02019    a2200337   450000500170000000800410001702000220005803700360008004000070011604100080012307200150013107200150014607200170016107200130017807200130019107200150020407200210021907200210024007200210026107200210028207200180030310000250032124500900034625000060043626000320044230000100047452011160048470000330160070000310163399900170166420250526161931.0250430042013GB        16           eng    a9781317934394qEA  bTaylor & FranciscGBP 63.99fBB  a01  aeng7 aJMJ2thema7 aKJU2thema7 aKJMV22thema7 aJMJ2bic7 aKJU2bic7 aKJMV22bic7 aBUS0410002bisac7 aBUS0300002bisac7 aPSY0000002bisac7 aPSY0210002bisac7 a302.352bisac1 aMark G. Ehrhart985110aOrganizational Climate and CulturebAn Introduction to Theory, Research, and Practice  a1  aOxfordbRoutledgec20131120  a384 p  bThe fields of organizational climate and organizational culture have co-existed for several decades with very little integration between the two. In Organizational Climate and Culture: An Introduction to Theory, Research, and Practice , Mark G. Ehrhart, Benjamin Schneider, and William H. Macey break down the barriers between these fields to encourage a broader understanding of how an organization’s environment affects its functioning and performance. Building on in-depth reviews of the development of both the organizational climate and organizational culture literatures, the authors identify the key issues that researchers in each field could learn from the other and provide recommendations for the integration of the two. They also identify how practitioners can utilize the key concepts in the two literatures when conducting organizational cultural inquiries and leading change efforts. The end product is an in-depth discussion of organizational climate and culture unlike anything that has come before that provides unique insights for a broad audience of academics, practitioners, and students.1 aBenjamin Schneider4A0198521 aWilliam H. Macey4A019853  c10540d10540