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"Merritt, Edward Ashton"
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The effect of club manager interpersonal work values and behavior on employee organizational culture
The purpose of this study was to examine the interpersonal work values and behavior of club managers in work settings and to determine the influence of such variables on employee organizational culture. A total of 301 participant managers were drawn from the private club industry. A survey questionnaire, personal interviews, and unobtrusive observation methods were utilized. Checks were used to verify that the data are free from organizational bias by club type, regional bias by geographic area, test for response stability across two time periods and survey instrument versions, and guard against response bias by checking non-respondents. Research Question 1 asked: “Do U-D, P-N, and F-B manager values and certain demographic variables of interest predict U-D, P-N, and F-B manager behavior?” Similarly, Hypothesis 1 stated: “U-D, P-N, and F-B Manager values and certain demographic variables of interest will predict U-D, P-N, and F-B manager behavior.” Support was found for the hypothesis that U-D, P-N, and F-B manager values and certain demographic variables of interest may predict U-D, P-N, and F-B manager behavior. Research Question 2 asked: “Do U-D, P-N, and F-B manager values, U-D, P-N, and F-B manager behavior, and certain demographic variables of interest predict Constructive, Passive-Defensive, or Aggressive-Defensive organizational culture?” Similarly, Hypothesis 2 stated: “U-D, P-N, and F-B manager values, U-D, P-N, and F-B manager behavior, and certain demographic variables of interest will predict Constructive, Passive-Defensive, or Aggressive-Defensive organizationaI culture.” Support was found for the hypothesis that manager values, behavior, and certain demographic variables of interest may predict manager behavior.
Dissertation