Correlates of Psychological Influence: An Illustration of the Psychological Climate Approach to Work Environment Perceptions

James, Lawrence R.; Gent, Michael J.; Hater, John J.; Coray, Kevin E.

doi:10.1111/j.1744-6570.1979.tb02154.x

Cited by 86 publications

(61 citation statements)

References 64 publications

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“…However, an inspection of the correlation of variables' matrix shows that the relationships among the variables varied; thus common method variance was probably not responsible for our results [40]. Finally, our study involved a suite of Internet applications, not just one.…”

Section: Limitationsmentioning

confidence: 47%

Internet anxiety: An empirical study of the effects of personality, beliefs, and social support

Thatcher

Loughry

Lim

et al. 2007

Information & Management

156

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Section: Limitationsmentioning

confidence: 47%

Internet anxiety: An empirical study of the effects of personality, beliefs, and social support

Thatcher

Loughry

Lim

et al. 2007

Information & Management

156

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“…He reported that the organizational climates of dierent school districts and Peace Corps training units could be predicted from the average of the psychological needs expressed by their members. At the individual level of analysis, research has also revealed relationships between such needs as achievement motivation and growth need strength with job perceptions, psychological in¯uence, job involvement, organizational commitment, desire to leave, and performance (Hackman and Oldham, 1975;James et al, 1979;Steers and Braunstein, 1976). This body of theory and research suggests that individuals with comparable levels of need strength will interpret organizational events similarly.…”

Section: Need Strengthmentioning

confidence: 91%

Predicting collective climates: assessing the role of shared work values, needs, employee interaction and work group membership

Young¹,

Parker²

1999

J. Organiz. Behav.

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SummaryPrevious research has debated whether the collective climates, produced through cluster analysis of psychological climate perceptions, are representative of meaningful organizational collectives or simply statistical artifacts. In this study we examined the extent to which collective climates are comprised of individuals with similar interpretive schemata such as work values and need strength or consist of individuals who share work group or interaction group membership. Measures of psychological climate, work values, need strength, and employee interaction patterns were collected from the management and administrative sta of a manufacturing organization. Results supported the symbolic interactionist perspective to the formation of collective climates. We found clear evidence that collective climates are related to employee interaction groups. Employee interaction based on sensemaking and information seeking activities was most strongly related to shared climate perceptions. There was also some evidence that individuals with similar levels of need strength share collective climate membership. Implications of these results on the debate over the use of collective climates are discussed.

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“…Following a common practice in early stages of theory development (e.g., Brown and Leigh, 1996;May et al, 2004), we examine the construct definition of psychological climate for communication safety to identify appropriate antecedent, dependent and moderator variables. Future research needs to evaluate the theoretical implications of our findings to confirm the validity of our theorizing.Future research should also examine how dispositional factors moderate the effects of 27 contextual factors on psychological climate, as James et al (1979) proposed that 'two forms of moderation were involved, namely moderation due to differences among individuals and moderation due to differences among situations' (p. 569). The current research highlights the dispositional approach, and we treat harmony motives as independent variables and job autonomy as a moderator.…”

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confidence: 99%

“…More specifically, our research develops a model based on prior theorizing of psychological climate (e.g., James et al, 1978;James et al, 1979;James et al, 2008) Figure 1 for the research model proposed.…”

mentioning

confidence: 99%

“…More specifically, our research develops a model based on prior theorizing of psychological climate (e.g., James et al, 1978;James et al, 1979;James et al, 2008) to shed light on how two interpersonal orientations, the two harmony motives, influence psychological climate for communication safety and innovative performance, and how the effects of the harmony motives are moderated by job autonomy. The model, which involves complex mediation and moderation effects, provides convincing support for the dispositional approach to psychological climate, and contributes to the development of a fuller, interactionist theory for psychological climate for communication safety.…”

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confidence: 99%

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A dispositional approach to psychological climate: Relationships between interpersonal harmony motives and psychological climate for communication safety

Wang¹,

Leung

Zhou

2013

Human Relations

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and motivating environment to help employees fully unfold their potential (e.g., Pfeffer, 1994;Shalley et al., 2000). However, employees do not respond to the work environment mechanically, and their perception and interpretation of the environment are crucial in shaping their attitudinal and behavioural responses (James et al., 1978). For instance, a work environment designed to be motivating may not show the intended effects because employees do not perceive the environment as motivating (e.g., Deci et al., 1999). To address this issue, there has been considerable research in the past several decades on the role and dynamics of psychological climate -defined as 'the meanings that people impute to their jobs, co-workers, leaders, pay, performance expectations, opportunities for promotion, equity of treatment, and the like ' (James et al., 2008: 6). Psychological climate also has important practical implications, as it is related to a variety of major work outcomes, such as organisational commitment, job satisfaction, and performance (Carr et al., 2003;Parker et al., 2003). It is important to note that we are concerned with processes at the individual level, and research on organisational climate (Schneider et al., 2011), which conceptualizes climate as a property of an organisation, is not our focus.Despite the well-documented importance of psychological climate, our knowledge of its antecedents is surprisingly limited. This gap is problematic because a theory of psychological climate is incomplete without a clear understanding of the factors that shape its formation. Indeed, Parker et al. (2003: 408) recommended that 'clarifying the origins of psychological climate perceptions would help to clarify the specific mechanisms by which perceptions of the work environment influence individual outcomes.' The limited research on the antecedents of psychological climate has primarily focused on situational factors, such as 3 supportive supervisor, rewarding co-worker relationships, and high-performance human resource practices (e.g., May et al., 2004;Wei et al., 2010), which are conceptualized as cues for drawing inferences about the nature of a workplace. This line of work, while important, does not consider the possibility that people exhibit some degree of across-situation consistency in the perception of psychological climate because they tend to confirm what they are prepared to see (Snyder and Ickes, 1985). For example, some employees complain vehemently about their work environment even if many other employees perceive the same environment as attractive (Grensing-Pophal, 2001). Situational factors are not the only antecedents of psychological climate, as Brown and Leigh (1996: 359) suggested that 'psychological climate is likely to result from individual differences among employees, from differences in situations (i.e. features of organizational environments), as well as from the interaction between the person and situation.' The lack of research on dispositional antecedents of psychological climate limits the...

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Correlates of Psychological Influence: An Illustration of the Psychological Climate Approach to Work Environment Perceptions

Cited by 86 publications

References 64 publications

Internet anxiety: An empirical study of the effects of personality, beliefs, and social support

Internet anxiety: An empirical study of the effects of personality, beliefs, and social support

Predicting collective climates: assessing the role of shared work values, needs, employee interaction and work group membership

A dispositional approach to psychological climate: Relationships between interpersonal harmony motives and psychological climate for communication safety

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