Effects of Organizational Culture Variables on Innovation in Organization: A Fuzzy Logic Approach

In the era of an ever-changing world, we are in a dire need of initiative, creativity and innovation. Sound and dynamic flow of innovation in organizations is based on multitude of variables including “organizational culture”. Employing Peters and Waterman’s model, this study aimed at investigating the effects of organizational culture variables on innovation in organization. As a descriptive, applied and field study, the research was designed based on fuzzy logic due to an imprecise nature of organizational culture. In order to adopt the variables, a panel of 13 management experts was involved. For this purpose a sample of participants composed of education and research managers from a military university attempted a questionnaire. Accordingly, eight main variables of organizational culture and 23 minor ones were investigated. Then, taking the advantages of fuzzy logic and the literature, their desirable level and after removal of fuzzy principles, status quo of the indices of both organizational culture and innovation and ultimately the gap between the desirable and existing states were analyzed. The findings revealed that access to management principles has had the highest but performance assessment the lowest impact in the realization of organizational culture supporting innovation.