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The JEDI: An Organizational Culture Assessment Inventory
$29.99
The JEDI: An Organization Culture Assessment Inventory is a comprehensive tool that helps organizations measure and improve their culture. The book consists of an 78-item questionnaire that measures management and individual contributors' perceptions of organizational justice, leadership, inclusion, and productivity. The book also comes with a scoring tool, JEDI competency detail, ways to improve your competencies, and notes.
The JEDI is a valuable resource for organizations of all sizes. It can be used to:
- Assess your current culture Identify areas for improvement
- Develop and implement a plan to improve your culture
- Track your progress over time
The JEDI is easy to use and understand. The questionnaire is short and straightforward, and the scoring tool is clear and concise. The JEDI competency detail provides specific information on how to improve your culture in each area. The ways to improve your competencies are actionable and easy to implement. The notes section provides additional information and resources. The JEDI is a valuable tool for any organization that wants to improve its culture. It is easy to use, understand, and implement. The JEDI can help you assess your current culture, identify areas for improvement, and develop and implement a plan to improve your culture.
Here are some additional benefits of using the JEDI:
- The JEDI can help you create a more just, inclusive, and productive workplace.
- The JEDI can help you attract and retain top talent. The JEDI can help you improve your bottom line.
If you are looking for a way to improve your organization's culture, the JEDI is the perfect tool for you.
An organizational culture diagnosis survey can be a valuable tool for companies that are looking to improve their culture and achieve their strategic goals. It provides a comprehensive view of the organization's culture and helps to identify areas for improvement.
Research
Perceptions of Organizational Justice in the Technology Industry
The purpose of this quantitative correlational study was to examine the perceptions of the experiences of individuals who work in the technology industry. Specifically, this study examined to what extent the dependent variables perceptions of organizational justice, performance, productivity, support, detachment, autonomy, inclusion, and work-life conflict differ between the independent variables gender, work location and language, ability, race, sexuality, position, and household size. Five-hundred and three self-identified technology industry workers completed a 99-item survey that measured their perceptions of their work experiences. A multiple regression analysis was conducted to see if a set of demographics had different perceptions of organizational justice. The overall model was significant, R2 = .064, F (9, 478) = 3.64, p <.001. This is a large effect size. The overall model is a significant predictor and account for 64% of the variance of perceptions of organizational justice. More specifically, the individual predictors race, gender, and position were significant. The results of this study, suggest that the technology industry appears to be an industry where workers feel they are included, supported, and treated fairly. To mitigate risk and produce productive high performing teams’ managers and human resources leaders should consider ways to continue to maintain healthy stress levels throughout their organizations.
Simms, A. (2022). Perceptions of organizational justice in the technology industry [Doctoral Dissertation, Chicago School of Professional Psychology]. ProQuest Dissertations Publishing. https://www.proquest.com/dissertations-theses/perceptions-organizational-justice technology/docview/2770646534/se-2
