La relación de la cultura de los grupos con la satisfacción y el compromiso de sus miembrosun análisis multi-grupo

  1. Topa Cantisano, Gabriela
  2. Palací Descals, Francisco José
  3. Lisbona Bañuelos, Ana
  4. E. Alonso Amo
Journal:
Psicothema

ISSN: 0214-9915

Year of publication: 2004

Volume: 16

Issue: 3

Pages: 363-368

Type: Article

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Sustainable development goals

Abstract

Relationship between organizational culture, job satisfaction and organizational commitment: a multi-group analysis. This study attempts to clarify the relationship between organizational culture, job satisfaction and organizational commitment within groups. In order to measure organizational culture, an index of intragroup agreement is calculated. In addition, the criterion of cultural potency is used to distinguish between «cultural» groups, i.e., those that have achieved a shared culture, and those that cannot be considered as such. It is hypothesized that the predictive model of culture will vary depending on the fact that the group is cultural or not. To test this hypothesis, an analysis of multigroup structural equations was performed. Discussion of results is followed by a consideration of new lines of research suggested by the findings

Bibliographic References

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  • Alonso, E., Palací, F.J. y Osca, A. (1993). Organizational culture of primary care teams (EAPS) and drug dependents care centers (CADS). 6th E.A.W.O.P. Congress. Spain.
  • Arnold, D. y Capella, L. (1985). Corporate culture and the marketing concept: A diagnostic instrument for the utilities, Public Utilities Fortnightly, 116 (8), 32-38.
  • Ashforth, B. (1985). Climate formation: Issues and extensions. Academy of Management Review, 10, 387-847.
  • Byrne, B. (2001). Structural equation modelling with Amos. Londres. Erlbaum Asociados.
  • Bryk, A. y Raudenbush, S. (2002). HLM: Hierarchical Linear and nonlinear modeling. London: Sage.
  • Cameron, K. y Freeman, S. (1991). Cultural Congruence, Strength and Type: relationships to effectiveness. Research in Organizational Change and Development, 5, 23-58. Jai Press.
  • De Frutos, B., Ruiz, M. y San Martin, R. (1998). Análisis factorial confirmatorio de las dimensiones del compromiso con la organización. Psicológica, 19, 345-366.
  • Deal, T. y Kennedy, A. (1982). Corporate cultures: The rights and rituals of corporate life. Reading, MA: Addison Wesley.
  • Glisson, Ch. y James, L. (2002). The cross - level effects of culture and climate in human service teams. Journal of Organizational Behavior, 23, 767-794.
  • González- Romá, V., Peiró, J. M., Lloret, S. y Zornoza, A. (1999). The validity of collective climates Journal of Occupational and Organizational Psychology, 72, 25-40.
  • Griffith, J. (2002). Multilevel Analysis of Cohesion’s relation to Stress, Well- being, Identification, Disintegration and Perceived Combat Readiness. MilitaryPsychology, 14 (3), 217-239.
  • James, K. (1993). The social context of organizational justice: cultural, intergroup and structural effects on justice behaviors and perceptions. In Justice in the Workplace: Approaching Fairness in Human Resource Management, Cropanzano, R. (Ed.), Erlbaum: Hilsdale.
  • James, L., Demaree, R. y Wolf, G. (1984). Estimating Within - Group Interrater Reliability With and Without Response Bias. Journal of Applied Psychology, 69, 85-98.
  • Marcone Trigo, R. y Martín del Buey, F. (2003). Construcción y validación de un inventario de cultura organizacional educativa (ICOE). Psicothema, 15 (2), 292-299.
  • Moorman, R. (1991). Relationship between organizational justice and OCB. Journal of applied psychology, 76, 845-855.
  • Meyer, J. y Allen, C. (2001). HRM practices and organizational commitment: test of a mediation model Canadian Journal of Administrative sciences, 17 (4) 319-331.
  • Oliver, L.W., Harman, J., Hoover, E., Hayes, S.M. y Pandhi, N. (1999). A quantitative integration of the military cohesion literature. Military Psychology, 11, 57-83.
  • O’Reilly, C. y Chatman, J. (1986). Organizational commitment and psychological attachment: the effects of compliance, identification and internalization on prosocial behavior. Journal of Applied Psychology, 71 (3), 492-499.
  • Oshabbemi, T. (1999). Overall job satisfaction: how good are single versus multiple - item measures? Journal of Managerial Psychology, 14 (5), 388-403.
  • Rousseau, D. (1990). Assessing Organizational culture: the case of Multiple Methods, in B. Schneider (Ed.), Organizational Climate and Culture, San Francisco, Jossey Bass.
  • Topa Cantisano, G., Lisbona, A, Palací, F. y Morales, F. (2003). Percepción de ruptura de contrato psicológico y burnout en funcionarios de instituciones penitenciarias españolas: mediación de variables personales y organizacionales. 8º Congreso Nacional de Psicología Social. Torremolinos. España.
  • Topa Cantisano, G., Alonso, E. y Palaci, F. (2002). TASQ. Una medida de socialización. Aplicación en un estudio longitudinal con soldados profesionales españoles. Metodología de las Ciencias del Comportamiento, volumen especial, 544-549.
  • Turnley, W. y Feldman, D. (2000). Re-examining the effects of psychological contract violations: unmet expectations and job dissatisfaction as mediators. Journal of Organizational Behavior, 21, 25-42.
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