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  • СТРУКТУРНЫЕ МОДЕЛИ СВЯЗИ ВОСПРИНИМАЕМЫХ ТИПОВ КОРПОРАТИВНОЙ КУЛЬТУРЫ С ОРГАНИЗАЦИОННОЙ ИДЕНТИФИКАЦИЕЙ

Article

СТРУКТУРНЫЕ МОДЕЛИ СВЯЗИ ВОСПРИНИМАЕМЫХ ТИПОВ КОРПОРАТИВНОЙ КУЛЬТУРЫ С ОРГАНИЗАЦИОННОЙ ИДЕНТИФИКАЦИЕЙ

Вопросы психологии. 2019. № 2. С. 97-114.
Липатов С. А., Несмеянова Р. К.

The authors describe the nature of the relationship between the perceived types of corporate culture in L. Konstantin's typology with the following variables: the attractiveness of corporate culture, the types of organizational identification, the need for it, the types of attachment to the organization and the individual-organization values fit. The study involved 241 employees of commercial enterprises (63 men and 178 women). Participants filled out a questionnaire, which includes five parts. The data were processed using structural equations. The result of work was the creation of four structural models for each perceived type of corporate culture (open, closed, synchronous, random), reflecting the features of their relationship with the variables being studied. General regularities were revealed. The correspondence of values ​​reflects the perception of the employee of his organization as attractive, on the appearance of his need for identification, and speaks about the low probability of the appearance of avoiding attachment type. The presence of ambivalent attachment can cause avoiding attachment, in which the employees are not satisfied with the work and try to avoid any communication with colleagues, which, in turn, can partly provoke the emergence of neutrality in relation to the place of work. Disidentification and neutral identification may be the cause of the ambivalent attitude towards the organization. When an employee does not have an indifferent attitude to it and is included in the organizational life, the probability of forming a positive identification is high. In addition, the features and differences in the resulting models were analyzed. A promising direction of the development of this topic is the justification and addition of new variables to the model for the purpose of their empirical verification to create a single integrated theoretical and methodological model that describes the organizational life in a complex manner.