analysis of the organizational culture in order to determine alignment of staffing system and desired cultural values in iran insurance company

this study investigated aligning organizational culture and staffing process of human resource management in the insurance company of iran. this study examined the impact of organizational culture types in quinn competing values framework model on staffing process of human resource management. statistical population encompassed 320 members of supervisors, middle managers, and senior managers in iran’s insurance company. the opinions of 173 members were used as a selective sample identified by stratified sampling method. the research method used for this study was descriptive-correlation and survey. data analysis was conducted in three phases: correlation test, t-test, and relationships based on structural equation modeling. the results of t-test indicated that organizational culture types in quinn competing values framework model and staffing process of human resource management were in undesirable level. correlation test showed that among the current and desired organizational culture, human resources management system is correlated with existing organizational culture. also, structural equation modeling results demonstrated a positive significant causal relationship between the ‘current organizational culture’ and ‘staffing process of human resource management’.