The level of organizational culture as a constant challenge for company management – an empirical research in the Czech Republic and Poland
Abstract
Organizational culture (OC) is a concept, which is defined from many different perspectives. For example, Schein defines culture as a pattern of shared fundamental assumptions learned by a group as it overcomes both external adaptation and internal integration obstacles, whereby group member use is efficient enough to be considered valuable and which is taught to new members as the right way of meandering through the equivalent future obstacles. According to Dubkēvič & Barbars OC comprises structured behaviour (especially leadership style), language, rituals, ceremonies, myths, heroes, etc. The aim of this study is to examine the level of organizational culture in the Czech Republic and Poland, i.e. to make a comparison. In the questionnaire survey’s framework, 1,574 questionnaires were received in the Czech Republic, 1,476 questionnaires were processed, 433 questionnaires were received in Poland and 360 questionnaires were included in the evaluation for the same reason as the Czech questionnaires. Since it has been a long-term study in the Czech Republic, more respondents were recruited, in Poland it was the first survey within the co-operation – pilot version. The obtained data was evaluated using Microsoft Excel 2016 and IBM SPSS v. 24. Descriptive statistics tools, correlation and nonparametric Mann-Whitney U-test were used to evaluate the data at significance level p = 0.05. The results show that innovative culture is a better model than bureaucratic or supportive culture. Managers should develop an innovative and supportive culture. There are statistically significant differences in innovative organizational culture index evaluation between the Czech Republic and Poland. Statistically significant difference was observed in the organizational culture index evaluation, mainly depending on the organization’s size and on the respondent’s job position in the Czech Republic. The statistically significant difference in the organizational culture index evaluation in Poland was demonstrated depending on the organization’s size.
Full text
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DOI: 10.15240/ ul/001/2019-1-010
In oduc ion
Due o he p essu e o global compe i ion,
sho ened p oduc -li e cycles and he inc easing
oppo uni y o imi a e p oduc designs o hei
elemen s, companies con inuously ocus
on inno a ions as one o hei main agenda
in o de o main ain hei global o na ional
compe i i eness. Besides, hese inno a ions
a e conside ed as an ul ima e sou ce o
p oduc i i y imp o emen , he g ow h in sales
olume, and he capabili y o a company in
ques ion o s ay compe i i e on he global
ma ke (Liao, Hu, Chen, & Lin, 2015).
Companies pe cei e he need o con inuously
adap , de elop, and inno a e as an economic
necessi y ha esul s om global ma ke
p essu es. The enhancemen o p oduc design
and quali y, accesso ial echnological se ices,
hei accessibili y and eliabili y a e no longe
only seen as a bene i bu a he an ul ima e
condi ion o he sus ainabili y o company
compe i i eness. The s eady upg ades in
inno a ion capabili y (IC) o he deploymen
and comme cialisa ion o new echnologies had
become a he an i on law in company cul u e
han jus he a ional managemen choice.
The e o e, he c ea ion and dissemina ion o IC
wi hin he amewo k o company o ganiza ion
is a necessa y p econdi ion o s eng hening
compe i i eness and succeeding on he global
o na ional ma ke (S eibe , 2018; Chang,
K aus, Rig e ing, & Egge s, 2017)
O ganiza ional Cul u e
O ganiza ional cul u e (OC) is a concep , which
is de i ned om many di e en hough no
necessa ily incompa ible pe spec i es. Schein,
o ins ance, a gues ha he OC concep e inces
a heu is ic alue o he explana ion o hose
social phenomena (which appea in g oups,
occupa ions, o ganiza ions and o he kinds o
social uni s ha ha e common his o ies) ha
a e con en ionally seen as incomp ehensi e
and i a ional (Schein, 2017). In his ega d
Schein de i nes cul u e as a pa e n o sha ed
undamen al assump ions lea ned by a g oup as i
o e comes bo h ex e nal adap a ion and in e nal
in eg a ion obs acles, whe eby g oup membe
use is e i cien enough o be conside ed aluable
and which is augh o new membe s as he igh
way o meande ing h ough he equi alen u u e
obs acles. OC comp ises s uc u ed beha iou
(especially leade ship s yle), language, i uals,
ce emonies, my hs, he oes, e c. (Dubkē ič &
Ba ba s, 2011). I may be p esen ed in simple
ways which make i mo e isible and conscious.
