Educating Culture in Enhancing Job Satisfaction: A Case Study in XYZ Organization.

Culture is something which is socially learned and transmitted by members of a group and it work as a guideline or rules for behaviors in the organization (Jen-Te Yang, 2007). Culture is a set of beliefs which includes practices, values, and assumptions about their work. The purpose of the study is to identify the relationship between the four (4) types of organizational culture (Clan, Adhocracy, Market and Hierarchy) and how it effects job satisfaction in Company XYZ which will then assist the management team to educate the needed culture which best suited to the organization growth. For measuring data regarding Organizational Culture, Organizational Culture Assessment Instrument (OCAI) was used, while as for Job Satisfaction data were measured by using a five-item scale operational job satisfaction instrument adapted from Wright and Cropanzo (1998). A quantitative survey method was applied in this study. 98 employees in the ABC department acted as respondent and SPPS software version 21 were used to analyze the data that collected. The findings of the study presented that there are positive significant relationship between Clan Culture and Job Satisfaction as well as a positive relationship between Market Culture and Job Satisfaction. Keyword: culture, job satisfaction Introduction Each organization has its own set of culture as compared to other organization. The culture itself differentiates the organization to itself to the other organization in the way how things are being done, how the employees react (behaviors) as well as it provides a source of identity to the employees. This study wish to understand further on the different types of organizational culture and how it relates to job satisfaction. This is to allow the management educate and create a stronger culture across the organization to ensure that the employees will have high job satisfaction. The study was conducted in XYZ organization which is a government-owned and was one of the most profitable corporations in its industry. Problem Statement XYZ organization is an organization where the management practise and belief that job rotation is a program which will allow the management and team players in the organization to enhance their knowledge as well as their skill. Job rotation does not only involve the lower positions but also involves the top management and the decision makers themselves. When leaders change due to the job rotation program, the management style changes so does the momentum of doing work and etc. This affects the behaviour of the employee as well as the culture of the organization. Therefore, it is important for the organization to recognize the relationship between organizational culture and job satisfaction. According to Amjad (2011), a number of research EDUCATING CULTURE IN ENHANCING JOB SATISFACTION: A CASE 4$International$Conference$on$Language,$Education$and$Innovation$(ICLEI)$$ 19%&%20%MARCH,%2016%! 118$ has been done to study the linkage between organizational culture with job satisfaction for example, (Lund, 2003; Rad et al., 2006; Chang & Lee, 2007; Shurbagi & Zahari, 2012; Belias & Koustelious, 2014). Besides that, based on Silverthorne (2004) research, he states that on the level of job satisfaction of employees, organizational culture can play an important role. Furthermore, Tsai (2011), states that a strong culture in an organization has codes of conduct and values for its employees, in which it helps the organization to accomplish its goals and mission. However there was no research been done on the above issue in XYZ organization and due to that the top management of XYZ organization wish to understand as whether the change of culture due to constant job rotation affects the job satisfaction of its employees. According to Bellou (2010), the study on organizational culture and job satisfaction are important for organization since it is another attempt to understand what encourage the employee job satisfaction. Furthermore, Gregory (2009) also claimed that it is an essential success for any organization through employee satisfaction. Therefore, it fills the gap by conducting the study in the department an effort to improve the understanding regarding the organizational culture and job satisfaction for the organization. Research Questions 1. What is the relationship between the four (4) types of organizational culture and job satisfaction in the ABC department in XYZ Organization? 2. What is the dominant organizational culture adopted in the ABC department in XYZ Organization? Research Objectives 1. To identify the relationship between the four (4) types of organizational culture and job satisfaction in ABC department in XYZ Organization? 