Climate Questionnaire Research Articles

Autonomy support in people with mild‐to‐borderline intellectual disability: Testing the Health Care Climate Questionnaire‐Intellectual Disability

Autonomy support in people with intellectual disability (ID) is an important yet understudied topic. Psychometrically sound instruments are lacking. This study tested the factor structure and reliability of an instrument for assessing the extent people with intellectual disability perceive their support staff as autonomy supportive. In a single wave, 185 adults with mild-to-borderline intellectual disability filled in an adapted version of the Health Care Climate Questionnaire (i.e., HCCQ-ID). Forty of them participated in a second wave to determine test-retest-reliability. The HCCQ-ID consists of 15 items on a 5-point Likert scale. The expected one-factor structure was found. Internal consistency (α=0.93) and test-retest reliability (r=.85) were good. The score distribution was skewed towards high satisfaction. The factor structure and reliability of the HCCQ-ID were supported for people with mild-to-borderline intellectual disability. Given the homogeneous factor structure and the high reliability, the number of items may be further optimized.

The Virtual Care Climate Questionnaire: Development and Validation of a Questionnaire Measuring Perceived Support for Autonomy in a Virtual Care Setting.

BackgroundWeb-based health behavior change interventions may be more effective if they offer autonomy-supportive communication facilitating the internalization of motivation for health behavior change. Yet, at this moment no validated tools exist to assess user-perceived autonomy-support of such interventions.ObjectiveThe aim of this study was to develop and validate the virtual climate care questionnaire (VCCQ), a measure of perceived autonomy-support in a virtual care setting.MethodsItems were developed based on existing questionnaires and expert consultation and were pretested among experts and target populations. The virtual climate care questionnaire was administered in relation to Web-based interventions aimed at reducing consumption of alcohol (Study 1; N=230) or cannabis (Study 2; N=228). Item properties, structural validity, and reliability were examined with item-response and classical test theory methods, and convergent and divergent validity via correlations with relevant concepts.ResultsIn Study 1, 20 of 23 items formed a one-dimensional scale (alpha=.97; omega=.97; H=.66; mean 4.9 [SD 1.0]; range 1-7) that met the assumptions of monotonicity and invariant item ordering. In Study 2, 16 items fitted these criteria (alpha=.92; H=.45; omega=.93; mean 4.2 [SD 1.1]; range 1-7). Only 15 items remained in the questionnaire in both studies, thus we proceeded to the analyses of the questionnaire’s reliability and construct validity with a 15-item version of the virtual climate care questionnaire. Convergent validity of the resulting 15-item virtual climate care questionnaire was confirmed by positive associations with autonomous motivation (Study 1: r=.66, P<.001; Study 2: r=.37, P<.001) and perceived competence for reducing alcohol intake (Study 1: r=.52, P<.001). Divergent validity could only be confirmed by the nonsignificant association with perceived competence for learning (Study 2: r=.05, P=.48).ConclusionsThe virtual climate care questionnaire accurately assessed participants’ perceived autonomy-support offered by two Web-based health behavior change interventions. Overall, the scale showed the expected properties and relationships with relevant concepts, and the studies presented suggest this first version of the virtual climate care questionnaire to be reasonably valid and reliable. As a result, the current version may cautiously be used in future research and practice to measure perceived support for autonomy within a virtual care climate. Future research efforts are required that focus on further investigating the virtual climate care questionnaire's divergent validity, on determining the virtual climate care questionnaire’s validity and reliability when used in the context of Web-based interventions aimed at improving nonaddictive or other health behaviors, and on developing and validating a short form virtual climate care questionnaire.

A Family-Centered Rounds Checklist, Family Engagement, and Patient Safety: A Randomized Trial.

