Povzetek

V prispevku obravnavamo področje organizacijske kulture, natančneje dveh njenih oblik: statično – formalne in dinamično – neformalne. Zanimalo nas je, ali obstaja razlika med izražanjem nagnjenosti do ene ali druge oblike organizacijske kulture med zaposlenimi v javnem in zasebnem sektorju. S pomočjo statističnih testov smo ugotovili, da med skupinami obstajajo statistično pomembne razlike, pri čemer so rezultati pokazali, da zaposlene v javnem sektorju bolje označuje statično – formalna oblika, zaposlene v zasebnem sektorju pa dinamično – neformalna oblika organizacijske kulture. Ne glede na potrjene razlike, pa opisne vrednosti odgovorov kažejo na to, da so razlike med njimi relativno majhne, zato bi kazalo v prihodnje izpeljati nadaljnje natančnejše analize znotraj sektorjev.

Ključne besede: organizacijska kultura, oblike organizacijske kulture, javni sektor, zasebni sektor

Abstract

The article deals with the field of organizational culture, more precisely two of its forms: static - formal and dynamic - informal. We were interested in whether there is a difference between expressing the tendency towards one or another form of organizational culture among public and private sector employees. With the help of statistical tests, we found that there are statistically significant differences between the groups, with the results showing that employees in the public sector better indicate the static - formal form, while the employees in the private sector are dynamic - informal forms of organizational culture. Regardless of the differences confirmed, the descriptive values of the responses indicate that the differences between them are relatively small, so in the future would be expected to carry out further detailed analyzes within the sectors.

Key words: organizational culture, organizational forms of culture, public sector, private sector