Mos o he au ho s o managemen science
emphasise ha OC also includes a alue sys em
which is de e minan in ela ion o he a i ude (de
V ies & Mille , 1986; Vanae de & Jou née, 2003;
Ho s ede & Ho s ede, 2005; Ba e , 2017).
Values a e gene ally de i ned as
special meanings o ideas and objec s ha
a e nego ia ed on a pe sonal as well as
o ganiza ional le el (Dubkē ič & Ba ba s, 2011).
They de e mine he pe cep ion o social and
cul u al eali y, human na u e and in e pe sonal
ela ionships. So, he a i ude p ima ily shapes
ou e alua ion o si ua ions in he wo ld a ound
us and comp ises a cogni i e dimension (wha
is posi i e o nega i e), a ec i e dimension
(emo ions and eelings), and beha iou al
dimension (social ac ions o ien ed owa ds
o he pe sons and objec s) (Wa , 2002).
THE LEVEL OF ORGANIZATIONAL
CULTURE AS A CONSTANT CHALLENGE
FOR COMPANY MANAGEMENT
– AN EMPIRICAL RESEARCH
IN THE CZECH REPUBLIC AND POLAND
Ma cela Sokolo a, Vacla Zub , Anna Cie niak-Eme ych,
Szymon T. Dziuba
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The aim o his s udy is o examine he
le el o o ganiza ional cul u e (measu ed by
O ganiza ional Cul u e Index alue o h ee
o ganiza ional cul u e – suppo i e, inno a i e,
bu eauc a ic) in he Czech Republic and
Poland, i.e. o make a compa ison; he e is
sha ed consen ha OC p o ides he ‘social
glue’ ha p o ides companies wi h cohe ence,
iden i y, and di ec ion. In his ega d, his
sec ion b ie l y o e iews cul u al ypes linked
o he ways ha OC is aimed o be c ea ed.
Handy (1993), o example, add esses he
o ganiza ional phenomena ha con ibu e o
bo h he successes and ailu es o companies
and iden i i es ou undamen al cul u e ypes
(which he calls powe , ole, ask, and pe son).
Toge he , hese ypes cons i u e a amewo k
o he s udy and explo a ion o OC. In his
su ey o 88 Japanese companies, Kono (1990)
iden i i es i e cul u e ypes which he designa es
as Vi alised, ‘Follow he leade and i alised’,
Bu eauc a ic, S agnan , ‘Follow he leade and
s agnan ’. Tian, Deng, Zhang, and Salmado
(2018) whose cul u e esea ch is based on
heo e ically de i ed bipola dimensions,
dis inguish se e al pa e ns o how o espond
o he exis en ial ques ions a na ional le el.
Addi ionally, hey also ex end hei sea ch by
examining co po a e cul u es by na ionali y.
On he o he hand, Wa ’s O ganiza ional
Cul u e Assessmen Ins umen (OCAI) (2002)
de elops a balanced e alua ion me hod o he
OC sui abili y wi hou implying ha one cul u e
ype is a p io i mo e e i cien han ano he .
We sugges ha he OC’s con en ional
concep ualisa ion is some imes oo ague,
amo phous and incomp ehensible in he
con ex o mos peoples’ mundane ac i i ies
and day- o-day engagemen s wi h hei wo k li e
obs acles in companies. The e o e, we sugges
emphasising such dimensions and aspec s
o OC which a e much close o he o dina y
pe spec i es o company employees using he
concep s o cul u e ypes, indus ial ypes and
sub-cul u es. We belie e ha his app oach
would be mo e p oduc i e as i is mo e easily
ela ed o he pe cep ions and sen imen s
associa ed wi h in ol emen , a i ude and
beha iou , and acili a es knowledge sha ing.
