Abstract
Purpose. The purpose of this study was to examine and describe the impact of the application and implementation of organizational cultural elements and shaping techniques on elementary schools and their principals two years or more after the principals had been trained in this approach at the California School Leadership Academy (CSLA). Research design. This was a descriptive, causal-comparative, ex post facto study. The population consisted of 200 principals (K-8) trained in organizational culture between 1988 and 1994. Data were collected with a survey designed by the researcher. The independent variables were the principals' attitudes, behaviors, responses to the survey, and training. Both the parametric and nonparametric procedures were used. A dependent and independent t-test of means were used as well as a parametric chi-square. Findings. (1) The principals' mean ratings of the application and implementation of the seven elements or organizational culture were significantly higher two or more years after the CSLA training than the mean ratings given prior to the training. (2) The three highest ranked elements contributing the most were "shared values and beliefs," "communication network," and "rules, rewards (norms) sanctions." The three easiest ranked elements to use were "communication network," "rules, rewards (norms), sanctions," and "physical environment." (3) The top three culture-shaping tools were "managing the communication network," "modeling, teaching, coaching," and "allocating resources, time rewards, and recognition." The same three tools that contributed the most to shaping the schools' culture were the easiest to use. (4) On a six-point Likert scale, "1" denoting low and "6" denoting high, principals rated their ability to change the schools' culture (4.88), their perceptions of themselves as a cultural leader (4.41), and the importance of culture training to leadership skills (5.17). (5) The intervening variable "years of on-site experience" had no significant impact on the principals' ratings or rankings among the dependent variables. Conclusions. (1) The ratings of the principals' perceptions demonstrated that the application and implementation of the seven elements of organizational culture had a significant effect in changing their school's organizational culture. (2) The principals' rankings of the elements that "contributed the most" and those "easiest to use," indicated that those that were most productive were also the ones easiest to implement. (3) The data suggested that the principals perceived their training in organizational culture to have been a positive professional experience and enhanced their leadership skills. (4) The training in organizational culture was an effective and productive experience regardless of the principals' years of experience.