Organizational Culture Scale: Development and Validation in Philippine Context

Elma P. Apostol and Carlo F. Vadil, c 2023

Organizational culture is a fundamental aspect of an organization that encompasses its

values, beliefs, and norms, guiding the behavior and interactions of individuals within the
organization. It is influenced by various factors such as mission and vision,
communication, leadership behavior, innovation, teamwork, employee engagement,
diversity and inclusion, learning and development, work-life balance, and ethical values.
The authors emphasize that organizational culture profoundly impacts how employees
perceive their work environment, interact with each other, and align their actions with the
organization's goals. It plays a critical role in shaping employee attitudes, behavior, and
overall organizational performance. A strong and positive culture can lead to increased
satisfaction, productivity, and effectiveness, while a weak or negative culture may lead to
disengagement and hinder organizational success.
In their developed and validated scale, the following dimensions were included:
Dimension 1-Mission and Vision: The extent to which the organization has a clearly
defined mission and vision statement that guides its values, goals, and overall direction.
Mission and vision statements are foundational elements of organizational culture,
representing the organization's purpose and aspirations. A well-defined mission
statement outlines the organization's core reason for existence and what it aims to
achieve, while the vision statement provides a future-oriented perspective, outlining the
organization's desired future state. A clear and compelling mission and vision provide
employees with a sense of purpose and direction, aligning their efforts toward common
goals. When these statements are effectively communicated and integrated into the
organizational culture, they serve as guiding beacons, shaping decision-making processes
and influencing the behavior of individuals within the organization.
Organizations with strong mission and vision statements tend to have more engaged and
motivated employees who understand the organization's objectives and feel connected
to its broader purpose. This sense of purpose fosters a shared identity and commitment
among employees, driving them to work collaboratively towards achieving the
organization's mission. Moreover, a well-defined mission and vision can attract like-
minded individuals who share the organization's values and goals. Prospective employees
are drawn to organizations that have a clear sense of purpose, as it provides them with a
meaningful context for their work and a sense of belonging to a larger cause.
In contrast, organizations with vague or poorly communicated mission and vision
statements may experience a lack of direction and unity among employees. This can lead
to a fragmented culture where individuals may prioritize their own goals over the

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organization's objectives, resulting in conflicting behaviors and suboptimal performance.
To enhance organizational culture through mission and vision, leaders must ensure that
these statements are not merely symbolic but actively integrated into the fabric of the
organization. This involves consistently communicating and reinforcing the mission and
vision throughout the organization, incorporating them into strategic planning processes,
and aligning all decisions with these guiding principles.

Dimension 2- Communication: The openness, frequency, and effectiveness of

communication within the organization, including both formal and informal channels.
Effective communication is a fundamental pillar of a healthy organizational culture. It
encompasses the exchange of information, ideas, and feedback among individuals and
teams within the organization. Communication can occur through various channels, such
as face-to-face interactions, emails, meetings, memos, social media platforms, and more.
Open and transparent communication is essential for building trust among employees
and fostering a culture of collaboration and inclusivity. When communication channels
are open, employees feel comfortable sharing their thoughts, concerns, and suggestions
without fear of reprisal. This open dialogue promotes a sense of psychological safety,
where individuals feel valued and respected for their contributions. Frequent
communication is equally important in maintaining alignment and keeping everyone
informed about the organization's activities, goals, and changes. Regular updates and
feedback sessions ensure that employees are aware of developments within the
organization and understand how their work contributes to its success. This sense of
clarity and connection strengthens employee engagement and commitment.
Effective communication involves not only sharing information but also actively listening
to employees' perspectives and addressing their needs. Leaders and managers must be
attentive and responsive to employee feedback, concerns, and ideas. By actively involving
employees in decision-making processes and valuing their input, organizations can foster
a culture of empowerment and ownership. Both formal and informal communication
channels play a significant role in shaping organizational culture. Formal channels, such
as official meetings, company-wide announcements, and performance reviews, provide
structured platforms for sharing important information and aligning goals. Informal
channels, on the other hand, encompass water-cooler conversations, team lunches, and
informal gatherings, which encourage relationship-building and informal knowledge
exchange.
To enhance communication within the organization, leaders should prioritize creating a
culture that values open and respectful communication. This involves promoting active
listening, providing opportunities for two-way feedback, and ensuring that information is
disseminated promptly and transparently. Additionally, leveraging technology can

