1. 9 th 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?

2. 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

3. http://www.climatequal.org/ 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

4. http://www.climatequal.org/ Goals of the Research Healthy Organizations are More Effective Establish Scales to Measure Health Develop Strategies for Improvement

5. http://www.climatequal.org/ 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

6. http://www.climatequal.org/ Job Satisfaction Organizational Commitment Organizational Citizenship Behaviors Organizational Withdrawal Task Engagement Team Psychological Empowerment Work Unit Conflict Organizational Attitudes Scales

7. http://www.climatequal.org/ 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.

8. http://www.climatequal.org/ CVF Framework Clan Orientation Market Orientation Adhocracy Orientation Other Orientation Internal Focus External Focus Stability/ Control Flexibility/Di scretion

9. http://www.climatequal.org/ Standard Divisional Units Administrative Services Public Service and Instruction Technical Services Collection Development Special Collections/Archives Technology Research

10. http://www.climatequal.org/ 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.

11. http://www.climatequal.org/ 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

12. http://www.climatequal.org/ Divisional Differences Percentage Agreement Total Sample Small Staff n<100 Medium Staff 100 <n<200 Large Staff n>200 Climate for Deep Diversity Standardization of Procedures 0.250.000.130.20 Valuing Diversity0.010.00 0.58 Climate for Justice Distributive0.000.030.020.07 Procedural0.110.000.340.29 Interpersonal0.060.000.320.11 Informational0.070.000.720.12 Climate for Innovation0.150.050.630.42 Climate for Continual Learning 0.100.030.810.36 Climate for Psychological Safety 0.01N/A0.410.05

13. http://www.climatequal.org/ Divisional Differences Percentage Agreement Total Sample Small Staff n<100 Medium Staff 100 <n<200 Large Staff n>200 Climate for Team- work Benefit of Teams0.340.090.130.47 Structural Facilitation of Teams 0.000.01 0.05 Climate for Demo- graphic Diversity Racial0.040.000.100.36 Gender0.600.010.090.17 Rank0.000.400.000.01 Sexual Orientation 0.250.270.120.67 Climate for Leader- ship Leader-Member Relationship Quality 0.600.000.580.85 Authentic Leadership 0.020.090.220.07

14. http://www.climatequal.org/ Divisional Differences Percentage Agreement Total Sample Small Staff n<100 Medium Staff 100 <n<200 Large Staff n>200 Climate for Customer Service 0.390.000.590.56 Job Satisfaction0.010.050.030.43 Task Engagement0.090.790.040.86 Organizational Commitment 0.000.320.460.01 Organizational Citizenship Behavior 0.000.090.00 Organizational Withdrawal0.130.040.090.51 Team Psychological Empowerment 0.000.070.050.01 Work Unit Conflict Task Conflict0.860.710.590.08 Interpersonal Conflict 0.220.040.730.03 TOTAL scales with significant differences N = 11N = 16N = 8N = 7

15. http://www.climatequal.org/ 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-.56Low Score Technical Services-.14 Public Services and Instruction.03 Special Collections/Archives.04 Administrative Services.17 Technology.20 Research.21High Score

16. http://www.climatequal.org/ 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-.07Low Score Public Services and Instruction-.01 Collection Development.01 Technical Services.08 Administrative Services.11 Research.23 Technology.23High Score

17. http://www.climatequal.org/ Justice Scales Distributive Justice Procedural Justice Interpersonal Justice Informational Justice

18. http://www.climatequal.org/ Low Means Percent Agreement on Justice Scales Total Sample Justice Scale/Division Technical Services Collection Development Special Collections Distributive JusticeSignificantly lower Procedural JusticeSignificantly lower Interpersonal JusticeSignificantly lower Informational JusticeSignificantly lower

19. http://www.climatequal.org/ Conclusions