There are factors that affect the process of constructing organizational culture: Organzational history, founder and top management team, mission and vision statement, human capital, power relations and authority, communication styles, reward and discipline systems and organizational environment.

Human Capital is about the following:

Organization is made up of people. As we touched upon, top managers and founders have a substantial influence on organizational culture. In addition to these top figures, human resources employed by the organization also has an enduring effect on organizational culture. All participating organizational members interactively shape organizational culture, so it should be viewed as the fundamental aspect of the culture itself. Employees are bound to the organization with a labor contract, but contemporary organizations require one to add more than what is written in these contracts. Requirements of modern business life can only be fulfilled by employees who can develop organizational citizenship behavior. This situation leads us to another type of contract called psychological contract. To create strong ties with employees, organizations should focus on psychological contract. Typically, this type of bonds can only be created within strong organizational cultures.Organizations demand more, and in turn, employees request more. For example, today employees are looking for fun at work, flexible working hours, empowerment, slack time for innovation. Suitable organizational cultures can only fulfill these requests. So, all in all, culture is shaped by and can shape human side of organizations.