Organizational Climate and Culture

Organizational Climate and Culture breaks down the barriers between the fields of organizational climate and organizational culture to encourage a broader understanding of how an organization’s environment affects its functioning and performance. Building on in-depth reviews of the development of both the organizational climate and organizational culture literatures, the book identifies key research issues as well as how practitioners can utilize the key concepts when conducting organizational cultural inquiries and leading change efforts. The book identifies the key strengths and limitations of research and theory on each topic and then presents ways each field could learn from the other. The authors also identify how practitioners can leverage the key concepts in the two literatures when conducting organizational cultural inquiries leading to climate and culture change efforts. The end product is an in-depth discussion and reconciliation of organizational climate and culture unlike anything that has come before it. In this updated edition, Mark G. Ehrhart, Benjamin Schneider and William H. Macey present a thorough examination of both the history and current status of research in each field, as well as areas for their potential integration. Academics, practitioners, and students will all deepen their understanding of how organizations function and will gain insights into how to improve both organizational research and organizational effectiveness.

About the Authors Preface 1. Introduction Definitions of Organizational Climate and Culture Assumptions Our Goals: What We Hope to Accomplish What We Are Not Trying to Accomplish Organization of the Book 2. History of Organizational Climate Theory and Research From 1939 to the Mid-1960s: The Early Years of Climate Research From the Late 1960s through the Early 1970s: The Expansion of Empirical Climate Research The Mid-1970s: Major Critiques of the Climate Literature and Their Resolution 3. Organizational Climate Research: The Current State of the Field Definitions of Organizational Climate Measurement and Levels of Analysis Types of Climates Studied: Molar and Focused Climates Climate Strength Other Boundary Conditions of Climate-Outcome Relationships Climate Itself as a Moderator Variable Additional Approaches to Studying Climate: Antecedents and Mediators Climate Interventions 4. Foundations of Organizational Culture A Brief History of Research on Organizational Culture Approaches to Understanding Organizational Culture Defining Organizational Culture The Substance of Organizational Culture Methods for Studying Organizational Culture 5. The Emergence, Effectiveness, and Change of Organizational Cultures The Emergence of Organizational Culture Socialization and the Perpetuation of Organizational Culture Organizational Culture and Organizational Effectiveness Organizational Subcultures Culture Strength Organizational Culture Change 6. Integrating Organizational Climate and Organizational Culture On the Relative Absence of the Integration of Climate and Culture Similarities between Organizational Climate and Culture Differences between Organizational Climate and Culture What Organizational Climate Researchers Can Learn from Organizational Culture Research What Organizational Culture Researchers Can Learn from Organizational Climate Research Toward Integrating Organizational Climate and Culture Climate, Culture, and Competitive Advantage Climate, Culture, and Organizational Change 7. A Practitioner’s Guide to Cultural Inquiry Why Executives Care: Strategy, Leadership, and Organizational Culture The Bases for Cultural Diagnosis and Change Talent Management and Cultural Inquiry The Measurement Framework for Cultural Inquiry and Diagnosis Qualitative Approaches to Cultural Diagnosis Quantitative Approaches to Cultural Diagnosis A Brief Note on Blending Qualitative and Quantitative Cultural Inquiry The Fundamental Attributes of Organizational Culture 8. Summary and Conclusion Organizational Climate Organizational Culture Integrating Organizational Climate and Culture Implications for Practice Organizational Climate and Culture: A Research Agenda References

Mark G. Ehrhart is a Professor at the Department of Psychology at the University of Central Florida, USA. His research interests include organizational climate and culture, organizational citizenship behavior, gratitude, leadership, and implementation. Benjamin Schneider is Professor Emeritus, University of Maryland, USA. His research interests concern organizational climate and culture, employee engagement, service quality, staffing issues, and the role of personality in organizational life. William H. Macey is Senior Research Fellow at CultureFactors, Inc., USA. He has over 35 years of experience consulting with organizations to design and implement survey research programs.

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