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streamline communication processes and bridge geographical gaps in global
organizations. Utilizing collaboration tools, intranet platforms, and video conferencing
can facilitate seamless communication and enhance connectivity among employees.

Dimension 3- Leadership: The leadership style and behavior exhibited by leaders within
the organization, including their ability to inspire, motivate, and empower employees.
Leadership plays a pivotal role in shaping the organizational culture and driving its
success. Leaders within an organization set the tone, provide direction, and influence the
behavior and attitudes of their teams. The leadership style and behavior exhibited by
leaders have a profound impact on employee morale, engagement, and overall
organizational performance.
Effective leaders inspire and motivate their teams by articulating a compelling vision and
mission that aligns with the organization's values and goals. They communicate this vision
with passion and clarity, instilling a sense of purpose and direction among employees. A
strong and visionary leadership style fosters a shared sense of purpose, encouraging
employees to work collaboratively towards common objectives. Empowerment is another
crucial aspect of effective leadership. Leaders who empower their employees delegate
authority, encourage autonomy, and provide opportunities for professional growth and
development. Empowered employees feel trusted and valued, leading to higher levels of
job satisfaction, creativity, and innovation. Furthermore, empowered teams are more agile
and adaptable, able to respond swiftly to challenges and seize opportunities.
Leadership behavior also influences the organizational culture by setting the standard for
ethical conduct and integrity. Ethical leaders demonstrate honesty, fairness, and
transparency in their decision-making processes, cultivating a culture of trust and ethical
behavior throughout the organization. Transformational leadership, in particular, has
been shown to have a positive impact on organizational culture and development.
Transformational leaders inspire and motivate employees by challenging them to reach
their full potential and providing a supportive and nurturing environment for growth. By
encouraging continuous learning and personal development, transformational leaders
create a culture of continuous improvement and adaptability.
On the other hand, autocratic or micromanaging leadership styles can stifle creativity and
innovation, leading to disengagement and reduced productivity among employees.
Authoritarian leaders may create a culture of fear and obedience, hindering open
communication and collaboration. To enhance leadership within the organization, it is
essential to invest in leadership development programs that cultivate and nurture
effective leadership skills. Leadership training can equip leaders with the tools and
knowledge to inspire, motivate, and empower their teams effectively. Additionally,

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organizations should foster a culture of feedback, where leaders receive constructive input
from their teams, enabling them to identify areas for improvement and growth.

