The objectives of the study were: (1) To study the nature of composite work culture prevailing in different groups. (2) To study the work culture variables in relation to gender. (3) To study the work culture variables in relation to group cohesiveness. 

The hypothesis of the study were: (1) The work groups don’t differ in respect of prevailing work culture. (2) The nature of composite culture and gender (school population) are independent. (3) There is no difference among the boys, girls and coeducational school work groups in respect of different work culture variables. (4) There is no difference between male and female employees in respect of different work cultural variables. (5) The work cultural variables are independent of gender’s (employees) effect. (6) There is no difference between high and low cohesive work groups in respect of different work culture variables. (7) The work cultural variables are independent of cohesiveness in work group.

The sample consisted of 250 Principals, teachers and clerks from 14 Schools (5 Boys, 5 Girls and 4 Co – Educational) of urban area of Ambala. The sample was selected using Multistage Sampling Method.

Chandel’s Job Satisfaction Scale, An Indian Adaptation of Organisational climate Description Questionnaire by Sharma, An Index of Group Cohesiveness by Seashore, The Extent of Fulfillment of Socio – Personal Obligation at Job by Sinha, Job Expectations and their Fulfillment by Amsa, Job Affect by Sinha, Performance Value by Amsa, and Role Clarity Scale by Sinha were used for data collection.

The data were analyzed by T & Z Scores, t – Test, Correlation, Regression – Analysis and Chi-square.

The findings of the study were: (1) Three differential patterns of work culture were identified across 14 work groups. These were – Task oriented, employee oriented and moderate work culture. (2) Task and employee oriented work cultural was found to be characterized by controlled closed climate, high role clarity, high job affect, high performance value, high job expectation fulfillment, high job satisfaction and low extent of fulfillment of socio – personal obligation at the job. (3) Moderate work culture was found to be characterized by paternal / autonomous climate with moderate extent on other work culture variables (with few exceptions). (4) There was no difference between the boys and girls school work group in respect of role clarity. The co – educational school work were, however, observed to be significantly higher on role clarity as compared to the boys as well as girls school work groups. (5) No difference was observed between male and female employees in respect of role clarity, job affect, performance value, job expectation fulfillment, job satisfaction and the extent of fulfillment of socio – personal obligations at the job. (6) The high cohesive work groups were found to be significantly higher than the low cohesive work groups in respect of role clarity, job affect, performance value, job expectation and the extent of fulfillment and job satisfaction. The low cohesive work groups were, however, observed to be significantly higher than the high cohesive work groups on the extent of fulfillment of socio – personal obligations at the job. (7) Group cohesiveness was found to be positively related with role clarity, job affect, performance value, job expectation and the extent of fulfillment and job satisfaction but negatively related with the extent of fulfillment of socio – personal obligations at the job. (8) The result of regression analysis further corroborated the above findings of positive relationship between cohesiveness and the work culture variables except socio-personal obligations which was found to have a negative regression coefficient indicating significant negative relationship with group cohesiveness.