Validation Of Measures Of Organizational Ownership Climate

As the development of knowledge economy, organizations need to respond quickly to the complicated and rapidly-changing external environment. Under this situation, organizations need to rely on more discretionary actions of employees to create competitive forces. This discretionary action is called organizational citizenship behavior (OCB) under Western culture, and because of different culture context, it is called organizational ownership climate (OOC) in China, which has lots of significance to management theory and practice. Making organizational ownership climate to play a more important role in management, we need to have a validity scale. As a result, this study tries to test the validation of existing scale of organizational ownership climate, hoping to provide a valid tool for the related research of OOC.The main work of this study: (1) Literature review, including related research about OCB and OOC. (2) Empirical research. Gathering data from 1131 employees of 128 organizations, we tested the validation of organizational ownership climate scale. Using SPSS and rwg formula, we tested the responsibility of the scale, using confirmatory factor analysis to test the six dimensions structure of OOC, using correlation analysis to confirm the convergent validity and discrimination validity of OOC, using structural equation model to test predictive validity of OOC.The main conclusions of the study: (1) Organizational ownership climate has good internal consistency and with-in group consistency. (2) Organizational ownership climate consists of six dimensions: learning and enterprising, dedicating to work, helping others, interpersonal harmony, loyalty and integrity, considering the interests of the whole. (3) OOC has good discrimination validity, and it has significant predictive effect for organizational performance and organizational innovative climate. Organizations can improve performance and organizational innovative climate through creating OOC.