Organizational climate systems and psychological climate perceptions: A cross‐level study of climate‐satisfaction relationships

By Mathis Schulte, Cheri Ostroff, A. Kinicki. 2006

220 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/4064831f9d450c451172377e71083d99936b356b

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

Authentic Leadership and Employee Voice Behavior: A Multi-Level Psychological Process (2011, unknown): “The groups with less than five returned questionnaires were eliminated because a low response rate may raise concerns of response bias, and a small group size may interfere with the estimation of aggregation statistics (Bliese 1998; Schulte et al. 2006).”
Motivating Employees to Work Beyond Retirement: A Multi‐Level Study of the Role of I‐Deals and Unit Climate (2012, background): “, 2009) and is defined as the shared perceptions, by employees within the unit, of the policies, practices, and procedures that a unit rewards, supports, and expects (Naumann and Bennett, 2000; Schulte et al., 2006).”
Toward a Better Understanding of the Link Between Ethical Climate and Job Satisfaction: A Multilevel Analysis (2011, background): “These findings coincide with the argument suggested in the literature that the job attitudes and behaviors of the employees of an organization are not only affected by their own unique perceptions of their work environment but also by their shared perceptions of their environment (Mathieu and Kohler”
Relationships between counterproductive work behavior, perceived justice and climate, occupational status, and leader-member exchange (2014, background): “These perceptions not only reflect employees’ impressions of the work environment, they also influence their levels of stress, job satisfaction, commitment, and performance which, in turn, have implications for overall organizational productivity (Ostroff, Kinicki, & Tamkins, 2003; Schulte et al., 2”
From social context and resilience to performance through job satisfaction: A multilevel study over time (2016, background): “Therefore, collective PoSC can be considered as a ‘Gestalt’ construct (Schulte et al., 2006), defining the social context as an entirety, so that the collective perceptions of the main organizational social actors converge in a higher-order concept.”
THROUGH THE LOOKING GLASS OF A SOCIAL SYSTEM: CROSS‐LEVEL EFFECTS OF HIGH‐PERFORMANCE WORK SYSTEMS ON EMPLOYEES’ ATTITUDES (2009, background): “Moreover, Schulte, Ostroff, and Kinicki (2006) found that organizational-level climate can have unique cross-level influence on individual job satisfaction when also taking into account the influence of individual-level, psychological climate.”
Cross‐level effects of demography and diversity climate on organizational attachment and firm effectiveness (2009, background): “This is a subject of inquiry itself (Schulte et al., 2006).”
Social Support at the Workplace, Motivation to Transfer and Training Transfer: A Multilevel Indirect Effects Model (2015, unknown): “In line with other research on climate factors (e.g. Braun et al., 2013; Choi, 2007; Choi et al., 2003; Glisson & James, 2002; Liao & Rupp, 2005; Neal & Griffin, 2006; Schulte et al., 2006), Level-2 units were modeled as aggregated values based on the individual values.”