Making sense of climate: A meta-analytic extension of the competing values framework

2020 ◽  
Vol 10 (3-4) ◽  
pp. 136-168
Author(s):  
Jeremy M. Beus ◽  
Shelby J. Solomon ◽  
Erik C. Taylor ◽  
Candace A. Esken
Keyword(s):  
Organizational Climate ◽  
Competing Values Framework ◽  
Analytic Extension ◽  
Competing Values ◽  
Climate Type ◽  
Domain Specific ◽  
Making Sense ◽  
And Performance ◽  
The Individual ◽  
Meta Analyses

Organizational climate research has surged recently, but the disbursement of research contributions across domains has made it difficult to draw conclusions about climate and its connections with performance. To make sense of the climate literature, we used the competing values framework (CVF) to classify domain-specific climates into four climate types (clan, adhocracy, hierarchy, and market climates). We did so by conceptually linking domain-specific climates that are manifestations of the same underlying strategic values. We then conducted meta-analyses to examine the magnitudes, mechanisms, and moderators of the individual and group-level associations between the CVF climates and performance. These meta-analyses revealed positive climate–performance associations for each climate type and supported job attitudes as a common mediator. We also examined several methodological moderators of climate–performance relationships, testing the source of climate and performance measures, the temporal assessment of these constructs, and the level of within-group agreement in climate measures as possible boundary conditions.

Role Stress and Effectiveness in Horizontal Alliances

2002 ◽  
Vol 66 (2) ◽  
pp. 61-82 ◽  
Author(s):  
Arne Nygaard ◽  
Robert Dahlstrom
Keyword(s):  
Role Conflict ◽  
Role Ambiguity ◽  
Organizational Outcomes ◽  
Role Stress ◽  
Competing Values Framework ◽  
Competing Values ◽  
Communication Modality ◽  
Role Stressors ◽  
And Performance ◽  
The Relationship

Horizontal arrangements are increasingly deployed in organizational networks, yet research has rarely examined the effectiveness of these alliances. The coalition of disparate corporate cultures yields appreciable levels of role stress for people in boundary-spanning positions. Dedicated assets and communication modality are factors that influence the level of role ambiguity and conflict. The authors implicate these facets of role stress as antecedents to four forms of effectiveness drawn from the competing values framework. The authors present alternative perspectives that examine the relationship between stress and performance. The received view frames role stressors as linear, negative antecedents to organizational outcomes. The authors contrast this perspective with theories that espouse triphasic, parabolic, and interactive influences of stressors on organizational outcomes. Data gathered with 218 managers of dual-branded retail oil outlets indicate that the relevance of these alternative perspectives is mitigated by the form of effectiveness pursued by the organization. The results support a linear relationship between role conflict and bargaining efforts, yet they also offer evidence of nonlinear influences of role ambiguity on contributions to sales, customer satisfaction, and competence. The study concludes with a discussion of relevance of the findings to the management of horizontal alliances and to interorganizational theory.

Does Your Organization Have the Right Climate for Merit?

1987 ◽  
Vol 16 (2) ◽  
pp. 127-133 ◽  
Author(s):  
Barry Wisdom ◽  
Dennis Patzig
Keyword(s):  
Decision Making ◽  
Organizational Climate ◽  
Decision Making Process ◽  
The Public ◽  
And Performance ◽  
Merit Systems ◽  
The Individual ◽  
The Right ◽  
Performance Results ◽  
The Relationship

The success of merit systems is closely linked to the establishment of key expectations in the minds of employees concerning the relationship between pay and performance. Results of a national survey suggest that different expectations are being formed in the public versus the private sectors. The role organizational climate plays in this finding and in the individual employee's decision making process regarding effort expended at work is modeled and discussed. Suggestions for fostering merit success are also addressed.

Constructive Organizational Values Climate and Organizational Citizenship Behaviors: A Configurational View

2018 ◽  
Vol 45 (5) ◽  
pp. 2045-2071 ◽  
Author(s):  
Sophia V. Marinova ◽  
Xiaoyun Cao ◽  
Haesang Park
Keyword(s):  
Organizational Climate ◽  
Organizational Citizenship ◽  
Regulatory Focus ◽  
Past Research ◽  
Organizational Citizenship Behaviors ◽  
Organizational Values ◽  
Competing Values Framework ◽  
Competing Values ◽  
Citizenship Behaviors ◽  
Taking Charge

The discretionary efforts of employees to go above and beyond illustrated by organizational citizenship behaviors (OCBs) provide an important path to organizational success. Organizational work environment characteristics, notably, organizational climates, serve as fundamental mechanisms for eliciting OCBs. However, existing research on organizational climate and OCBs frequently adopts a variable-centered approach that breaks down climate into individual dimensions. In contrast to past research, our goal is to respond to calls to more fully contextualize organizational climate by offering a configuration of climate attributes. Drawing on a typology of research problematizing, we replace the metaphor of individual dimensions with a metaphor of a climate configuration. To theorize and test the relationship between organizational climate and OCBs, we examine organizational values embodied in the competing values framework through a mesolevel organizational climate perspective. Building on the literature on managing paradox, we propose a constructive organizational values climate configuration, which captures how the different dimensions of the competing values framework coexist and work together. In turn, we propose that constructive organizational values climate predicts three types of OCBs: helping, taking charge, and creative behavior. Furthermore, drawing on regulatory focus theory and on the change-oriented and affiliative roots of OCBs, we offer two distinct mediators that shed light on the underlying processes. We test the proposed theory with data from 737 respondents residing in 166 work units in a wide variety of organizations.

