Dependence of corporate culture type on selected socio-demographic factors

Purpose – In order for companies to be successful, and as prosperous as possible, together with "hard" economic indicators, they must also monitor, and evaluate a corporate culture that significantly impacts the company's performance, operation, success, and competitiveness. At the same time, it is necessary to respect/consider that the values in connection with the corporate culture are gradually forming, and developing. Aim – The aim of the research is to determine differences in the perception of corporate culture in terms of socio-demographic factors. Design/methodology/approach – The opinions of owners of micro, and small businesses in Slovakia are examined in terms of their gender, age, education, and seniority. According to the methodology of Cameron, and Quinn through the Organizational Culture Assessment Instrument, the required level of corporate culture is examined, which should be implemented within 5 to 10 years. By the methods of inductive statistics, the significance of the differences is tested at the 5% significance level. Findings – Based on the results achieved, it can be stated that age as the only one of the sociodemographic characteristics examined is an attribute that affects the values of employees, and thus the type of corporate culture. At the same time, the research results show that the most preferred type of corporate culture, regardless of socio-demographic characteristics, was the clan corporate culture, which emphasises the development of employees. Limitations of the study – The research should be extended in the future by enlargement of the research sample to medium, and large enterprises, and is examining possible changes in terms of time. Practical Implications – We ecommend implementing a clan corporate culture in micro, and small businesses because only employees contribute to the company's overall success through their innovative ideas, abilities, and skills. Originality/value – Research expands knowledge in the field of corporate culture by defining differences in the perception of corporate culture in terms of socio-demographic characteristics.