組織風土의 統合的 接近을 위한 模型開發 및 實證的 調査 = The Development of a Model and an Empirical Study for the Unified Approach to an Organizational Climate.
저자
발행기관
嶺南大學校社會科學硏究所(The Institute of Social Science Yeungnam University)
학술지명
권호사항
발행연도
1983
작성언어
Korean
KDC
304
자료형태
학술저널
수록면
335-395(61쪽)
소장기관
I. Introdudtion
The "organization climate" is a concept which has been given great attention during the last 20 years. The concept of organizational climate can be easily understood by restricting the general climate concept to the objective meaning of the word. The orgin of the terminology "CLIMATE" is found in georaphical concepts. "Climate" means the district characteristics defined by wind, temperature, and the amount of rainfall (or the amount of snowfall). These elements generally define the human life style, and display a concise picture of the culture, if seen comprehensively. Therefore, in case of defining the geographical characteristics, the elements are prominent and easy to be characterized, but becomes hard to specify them when applied to an organization, Every Individual organization differs in its existing environment, and is also a live organism. Thus the discussions surrounding the organizational climate tend to get more and more complicated. In this study, though a through solution of the organizational climate theme cannot be proposed, instead, those following approaches will be highlighted ;
(1) Two different basic assumptions constituting the foundation of the construction of the construct of organizational climate concepts
(2) Level of abstract and organizational climate
(3) Redundancy problem between an organizational climate construct and other organizational concepts
(4) The approaches to an organizational climate study and a unified model design
(5) Usefulness of the organizational climate study
(6) Empirical study
Ⅱ. Two basic assuptions concerning the organizational climate
There are two different basic assumptions in the study of organizational climate.
(1) Human beings attempt to achieve order in their environment and to create order through thought.
(2) Human beings comprehend and/or attempt to create order in their environment so they can effectively adapt their behavior. to the work environment. These two assumptions show a different perspective of the organizational climate. The first assumption is associated with the GESTALT SCHOOL of psychology, while the second assumption is representative of the kinds of questions associated with the school of
Functionalism.
1. GESTALT SCHOOL and organizational climate
GESTALT SCHOOL assumes that men tend to conceive a picture of the whole through a cue. Like for example, they perceive S and S as the same latter. This princile is called, as CLOSURE PRINCIPLE. If a certain cue of behavior is found in some human behavior, the completion of a meaningful whole is regarded through it, and this is called as MEANINGFULNESS. This, a completed form of human behavior and procedures through a certain cue becomes the organizational climate. In this way, the organizational climate is given objectively, as a result.
2. Functionalism and Organizational Climate.
Here, human beings are regarded as forming the organizational climate to adapt themselves to the external enviroment. If the frame of refence for behavior is obtained through this kind of information, the adaptation will be much more easy to come by.
The reason for human beings to adapt themselves to the environment like this seems to depend on the psychological comfort of the adaptation. The effort to form the frame of reference for the adaptation to the environment leads to the self-creation of an inherent organizational climate.
In this case, the organizational climate becomes a climate created by those organizational members trying to adapt themselves to the environment. This point of view of the functionalism makes way for the involvement of the managements,initiative in organizational development, and the forming of a profitable climate.
Ⅲ. Level of abstract and organizational climate variables.
Organizational climate has been studied in 3 variables.
(1) Organizational climate studied in terms of independent variables leads to the relation as J.S(J.P)=f(??)(JS=Job Satisfaction, J.P=Job Performance, ??=Organizational Climate). In this way, the organizational climate becomes a considerable macro-construct because the overall organizational character is defined through it.
(2) When the organizational climate is used as a mediating variable, there come also the independent variables (human relation training program, leadership style, or personal needs), and dependent variables as job performance and job satisfaction.
(3) When the study of organizational climate is conducted as a dependent variable it looks for those various components defining the organizational climate, as for example, CC=f(a,b,c,d,e‥‥), and labeling individual elements concretely.
Ⅳ. Redundancy problem between an organizational climate construct and other organization concepts
There has been numerous disputes over the feeling that a conceptual construct of organizational climate overlaps with existing organization related concepts. especially job satisfaction. This criticism was raised by Johannesson with great emphasis. In brief, these critics attribute this redundancy to (a) resrarchers culling climate item from satisfaction scales, (b) identical or similar methods of measurement, and (c) the influence of affective (i.e., desirable or undesirab1e) predispositions on perceptual climate measures, which are assumed to elicit descriptive responses.
