Organizational Concepts Encompassed in the ClimateQUAL™ – OCDA survey
The ClimateQUAL™ - OCDA© survey measures the following organizational climates:
Climate for Organizational Justice – the degree to which the organization has policies, practices, and procedures that are perceived as fair/just.
Climate for Leadership – the degree to which organizational leaders have good working relationships with employees and the extent to which they are trusted by employees. Also, the extent to which organizational leaders are passionate about customer service and seen as authentic.
Climate for Interpersonal Treatment – the degree to which employees perceive that their treatment within the organization are fair.
Climate for Deep Diversity – the degree to which an organization has policies, practices, and procedures that encourages diversity of ideas, values, and experiences.
Climate for Demographic Diversity – the degree to which organizational policies, practices, and procedures encourage diversity among employees in terms of race, gender, rank, and sexual orientation.
Climate for Innovation – the degree to which new ideas are encouraged and accepted and rewarded.
Climate for Continual Learning – the degree to which all employees are expected to and supported in the acquiring new knowledge and skills. In addition innovation is emphasized.
Climate for Teamwork – the degree to which staff perceives that teamwork is valued by the organization and to which they perceive that they are valued as team members. Includes perceptions of team climate for acceptance of diversity in: race, gender, rank, and sexual orientation.
Climate for Customer Service – the degree to which employees perceive that the institution values service quality.
Climate for Psychological Safety – the degree to which employees feel safe to express their opinions.
The ClimateQUAL™ - OCDA© survey also measures the following organizational attitudes:
Job Satisfaction – the degree to which staff exhibit satisfaction with their work.
Organizational commitment – the degree to which staff feel valued by the organization.
Organizational citizenship behaviors – the degree to which staff perceive that ‘professionalism’ is exhibited within the organization.
Organizational withdrawal – the degree to which employees explore other job opportunities or think about leaving their jobs.
Task engagement – the degree to which employees perceive their work as important.
Psychological empowerment in the workplace – the degree to which employees perceive they have influence within their teams.
Work unit conflict – the degree of disagreement amongst team members.