Dimension 4- Innovation and Creativity: The organization's support for and

encouragement of innovation, creativity, and the generation of new ideas. Innovation and
creativity are vital drivers of organizational development and success. An organization's
ability to foster a culture of innovation and creativity can significantly impact its
competitiveness, adaptability, and long-term growth.
Support for innovation begins with a culture that values and encourages new ideas. An
organization that promotes a mindset of curiosity, experimentation, and risk-taking
creates an environment where employees feel empowered to challenge the status quo
and propose novel solutions. Moreover, organizations should recognize and celebrate
creativity, providing incentives and recognition for innovative contributions. A key aspect
of supporting innovation is providing resources and opportunities for employees to
explore and develop new ideas. This may include dedicated time for research and
development, access to training and workshops on innovation techniques, and
collaboration platforms that facilitate idea-sharing and cross-functional collaboration.
Effective communication channels play a critical role in nurturing innovation. Encouraging
open and transparent communication allows ideas to flow freely within the organization,
enabling diverse perspectives to converge and spark new insights. Additionally, leaders
who actively listen and are receptive to ideas from all levels of the organization create a
culture of inclusivity, where every voice is valued. Organizations can also establish
innovation teams or departments responsible for driving and supporting innovation
initiatives. These teams can serve as champions of innovation, guiding and assisting
employees in the ideation, development, and implementation of innovative projects.
Risk management is an essential aspect of innovation support. While taking risks is
inherent in the pursuit of innovation, organizations should establish a balanced approach
to risk-taking, considering potential benefits and drawbacks. A culture that recognizes
and learns from both successes and failures fosters a more resilient and adaptive
organization. It is crucial for organizations to align innovation efforts with their overall
strategic objectives. A clear vision and understanding of how innovation contributes to
the organization's mission and goals help prioritize and focus innovation initiatives on
areas with the most significant potential impact.
Lastly, organizations can create a culture of continuous learning and improvement, where
employees are encouraged to seek out knowledge, stay updated on industry trends, and
engage in ongoing professional development. A learning-oriented culture supports the
acquisition of new skills and knowledge, which can fuel creativity and innovative thinking.

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Dimension 5- Teamwork and Collaboration: The emphasis placed on teamwork,
collaboration, and the ability of employees to work together effectively towards common
goals. Teamwork and collaboration are integral aspects of successful organizational
development. An organization that prioritizes and fosters a culture of teamwork can
experience enhanced performance, innovation, and overall effectiveness.
Effective teamwork begins with a shared understanding of the organization's goals and
objectives. When employees have a clear vision of their collective purpose, they are more
likely to align their efforts and collaborate towards achieving common goals. A well-
defined mission and vision statement that resonates with employees can serve as a
unifying force, bringing diverse teams together under a common purpose. To promote
teamwork, organizations should encourage cross-functional collaboration and break
down silos that may hinder effective communication and cooperation. Creating
opportunities for employees from different departments or teams to work together on
projects fosters a sense of shared ownership and breaks down barriers to communication.
Leaders play a crucial role in promoting teamwork and collaboration. They should lead by
example, demonstrating collaborative behavior, and valuing the contributions of each
team member. Leaders who recognize and celebrate team achievements foster a sense of
camaraderie and trust among team members. Investing in team-building activities and
training can strengthen team dynamics and improve communication and problem-
solving skills. Team-building exercises that encourage open communication, trust-
building, and collaboration can help employees develop strong working relationships and
create a positive team culture.
Promoting diversity and inclusion within teams can also contribute to effective
collaboration. Teams that include individuals with diverse backgrounds, experiences, and
perspectives can generate more innovative solutions and make better-informed
decisions. Effective communication is paramount in fostering teamwork and
collaboration. Encouraging open and transparent communication allows team members
to share ideas, provide feedback, and address challenges more effectively. Regular team
meetings, both formal and informal, provide platforms for collaboration, problem-solving,
and knowledge-sharing.
Recognizing and rewarding teamwork is essential to sustaining a collaborative culture.
Acknowledging and celebrating team achievements through incentives, rewards, or
recognition programs can boost team morale and motivate employees to continue
working together effectively.