Family-centered rounds (FCRs) have become standard of care, despite the limited evaluation of FCRs' benefits or interventions to support high-quality FCR delivery. This work examines the impact of the FCR checklist intervention, a checklist and associated provider training, on performance of FCR elements, family engagement, and patient safety. This cluster randomized trial involved 298 families. Two hospital services were randomized to use the checklist; 2 others delivered usual care. We evaluated the performance of 8 FCR checklist elements and family engagement from 673 pre- and postintervention FCR videos and assessed the safety climate with the Children's Hospital Safety Climate Questionnaire. Random effects regression models were used to assess intervention impact. The intervention significantly increased the number of FCR checklist elements performed (β = 1.2, P < .001). Intervention rounds were significantly more likely to include asking the family (odds ratio [OR] = 2.43, P < .05) or health care team (OR = 4.28, P = .002) for questions and reading back orders (OR = 12.43, P < .001). Intervention families' engagement and reports of safety climate were no different from usual care. However, performance of specific checklist elements was associated with changes in these outcomes. For example, order read-back was associated with significantly more family engagement. Asking families for questions was associated with significantly better ratings of staff's communication openness and safety of handoffs and transitions. The performance of FCR checklist elements was enhanced by checklist implementation and associated with changes in family engagement and more positive perceptions of safety climate. Implementing the checklist improves delivery of FCRs, impacting quality and safety of care.

Psychometric testing of the Slovenian Person-centred Climate Questionnaire - staff version.

To test the psychometric properties of the Slovenian version of the Person-centred Climate Questionnaire - staff version. Person-centredness can be a quality care indicator, but there are no valid and reliable instruments in the Slovene language aimed at exploring the person-centred care climate from a nursing staff perspective. Content validity based on expert agreement was evaluated by calculating content validity indices. A cross-sectional survey design using a convenience sample of 790 nurses and nursing assistants from medical and surgical wards in 11 hospitals was used to test the construct validity and internal consistency reliability. The average content validity index for the scale was 0.97, all items had content validity indices higher than 0.78, showing satisfactory content validity. Three components, climate of safety, community and everydayness explained 71.22% of the variance in the data and thus confirmed scale dimensionality. Cronbach's α was acceptable for whole scale (0.90) and for subscales (0.89, 0.89 and 0.86). The Slovene version of the Person-centred Climate Questionnaire - staff version is valid and reliable and can be further used in surgical and medical wards in hospital settings. The instrument enables further exploration of the relationships between perceived person-centredness and organisational outcomes.

The Analysis of Job Satisfaction Nurse Based on Organizational Climate

Introduction: Organizational climate is a perception of the organization's members about their organization and it will be able to influence their attitude. Conducive organizational climate is important to improve job satisfaction. Nurse's job satisfaction is needed to increase quality of health service care. The purpose of the study is to analyze the correlation between organizational climate and job satisfaction of nurse.Method: This study was a quantitative research that used a descriptive method with cross sectional survey design. The population was all nurses in IRNA Bedah of RSUD Kabupaten Sampang that consists of 15 people. The sample were 11 people recruited by using purposive sampling. The data was collected by using organizational climate questionnaire and job satisfaction questionnaire, interval scale was used with Likert scoring. The statistic analysis used Spearman's rho and content analysis.Result: The result of the statistic test shows that organizational climate had p = 0.003 which reveals that there was a correlation between organizational climate and job satisfaction of nurse in IRNA Bedah of RSUD Kabupaten Sampang, with r2 = 0.799 (within a range 0.60–0.799). It means that both variable had a strong positive correlation.Discussion: In conclusion, there was a positive correlation between organizational climate and job satisfaction with strong correlation. The writer suggests the next researchers to study dimension of organizational climate from Pines (1982), and factors to influence job satisfaction from McClelland (1962) so that they will be able to compare the correlation between organizational climate and job satisfaction by using another theory.The Analysis of Job Satisfaction Nurse Based on Organizational Climate

The Correlation between Ethical Climate and Job Satisfaction of the Nurses in Shahid Beheshti University of Medical Sciences

The Correlation between Ethical Climate and Job Satisfaction of the Nurses in Shahid Beheshti University of Medical Sciences

The drivers of multinational enterprises' climate change strategies: A quantitative study on climate-related risks and opportunities

