[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-0-en-105":3,"doc-seo-599381-105":59,"doc-detail-599381-en":130},{"code":4,"msg":5,"data":6},0,"success",[7,13,18,23,28,33,38,43,48,51,55],{"id":8,"doc_module":4,"doc_module_name":9,"category_name":10,"show_sort_weight":11,"slug":12},1,"Document","Story & Novel",90,"story-novel",{"id":14,"doc_module":4,"doc_module_name":9,"category_name":15,"show_sort_weight":16,"slug":17},2,"Literature",80,"literature",{"id":19,"doc_module":4,"doc_module_name":9,"category_name":20,"show_sort_weight":21,"slug":22},4,"Exam",70,"exam",{"id":24,"doc_module":4,"doc_module_name":9,"category_name":25,"show_sort_weight":26,"slug":27},5,"Comic",60,"comic",{"id":29,"doc_module":4,"doc_module_name":9,"category_name":30,"show_sort_weight":31,"slug":32},6,"Technology",50,"technology",{"id":34,"doc_module":4,"doc_module_name":9,"category_name":35,"show_sort_weight":36,"slug":37},7,"Healthcare",40,"healthcare",{"id":39,"doc_module":4,"doc_module_name":9,"category_name":40,"show_sort_weight":41,"slug":42},8,"Research & Report",30,"research-report",{"id":44,"doc_module":4,"doc_module_name":9,"category_name":45,"show_sort_weight":46,"slug":47},9,"Religion & Spirituality",20,"religion-spirituality",{"id":46,"doc_module":4,"doc_module_name":9,"category_name":49,"show_sort_weight":46,"slug":50},"World Cup","world-cup",{"id":52,"doc_module":4,"doc_module_name":9,"category_name":53,"show_sort_weight":52,"slug":54},10,"Lifestyle","lifestyle",{"id":56,"doc_module":4,"doc_module_name":9,"category_name":57,"show_sort_weight":24,"slug":58},19,"General","general",{"code":4,"msg":60,"data":61},"ok",{"site_id":62,"language":63,"slug":64,"title":65,"keywords":66,"description":67,"schema_data":68,"social_meta":123,"head_meta":125,"extra_data":127,"updated_unix":129},105,"en","organisational-culture-in-public-university-a-case-study-in-kosovo","Organisational Culture in Public University - A Case Study in Kosovo","","Research examines how organisational culture enables or obstructs change in higher education. Using the Competing Values Framework, the study identifies dominant culture types in a large public university in Kosovo and evaluates alignment with planned institutional changes. A quantitative approach surveyed 102 academic staff with the Organisational Culture Assessment Instrument, while planned changes were assessed through document analysis. Hierarchy and market cultures emerged as dominant and were found to hinder key planned changes, guiding academic leaders on realignment.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/organisational-culture-in-public-university-a-case-study-in-kosovo/599381/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/organisational-culture-in-public-university-a-case-study-in-kosovo/599381.png","ImageObject",300,407,{"name":92,"@type":93},"WPS_1790064749","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-30","2026-10-15",true,{"@type":102,"interactionType":103,"userInteractionCount":24},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What was the objective of the study in Kosovo’s public university?","Question",{"text":112,"@type":113},"To identify dominant organisational culture types in higher education and understand how planned changes align with those dominant cultures.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"Which framework and instrument were used to assess organisational culture?",{"text":117,"@type":113},"The study used the Competing Values Framework and the Organisational Culture Assessment Instrument (OCAI) to identify clan, hierarchy, adhocracy, and market cultures.",{"name":119,"@type":110,"acceptedAnswer":120},"What dominant culture types were found, and how did they relate to planned changes?",{"text":121,"@type":113},"Hierarchy and market cultures were identified as dominant, and the findings indicate these cultures militate against the main planned changes.","https://schema.org",{"og:url":83,"og:type":124,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":126,"canonical":83},"index,follow",{"doc_id":128,"site_id":62},599381,1793127364,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":92,"user_avatar":133,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":24,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":139,"language":140,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":67,"update_tm":144,"read_time":145},3985747859154,"https://ap-avatar.wpscdn.com/davatar_276721f389ce27ea32af1340a28f341c","doi: 10.26529/cepsj.1198  \nOrganisational Culture in Public University: A Case Study in Kosovo  \nIliriana Tahiraj*1 and Janez Krek2  \n• In recent decades, there has been a significant increase in research that focuses on organisational culture as an important construct that can support or hinder the implementation of changes