Climate: A Reconceptualization and Proposed Model

Field, Richard; Abelson, Michael A.

doi:10.1177/001872678203500302

Cited by 115 publications

(70 citation statements)

References 52 publications

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“…There have been many studies on the affect of leadership on organizational climate (Drucker, 1999;Field & Abelson, 1982;Furnham & Goodstein;Gardner, 1990;Goleman, 2002;Maxwell, 1998). The positive change core created by appreciative inquiry provides another lens with which to view organizational behavior.…”

Section: Discussionmentioning

confidence: 99%

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Organizational Climate and Emotional Intelligence: An Appreciative Inquiry Into a “Leaderful” Community College

Yoder¹

2004

Community College Journal of Research and Practice

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Section: Discussionmentioning

confidence: 99%

“…Organizational climate is a perception of how things are in an organizational environment (Furnham & Goodstein, 1997). Organizational characteristics are perceived and interpreted by the organization's members, who then create the climate (Field & Abelson, 1982).…”

Section: Leadership and Organizational Climatementioning

confidence: 99%

Organizational Climate and Emotional Intelligence: An Appreciative Inquiry Into a “Leaderful” Community College

Yoder¹

2004

Community College Journal of Research and Practice

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“…To measure organizational climate in one organization, investigators have to measure organization members' perceptions. In fact, studying organizational climate is highly valuable because it significantly relates to important outcome variables (Field & Abelson, 1982). In many studies, it has been proved to positively relate to good behavior and high motivation (Litwin & Stringer, 1966).…”

Section: Organizational Climate In Higher Educationmentioning

confidence: 99%

The Effects of Higher Education’s Institutional Organizational Climate on Performance Satisfaction: Perceptions of University Faculty in Taiwan

Yang¹

2015

IBR

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The performance of higher education institutions in the world has become an emergent issue. Asian countries tried to offer more autonomy to universities; consequently, universities moved toward scientific management and emphasized organizational performance and efficiency. Taiwan is no exception to this trend. Thus, studying the institutional organizational climate in higher education is critical for current higher education changes in Taiwan, and it is even more important to study organizational climate's effects on universities. This research developed a questionnaire to explore Taiwanese university faculty members' perceived institutional organizational climate and their satisfaction with teaching and research in the last five years. The findings of this research implicate that gender difference is an important factor to consider when university administration wants to enhance the internal organizational climate in Taiwan. Years of employment, university history, and research field all have different effects on faculty members' perceived organizational climate aspects. Implications for policy making and future researches are discussed in this research article.

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“…The concept of organizational climate has been a popular research topic since the mid1960s (Field & Abelson, 1982;Schneider, 1983;Schneider & Reichers, 1983).…”

Section: Early Conceptualizationmentioning

confidence: 99%

An Examination of the Relationship Between Ethical Work Climate and Moral Awareness

2006

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This dissertation draws from the fields of history, sociology, psychology, moral philosophy, and organizational theory to establish a theoretical connection between a social/organizational influence (Ethical Work Climate) and an individual cognitive element of moral behavior (moral awareness). The research was designed to help fill a gap in the existing literature by providing empirical evidence of the connection between organizational influences and individual ethical choices, which has heretofore largely been merely assumed. Additional aspects of moral behavior beyond moral judgment, as suggested by the Four Component Model (Rest, 1994) were investigated. Extensively relying on the work of Victor and Cullen (1987, 1988), Rest (1979), and Blum (1991, seven hypotheses were formulated and tested to determine the nature of the direct relationship between the organizational level Ethical Work Climate and individual level moral awareness, and that relationship as moderated by four demographic and individual variables. Seven of the climate types identified by Cullen, Victor, and Bronson (1993) were replicated in the present study. All three of the hypotheses pertaining to the direct relationship between Ethical Work Climate and moral awareness were supported, as were three of the four hypotheses related to the moderating variables. These results provide evidence that Ethical Work Climate is a primary predictor of individual moral awareness, and that social influence often overrides the effects of individual differences is a work group setting. Implications for future research are provided. ACKNOWLEDGEMENTS

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Climate: A Reconceptualization and Proposed Model

Cited by 115 publications

References 52 publications

Organizational Climate and Emotional Intelligence: An Appreciative Inquiry Into a “Leaderful” Community College

Organizational Climate and Emotional Intelligence: An Appreciative Inquiry Into a “Leaderful” Community College

The Effects of Higher Education’s Institutional Organizational Climate on Performance Satisfaction: Perceptions of University Faculty in Taiwan

An Examination of the Relationship Between Ethical Work Climate and Moral Awareness

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