Effects of Social Capital on Organizational Culture

The importance of organizational culture in developing coherence, internal and external Coordination of each organization from one side, Considering PNU’s Conditions due to geographic extension, dispersion of members and managers in all over the Country, nontraditional education system, and being different educational mechanisms with other universities, Younger managers, associated professors and employees than other universities, necessity of using Communicative and informational technology for meeting educational processes on the other side, led to attention to shared features that can create identity and attachment in employees, and undertaking them to PNU’s aimes and performance which are necessary. The sense of attachment, commitment and responsibility of the members of organization depend on their identity which is defined by the organization, and the sense of identity develops when the organization members know the organization, become familiar with it's story, ideas, strategies, and aimes. Besides,when they know the exact destination of the organization, how to participate in organizational designing in order to achieve the goals, and see their goals as the same with the aimes of the organization and managers. To achieve this point some considerations are needed: continued intercommunication between members and managers, programmed participation of members in the organization strategic decision- making, informing the members about new changes and decisions in time and regularly, and developing fundamental values and beliefs in order to achieve organizational aimes, and training the members, and so on. So the effects of different varianles of social capital–as independent variables- on organizational culture-as dependent variable- in this university are studied. Thes research is fundamental in terms of application, and on the basis of data gathering is descriptional correlational, and is Kind of Corre lation or Covariance matrix analysis. With application of LISREL in order to in order to univestigate the validity of construct, comlormity factor Anulusis was used with the application of LISREL. This softwane in also applied for unalyting data at path analysis method. reseach population in this inverstigation is the faculty members of PNU in Iran. The number of PNU faculty members was 57a peopleat. usiuy Cocharan formule for estimatiny sample size, 146 persons were selected by the Stratified sampling method in which the share of each province relatively determined. The time scope of this Study was 2005 and the research data were gathered by questionnaire. Statiscal results show that one of the social capital variables named organization norms have direct and powerful relation with organizational culture at PNU. Four other variables including Identity, Legal factors, Political development factors, and communication network size indirecty affect organizational culture through organization norms variables. Considering that none of the social capital variables excluding for organization norms affect organizational culture in PNU, it can be concluded that the role of organization norms is very important for creating relationship among faculty members. The outstanding result of this research is the role of legal norms as one of the social capital variables in creating relationship between social capital and organizational Culture, and between organizational culture and other PNU’s social capital variables. Legal norms are very important in PNU because they are the only topics that academic member become familiar with and are charged to carry out them at the beginniny of entrance. So, PNU’s particular norms have special importance because academic members have more connection with one another in the framework of these norms.