Leader Intentions and Employee Perceptions of Organizational Culture in a Private Fitness Corporation
Why this work is in the frame
A frame that forgets how it found something cannot be audited. These are the routes that admitted this work.
Bibliographic record
Abstract
Abstract Understanding “how things are done around here” is an integral part of managing any organization. Organizational culture may impact the attitudes and behaviour of members, and the performance of the organization as a whole. Thus, the indoctrination of positive values, that become widely understood, is the likely intention of the organization's leaders. This study examined leader intentions and employee perceptions of organizational culture, as well as the existence of distinct subcultures, and the further influence of subculture on staff behaviour (intent to leave) and organizational performance (profit margin, client retention). Qualitative and quantitative methods were used to describe the specific culture of the focal organization. The study revealed a significant culture gap between the leaders’ intentions and employee perceptions, and the existence of subcultures by organizational level (head office versus club). The strength of the respective subcultures was inversely associated with employee intentions to leave the organization, however club subculture had little association with performance in terms of profit margin or client retention rates. The findings suggest that culture has a more direct influence on employees and a less direct influence, if any, on organizational performance. The results extend our understanding of the nature and influence of organizational culture and subcultures, and have implications for their management within the focal organization.
Fetched live from OpenAlex and de-inverted. Abstracts are not stored in this database: the inverted indexes are 8.6 GB of the frame’s 9.3 GB of text, and the host has 13 GB free.
Full frame distilled prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. Learned from the 10,348 direct Codex labels and 10,348 direct Gemma labels. Candidate is the union of thresholded teacher heads; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels or direct frontier model labels.
Codex and Gemma teacher scores by category
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.000 | 0.000 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.000 | 0.001 |
| Science and technology studies | 0.000 | 0.000 |
| Scholarly communication | 0.000 | 0.001 |
| Open science | 0.000 | 0.000 |
| Research integrity | 0.000 | 0.000 |
| Insufficient payload (model declined to judge) | 0.001 | 0.000 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from it