2. To indicate the most dominant organizational culture adopt in ABC department in XYZ Organization? Literature Review Job Satisfaction Job satisfaction has become a sensation of great concern among experts and researchers for years (Locke, 1976; Cranny, Smith & Stone 1992; Hwang and Chi, 2005; Spector, 1997; Thomas and Au, 2002). In the 1935, job satisfaction Hoppock is the initial researcher that proposed the concept. (Tsai et al., 2007). According to Aziri (2011), job satisfaction is a multifaceted and complex concept that brings different meanings to different individual. Job satisfaction is considered as one of the most important indicators in order understands and measured how an employee feels about their work. According to Yucel and Bektas (2012) states that job satisfaction is the highly frequent organizational variables that been measured in empirical studies setting. According to Aziri (2011), job satisfaction represents one of the most complex areas facing by managers today’s when it comes to managing employees. Furthermore Aziri (2011) added that job satisfaction may serve as one of the organizational activities indicators. According to Chang and Lee (2007), they conclude that organizational culture has a positive impact on the job satisfaction of the employees. Organizational Culture According to Shurbagi (2014a), the origin of corporate or organizational culture began in the mid nineteenth century. Based on Schwartz and Davis (1981) mentioned that organisational culture is a “a set of expected behaviours that are generally supported within a EDUCATING CULTURE IN ENHANCING JOB SATISFACTION: A CASE 4$International$Conference$on$Language,$Education$and$Innovation$(ICLEI)$$ 19%&%20%MARCH,%2016%! 119$ group”. However it differs with Cameron and Freeman (1991) in which they presume organizational culture is difficult to objectively assess because it is taken for granted, assuming individual shares within the organization. According to Lund (2003), culture, types are arranged in order of rank where the highest rank is clan, followed by adhocracy, market and the lowest is hierarchy culture. Therefore, it is important an organization to achieve the highest rank of organizational culture by implementing a clan culture. Tsai. Y (2011), states that organizational cultures were significantly (positive) correlated with leadership behaviour and job satisfaction. Organizational Culture Types Past researcher proposed different types of organizational culture. In this study, we would look at the four types of organizational types. Furthermore, the framework model by these researchers: Quinn & Cameron, 1983; Quinn & Rohrbaugh, 1983; Cameron & Freeman, 1991; Cameron & Quinn, 2006 explained that all the four types of culture are mainly referring to the employee’s relationship. Each of the quadrants of culture referring to a different kind of culture where it explained on dominant attributes, leader’s style, the bonding and strategy emphasises. Based on the research of Shurbagi and Zahari (2012), it was found that the relationship between four types of organizational culture and five facets of job satisfaction was positively significant. The Competing Values Framework developer, Cameron and Quinn (2006) suggest the four types of culture based on the theory that illustrated in Figure 1. Figure 1. The competing values framework adapted from Cameron & Quinn (2006) Clan culture. A Clan Culture can be described as a society that attached together. Clan culture is a culture that possesses a very comfortable and pleasant to work, in which the whole organization extent their relationship one to another up to family type bonding, while at the same time those individuals willing to share information between them. They see and feel the sociable and pleasant environment in their workplace (Gull and Fariha Azam, 2012). The bonding exists between the implementer are due to loyalty or tradition also interpersonal cohesion. While the leader style are favourably on mentoring, facilitating and act as a team builder. The employees’ commitment towards their job is high. Emphasizing on long term benefits, the organization emphasizes human resource development and participation. Adhocracy culture. According Gull and Fariha Azam (2012), Adhocracy culture is a culture which is entrepreneurial, energetic and provides a place for its worker and its own management to come forward with blazing work. Besides that, they also they fulfil their changing customer needs by developing those offering accordingly. Its people want to take EDUCATING CULTURE IN ENHANCING JOB SATISFACTION: A CASE 4$International$Conference$on$Language,$Education$and$Innovation$(ICLEI)$$ 19%&%20%MARCH,%2016%! 120$ the risk and stick out their neck. According Shurbagi and Zahari (2012), Adhocracy Culture can be found in Aerospace industries, software development also film making industries. Experiment and Innovation of new ideas and offering is important because it is one of the challenges in this culture. Thus, it will lead opportunity that they need to grab on and act on it. They define their success by innovating new ideas for its product or service. The organization that implements adhocracy culture, they encourage freedom and individua