in higher education. In developing countries of Europe, limited studies are assessing organisational culture and its alignment with planned changes in higher education institutions. Hence, the objective of this research was to identify the dominant organisational culture types in higher education and understand how the planned changes are aligned with the dominant cultures. The research was conducted in a large public university in Kosovo. The Competing Values Framework was used to assess the organisational culture. The study adopted a quantitative research approach. The sample consisted of 102 academic staff from a population of approximately 960. The data were collected using a standardised instrument (The Organisational Culture Assessment Instrument (OCAI)) to identify the dominant organisational culture based on four organisational culture types: clan, hierarchy, adhocracy, and market. The data related to the planned changes of the university were collected through document analysis. The research identified hierarchy and market cultures as the dominant cultures. The results also show that the dominant organisational cultures militate against the main planned changes. The findings confirm the relevance of the Competing Values Framework in assessing the organisational culture in higher education institutions and provide direction to academic leaders about how they can align their planned changes with the organisational culture to achieve better outcomes.  \nKeywords: academic leaders, competing values framework, decision making, organisational culture, planned changes  \n1 *Corresponding Author. Faculty of Education, University of Prishtina, Kosovo; [ilirianatahiraj14@gmail.com](ilirianatahiraj14@gmail.com).  \n2 Faculty of Education, University of Ljubljana, Slovenia.  \nOrganizacijska kultura na javni univerzi:študija primera na Kosovu  \nIliriana Tahiraj in Janez Krek  \n• V zadnjih desetletjih se je precej povečalo število raziskav, ki se osredi-njajo na organizacijsko kulturo kot pomemben konstrukt, ki lahko podpira ali ovira izvajanje sprememb v visokem šolstvu. V razvijajočih se državah v Evropi je le malo študij, ki ocenjujejo organizacijsko kulturo in njeno usklajenost z načrtovanimi spremembami v visokošolskih ustanovah. Zato je bil cilj te raziskave opredeliti prevladujoče tipe organizacijskih kultur v visokem šolstvu in razumeti, kako so načrtovane spremembe usklajene s prevladujočimi kulturami. Raziskava je bila izvedenana veliki javni univerzi na Kosovu. Za oceno organizacijske kulture smouporabili okvir konkurenčnih vrednot (Competing Values Framework) . V študiji je bil uporabljen kvantitativni raziskovalni pristop. Vzorec sestavljata 102 visokošolska uslužbenca iz populacije približno 960 oseb. Podatki so bili zbrani s standardiziranim instrumentom (The Organisational Culture Assessment Instrument (OCAI)) za ugotavljanje prevladujoče organizacijske kulture na podlagi štirih tipov organizacijskekulture: klana, hierarhije, adhokracije in trga. Podatke, povezane z načrtovanimi spremembami univerze, smo zbrali z analizo dokumentov. V raziskavi smo ugotovili, da prevladujeta hierarhična in tržna kultura. Ti rezultati pokažejo, da prevladujoči organizacijski kulturi nasprotujeta glavnim načrtovanim spremembam. Ugotovitve raziskave potrjujejopomembnost okvira konkurenčnih vrednot pri ocenjevanju organizacijske kulture v visokošolskih ustanovah in visokošolskim voditeljem dajejo usmeritve, kako bi lahko načrtovane spremembe uskladili z organizacijsko kulturo, da bi dosegli boljše rezultate.  \nKljučne besede: visokošolski voditelji, okvir konkurenčnih vrednot, odločanje, organizacijska kultura, načrtov","cbCaifwgAFFk4ACq","https://ap.wps.com/l/cbCaifwgAFFk4ACq","pdf",200866,21,"English","# Introduction\n# Purpose and research approach\n# Data collection and instruments\n# Results: dominant culture types\n# Discussion and alignment with planned changes\n# Conclusions","[{\"question\":\"What was the objective of the study in Kosovo’s public university?\",\"answer\":\"To identify dominant organisational culture types in higher education and understand how planned changes align with those dominant cultures.\"},{\"question\":\"Which framework and instrument were used to assess organisational culture?\",\"answer\":\"The study used the Competing Values Framework and the Organisational Culture Assessment Instrument (OCAI) to identify clan, hierarchy, adhocracy, and market cultures.\"},{\"question\":\"What dominant culture types were found, and how did they relate to planned changes?\",\"answer\":\"Hierarchy and market cultures were identified as dominant, and the findings indicate these cultures militate against the main planned changes.\"}]","Organisational Culture in Public University - A Case Study in Kosovo | PDF",1792088667,53]