scholarly journals The relationship between the organizational climate and the work satisfaction of educational employees

2021 ◽  
Author(s):  
Angela Verdeş ◽  
◽  
Nicoleta Luchian-Ursachi ◽  
◽  
◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Cost Reduction ◽  
Emotional State ◽  
Professional Communication ◽  
Personal Opinion ◽  
And Performance ◽  
The Individual ◽  
The Relationship

The research aimed to study the correlation between the organizational climate and the job satisfaction of teachers. The link between climate and satisfaction is vital for success in teaching. The organizational climate is considered to be a relatively persistent set of perceptions of an organization's members about its internal environment and that influence their behavior. Job satisfaction is a positive emotional state that results from the employee's personal opinion of his work or work climate, a state of balance that the individual reaches when he responds to conscious or unconscious expectations and certain needs. The research results showed that teachers in the group of teachers-educators show high scores in terms of organizational climate in general and performance in particular. Teachers-educators are more performance-oriented, evaluated according to the achievement of objectives, cost reduction compared to other teachers. Psycho-pedagogical teachers are more satisfied with the quality of relations between employees, with reference to professional communication and collaboration, remuneration and promotion and have a higher degree of overall satisfaction. The organizational climate correlates with job satisfaction, so that the more favorable the organizational climate in the educational environment, the more satisfied the teachers will be.

scholarly journals Do Individual Perceptions of Organizational Culture Moderate the TFL-Helping Behavior and the TFL-Performance Linkages? Evidence from a Korean Public Employee Survey

2021 ◽  
pp. 89-107
Author(s):  
Jae Young LIM ◽  
Kuk-Kyoung MOON ◽  
Harin WOO
Keyword(s):  
Organizational Culture ◽  
Helping Behavior ◽  
Competing Values Framework ◽  
Competing Values ◽  
Government Employees ◽  
Employee Survey ◽  
Organizational Contexts ◽  
And Performance ◽  
The Many

Among the many potential organizational contexts, this study focuses on organizational culture, as it is critical for transformational leadership (TFL) behaviors to percolate into individual employees. Particularly, the study relies on the Competing Values Framework developed by Quinn and his colleagues. Relying on a Korean survey of central and local government employees, the study explores whether TFL influences employees’ perceptions of helping behavior and performance. Moreover, the study examines the moderating role of employees’ perceptions of organizational culture on the TFL-helping and TFL-performance linkages. The results demonstrate that clan culture enhances the TFL-helping and TFL-performance linkages, whereas hierarchical culture attenuates TFL’s relationship with helping behavior and performance.

ADMINISTRATION MODELS IN THE SYSTEM OF FORENSIC EXAMINATION INSTITUTIONS FROM THE POSITION OF SCIENTIFIC MANAGEMENT

2016 ◽  
Vol 16 ◽  
pp. 179-184
Author(s):  
S. V. Kudryashova
Keyword(s):  
Scientific Management ◽  
Competing Values ◽  
State Institutions ◽  
Advantages And Disadvantages ◽  
Forensic Examination ◽  
Forensic Institutions ◽  
The Individual

The individual forensic activity in comparison with the activity of forensic experts of specialized state institutions is considered, the main advantages and disadvantages are determined. The directions of development of specialized state and non-state forensic institutions are presented in accordance with R. Quinn's competing values model.

The Orchard Plot: Cultivating a Forest Plot for Use in Ecology, Evolution and Beyond

2019 ◽  
Author(s):  
Shinichi Nakagawa ◽  
Malgorzata Lagisz ◽  
Rose E O'Dea ◽  
Joanna Rutkowska ◽  
Yefeng Yang ◽  
...  
Keyword(s):  
Meta Analysis ◽  
R Package ◽  
Effect Sizes ◽  
Forest Plot ◽  
Point Estimates ◽  
Aggregate Effect ◽  
The Individual ◽  
Meta Analyses ◽  
Heterogeneous Effect ◽  
Intuitive Interpretation

