An examination of the antecedents and moderator influences of climate strength.

Abstract

The authors tested 3 hypotheses regarding the antecedents and moderator influences of climate strength (CS; the degree of within-unit agreement of climate perceptions). The sample consisted of 197 work units. Social interaction among unit members showed positive, statistically significant correlations with CS in goals orientation and innovation climate. Work-unit leaders' informing behavior was positively correlated with CS in the 3 climate facets measured (i.e., support, goals orientation, and innovation). CS in innovation moderated the impact of work units' innovation climate on average satisfaction and commitment. CS in goals orientation moderated the influence of work units' goal orientation on average commitment. The moderator influences showed the expected direction: CS fostered the influence of work units' climate on the criterion variables.

Understanding the Emergence of State Goal Orientation in Organizational Work Groups: The Role of Leadership and Multilevel Climate Perceptions.

“…Work group leaders who have a particularly compelling presence in the work group are more adept at reducing the variability in individual perceptions (e.g., Naumann & Bennett, 2000). Moreover, research suggests that high levels of group MS# 2003 member interaction and cohesiveness and strong group identification can minimize individual variation in shared-unit climate perceptions (Gonzalez-Roma et al, 2002;Rentsch, 1990). In this case, gaining social approval and achieving a balance between one's response and the demands of the work group is particularly attractive to group members, and motivates them to adapt their state goal orientation accordingly.…”

A emersão na articulação de níveis em Psicologia Organizacional e do Trabalho

“…Schneider e Barbera (2014), por exemplo, defendem a ocorrência de vantagens em processos grupais como comunicação e coordenação, embora também sejam identificados estudos que demonstram que processos de interação social desempenham o papel de antecedentes da força do clima (González-Romá et al, 2002). Ainda Schneider et al (2002) alertam quanto ao fato da força não desencadear por si resultados positivos.…”

La organización informal en los equipos innovadores: un estudio de caso comparativo

“…El tercer factor es el liderazgo, pero antes de hablar de este, es necesario entender que liderar y administrar no es igual, pues mientras la administración está en el ámbito formal de la planeación, el seguimiento y la consecución de metas, el liderazgo define visiones a futuro y se ocupa de que los demás compartan y persigan esa visión. Por tanto, ejerce su influencia sobre los miembros en cuanto sus percepciones, el compromiso afectivo, la satisfacción y sus conductas (González-Romá, Peiró, & Tordera, 2002;Toro, 1992), y esa percepción positiva genera un clima que facilita la innovación (Scott & Bruce, 1994).…”