Validating the organizational climate measure: links to managerial practices, productivity and innovation

Validating the organizational climate measure: links to managerial practices, productivity and... This paper describes the development and validation of a multidimensional measure of organizational climate, the Organizational Climate Measure (OCM), based upon Quinn and Rohrbaugh's Competing Values model. A sample of 6869 employees across 55 manufacturing organizations completed the questionnaire. The 17 scales contained within the measure had acceptable levels of reliability and were factorially distinct. Concurrent validity was measured by correlating employees' ratings with managers' and interviewers' descriptions of managerial practices and organizational characteristics. Predictive validity was established using measures of productivity and innovation. The OCM also discriminated effectively between organizations, demonstrating good discriminant validity. The measure offers researchers a relatively comprehensive and flexible approach to the assessment of organizational members' experience and promises applied and theoretical benefits. Copyright © 2005 John Wiley & Sons, Ltd. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Organizational Behavior Wiley

Validating the organizational climate measure: links to managerial practices, productivity and innovation

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Publisher
Wiley
Copyright
Copyright © 2005 John Wiley & Sons, Ltd.
ISSN
0894-3796
eISSN
1099-1379
DOI
10.1002/job.312
Publisher site
See Article on Publisher Site

Abstract

This paper describes the development and validation of a multidimensional measure of organizational climate, the Organizational Climate Measure (OCM), based upon Quinn and Rohrbaugh's Competing Values model. A sample of 6869 employees across 55 manufacturing organizations completed the questionnaire. The 17 scales contained within the measure had acceptable levels of reliability and were factorially distinct. Concurrent validity was measured by correlating employees' ratings with managers' and interviewers' descriptions of managerial practices and organizational characteristics. Predictive validity was established using measures of productivity and innovation. The OCM also discriminated effectively between organizations, demonstrating good discriminant validity. The measure offers researchers a relatively comprehensive and flexible approach to the assessment of organizational members' experience and promises applied and theoretical benefits. Copyright © 2005 John Wiley & Sons, Ltd.

Journal

Journal of Organizational BehaviorWiley

Published: Jun 1, 2005

References

  • Measuring climate for work group innovation: development and validation of the team climate inventory
    Anderson, Anderson; West, West
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    Callan, Callan
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    Griffin, Griffin; Mathieu, Mathieu
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    Hofmann, Hofmann; Stetzer, Stetzer
  • The effects of commitment to performance goal on effort
    McCaol, McCaol; Hinsz, Hinsz; McCaol, McCaol
  • An investigation of the effect and economic utility of corporate‐wide training
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  • Violating the psychological contract: not the exception but the norm
    Robinson, Robinson; Rousseau, Rousseau
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    Schneider, Schneider
  • Compatibility of human resource management, industrial relations and engineering under mass production and lean production: an exploration
    Taira, Taira

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