Validation of the Organizational Culture Assessment Instrument: An Application of the Korean Version

The purpose of this study was to examine the psychometric properties of the Korean version of the Organizational Culture Assessment Instrument (OCAI) based on the Competing Values Framework (CVF). More specially, cultural equivalence between the Korean version and the original English version of the OCAI was evaluated using 39 bilingual Koreans. Next, a field test was conducted to examine scale reliability and construct validity of the Korean version of the OCAI using 133 organizational members from the Korean Professional Baseball League (KPBL). The findings indicate that the Korean version was successfully translated, items maintained the same meaning of the original OCAI items, and yielded acceptable psychometric properties making it applicable to Korean sport organizations. With the rapid and remarkable market growth in the sport industry, various financial institutions have paid serious attention to its potential to be continuously successful. It is important for all industries to identify criteria that can be used to evaluate their overall organizational success. A substantial amount of attention has been paid to the concept of organizational culture in the past several years as one of the central elements that contribute to organizational success. Organizational cul-Choi and Martin are with the 170 Choi et al. ture refers to the basic pattern of shared values and assumptions governing the way employees within an organization think about and act on problems and opportunities (McShane & Glinow, 2000). According to Schein (1992), organizational culture is described as widely shared values and assumptions that are clearly understood in an organization. In addition, Champoux (1996) proposed that organizational culture can be defined as dynamic values and is the deep aspect of an organization that shapes human behavior. Organizational culture also plays a significant role in contributing to organizational goals and is closely related to many managerial areas such as communication, decision-making process, effectiveness, leadership, and human resource management. studies have asserted that when an organization has strong culture and congruence, it is more effective than when it has a weak, incongruent, and disconnected culture. Identifying the unique nature of organizational culture in terms of cultural type, strength, and congruence assists in regaining organizational compositeness and Likewise, knowledge of organizational culture allows an organization to change the emphasis on certain values and to shift the focus by emphasizing the values in the cultural type identified as more desirable. also addressed the significant roles of creating, managing, and changing organizational culture for the …