Sample Questions

These survey questions comprise a representative sample of different levels (individual, supervisor, team, and organization). All of these questions are answered using a 7-point scale:

Strongly disagree
Moderately disagree
Slightly disagree
Neither disagree nor agree
Slightly agree
Moderately agree
Strongly agree

Please see the "Core Scales" page on the website for in-depth descriptions of these scales.

Organizational Climate Scales

1. Organizational Climate for Justice

Distributive Justice 

• Do the rewards in your team/division reflect the effort that team/division members put into their work?
• Are the rewards in your team/division justified, given the performance of team/division members?

Procedural Justice

The following items refer to the procedures used to arrive at rewards for your team/division.

• Have the procedures been applied consistently?
• Have the procedures been free of bias?

Interpersonal Justice 

The following items refer to the authority figure (e.g. supervisor, manager) who enacts the procedures used to arrive at rewards for your team/division.

• Has he or she treated team/division members in a polite manner?
• Has he or she treated team/division members with respect?

Informational Justice

The following items refer to the authority figure (e.g. supervisor, manager) who enacts the procedures used to arrive at rewards for your team/division.

• Has has he or she explained procedures thoroughly?
• Has he or she communicated details in a timely manner?

2. Climate for Leadership

Leader Member Relationship Quality

• I can count on my immediate supervisor to support me even when I’m in a tough situation at work.
• I would support my immediate supervisor’s decisions even if he or she was not present.

Authentic Transformational Leadership

Answer the questions below with reference to your immediate supervisor.
MY IMMEDIATE SUPERVISOR…

• has excellent interpersonal skills.
• is convincing when communicating his/her vision.

3. Climate for Deep Diversity

Standardization of Procedures across Groups

• In this Library, tasks/assignments are assigned fairly to all individuals.
• Performance reviews are based on objective criteria that minimize personal biases and prejudices.

Valuing Diversity

• This Library values diversity.
• This Library values the different perspectives that employees bring to the workplace.

4. Climate for Demographic Diversity

Race

• The race of a team/division member does NOT affect how they are valued on this team/division.
• The support from supervisors that team/division members receive does NOT differ as a function of team/division members’ race.

Gender

• The gender of a team/division member does NOT affect how they are valued on this team/division.
• The gender of a team/division member does NOT affect their access to important information.

Rank

• The rank of a team/division member does NOT affect how they are valued on this team/division.
• Team/division members are rewarded based on their contributions and NOT on their rank.

Sexual Orientation

• The sexual orientation of a team/division member does NOT affect how they are valued on this team/division.
• The support from supervisors that team/division members receive does NOT differ as a function of team/division members’ sexual orientation.

5. Climate for Innovation (Team Level)

• Coworkers tell each other about other new information that can be used to increase job performance.
• Coworkers are willing to listen to new ideas.

6. Climate for Continual Learning

• There is excellent on-the-job training.
• Supervisors openly express their support of continuous learning.

7. Climate for Teamwork

Employee Belief in Benefits of Teamwork

• Teamwork facilitates good interpersonal relationships in this Library.
• Teamwork is important to completing work in this Library.

Structural Facilitation of Teamwork

• The structure of this Library helps facilitate teamwork.
• Teams have well-defined tasks/goals.

8. Climate for Customer Service

• Library employees have the job knowledge and skills required to deliver superior quality work and service.
• The Library expends effort to measure and track its quality of work and service.

9. Psychological Safety (Library Level)

• When someone in the Library makes a mistake, it is often held against them.
• As an employee in the Library one is able to bring up problems and tough issues.

 

Organizational Attitude Scales

1. Job Satisfaction

We do not list a sample question for Job Satisfaction, because our measure of job satisfaction uses one question to assess how satisfied an individual is with their job. Job satisfaction is measured with a 7 point scale (1=least satisfied; 7=most satisfied).

2. Organizational Commitment

• I speak positively about this Library to my friends as a great organization to work for.
• This Library really inspires the very best in me in the way of job performance.

3. Organizational Citizenship Behaviors

• Give up time to help others who have work or non-work problems.
• Demonstrate concern about the image of the Library.

4. Organizational Withdrawal*

• How often do you think about quitting your job.
• How often do you explore other job opportunities by checking job listings or want ads.

5. Team Psychological Empowerment in the Workplace

• People in my position can have a large impact on what happens in this Library.
• People in my position have a great deal of control over what happens in this Library.

6. Task Engagement 

• The work I do is very important to me.
• My job activities are personally meaningful to me.

7. Work Unit Conflict*

Interpersonal*

• How much are personality clashes evident in your team/division?
• How much jealousy or rivalry is there among members of your team/division?

Task Conflict*

• How often do the members of your team/division disagree about which procedure should be used to do your work?
• To what extent are the arguments in your team/division task-related?

*These scales are reverse scored.  Lower scores are better for these scales.