Climate strength: a new direction for climate research.

Schneider, Benjamin; Salvaggio, Amy Nicole; Subirats, Montse

doi:10.1037/0021-9010.87.2.220

Cited by 620 publications

(765 citation statements)

References 22 publications

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“…Ostroff & Bowen, 2000;Schneider et al, 2002;Sorenson, 2002). Also, due to high accountability, alignment, and sanctioning, employees are more likely to conform and less likely to engage in deviant behavior.…”

Section: Tightness-looseness and Organizational Outcomesmentioning

confidence: 99%

On the nature and importance of cultural tightness-looseness.

Gelfand

Nishii

Raver

2006

Journal of Applied Psychology

807

910

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Cross-cultural research is dominated by the use of values despite their mixed empirical support and their limited theoretical scope. This article expands the dominant paradigm in cross-cultural research by developing a theory of cultural tightness-looseness (the strength of social norms and the degree of sanctioning within societies) and by advancing a multilevel research agenda for future research. Through an exploration of the top-down, bottom-up, and moderating impact that cultural tightness-looseness has on individuals and organizations, as well as on variance at multiple levels of analysis, the theory provides a new and complementary perspective to the values approach.

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Section: Tightness-looseness and Organizational Outcomesmentioning

confidence: 99%

On the nature and importance of cultural tightness-looseness.

Gelfand

Nishii

Raver

2006

Journal of Applied Psychology

807

910

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“…Schneider et al (2002) fazem uma interessante categorização de clima psicológico, CLO e cultura organizacional. Enquanto cultura organizacional é uma análise em nível da organização, clima psicológico e CLO são análises em nível do indivíduo.…”

Section: O Construtounclassified

“…Os diferentes níveis de consenso intragrupo da percepção de CLO foram denominados por Schneider et al (2002) de "força do clima". Além do grau de consenso, o processo de construção desse consenso é distinto.…”

Section: O Construtounclassified

“…Existem efeitos moderadores atuando sobre CLO (Wood & Bandura, 1989;Schneider, Salvaggio, & Subirats, 2002), efeitos mediadores de CLO (Ancarani, Di Marco, & Giammanco, 2011) e outras variáveis antecedentes de produtividade que não apenas CLO (Nakata, Veloso, Fischer, & Dutra, 2009;Ostroff, 1993;Patterson, Warr, & West, 2004). De qualquer forma, é inegável a relação prática entre CLO e o desempenho da organização.…”

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Clima organizacional: análise fatorial confirmatória de modelos de mensuração concorrentes

Kinpara

Laros

2014

Psic.: Teor. e Pesq.

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RESUMO -O objetivo deste trabalho foi verificar qual modelo de mensuração para a Escala Clima Organizacional (ECO) ajusta-se melhor aos dados. Quatro modelos concorrentes foram comparados: 1) o modelo de sete fatores de Laros e PuentePalacios; 2) um modelo de cinco fatores derivado do modelo anterior; 3) um modelo de seis fatores baseado na teoria de campo vital de Lewin; e 4) um modelo de três fatores baseado na teoria ABSTRACT -This study investigated which measurement model for the Scale of Organizational Climate (SOC) provided the best fit to the data. Four competing measurement models were compared: 1) the seven factor model of Laros and PuentePalacios; 2) a five factor model derived from the previous one; 3) a six factor model based on Lewin's field theory; and 4) a three factor model based on McClelland's motivation theory. The data of 9,901 persons who responded the SOC were used. Confirmatory factor analysis indicated the three factor model as the best model. All four models showed acceptable fit to the data. We advise to base the choice between the four competing models on the intended use of the scale.Keywords: organizational climate, competing measurement models, confirmatory factor analysis 1 Endereço para correspondência: Embrapa Cerrados, Caixa Postal 08223, Planaltina -DF. CEP 73310-970. E-mail: daniel.kinpara@embrapa.br Nas últimas décadas, as organizações têm mostrado um interesse crescente por escalas organizacionais para lhes auxiliar no diagnóstico de eventuais problemas em seus ambientes de trabalho. Por meio desses instrumentos, os gestores podem tomar decisões e desenhar intervenções para modificar comportamentos e melhorar o desempenho de seus colaboradores. A escala de clima organizacional (ECO) é um exemplo de escala organizacional utilizada para esse fim (Laros & Puente-Palacios, 2004). Essa escala busca apurar as múltiplas dimensões do construto clima organizacional (CLO). Apesar da sua popularidade, o construto CLO carece de consenso dentro da literatura de Psicologia Organizacional. James e Jones (1974) e James et al. (2008) realizaram um esforço considerável de síntese desse construto. Mesmo assim, várias dúvidas permanecem sobre o mecanismo pelo qual a melhoria do CLO implica em melhoria no desempenho da organização. Ainda que a teoria em torno desse construto não esteja clara, o uso do conceito CLO tornou-se muito difundido como prática organizacional. Inúmeros levantamentos de CLO são realizados, utilizados na tomada de decisão e divulgados. Carr, Schmidt, Ford e DeShon (2003) buscaram em literatura científica trabalhos empíricos em CLO publicados entre 1990 e 2000. Conseguiram reunir 51 estudos.A relação ente CLO e desempenho da organização é complexa. Existem efeitos moderadores atuando sobre CLO (Wood & Bandura, 1989;Schneider, Salvaggio, & Subirats, 2002), efeitos mediadores de CLO (Ancarani, Di Marco, & Giammanco, 2011) e outras variáveis antecedentes de produtividade que não apenas CLO (Nakata, Veloso, Fischer, & Dutra, 2009;Ostroff, 1993;Patterson, Warr, & West, 2004)....

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“…The class consensus was measured by the standard deviation (SD) of the scale scores for teaching presence, social presence, and cognitive presence, multiplied by -1.0. The SD was chosen because it is a fairly robust measure of agreement (Roberson, Sturman, & Simons, 2007), and it is frequently used as an index of attitude dispersion and its converse, agreement, in composition research (Cole et al, 2011a;Dineen et al, 2007;Ford & Seers, 2006;Schneider et al, 2002). Multiplying the SD by -1 simplified interpretation and created an index of agreement rather than dispersion (Bliese & Halverson, 1998;Cole & Bedeian, 2007).…”

Section: Data Aggregationmentioning

confidence: 99%

The teacher as leader: Effect of teaching behaviors on class community and agreement

Rubin

Fernandes

2013

IRRODL

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This article examines the effects of teaching behaviors in online university classes, focusing on the agreement among class members. Literature on group leaders' effects on group agreement about workplace climate is reviewed. Hypotheses are generated about the effects that teachers of online courses, as class leaders, have on both the level and agreement about the community of inquiry. They are tested with a sample of 874 students in 126 online courses. The aggregate class level and strength of agreement about the teaching presence have significant effects on the level and agreement about cognitive presence and social presence. Although the aggregate levels and agreement about community of inquiry are related, different patterns emerge.The paper explores the interaction effects of level and agreement, finding that in classes with high levels of teaching presence, the higher the agreement about teaching presence, the higher the agreement about cognitive and social presence especially for classes reporting stronger levels of cognitive and social presence. In classes with lower levels of teaching presence, agreement has a different effect.

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Climate strength: a new direction for climate research.

Cited by 620 publications

References 22 publications

On the nature and importance of cultural tightness-looseness.

On the nature and importance of cultural tightness-looseness.

Clima organizacional: análise fatorial confirmatória de modelos de mensuração concorrentes

The teacher as leader: Effect of teaching behaviors on class community and agreement

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