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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First, the introduction of the two fold agreement-importance scale meant that it was possible to examine the mean and standard deviation of the ratings of perceived importance of that measure of climate. Teamwork and Support 9.

Bestsellers Our complete range of products are listed below:. The aim of this research was to develop a robust, multi-dimensional, fully psychometrised questionnaire able to be used in a wide variety of organisations and various different countries for both descriptive and predictive purposes. Sixth and finally, the questionnaire litwin-strinter produce a measure that can be used to highlight international differences within and between multi-nationals where appropriate.

Perhaps the most fundamental question to be asked is why devise a new measure given that a number already exist? Return back to product page. The first or categorical approach has not been very popular or successful. Any score below 2 could be considered a sign that that aspect really die no merit close attention. Reward System 10 0.

The issue of cliamte was with in two ways. Dimensions and relationships of individual and aggregated work environment perception. There are many models which use the qjestionnaire of questoonnaire Litwin and Stringer,Bonoma and Zaltman, but very few specify the exact relationship between climate and other organisational processes.

This conceptual muddle has become worse with the introduction of the concept of corporate or organisational culture Schein, defined as:.


The Corporate Climate Questionnaire

However, there are as many, if not more, problems associated with the concept of corporate culture as there are of climate. This measure is concerned exclusively with litwin-stringeer belief and behaviours See Table1 which inevitably reflect the organisational structure.

Third, correlation between significant and occasionally negative. Third, the correlates litwin-tsringer seniority were systematic, substantial and very similar across the two population groups.

There were under 35 years of age, between 36 and 50, and 69 over This study set out to devise and validate a new multi-dimensional measure of organisational climate. Learning and Training 7.

Interest in Money Questionnaire. Relationship to organizational Climate and job satisfaction. Finally, some scales, developed about 20 years ago appear to have lain dormant in the literature and would probably require extensive updating. Commitment and Morale 9. Conceptually there remains no agreement upon easily operationalizable definition of climate that is both prescriptive and proscriptive in what should and can be measured.

An integrative kitwin-stringer of updating and performance. Few researcher and model builders have acknowledge that the climate may be both an independent lrganizational dependent variable simultaneously. This conceptual muddle has become worse with the introduction of the concept of corporate or organisational culture Schein, defined as: They did a wide variety of jobs from Secretarial to Engineering. Overall these reliability figures appear to be better tan any other measure of climate.

Second, although there were some correlates of sex four for the British, four for the Europeans and some of age five for the British, two for the Europeans they were few in number and no clear pattern was discernible. This leaves four different courses of action given the results.

The Corporate Climate Questionnaire

This is in accordance with previous findings Jackofsky and Slocum The definition of organisational climate has lead to considerable debate and climatr of a proliferation of measures. Yet it is important that if any additional scales are used that their psychometric properties should be assessed.


An important but related issue concerns the amount of consensus within an organisation concerning the perceived climate. This yields face validity evidence. As all the questions were described positively, a high agree score ie.

This dimension of climate is of no consideration.

A major criterion of the success of any questionnaire is its reliability. The fact that the alphas are almost identical across the eight nations sampled one British and seven Organixational attests to the use fullness of this questionnaire in different countries.

It is important to note: However, pilot wok suggested that an acquiescence response set was not operating to any significant degree.

Where performance is high and importance is high one can celebrate the fact that important issues are being perceived as being done well. A study is described in which two population groups, over British employees and over European employees at all levels, doing a variety of jobs in a large multi-national transportation company, completed a item multi-dimensional questionnaire which required them to rate each question on two scales – performance and climqte.

Looking at the scores together, simple matrix occurs. Many changes were made: Employee perception is then interesting but no directly relevant to the functioning of the organnizational. The survey has 22 orgaizational designed to measure organisational climate.

First most corrections are positive and low – those over. Table 2 shows the alphas, which are consistently high with few exceptions for both British and European subjects.