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An evaluation of the perceived organizational culture and innovative climate of a Department of Defense community of organizations.

机译：对国防部组织社区的组织文化和创新氛围的评估。

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摘要

The Department of Defense, a hierarchically structured organization, performs a myriad of missions and tasks. To be better prepared to meet the challenges associated with these missions and tasks, senior military leaders are stating the need to be agile, adaptive, and innovative. Organic organizational cultures and innovative climates, which the literature indicates are inextricably linked, could help improve performance by empowering members to better interact with their environment, communicate and act rapidly, and innovate.;The research literature recommends that further empirical investigation be conducted to better understand the relationship between organizational culture and organizational innovation. Little empirical evidence exists that describes this relationship. Public organizations have not been studied as much as private organizations in this regard, and this type of academic study has not occurred within one of the largest public organizations in the United States, the Department of Defense. The Department of Defense, and its largest component, the Military Services, have a famously hierarchical and mechanistic structure and culture. Conducting such an investigation within the Department of Defense could benefit its current transformation efforts to become more agile, adaptive, and innovative.;Achievements obtained by conducting this research include development of a new valid and reliable survey, development of a regression model quantifying the relationship between a perceived organizational culture and innovative climate (i.e., perceived innovative climate is predicted by perceived organizational culture), development of a structural equation model which explores the relationship between perceived organizational culture and innovative climate, and evidence that organizations can perceive themselves as innovative/organic while existing in a hierarchical/mechanistic structure. Taken together, these achievements offer public organizations and perhaps private organizations a tool and process that could be used to better understand organizational culture and climate as a first step in an effort to better align with their environment. This in turn could improve effectiveness and foster innovative thinking in an inexpensive, non-material manner. The main findings of this research, though, are that perceived organic organizational cultures foster perceived innovative climates and that providing resources (time, funding, and manpower) for innovation positively influences an organization's perceived innovative climate.
机译：国防部是一个层次结构的组织，执行许多任务和任务。为了更好地应对与这些任务和任务相关的挑战，高级军事领导人表示，必须具有敏捷性，适应性和创新性。文献指出，有机的组织文化和创新的气候有着千丝万缕的联系，它们可以通过增强成员与环境的互动，沟通和快速行动以及创新的能力来帮助改善绩效。研究文献建议进行进一步的实证研究，以更好地开展工作。了解组织文化与组织创新之间的关系。几乎没有经验证据描述这种关系。在这方面，对公共组织的研究不如对私人组织的研究那么多，而且这种学术研究还没有在美国最大的公共组织之一国防部中进行。国防部及其最大的组成部分，即军事部门，拥有著名的等级制度和机制结构和文化。在国防部内进行这样的调查可能有益于其当前的转型工作，以变得更加敏捷，适应性强和创新性。进行这项研究获得的成果包括开发新的有效和可靠的调查，开发量化关系的回归模型。在感知到的组织文化与创新氛围之间（即感知到的创新氛围由感知到的组织文化预测），结构方程模型的开发，该模型探索感知的组织文化与创新氛围之间的关系，并证明组织可以将自己视为创新/有机的同时以分层/机械结构存在。综上所述，这些成就为公共组织甚至私人组织提供了一种工具和过程，可以用来更好地了解组织文化和气候，以此作为更好地使其环境与工作相适应的第一步。反过来，这可以提高效率，并以廉价，非实质性的方式促进创新思维。但是，这项研究的主要发现是，有机的组织文化促进了创新的氛围，而为创新提供资源（时间，资金和人力）对组织的创新氛围产生了积极影响。

著录项

  • 作者

    Whittinghill, Craig.;

  • 作者单位

    The University of Alabama in Huntsville.;

  • 授予单位 The University of Alabama in Huntsville.;
  • 学科 Business Administration Management.;Engineering Industrial.
  • 学位 Ph.D.
  • 年度 2011
  • 页码 227 p.
  • 总页数 227
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 TS97-4;
  • 关键词

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