hey everyone my name is Vedant and on
behalf of my co-author from Georgia Tech hey everyone my name is Vedant and on
I'm gonna be presenting our work on behalf of my co-author from Georgia Tech
modeling organizational culture with I'm gonna be presenting our work on
workplace experiences shared on Glassdoor modeling organizational culture with
in an organization there are certain workplace experiences shared on Glassdoor
norms and perceptions which affect how in an organization there are certain
they develop new ideas and also manage norms and perceptions which affect how
unanticipated events this unique value they develop new ideas and also manage
system is often referred to as unanticipated events this unique value
organizational culture organizational system is often referred to as
culture is important not only because it organizational culture organizational
describes company outcomes like revenue culture is important not only because it
but also because it explains employee describes company outcomes like revenue
behavior in fact factors like employee but also because it explains employee
loyalty and commitment are related to behavior in fact factors like employee
organizational culture and that's why we loyalty and commitment are related to
need a develop of better understanding organizational culture and that's why we
of it traditionally organizational need a develop of better understanding
culture has always been very difficult of it traditionally organizational
to describe it's a fairly ambiguous term culture has always been very difficult
and many different researchers in to describe it's a fairly ambiguous term
organization studies have tried to and many different researchers in
describe it in their own way using organization studies have tried to
several different frameworks and these describe it in their own way using
frameworks would use different several different frameworks and these
dimensions to explain what organization frameworks would use different
culture is made of for example some dimensions to explain what organization
dimensions could be like the power culture is made of for example some
distance in an organization but at the dimensions could be like the power
same time other frameworks could be distance in an organization but at the
looking at things like individualism same time other frameworks could be
versus collectivism typically looking at things like individualism
researchers would take these frameworks versus collectivism typically
build instruments which would be researchers would take these frameworks
serviced and to render an empirical build instruments which would be
illustration of a company's organization serviced and to render an empirical
culture they would conduct surveys but illustration of a company's organization
the word pay settings is not exactly the culture they would conduct surveys but
most conducive to get create quality of the word pay settings is not exactly the
data from surveys because not everyone most conducive to get create quality of
wants to respond to a survey when data from surveys because not everyone
they're anxious about how their opinion wants to respond to a survey when
could possibly affect their position in they're anxious about how their opinion
the company and how it can come back to could possibly affect their position in
bite them in a review given the ecology the company and how it can come back to
of the workplace these surveys rarely bite them in a review given the ecology
scale to comprehensively describe of the workplace these surveys rarely
everyone in the workplace because it's scale to comprehensively describe
limited by biases in order to leverage everyone in the workplace because it's
everyone's voice we need to look at limited by biases in order to leverage
other approaches that are different from everyone's voice we need to look at
static survey methods which only other approaches that are different from
capture a snapshot of data so in order static survey methods which only
to mitigate all those challenges in this capture a snapshot of data so in order
work we study the potential of crowd to mitigate all those challenges in this
contributed employee experiences in the work we study the potential of crowd
workplace as a means to understand contributed employee experiences in the
organizational culture one such platform workplace as a means to understand
that aggregates employee opinion is organizational culture one such platform
glass door that aggregates employee opinion is
unlike surveys in these approaches glass door
employees can maintain complete unlike surveys in these approaches
anonymity while sharing the experiences employees can maintain complete
also these posts are self initiated and anonymity while sharing the experiences
allow users to express their experiences also these posts are self initiated and
with the richness of language but as we allow users to express their experiences
already mentioned organizational culture with the richness of language but as we
is quite a complex phenomenon to already mentioned organizational culture
understand and it has multiple is quite a complex phenomenon to
dimensions so in this study our first understand and it has multiple
aim is to operationalize it keeping dimensions so in this study our first
together all its multi-dimensional aim is to operationalize it keeping
aspects and validate it with the together all its multi-dimensional
language on Glassdoor first I'm going to aspects and validate it with the
describe the data we use for this language on Glassdoor first I'm going to
segment of the work and also where we describe the data we use for this
source the data from as well as why segment of the work and also where we
that's important for our study to source the data from as well as why
examine if glassdoor reviews can actually that's important for our study to
describe organizational culture we begin examine if glassdoor reviews can actually
with the reviews of the top hundred describe organizational culture we begin
