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Organizational Climate and Culture and Performance in the Human Services '}."trles Glisson

rganizational climate and culture are

popular constructs that receive a Steat deal of attention in both the trade and

,/

What ls Organizational ,/ Climate and Culture?

Llruuucnic press. Researchers and practitioners

uruihic are attracted to the potential that climate iruou,r --rlture offer for understanding and improv-

lES re work environments of organizations. Jrqz:izational climate has a longer history in the

'u,ea:ch literature, but organizational culture is 'mmrr: frequently mentioned in trade texts on mrru:izations and currently receives as much, or

lm,rrr':- attention in the academic literature. Of nmr:urrlar interest to both researchers and practi-

rurLmfl-s are the ways that climate and culture ,rumribute to or detract from individual perfor-

mm":e and organizational effectiveness.

The general notion that climate and culture describe critical, palpable dimensions of organi-

zational life that members experience is widely

accepted. Moreover, the concepts of climate and

culture havq generated interest in the power of

orgdnizations to influence and affect the behav-

ior, attitudes, and performance of members' Some especially influential books have gained

popularity in both the research and practice worlds by developing conceptual links between

organizational culture and effectiveness' Of these, Peters and Watermans (1932) In Search of

Excellencewas one of the first and most successful

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