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Dimension 6- Employee Engagement: The level of employee engagement and
commitment to the organization, including their satisfaction, motivation, and willingness
to go the extra mile. Employee engagement is a critical factor in organizational culture as
it directly impacts employee performance, productivity, and overall organizational
success. Employee engagement refers to the emotional connection and commitment that
employees have towards their work, colleagues, and the organization as a whole.
Engaged employees are those who feel motivated, satisfied, and fulfilled in their roles.
They are enthusiastic about their work and willingly invest discretionary effort to achieve
organizational goals. Engaged employees are more likely to be productive, innovative,
and contribute positively to the organization's culture. Several factors influence employee
engagement. One of the key drivers is effective leadership. Supportive and empowering
leaders who genuinely care about their employees' well-being can foster a positive work
environment that encourages engagement. Leaders who provide regular feedback,
recognition, and opportunities for growth and development help employees feel valued
and appreciated.
Clear communication is also vital in fostering employee engagement. Keeping employees
informed about the organization's goals, strategies, and performance creates a sense of
transparency and trust. Employees who understand how their contributions align with the
organization's mission are more likely to feel connected and engaged. Opportunities for
skill development and career advancement are essential in engaging employees.
Providing learning and development programs that allow employees to enhance their
skills and grow professionally not only benefits the individual but also enhances the
organization's capabilities.
Recognition and rewards for outstanding performance can significantly impact employee
engagement. Employees who receive acknowledgment and appreciation for their
contributions are more likely to feel motivated and committed to their work. A positive
organizational culture that promotes work-life balance, inclusivity, and a sense of
belonging can also foster employee engagement. When employees feel supported and
included, they are more likely to be engaged and committed to the organization's success.
Regular employee feedback and involvement in decision-making processes are essential
for employee engagement. Employees who have a voice in the organization and feel that
their opinions are valued are more likely to be engaged and invested in their work.
Employee engagement should be continuously monitored and assessed. Regular
employee surveys or feedback mechanisms can provide valuable insights into employee
satisfaction and engagement levels. Organizations can use this data to identify areas of
improvement and develop strategies to enhance employee engagement.

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Dimension 7- Diversity and Inclusion: The organization's commitment to diversity,
equity, and inclusion, including the promotion of a diverse workforce and an inclusive
work environment. Diversity and inclusion are fundamental dimensions of organizational
culture that play a significant role in shaping a positive and progressive organizational
culture. Diversity refers to the presence of a wide range of individual differences within
the workforce, including but not limited to race, ethnicity, gender, age, religion, sexual
orientation, disability, and educational background. Inclusion, on the other hand, focuses
on creating a work environment where every employee feels valued, respected, and
empowered to contribute their unique perspectives and talents.
Organizations that prioritize diversity and inclusion are more likely to attract a diverse
pool of talent, which brings a variety of experiences, knowledge, and skills to the table. A
diverse workforce fosters creativity, innovation, and problem-solving by encouraging the
exchange of different viewpoints and ideas. This diversity of thought can lead to more
robust decision-making processes and better solutions to complex challenges. Inclusive
work environments are characterized by equal opportunities for career growth,
development, and advancement. They promote a sense of belonging among employees,
regardless of their background or identity, which contributes to higher employee
satisfaction and retention. When employees feel valued and supported for who they are,
they are more likely to be engaged, committed, and motivated to give their best to the
organization.
Leadership plays a crucial role in driving diversity and inclusion efforts within the
organization. Leaders must be committed to creating a culture of inclusivity and ensuring
that diversity is integrated into all aspects of the organization, from recruitment and hiring
practices to team dynamics and decision-making processes. Inclusive leaders actively seek
out and amplify diverse voices and perspectives, valuing the contributions of every team
member. Organizations can promote diversity and inclusion through various initiatives,
such as unconscious bias training, diversity and inclusion workshops, mentorship and
sponsorship programs for underrepresented groups, and employee resource groups.
Providing opportunities for employees to engage in discussions and learning about
diversity and inclusion topics can help foster a culture of openness and understanding.
Measuring the impact of diversity and inclusion initiatives is essential to track progress
and identify areas for improvement. Regularly collecting and analyzing data on workforce
demographics, employee engagement, and satisfaction can help organizations assess the
effectiveness of their efforts and make data-driven decisions.