companies in the fortune 500 list this with the reviews of the top hundred
is a list compiled and ranked by revenue companies in the fortune 500 list this
for 2019 we take this approach mostly to is a list compiled and ranked by revenue
get a voluminous set of data where we for 2019 we take this approach mostly to
have enough reviews from each company get a voluminous set of data where we
through this approach we collect over have enough reviews from each company
600,000 cluster reviews posted on these through this approach we collect over
pages once we obtain the data from 600,000 cluster reviews posted on these
glossed over we set off to establish an pages once we obtain the data from
ontology that can characterize glossed over we set off to establish an
organization culture through text for ontology that can characterize
this we refer to on it a database of organization culture through text for
various job descriptors this was this we refer to on it a database of
developed under the sponsorship of the various job descriptors this was
US Department of Labor employment and developed under the sponsorship of the
training administration but Annette in US Department of Labor employment and
itself has a lot of job descriptors not training administration but Annette in
all of which are itself has a lot of job descriptors not
relevant to organizational culture all of which are
because of which we referred of for relevant to organizational culture
frameworks from the literature in because of which we referred of for
organizational studies that have frameworks from the literature in
actually described organizational organizational studies that have
culture with various different actually described organizational
dimensions by referring to these culture with various different
dimensions we narrow down 41 job dimensions by referring to these
descriptors that describe organizational dimensions we narrow down 41 job
culture in some of its known dimensions descriptors that describe organizational
from the literature and these are culture in some of its known dimensions
segregated into seven categories bionet from the literature and these are
and that is what you can see on the segregated into seven categories bionet
slide right now now in the next few and that is what you can see on the
slides I'm going to explain how we use slide right now now in the next few
those 41 job descriptors to actually slides I'm going to explain how we use
operationalize organization culture and those 41 job descriptors to actually
also how we use the glassdoor data to operationalize organization culture and
actually get some validity of this also how we use the glassdoor data to
construct so without going into too much actually get some validity of this
detail what we essentially do is take construct so without going into too much
all these 41 descriptors each of which detail what we essentially do is take
is a sentence or a few sentences of all these 41 descriptors each of which
expressive rich text and we turn those is a sentence or a few sentences of
into word embeddings and with those word expressive rich text and we turn those
embeddings which are essentially vectors into word embeddings and with those word
we can now develop this 41 dimensional embeddings which are essentially vectors
vector that represents organizational we can now develop this 41 dimensional
culture and it is effectively capturing vector that represents organizational
the meaning of organizational culture in culture and it is effectively capturing
a lexical semantics space in order to the meaning of organizational culture in
gain the face validity for a construct a lexical semantics space in order to
what we now do is represent these class gain the face validity for a construct
store reviews as word embeddings as well what we now do is represent these class
so now they're also in a vector space store reviews as word embeddings as well
very similar to what the construct is by so now they're also in a vector space
doing this we can actually understand very similar to what the construct is by
the distance between these reviews and doing this we can actually understand
each of the different dimensions in our the distance between these reviews and
construct for example you can see on the each of the different dimensions in our
slide there is a review which spoke construct for example you can see on the
about a lot of group work makes the work slide there is a review which spoke
easier and more fun and from our data it about a lot of group work makes the work
was apparent that this is closest to the easier and more fun and from our data it
dimension of Independence and similarly was apparent that this is closest to the
we have another example on the slide dimension of Independence and similarly
here which is more closer to a dimension we have another example on the slide
of coaching and developing others as you here which is more closer to a dimension
can see from the post itself it talks of coaching and developing others as you
about senior management as well as an can see from the post itself it talks
interest in helping people succeed so by about senior management as well as an
using this methodology we can actually interest in helping people succeed so by
describe what a crowd contributed self-initiated using this methodology we can actually
post is actually talking about describe what a crowd contributed self-initiated
another way we try to understand the
validity of our construct is to gain another way we try to understand the
some understanding of the importance of
certain n-grams for each dimension
just to give you a few
examples take the n-gram for team members
the n-gram for team members shows
the highest importance within the
descriptors for interacting with others
similarly when you take the engrams of
job security you see that to be more
important in the categories of
interpersonal relationships it's not
specifically illustrated here but the
dimension it's most important in is
