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