What is the difference between organizational culture and organizational climate? A native's point of view on a decade of paradigm wars
Article Abstract:
Recently, organizational culture researchers have applied quantitative survey methods and identified comparative "dimensions" of culture in a way that appears to contradict some of the original foundations of culture research within organizational studies. This new quantitative culture research also bears a strong resemblance to earlier research on organizational climate. This article examines the implications of this development by first considering the differences between the literatures on organizational culture and organizational climate and then examining the many similarities between these two literatures. The literatures are compared by focusing on their definition of the phenomena, their epistemology and methodology, and their theoretical foundations. The implications of the differing theoretical foundations and their underlying assumptions about the phenomenon are discussed at some length, as are some of the consequences of the continued separation of these two literatures. The final discussion focuses on the implications of these developments for future research on organizational cultures and contexts. (Reprinted by permission of the publisher.)
Publication Name: Academy of Management Review
Subject: Business, general
ISSN: 0363-7425
Year: 1996
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Improving interactional organizational research: a model of person-organization fit
Article Abstract:
In order for researchers to understand and predict behavior, they must consider both person and situation factors and how these factors interact. Even though organization researchers have developed interactional models, many have overemphasized either person or situation components, and most have failed to consider the effects that persons have on situations. This paper presents criteria for improving interactional models and a model of person-organization fit, which satisfies these criteria. Using a Q-sort methodology, individual value profiles are compared to organizational value profiles to determine fit and to predict changes in values, norms, and behaviors. (Reprinted by permission of the publisher.)
Publication Name: Academy of Management Review
Subject: Business, general
ISSN: 0363-7425
Year: 1989
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Using self-categorization theory to understand relational demography-based variations in people's responsiveness to organizational culture
Article Abstract:
The effect of demographic differences on people's responses to organizational cues to cooperate with their coworkers is examined. The results suggest that understanding and managing cooperative behavior requires considering the interplay between relational demography and organizational culture.
Publication Name: Academy of Management Journal
Subject: Business, general
ISSN: 0001-4273
Year: 2005
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