From research to action and back again: The long journey of organizational climate – A review of the literature and a summative framework

Abstract

Within management studies and practice, the construct of organizational climate has long been studied, its theoretical value, support to human resource management and organizational development. Despite the sustained interest in this construct, theoretical and terminological inconsistencies have hindered the development of a shared framework. For the vested interest of companies and their persistent use for change management, a summative framework is essential. This study is a systematic review of the major frameworks that are available in the field, and it attempts to surface and summarize the major components of organizational climate. Thirteen compelling dimensions consistently emerged at the foundation of the construct, and these dimensions are Communication , Supervision/Leadership, Team Cohesion , Autonomy/self-governance , Psycho-Physical Environment , Reward Systems/Structures , Innovation , Decision-making , Job Description , Role Meaning and Goals, Coherence between Strategy and Operational Implementation/Fairness , Integration and Dynamism and Freedom of Expression . For each dimension, an operational definition is provided. Therefore, a comprehensive map of the construct is provided for the benefit of academics and practitioners to have a common language and for the development of analytics to be validated across and beyond hierarchy, sector and regional boundaries and an instrument of benchmark.

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