Relationships between psychological climate perceptions and work outcomes: a meta‐analytic review
verifiedrich profile · Journal of Organizational Behavior · 2003
Parker, Christopher P.; Baltes, Boris B.; Young, Scott A.; Huff, Joseph W.; Altmann, Robert A.; LaCost, Heather A.; Roberts, Joanne E.
How this was studied
A meta-analytic synthesis — it pools many primary studies rather than running a single design, so there is no single-study diagram.
What this article reports
The findings we extracted from this work, normalized into Principia’s relationship form (X → Y). Each feeds the synthesized models below.
organizational climate → task performance
organizational climate → job satisfaction
Models this article informs
The meta-analytic priors this article contributes evidence to — its place in the broader synthesis.
organizational climate predicts job satisfaction
organizational climate predicts organizational commitment
organizational climate predicts task performance
In the authors’ words
The article’s own abstract.
Abstract In this study, meta‐analytic procedures were used to examine the relationships between individual‐level (psychological) climate perceptions and work outcomes such as employee attitudes, psychological well‐being, motivation, and performance. Our review of the literature generated 121 independent samples in which climate perceptions were measured and analyzed at the individual level. These studies document considerable confusion regarding the constructs of psychological climate, organizational climate, and organizational culture and reveal a need for researchers to use terminology that is consistent with their level of measurement, theory, and analysis. Our meta‐analytic findings indicate that psychological climate, operationalized as individuals' perceptions of their work environment, does have significant relationships with individuals' work attitudes, motivation, and performance. Structural equation modeling analyses of the meta‐analytic correlation matrix indicated that the relationships of psychological climate with employee motivation and performance are fully mediated by employees' work attitudes. We also found that the James and James ( 1989 ) PC g model could be extended to predict the impact of work environment perceptions on employee attitudes, motivation, and performance. Despite the number of published individual‐level climate studies that we found, there is a need for more research using standardized measures so as to enable analyses of the organizational and contextual factors that might moderate the effects of psychological climate perceptions. Finally, we argue for a molar theory of psychological climate that is rooted in the psychological processes by which individuals make meaning or their work experiences. Copyright © 2003 John Wiley & Sons, Ltd.
What the literature says about it
Attributed, open-access quotes from other works that cite this article, plus the citation-graph verdict tally. Corroborations and disputes, in one place — the honest-broker view.
supports “…sectors (e.g., health care, industry, finance, government, education) in the United States pointed to associations between practitioner perceptions of organizational climate and practitioner characteristics such as work attitudes, job satisfaction and job performance (Parker et al., 2003).”
supports “Employees’ perceptions of organizational climate have been demonstrated to influence job performance (Parker et al., 2003), learning (Chahar et al.”
supports “These findings of the study coincide with the results of Tyagi and Wotruba (1993), Özdevecioğlu (2003), Parker et al. (2003), Halis and Uğurlu (2008), THE EFFECT OF ORGANIZATIONAL CLIMATE ON THE AFFECTIVE COMMITMENT…3321 James et al. (2008), Çekmecelioğlu (2011) and Dorgham (2012) 's studies that…”
supports “…sectors (e.g., health care, industry, finance, government, education) in the United States pointed to associations between practitioner perceptions of organizational climate and practitioner characteristics such as work attitudes, job satisfaction and job performance (Parker et al., 2003).”
supports “However concurrent studies proved that psychological climate predicts job satisfaction, job performance, work attitude, and organizational output (Carless, 2004; Parker et al., 2003).”
supports “A vast body of literature on applied social and organizational psychology has examined the ways in which different forms of PC reinforce the links between attitudes, behaviors, and performance, according to a meta-analytical review (Parker et al., 2003).”
Ancillary research
Neighbouring works in the citation graph around this article.
- 10.1177/0018726716631808
- 10.1016/j.childyouth.2020.105509
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- 10.1108/s1746-979120150000011012
- 10.30585/icabml-cp.v1i1.31
- 10.15376/biores.15.2.3320-3343
- 10.1080/23311975.2021.2010483
- 10.1002/hrm.21575
- 10.1177/0018726713495423
Assembled from Principia’s registry — bibliographic record, extracted effect sizes, the models they inform, and open-access citing literature.