Abstract
The main objective of this study was to determine the relationships between sets of key variables, as portrayed in the theoretical model. This model suggested inter alia, that selected personality variables are the mediators of the relationship between job satisfaction and organisational culture. The final empirical predictive model revealed that the selected personality variables were not the mediators of the relationship between job satisfaction and organisational culture.
The methodology of the study has been designed to answer the research questions. The research design is a quantitative design and the application of measuring instruments generated primary data. Five different questionnaires have been applied, namely the Minnesota Satisfaction Questionnaire, Five Factor Personality Inventory, Sense of Coherence Questionnaire, Self-Efficacy Scale and the Organisational Culture Scale. An ex post facto approach to data analysis has been used for retrospectively exploring the inter-relationships between the data sets.
A two-stage process of data analysis has been followed. The objective of the first phase is to establish scale reliabilities before proceeding to the second phase. The objective of the second phase is to establish the nature of the relationships between key variables in applying multi-variate statistical techniques (e.g. multi factor analysis of variance (ANOVA) and General Linear Modeling (GLM) and to develop an empirical theoretical model for predicting organisational culture.
In phase one, the statistical procedures applied include descriptive statistics, tests for sampling adequacy and tests for sphericity, in order to establish if the inter-correlation matrices were suitable for further factor analysis. The factor analyses are followed by iterative item analyses.
From the descriptive scale one can infer that conscientiousness, agreeableness, goal-directedness, imposed personal demands, internal climate and intrinsic satisfaction are the best answered items.
Three dimensions of the Minnesota Satisfaction Questionnaire, two dimensions of the Organisational Culture Scale, five dimensions of the Five Factor Personality Inventory and one scale each of the Sense of Coherence Questionnaire and Self-Efficacy Scale have been identified. These scales all presented high and acceptable Cronbach Alphas and the total score distributions indicate that parametric (normal distribution) inferential statistical procedures can be applied.
In the second phase, inferential statistical procedures have been conducted to test the hypotheses. In applying bi-variate analyses (i.e. analyses of variance) the relationship between biographical variables, job satisfaction and organisational culture has been established. The main findings of this part of the research can be summarised as follows:
• Significant differences in the mean scores between the race groups – Blacks compared to the Coloured/Asians and Whites - and imposed personal demands were found.
• Significant differences in the mean scores between the education groups – Basic diploma and specialised diploma and Basic diploma with additional qualifications – and intrinsic satisfaction were found.
• Significant differences in the mean scores between the home language groups and job satisfaction dimensions – personal demands and extrinsic satisfaction -- were found.
A similar statistical procedure has been applied by using the GLM, in which all the biographical variables and personality variables were included in the equation to predict job satisfaction. The findings are:
• Selected personality variables (Five Factor Model) predicted job satisfaction and, in certain cases, the personality variables were moderated by a biographical variable, namely hospital type.
In applying the GLM to determine job satisfaction as predictor of organisational culture, the following results have been obtained:
• Imposed Personal Demands did predict organisational culture – with regard to goal-directedness, however, a negative regression line was shown.
• Extrinsic Satisfaction predicted organisational culture – goal-directedness and internal climate depended on diploma and specialised diploma.
In applying the GLM to determine the selected personality variables as the mediators of the relationship between job satisfaction and organisational culture, no empirical significant results have been achieved.
With regard to the relationship between biographical variables, selected personality variables and organisational culture, it has been found that personality variables did predict organisational culture (goal-directedness and internal climate). The biographical variables acted as moderators of the personality variables.
The hypothesised difference between the five-work units’ organisational cultures revealed no statistical significant differences in the mean scores. In applying the GLM, it was found that the CTICU was a moderator of conscientiousness in the prediction of the internal climate.
It was found that the biographical variables, hospital type, educational level and unit of work, were the moderators of selected personality variables in the prediction of job satisfaction and organisational culture. It was found that the job satisfaction dimensions explained more variance in the prediction of organisational culture, opposed to the selected personality variables that primarily predicted job satisfaction and secondarily perceived organisational culture. However, a moderating effect was present in this prediction.
The findings have some theoretical value as the nursing professionals were included for the first time in a study of this nature. A more sophisticated multi-variate General Linear Model (GLM) was applied for the prediction of job satisfaction and organisational culture. Different predictors explained the variance in job satisfaction and organisational culture, which resulted in a parsimonious predictive empirical model. The model also illustrates possible significant moderating effects between the different predictor variables. The model serves as a good point of departure for understanding and explaining organisational culture.
A final review of the research indicated clearly that all the literature and empirical objectives, as set out in the beginning of the study, have been met at the end of this research. A final integrated multivariate empirical model for subjective organisational culture was the result.
Prof. G. Roodt