9 th Northumbria International Conference on Performance Measurement in Libraries and Information Services Charles B. Lowry, Ph.D. Executive Director,

9th Northumbria International Conference on Performance Measurement in Libraries and Information Services

Charles B. Lowry, Ph.D.Executive Director, Association of Research Libraries

Subcultures and Values in Academic Libraries – What Does ClimateQUAL®

Research Tell Us?

http://www.climatequal.org/

ARL Tools for Library Assessment

www.statsqual.org/home

ARL Statistics™

Since 1907-08

LibQUAL+®

Since 2000

MINES for Libraries®

Since 2003

DigiQUAL®

Since 2003

ClimateQUAL®

Since 2007


Survey of Staff Attitudes/Perceptions

Assessment of Staff Perception

Library’s commitment to the principles of diversity

Shape Culture of the Organization

Library’s organizational practices policies and

procedures

Healthy Organization


Goals of the Research

Healthy Organizations areMore Effective

Establish Scales to Measure Health

Develop Strategies for Improvement


• Climate for Justice

• Climate for Leadership

• Climate for Deep Diversity

• Climate for Demographic Diversity

• Climate for Innovation

• Climate for Continual Learning

• Climate for Teamwork

• Climate for Customer Service

• Climate for Psychological Safety

Organizational Climate Scales


• Job Satisfaction

• Organizational Commitment

• Organizational Citizenship Behaviors

• Organizational Withdrawal

• Task Engagement

• Team Psychological Empowerment

• Work Unit Conflict

Organizational Attitudes Scales


Early Research

• Healthy organization is better able to fulfill its service mission.

• Conflict within an organization can have a direct negative impact on customers.

• Climate for diversity improves the way an organization operates.

• Survey results can be turned into strategies for change that will improve the organization’s climate and ultimately the experience of the customer.


CVF Framework

ClanOrientation

MarketOrientation

AdhocracyOrientation

OtherOrientation

Internal Focus External Focus

Stability/Control

Flexibility/Discretion


Standard Divisional Units

• Administrative Services

• Public Service and Instruction

• Technical Services

• Collection Development

• Special Collections/Archives

• Technology

• Research


Working Hypotheses

• The smaller the library staff size, the less likely that there will be differences among the standardized units in % agreement on the climate scales.

• There will be significant differences among the standardized units in % agreement on the climate scales;

• The standardized units will demonstrate the same rank order position in % agreement on different climate scales.


Staff Size – A Determinant?

Total library sample 39 libraries

• Small size library—staff n<100

• Medium size library—staff 100 <n <200

• Large size library—n>200


Divisional Differences Percentage Agreement

Total Sample Small Staff n<100

Medium Staff

100 <n<200

Large Staff n>200

Climate forDeep Diversity

Standardization of Procedures 0.25 0.00 0.13 0.20

Valuing Diversity 0.01 0.00 0.00 0.58

Climate for Justice

Distributive 0.00 0.03 0.02 0.07Procedural 0.11 0.00 0.34 0.29Interpersonal 0.06 0.00 0.32 0.11Informational 0.07 0.00 0.72 0.12

Climate for Innovation 0.15 0.05 0.63 0.42Climate for Continual Learning 0.10 0.03 0.81 0.36

Climate for Psychological Safety 0.01 N/A 0.41 0.05




Medium Staff

100 <n<200

Large Staff n>200

Climate forTeam-work

Benefit of Teams 0.34 0.09 0.13 0.47

Structural Facilitation of Teams

0.00 0.01 0.01 0.05

Climate for Demo-graphic Diversity

Racial 0.04 0.00 0.10 0.36

Gender 0.60 0.01 0.09 0.17

Rank 0.00 0.40 0.00 0.01

Sexual Orientation 0.25 0.27 0.12 0.67

Climate for Leader-ship

Leader-Member Relationship Quality

0.60 0.00 0.58 0.85

Authentic Leadership 0.02 0.09 0.22 0.07




Medium Staff

100 <n<200

Large Staff n>200

Climate for Customer Service 0.39 0.00 0.59 0.56

Job Satisfaction 0.01 0.05 0.03 0.43

Task Engagement 0.09 0.79 0.04 0.86

Organizational Commitment 0.00 0.32 0.46 0.01

Organizational Citizenship Behavior 0.00 0.09 0.00 0.00

Organizational Withdrawal 0.13 0.04 0.09 0.51

Team Psychological Empowerment 0.00 0.07 0.05 0.01

Work Unit Conflict

Task Conflict 0.86 0.71 0.59 0.08Interpersonal Conflict 0.22 0.04 0.73 0.03

TOTAL scales with significant differences N = 11 N = 16 N = 8 N = 7


Dimension 1

Climate for Organizational Engagement/Citizenship Scales

Percent Agreement: Organizational Commitment

Percent Agreement: Climate for Customer Service

Percent Agreement: Climate for Teamwork, Structural Facilitation of Teamwork

Percent Agreement: Climate for Continual Learning

Percent Agreement: Job Satisfaction

Percent Agreement: Climate for Psychological Safety

Divisional Unit Rank Order

Collection Development -.56 Low ScoreTechnical Services -.14Public Services and Instruction .03Special Collections/Archives .04Administrative Services .17Technology .20Research .21 High Score


Dimension 2

Climate for Demographic Diversity Scales

Percent Agreement: Climate for Gender Diversity

Percent Agreement: Climate for Racial Diversity

Percent Agreement: Climate for Sexual Orientation Diversity

Percent Agreement: Climate for Diversity of Ranks

Divisional Unit Rank Order

Special Collections/Archives -.07 Low ScorePublic Services and Instruction -.01Collection Development .01Technical Services .08Administrative Services .11Research .23Technology .23 High Score


Justice Scales

• Distributive Justice

• Procedural Justice

• Interpersonal Justice

• Informational Justice


Low Means Percent Agreement on Justice Scales Total Sample

Justice Scale/Division

Technical Services

Collection Development

Special Collections

Distributive Justice Significantly lower

Procedural Justice Significantly lower

Interpersonal Justice Significantly lower Significantly lower Significantly lower

Informational Justice Significantly lower


Conclusions

Documents

9 th Northumbria International Conference on Performance Measurement in Libraries and Information Services Charles B. Lowry, Ph.D. Executive Director,