The literature on business responses to climate change until now identified several drivers: regulatory changes; physical changes; product and technology innovation; operational efficiency; reputation; financial impacts; and changes in consumer needs. However, these studies are mainly based on qualitative research methods. Therefore, this study aims to investigate with a quantitative analysis the contextual drivers of multinational enterprises' responses to climate change considering the risks and opportunities identified by previous studies. The research is based on the Carbon Disclosure Project climate questionnaire of 2015, which includes information of 1896 companies within different industries and countries. The analyses highlight that the business continuity is mainly endangered by the physical changes; changes in demand for goods/services or new product/services correspond to market changes drivers; changes in market valuation correspond to reputation drivers. Finally, changes in operational costs and investment opportunity correspond to regulatory drivers. The study provides contributions to the literature on business responses to climate change and implications for business and public policy.

The relationship between patient safety climate and occupational safety climate in healthcare – A multi-level investigation

IntroductionPatient safety climate/culture is attracting increasing research interest, but there is little research on its relation with organizational climates regarding other target domains.The aim of this study was to investigate the relationship between patient safety climate and occupational safety climate in healthcare. MethodThe climates were assessed using two questionnaires: Hospital Survey on Patient Safety Culture and Nordic Occupational Safety Climate Questionnaire. The final sample consisted of 1154 nurses, 886 assistant nurses, and 324 physicians, organized in 150 work units, within hospitals (117units), primary healthcare (5units) and elderly care (28units) in western Sweden, which represented 56% of the original sample contacted. ResultsWithin each type of safety climate, two global dimensions were confirmed in a higher order factor analysis; one with an external focus relative the own unit, and one with an internal focus. Two methods were used to estimate the covariation between the global climate dimensions, in order to minimize the influence of bias from common method variance. First multilevel analysis was used for partitioning variances and covariances in a within unit part (individual level) and a between unit part (unit level). Second, a split sample technique was used to calculate unit level correlations based on aggregated observations from different respondents. Both methods showed associations similar in strength between the patient safety climate and the occupational safety climate domains. ConclusionsThe results indicated that patient safety climate and occupational safety climate are strongly positively related at the unit level, and that the same organizational processes may be important for the development of both types of organizational climate. Practical applicationsSafety improvement interventions should not be separated in different organizational processes, but be planned so that both patient safety and staff safety are considered concomitantly.

Relation between Organizational Climate and Personnel Performance Assessment in a Tourist Service Company

This research analyzes and determines the relationship between two variables in the management of human resources: organizational climate and performance evaluation. This study is relevant because it provides knowledge about the relationship of the variables mentioned, because literature does not give solid evidence about it. The study is cross-sectional and correlational. Quantitative techniques (measuring instruments) and qualitative techniques (confirmatory focus groups and interviews with experts) were used in the total workforce of the company of tourist services of PTS Peru. The OCQ [Organizational Climate Questionnaire] of Litwin & Stringer, created in 1968, which has 50 items and measures 9 dimensions of organizational climate, was used to measure the organizational climate, while a questionnaire was created in order to measure the job performance, which has 21 items and measures 6 dimensions. Also, a pattern of focus group was prepared and it was applied to a sample of workers from different areas of the company. Interviews with experts in human resources were made from the information obtained from the matrix of gathering information. The research results show a significant and positive relationship between organizational climate and evaluation of staff performance and relationship between the nine dimensions of organizational climate with the overall work performance and some of its dimensions.

Ethical Aspects of Communication in the Academic Environment

The changes in the academic environment are related to the changes in the organisational culture and subsequently also in communication at universities. Transformation of universities from temples of knowledge into organisations producing qualified workforce and research findings applicable in practice is very important in this process. Changes in the relations and communication among academic staff as well as between the management of universities and their employees are connected with this process too. The presented paper focuses on these relations and communication among academics and between academics and the management of universities in detail. The method of secondary analysis of data collected by means of an organizational climate questionnaire at a teacher training faculty was applied in the article. The analysis of the mentioned data illustrates perception of the management's communication by the academic staff.

