Summary In this study, meta-analytic procedures were used to examine the relationships between individual-level (psychological) climate perceptions and work outcomes such as employee attitudes, psychological well-being, motivation, and performance. Our review of the literature generated 121 independent samples in which climate perceptions were measured and analyzed at the individual level. These studies document considerable confusion regarding the constructs of psychological climate, organizational climate, and organizational culture and reveal a need for researchers to use terminology that is consistent with their level of measurement, theory, and analysis. Our meta-analytic findings indicate that psychological climate, operationalized as individuals’ perceptions of their work environment, does have significant relationships with individuals’ work attitudes, motivation, and performance. Structural equation modeling analyses of the meta-analytic correlation matrix indicated that the relationships of psychological climate with employee motivation and performance are fully mediated by employees’ work attitudes. We also found that the James and James (1989) PCg model could be extended to predict the impact of work environment perceptions on employee attitudes, motivation, and performance. Despite the number of published individual-level climate studies that we found, there is a need for more research using standardized measures so as to enable analyses of the organizational and contextual factors that might moderate the effects of psychological climate perceptions. Finally, we argue for a molar theory of psychological climate that is rooted in the psychological processes by which individuals make meaning or their work experiences. Copyright # 2003 John Wiley & Sons, Ltd.

https://download.clib.psu.ac.th/datawebclib/e_resource/trial_database/WileyInterScienceCD/pdf/JOB/JOB_4.pdf

Relationships between psychological climate perceptions and work outcomes: a meta-analytic review

This study meta-analytically examined extensive literature associated with work commitment. The primary purposes were to (a) cumulate correlations among dimensions of work commitment to see which were intercorrelated and (b) determine impact of work commitment dimensions and subdimensions on specific outcome variables (job satisfaction, job performance, turnover intentions, and turnover). Results were cumulated across 997 articles. The positive manifold of correlations suggests the presence of a common psychological construct underlying different commitment forms, with the exception of calculative, continuance, and union commitment. Most of the 94 meta-analyzed correlations were small, suggesting that concept redundancy is not a major concern. Meta-analyses of the correlations of 24 commitment constructs with 4 outcome variables suggest that different commitment forms have similar patterns of correlations with outcome variables.

/pdf/the-construct-of-work-commitment-testing-an-integrative-58v1h5ncjl.pdf

The construct of work commitment: testing an integrative framework.

Cross-cultural studies that use self-report instruments can present researchers with a variety of challenges. This article reviews the organizational research literature between the years of 1995 and 2001 to identify common practices prevalent in this type of research. Key methodological issues are examined within the context of a three-stage framework: (a) the development of the research question, (b) the alignment of the research contexts, and (c) the validation of the research instruments. This examination serves as a basis for the identification of best-practice recommendations for cross-cultural researchers.

A Review of Cross-Cultural Methodologies for Organizational Research: A Best- Practices Approach:

This article investigates the potential mediating role of organizational commitment in the relationships of leadership behavior with the work outcomes of job satisfaction and job performance in a non‐western country where multiculturalism is a dominant feature of the workforce. It also explores the moderating effects of national culture on the relationships of leadership behavior with organizational commitment, job satisfaction and job performance in such a setting. Results suggest (in support of many western studies) that those who perceive their superiors as adopting consultative or participative leadership behavior are more committed to their organizations, more satisfied with their jobs, and their performance is high. The results also indicate that national culture moderates the relationship of leadership behavior with job satisfaction.

Organizational commitment: a mediator of the relationships of leadership behavior with job satisfaction and performance in a non‐western country

Does Cultural Socialization Predict Multiple Bases and Foci of Commitment

This exploratory study examines the relationship between communication relationship satisfaction (CRS) and organizational commitment. CRS was measured by organizational communication relationship (OCR) instrument developed by the International Communication Association (ICA). Organizational commitment was measured by Porter, Steers, Mowday and Boulian's (1974) scale. Data were obtained from 122 white-collar employees in an engineering company through a paper-and-pencil questionnaire. A factor analysis of the ICA-OCR instrument indicated 4 factors but only 2 (top management and supervisor relationships) were considered appropriate for the study. Our results indicate that top management relationships relate more closely to organizational commitment than either the global CRS or supervisor relationship. The implication of our findings for managers and directions for future research are indicated.

Communication Relationship Satisfaction and Organizational Commitment

This paper seeks to investigate the association between work values and organizational commitment in the Asian context. Two major dimensions of work values, that is, intrinsic and extrinsic, were derived from a factor analysis of Wollack et al.'s scale. Organizational commitment was defined in terms of an individual's degree of identification and involvement in the work organization. This variable was measured using Porter et al.'s scale. The analysis suggested that intrinsic work values relate more closely to organizational commitment than either the global measure of work values or extrinsic work values.

Work Values and Organizational Commitment: A Study in the Asian Context

This study attempts to assess work-related values in Singapore and how these work values may differ from those of another nationality. The aim of this study is to replicate Hofstede's model in the Singapore managerial context. A comparison is made between Singaporean Chinese managers and Japanese managers in Singapore. Hofstede's four value dimensions of Individualism, Power Distance, Uncertainty Avoidance and Masculinity are used. The mean Power Distance and Masculinity scores of Singaporean Chinese managers and Japanese managers are found to be different from the samples in Hofstede's study. These differences in work values indicate that interpretations of Hofstede's cultural constructs cannot be made without modifying or redefining the constructs in terms that are relevant to the cultural context. This finding is supported by the differences in factors that make up the Individualism and Masculinity value dimensions of Singaporean Chinese and Japanese managers. The differences in work values between are...

Relationship on Work-Related Values of Singaporean and Japanese Managers in Singapore

The purpose of this study is to examine the relationship between organizational climate and job satisfaction in one of the departments in the Civil Service in Singapore. While organizational climate is conceptualized as a characteristic of organizations which is reflected in the descriptions employees make of the policies, practices and conditions which exist in the environment, job satisfaction refers to affective orientations on the part of individuals toward work dimensions. The sample includes professional, technical, and administrative people. The data collected through climate and job satisfaction instruments is subjected to correlation analysis by using Pearson Product Moment Formula. The overall finding of this study is that job satisfaction is highly correlated with organizational climate.

Organizational climate - job satisfaction relationship in a public sectok organization

The applicability of organizational design (OD) to the Asian context is illustrated by data that were collected from a sample of 49 companies in Singapore. The results show that only large and established organizations seem to have OD programs. Furthermore, the data indicate that behavioral changes form the major part of OD programs. The top-down approach is common in introducing change through OD efforts. A major barrier to the practice of OD in many Asian countries seems to be lack of climate for open discussion.

Joseph M. Putti

Papers

Communication Relationship Satisfaction and Organizational Commitment

Work Values and Organizational Commitment: A Study in the Asian Context

Relationship on Work-Related Values of Singaporean and Japanese Managers in Singapore

Organizational climate - job satisfaction relationship in a public sectok organization

Organization Development Scene in Asia The Case of Singapore