Figure 1.
Factor structure of the OCAI reflective of the Competing Values Framework.
Adapted from: Cameron, K. S., & Quinn, R. E. (2006). Diagnosing and changing organizational culture: Based on the competing values framework (Revised ed.). San Francisco, CA: Jossey-Bass.
Table 1.
Comparisons of Fit Indices between the Unidimensional and Hypothesised Models of Ideal Culture.
Figure 2.
CFA results for revised four factor OCAI model of ideal organizational culture.
Standardised fit indices and error terms of the revised four factor model of ideal organizational culture.
Table 2.
Means and Standard Deviations of Ideal Culture Factors.
Table 3.
Comparisons of Fit Indices between the Unidimensional and Hypothesised Models of Current Organizational Culture.
Figure 3.
CFA results for revised four factor OCAI model of current organizational culture.
Standardised fit indices and error terms of the revised four factor model of current organizational culture.
Table 4.
Means and Standard Deviations of Current Organizational Culture Factors.
Table 5.
Null Model of Organizational Origin Variability in Accounting for Job Satisfaction with Ideal Culture Data (N = 324).
Table 6.
Model of Culture Indicators Predicting Job Satisfaction for Ideal Culture Data (N = 324).
Table 7.
Null Model of Organizational Origin Variability in Accounting for Job Satisfaction with Current Culture Data (N = 326).
Table 8.
Model of Culture Indicators Predicting Job Satisfaction for Current Culture Data (N = 326).