CEB Valtera, Rolling Meadows, Illinois 60008, USA.
Annu Rev Psychol. 2013;64:361-88. doi: 10.1146/annurev-psych-113011-143809. Epub 2012 Jul 30.
Organizational climate and organizational culture theory and research are reviewed. The article is first framed with definitions of the constructs, and preliminary thoughts on their interrelationships are noted. Organizational climate is briefly defined as the meanings people attach to interrelated bundles of experiences they have at work. Organizational culture is briefly defined as the basic assumptions about the world and the values that guide life in organizations. A brief history of climate research is presented, followed by the major accomplishments in research on the topic with regard to levels issues, the foci of climate research, and studies of climate strength. A brief overview of the more recent study of organizational culture is then introduced, followed by samples of important thinking and research on the roles of leadership and national culture in understanding organizational culture and performance and culture as a moderator variable in research in organizational behavior. The final section of the article proposes an integration of climate and culture thinking and research and concludes with practical implications for the management of effective contemporary organizations. Throughout, recommendations are made for additional thinking and research.
组织氛围和组织文化理论与研究述评。本文首先对这两个结构进行定义，并初步探讨它们之间的相互关系。组织氛围被简要定义为人们对工作中相关经验包的意义的理解。组织文化被简要定义为关于世界的基本假设和指导组织生活的价值观。本文简要回顾了气候研究的历史，接着介绍了该主题在以下方面的主要研究成果：层次问题、气候研究的焦点以及气候强度研究。然后简要介绍了最近关于组织文化的研究，接着介绍了关于领导作用和国家文化在理解组织文化和绩效中的作用以及文化作为组织行为研究中的调节变量的重要思想和研究的样本。文章的最后一节提出了一个将气候和文化思维与研究相结合的方案，并对有效管理当代组织的实际意义进行了总结。全文还提出了进一步思考和研究的建议。
