Теоретична база поняття «організаційна культура»: аналітико-синтетичне дослідження

Abstract

Теоретично досліджено організаційну культуру. Зазначено, що це поняття в теорії має обґрунтовані зміст, компоненти та функції. Указано, що водночас розроблені типології не є достатньо обґрунтованими та перевіреними, що могло негативно вплинути на ефективність застосування їх на практиці. В результаті застосування синтезу обґрунтовано гіпотезу про 3-х критеріальну типологію організаційної культури: потреба в керованості (глибока влада – анархія), принципові цінності (маскулінність – фемінність), оптимальний спосіб досягнення місії (індивідуалізм – колективізм). Introduction. The article is an attempt to solve the need for generalization, analysis and synthesis of the existing theoretical basis for organizational (corporate) culture. Particular attention should be paid to the analysis of typologies of organizational (corporate) culture and basic characteristics, properties, which can serve as a basis for clarifying its psychological component. Purpose. To offer the corresponding theoretical and hypothetical component with defnition of directions of its research for the further improvement basing on the critical analysis of the offered theories of organizational (corporate) culture concerning their psychological component. Results. Organizational (corporate) culture as a concept is a natural attempt of talented managerspractitioners to explain, describe, explore and use in practice real and, at the same time, metaphorical phenomena that determine a socio-psychological level of functioning of such communities of people in the profession as organizations (corporations). And it is not in vain that everyone unanimously claims that it exists, is extremely important and influential, requires consideration in the activities of organizations, and better yet – management. Organizational culture as a concept has a well-founded content, components and functions, as well as the development of practices to improve the functioning of companies through the accounting and consideration of this phenomenon. However, the shortcoming in the scientifc substantiation of the concept is the gaps in psychological research of both theoretical and experimental content. Thus, the developed typologies of organizational culture are not suffciently substantiated and experimentally tested, which could negatively affect the ineffciency of the application of practical developments. Conclusion. As a result of theoretical analysis followed by the use of synthesis, a 3-criteria hypothetical variant of the typology of organizational culture was substantiated, namely: the need for control (deep power – anarchy), fundamental values (masculinity - femininity), the optimal way to achieve mission (individualism – collectivism). This is a hypothesis that requires experimental testing and is the direction of further research.