An understanding of organizational culture (and other levels of analysis, such as team and performance department culture) is now regularly outlined as an essential component to sport psychology delivery in elite environments (e.g., Cruickshank & Collins, 2012 ; Cruickshank, Collins, & Minten
Michael McDougall, Noora Ronkainen, David Richardson, Martin Littlewood and Mark Nesti
Jules Woolf, Jess C. Dixon, B. Christine Green and Patrick J. Hill
interviews had given Jacobs a lot to think about. He moved his mouse over to open his Excel spreadsheet. Now seemed a good time to examine the questionnaire results. The Questionnaire The final part of his organizational audit involved staff members completing the Organizational Culture Assessment Instrument
W. James Weese
The areas of leadership and organizational culture continue to capture the interest of researchers and practitioners alike. Some suggest that these two areas might hold the key to understanding and predicting organizational effectiveness. Others remain skeptical, offering that effectiveness is determined by a variety of factors, many of which fall beyond the scope of the leader's influence or the culture of the organization. The purpose of this preliminary investigation was to explore the relationships that exist between transformational leadership (measured by the Leadership Behavior Questionnaire, organizational culture (measured by the Culture Strength Assessment), and organizational effectiveness (measured by the Target Population Satisfaction Index) in the campus recreation programs of both the Big Ten and Mid-American Conferences (N = 19). The directors of these programs were given considerable levels of job autonomy to lead their respective programs as well as the opportunity to alter and/or imbed a desired culture during their administration. Significant differences were uncovered in both conferences for executive transformational leadership and organizational effectiveness. However, no significant relationship was uncovered between transformational leadership and organizational effectiveness. A significant relationship was discovered between organizational culture strength and organizational effectiveness.
This study of organizational culture in selected sport associations in Western Australia introduced a quantitative methodology to explore organizational culture to show its usefulness to complement the more qualitative methods traditionally applied to the study of organizational culture. The study used the competing values approach to develop cultural profiles for three sport organizations, which were compared with the sport association members' anecdotal, subjective views of their respective organizations. While the findings reveal evidence of the tensions between volunteers and employees that suggest the existence of subcultures, this study just touches the tip of the organizational culture “iceberg” in sport management. The conclusions indicate some benefits of using the competing values model in conjunction with more qualitative methods to probe sport organizational culture.
Mike Wallace and W. James Weese
This study was undertaken to investigate the links between transformational leadership, organizational culture, and employee job satisfaction within the 69 Canadian YMCA organizations. Leadership was measured by the Leadership Behavior Questionnaire (Sashkin, 1988), organizational culture by the Organizational Culture Assessment Questionnaire (Sashkin, 1990), and employee job satisfaction by the Job in General Index (Balzer & Smith, 1990). The results of a MÁNOVA and subsequent ANOVA statistical treatments allowed the researchers to conclude that significant differences in organizational culture existed between the YMCA organizations led by high transformational leaders and YMCA organizations led by low transformational leaders. In addition, the YMCA organizations led by high transformational leaders administered organizations that carried out the culture-building activities of managing change, achieving goals, coordinated teamwork, and customer orientation to a greater degree than YMCA organizations led by low transformational leaders. No significant differences in employee job satisfaction levels existed between the YMCA organizations led by high transformational leaders and those led by low transformational leaders.
Anita Navin, Don Vinson, Alison Croad, Jennifer Turnnidge and Jean Côté
, Blomberg, & Kihlgren, 2014 ; James, Blomberg, Liljekvist, & Kihlgren, 2015 ). Second, the study draws on research concerning organizational culture in sport (e.g., Cole & Martin, 2018 ), and third, on the literature concerning the interface between sport and transformational leadership (TFL) ( Bass
W. James Weese
This descriptive research study was conducted to investigate the concepts of transformational leadership and organizational culture within the administrative levels of campus recreation programs of Big Ten and Mid-American Conference universities. While transformational leadership was quantitatively measured by the Leadership Behavior Questionnaire (LBQ), the Culture Strength Assessment (CSA) and Culture Building Activities (CBA) instruments provided two quantitative measures of organizational culture. Qualitative data were also collected and analyzed to enrich and cross validate the findings. The researcher concluded that high transformational leaders direct programs that (a) possess stronger organizational cultures and (b) carry out culture-building activities, specifically the “customer orientation” function, to a greater extent than other leaders do. An interaction effect between leadership and conference was uncovered for this variable. No significant difference was uncovered between the high and low leadership groups relative to the penetration of culture throughout the top four hierarchical levels of the organization.
Cathy Mills and Larena Hoeber
Although some elements of community sport organizations (CSOs) are welcoming and shared across all members, others may be contested. Organizational culture provides a conceptual lens through which to understand the meaning and experiences associated with CSOs. As the outer layer of organizational culture (Schein, 1985), artifacts can give further insight into participant experiences. The purpose of this study is to examine members’ perceptions of artifacts in a local figure skating club. We used Martin’s (1992, 2002) three perspectives to illuminate integrated, differentiated, and fragmented perspectives of The Club’s organizational culture. Eight skaters and seven adults from a midsize figure skating club in Canada participated in photo-elicited interviews. We found integration in participants’ discussion of the unique figure skating facility, differentiated perspectives of achievement-oriented artifacts, and fragmented perspectives of the skaters’ dressing rooms. Our research demonstrates the importance of examining the meanings associated with artifacts in sport organizations.
Eric MacIntosh and Matthew Walker
This study adopted an organizational culture perspective to examine the values and beliefs within fitness club operations and determine their influence on employees’ job satisfaction and intention to leave an organization. Consideration was also given to subcultures based on geographical location, organizational type, and job function to examine the ways in which organizations and employees may differ. Data were collected at three urban cities in Canada during a major fitness conference and tradeshow. The results from 438 employees confirmed the multidimensionality of the seven-factor instrument, in addition to illustrating the influence on job satisfaction and intention to leave. Further, the results revealed several dimensions were perceieved differently with respect to subculture. Findings connote the transient nature of jobs in the fitness industry which remains an immediate concern for managers in this field.
Yun Seok Choi, Minhee Seo, David Scott and Jeffrey Martin
The purpose of this study was to examine the psychometric properties of the Korean version of the Organizational Culture Assessment Instrument (OCAI) based on the Competing Values Framework (CVF). More specially, cultural equivalence between the Korean version and the original English version of the OCAI was evaluated using 39 bilingual Koreans. Next, a field test was conducted to examine scale reliability and construct validity of the Korean version of the OCAI using 133 organizational members from the Korean Professional Baseball League (KPBL). The findings indicate that the Korean version was successfully translated, items maintained the same meaning of the original OCAI items, and yielded acceptable psychometric properties making it applicable to Korean sport organizations.