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For the actual analysis of the proposed relationships, sub-sets of the initial

samples of respondents were used such that they were selected based on theoretical

reasons to allow analyzing the proposed relationships between constructs of interests. For

purposes of clarity, this section is organized in two parts: the first section describes the

sample utilized for the analysis of relationships between culture and roles. And the

second section provides details about the sample used in the analysis of the relationships

between roles and behaviors.

Section one: relationship between culture and role perceptions. For the analysis

of the first part of the model examining the relationships between culture and role

perceptions of organizational expectations, a theoretically derived subset of the initial

sample of coworkers was used. I focused on coworkers for capturing culture because I

wanted to capture the shared perceptions of culture rather than an individual’s single

perception (Rentsch, 1990). This approach is consistent with the climate literature,

wherein a distinction is drawn between organizational, and psychological climate.

Specifically, the former refers to the shared, aggregated perceptions of multiple

individuals, while the latter is reserved for an individual’s unique perception of the

climate (Gavin & Howe, 1975; Glick, 1985; Jones & James, 1979; Parker et al., 2003).

In addition, some more considerations were made in selecting the specific set of

coworkers for reporting organizational culture. First, only the responses of individuals

currently working in the same organization as the focal were used since they were

expected to report the relevant organizational culture of the respective participant (which

reduced the initial sample to N=160 focal employees). In addition, the research questions


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