The goal of this research is to identify organizational cultureof PT. TASPEN (PERSERO) Kantor Cabang Utama Semarang using Competing Value Framework which is designed to be OCAI (Organizational Culture Assessement Instrument) to identify the present organizational culture, the wanted culture, and to find congruency or incongruency among the various culture criteria. OCAI Questionaire has six culture criteria, they are: 1). Dominant Characteristic, 2). Organization Leadership, 3). Personnel Management, 4), Organization Glue, 5). Emphasized Strategy , and 6). Success Criteria and then shown in graphic and dummy table into four culture types namely: 1). The Clan Culture, 2). The Adhocracy Culture, 3). The Market Culture, 4). The Hierarchy Culture. The analysiscovers: 1). Culture Power, 2). Discrepancy between Present Culture and Expected Culture and 3). Congruency Culture. Population of this research is 86 employees of PT. TASPEN (PERSERO) Kantor Cabang Utama Semarag. Sample used in this research is 47 respondents of all population which is calculated by Slovin. The data are collected by distributing questionnaires to 47 of 86 employees using technique random sampling and accidental sampling, they are analizedby OCAI. The methods of collecting the data are questionnaires, observation, and literature study. The type of the data are qualitative and quantitative and then the source of data is primary sources and secondary sources. It is found that the present organizational culture at PT. TASPEN (PERSERO) Kantor Cabang Utama Semarang is dominated by The Hierarchy Culture on criteria Organization Leadership, Organization Glue, Strategic Emphasis and Success Criteria, and then expected organizational culture is dominated by The Clan Culture on criteria Organization Leadership, organization Glue, and Strategic Emphasis, All of dominant Culture is categoried low power due to the point of the highest power culture and the lowest power culture does not reach 10 point (principle of Cameron and Quin)