Relationships between psychological climate perceptions and work outcomes: a meta-analytic review

By Christopher P. Parker, B. Baltes, Scott A. Young, J. Huff, R. Altmann, Heather A. Lacost, J. Roberts. 2003

1,113 citations recorded by the source corpus.

Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/fc47485b86aa685633f00c6a63b0e459247b279f

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

The Mediating Role of Entrepreneurial Orientation in the Task Environment–Performance Relationship (2011, methodology): “Since the sample sizes differed across the cells, we had to determine an overall sample size, and we therefore used the harmonic mean to calculate the matrix sample size (Colquitt et al., 2000; Parker et al., 2003; Viswesvaran & Ones, 1995).”
Organizational climate, relative psychological climate and job satisfaction: The example of supportive leadership climate (2009, background): “In terms of the aggregate level, job satisfaction is one of the most popular outcomes researched in the area of organizational climate (James et al., 2008) and indeed it has been shown that climate is positively related to job satisfaction (Parker et al., 2003).”
A Review of Organizational Strategies for Reducing Sexual Harassment: Insights from the U. S. Military (2014, background): “Organizational climate refers to how individuals perceive their workplace, including its policies, practices, and procedures (Parker et al., 2003).”
Implementing Performance Appraisal: Exploring the Employee Experience (2013, background): “The findings also suggest that organizational climate (Parker et al., 2003) influences levels of commitment, and acts as a moderator of the relationship between perceptions of justice in performance appraisal and commitment.”
Assessing Workgroup Norms for Civility: The Development of the Civility Norms Questionnaire-Brief (2012, background): “Based on the work on social exchange and reciprocity (Blau, 1964; Gouldner, 1960) and empirical evidence on effects of psychological climate (Parker et al., 2003), in Validation Study 1 we expected that the CNQ-B would be negatively associated with laterassessed intentions to quit and positively rel”
The Impact of Perceived Corporate Citizenship on Organizational Cynicism, OCB, and Employee Deviance (2010, background): “…field theory, the psychological climate is an individual’s interpretation of his or her work environment, that is, an individual’s cognitive representation of proximal events that gives meaning and significance to one’s environment (James & Sellas, 1981; Jones & James, 1979; Parker et al., 2003).”
Key questions regarding work engagement (2011, background): “…and irrespective of the widespread practical application of climate surveys as diagnostic tools for organizational improvement and change (Parker et al., 2003), there is ongoing debate as to whether climate is best conceptualized as a broad, generalizable construct (i.e., as…”
Health-specific leadership: Is there an association between leader consideration for the health of employees and their strain and well-being? (2011, background): “…of the sense-making process of organizational events and work environment; psychological climate is considered to be ‘‘a molar construct comprising an individual’s psychological meaningful representations of proximal organizational structures, processes, and events’’ (Parker et al., 2003, p. 390).”
The Climate for Entrepreneurship at Higher Education Institutions (2018, background): “Psychological climate is a property of the individual and, therefore, the individual is the appropriate level of theory, measurement, and analysis (Parker et al., 2003).”
Toward a model for forming psychological safety climate in construction project management (2015, background): “It forms the basis for safety climate at higher levels (Darr and Johns, 2004; James and James, 1989), is easier to measure and change compared with safety climate at higher levels (Guldenmund, 2010), and yet can be indicative of relationships at higher levels (Parker et al., 2003).”
The Impact of Career Mentoring and Psychosocial Mentoring on Affective Organizational Commitment, Job Involvement, and Turnover Intention (2013, background): “Although not studied as widely as other work attitudes in relation to mentoring, job involvement has demonstrated significant relationships with various organizational phenomena such as turnover intention and job satisfaction (e.g., Knoop, 1995; Parker et al., 2003).”