In his ega d we ollow Wallach (1983) who
concep ualises and ope a ionalises h ee
cul u e dimensions, namely, (1) suppo i e,
(2) inno a i e, and (3) bu eauc a ic hospi al
cul u es. Wallach’s (1983) cul u al dimensions
a e b oadly accep ed because hey co espond
wi h he di e en ia ion in manage ial p ac ices
(bu eauc a ic, inno a i e, and suppo i e) and
e inces a highe deg ee o ele ance o he
heal h-ca e se ing. Hence, his model is also
used in his s udy o he ole o OCs in he
possibili ies o he enhancemen o company
inno a ion compe i i eness. The p o-inno a i e
o ganiza ional cul u e is pe cei ed as he
o ganiza ion´s abili y o inno a e.
The e a e many a ia ions o how o
de i ne o unde s and he e m inno a ion.
I could be said ha mos o ele an s udies
ocus on inno a ion as a way o echnological
imp o emen , upg ading, and pe ec ion o
p oduc de elopmen . Adle and Shenha
(1990), o ins ance, de i ne inno a ion as:
(1) he capaci y o c ea e such i ems which
a e able o add ess ma ke demands, (2) he
capaci y o u ilise exis ing inno a ion o c ea e
i ems, (3) he capaci y o p oduce new i ems
o e esh exis ing i ems o add ess business
sec o demands, and (4) he capaci y o acqui e
and use new echnological inno a ion o open
new oppo uni ies. Al hough, some au ho s
conside IC as a speci i c company asse . In ou
p e ious s udy, we also ex ended he scope o
he inno a ion´s signi i cance om echnological
sphe e o managemen domains. This esea ch
conside s IC an in eg al pa o he p ocess
whe eby he company in ques ion goes h ough
a ious ypes o inno a ion in o de o each
he gene al enhancemen o i s IC (Mohelská &
Sokolo á, 2018).
1. Resea ch Objec i e and
Me hodology
The esea ch is ocused on li e a u e esea ch
and on compa ison o he le el o o ganiza ional
cul u e in o ganiza ions in he Czech Republic
and Poland.
1.1 Objec i es and Resea ch Ques ion
The main s udy objec i e is o examine he le el
o o ganiza ional cul u e in he Czech Republic
and Poland, i.e. o make a compa ison.
To accomplish his objec i e, i is necessa y
o de i ne se e al sub-s eps:
STEP1: Con en analysis (De i ning
basic concep s and con ex s ela ed o
o ganiza ional cul u e, iden i i ca ion o
possible ac o s de e mining he le el o
o ganiza ional cul u e in he Czech Republic
and Poland.).
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STEP2: Compa ison o he le el o
o ganiza ional cul u e in o ganiza ions in he
Czech Republic and Poland and a deepe
analysis o he ob ained da a.
STEP3: Resul s summa y and conclusions
o mula ion.
A esea ch ques ion has been es ablished
in connec ion wi h he aim o his hesis which
examines o ganiza ional cul u e in he Czech
Republic and Poland:
RQ: In wha ex en do employees pe cei e
he le el o o ganiza ional cul u e in
Czech and Polish o ganiza ions he same
way, i.e. a e he e any di e ences in he
coun ies o o he pa ial cha ac e is ics
such as gende , o ganiza ion size and job
posi ion?
The ollowing hypo heses need o be
e i i ed in o de o i nd a esponse o he
esea ch ques ion:
H10: The e is no s a is ically signi i can
di e ence in he o ganiza ional cul u e
index in he Czech Republic and Poland.
H20: The e is no s a is ically signi i can
di e ence in he o ganiza ional cul u e
index in he Czech Republic and Poland
acco ding o gende .
H30: The e is no s a is ically signi i can
di e ence in he o ganiza ional cul u e
index in he Czech Republic and Poland
acco ding o he o ganiza ion’s size.
H40: The e is no s a is ically signi i can
di e ence in he o ganiza ional cul u e
index in he Czech Republic and Poland
acco ding o job classi i ca ion.
These hypo heses a e o mula ed as ze o
hypo heses. In he ollowing chap e , whe e he
su ey esul s a e p esen ed, he hypo heses
a e decomposed in o pa ial and mo e speci i c
hypo heses ha can be s a is ically alida ed.
