The Link between the Denison Organizational Culture Survey (DOCS) and Content Modules

DOCS–Modules Link: Overview The DOCS  Assesses a high performance business culture  Identifies cultural strengths/weak-nesses as they apply to organizational performance  Results are presented using the DOCS benchmark database Content Modules  Supplement information provided by the DOCS with more targeted questions  Potential outcomes to a positive organizational culture  Results are presented using each module benchmark database Overlap  The DOCS provides some information about the topics covered in the content modules

Employee Engagement: Dimensions Employee engagement: A heightened positive, emotional state in relation to one’s work or organization. Discretionary Effort My work drives me to go the extra mile. Excitement Enthusiasm I am enthusiastic about working for this organization. Pride I am proud to work for this organization. We conducted an extensive review of the academic literature and popular business press to produce a lengthy list of items and definitions. We noticed that the items and definitions seemed to fall into several categories, including excitement/enthusiasm, pride, interest/passion, inspiration/energy, and when employees give discretionary effort. After piloting a longer list of items with dozens of organizations, we created a shorter version that directly assesses these core dimensions of engagement. Interest Passion I am passionate about my work. Inspired Energized My work energizes me.

Top Predictors of Employee Engagement With a high level of empowerment, employees tend to be more engaged as they can make decisions and have input. A shared vision can increase the level of engagement by creating excitement and motivation and direction. A clear set of core values promotes engagement by providing clarity and guidance around behaviors and practices. Capability Development and Core Values displayed the same correlation value to Engagement, which is why both were labeled as “3.”

Organizational Innovation: Dimensions Organizational Innovation: The successful implementation of creative ideas. Creativity People are encouraged to be creative. Implementation We are able to implement new ideas. New ideas are continually evaluated and improved upon. Organizational Support & The Role of Innovation Support for developing new ideas is readily available. Innovation is a large part of our business activities.

Top Predictors of Organizational Innovation Innovative organizations encourage employees to take educated risks and learn from failures as well as successes. Flexibility and the ability to respond well to the external environment enable organizations to create change & innovate. ​Vision guides innovation by providing a clear direction & a roadmap for translating ideas into reality.

Organizational Trust: Dimensions Organizational Trust: A belief that co-workers have positive motives and intentions - that one’s best interests are considered and that others can be relied upon. Benevolence Compassion In this organization, decisions are made with employees’ best interests in mind. People in this organization have good motives and intentions. Integrity Honesty Openness This organization conducts business with integrity. The people who work here are honest. There are very few secrets in this organization. Benevolence/Compassion: Not taking advantage of others and being concerned for other’s interests and needs. Integrity/Honesty/Openness: In a trustworthy organization, people communicate honestly and openly, and business is conducted with integrity by adhering to moral and ethical standards. Overall Trust: This item was added as a direct measure of trust, and for face validity. Overall Trust Employees consider this organization to be trustworthy.

Top Predictors of Organizational Trust ​Empowerment : Trust is high when information is widely shared and people are involved in business planning. ​Agreement is key to trust, as it helps people work together to reach consensus and find win-win solutions. ​Core Values promote trust by providing clarity and guidance around behaviors and practices.

Employee Commitment: Dimensions Employee commitment: (a) employees’ personal attachment to the organization, and (b) their need and/or desire to remain with the organization. Affective Commitment I am highly committed to this organization. I would recommend working for this organization to others. I feel a strong personal connection to this organization. Continuance Commitment It would be difficult for me to leave this organization. I continue to work here more out of choice than necessity. Affective Commitment: Employees’ emotional attachment to the organization. Individuals identify with and enjoy membership in the organization. “They want to be there.” Continuance Commitment: Commitment due to a high perceived cost of leaving the organization. “They have to be there.” Turnover Intention: Employees’ intent to leave the organization. Turnover Intention I rarely think about looking for a job with another organization.

Top Predictors of Employee Commitment A clear set of core values promotes commitment by providing clarity and guidance around behaviors and practices. ​With a high level of empowerment, employees tend to be more committed as they can make decisions and have input. ​Agreement can facilitate building good relationships/connections among employees by helping them collaborate and reach consensus.