组织气候研究回顾及展望
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外国经济与管理 2005 年 第 27 卷第 08 期, 页码：18 - 25
摘要
参考文献
摘要
组织气候是西方组织研究领域的一个热点问题。文章回顾了组织气候研究的起源和对西方学者的组织气候研究成果进行了综述,对组织气候的内涵、结构,以及组织气候研究的作用和现状进行了总结,并对组织气候研究的发展方向进行了展望。
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[16]Christopher , P Parker, Boris B Baltes, Scott A. Young relationships between psychological climate perceptions andwork outcomes: a meta-analytic review [J].Journal of Organizational Behavior,2003,24:389-416.
[17]Markus Bare & Michael Rrese. Innovation is not enough: climates for initiative and psychological safety, process inno-vations, and firm performance [J]. Journal of Organizational Behavior,2003,24:45-68.
[18]Charles Glisson, Lawrence R James. The cross-level effects of culture and climate in human service teams [J]. Journalof Organizational Behavior,2002,23:767-794.
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[2]Argyris, C. Some problems in conceptualizing organizational climate : a case study of a bank [ J]. Administrative Sci-ences Quarterly,1958,2:510-520.
[3]Tagiuri R. The concept of organizational climate [A]. In Tagiuri R, Litwin G H ed. Organizational climate : explorationof a concept[C]. Boston : Harvard University Press,1968:11-32.
[4]Litwin, G H and Stringer, R A. Motivation and organizational climate [M]. Boston: Harvard University,1968.
[5]Schneider, B. Organizational climate: individual preferences and organizational realities revisited [J]. Journal of AppliedPsychology,1975,60:459-479.
[6]Dessler, G. Organization and management: a contingency approach [M]. Englewood Cliffs, NJ: Prentice-Hall,1976.
[7]Schneider, B & Reichers, A E. On the etiology of climate [J]. Personnel Psychology,1983,56:19-39.
[8]Pritchard, R D,& Karasick, B W. The effects of organizational climate on managerial job performance and job satisfac-tion [J]. Organizational Behavior and Human Performance,1973,9:126-146.
[9]Glick, W H. Conceptualizing and measuring organizational and psychological climate: pitfall in multilevel research [J].Academy of Management Review,1985,(3)10:601-616.
[10]Schneider, B & Snyde, R A. Some relationships between job satisfaction and organizational climate [J]. Journal of Ap-plied Psychology,1975,60:318-328.
[11]Forehand, G A & Glimer, B H. Environmental variation in studies of organizational behavior [J]. Psychological Bulle-tin,1964,62:127-143.
[12]Glick, W H. Response: organizations are not central tendencies. Shadow boxing in the dark [J]. Academy of Manage-ment Review,1988,13:133-137.
[13]James, L R. Aggregation bias in estimates of perceptual agreement [J]. Journal of Applied Psychology,1982,67:219-229.
[14]James, L R, Joyce, W F,& Slocum, J W, Jr. Comment: organizations do not cognize [J]. Academy of ManagementReview,1988,13:129-132.
[15]Wallach E. Individuals and organizations: the cultural match [J]. Training and Development Journal,1983,37:29-36.
[16]Christopher , P Parker, Boris B Baltes, Scott A. Young relationships between psychological climate perceptions andwork outcomes: a meta-analytic review [J].Journal of Organizational Behavior,2003,24:389-416.
[17]Markus Bare & Michael Rrese. Innovation is not enough: climates for initiative and psychological safety, process inno-vations, and firm performance [J]. Journal of Organizational Behavior,2003,24:45-68.
[18]Charles Glisson, Lawrence R James. The cross-level effects of culture and climate in human service teams [J]. Journalof Organizational Behavior,2002,23:767-794.
[19]Argyris, C. Overcoming organizational defenses: facilitating organizational learning [M]. Boston: Aillyn and Bacon,1990.
[20]Compbell, J P, Dunnette, M D, Lawler, E E & Weick, K E. Managerial behavior, proformance, and effectiveness[M]. New York:McGraw-Hill,1970:4,7.
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陈维政, 李金平. 组织气候研究回顾及展望[J]. 外国经济与管理, 2005, 27(8): 18–25.
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