Some papers or books such as:

Gregory, B. T, Harris, S. G, Armenakis, A. A, & Shook, C. L. (2009). Organizational culture and effectiveness: a study of values, attitudes, and organizational outcomes. Journal of Business Research, 62(7), 673–79. doi. 10.1016/j.jbusres.2008.05.021.

Griffin, M., Neal, A., & Neale, M. (2000). The contribution of task performance and contextual performance to effectiveness: Investigating the role of situational constraints. Applied Psychology: An International Review, 49(3), 517-533. doi. 10.1111/1464-0597.00029.

Hartnell, C. A, Ou, A. Y, & Kinicki, A. (2011). Organizational culture and organizational effectiveness: A meta-analytic investigation of the competing values framework’s theoretical suppositions. Journal of Applied Psychology, 96(4), 677–94. doi. 10.1037/a0021987.

Kahya, E. (2008). The effects of job performance on effectiveness. International Journal of Industrial Ergonomics, 39 (1), 96-104. doi. 10.1016/j.ergon.2008.06.006.

Kwantes, C. T., & Boglarsky, C. A. (2007). Perceptions of organizational culture, leadership effectiveness, and personal effectiveness across six countries. Journal of International Management, 13, 204-213. doi. 10.1016/j.intman.2007.03.002.

Mitchell, R., Parker, V., & Giles, M. (2011). When do interprofessional teams succeed? Investigating the moderating roles of team and professional identity in interprofessional effectiveness. Human Relations, 64(10), 1321-1343. doi. 10.1177/0018726711416872.

Quinn, R.E., & Rohrbaugh, J. (1983). A spatial model of effectiveness criteria: Towards a competing values approach to organizational analysis. Management Science, 29, 363-377.

Robertson, I. T., Callinan, M., & Bartram, D. (2002). Organizational effectiveness: the role of psychology. Chichester, John Wiley & Sons, LTD;

Walton, E. J., & Dawson, S. (2001). Manager’s perceptions of criteria of organizational effectiveness. Journal of Management Studies, 38, 173-199. doi. 10.1111/1467-6486.00233.

Wiener, Y. (1988). Forms of value systems: a focus on organizational effectiveness and cultural change and maintenance. Academy of Management Review, 13(4), 534-545. doi. 10.5465/AMR.1988.4307410.

Yilmaz, C., & Ergun, E. (2008). Organizational culture and firm effectiveness: An examination of relative effects of culture traits and the balanced culture hypothesis in an emerging economy. Journal of World Business, 43(3), 290‐306. doi. 10.1016/j.jwb.2008.03.019.

Denison, D. R. (1990). Corporate Culture and Organizational Effectiveness. New York: Wiley. Or his new book, see Octavio.

 Good luck!

Thiago Nascimento

Highly recommended the book for you to be read:

"Change Management Strategies for an Effective EMR Implementation"

By Claire McCarthy, MA, and Douglas Eastman, PhD, with David E. Garets, 

Rama: Perhaps the problem is that the "organizational effectiveness" label is tricky since it has many different dimensions inside, and they are hard if not impossible to reduce to a single concept.

People like Kaplan and Norton already defined their BSC model making clear that there are different dimensions to be aware of. You cannot reduce them to a single figure (including year's profits) because that means weight very different variables whose weight should be very different under different situations. You can play with numbers but the single fact that the weight does not remain under different situations will be there.

If you cannot reduce them to a single figure, reducing them to a single concept is not easier since the same variable weight assignments are going to be .

At the end of the day, it should be like inventing a still more general label like "good" or "bad" and, once invented the label, trying to measure it.

Since organizational effectiveness is by definition related to sets of external relations an organizations or firm is embedded in a good starting point for thinking about this problem is the book by Pfeffer and Salancik who point to the "necessity" of managing external relations to gain autonomy under conditions of external dependences.

Pfeffer, Jeffrey/Salancik, Gerald R. (1978): The external control of organizations. A resource dependence perspective. New York: Harper & Row.