Schneider's classification, however, goes as fellows ;
(1) Job satisfaction is smaller construct than the organizational climate.
(2) Job satisfaction approaches nearer to the affective level than the organizational climate.
(3) The object of analysis of job satisfaction is indiviual, whereas the scope of object for analysis of the organizational climate includes individual, group, and organization.
The above mentioned qualifications indicate the validity of the idea that the concept constructs of both should be seen as different.
Ⅴ. Approaches to an organizational climate
The basic perspective of approaches could be classified by clarifying the relations between organizational attributes and individual attributes, in terms of the organizational climate's attributes, and the relations between perceptual measurement and subjective measurement.
1. Multiple measurement-organizational attribute approach
This approach is seen as a series of organizational attributes or main effects enabling the measurment of the organizational climate to be made through various kinds of methods. The methods include the objective, observational, and perceptive measurerment. The strong point of this approach is to emphasize the vision of the organizational climate as organizational attributes. Thus, the variable adopted could vary according to the viewer's perception of the organization.
2. Perceptual measurement-organizational attribute approach
In this approach, other things remain almost identical except for the reliance on perceptual measurement. That means it is nesessery obtain the consent of the organization members towards the perception.
3. Perceptual measurement-individual attribute approach
The early researchers of organizational climate, without the slightest doubt, regarded the organizational climate as made up of the whole organizational attributes, When the organizational climate is taken as made up of all the organizational attributes, you need to have all organization members' consensus concerning the climate perception. In this case, there appears a difference of climate perception according to the variables of individual characteristics (e.g., education, tenure, personality) in the same organization, and it becomes impossible to explain everything with only one single attribute. Therefore the organizational climate is affected by the individual attributes, and is an individual attributes as the result. In this case, the organizational climate is defined through the description of the individual feelings, and must be regarded as needed to be measured perceptually.
4. Unified model for the organizational climate
A unified model in the process of unified organizational climate construction is suggested in this article for effective utilization of the organizational climate study. At first, an organization is regarded to be constituted of 5 elements: (1) goal, (2) structure, (3) people (function), (4) technology, (5) environment; and each component can defined by its relations with the organizational climate according to each element. Then there comes the systematic explanation encompassing the social system, organization system, group system, and the individual system through the system approach. The process of organizational climate formation is thus explained according to the level of each system. In reference to the whole social system, the environmental element outside of the organization must be explained, especially when the relationship between the political element and climate is emphasized. The relation of the organizational climate to the organizational system, the group level, and the individual performance and job satisfaction to the individual level as affecting the individual behavior as an individual climate (psychological climate) are explained. If one can verify the climate by the construction of the climate formation process, and carry the perceptual and objective measurement of the construct side, the most accurate definition of the climate will surely be obtained.
Ⅶ. The usefulness of the organizational climate concept
(1) An organizational climate study explains the relationships between every pertinent variable, thus becomes a unified sphere of organization behavior.
(2) The study of the organizational climate enables an estimation of the organization development effect to be made, and therefore affords a strategy of effective organization development.
Ⅶ. Empirical measurement and studies
Empirical study has been performed in two aspects:
(1) To understand and utilize the process of the organizational climate, an organizational climate measuring instrument, or questionaire should be devised properly. Precise directives for the proper utilization of the measurement methods are also imperative.
(2) To verify any organizational climate differentiation according to the organization members' perception.
Methods & Result
69 General manager and 74 assistant managers of a national bank with nationwide branches have been the objects of this survey. The Litwin & Stringer Questionaire, which enjoys the best reputation, was adopted for this survey. The result was tabulated through Factor Analysis. As a result, six factors were found which best explain the organization climate, but there were several different factors than the original factor structure of Litwin and stringer; as well as some similar factors. It is evident that there cannot exist an organizational climate measuring instrument which :can be applied to every organization. Instead, common factors existing throughout the organizations should be collected, and be used as bases for the reconstruction of the organization. Finally, according to the specific "F" verification, individual characteristics (tenure, education,
social career) lead to different perceptions of the organizational climate. These results constitute the reference for the differentiation of a lower level climate. Thus, the organizational climate, the group climate, and the individual climate become the basic premise of individual understanding.
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