Dimension 8- Learning and Development: The emphasis placed on employee learning,

professional development, and continuous improvement within the organization.
Learning and development is a crucial dimension of organization culture that focuses on

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the growth and improvement of employees' knowledge, skills, and capabilities.
Organizations that prioritize learning and development create a culture of continuous
improvement, where employees are encouraged and supported in their pursuit of new
knowledge and skills.
Investing in employee learning and development has several benefits. First, it enhances
employee performance and productivity by equipping them with the necessary tools and
knowledge to excel in their roles. When employees feel that their organization is invested
in their growth, they are more motivated and engaged in their work. Moreover, learning
and development initiatives contribute to employee retention and satisfaction. Employees
are more likely to stay with an organization that offers opportunities for professional
growth and career advancement. This, in turn, reduces turnover and the associated costs
of hiring and training new employees.
Learning and development also foster innovation and adaptability within the
organization. As employees learn new skills and stay updated with industry trends, they
can contribute fresh ideas and approaches to problem-solving. Continuous learning
enables employees to adapt to changing circumstances, technological advancements, and
evolving market demands. Leadership plays a significant role in promoting a learning
culture within the organization. Leaders should lead by example by actively participating
in learning and development opportunities and encouraging their teams to do the same.
They can also create an environment that supports experimentation and risk-taking,
where employees feel safe to try new approaches and learn from both successes and
failures.
Organizations can offer various learning and development programs, such as workshops,
seminars, online courses, mentorship programs, and coaching sessions. These initiatives
can be tailored to meet the specific needs and goals of individual employees and teams.
Performance reviews and feedback mechanisms can be used to identify areas for
improvement and development opportunities for employees. Regular conversations
between managers and their team members about learning and development goals help
align individual growth with organizational objectives.
Measuring the impact of learning and development initiatives is essential to assess their
effectiveness. Organizations can track key metrics such as employee satisfaction,
performance improvement, and skill development to gauge the success of their learning
and development efforts.

Dimension 9- Work-Life Balance: The organization's support for work-life balance and
the promotion of employee well-being and quality of life. Work-life balance is a significant
dimension of organizational culture that focuses on the well-being and quality of life of
employees. It refers to the equilibrium between work-related responsibilities and personal

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life, allowing employees to effectively manage their professional commitments while also
tending to personal and family needs.
Organizations that prioritize work-life balance recognize that employees' overall well-
being directly impacts their performance, productivity, and job satisfaction. By supporting
work-life balance, organizations create a positive work environment where employees feel
valued and cared for, leading to increased loyalty and retention. Several strategies can be
employed to promote work-life balance within the organization. Flexibility in work
schedules, such as telecommuting options, flexible hours, or compressed workweeks,
allows employees to better manage their time and achieve a balance between work and
personal life.
Paid time off, vacation days, and parental leave policies are crucial in providing employees
with opportunities to recharge, spend time with family, and engage in personal activities.
Encouraging employees to use their allotted vacation days and ensuring they feel
supported in taking time off is vital to prevent burnout and boost overall well-being.
Additionally, promoting a culture that discourages excessive overtime and encourages
employees to disconnect from work outside of business hours contributes to work-life
balance. Encouraging employees to prioritize self-care, such as exercise, mindfulness
practices, and hobbies, can also have a positive impact on their well-being and
productivity.
Leadership plays a pivotal role in setting the tone for work-life balance within the
organization. Leaders who prioritize their own work-life balance and openly communicate
its importance to the team set an example for others to follow. Managers should be
understanding and accommodating of employees' personal commitments and be mindful
of workloads and deadlines to prevent undue stress. Regular employee feedback surveys
and engagement assessments can help gauge the effectiveness of work-life balance
initiatives and identify areas for improvement. By involving employees in the decision-
making process and listening to their needs, organizations can better tailor their work-life
balance policies to meet the diverse needs of their workforce.
Promoting work-life balance is not only beneficial for employees but also for the
organization itself. Employees who feel supported in achieving work-life balance are more
likely to be motivated, productive, and engaged in their work. They experience reduced
stress and burnout, leading to lower absenteeism and turnover rates.