Control Yourself: Physical Education Teachers’ Emotional Intelligence Has a Minor Role in Pupils’ Need Satisfaction

Purpose: There is a lack of empirical evidence concerning emotional intelligence (EI) in physical education (PE) teachers. From a basic needs theory perspective (Ryan & Deci, 2000), this study aimed to examine the role of PE teachers’ EI in perceiving and supporting pupils’ need satisfaction. Method: Within this cross-sectional study, 319 pupils from 14 PE classes were each administered a Contextual Basic Need Satisfaction questionnaire for PE(CBANS) and Sport Climate Questionnaire. Correspondingly, PE teachers were administered a Trait Emotional Intelligence Questionnaire—Short Form and CBANS from their pupils’ perspective. Results: Analyses revealed that PE teachers’ EI self-control significantly positively predicted the accuracy of their perceptions of pupils’ relatedness satisfaction. No other significant relationships emerged. Discussion/Conclusion: These findings repudiate a direct role of PE teachers’ EI in supporting pupils’ motivation. However, the control of one’s own emotion appears to be important for teachers to perceive need satisfaction in pupils.

The complex interplay between clinical and person-centered diabetes outcomes in the two genders

BackgroundNew approaches to cope with clinical and psychosocial aspects of type 2 diabetes (T2DM) are needed; gender influences the complex interplay between clinical and non-clinical factors. We used data from the BENCH-D study to assess gender-differences in terms of clinical and person-centered measures in T2DM.MethodsClinical quality of care indicators relative to control of HbA1c, lipid profile, blood pressure, and BMI were derived from electronic medical records. Ten self-administered validated questionnaires (SF-12 Health Survey; WHO-5 well-being index; Problem Areas in Diabetes (PAID) 5, Health Care Climate Questionnaire, Patients Assessment of Chronic Illness Care, Diabetes Empowerment Scale, Diabetes Self-care Activities, Global Satisfaction for Diabetes Treatment, Barriers to Taking Medications, Perceived Social Support) were adopted as person-centered outcomes indicators.ResultsOverall, 26 diabetes clinics enrolled 2,335 people (men: 59.7%; women: 40.3%). Lower percentages of women reached HbA1c levels < =7.0% (23.2% vs. 27.8%; p = 0.03), LDL-cholesterol < 100 mg/dl (48.3 vs. 57.8%; p = 0.0005), and BMI <27 Kg/m2 (27.2 vs. 31.6%; p = 0.04) than men. Women had statistically significant poorer scores for physical functioning, psychological well-being, self-care activities dedicated to physical activities, empowerment, diabetes-related distress, satisfaction with treatment, barriers to medication taking, satisfaction with access to chronic care and healthcare communication, and perceived social support than men; 24.8% of women and 8.8% of men had WHO-5 < =28 (likely depression) (p < 0.0001); 67.7% of women and 55.1% of men had PAID-5 > 40 (high levels of diabetes-related distress) (p < 0.0001). At multivariate analysis, factors associated with an increased likelihood of having elevated HbA1c levels (≥8.0%) were different in men and women, e.g. having PAID-5 levels >40 was associated with a higher likelihood of HbA1c ≥8.0% in women (OR = 1.15; 95%CI 1.05–1.25) but not in men (OR = 1.00; 95%CI 0.93–1.08).ConclusionsIn T2DM, women show poorer clinical and person-centered outcomes indicators than men. Diabetes-related distress plays a role as a correlate of metabolic control in women but not in men. The study provides new information about the interplay between clinical and person-centered indicators in men and women which may guide further improvements in diabetes education and support programs.

Measuring Certified Registered Nurse Anesthetist Organizational Climate: Instrument Adaptation.

No tool exists measuring certified registered nurse anesthetist (CRNA) organizational climate. The study's purpose is to adapt a validated tool to measure CRNA organizational climate. Content validity of the Certified Registered Nurse Anesthetist Organizational Climate Questionnaire (CRNA-OCQ) was established. Pilot testing was conducted to determine internal reliability consistency of the subscales. Experts rated the tool as content valid. The subscales had high internal consistency reliability (with respective Cronbach's alphas): CRNA-Anesthesiologist Relations (.753), CRNA-Physician Relations (.833), CRNA-Administration Relations (.895), Independent Practice (.830), Support for CRNA Practice (.683), and Professional Visibility (.772). Further refinement of the CRNA-OCQ is necessary. Measurement and assessment of CRNA organizational climate may produce evidence needed to improve provider and patient outcomes.

