A test of relationship between organizational culture and organizational readiness for change in a Philippine-based manpower outsourcing cooperative
Clicks: 3
ID: 285340
2016
Article Quality & Performance Metrics
Overall Quality
Not rated
Combines reader engagement with the AI quality analysis. This
article has not been analysed, so there is no overall score —
reader engagement is measured and shown alongside.
Reader Engagement
Popular Article
0.6
/100
3 views
0 readers
AI Quality Assessment
Not analyzed
Readership in this journal
PopularRanked #661 of 3,757 articles by views in Malay Journal
Most read
Least read
Bar heights use a square-root scale. Only the 120 most-read articles are drawn; the journal has 3,757 in total.
Mint this article as an NFT
Not yet mintedCreate a permanent, verifiable on-chain record of this article on the Scimatic Network. The NFT is held in your Journament account, and you can withdraw it to your own wallet at any time.
5
SUSD
one-off · no wallet required
Abstract
This paper looked into the influence of organizational culture, among other organizational factors, to change readiness. This paper identified the prevalent culture and the level of readiness of each organizational unit with focus on full time regular and probationary employees of Paramount Human Resource Manpower Cooperative (PHRMC), a Philippine-based outsourcing cooperative-an industry that is believed to be not extensively studied. By assessing the relationship of organizational culture and readiness to change, the organization may be given the necessary guidance to permit them to deal with rapid and radical changes. The correlational study was anchored on the Denison Model of Cultural Traits. It tested the correlation of these variables using the survey instruments Organizational Culture Survey (OCS) by Dr. Daniel Denison (2012) and Organizational Change Readiness Belief Scale (OCRBS) by Dr. Achilles A. Armenakis et al (2007).
Given the findings, this researcher establishes and ascertains organizational culture a potentially strong influence to organizational readiness for change as supported by the analysis of statistical data. Truly, the unique attributes of the organization, particularly its culture directs people to practice and observe pattern of behaviors and responses which determines their capacity to support change. The beliefs and assumptions about things such as the company, leaders, coworkers, customers, and competitors and the behaviors they drive, ultimately molds the culture of the organization. Understanding the uniqueness and diversity of today's workforce, it is also essentially significant to see the link of organizational culture to discrepancy, appropriateness, efficacy, principal support and valence which are all fundamental components of change readiness for it ensures a solid backbone in achieving success in the application of change initiatives.
| Reference Key |
persistent_1760655316_68f177d4c39b9
Use this key to autocite in the manuscript while using
SciMatic Manuscript Manager or Thesis Manager
|
|---|---|
| Authors | Bordador, Maria Ysabel B. |
| Journal | Malay Journal |
| Year | 2016 |
| DOI |
DOI not found
|
| URL | |
| Keywords | Keywords not found |
Citations
No citations found. To add a citation, contact the admin at info@scimatic.org
Comments
No comments yet. Be the first to comment on this article.