Climate strength: a new direction for climate research.

By Benjamin Schneider, A. Salvaggio, M. Subirats. Journal of Applied Psychology, 2002

797 citations recorded by the source corpus.

Climate strength was conceptualized within D. Chan's (1998) discussion of compositional models and the concept of culture strength from the organizational culture literature. Climate strength was operationalized in terms of within-group variability in climate perceptions-the less within-group variability, the stronger the climate. The authors studied climate strength in the context of research linking employee service climate perceptions to customer satisfaction. The hypothesis was tested that climate strength moderates the relationship between employee perceptions of service climate and customer satisfaction experiences. Partial support for the hypothesis was reported in both a concurrent and predictive (3-year) test across 118 branches of a bank. In the predictive study only the interaction of climate and climate strength predicted customer satisfaction. Implications for future research on climate and climate strength are discussed.

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

View Paper: https://www.semanticscholar.org/paper/e79f5282ddede5118a6fb0a25bb0f2cea59ced02

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Citations in the corpus

Parsing organizational culture: How the norm for adaptability influences the relationship between culture consensus and financial performance in high-technology firms (2014, background): “Indeed, the claim that homogeneity engendered by the selection process limits creativity (Schneider et al., 2002) is dubious because selection processes can also deliberately favor hiring diverse people who are open to new circumstances (Flynn & Chatman, 2001).”
Answers to 20 Questions About Interrater Reliability and Interrater Agreement (2008, methodology): “However, if one is testing a dispersion model, then conceptually it makes more sense to use a measure of interrater dispersion (e.g., SDX) rather than a measure of IRA (e.g., rWG; see Lindell & Brandt, 2000; Roberson et al., in press; Schneider et al., 2002).”
The effects of service climate and the effective leadership behaviour of supervisors on frontline employee service quality : a multi-level analysis (2007, methodology): “Although one may attribute this to the fact that we did not measure service climate with the ‘customer feedback’ subscale, we note that Schneider et al. (2002) found no main effect for service climate on customer perception either, despite using the full scale.”
Construing Organizational Identity: The Role of Embodied Cognition (2010, background): “2000; Brief and Weiss 2002) Emotional display rules, emotional labor and identity (Ashforth and Humphrey 1993) Organizational climate (James and Sells 1981; Schneider et al. 2002) Composition models of organizational climate (Chan 1998) Psychodynamics (Brown and Starkey 2000; Diamond 1993; Driver 20”
Understanding unethical behavior by unraveling ethical culture (2011, background): “…for this was that, as in the studies on ethical culture and climate of Peterson (2002b) and Treviño et al. (1998), the focus was not on shared perceptions – which would indeed have required multiple respondents (Schneider et al., 2002) – but on individual perceptions of the organizational context.”
A multilevel model of safety climate: cross-level relationships between organization and group-level climates. (2005, background): “01, for group climate), agreeing with other reports in this regard (e.g., Lindell & Brandt, 2000; Schneider et al., 2002).”
Do personal characteristics and cultural values that promote innovation, quality, and efficiency compete or complement each other? (2004, background): “Strong relationships were found in more homogeneous cultures ( Schneider, Salvaggio, & Subirats, 2002 ).”
Abusive supervision climate: : A multiple-mediation model of its impact on group outcomes (2014, background): “, justice, innovation, service) demonstrates that climate strength moderates the relationship between climate and outcomes (Colquitt et al., 2002; González-Romá, Peiró, & Tordera, 2002; Schneider et al., 2002).”
Organizational identity strength, identification, and commitment and their relationships to turnover intention: Does organizational hierarchy matter? (2006, background): “Riketta (2005) observed that despite the overlap in shared variance, identification proved to be distinct from commitment with respect to its correlates.”