The Factor Replicability of the Litwin and Stringer Organizational Climate Questionnaire: An Inter and Intra-Organizational Assessment

Rogers, Evan D.; Miles, Wilford G.; Biggs, William D.

doi:10.1177/014920638000600105

Cited by 22 publications

(13 citation statements)

References 7 publications

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“…The literature showed discrepancies when LSOCQ was factor analysed (Campbell et al. 1970, Sims & Lafollette 1975, Muchinsky 1976, Rogers et al. 1980).…”

Section: Methodsmentioning

confidence: 99%

Nurses’ perception of their manager’s leadership style and unit climate: are there generational differences?

Farag¹,

Tullai-McGuinness

Anthony

2009

Journal of Nursing Management

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“…The literature showed discrepancies when LSOCQ was factor analysed (Campbell et al. 1970, Sims & Lafollette 1975, Muchinsky 1976, Rogers et al. 1980).…”

Section: Methodsmentioning

confidence: 99%

Nurses’ perception of their manager’s leadership style and unit climate: are there generational differences?

Farag¹,

Tullai-McGuinness

Anthony

2009

Journal of Nursing Management

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“…A number of studies (e.g., Sims & LaFollette, 1975;Muchinsky, 1976) have suggested that a six-factor structure is more appropriate and pointed out that the existing nine scales showed poor split-half reliabilities. A review by Rogers, Miles, and Biggs (1980) showed that most studies had found six factors and that there was virtually no agreement among researchers regarding which items loaded best on the different factors. They concluded that the OCQ lacked validity and was not a consistent measurement device.…”

Section: Existing Measures Of Climatementioning

confidence: 99%

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

Patterson¹,

West²,

Shackleton³

et al. 2005

J Organ Behavior

877

882

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SummaryThis 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.

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“…In measuring organizational climate, there are some dimension developed, Litwin and Stringer [14] developed an instrument known as Litwin and Stringer Organizational Climate Questionnaire (LSOCQ). This instrument consists of 9 (nine) scales which then become organizational climate dimensions [15] namely structure, responsibility, reward, risk, warmth, support, standard, conflict, and identity. But over time these dimensions grew and increased in number.…”

Section: Organizational Climatementioning

confidence: 99%

Organizational climate enhance service quality through enhancing OCB in public hospital.

Sidin¹,

Arifah²,

Mahmuda³

2019

biomedicalresearch

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Purpose: For years, research has focused on organizational culture though the organizational climate (OC) is a multidimensional construct. Hospital is a unique organization having unique climate, special for public hospital. This research was a quantitative study, a cross-sectional approach. The sample selected from 150 the employee of public hospitals in Makassar. The data was analyzed by structural equation model (SEM) to test the model of relationship among OC, OCB and SQ. The hypotheses were: 1) There was a relationship of OC to OCB; 2) There was a relationship between OCB and Service quality (SQ); 3) There was a relationship between OC and SQ. Findings: The Confirmatory Factor Analysis (CFA) test presented the loading factor of managerial tools<0,5 means invalid indicator. The goodness of fit indicators showed the RMSEA 0,061 (fit). The model was accepted to be continued with structural model analysis. However, all hypotheses was rejected, P values>0,005. The conclusion is OC did not have role in increasing OCB and SQ in public hospital, Makassar. The structural model have to be modified. Research limitations: The sample size was less than 200 and some indicators were invalid. Further research was supposed to apply other dimension of organizational climate and increase the sample size. Originality: The low OCB did not influence employee on providing service quality in public hospital in Indonesia since providing service quality is a mandatory from government.Organizational climate enhance service quality through enhancing OCB in public hospital.

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The Factor Replicability of the Litwin and Stringer Organizational Climate Questionnaire: An Inter and Intra-Organizational Assessment

Cited by 22 publications

References 7 publications

Nurses’ perception of their manager’s leadership style and unit climate: are there generational differences?

Nurses’ perception of their manager’s leadership style and unit climate: are there generational differences?

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

Organizational climate enhance service quality through enhancing OCB in public hospital.

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