Organizational Climate and Culture: History, Current Status, Integration, and Change

This article first reviews the history of the research on organizational climate and then organizational culture with definitions of each. The research approaches to both constructs are explicated in some detail, with climate being characterized by survey/quantitative approaches and culture by qualitative methods. Early climate struggles with levels and validity issues are followed by summaries of research since the 1980s on specific outcomes such as service and safety. Culture research has pursued the deeper meanings employees attach to organizational norms and values without attention to specific outcomes. As these different approaches to understanding organizations yield different learnings, we propose integrating research on the two constructs as a useful basis for understanding how people in organizations interpret decisions, actions, and what is important for organization effectiveness. We conclude by exploring the potential benefits of such an integrative approach for understanding and facilitating organizational change and effectiveness.