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188

The Abstract of the study

University: Imam Mohammed Ibn Saud Islamic university - Riyadh.
College: College of Social Sciences Education dept. (major in
Administration and Educational planning).
Researcher name: Abeer Abdulaziz Saud AlMuqbil.
Supervisor name: Abdulaziz Sulaiman AlDuwaish.
Academic year: 1430/1431H
189

Study Address: Available Organizational Culture in the Offices of

Education (Girls) in Riyadh City.
Study Objectives:
The study aimed at identifying the level of prevailing organizational
culture in the Offices of Education (Girls) in Riyadh City. In
addition to identifying the prevailing values that form this culture
and determining the differences with statistic meaning among the
opinions of the study sample towards the culture level and if these
values are related with the study variables (Qualification
Experience period in the education offices). Moreover, attaining the
key recommendations and suggestions that help the officials in the
Education Establishments to benefit from the study results to
develop and improve the work environment in these offices.
Study Method, Society, Sample, and tool:
The researcher used the descriptive method with its surveying style.
The study society included the educational supervisors and the study
was applied in the first semester of the academic year 1430/1431 H
on a study sample of 154 educational supervisors. The researcher
depended on the questionnaire as a tool to collect the required
information.
Key results of the study:
The study found the following results:
1- The individuals of the study sample agreed on the prevailing
organizational culture in the Offices of Education (Girls) in
Riyadh City with general mean 3.76 /5 and this means that the
level of organizational culture in these offices is high.
2- The prevailing values that form the organizational culture in the
Offices of Education (Girls) in Riyadh City came on the
following descending order based on the mean values: Defense
and Exploiting the Opportunities, Justice, Team Work, Strength,
190

Economy, Sufficiency, Efficiency, Elite, Law, System,

Competition and at last Reward as the lowest value.
3- There are no differences with statistic meaning at the level 0.05
or less among the trends of study sample individuals around the
level of organizational culture with varying the educational
qualification in the Education Offices (girls).
4- There are no differences with statistic meaning at the level 0.05
or less among the trends of study sample individuals around the
level of organizational culture with varying the experience
period in the Education Offices (girls).
The key Recommendations of the Study:
o It is necessary to increase the knowledge of the educational
supervisors in the prevailing organizational culture in
general in the Education Offices and illustrating the
organizational culture that helps in work achievement and
performance efficiency.
o It is necessary to put suitable policies and rules for the
rewarding system to distinct educational supervisors at the
end of every academic year. In addition to linking the
rewarding system with the level of work performance,
efficiency, innovation, and creativity for motive and
developed performance.
o The managements of the Education Offices should apply
the evaluation policy correctly in order to measure the staff
performance via giving the educational supervisors a report
about the performance in regular periodical way in order to
enhance positive skills and eliminate gaps during their
works and job tasks.
o The managements of Education Offices (girls) should
encourage the change and comply with the progress and
development in the world at the educational institutions.
o The managements of Education Offices with close
coordination and planning of the higher institutions
191

should give the educational supervisors and other

employees in the offices real chances to develop their
future career paths via training and development in their
fields. This will return on the Education Offices and the
educational institutions that follow them with much
benefits and improvements.

192