1.2 The Resea ch Me hodology
A s anda dised ques ionnai e e alua ing
o ganiza ional cul u e – he Czech ansla ion
o Wallach’s Ques ionnai e (1983) –
O ganiza ional Cul u e Index (OCI) was used
o he compa ison. The main easons o
choosing his ques ionnai e o he s udy a e
ha he ques ionnai e is gene ally ecognized,
he s uc u e o he ques ionnai e analyses
he o ganiza ional cul u e le el and ha he
ques ionnai e is no signi i can ly a ec ed by
social and echnological de elopmen . Use o
he Wallach´s Ques ionnai e allows o compa e
he esul s in e na ionally. Ellen J. Wallach
di e en ia ed o ganiza ional cul u e in o
h ee dimensions – bu eauc a ic, suppo i e,
and inno a i e. Bu eauc a ic cul u e is
cha ac e ised by a hie a chical s uc u e o
an o ganiza ion whe e he e is a clea line o
au ho i ies and is highly o ganised. Suppo i e
cul u e, on he o he hand, is o ien ed owa ds
in e pe sonal ela ionships. I is desc ibed wi h
mu ual us , encou agemen and co-ope a ion.
Inno a i e cul u e is conside ed o be dynamic,
i s imula es c ea i e wo k, b ings new
challenges, and encou ages isky beha iou .
The quan i a i e ques ionnai e esea ch
be ween esponden s om he Czech Republic
and Poland was conduc ed. The ques ionnai e
consis s o 24 i ems desc ibing he o ganiza ion
ha a e a ed a Like ’s ou -poin scale
wi h answe s om 0 (does no desc ibe ou
o ganiza ion) o 3 (desc ibes ou o ganiza ion
in mos cases). The esponses a e e alua ed
o each o ganiza ional cul u e dimension
(eigh i ems pe dimension), so we ge an
index o o ganiza ional cul u e o bu eauc a ic,
inno a i e and suppo i e cul u e. F om hese
esul s, i is possible o ead how esponden
pe cei e he le el o he ele an ype o
o ganiza ional cul u e in he o ganiza ion whe e
hey wo k. The ques ionnai e also included he
basic h ee demog aphic issues – gende , age
and he esponden ’s educa ion le el, and i e
ques ions conce ning he cha ac e is ics o he
o ganiza ion whe e he esponden wo ks – he
o ganiza ion’s owne ship (Czech owne ship,
o eign owne ship, in e na ional co po a ion
and public/go e nmen al o ganiza ions), he
size o o ganiza ion (up o 50 employees, up
o 250 employees, 500 employees and o e
500 employees), and he esponden ’s posi ion
(manage – employee supe iso y, employee
wi hou employee liabili y) and business a ea.
Al hough i was no possible o ob ain
a c oss-sec ional sample in he Czech Republic
and Poland, we ied o c ea e a sample o
employees om di e en i elds, p o i and
non-p o i sec o s. Da a was collec ed h ough
collabo a ion in a dis ance s udy wi h ou
college s uden s when hey we e asked o i ll
ou a ques ionnai e wi h hei colleagues in he
o ganiza ion whe e hey wo k. We s a ed ou
wi h he ac ha hese s uden s a e wo king in
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Czech Republic Poland
I em % equency % equency
Gende
Men 45.73 675 49.17 177
Women 54.27 801 50.83 183
Age
Unde 30 35.57 525 36.11 130
30-40 29.20 431 42.22 152
51-50 21.41 316 16.39 59
51 and abo e 13.82 204 5.28 19
Educa ion
Elemen a y educa ional le el 0.34 5 0.83 3
Skilled wo ke 8.27 122 0.56 2
Seconda y school 45.05 665 7.22 26
Highe p o essional school 5.69 84 0.83 3
Unde g adua e (dis ance) lea ning 9.42 139 1.11 4
Uni e si y deg ee educa ion 31.23 461 89.44 322
Yea s o expe ience ( enu e)
Unde 5 yea s 48.85 721 68.33 246
5-10 yea s 27.24 402 21.11 76
11-15 yea s 10.84 160 6.11 22
O e 15 yea s 13.08 193 4.44 16
O ganiza ion owne ship
Local owne 42.82 632 60.00 216
Fo eign owne 22.97 339 5.28 19
In e na ional co po a ion 13.55 200 28.61 103
Public/go e nmen al o ganiza ion 20.66 305 6.11 22
O ganiza ion size
Up o 50 employees 34.62 511 35.56 128
Up o 250 employees 26.02 384 21.11 76
Up o 500 employees 10.98 162 10.56 38
O e 500 employees 28.39 419 32.78 118
Job le el
Manage /supe iso y esponsibili y employee 28.12 415 84.44 304
Non-supe iso y esponsibili y employee 71.88 1,061 15.56 56
Sou ce: own
Tab. 1: Composi ion o he su eyed sample o esponden s – Czech Republic
and Poland
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di e en ypes o o ganiza ions. In he Czech
Republic, da a collec ion ook place in he i s
hal o 2017 ( his was he hi d su ey o his
kind (2013 and 2015) and a he u n o 2017
and 2018 in Poland.
