Research Productivity Recognition and Dominant Organizational Culture: A Case Study of One of Universities in Tehran

The purpose of this research is to examine and identify the trend of research productivity and dominant organizational culture in one of Universities in Tehran and to present guidelines and a model related to management of organizational culture in order to remove problems and bottlenecks and promote and develope the research in this university. Regarding to essence, objectives and special research questions, a case study method was used. Statistical population includes 165 faculty members (assistant professors and higher). By using stratified sampling data, 115 subjects were randomly selected. Data collection instrument includes research productivity indicators and an organizational culture questionnaire. In order to analyze the statistical data of research productivity indicators which are mostly as percentage rate, ratios and growth rates, geometrical mean was applied and for analyzing organizational culture data which was achieved in interval scales, the inferential statistics of –test was used for calculating means differentiation in two similar (dependent) populations (with df=99, alpha – 0.05). The results represented that general trend of research productivity indicators of the university containing the productivity of researchers, scientific productivity (knowledge production) and productivity of research budget were negative. Numerical mean of ten organizational culture indicators containing creativity, risk taking, leadership style, management support, consistency and coordination, control, organizational identity, reward system, compromise with conflict phenomenon and communication model is less than 3 in Likert Scales which represented weak organizational culture. In addition, organizational culture of research in College of Education and Psychology, Chemistry, Basic Sciences, Physical – Education, Literature and Humanities, Mathematics and Computer differ significantly from their desired situations. Besides, there were positive correlations between faculty-members, of view about significance of organizational culture indicators in both current and desired research situations. This represents the gap between current and desired organizational culture of university research.