‘Classic’ forest plots show the effect sizes from individual studies and the aggregate effect from a meta-analysis. However, in ecology and evolution meta-analyses routinely contain over 100 effect sizes, making the classic forest plot of limited use. We surveyed 102 meta-analyses in ecology and evolution, finding that only 11% use the classic forest plot. Instead, most used a ‘forest-like plot’, showing point estimates (with 95% confidence intervals; CIs) from a series of subgroups or categories in a meta-regression. We propose a modification of the forest-like plot, which we name the ‘orchard plot’. Orchard plots, in addition to showing overall mean effects and CIs from meta-analyses/regressions, also includes 95% prediction intervals (PIs), and the individual effect sizes scaled by their precision. The PI allows the user and reader to see the range in which an effect size from a future study may be expected to fall. The PI, therefore, provides an intuitive interpretation of any heterogeneity in the data. Supplementing the PI, the inclusion of underlying effect sizes also allows the user to see any influential or outlying effect sizes. We showcase the orchard plot with example datasets from ecology and evolution, using the R package, orchard, including several functions for visualizing meta-analytic data using forest-plot derivatives. We consider the orchard plot as a variant on the classic forest plot, cultivated to the needs of meta-analysts in ecology and evolution. Hopefully, the orchard plot will prove fruitful for visualizing large collections of heterogeneous effect sizes regardless of the field of study.

PENGARUH BUDAYA ORGANISASI, KEPEMIMPINAN DAN IKLIM ORGANISASI TERHADAP KINERJA PEGAWAI RUMAH SAKIT BHAYANGKARA PADANG

2020 ◽  
Author(s):  
Silvia Agustin
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Organizational Climate ◽  
Employee Performance ◽  
Test Validity ◽  
Workplace Culture ◽  
Work Culture ◽  
Eligibility Criteria ◽  
Reliable Instrument ◽  
And Performance

The purpose of this study are: 1) To clarify whether there is influence organizational culture, leadership and organizational climate on employee performance Bhayangkara Padang Hospital and 2) Measure the influence of organizational culture, leadership and organizational climate on employee performance Bhayangkara Padang Hospital. Based on test validity workplace culture, leadership, work climate and performance in mind all the items declared invalid meet the eligibility criteria are good and reliable instrument. Work Culture regression analysis obtained by value t = 2.091 while t table = 1.988, so t count> t table and the significance value is 0,040 this value is smaller than α = 0.05 not significant effect on employee performance Padang Police Hospitals. Leadership regression analysis obtained by value t = 1.762 while t table = 1.988 so that t

Error Management in Audit Firms: Error Climate, Type, and Originator

2013 ◽  
Vol 89 (1) ◽  
pp. 303-330 ◽  
Author(s):  
Anna Gold ◽  
Ulfert Gronewold ◽  
Steven E. Salterio
Keyword(s):  
Impression Management ◽  
Data Availability ◽  
Error Management ◽  
Organizational Life ◽  
Climate Type ◽  
Error Type ◽  
Audit Firms ◽  
The Individual ◽  
Post Hoc ◽  
Willingness To Report

ABSTRACT This paper examines how the treatment of audit staff who discover errors in audit files by superiors affects their willingness to report these errors. The way staff are treated by superiors is labelled as the audit office error management climate. In a “blame-oriented” climate errors are not tolerated and those committing errors are punished. In contrast, an “open” climate characterizes error commitment as a normal, albeit unfortunate aspect of organizational life that offers opportunities for learning without sanctions on the originator. We examine error management climate in the context of audit-specific factors that might affect the decision to report errors: audit error type (conceptual or mechanical) and who committed the error (the individual who discovered it or a peer). An open climate results in an increase in the reporting of mechanical (but not conceptual) errors and all peer errors versus a blame climate. Post hoc findings suggest that one obstacle to reporting conceptual errors stems from an auditor's own impression management concerns. We discuss how auditing standards and regulatory inspections may impact audit firm error management climates. Data Availability: Experimental data are available from the second author subject to data confidentiality restrictions issued by the participating firms.

scholarly journals Symptom Cluster-Matching Antidepressant Treatment: A Case Series Pilot Study

2021 ◽  
Vol 14 (6) ◽  
pp. 526
Author(s):  
Sławomir Murawiec ◽  
Marek Krzystanek
Keyword(s):  
Depressive Symptoms ◽  
Pilot Study ◽  
Antidepressant Treatment ◽  
Case Series ◽  
Symptom Cluster ◽  
Study Results ◽  
Cluster Matching ◽  
The Individual ◽  
Meta Analyses ◽  
Effectiveness Studies

Despite treating depression with antidepressants, their effectiveness is often insufficient. Comparative effectiveness studies and meta-analyses show the effectiveness of antidepressants; however, they do not provide clear indications as to the choice of a specific antidepressant. The rational choice of antidepressants may be based on matching their mechanisms of action to the symptomatic profiles of depression, reflecting the heterogeneity of symptoms in different patients. The authors presented a series of cases of patients diagnosed with depression in whom at least one previous antidepressant treatment was shown to be ineffective before drug targeted symptom cluster-matching treatment (SCMT). The presented pilot study shows for the first time the effectiveness of SCMT in the different clusters of depressive symptoms. All the described patients obtained recovery from depressive symptoms after introducing drug-targeted SCMT. Once validated in clinical trials, SCMT might become an effective and rational method of selecting an antidepressant according to the individual profile of depressive symptoms, the mechanism of their formation, and the mechanism of drug action. Although the study results are preliminary, SCMT can be a way to personalize treatment, increasing the likelihood of improvement even in patients who meet criteria for treatment-resistant depression.

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