Mapping the scope of perceived cultural resources across employee satisfaction judgments: Evidence from 153,123 employee narratives.

Abstract

Organizational culture is multidimensional, yet research rarely compares how the same cultural dimension relates to multiple employee judgments. This study defines resource scope as the design-contingent profile of a measured resource's signed and adjusted associations across a specified outcome set. It is a comparative description, not a new mechanism or stable organizational property. It analyzes overall satisfaction, career advancement, compensation and benefits, and work-life balance in 153,123 reviews from 388 South Korean firms (2018-2022). Text measures combined theory-guided dictionaries, word-embedding diagnostics, and leave-one-review-out firm aggregation. Independent two-rater context validation covered interpersonal dignity, fairness/inclusion, and innovation orientation only (Cohen's κ = 0.77). In the broad model, broad respect was positively associated with all four outcomes. After respect was decomposed and controls for generic evaluative language were added, interpersonal dignity retained a modest association with work-life balance (β = 0.105), and the positive association persisted with an ultra-strict dictionary; however, the block containing dignity and fairness/inclusion added only ΔR2 = 0.0036. The innovation-work-life-balance coefficient attenuated from β = -0.148 to -0.068 (54.4%). The targeted estimate survived false discovery rate correction (q = 0.041) but not Holm correction (Holm-adjusted p = .424). Within-firm and lagged estimates were weak, and adjacent-year correlations were 0.005-0.120. The measures are therefore interpreted as pooled, platform-based employee-perception signatures rather than temporally stable culture or causal change. Resource-scope conclusions depend on the outcome set, construct decomposition, and level of analysis; the innovation pattern is consistent with, but does not test, resource-demand bundling.