The ob ained da a was e alua ed using
Mic oso Excel 2016 and IBM SPSS . 24.
Desc ip i e s a is ics ools, co ela ion and
nonpa ame ic Mann-Whi ney U- es we e
used o e alua e he da a a signi i cance le el
p = 0.05. As a dependen a iable, he ype o
o ganiza ional cul u e (bu eauc a ic, inno a i e
and suppo i e) was chosen in his es .
In he ques ionnai e su ey’s amewo k,
1,574 ques ionnai es we e ecei ed in he
Czech Republic, 1,476 ques ionnai es we e
p ocessed (98 ques ionnai es we e excluded
om u he p ocessing due o a ious e o s
o he ques ionnai e’s incomple eness.) 433
ques ionnai es we e ecei ed in Poland and
360 ques ionnai es we e included in he
e alua ion o he same eason as he Czech
ques ionnai es (73 ques ionnai es we e
excluded). Since i has been a long- e m s udy
in he Czech Republic, mo e esponden s we e
ec ui ed, in Poland i was he i s su ey wi hin
he co-ope a ion – pilo e sion.
A mo e de ailed desc ip ion o he su eyed
sample o esponden s is gi en in Tab. 1.
I is clea om hese cha ac e is ics ha
a na owe g oup was examined in Poland, as
i was mainly ega ding esponden s unde he
age o 40, uni e si y educa ed in managemen
posi ions. F om his iewpoin , he esponden s’
sample in he Czech Republic was mo e
ep esen a i e. The sec ion de o ed o esul s will
examine how his ac a ec s he su ey esul s.
1.3 Wo k Limi a ions
The esea ch has se e al limi a ions. The main
one is esponden selec ion, as he whole
e i o y o he Czech Republic and Poland
is no co e ed om a geog aphic iewpoin .
Howe e , his de i ciency is no so c ucial, as
bo h he Czech Republic and Poland cu en ly
ha e a ela i ely homogeneous socio-economic
composi ion. Ano he su ey limi a ion is he
composi ion o esponden s in e ms o age,
highes educa ion achie ed and employmen
posi ion (as men ioned abo e). Despi e he
limi a ions, we a e con inced ha ou da a
p o ides esul s ha inc ease ou knowledge
o o ganiza ional cul u e le els in he Czech
Republic and Poland.
2. Resea ch Resul E alua ion
Now he main i ndings, o e i i ed hypo heses,
will be p esen ed. Fi s ly, he main hypo hesis
is examined, which conce ns compa ison o
he o ganiza ional cul u e index in he Czech
Republic and Poland.
2.1 Compa ison o he O ganiza ional
Cul u e Index in he Czech Republic
and Poland
H10: The e is no s a is ically signi i can
di e ence in he o ganiza ional cul u e index in
he Czech Republic and Poland.
The main hypo hesis was b oken-down in o
h ee pa s, whe e i is e i i ed whe he he e is
a s a is ically signi i can di e ence be ween he
di e en ypes o o ganiza ional cul u e in he
Czech Republic and Poland.
