Organizational climate: A review of theory and research.

James, Lawrence R.; Jones, Allan P.

doi:10.1037/h0037511

Cited by 782 publications

(574 citation statements)

References 38 publications

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“…We admit that measuring an organizational attribute by aggregating self-reported data from members, as we did to create the variable for labor-management relationship climate, is controversial. Indeed, the study of organizational climate has endured much debate as to whether there is any such thing as an organizational climate (James & Jones, 1974;Schneider, 1975). The criticism is essentially that researchers using survey methods have simply combined disparate perceptions into fallacious averages.…”

Section: Discussionmentioning

confidence: 99%

Dual Commitment and Labor-Management Relationship Climates.

Angle

Perry

1986

Academy of Management Journal

204

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Section: Discussionmentioning

confidence: 99%

Dual Commitment and Labor-Management Relationship Climates.

Angle

Perry

1986

Academy of Management Journal

204

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“…Psychological climate refers to individual group member perceptions of the work environment (James & Jones, 1974); when these perceptions of work routines and rewards become shared among group members, a work group climate is said to emerge (Schneider, 1990).…”

Section: Understanding the Emergence Of State Goal Orientation In Orgmentioning

confidence: 99%

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

Dragoni

2005

Journal of Applied Psychology

298

358

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This paper attends to a broad range of practically significant employee motivations and provides insight into how to enhance individual-level performance by examining individual-level state goal orientation emergence in organizational work groups. Leadership and multilevel climate processes are theorized to parallel each dimension of state goal orientation to cue and ultimately induce the corresponding achievement focus among individual work group members. It is argued that the patterns of leader behavior, which elucidate the leader's achievement priority, shape group members' psychological and work group climate to embody this priority. Resulting multilevel climate perceptions signal and compel group members to adopt the ascribed form of state goal orientation. The quality of the leader-member exchange (LMX) relationship is viewed as a means to clarify leader messages in the formation of group members' psychological climate and internalize these cues in the emergence of state goal orientation. Considerations for future research and practice are discussed. AbstractThis paper attends to a broad range of practically significant employee motivations and provides insight into how to enhance individual-level performance by

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“…Em relação a esta característica, não são encontradas grandes divergências teóricas. Estudiosos desse campo (JAMES; JONES, 1974;SCHNEIDER, 1975;SCHNEIDER;REICHERS, 1983;MORAN;VOLKWEIN, 1992), assim como pesquisadores interessados na investigação empírica da estrutura do construto (SCHNEIDER; BARTLETT, 1970;KOZLOWSKI;DOHERTY, 1989;DUNEGAN;TIERNEY;DUCHON, 1992;BROWN;LEIGH, 1996;ANDERSON;WEST, 1998;PARQUER et al, 2003;PATTERSON, WARR, WEST, 2004) concordam, de maneira tácita ou implícita, que o clima organizacional se compõe pela congregação de diversos elementos. Desta forma, ao indagar sobre as percepções dos indivíduos sobre práti-cas e procedimentos da organização (clima organizacional), deve ser focado um conjunto de aspectos e não apenas se restringir a um único.…”

Section: Clima Organizacional: Uma Análise De Sua Definição E De Seusunclassified

Clima organizacional: uma análise de sua definição e de seus componentes

Puente-Palacios

Freitas

2006

Organ. Soc.

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RESUMOm elemento de fundamental importância em relação à efetividade organizacional é o impacto que o clima exerce sobre o comportamento e desempenho dos indivíduos na organização. Contudo, apesar dos inúmeros estudos realizados, uma adequada compreensão dos seus componentes e características ainda não foi atingida. As conseqüências da falta de definição precisa do construto clima organizacional são, dentre outras: a) impossibilidade de comparação dos estudos realizados, b) dificuldade no estabelecimento dos principais preditores e conseqüentes, e c) imprecisão na análise da eficá-cia de ações de intervenção, implementadas nas organizações, a partir de diagnósticos de clima. Tendo em vista esse cenário, o presente trabalho tem por objetivo contribuir para a melhor definição do clima da organização, estabelecendo as características teóricas deste construto, assim como apontando os seus principais componentes. Tomando como base a definição dada por Koys e DeCotiis (1991), realizou-se uma análise teórica da extensão do conceito mediante a qual procura-se contribuir para a delimitação mais precisa do construto, bem como para a definição das dimensões que o compõem. O presente artigo encerra fazendo um alerta sobre a necessidade de estudos empíricos que permitam analisar a validade psicométrica da proposta apresentada pelas autoras.ABSTRACT very important element with regard to the effectiveness of an organization is the impact the organizational climate has on the behavior and performance of its employees. However, despite the countless number of studies carried out, an adequate understanding of its components and characteristics has not yet been accomplished. Consequences of the failure of a precise definition of the construct organizational climate are, among other things: (a) the impossibility to compare studies carried out up to now; (b) difficulties in the identification of its principal predictors and consequences, and (c) inaccurateness in the analysis of intervention actions based on a diagnostic evaluation of an organization's climate. Against the portrayed background the present study has as a goal to contribute to a better definition of organizational climate, establishing the theoretical characteristics of this construct and identifying its main components. Taking the definition of Koys and DeCotiis (1991) as a point of departure, a theoretical analysis was undertaken of the extension of the concept which pretends to contribute to a more precise delimitation of the construct and to a better definition of the dimensions that compose the construct. The present article finishes alerting to the necessity of empirical studies that permit to analyze the psychometric validity of the proposal presented by the authors.

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Organizational climate: A review of theory and research.

Cited by 782 publications

References 38 publications

Dual Commitment and Labor-Management Relationship Climates.

Dual Commitment and Labor-Management Relationship Climates.

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

Clima organizacional: uma análise de sua definição e de seus componentes

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