Record – An assessment of the Litwin and Stringer Organization Climate Questionnaire. Article in Personnel Psychology 28(1) – 38 · December. employees and an organisational climate questionnaire was constructed. The .. The Litwin and Stringer Organizational Climate Questionnaire (LSOCQ) is a. Abbreviation: LSOCQ (>> Co-occurring Abbreviation). Long Form: Litwin and Stringer Organizational Climate Questionnaire.
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A third and perhaps more common approach has been to see climate as a moderator variable in that climate may be the indirect link between two organisational outcomes. Return back to product page. Few researcher and model builders have acknowledge that the climate may be both an independent and dependent variable simultaneously. Integration of climate and leadership: This paper highlights one other very important issue for the measurement of organizational climate: Quality of Service 4 0. One way to circumvent, rather than overcome, the conceptual issues is to talk of employee perceptions rather that culture and climate.
Employee perception is then interesting but no directly orgqnizational to the functioning of the organisation.
Where performance is high ie good but the importance is low it suggests that employees see certain things done well which are really not very important. The potential application of this measure to other occupational settings was discussed, along with its potential use in international analysis.
Examples of this approach can be seen in the work of Ginsbergwho described three basic climates inception, post-entrepreneurial and bureaucratic and Halpin and Croft who felt climates could be categorised as either open autonomous, controlled, familiar, paternal or closed. Looking at the scores together, simple matrix occurs. The survey has 22 litiwn-stringer designed to measure organisational climate. An integrative model of updating and performance. One difference which did emerge however is quite predictable and expected – namely between seniority and perceived climate.
The organizationak for sex, age and seniority are shown in Table 4, although various others were also examined, such as department, country, and job function.
The Corporate Climate Questionnaire
Of all the 43 held management grades and non-management grades. The first or categorical approach has not been very popular or successful. Strategic planning for work climate modification. Conflict Management 5 0. A longititudinal study of climates. This dimension of climate is of no consideration.
Fourth, there were some interesting differences between the correlates of the two national groups. Two things need to be pointed out with this scale. Reliability A major criterion of the success of any questionnaire is its reliability.
Clearly the validity of a multi-dimensional measure such as the one reported here is not seriously threatened if one or more scales are not used. Similarly a high importance score 5 or above suggests that employees believed the feature that the item was referring to was an important aspect of the workings of the company.
This is due to both conceptual and pragmatic reasons. Third, correlation between significant and occasionally negative.
The Corporate Climate Questionnaire
U of C Press. All were employees of the same airline. Learning and Training 7.
Teamwork and Support 9. The second major theoretical problem concerns the effect of climate or employee perception on organisational behaviour.
Questiinnaire a set of ANOVAS were computed in an attempt to examine systematic differences between individuals who litwin-sringer the questionnaire. The issue of organisational climate remains one that is constantly researched and hotly debated Jackofsky and Slocum, ; Payne, An important but related issue concerns the amount of consensus within an organisation concerning the perceived climate.
Intercorrelations Previous work has shown that frequently the dimensions of climate are significantly correlated. Table 2 shows the alphas, which are consistently high with few exceptions for both British and European subjects.
This measure is concerned exclusively with personal belief and behaviours See Table1 which inevitably reflect the organisational structure.
Interest in Money Questionnaire.