Parent-initiated motivational climate and selfdetermined motivation in youth sport

There are many determinants of sports motivation such as athletes’ personal characteristics, coaches, peers, parents and the other environmental factors. In this research, the aim was to analyse whether there was a relationship between perceived parent-initiated motivational climate and self-determined motivation of karate athletes. Karate athletes (N=325) participated in the research and completed the adolescent version of the Sport Motivation Scale and Parent-Initiated Motivational Climate Questionnaire. Multiple regression&amp;nbsp;analyses showed that the athletes’ self-determined motivation significantly correlated with learning and enjoyment climate, worry-conducive climate and success-without-effort climate perceived both in father and mother. Besides, regression analysis showed that perceived family climate significantly contributed to selfdetermined motivation. Linear combination of father learning and enjoyment climate (β=.21), father successwithout effort climate (β=-.17), and mother success-without-effort climate (β=-.14) significantly contributed to self-determined motivation (F(3,321)=18.88, R2=.15, p&amp;lt;.001). In conclusion, the results indicated that athletes’ perception of parent-initiated motivational climate was important for their self-determined motivation. The findings were evaluated and some implications for parents were proposed.

Validation of Nurse Practitioner Primary Care Organizational Climate Questionnaire: A New Tool to Study Nurse Practitioner Practice Settings.

Favorable organizational climate in primary care settings is necessary to expand the nurse practitioner (NP) workforce and promote their practice. Only one NP-specific tool, the Nurse Practitioner Primary Care Organizational Climate Questionnaire (NP-PCOCQ), measures NP organizational climate. We confirmed NP-PCOCQ's factor structure and established its predictive validity. A crosssectional survey design was used to collect data from 314 NPs in Massachusetts in 2012. Confirmatory factor analysis and regression models were used. The 4-factor model characterized NP-PCOCQ. The NP-PCOCQ score predicted job satisfaction (beta = .36; p < .001) and intent to leave job (odds ratio = .28; p = .011). NP-PCOCQ can be used by researchers to produce new evidence and by administrators to assess organizational climate in their clinics. Further testing of NP-PCOCQ is needed.

Measuring Perceived Ethical Climate: Development and Validation of the Perceived Ethical Climate Questionnaire

Measuring Perceived Ethical Climate: Development and Validation of the Perceived Ethical Climate Questionnaire

Nurses' perceptions of the ethical climate existing in educational and medical centers

Background and Purpose: Organizational ethical climate (EC) refers to the shared perceptions of the ethical issues and the way of practicing these issues in the organization. Ethical values play an important role in the nurses' behavior; moreover, the performance of the nurses may be affected by the EC of the nursing sectors. Regarding this, the present study was conducted with the aim of investigating the nurses' perceptions of the EC in the training and medical centers of Hamedan University of Medical Sciences, Hamedan, Iran, in 2016. Methods: This descriptive cross-sectional study was carried out on 259 nurses, working at the training and medical centers of Hamedan University of Medical Sciences in 2016. The research instruments included a demographic form and the standard Ethical Climate Questionnaire. Results: According to the results, the age range of the nurses was 24-60 years. The highest and lowest dimensions of the EC perceived by the nurses were the individual self-interest and global benevolence, rendering the mean values of 2.33±0.52 and 2.00±0.61, respectively. Additionally, the mean total EC was 2.10±0.27. Conclusion: As the findings of the present study indicated, it is essential to strengthen the benevolence and ethical principles at the global level in the nursing organizations. This can be achieved through the codification of the relevant strategies in nursing. The role of middle nurse managers is very important in the promotion of the benevolence and ethical principles at the global level.

The relationship between autonomous motivation and autonomy support in medical students' academic achievement.

