| Summary: | This paper describes the development of dimensionalsubscales and a global scale to evaluate theorganizational climate. Initially, we present theoretical references concerning the organizationalclimate, how it can be measured, and the best elements for a quantitative analysis of the employeeperception.Then we elaborated these concepts through an empirical study based on an employeesurvey at a public nonforprofit organization. A factorialanalysis of the data shows that there iscoherence between the theoretical references and the statements at the questionnaire applied in theempirical investigation. In addition, there is an internal coherence among the subscales and theglobal scale, indicating that the individual statements at the questionnaire are reticularly associated.Then it is possible to conclude that there is an internal validity in the scales used to evaluate theorganizational climate if they are applied in similar conditions.
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