Abstract

The purpose of this study was to develop the scale for measuring the type of organizational personality using 16 different types like the Myers-Briggs Type Indicator(MBTI)'s classification scheme. For this purpose, first of all, 56 preliminary items were written according to Bridges(1992)'s framework to classify organizational personality into 16 types. Three hundreds and sixty-six employees belonged to a variety of organizations rated their own organizational personality. By a common factor analysis, six factors were extracted to measure four dimensions: Extraversion-Introversion, Sensing-Intuition, Thinking-Feeling, and Judging-Perceiving. Thirty-one items satisfying both conceptual and statistical conditions were selected as the final items for Organizational Personality Type Indicator(OPTI). Then a confirmatory factor analysis was performed by LISREL 8 to confirm the factor structure of the OPTI using 367 employees. The result of the confirmatory factor analysis indicated the measurement model consisted of the six factors was well fitted to the data. For the purpose of investigating the usability of the OPTI, it was examined whether the organizational personality types classified by the OPTI are different across the goal and function of the diffrent organizations. It was found the organizational personality type was different by the unique function of the organization. Also it was examined whether the fit between individual personality type and organizational personality type is related to organizational effectiveness, organizational commitment, organizational satisfaction, and turnover intention. The degree of fit was positively related to the perceived organizational effectiveness, organizational commitment, and organizational satisfaction, and was negatively related to turnover intention. Based on these findings, it was concluded the OPTI is reliable and valid to measue the type of organizational personality, and the OPTI can be used in the area of organizational diagnosis and development as well as the area of personnel psychology. Lastly future research directions and implications were discussed.