This study aimed to determine the dimensions of organizational climate within four- and five-star hotels and to assess whether these dimensions vary significantly across hotels. Jones and James’s climate survey was shortened, modified to incorporate the psychometric improvements of Ryder and Southey, and tailored for specific use within hotels. The survey was administered to 1,401 employees from 14 hotels and provided a high index of reliability (α = .959). From items representing 35 a priori concepts, principal components analysis identified seven dimensions, which were labeled leader facilitation and support; professional and organizational esprit; conflict and ambiguity; regulations, organization, and pressure; job variety, challenge, and autonomy; job standards; and workgroup cooperation, friendliness, and warmth. Univariate analyses found each of the dimensions to vary significantly across the 14 hotels (p <. 00005).
The purpose of this study was to investigate the properties of a shortened, and therefore more conveniently applied, version of the seven dimension Tourism and Hospitality Organizational Climate Scale (THOCS). Responses to the revised instrument, the THOCS-R, from 400 employees of a single, large tourism organization were analyzed. Subscales of the THOCS-R demonstrated levels of reliability ranging from acceptable to high. Confirmatory factor analysis provided support for the notion that the THOCS-R reliably measured four dimensions of the original instrument. Analyses were also conducted to investigate whether the THOCS-R has any explanatory utility in the prediction of other organizational variables. Regression analyses found the four replicated climate dimensions to explain 19.36% of the variation in employee turnover intentions and 20.07% of the variation in employee perceptions of customer satisfaction. It was concluded that the THOCS-R reliably measures four dimensions of organizational climate in tourism employees and is potentially a useful tool to examine the impact of climate on organizational outcomes.
Visual evoked potentials have been proposed by some researchers to be more useful than behavioral techniques to evaluate stereo performance in children and certain clinical populations. Stimulus duration detection thresholds, visual evoked potentials, and scalp electrical potential distribution maps to dynamic random dot stereograms were studied. A high degree of correspondence was found between visual evoked potential amplitudes and behaviorally determined detection thresholds. Upper field stimuli had higher detection thresholds and generated lower-amplitude visual evoked potential responses than did centrally presented stimuli. For the most eccentrically presented stimuli, lower detection thresholds were found for stimuli presented in the right visual field than the left visual field. This finding was consistent with the pattern of VEP responses to be lateralized, with higher-amplitude responses recorded over left-hemisphere sites. The study examined a proposal that the major negative component of the stereoscopic visual evoked potential originates in cortical area V1. The results failed to support the proposal and were consistent with the main negative component of the VEP being generated in V2, rather than V1.
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