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AJBM1
AJBM1
AJBM1
The article reviews the empirical studies which emphasize that the factors influencing organizational
culture in Federal Agricultural Marketing Authority (FAMA), which are very few, have been done in
Malaysia. The factors studied are job satisfaction, job content, and distributive justice, which are
studied towards the dependent variables (that is, organizational culture). In obtaining the employee
opinion towards this issue, a researcher has distributed 120 questionnaires to the respondents and
only 100 questionnaires were returned. A researcher has used the statistical packages for social
sciences (SPSS) version 14 to analyze the entire data. The data were analyzed by using Reliability test,
Descriptive analysis and Pearsons correlation analysis. The result shows that distributive justice
(Beta=0.504) and followed by job satisfaction (Beta=0.284) which influences organizational culture in
FAMA.
Key words: Satisfaction, job content, organizational culture, distributive justice.
INTRODUCTION
With rapid changes in the business world, competition
threats increased too, and it is a must for any organization to strategize on how to be effective internally and
externally (Schein, 1992), that is, not only by contending
within the industries competitively, but to have efficient
workers too. Schein (1992) also added that, achieving
internal success is dependent on producing and maintaining a positive, healthy organizational culture that
comprised an industrial relationship and successful task
that has been completed. That is, a good relationship
among staff and task oriented employees could drive the
organization towards success.
A good industrial relationship in any organization could
create harmony in workplace. Goldston (2007), in her
research, has stated that organizational culture is the
single most important factor towards succession of an
organization. In addition, she found out that in every
secret success of an organization, there is organizational
culture affecting it. A culture could bring a positive and
*Corresponding author. E-mail: p-azizi@utm.my.
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organization.
culture?
Corporate history
Hypotheses
Research questions
Organizational culture
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Independent Variable
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Dependent Variable
Job Satisfaction
Job Content
Organizational Culture
Distributive Justice
Figure 1. The factors influencing organizational culture in FAMA.
Source: Goldston (2007); the relationship between traits of organizational culture and job satisfaction within the healthcare
setting, Proquest Journal, Zagorski (2004), balancing the scales: Role of justice and organizational culture in employees
search for work-life equilibrium, Proquest Journal)
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METHODS
Reliability analysis
Participants
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Items
Organizational culture
Distributive justice
Job content
Job satisfaction
Cronbachs alpha
0.870
0.901
0.865
0.816
No. of items
10
10
10
10
Organizational
culture
Distributive
justice
0.504**
p= 0.000
Job
content
Job
satisfaction
-0.143
p= .0157
0.284**
p= 0.004
Organizational culture
Pearson correlation
Sig. (2-tailed)
Distributive justice
Pearson correlation
Sig. (2-tailed)
0.504**
p= 0.000
-0.156
0.314**
Job content
Pearson correlation
Sig. (2-tailed)
-0.143
p= .0157
-0.156
-0.278**
Job satisfaction
Pearson correlation
Sig. (2-tailed)
0.284**
p= 0.004
0.314**
-0.278**
Model
1
(Constant)
Distributive justice
Unstandardized coefficients
B
Std. Error
1.826
0.330
0.511
0.089
Standardized coefficients
Beta
0.504
Sig.
5.525
5.774
0.000
0.000
culture.
In Table 2, p = 0.000 is less than = 0.05, which means
that the null hypothesis, H03, is rejected. Thus, there is a
significant relationship between organizational culture
and distributive justice. So, a second test will be
conducted.
Multiple regression analysis was conducted to predict
the percentage of various variables towards criterion
variable (Organizational Culture). This can be seen in
Table 3. Each predictor was positively related to the
outcome variable, such as distributive justice ( = .511, p
= .001) and the Beta= 0.504. While in Table 4, the entire
variable was excluded because they are not significant. It
is automatically excluded when stepwise is used.
As it can be seen in the table, the beta value distributive
justice of 0.504 does justify that distributive justice contribute towards the factors influencing organizational culture
in FAMA. Thus, the mathematical form of the finding is
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Model
1
Job satisfaction
Job content
Beta In
Sig.
Partial
correlation
0.140(a)
-0.066(a)
1.532
-0.745
0.129
0.458
0.154
-0.075
Collinearity statistics
tolerance
0.901
0.976
Strongly agree
5
Agree
4
Moderate
3
Disagree
2
Strongly disagree
1
+ 0.284
Job Satisfaction
Organizational Culture
Distributive Justice
+ 0.504
shown.
Organizational culture: 1.826 + (+0.504) distributive
justice
Although the SPSS Version 14 suggested that job
satisfaction should be removed in this research, the
variable did somehow contribute some towards organizational culture. This is justified by the partial correlation
value of the results that is +0.154. The mathematical form
of the finding is as follows:
Organizational culture: 2.643 + (0.154) job satisfaction.
However, the researchers have also determined that
there is no relation between job content and
organizational culture. This has been justified by the
results where the value is -0.075.
Final model
The final model is as shown in Figure 2
Overall findings
First, the relationship is between job satisfaction and
organizational culture. It shows that the value of Beta is
+0.284 which means that there is a weakly positive
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