Organizational Culture Types Model Affecting the Perceived Organizational Performance According to the Role of Organizational Learning (Case Study: Kohgiluyeh and Boyer-Ahmad Agricultural Jihad Organization).
الموضوعات :Arash Rahimi firozabad 1 , Saeed. Razeghi 2 , Amir Kazemi 3
1 - department of management
2 - Department of Management, Shiraz Branch, Islamic Azad University, Shiraz, Iran
(Corresponding Author)
3 - Department of MBA, Shiraz branch, Islamic Azad University, Shiraz, Iran
الکلمات المفتاحية: Organizational Learning, Agriculture Jihad Organization, Perceived Organizational Performance, Organizational Culture,
ملخص المقالة :
The present study aimed to provide a model of organizational culture types affecting the perceived organizational performance according to the role of organizational learning has been done. The statistical population of this study includes the employees of the Kohgiluyeh and Boyer-Ahmad Agricultural Jihad Organization. The present study is practical in terms of nature and purpose, in identifying the types of organizational culture of qualitative research, and in identifying the relationships between variables in terms of research method. The statistical population in the fuzzy Delphi method was 15 experts who were sampled by a purposeful judgmental method. At the structural equation modeling, 220 employees were sampled by a simple random method. In order to collect the data, questionnaires were designed in the form of a fuzzy Delphi method and the Likert spectrum. The software used in this study is Smart PLS (version 3), SPSS (version 25), and Excel (version 2016). With the fuzzy Delphi method, between 23 dimensions identified from the literature, 14 were approved by experts. The results of the PLS method indicate that all hypotheses except the effect of the adhocracy culture, development culture, and employees supporting change according to the role of organizational learning on perceived organizational performance were confirmed. The results showed that the leadership component has the highest effect on organizational learning according to the role of organizational learning with a beta of %0.594.
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