Perspectives on organizational climate and culture.

By Benjamin Schneider, Mark G. Ehrhart, W. H. Macey. 2011

204 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/8a17bc618bdaee9d9bd344e26278f642d63a157c

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

Creating an ethical organizational environment: The relationship between ethical leadership, ethical organizational climate, and unethical behavior (2020, background): “Previous research suggests that leaders influence the work environment and specifically climate perceptions (Mayer, Kuenzi, & Greenbaum, 2010; Schneider et al., 2011; Stringer, 2002; Zohar & Luria, 2005).”
Spotlight on Age‐Diversity Climate: The Impact of Age‐Inclusive HR Practices on Firm‐Level Outcomes (2013, background): “, safety, justice, or cooperation climate) instead of general work climates as these allow for more detailed insights into climate-related forms of organizational behavior (Schneider et al., 2011).”
The downside of being ‘up’: entrepreneurs' dispositional positive affect and firm performance (2011, background): “As expected on the basis of suggestions by Staw (1991), Schneider et al. (2010), and others (Miller, 1990; Miller and Dröge, 1986), the relationship between entrepreneurs’ DPA and fi rm performance is stronger for small ventures than larger ones.”
Organizational climate and culture. (2009, unknown): “And there began research on what have been called process climates (Schneider et al., 2011) in JAP.”
Expanding Insights on the Diversity Climate–Performance Link: The Role of Workgroup Discrimination and Group Size (2014, methodology): “Organizational climate research has its roots in the late 1930s (Schneider et al., 2011) when Lewin, Lippitt, and White (1939) studied aggressive behavior in groups under various social climate conditions.”
Corporate Social Responsibility, Ethical Leadership, and Trust Propensity: A Multi-Experience Model of Perceived Ethical Climate (2015, background): “652) and other climate scholars refer to as a ‘‘higher-order social structure— a socially interactive context within which individuals operate and which highlights the behaviors and responses that are expected, supported and rewarded’’ (see also, Ferris et al. 1998; Schneider et al. 2011).”
A TRICKLE-DOWN MODEL OF ABUSIVE SUPERVISION (2012, methodology): “We measured abusive behavior with Tepper’s (2000) 15-item abusive supervision scale.”
A Service Climate Synthesis and Future Research Agenda (2014, background): “The overall sense or meaning people construe from the patterns of their individual experiences and behaviors they observe in social settings constitutes the climate of the setting (Lewin, Lippitt, and White 1939; Schneider, Ehrhart, and Macey 2011).”