Workspace Personalization and Organizational Culture Does Your Workspace Reflect You or Your Company?

摘要

The current study examined both the relationships between organizational commitment and workspace personalization and between organizational culture and personalization. The results support some of the hypotheses pertaining to organizational commitment and all the hypotheses pertaining to organizational culture. The first hypothesis suggesting that employee commitment to the organization predicts extent of personalization was supported by the correlational analyses but not entirely by the path analyses. The path analyses indicated that when employee status is included in the model, commitment is not significantly related to extent of personalization. The second hypothesis, suggesting that personalization would be more highly associated with affective commitment than with continuance or normative commitment, was not supported. The third hypothesis, suggesting that employees who are highly committed to their organizations would personalize with more items reflecting their coworkers than less committed employees would, was supported by correlational analyses. Highly committed employees also personalized more than less-committed employees with items reflecting their personal relationships with all others, including family and friends, artwork, and trinkets and mementos. Because these items are more personal than many of the other types of personalization (e.g., plants, books, and radios), perhaps committed employees are more likely to display the more personal sides of themselves at work.