Organizational Culture Profile (OCP)

Management

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Organizational Culture Profile – OCP

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The ch‎aracteristics are: 
    1.   Adaptability
21.  Decisiveness
    2.   Stability
22.  Being competitive
    3.   Being reflective
23.  Being highly organized
    4.   Being innovative
24.  Achievement orientation
    5.   Being quick to take advantage of opportunities
25.  ha‎ving a clear guiding philosophy
    6.   Taking individual responsibility
26.  Being results oriented
    7.   Risk taking
27.  ha‎ving high performance expectations
    8.   Opportunities for professional growth
28.  Being aggressive
    9.   Autonomy
29.  High pay for good performance
 10.   Being rule oriented
30.  Security of employment
 11.   Being analytical
31.  Offers praise for good performance
 12.   Paying attention to detail
32.  Being supportive
 13.   Confronting conflict directly
33.  Being calm
 14.   Being team oriented
34.  Developing friends at work
 15.   Sharing information freely
35.  Being socially responsible
 16.   Being people oriented
36.  Enthusiasm for the job
 17.   Fairness
37.  Working long hours
 18.   Not being constrained by many rules
38.  ha‎ving a good reputation
 19.   Tolerance
39.  An emphasis on quality
 20.   Informality
40.  Being distinctive / different from others
[quads id=5]
1. Flexibility
28. Action orientation
2. Adaptability
29. Taking initiative
3. Stability
30. Being reflective
4. Predictability
31. Achievement orientation
5. Being innovative
32. Being demanding
6. Being quick to take advantage of opportunities
33. Taking individual responsibility
7. A willingness to experiment
34. ha‎ving high expectations for performance
8. Risk taking
35. Opportunities for professional growth
9. Being careful
36. High pay for good performance
10. Autonomy
37. Security of employment
11. Being rule oriented
38. Offers praise for good performance
12. Being analytical
39. Low level of conflict
13. Paying attention to detail
40. Confronting conflict directly
14. Being precise
[quads id=5]
41. Developing friends at work
15. Being team oriented
42. Fitting in
16. Sharing information freely
43. Working in collaboration with others
17. Emphasizing a single culture throughout the organization
44. Enthusiasm for the job
18. Being people oriented
45. Working long hours
19. Fairness
46. Not being constrained by many rules
20. Respect for the individual’s right
47. An emphasis on quality
21. Tolerance
48. Being distinctive-different from others
22. Informality
49. ha‎ving a good reputation
23. Being easy going
50. Being socially responsible
24. Being calm
51. Being results oriented
25. Being supportive
52. ha‎ving a clear guiding philosophy
26. Being aggressive
53. Being competitive
27. Decisiveness
54. Being highly organized
[quads id=5]
 
(1) innovation; (2) stability; (3) people orientation;(4) outcome orientation; (5) easygoing; (6) detailorientation; (7) team orientation
 
 
Place each ch‎aracteristic in an appropriate box‚ which range from most ch‎aracteristic to least ch‎aracteristic. Each box only receives one attribute. For example‚ only 2 items may be “most ch‎aracteristic” of you and your ideal organization while 8 items must be “neither ch‎aracteristic or unch‎aracteristic.” You can write the item number in the box rather than the words. It may be easiest to read through the entire list of ch‎aracteristics looking for extremes first. While this sort may appear difficult‚ it goes quickly if you cross items off as you place them‚ and it is a critical part of the research.
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 
 Most ch‎aracteristic
Neither ch‎aracteristic Nor Unch‎aracteristic
Least ch‎aracteristic
 
 
 
O’Reilly‚ C. A.‚ Chatman‚ J. A.‚ & Caldwell‚ D. F. (1991). People and organizational culture: A profile comparison approach to person-organization fit. Academy of Management Journal‚ 34(3)‚ 487-516.
Cable‚ D. M.‚ & Judge‚ T. A. (1997). Interviewers’ perceptions of person-organization fit and organizational se‎lection decisions. Journal of Applied Psychology‚ 82‚ 546-581.

Cite this article

mohammad looti (2026). Organizational Culture Profile (OCP). PSYCHOLOGICAL SCALES. Retrieved from https://scales.arabpsychology.com/s/organizational-culture-profile-ocp/

mohammad looti. "Organizational Culture Profile (OCP)." PSYCHOLOGICAL SCALES, 20 Apr. 2026, https://scales.arabpsychology.com/s/organizational-culture-profile-ocp/.

mohammad looti. "Organizational Culture Profile (OCP)." PSYCHOLOGICAL SCALES, 2026. https://scales.arabpsychology.com/s/organizational-culture-profile-ocp/.

mohammad looti (2026) 'Organizational Culture Profile (OCP)', PSYCHOLOGICAL SCALES. Available at: https://scales.arabpsychology.com/s/organizational-culture-profile-ocp/.

[1] mohammad looti, "Organizational Culture Profile (OCP)," PSYCHOLOGICAL SCALES, vol. X, no. Y, ص Z-Z, April, 2026.

mohammad looti. Organizational Culture Profile (OCP). PSYCHOLOGICAL SCALES. 2026;vol(issue):pages.

Related terms:

  1. Organizational Culture Profile (OCP)
  2. Denison Organizational Culture
  3. Organizational Culture Assessment Inventory
  4. Positive Organizational Culture Scale (POC-S)
  5. School Work Culture Profile
  6. Profile of Organizational Characteristics
  7. Profile of Organizational Characteristics
  8. Hawaiian Culture Scale- Adolescent (HCS-A)
  9. Culture, Organization, and Management in Intensive Care questionnaire
  10. Hospital Survey on Patient Safety Culture 2.0 – Brazilian version
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