I would highly recommend for you to look at recent book by Denison - the author of the DOCS (Denison Organizational culture Survey) .  His recent book is worth your review:, it deals with the measurement issues of "Organization Effectiveness":  Leading Culture Change in Global Organizations: Aligning Culture and Strategy. 

this is the link:  Leading Culture Change in Global Organizations: Aligning Culture and Strategy

http://www.amazon.com/Leading-Culture-Change-Global-Organizations/dp/047090884X/ref=sr_1_1?s=books&ie=UTF8&qid=1419882190&sr=1-1&keywords=denison

Some papers or books such as:

Gregory, B. T, Harris, S. G, Armenakis, A. A, & Shook, C. L. (2009). Organizational culture and effectiveness: a study of values, attitudes, and organizational outcomes. Journal of Business Research, 62(7), 673–79. doi. 10.1016/j.jbusres.2008.05.021.

Griffin, M., Neal, A., & Neale, M. (2000). The contribution of task performance and contextual performance to effectiveness: Investigating the role of situational constraints. Applied Psychology: An International Review, 49(3), 517-533. doi. 10.1111/1464-0597.00029.

Hartnell, C. A, Ou, A. Y, & Kinicki, A. (2011). Organizational culture and organizational effectiveness: A meta-analytic investigation of the competing values framework’s theoretical suppositions. Journal of Applied Psychology, 96(4), 677–94. doi. 10.1037/a0021987.

Kahya, E. (2008). The effects of job performance on effectiveness. International Journal of Industrial Ergonomics, 39 (1), 96-104. doi. 10.1016/j.ergon.2008.06.006.

Kwantes, C. T., & Boglarsky, C. A. (2007). Perceptions of organizational culture, leadership effectiveness, and personal effectiveness across six countries. Journal of International Management, 13, 204-213. doi. 10.1016/j.intman.2007.03.002.

Mitchell, R., Parker, V., & Giles, M. (2011). When do interprofessional teams succeed? Investigating the moderating roles of team and professional identity in interprofessional effectiveness. Human Relations, 64(10), 1321-1343. doi. 10.1177/0018726711416872.

Quinn, R.E., & Rohrbaugh, J. (1983). A spatial model of effectiveness criteria: Towards a competing values approach to organizational analysis. Management Science, 29, 363-377.

Robertson, I. T., Callinan, M., & Bartram, D. (2002). Organizational effectiveness: the role of psychology. Chichester, John Wiley & Sons, LTD;

Walton, E. J., & Dawson, S. (2001). Manager’s perceptions of criteria of organizational effectiveness. Journal of Management Studies, 38, 173-199. doi. 10.1111/1467-6486.00233.

Wiener, Y. (1988). Forms of value systems: a focus on organizational effectiveness and cultural change and maintenance. Academy of Management Review, 13(4), 534-545. doi. 10.5465/AMR.1988.4307410.

Yilmaz, C., & Ergun, E. (2008). Organizational culture and firm effectiveness: An examination of relative effects of culture traits and the balanced culture hypothesis in an emerging economy. Journal of World Business, 43(3), 290‐306. doi. 10.1016/j.jwb.2008.03.019.

Denison, D. R. (1990). Corporate Culture and Organizational Effectiveness. New York: Wiley. Or his new book, see Octavio.

 Good luck!

Thiago Nascimento

Dear Ramakrishna,

When we talk about ‘HRD interventions’ it includes (1) Training and development (T&D), (2) Organizational development, and (3) Career development interventions. Each one has sub types.

As Jose said ‘Organizational effectiveness’ is tricky and also includes many other dimensions. Based on the specific type of intervention you are going to study, you can design the measurement of the organizational effectiveness?

There are different scales available to measure it, but for your study you conceptualize the interventions and the outcomes then design a scale that exactly captures the outcomes. Its really a challenging task. All the best.

Indeed, Organizational Effectiveness is a multidimensional phenomenon; requiring different measurement approaches. For instance, Daft (2001) provides five approaches to measurning it; and each has several indicators.

Given that Organizational Effectiveness is often treated as a dependable variable, the independent variable, the context, purpose, and unit of analysis of the study among other factors determine the choice of indicators to use; and so, your measurement scale. However, a better approach would be a 'purpose-fit index formation" design of measurement scale.

Best of hardwork.

Superb references those of Thiago.  I am also taking note. Thanks

I only would add this working paper. I also think thiago' s work  is a hard work.

http://www.iese.edu/research/pdfs/DI-0553-E.pdf