Organizational Culture and Innovation in Nonprofit Human Service Organizations

This study examined the relationship between organizational culture and organizational innovativeness in a sample of nonprofit human service organizations in Alabama. It was hypothesized that cultural consensus and organizational values (the content of consensus) would be important predictors of organizational innovativeness. Leadership and size were included as control variables. Organizational innovativeness was inversely related to cultural consensus, positively correlated with the innovation and the aggressiveness value dimensions, and negatively correlated with the stability value dimension. It was not related to leadership but was positively related to size. In a regression analysis cultural consensus was the only significant predictor.