人才服务公司中文化和气氛的跨层次影响（英语版）.pdf28

Summary This two-level study of child welfare and juvenile justice case management teams addresses
construct, measurement, and composition issues that plague multilevel research on organizational
culture and climate. Very few empirical studies have examined both culture and climate
simultaneously, and none have provided evidence that culture and climate are distinct or similar
constructs. Confirmatory factor analysis (CFA), within-group consistency analysis (rwg),
between-group differences (ICC and eta-squared), and hierarchical linear models (HLM) analysis
provide evidence that climate and culture are separate constructs that vary by organizational
unit, and are related to work attitudes, perceptions, and behavior. Findings link teamlevel
culture and climate to individual-level job satisfaction and commitment, perceptions of
service quality, and turnover. Copyright # 2002 John Wiley & Sons, Ltd.
Introduction
Organizational culture and climate are widely used terms that receive considerable attention in both
the trade and academic press. The concepts have been studied for decades in business and industrial
organizations and their importance to understanding organizational functioning is generally accepted.
More recently, the culture and climate of government, non-profit, and human service organizations
have received attention. As in the business, for-profit sector, culture and climate are thought to be useful
in explaining how organizations influence the behavior, attitudes, and well-being of members, why
some organizations are more innovative and quicker to adopt new technologies, and why some organizations
are more successful than others.
But several interrelated trends in the last decade broadened rather than narrowed existing gaps in
our knowledge of culture and climate (Ashkanasy, Wilderom, & Peterson, 2000b). First, the psychological,
quantitative, nomothetic approaches used to study climate over the last half-century waned
as interest in anthropological, qualitative, and idiographic methods to studying culture increased.
Second, the indiscriminate use of the terms, climate and culture, reflected in the trade literature’s768 C. GLISSON AND L. R. JAMES
..............................

上一篇：人本管理与企业文化(ppt 113页)

下一篇：人大－企业文化管理70.ppt71

中国企业文化与管理的相关问题(doc 7页)

新时代企业文化发展趋势(ppt 52页)

梁均平-员工激励、管理团队和企业文化(ppt 115页)

企业文化建设讲义(PPT 72页)

企业文化理论概述(PDF 24页）

企业文化与人力资源管理doc 25页)