Organizational culture and typologi̇es: A research in Afghanistan public institutions

İn recent year power, technical developments, increasing access to information and cultural differences havs been icreased. On the other hand, there is a need for a common value system adopted by all employees for the effective management of organization toward organization targets. In this context, the concept that best expresses the system of values is organizational culture. Organizational culture plays a critical role in the success of organizations. Organizational culture creates the working environment and directly affects the way of working and capacities of employees. The psychology, motivation, job ownership and productivity capacity of the human resources in enterprises are arranged according to the organizationalorganiz culture. This also applies to public institutions. In general, organizational culture is expressed as a set of norms, rules, perceptions and values that are accepted, followed and shared by individuals and groups within the organization. Organizational culture also affects the management processes, leadership and management styles in the organization and can also be affected by these management processes. In order to manage organizational culture, it is important to examine organizational culture typologies and characteristics. The purpose of this study is to examine the relationship between the demographic characteristics of the public institutions operating in Afghanistan and the demographic characteristics of the organizational culture according to the working conditions. In the first part of the study, the concept of culture has been discussed, as a result of the literature study; The definition of culture, the concept of organizational culture, the importance of organizational culture from managers point of view are illisturated. In the second chapter, the concept of organizational culture typology (types) are discussed in detail, and the concept of organization culture has been investigated in terms of public institutions. According to the results of this research, public employees of the organizational culture types, In the third part; Among the existing typologies in the literature, the most appropriate dimensions for public institutions has been determined. Based on these dimensions, the organizational culture questionnaire questions of Cameron and Quinn's typology, after testing reliability and validity were translated into Persian and made suitable for application to public institutions employees in Afghanistan. In the conclusion part, the type and characteristics of organizational culture present in public institutions in Afghanistan will be determined and recommendations will be made to the administrators. In this respect, although the research has some limitations, it is a descriptive quantitative research. In the study, the organizational culture questionnaire developed by Cameron and Quinn (2006) was applied to 311 people working in public institutions. According to the results of this study, it is observed that the organizational culture types show statistically significant differences according to the demographic characteristics of public employees such as educational status, marital status, professional experience, experience in the institution, position at the institution however, it was found that it did not differ according to variables such as gender and age. Public organizations operating in Afghanistan Kabul Province Competitive Values Model Four types of organizational culture have been encountered. The most dominant type of culture; It has been determined that the clan culture and hierarchy culture is followed by the types of market culture and adhocracy culture, respectively. Keywords: Culture, Organizational culture, Organizational culture types