H1.10 The e is no s a is ically signi i can
di e ence in he bu eauc a ic o ganiza ional
cul u e index in he Czech Republic and
Poland.
H1.20 The e is no s a is ically signi i can
di e ence in he inno a i e o ganiza ional
cul u e index in he Czech Republic and
Poland.
H1.30 The e is no s a is ically signi i can
di e ence in he suppo ing o ganiza ional
cul u e index in he Czech Republic and
Poland.
A he op o Tab. 2 he e a e O ganiza ional
Cul u e Index alues o indi idual dimensions
in he Czech Republic and Poland. A ce ain
di e ence in esul s can be seen om he
index i sel . Responden s in he Czech
Republic e alua e o ganiza ional cul u e
mo e as bu eauc a ic (15,334) o suppo i e
(14,584), less esponden s indica e i as
inno a i e (11,814). In Poland, his is basically
he opposi e. The highes index belongs o
inno a i e cul u e (15,164), hen suppo i e
(14,858) and i nally bu eauc a ic (14,700) –
he absolu e di e ences in indices a e no
as signi i can as in he Czech Republic. The
dis ibu ion o indi idual alue equencies o
indi idual dimensions in he o ganiza ional
cul u e index in he Czech Republic and Poland
is shown in he ollowing cha s (Figs. 1 and 2).
A he bo om o he able a e he pe o med
es s esul s ( e i i ca ion o pa ial hypo heses).
Based on hese esul s i can be s a ed ha
he e is a s a is ically signi i can di e ence
o 5% in he o ganiza ional cul u e index
ega ding inno a i e cul u e in he Czech
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Republic and Poland – only his hypo hesis has
been con i med. A a highe signi i cance le el,
a ce ain di e ence can also be iden i i ed in he
bu eauc a ic dimension.
Based on he esul s, he ze o hypo hesis
H1.20 was ejec ed and an al e na i e
hypo hesis was adop ed H1.21. The e is
a s a is ically signi i can di e ence in he
inno a i e o ganiza ional cul u e index in he
Czech Republic.
Due o he composi ion o esponden s
in Poland, especially ega ding uni e si y-
O ganiza ion cul u e index – o al
Bu eauc a ic Inno a i e Suppo i e
Czech Republic 15.334 11.814 14.584
Poland 14.700 15.164 14.858
Hypo hesis es
Mann-Whi ney U 249,769.500 145,930.500 251,872.500
Wilcoxon W 314,749.500 1,235,956.500 1,341,898.500
Z -1.769 -13.314 -1.535
Asymp. Sig. (2- ailed) 0.077 0.000 0.125
Sou ce: own
Tab. 2: O ganiza ional cul u e index in he Czech Republic and Poland – hypo heses
esul s
Fig. 1: Dis ibu ion o esul s in he Czech Republic – o ganiza ional cul u e index
Sou ce: own
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educa ed esponden s in managemen
posi ions, subsequen ly, whe he his ac
had an impac on he esul ing o ganiza ional
cul u e index was e i i ed. As he ques ion is
whe he he index o o ganiza ional cul u e in
he inno a i e cul u e (dimension) in Poland
is in l uenced p ecisely by he ac ha mos
esponden s in Poland a e uni e si y-educa ed
and he e o e a e in posi ions whe e hey ha e
mo e eedom, hey can ini ia e changes; hey
can be mo e c ea i e, e c.
The e o e, whe he educa ion had an
impac on he o ganiza ional cul u e index was
e i i ed. The esul s we e compa ed only o
uni e si y-educa ed esponden s in he Czech
Republic and Poland (see Tab. 3). F om hese
esul s, we can see ha i we compa e only
uni e si y-educa ed esponden s in he Czech
Republic and Poland, he esul will be he same
– he s a is ically signi i can di e ence in he
inno a i e dimension is con i med. Simila ly,
he Job le el cha ac e is ic was e i i ed.
The e o e, we can compa e ob ained
da a, as he e is no p oo ha di e ences in
he cha ac e is ics o he examined samples
in l uence he esul s hemsel es – he
o ganiza ional cul u e indexes o he indi idual
dimensions.
