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Related Experiment Video

Updated: May 19, 2026

The Collective Trust Game: An Online Group Adaptation of the Trust Game Based on the HoneyComb Paradigm

The Collective Trust Game: An Online Group Adaptation of the Trust Game Based on the HoneyComb Paradigm

Published on: October 20, 2022

Organizational climate and culture.

Benjamin Schneider¹, Mark G Ehrhart, William H Macey

¹CEB Valtera, Rolling Meadows, Illinois 60008, USA. bschneider@executiveboard.com

Annual Review of Psychology

|August 4, 2012

Summary

This summary is machine-generated.

Organizational climate and culture are distinct yet related concepts. Understanding their interplay offers practical insights for managing effective organizations and guiding future research.

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Published on: September 28, 2018

Area of Science:

Organizational Psychology
Management Science
Sociology

Background:

Organizational climate refers to employee perceptions of work experiences.
Organizational culture encompasses shared assumptions and values within an organization.

Purpose of the Study:

To review and define organizational climate and culture.
To explore their interrelationships and research advancements.
To propose an integration of climate and culture research.

Main Methods:

Literature review of organizational climate and culture research.
Analysis of key research findings, including leadership and national culture influences.
Synthesis of theoretical frameworks.

Main Results:

Climate and culture are distinct but interconnected constructs.
Research has advanced in understanding climate levels, foci, and strength.
Culture research highlights roles of leadership, national culture, and moderation effects.

Conclusions:

Integrating climate and culture research offers practical implications for organizational management.
Further research is recommended to deepen understanding and application.