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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Commitment and Morale 9 0.

Academy litwin-sringer Management Journal 20, This is in accordance with previous findings Jackofsky and Slocum The definition of organisational climate has lead to considerable debate and something of a proliferation of measures. Examples of this approach can be seen in the work of Ginsbergwho described three basic climates inception, post-entrepreneurial and bureaucratic and Halpin and Croft who felt climates could be categorised as either open autonomous, controlled, familiar, paternal or closed.

Journal of Applied Psychology56, Return back to product page.

The Corporate Climate Questionnaire

The new employee perception questionnaire reported in this study demonstrated satisfactory internal reliability given both the number of questions per scale and the heterogeneity of the respondents. Sixth and finally, the questionnaire should produce a measure that can be used to highlight international differences within and between multi-nationals where appropriate.

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Other have considered climate a dependent outcome variable that is the result, and not the cause of, organisational structure and process. The issue of validity was with in two ways.

It is important to note:. 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. The mean or the various dimension was nearly always over 5.

The first or categorical approach has not been very popular or successful. Looking at the scores together, simple matrix occurs.

The Corporate Climate Questionnaire

In all were full-time, had been with the organisation less than 5 years, 65 between 5 and 15 years and over 15 years. The fact that the alphas are almost identical across the eight nations sampled one British and seven European attests to the use fullness of this questionnaire in different countries.

There were 84 under 35 years of age, 86 between 36 and 50 and 34 over There are a number of answers to this: They all worked for organizztional large American-based airline. Table 2 shows the alphas, which are consistently high with few exceptions for both British cli,ate European subjects.

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This paper highlights one other very important issue for the measurement of organizational climate: A longititudinal study of climates. Login Forgot Your Password? The results showed a completely clear pattern: It is litiwn-stringer to note: Scale development and validation. Psychological Bulletin12, A major problem with many of these earlier measures was their poor psychometric properties -poor internal reliability ie.

Previous litwin-stringee has shown that frequently the dimensions of climate are significantly correlated. Many changes were made: First most corrections are positive and low – those over. Perhaps the most fundamental question to be asked is why devise a new measure given that a number already exist? Questionnaire A item questionnaire was devised after extensive piloting. Reliability A major criterion of the success of any questionnaire is its reliability. This conceptual muddle has become queshionnaire with the introduction of the concept of corporate or organisational culture Schein, defined as:.

Payne, r, Madness in our method.