2.2 O ganiza ional Cul u e Index
Compa ison in he Czech Republic
and Poland – by Gende
H20: The e is no s a is ically signi i can
di e ence in he o ganiza ional cul u e index in
he Czech Republic and Poland by gende .
H2.10 The e is no s a is ically signi i can
di e ence in he bu eauc a ic o ganiza ional
cul u e index by gende in he Czech
Republic / Poland.
H2.20 The e is no s a is ically signi i can
di e ence in he inno a i e o ganiza ional
cul u e index by gende in he Czech
Republic / Poland.
Fig. 2: Dis ibu ion o esul s in Poland – o ganiza ional cul u e index
Sou ce: own
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152 2019, XXII, 1
Business Adminis a ion and Managemen
H2.30 The e is no s a is ically signi i can
di e ence in he suppo i e o ganiza ional
cul u es index by gende in he Czech
Republic / Poland.
Tab. 4 lis s he es esul s ega ding
whe he he o ganiza ional cul u e index
is in l uenced by he esponden ’s gende .
A s a is ically signi i can di e ence o 5% was
only demons a ed in he inno a i e dimension
(p = 0.025), and only in he Czech Republic. Men
in he Czech Republic e alua e o ganiza ional
cul u e as inno a i e wi h an a e age index
alue o 12,127, compa ed wi h women wi h
an a e age alue o an o ganiza ional cul u e
index o 11,549. Fo he o he dimensions in
he Czech Republic and Poland he in l uence o
gende was no p o en.
Based on hese esul s, he ze o hypo hesis
H2.20 was ejec ed and an al e na i e
hypo hesis was adop ed H2.21. The e is
a s a is ically signi i can di e ence in he
inno a ion o ganiza ional cul u e index by
gende in he Czech Republic.
2.3 O ganiza ional Cul u e Index
Compa ison in he Czech Republic
and Poland – by O ganiza ion Size
Fo u he p ocessing, he o ganiza ions whe e
he esponden s wo k a e di ided in o wo
g oups – up o 250 employees (including) and
o e 250 employees.
H30: The e is no s a is ically signi i can
di e ence in he o ganiza ional cul u e index in
he Czech Republic and Poland acco ding o
o ganiza ion size.
H3.10 The e is no s a is ically signi i can
di e ence in he bu eauc a ic o ganiza ional
O ganiza ion cul u e index – uni e si y deg ee educa ion
Bu eauc a ic Inno a i e Suppo i e
Czech Republic 15.562 11.983 15.069
Poland 14.649 15.230 14.975
Hypo hesis es
Mann-Whi ney U 67,166.000 41,187.500 73,465.500
Wilcoxon W 119,169.000 147,678.500 179,956.500
Z -2.271 -10.636 -0.243
Asymp. Sig. (2- ailed) 0.023 0.000 0.808
Sou ce: own
O ganiza ion cul u e index
Czech Republic
O ganiza ion cul u e index
Poland
Bu eauc a ic Inno a i e Suppo i e Bu eauc a ic Inno a i e Suppo i e
Men 15.287 12.127 14.643 14.621 15.305 14.977
Women 15.373 11.549 14.534 14.776 15.027 14.743
Hypo hesis es Hypo hesis es
Mann-Whi ney U 268,044.000 252,054.500 264,637.000 15,587.500 15,603.500 16,065.000
Wilcoxon W 496,194.000 573,255.500 585,838.000 31,340.500 32,439.500 32,901.000
Z -0.282 -2.248 -0.701 -0.617 -0.602 -0.132
Asymp. Sig. (2- ailed) 0.778 0.025 0.484 0.537 0.547 0.895
Sou ce: own
Tab. 3: Index o o ganiza ional cul u e in he Czech Republic and Poland
– highe educa ion
Tab. 4: O ganiza ional cul u e index in he Czech Republic and Poland by gende
– hypo heses esul s
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153
1, XXII, 2019
Business Adminis a ion and Managemen
cul u e index acco ding o he size o
o ganiza ion in he Czech Republic / Poland.
