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The Effects of Culture Constructs Learning, Power, Identity and Conflict on Individual and Team Performance in a Fortune 500 Company

机译：文化在财富500强公司中构建学习，权力，认同和冲突对个人和团队绩效的影响

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摘要

The quest to improve organizational performance and build effective organizational culture is prevalent today. This effort can be complex. This dissertation explores the question: Does culture change enable performance? If so, how? This dissertation focuses on the measurement of the four culture constructs: learning, power, identity, and conflict management and its relationship to performance. The article "Changing the Way We Change," whose assertions I test in my research, provides a present-day view using all four constructs. Unique to this study, there is no known combination of the four constructs directly linked to organizational performance in research and additional empirical evidence to support enhancing organizational performance. Data from a Fortune 500 organization was analyzed and tested to see whether positive associations exist between these four constructs that enable performance change at various organization levels. The author utilized mixed-level and multilevel linear regression procedures of data analysis, and found that team empowerment and individual organizational identity significantly enabled performance change. Conversely, there was a negative relationship between employee empowerment and individual performance. Conflict management and performance also had a negative association. The paradox of organizational culture change and performance with suggestions for future research for scholars and implications for practitioners is discussed.
机译：如今，寻求提高组织绩效和建立有效组织文化的追求十分普遍。这项工作可能很复杂。本文探讨了一个问题：文化变革能否促进绩效？如果是这样，怎么办？本文着重于对四种文化结构的测量：学习，权力，身份，冲突管理及其与绩效的关系。我在研究中检验了其断言的文章“改变我们的变化方式”提供了使用所有四种构造的当今观点。这项研究的独特之处在于，尚无与组织绩效直接相关的四种结构的已知组合，也没有支持增强组织绩效的其他经验证据。对来自《财富》 500强组织的数据进行了分析和测试，以查看这四个结构之间是否存在正相关关系，以使各个组织级别的绩效发生变化。作者利用数据分析的混合级和多层线性回归程序，发现团队授权和个人组织身份显着促进了绩效变更。相反，员工授权与个人绩效之间存在负相关关系。冲突管理和绩效之间也存在负相关关系。讨论了组织文化变革和绩效的悖论，并提出了对学者的未来研究建议和对实践者的启示。

著录项

  • 作者

    Daniels, Genice M.;

  • 作者单位

    Benedictine University.;

  • 授予单位 Benedictine University.;
  • 学科 Organizational behavior.;Management.
  • 学位 Ph.D.
  • 年度 2017
  • 页码 141 p.
  • 总页数 141
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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