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

ABSTRACT 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.

摘要
研究背景：现有组织文化研究多以组织共识程度为基础开展探究，即便将组织文化视作共享意义的集合亦是如此。然而，共享意义并不等同于观点完全一致。与之相反，即便个体间存在观点分歧，仍可能就哪些文化要素具有相关性达成共识——这一事实使得个体即便对他人的作答持有不同意见，依然能够共享文化图式（cultural schemas）。
研究目标：本研究采用适配巴西本土情境的组织价值观量表，依托针对207名来自不同企业的员工开展的问卷调查，绘制文化图式的映射图谱。
研究方法：文化认知领域的新近研究进展，为本文这一教程性文章提供了支撑，使其能够基于相关类别分析（correlational class analysis）方法绘制组织文化图式的映射图谱。该方法并非依据受访者间的作答一致性进行分组，而是通过根据问卷作答间的线性依存关系对受访者进行排序，将样本划分为不同的图式类别。
研究结果：本研究识别出两类截然不同的图式类别——反应型（reactive）与韧性型（resilient），这两类类别会调节态度与组织结构对员工认可度及工作满意度的影响效应。
研究结论：本研究不仅为如何运用所探究的分析技术提供了操作教程，同时也指明了该方法对组织文化研究领域的重要应用价值。