H3.20 The e is no s a is ically signi i can
di e ence in he inno a i e o ganiza ional
cul u e index acco ding o he size o
o ganiza ion in he Czech Republic / Poland.
H3.30 The e is no s a is ically signi i can
di e ence in he suppo i e o ganiza ional
cul u e index acco ding o he size o
o ganiza ion in he Czech Republic / Poland.
F om he esul s shown in Tab. 5, we can see
ha he o ganiza ion size al eady has a mo e
signi i can in l uence on he o ganiza ional
cul u e e alua ion. This impac has no only
been demons a ed in an inno a i e cul u e
(dimension). On he con a y, a signi i can
s a is ical di e ence was demons a ed in
bu eauc a ic cul u e bo h in he Czech Republic
and in Poland. Responden s wo king in
o ganiza ions wi h o e han 251 employees
pe cei e o ganiza ional cul u e as mo e
bu eauc a ic han in smalle o ganiza ions.
This ac could ha e been assumed as
la ge o ganiza ions need o ha e a mo e
sophis ica ed managemen sys ems.
By con as , esponden s om smalle
o ganiza ions see hei o ganiza ions as mo e
suppo i e. This p o ed o be he same in bo h
he Czech Republic and Poland.
Based on hese esul s, he ze o hypo hesis
H3.10 was ejec ed and an al e na i e hypo hesis
was adop ed H3.11 The e is a s a is ically
signi i can di e ence in he bu eauc a ic
o ganiza ional cul u e index acco ding o
o ganiza ion size in he Czech Republic and
Poland. Fu he mo e, based on he esul s,
he ze o hypo heses H3.30 was ejec ed and
an al e na i e hypo hesis was adop ed. H3.31
The e is a s a is ically signi i can di e ence
in he suppo ing o ganiza ional cul u e index
acco ding o o ganiza ion size in he Czech
Republic and Poland. The H3.20 hypo hesis in
he Czech Republic and Poland was accep ed.
2.4 O ganiza ional Cul u e Index
Compa ison in he Czech Republic
and Poland – by Job Classi i ca ion
H40: The e is no s a is ically signi i can
di e ence in he o ganiza ional cul u e index in
he Czech Republic and Poland acco ding o
he job classi i ca ion.
H4.10 The e is no s a is ically signi i can
di e ence in he bu eauc a ic o ganiza ional
cul u e index acco ding o he job
classi i ca ion in he Czech Republic / Poland.
H4.20 The e is no s a is ically signi i can
di e ence in he inno a i e o ganiza ional
cul u e index acco ding o he job
classi i ca ion in he Czech Republic / Poland.
H4.30 The e is no s a is ically signi i can
di e ence in he suppo i e o ganiza ional
cul u e index acco ding o he job
classi i ca ion in he Czech Republic / Poland.
Acco ding o he hypo heses esul s (Tab. 6)
ega ding he esponden ’s employmen , i could
be said ha s a is ically signi i can di e ences a e
demons a ed o all o ganiza ional dimensions in
he Czech Republic. In Poland, on he con a y,
hey a e no p o en. Howe e , hese conclusions
should s ill be e i i ed because he e we e
mo e esponden s in he Czech Republic in he
O ganiza ion cul u e index
Czech Republic
O ganiza ion cul u e index
Poland
Bu eauc a ic Inno a i e Suppo i e Bu eauc a ic Inno a i e Suppo i e
Up o 250 14.546 11.734 14.860 13.485 15.314 15.466
O e 251 16.547 11.936 14.158 16.288 14.968 14.064
Hypo hesis es Hypo hesis es
Mann-Whi ney U 182,189.000 253,711.000 234,088.000 10,279.000 14,989.000 13,439.500
Wilcoxon W 583,149.000 654,671.000 403,159.000 31,189.000 27,235.000 25,685.500
Z -9.753 -0.788 -3.247 -5.771 -0.947 -2.532
Asymp. Sig. (2- ailed) 0.000 0.431 0.001 0.000 0.344 0.011
Sou ce: own
Tab. 5: O ganiza ional cul u e index in he Czech Republic and Poland acco ding
o o ganiza ion size – hypo heses esul s
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