تأثير أبعاد الثقافة التنظيمية على محددات سلوك المواطنة التنظيمية في المؤسسة الإقتصادية - دراسة ميدانية على عينة من مؤسسات دباغة الجلود بالجزائر

Abstract

This study dealt with the issue of the impact of organizational culture dimensions on the determinants of organizational citizenship behavior in the economic organization, and this study has been chosen in the leather industry, Represented by seven tanneries of the largest and oldest tanneries operating in this sector in Algeria. Four public and three private tanneries. The study was applied to a sample of (142) employees, out of a study population of (714) employees. The study used a questionnaire as a key tool for gathering information and data as well as personal interviews The questionnaire was distributed randomly on various workers in the leather tanning institutions, and so on different organizational levels (Top management, Middle management, Lower management, Typical functions), This study aimed to test a number of key hypotheses and sub-hypotheses concerning the relationship of the correlation and influence relations between the variables of the study. As well, as differences in the employees views and perceptions about the variables of the study. In order to answer questions related to the study problem and reach the goals set. The study concluded to a set of results including the following:  The high level of awareness of all the dimensions of organizational culture (customer orientation, consistency and coherence, results orientation, adaptability, team orientation) as we noticed high levels, except two dimensions (creativity and innovation encouraging, inclusion and cohesion) in which we noticed medium levels.  The high level of awareness of all the determinants of organizational citizenship behavior (organizational loyalty, organizational justice, administrative leadership) as we noticed high levels, except two determinants (job satisfaction, organizational support), in which we noticed medium levels.  There is a positive correlation statistically significant at α level (α ≤ 0.01), between organizational culture dimensions and the determinants of organizational citizenship behavior among workers in the leather tanning institutions. All relations between the two showed at the aggregate level or at the sub-dimensional level, that correlation coefficients are positive.  The study showed through the simple linear regression results that there is a statistically significant positive effect at α level (α ≤ 0.01), between all the organizational V culture dimensions and organizational citizenship behavior determinants among wo rkers in the leather tanning institutions.  The study showed through the multiple linear regression results that the most influent organizational culture dimension on the organizational citizenship behavior determinants combined are in the following order:  Team orientation dimension ranked First  Inclusion and cohesion dimension ranked Second  Creativity and innovation encouraging ranked Third in terms of its impact on the determinants of organizational citizenship behavior combined. The study revealed that there is agreement in the views and perceptions of workers in the leather tanning institutions in Algeria, about the realization of organizational culture dimensions, and in spite of the difference of (gender, educational level, dur ation of service, the nature of the job, geographical distribution, the nature of the institution), but they disagree about the perception of the dimensions of organizational culture by: age of employee, length of service, the nature of employment contracts that bind workers in their institutions.  The study also revealed that there is agreement in the views and perceptions of workers in the leather tanning institutions in Algeria about the realization of the behavior determinants of organizational citizenship, and in spite of the difference of (gender, age of employee, length of service, the nature of the post), but they disagree about the perception of the behavior determinants of organizational citizenship by: educational level, the nature of employment contracts, geographical distribution, the nature of the institution.  A concept has been reached to build a conceptual model proposal that aims to activate the impact of organizational culture dimensions in the development of organizational citizenship behaviours, based on three main mechanisms, namely: (team orientation, orientation towards Inclusion and cohesion and orientation towards encouraging creativity and innovation)