Study On Localized Evaluation Scale Of Library Organizational Climate

"Organizational climate" originates from the study on Group Dynamics which can be traced back to the concept of "Schema of Cognition" proposed by Tolman in1926."Schema of Cognition" means the inner structure of individual’s cognition and understanding toward the environment. Since the1960s, the study on climate has become the hot topic in the research on organizational behavior and management psychology in western countries. The study on organizational climate mainly focuses on two aspects: structure study and related study. After studying on the structures of organizational climate from different fields and of different types, the researchers have found that the structures of organizational climate from different fields and different types are different. Related studies centering upon climate study such as organizational culture study, job satisfaction study, and organizational citizenship behavior study have appeared one after another, which have enriched and deepened the study on organizational climate.The study on library organizational climate begins a little late. And it begins a litter earlier in the western countries than in China. The earliest study on library organizational climate outside China originates from an Organizational Climate and Diversity Assessment (OCDA) in Maryland University conducted by both the Library in University of Maryland and the Industrial and Organizational Psychology Program in University of Maryland. This program then lasted for many years with enrichment and improvements and has developed a comparatively complete assessment system Climate QUALTM. At the same time, the study on library organizational climate has not been reported in China. Hence the purpose and creativity of the following study. The study tries to develop a localized evaluation scale on library organizational climate and the following works have been done by the author:Firstly, by the method of interviews, open questionnaire and visits in different libraries, the author has collected general descriptions upon library organizational climate. Based on these descriptions, some specific actions have been extracted, which can be categorized into198items, belonging to11types. Hence a preliminary items bank for the scale is formed. According to some certain principles and methods and based upon the preliminary items bank, the author creates a predict questionnaire and has them answered by many people in order to get the statistics and examine the effectively of the scale on library organizational climate. By using the software SPSS17.0, an analysis upon the results of the questionnaire is generated and some items are adjusted. After getting rid of some inappropriate items, the formal questionnaire is then formed.Secondly, some exploration has been made upon the structure of the scale. By visiting libraries, delivering the formal questionnaire, and making two rounds of exploring analysis of the questionnaire, a formal scale is formed. The formal scale includes6dimensions—growing space, interpersonal relationships, working environment, consumer service, organizational identification and work satisfaction. It also includes32questions.Thirdly, an confirmatory factor analysis has been made. After choosing some libraries, delivering the modified questionnaire, and using structural equation as modeling tools, a model on library organizational climate is constructed. The results indicate that the model can fit well with the statistics.Through this study, the author develops a localized evaluation scale on library organizational climate with32items, which has been proved to be with good credibility and efficiency. The libraries in China can use this scale to examine the organizational climate and therefore make improvements of the management, which can also lay solid base for the following and more specific studies on library organizational climate in China.