Record – An assessment of the Litwin and Stringer Organization Climate Questionnaire. Article in Personnel Psychology 28(1) – 38 · December. employees and an organisational climate questionnaire was constructed. The .. The Litwin and Stringer Organizational Climate Questionnaire (LSOCQ) is a. Abbreviation: LSOCQ (>> Co-occurring Abbreviation). Long Form: Litwin and Stringer Organizational Climate Questionnaire.

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A major criterion of the success of any questionnaire is its reliability. However, the concept proved ambiguous, nebulous and controversial.

This is in accordance with previous findings Jackofsky and Slocum Those need to be considered by change agents as they may represent misguided effort.

The first or categorical approach has not been very popular or successful.

They did a wide variety of jobs from Secretarial to Engineering. Journal of Organizational Behaviour. Integration of climate and leadership:. Each person was asked to respond to questions concerning the organisation on two different scales, for a total of individual responses. Second, whereas some dimensions of climate are modestly related.

Relationship to organizational Climate and job satisfaction. Learning and Training 7 0.

Sex, age location, job function and nationality yielded minimal differences but seniority did See Table 4. This is due to both conceptual and pragmatic reasons. Items were written for each dimension. Finally, some researchers believe that climate is epephenomenal, neither a direct cause or effect variable but one that emerges in some form in all organizations with no influence on it.


It would be impossible in devising a sensitive and comprehensive measure completely to separate the two. As all the questions were described positively, a high agree score ie. All were employees of the same airline.

Climate may be conceived of as an independent variable, as for instance in the work of Campbell, Dunnette, Lawler and Weickit is assumed that organisational climate itself directly influences causes various work outcomes both positive like productivity, satisfaction, and motivation, and negative like absenteeism, turnover litwn-stringer accidents. Teamwork and Support 9.

The Corporate Climate Questionnaire

A review of the literature in academic and applied fields suggested that a number of dimensions should be measured. This leaves four different courses of action given the results. Quality of Service 4 0. Third, correlation between significant and occasionally negative. One difference which did emerge however is quite predictable and expected – namely between seniority and perceived climate.

PROCEDURE The questionnaire was given to individuals in their oorganizational of work along with a pre-paid envelope to send their replies to an independent outside consultant of analysis.

The questionnaire was given to individuals in their place of work along with a pre-paid envelope to send their replies to an independent outside consultant of analysis. Table 2 shows the alphas, which are consistently high with few exceptions for questionnaire British and European subjects. There are a number of answers to this: Relationship of age and seniority with career variables of engineers and scientists.

The Corporate Climate Questionnaire

Naturally, employee perceptions differ within an organisation as a function of seniority, department, etc. The issue of organisational climate remains one that is constantly researched and hotly debated Jackofsky and Slocum, ; Payne, This paper highlights one other very important issue for the measurement of organizational climate: An important but related issue concerns the amount of consensus within an organisation concerning the perceived climate.


Schneider B Interactional psychology and organizational behaviour. In all were full-time, had been with orgganizational organisation less than 5 years, 65 between 5 and 15 years and over 15 years.

It is these items that most warrant most attention particularly the very low performance, high importance. Learning and Training 7. Interestingly, the alphas for the agreement and importance scales were virtually identical. Role Clarity 9 0. A note on organisational climate. Secondly the questionnaire is multi-dimensional in the sense that is assesses different facets of the organisation as perceived by the employees. Looking at the scores together, simple matrix occurs.

This yields face validity evidence. Client Relationships 5 0. A third and perhaps more common approach has been to see climate as a moderator variable in that climate may be the indirect link between two organisational outcomes.

Wilson Sex Fantasy Questionnaire. They all worked for a large American-based airline. This dimension of climate is of no consideration. Payne, r, Madness in our method.