conflict situations and similarly you
can look at a lot of different n-grams
and it does tie into the literature
about what people are talking about and
how that actually affects the work
culture so in this way we get quite some
confidence that organizational culture
can be depicted with language and this
forty-one dimensional vector that we
have constructed
so I want to now I've shown that our
constructive organization culture the 41
dimensions we that do capture is
actually useful in distinguishing what a
post is talking about so given an
experience that is shared on a crowd
contributor platform at Glassdoor we can
actually get some idea of which
dimension of organization culture it's
truly representing and by this we can
actually scale it to a large set of
reviews and can actually get some
understanding of the signature of a
company but now the real question is
does this really matter and whether
organization culture that we are
capturing through this model can that
actually explain something about the
employee and the individual functioning
at a workplace so that takes us to our
second aim in aim2 we're now gonna focus
on a limited set of data specifically
belonging to companies where we could
actually obtain employee level
performance information
for this we obtain the data collected in
the tesserae project this is a large
scale and longitudal multi-sensor
project that broadly aims to passively
understand employee well-being and
performance in this we obtain the data
for 341 employees across three different
companies all of which are in the united
states and all these employees are
involved in information work as a part
of this project the participants
answered validated surveys on individual
differences including demographics job
characteristics executive function and
personality traits all these variables
are going to be used as controls for the
rest of the study these participants are
also provided self-reported assessments
of job performance particularly the
enrolled behavior which is a measure of
task performance as well as
organizational citizenship behavior
which is seen as a measure of contextual
performance or external activities which
the company does not formally define
one thing that we do know about
organization culture is that
it is something that is collectively experienced
as well as collectively manifested
so in the Tesserae data set
this can be further stratified by sectors
like Management Business and Finance
computers and mathematics
without going into too much detail of
the mathematical modeling we have a
visualization here which is showing how
organizational culture and its specific
dimensions differ between different
sectors of different cohorts each
rectangle that you see here represents
one of the cohorts in the Tesserae data
center and on the x-axis are the
different dimensions that are
can actually capture so the color
intensity is actually showing whether
that particular dimension was spoken
about in the prose section of the glass
to review or the cons section of the
glass review so simply by understanding
it is whether a particular aspect of the
organization culture was considered
favorably or unfavorably
we know that human behaviors are
affected by the complex interplay
between an individual and the culture
they're embedded within in our
particular setting we hypothesize that
our modeling of organizational culture
explains the job performance of
employees over and beyond what we can
tell from just individual differences
specifically to understand the
relationship of organization culture
with employee performance we built a
model where we include variables like
the demographics job characteristics
executive function functions and
personality traits but we also include a
41 dimensional vector depicting the
culture for that particular organization
sector and then we build different
models one to explain
in role behavior and another one for
organizational citizenship behavior so one of
the benchmark models is only built on
the individual attributes
and another one includes the
individual attributes as well as ratings
in both IRB as well as OCB
so with both task performance as well as
citizenship behavior we find that
the model that includes organization culture
is actually a better model
quantifying organization culture this
way it can actually mitigate the
limitations of traditional surveys we
can now use crowd contributed platforms
as a new approach to understand
organization culture dynamically
one thing that our work
is trying to showcase is that it is
possible for employees both
existing as well as prospective ones to
try to understand how it is like working
in a company in a more quantified way
at the same time employers
can also ask questions about how healthy
is the culture there is the culture
actually supporting work-life balance is
the culture something that is fostering creativity
or is it only concentrating on productivity
to highlight some of the ethical
implications of our work anonymous
online platforms like glassdoor are not
immune to bad behaviors on the Internet
these crowd contributor
platforms are rife with problems of
review fraud organizations can be used
these approaches to selectively
manipulate information and change the
perception of the company and this could
actually jeopardize employee agency and rights
for so in conclusion
we have examined organization
culture by using employee contributed
workplace experiences and by adopting
the word embedding based approaches we
operationalize organization culture in
41 dimensions
our approach of modeling organizational culture
also explains employee performance above
and beyond what can only
we gleaned from individual difference
variables with that I would like to
thank you all for listening please do
not hesitate to reach out to us at the
email ids listed on the screen
definitely go and take a look at the
paper for a more in-depth understanding
of the methodology used as well as our
discussion around the implications and
the ethical considerations for our work