triple dimension of organizational culture: a study applied to Spanish companies

Authors

Keywords:

Organizational culture; internal communication; emotional salary; organizational efficacy

Abstract

The culture in organizations occupies an increasingly important place in the management of corporate communication of institutions. Proof of this is the effort that companies make to properly convey their identity, protect their reputation among employees and promote the search for the best talent through employer branding actions. The importance that the equipment’s management has within the companies, as well as the increase of the budgets that are dedicated to reinforce these internal policies, is another sample of this phenomenon.

This research highlights the uniqueness that communication has in an adequate management of the internal culture through the study of its triple dimension: the development of corporate identity, the different forms of salary and the path that the employee can take within the business. A questionnaire was made to 40 executives and middle managers of Spanish fashion companies, concluding that the real and systematic development of the internal culture is scarce, especially in small and medium-sized companies.

Among the findings, the low interest that managers give to emotional salary stands out, as a form of outstanding compensation and with a high impact on employees' commitment to the institution.

Downloads

Download data is not yet available.

Author Biography

Paloma Díaz-Soloaga, Universidad Complutense de Madrid

Profesora Titular Universidad

Departamento de Comunicación Aplicada

Facultad CCINF - Universidad Complutense de Madrid

References

Belias, D. & Koustelios, A. (2014). Organizational Culture and Job Satisfaction: A Review. International Review of Management and Marketing. 4, p. 132-149.

Blasco López, M.F., Rodriguez Tarodo, A. y Fernández-Lores, S. (2014) Employer branding: estudio multinacional sobre la construcción de la marca del empleador. Universia Business Review. 4, p. 34-53.

Brough, P. & Kalliath T. (2009) Work–family balance: Theoretical and empirical advancements. Journal of Organizational Behavior. Volumen 30, p. 581–585. https://doi.org/10.1002/job.618

Dauber, D., Fink, G., & Yolles, M. (2012). A Configuration Model of Organizational Culture. SAGE Open access. p. 1-12. https://doi.org/10.1177/2158244012441482

Denison, D. R. & Neale, W. (1994). Denison Organizational Culture Survey. Ann Arbor: Aviat.

Díaz Soloaga, P. (2019a) Introducción a la cultura en las organizaciones. Síntesis, Madrid

Díaz Soloaga, P. (2019b) The role of communication in organizational culture. Is there a pattern in Spanish fashion companies? El Profesional de la Información. Volumen 28, (5) https://doi.org/10.3145/epi.2019.sep.06

García Rubiano, M. y Forero, C. (2018) Estrés laboral y contrato psicológico como elementos relacionales del cambio organización. Diversitas: Perspectivas Psicológicas. Volumen 14, (1) p. 149-162. http://dx.doi.org/10.15332/s1794-9998.2018.0001.11

Gănescu, C., & Gangone, A. (2017). A Model of Socially Responsible Organizational Culture. Studia Universitatis Vasile Goldis. Arad – Economics Series, 27, p. 45 - 59.

Garmendia, J. A. (2006). El impacto de la cultura en los resultados Revista Española de Investigaciones Sociológicas, Volumen 108, (4) p. 75-96.

Gouri, S. (2018) Team building: A tool for Organizational development. International Journal on Global Business Management and Research. Volumen 7, (2) p. 44-49.

Gregory, B., Harris, S., Armenakis, A. & Shook, C. (2009) Organizational culture and effectiveness: A study of values, attitudes, and organizational outcomes. Journal of Business Research, Volumen 62, p. 673-679.

Hartnell, C. A., Yi Ou, A. & Kinicki, A. (2011) Organizational Culture and Organizational Effectiveness: A Meta-Analytic Investigation of the Competing Values Framework’s. Theoretical Suppositions. Journal of Applied Psychology, Volumen 96, (4), p. 677–694.

Körner, M., Wirtz, M.A., Bengel, J. et al. (2015). Relationship of organizational culture, teamwork and job satisfaction in interprofessional teams. BMC Health Serv Res 15, 243. https://doi.org/10.1186/s12913-015-0888-y

Levay, C. (2010). Charismatic leadership in resistance to change. The leadership quarterly. Volumen. 21, p. 127-143. https://doi.org/10.1016/j.leaqua.2009.10.010

MacLennan, N. (2017) Coaching and Mentoring. Routledge, London.

Morente, F. y Ferràs, X. (2017). El giro cultural en la teoría organizacional. Revista Prisma Social. Volumen 18, p. 579-591.

Richard, O. C., McMillan-Capehart, A., Bhuian, S. N. & Taylor, E. C. (2009) Antecedents and consequences of psychological contracts: Does organizational culture really matter? Journal of Business Research Volumen 62, pp. 818–825.

Rode, J. C., Arthaud-Dayb, M., Ramaswamic, A. & Howes, S. (2017) A time-lagged study of emotional intelligence and salary. Journal of Vocational Behavior Volumen 101, p. 77-89. https://doi.org/10.1016/j.jvb.2017.05.001

Schein, Edgar H. (1988). La cultura empresarial y el liderazgo. Una visión dinámica. Barcelona. Plaza & Janes Editores.

Zaderey, Oleh y Bonavia, Tomas. (2016). Estudio piloto de la validez convergente de la adaptación española del Denison Organizational Culture Survey. Escritos de Psicología. Volumen 9 (1), p. 51-60. https://dx.doi.org/10.5231/psy.writ.2015.2307

Published

2020-04-29

How to Cite

Díaz-Soloaga, P. (2020). triple dimension of organizational culture: a study applied to Spanish companies. Revista Prisma Social, (29), 80–97. Retrieved from https://revistaprismasocial.es/article/view/3617