Dimension 10 Ethical Values: The organization's adherence to ethical values, integrity,

and social responsibility in its operations and decision-making processes. Ethical values
are an essential dimension of organizational culture that underpins the organization's
integrity and social responsibility. It refers to the principles, morals, and standards that
guide the behavior and decision-making of the organization and its employees.

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Organizations that uphold ethical values are committed to conducting business in a
manner that is honest, fair, transparent, and socially responsible.
Adhering to ethical values ensures that the organization operates with integrity and
credibility, which is crucial for building trust and maintaining strong relationships with
stakeholders, including customers, employees, investors, and the public. Ethical behavior
fosters a positive reputation and enhances the organization's brand image, attracting
customers and partners who value ethical conduct. Leadership plays a pivotal role in
promoting and upholding ethical values within the organization. Leaders must set an
example by demonstrating ethical behavior and making decisions that align with the
organization's values. They should communicate the importance of ethical conduct to
employees and provide guidance on navigating ethical dilemmas.
Organizations can establish a code of ethics or a statement of values that outlines the
principles and standards expected from all employees. Regular ethics training and
workshops can help employees understand the organization's ethical guidelines and
provide them with tools to make ethical decisions in their day-to-day work. Ethical values
are particularly crucial in industries where ethical considerations directly impact
stakeholders' well-being and the broader society. For instance, in healthcare, ethical
decision-making is essential for patient care, confidentiality, and medical research. In the
financial sector, ethical behavior is vital for protecting customers' investments and
ensuring transparency in financial transactions.
Furthermore, organizations that embrace social responsibility and ethical practices are
more likely to contribute positively to the communities they operate in. By considering
the environmental, social, and economic impact of their operations, organizations can
make a meaningful difference in society and create a more sustainable future. Ethical
values also play a significant role in attracting and retaining employees who value ethical
conduct and social responsibility. Many employees seek to work for organizations that
align with their personal values and make a positive impact on the world.
Measuring the adherence to ethical values can be challenging, as ethical behavior is often
qualitative and subjective. However, regular ethics audits, anonymous reporting
mechanisms, and employee surveys can help assess the organization's ethical climate and
identify potential areas of improvement.

Insights:
The authors strongly believed that organizational culture is a complex interplay of various
elements, each influencing how employees perceive and interact within the organization.
A strong and positive culture aligned with these ten elements fosters a productive,
engaged, and harmonious work environment, leading to improved organizational

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performance and overall success. Organizations that prioritize and cultivate these aspects
create a competitive advantage, attracting and retaining top talent while contributing
positively to society and achieving their mission and vision.
The Instrument
The Organizational Culture Scale is an 80- item questionnaire developed by Apostol and
Vadil (2023), has undergone rigorous validation processes to ensure its validity and
reliability in any organizational context. The scale has undergone both construct
validation, which assesses the underlying theoretical constructs, and expert validation,
which involves obtaining feedback and input from subject matter experts in the field of
organizational culture to establish a solid foundation. To evaluate the reliability of the
instrument, reliability testing was conducted using the Cronbach's alpha coefficient. The
obtained coefficient of .917 indicates a high level of internal consistency and reliability
within the scale. This suggests that the items consistently measure the same underlying
construct of cooperative citizenship. Additionally, the construct reliability coefficient of
.917 demonstrates that the scale effectively measures a single dimension of organizational
culture. This indicates that the scale provides a focused and reliable assessment of the
specific construct, ensuring that it captures the essence of organizational culture in
Philippine setting accurately. In summary, the Organizational Culture Scale developed by
Apostol and Vadil (2023) is a validated and reliable instrument suitable for measuring and
assessing organizational culture among employees in various organizations in the
Philippine setting. The robust construct and expert validation processes, coupled with the
high reliability coefficients, contribute to the scale’s credibility and overall strength as a
measurement tool. For the complete details of this instrument, contact the main author
at [email protected].

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