Organizational Climate and Culture Keywords

2000

Bu çalışma için kullanılacak referans.

2014

Calls for an integrative approach towards organisational culture research and organisational climate research are not lacking. However, given organisational culture research’s roots in culture research, it should be possible to conduct research that has a simultaneous focus on culture, organisational culture, and organisational climate. We propose that such a more integrative approach towards these concepts will open up more synergistic research opportunities for future researchers. It will also tell us more about the interactions that these variables can have with each other, hence giving us more insights than what we can achieve by researching on these concepts separately.

Vidyasagar University Journal of Commerce, 2007

This article has tried to make a review of the significant research works on Organizational Climate. It has been observed that though the term was almost as old as the concept of management itself, an initial framework of Organizational climate was not found until 1964. All the earlier studies on Organizational climate can be broadly classified under three principal approaches -MMOAA, PMOAA, and PMIAA. The first approach essentially emphasise on organizational model, taxonomy, context, and structure. The second approach, PMOAA considers OC as a set of attributes and delves into the question how the organization deals with its members' perceptions. The third and the last approach (PMIAA) basically enquires into the individual perceptions on the organizational environment. The dimensions for Organizational Climate have been evolved from various researches under the three approaches. Basically the Climate can be divided into two parts: i) Organizational Climate -from organizational viewpoint and ii) Psychological Climate-from individual viewpoint. Finally in search of a unified theory the concept of "Collective Climate" becomes very useful. This concept considers shared individual perceptions of work environment and also considers the influences like technology, demographics, etc. The strategic context of Collective Climate is found to be one of the most effective model for diagnosing Organizational Climate.

International Journal of Engineering Technologies and Management Research, 2022

Purpose-Organizational climate affects and influence the employees' performance, motivation, and job satisfaction. The purpose of this research is to synthesize existing literature on organizational climate in order to broaden and clarify the scope of future research on the subject. Methodology and Approach-For readers to obtain a better understanding of the idea, this study gives a thorough overview of existing empirical and conceptual research on organizational climate, as well as its outcomes and findings published in prominent peer-reviewed Business and Management Journals. The researcher has also explored the four dimension of organizational climate which include peopleoriented climate, rule-oriented climate, result-oriented climate, and innovationoriented climate, as well as the several other dimensions employed by the previous researcher to investigate the subject of organizational climate. The Result and Findings-The findings of the previous studies were inconsistent, and contradictory. They have failed to recognize the problems with various types of organizational climate and its dimensions. The outcomes are presenting obstacles to organizations' management and highlighting the disadvantage of failing to achieve a positive and healthy organizational climate. The results and findings of this study indicated different rationale on the subject as well as suggestion for a future research plan. Uniqueness/Value-To create a good organizational climate, this study has proposed a potential research plan which will be not only useful to gain good climate but also maximize the benefits of a positive and healthy organizational climate. This research also adds theoretical ideas and perspectives to the mix, which will aid researchers in better understanding the concept and dimension of organizational climate.

This paper aims to examine the past, current and future trends on research regarding organizational climate. Organizational climate is known as the perception of employees concerning their organizations, which could lead to emotional reactions and consequently influences employees' behavior. Besides identifying the gap in research pertaining to organizational climate, differences between organizational culture and organizational climate were identified too, as well as the dimensions, importance, practical implications and also research concerning organizational climate. If studies pertaining to organizational climate are done frequently, organizational climate will be better-understood. This is because a good organizational climate would increase employees' job satisfaction and thus less liable to look for jobs elsewhere. Moreover, keeping good employees is important to ensure business success.

Journal of Organizational Culture Communications and Conflict, 2006

The fit between the concepts of organizational culture and climate from Journal of Organizational Culture, Communications and Conflict provided by Find Articles at BNET.

Despite the fact that there have been a number of research studies on organisational climate, there has yet been no unanimity on its definition as also on its dimensions. This diversity of opinions has made the organisational climate an interesting area of research. In the present paper, an attempt has been made to study the views of different experts, right from the period when the concept of organisational climate originated till date, with regard to the concept, definition and dimensions of organisational climate. While some authors have defined organisational climate as a function of a person and his interaction with the organisational environment, a few others have defined it as a dependent variable which may be influenced by individual or subjective perception. Yet a few others have referred it as an independent variable. Not only this, some experts have defined organisational climate as recurring patterns of behaviour depending on the values and atmosphere prevailing in an organisation from time to time, and so on. However, having studied the views of different authors on organisation climate, the authors of the present paper are of the view that the organisational climate refers to the general perception of the personnel (as a whole) of an organisation with regard to relevant dimensions of organisational climate prevailing during a particular period of time in their organisation. With regard to dimensions of organisational climate also, there has been a lot of controversy as many climate researchers have assessed the specific climate in which they were interested rather than attempting to develop a single and central view of dimensions which is, indeed, a challenge for researchers in the times to come. This is a challenge because organizations differ widely in terms of their size, complexity, structure, products, vision, mission, values, and so on. However, a few key dimensions which are common to almost all organizations need to be identified. Research studies carried out so far in the area of organisational climate have served a good purpose but more is yet to be done so as a to overcome or, at least, to minimize the difference in the opinions on relevant issues of organisational climate..

2016

URPOSE THIS study aims to draw attention towards the importance of managerial effectiveness and its dependency on variables like organizational climate and culture in the Indian context. In order to achieve the organizational objectives, managers play a vital role as the bridge between the top management and subordinates. Now, in order to achieve the desired objectives of the organization managerial effectiveness is very important. That is why in this study, it is being hypothesized that there is relationship between the managerial effectiveness and organizational culture and climate.

Organizational climate plays a vital role in the determining the behaviour of employees and the performance of the organization. Organizational climate is defined as shared perceptions or prevailing organizational norms for conducting work place activities (Reichers &Schneider 1990). Organizational climate determines the success or failure of the organization. The study was carried out with the seven dimensions like Environment, Team work, Management effectiveness, Competency & commitment. Descriptive research was carried out among the 110 employees of Chennai car plant. The result exhibits the prevailing organizational climate and it suggests the ways for further development.