Development and Description of the Culture/Climate Assessment Scale

Abstract

This article describes the development, implementation, and preliminary psychometric testing of the Culture/Climate Assessment Scale (CCAS), designed and used by a school of nursing. The CCAS comprises 37 items arranged into five scales of communication, decision support, level of conflict, teamwork, and general work satisfaction, as well as three additional items that measure personal level of stress, perceived level of change, and overall level of morale. Faculty and staff completed the CCAS in three progressive administrations over a 5-year period to provide empirical data to chart the progress to improve the organizational culture and climate of one school of nursing. Preliminary testing of the CCAS supports its continued use in nursing education and other academic environments.

Using Transformational Change to Improve Organizational Culture and Climate in a School of Nursing

“…The survey contained both closed-choice items and open-ended items that encouraged faculty and staff to provide additional feedback. Additional details on the instrument development and the reliability and validity can be found in a companion article (Clark, Belcheir, Strohfus, & Springer, 2012). During the process of development, the OCT involved formal and informal leaders in the development of the CCAS.…”

“…The best overall picture of organizational change is illustrated by combining the CCAS items into scales that address communication, decision support, confl ict, teamwork, and general work satisfaction (Clark et al, 2012). Table 2 provides an overview of the statistics for the scales by survey years and provides comparative analysis for each scale and the items on personal stress levels, ratings of overall morale, and the amount of change in School of Nursing.…”

Connection between organizational culture and climate and empowerment: The perspective of nurse managers

“…Organizational features, such as its culture and climate, are essential for the organization to reach success and perform properly. They are associated with service quality, staff turnover, positive outcomes, and organizational effectiveness (Clark, Belcheir, Strohfus, & Springer, 2012;Glisson, 2015). Moreover, there has been growing interest in the research on the culture and climate of health-care organizations during the past decade (Aarons et al, 2012).…”

Nursing Academic Administrators’ Lived Experiences With Incivility and Bullying From Faculty

“…20 Experts recommended starting with a culture/climate assessment to help identify areas of strength, concerns, and general perceptions of the organizational culture. 21 An organizational unit's shared commitment to a culture of civility is essential. Another measure to help provide skills to deal with incivility include cognitive rehearsal, an intervention that allows individuals to acquire the skill set necessary to address incivility in a safe environment through role playing.…”