engleski

Differences in job satisfaction concerning organizational culture types

The paper aimed to examine differences in job satisfaction concerning company organizational culture. The basic cognizance about the researched concepts and their connection is systematized and analyzed in the theoretical part, which created the basis for the implementation of empirical research. For the purposes of the research, organizational culture was differentiated according to the typology based on Competing Values Framework (clan, adhocracy, market and hierarchy). Furthermore, for each researched company its dominant culture type was determined followed by individual indicators of job satisfaction, as well as total job satisfaction which were then compared between different groups of companies established according to their dominant culture type. Empirical research on a sample of 14 companies and 492 workers proved the existence of a statistically significant difference in overall job satisfaction concerning dominant culture type of the company, showing that workers in companies with dominant clan culture are statistically significantly more satisfied at work than all other respondents. More precisely, the most satisfied workers are in companies whose organizational cultures emphasize trust, understanding, friendly atmosphere, and helping, and whose key measures of success are human resource development, empathy, and concern for people. When it comes to individual indicators of job satisfaction, the analysis showed that workers from companies with dominant clan culture are significantly more satisfied with their associates, salary, and status in the organization than workers from other groups of companies and that workers from this group and from companies with dominant market culture are significantly more satisfied with their working hours than workers from companies with dominant adhocracy and hierarchy type.

job satisfaction ; organizational culture ; organizational culture types ; Republic of Croatia

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