One of the dominant dependent variable for a cultural survey starts with the "geography" of that especific organization, that is hovered by two independent variables of education and belief-system. Then, the interplay factor of finance would be the indicative and organizer factor in the hierarchy of ones culture and the subculturees, especially in a divers network and structure..  

Ocp

Try the Team leadership Circle (TLC), using a variety of 360 degree measurements for your purpose (https://www.theleadershipcircle.com/)

Dear Mayuk, I believe you will be conducting survey in Indian context, better you can design your own instrument fitting the methodological framework and objectives of the study. You can take relevant dimensions from the detailed scales while quoting the real source. Later on through Pilot Study, you assess its reliability and validity for final usage.  However if you have take only from the above mentioned scales, analyze it in the light of study objectives, re-ascertain the reliability and validity.

 If you're looking for an assessment on the different types of culture an organization could have within itself, the OCAI is an excelent tool to identify the balance every group has between the four main types of organizational cultures. However, this is not the kind of questionary everybody can fill in (specially in large organizations were there may be employees with low education level). There is also a risk related to the physical survey and it concerns the multi-dimensional forced-choice (MFC) of the OCAI. To avoid the devious MFC scale of OCAI you could always design your online questionary with parameters fixed so that every answer is registered correctly. One main advantage of this tool is that, once the assessement is done, you have a detailed guideline for change initiatives (allign different purposes, communication styles and people within the group).

A good start could be understanding national cultural dimensions as suggested by GLOBE study and/or Hofstede. Next step should emphasize universal core and competitive organizational culture and see how both national and organizational cultures interplay to influence HR's behaviour. Researchers concluded the precedence of national cultures. It could be better to design an adapted scale to your context.

OCAI is an excellent tool to study the Organizational culture and sub-cultures of a large company or organization. It has been used and tested in several large organizations by Cameron and Quinn and found to be very reliable. I have used it myself for my research and found it impressive.

I have used the OCAI for a study identifying subcultures in 2011, 2016 and 2016, using Hierarchical cluster analysis (Wards method) as used by Hofstede (1998). Which one did you go for in the end?

Opc

See chatmsn and jehn instrumentnin acafemynof management journal 1994,37,522-535 or the instrument fiund in cooper,helliegel,slocum’s book mastering organizational behavior by flatworld, 548-550

John Slocum 's suggestions highlight an important consideration for industry groupings, and so I would also suggest: Occupational Subcultures in the Workplace, by Harrison M. Trice. Ithaca, N.Y.: ILR Press, 1993. 286 pp. Although this is more conceptual than specifying a tool, it has served as a basis for adapting / choosing instruments in later studies.