking individual responsibility
7. A willingness to experiment
34. ha‎ving high expectations for performance
8. Risk taking
35. Opportunities for professional growth
9. Being careful
36. High pay for good performance
10. Autonomy
37. Security of employment
11. Being rule oriented
38. Offers praise for good performance
12. Being analytical
39. Low level of conflict
13. Paying attention to detail
40. Confronting conflict directly
14. Being precise
41. Developing friends at work
15. Being team oriented
42. Fitting in
16. Sharing information freely
43. Working in collaboration with others
17. Emphasizing a single culture throughout the organization
44. Enthusiasm for the job
18. Being people oriented
45. Working long hours
19. Fairness
46. Not being constrained by many rules
20. Respect for the individual's right
47. An emphasis on quality
21. Tolerance
48. Being distinctive-different from others
22. Informality
49. ha‎ving a good reputation
23. Being easy going
50. Being socially responsible
24. Being calm
51. Being results oriented
25. Being supportive
52. ha‎ving a clear guiding philosophy
26. Being aggressive
53. Being competitive
27. Decisiveness
54. Being highly organized

 
شرح سایت روان سنجی: این ابزاری برای اندازه گیری تناسب میان ترجیح های فردی و فرهنگ سازمانی است. منعکس کننده هفت عامل "نوآوری"، "ثبات"، "چهت گیری مردم"، "چهت گیری پبامد"، "سهل گیری"، "جهت گیری جزیی" و "جهت گیری گروهی" را مورد نظر دارد.
(1) innovation; (2) stability; (3) people orientation;(4) outcome orientation; (5) easygoing; (6) detailorientation; (7) team orientation
اعتبار: هماهنگی درونی، آلفا در دامنه 0.84 تا 0.90
نمره گذاری: برای 54 ویژگی تعداد به صورت 2-4-6-9-12-9-6-4-2 ارائه می شود.
Place each ch‎aracteristic in an appropriate box‚ which range from most ch‎aracteristic to least ch‎aracteristic. Each box only receives one attribute. For example‚ only 2 items may be "most ch‎aracteristic" of you and your ideal organization while 8 items must be "neither ch‎aracteristic or unch‎aracteristic." You can write the item number in the box rather than the words. It may be easiest to read through the entire list of ch‎aracteristics looking for extremes first. While this sort may appear difficult‚ it goes quickly if you cross items off as you place them‚ and it is a critical part of the research.

 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 Most ch‎aracteristic
Neither ch‎aracteristic Nor Unch‎aracteristic
Least ch‎aracteristic

 
چگونگی دستیابی
منبع برای آگاهی بیشتر
O'Reilly‚ C. A.‚ Chatman‚ J. A.‚ & Caldwell‚ D. F. (1991). People and organizational culture: A profile comparison approach to person-organization fit. Academy of Management Journal‚ 34(3)‚ 487-516.
Cable‚ D. M.‚ & Judge‚ T. A. (1997). Interviewers' perceptions of person-organization fit and organizational se‎lection decisions. Journal of Applied Psychology‚ 82‚ 546-581.
   
خرداد 1396
اسفند 1395
آبان 1395
فروردین 1394
خرداد 1393
فروردین 1393
اسفند 1392
بهمن 1392
دی 1390
آذر 1390
تیر 1390
خرداد 1390
اردیبهشت 1390
بهمن 1389
دی 1389
اردیبهشت 1389
دی 1388
آبان 1388
شهریور 1388
مرداد 1388
تیر 1388
خرداد 1388
   
هرکه بر ضرر مومن داستانی بگوید و قصدش عیب او و ریختن آبرویش باشد که از چشم مردم بیفتد ، خداوند اورا از دوستی خود به دوستی شیطان براند و شیطان هم او را نپذیرد : حضرت امام صادق (ع)
   
کلیه حقوق به آرین آرانی متعلق است.