Replication Data for: Mapping Organizational Culture Schemas Based on Correlational Class Analysis: A Tutorial

Context: organizational culture tends to be investigated based on organizational consensus degree, even when it is seen as shared meanings. However, sharing meanings does not imply having the same opinions. On the contrary, there may be agreement on which cultural elements are relevant, even when opinions differ from each other, a fact that enables individuals to share cultural schemas, although they disagree with each other’s answers. Objective: we aim to use a scale of organizational values adapted to the Brazilian context to map cultural schemas based on a survey conducted with 207 workers from different companies. Method: recent advancements in the cultural cognition field have enabled the present tutorial article to map organizational culture schemas based on correlational class analysis. This method divides the sample into schematic classes by listing respondents based on the linear dependence between answers given to a questionnaire, rather than on agreement between respondents. Results: two different schematic classes (reactive and resilient) that condition the effect of attitudes and organizational structure on employee appreciation and satisfaction. Conclusions: besides providing a tutorial on how to use the investigated technique, the study points out its relevance for organizational culture field.

背景：组织文化（Organizational Culture）通常基于组织共识度（Organizational Consensus Degree）开展研究，即便其被视作共享意义（Shared Meanings）。然而，共享意义并不等同于意见统一。恰恰相反，即便个体间意见存在分歧，人们仍可能就哪些文化要素具备相关性达成共识——这一事实使得个体即便对彼此的作答持有异议，仍能够共享文化图式（Cultural Schemas）。
研究目标：本研究拟采用适配巴西本土语境的组织价值观（Organizational Values）量表，基于针对207名来自不同企业的员工开展的问卷调查，刻画文化图式。
研究方法：文化认知（Cultural Cognition）领域的最新研究进展使得本教程性文章得以基于相关类分析（Correlational Class Analysis）刻画组织文化图式。该方法并非依据受访者间的意见一致性，而是根据问卷作答结果之间的线性相关性（Linear Dependence）对受访者进行排序，进而将样本划分为不同的图式类别。
研究结果：本研究得到两类不同的图式类别：反应型（Reactive）与韧性型（Resilient），二者均制约了态度与组织结构对员工认可度及员工满意度的影响效应。
研究结论：本研究不仅为该方法的实操应用提供了教程指导，同时也阐明了该方法在组织文化研究领域的应用价值。