ObjectivesThis study applied self-determination theory (SDT) to investigate the relationship between students’ autonomous motivation and tutors’ autonomy support in medical students’ academic achievement. MethodsThis was a cross-sectional study. Out of 204 students in a fundamental medical science course, 199 participated in the study. Data was collected using two questionnaires: the Learning Self-Regulation and Learning Climate Questionnaires. The score of the course assessment was the measure of academic achievement. Data was analyzed and reported with descriptive and inferential statistics (mean, standard deviation and multiple regression analysis). ResultsMean score (±standard deviation) of the autonomous motivation, tutors’ autonomy support, and academic achievement were 5.48±0.89, 5.22±0.92, and 5.22±0.92. Multiple regression results reported students’ autonomous motivation was associated with improvement of students’ academic achievement (β=15.2, p=0.004). However, augmentation of tutors’ autonomy support was not reflected in the improvement of students’ academic achievement (β = -12.6, p = 0.019). Both students’ autonomous motivation and tutors’ autonomy support had a contribution of about 4.2% students’ academic achievement (F = 4.343, p = 0.014, R2 = 0.042). ConclusionsDue to the unique characteristic of our medical students’ educational background, our study shows that tutors’ autonomy support is inconsistent with students’ academic achievement. However, both autonomous motivation and support are essential to students’ academic achievement. Further study is needed to explore students’ educational background and self-regulated learning competence to improve students’ academic achievement.

The Relationship between Perceived Organizational Ethical Climate and Teaching Professional Ethics

This study which researched the affection status of professional ethics that integrates correctness, legality, competence, reliability, commitment principles of the profession, and followed by each employee through applications in their individual areas, with the organizational ethics climate that is produced within the organization where the professionals work and forms part of organizational culture, is a descriptive type correlation study. For this purpose, in order to obtain data from the employees of educational organizations, “The Organizational Ethical Climate Questionnaire” and “Teachers’ Code of Ethics Scale” have been used; and so, usability of the latest version of “The Ethical Climate Questionnaire” within the educational organizations reviewed, in other words the Questionnaire has been re-adapted to Turkish. The research results have shown an ethical climate in the education institutions where social responsibilities come to the forefront according to caring ethical standards, organizational codes, methods, laws and professional principles have been followed, based on friendship relations, and the organization’s interests and efficiency overseen; this climate demonstrates meaningful correlation with positive directions through sub dimensions of ethical principles of teaching profession; however, these correlations have not been affected by gender, seniority, institution type, number of teachers working together and tenure that are independent variables selected within the scope of the research.

Work Climate and Turnover Intention among Nurses in Tertiary Level Hospitals, Republic of The Gambia

Background: High turnover rate among nurses is regarded as a big problem leading to a shortage which does not only affects the quality of patient care but also affects the cost of recruitment and training new staff. Actual turnover is predicted by turnover intention and employee intention mark the most immediate motivator of task performance and an individual's choice of behavior is influenced by their intentions. From the literature review, work climate is the highest predictor of turnover intention and there are challenging situations faced by nurses regarding their work climate and turnover intention levels in The Gambia. Objective: To examine work climate and turnover intention among nurses in the tertiary level hospitals and explore the relationship between work climate and turnover intention among nurses in tertiary level hospitals in the Republic of The Gambia. Methods: A descriptive correlation research design was used to examine the level of work climate and turnover intention and identify their relationship among nurses in the six tertiary hospital in the Republic of The Gambia. Sample size was 224 and participants were selected by simple random sampling from 11 departments with a response rate of 89.73%. Research instruments used in this study were the demographic data form, CRISO Psychological Climate Questionnaire and turnover intention scale. Reliability of the CRISO Psychological Climate Questionnaire was 0.92 and the turnover intention scale was 0.80. Data were analyzed using descriptive statistics and Pearson correlation analysis. Results: The level of overall work climate was favorable and the overall level of turnover intention at high level. There was a significant negative relationship between overall and each dimension of work climate and overall turnover intention. Conclusions: A recommendation is made to study other factors related to work climate and turnover intention, such as payment, gender, education level, and work department.