International Journal of Contemporary ManagementVolume 14 (2015) Number 3, s. 115–132doi:10.4467/24498939IJCM.15.007.4309BASIC ASSUMPTIONS OF ORGANIZATIONAL CULTURE IN RELIGIOUSLY DIVERSE ENVIRONMENTS Barbara Mazur*Abstract Background. The framework of this study is guided by “organizational culture”, which directs the way people behave in an organization. Culture, together with religion is considered to be an influential source of basic cultural assumptions, cultural values and artifacts reflected in organizational culture. Research aims.This paper explores the relationship between culture, religion and the culture of an organization at the level of basic assumptions. The research hypothesis is that religion, which is considered a factor of culture and is operation-alized by cultural dimensions such as: individualism/collectivism, power distance, uncertainty avoidance and masculinity/femininity affects the level of basic assump-tions of organizational culture. The main objective of the paper is to build the model of organizational culture on the level of basic assumptions and test this model by two-fold verification in companies operating in different religious environments. Methodology.The scope of the research is the organizational culture of two compa-nies performing in Podlasie region. The method used in the research is comparative case study built on quantitative research techniques. Those techniques embrace two kinds of questionnaires addressed to the employees of both studied organizations. Key findings.The study shows that cultural dimensions could be used to explore religion’s influence (Catholic and Orthodox) on an organizational culture. Keywords:organizational culture, basic assumptions, religion, managementINTRODUCTIONThe research assumed that religion is one of the most important factors influencing the cultural dimensions of the organization. Abundant *Bialystok University of Technology.
116Barbara Mazurevidence affirms that religious beliefs affect a wide range of behavioral outcomes and that religious activity can affect economic performance. Past researches have provided strong evidence of a link between religion and various work attitudes and specifically with motivation, job satisfaction, and even organizational commitment (Parboteeah, Paik & Cullen, 2010, pp. 51–61). Exploring the relationship between religion and organizational culture would be highly beneficial, since it determines the behavior of organization members. It is important to note that 72% of the world’s population, 4.6 billion people out of a total world population of 6.4 billion in 2004, were members and practitioners of the belief and value systems of the Jewish, Christian, Islamic, Hindu and Buddhist religions. According to the 2004 Encyclopedia Britannica Book of the Year there were 4.353 billion members of differing religions in the world in mid-2003. There were also a total of 149 million atheists and 784 million non-religious people resulting in 82% of the world’s popu-lation believing in or following a religious or spiritual tradition. It can