Leadership, organizational culture and knowledge conversion are sufficient concepts in contemporary organizational development. Thus, there are variety of concepts, methods and instruments in the literature, employed to examine either the current situation or the relationship among those categories. However, these methods are so diverse, that they could confront to one another if composed in a common survey. What is more, leadership, organizational culture and knowledge conversion are soft areas of study, which implies specifics that ought to be taken into consideration, especially when it comes for public administration. The objective of the paper is tocompile a framework of models, instruments and data manipulation techniques to revel current structure and the relationships among leadership, organizational culture and knowledge conversion in an organization. The survey focuses on managers in public administration (officers with subordinates). However, it is applicable in business environment as well. The concepts examined are as follows: Full range of Leadership Model, Hofstede Cross-cultural Model, Revised profile of Organizational Culture and SECI Model. The methodology employed composts of Descriptivеs, Preliminary data analysis, Outlier analysis, Exploratory Factor Analyses (Parallel analysis including), Pearson Correlation and Standard Linear Regression. As a result, there is a framework outlined to describe the current structure and the relationship among leadership, organizational culture and knowledge conversion practices.