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A General Behavior Model and New Definitions of Organizational Cultures

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  • Wu, Jay Y.

Abstract

Current definitions of organization/corporate cultures overemphasize long-run equilibrium and underplay short-run dynamics; they stress commonalities and overlook diversities, underscore emic analyses and lose sights of etic analyses, and separate the intangible from the tangible; plus are "model unfriendly." As an alternative approach addressing these problems, we propose a new General Behavioral Model (GBM) and then derive two new definitions of OC that view organizational cultures as [1] accumulated choices and [2] interactions among critical masses of people. Theoretical characteristics and managerial implications are discussed.

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  • Wu, Jay Y., 2008. "A General Behavior Model and New Definitions of Organizational Cultures," Journal of Behavioral and Experimental Economics (formerly The Journal of Socio-Economics), Elsevier, vol. 37(6), pages 2535-2545, December.
    • Handle: RePEc:eee:soceco:v:37:y:2008:i:6:p:2535-2545
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    References listed on IDEAS

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    Cited by:

    1. Sorin Domnisoru & Radu Ogarca & Isabela Dragomir, 2017. "Organizational culture and internal control," The Audit Financiar journal, Chamber of Financial Auditors of Romania, vol. 15(148), pages 628-628.
    2. Bader Obeidat & Safa Al-Sarayrah & Ali Tarhini & Rand Hani Al-Dmour & Zahran Al-Salti & Rateb Sweis, 2016. "Cultural Influence on Strategic Human Resource Management Practices: A Jordanian Case Study," International Business Research, Canadian Center of Science and Education, vol. 9(10), pages 94-114, October.
    3. Olga Soroka & Svitlana Kalaur & Andrii Balendr, 2020. "Monitoring of Corporate Culture Formation of Specialists of Social Institutions," Postmodern Openings, Editura Lumen, Department of Economics, vol. 11(1Sup1), pages 218-233, March.

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