Dimensions Of Climate Research Articles

THE DECISIVE ROLE OF MEANINGFUL WORK AND FAIR WORKPLACE IN LIFE SATISFACTION

Objectives: The main purpose of this study is to investigate the link between meaningful work perception and life satisfaction through the justice climate in the organization. Within this scope, the study also aims to find out the connection among meaningful work perception and organizational variables, which are highly emphasized in the literature, and thus to reveal the importance of meaningful work perception for both the literature and practitioners.
 
 Methods: This study is designed as quantitative research and the quota sampling method (limits are: work experience- sector- employee number of organization) is preferred to obtain the data. Sİnce the meaningfulness of the work is not related to a specific occupational group according to previous researches, the sample of the study includes white-collar employees from various departments such as marketing, finance, HR, and R&D. Within the survey method conducted data gathered different work areas from large companies in Istanbul, 193 valid questionnaires are obtained for analysis. A socio-demographic form and three well-known scales are used to evaluate the participants' perceptions.
 
 Results: Analyses of the study are conducted through SPSS and Smart-PLS programs. First of all construct validity is measured with both Exploratory and Confirmatory Factor Analysis. Then Cronbach alpha, rho_A, CR, and AVE values are computed and variables are found to be valid and reliable. Hypotheses are tested with Structural Equation Modeling and Bootstrapping analysis is performed. Significant connections among the variables are found. According to findings, meaningful work is not directly effective on life satisfaction. And interactional justice is a full mediator in the positive meaning and life satisfaction relationship. Secondly, life satisfaction is directly affected by distributive justice and interactional justice dimensions of organizational justice climate. And also the other dimensions of meaningful work have no significant effect on justice climate perception.
 
 Originality: As stated in previous studies, the climate of justice in an organization is an important indicator of both the workplace experience of the employees and their life satisfaction. Although the concept of meaningful work is relatively new and few studied in organizational behavior literature, it had been stated by leading motivation theories attributing meaning to work is an important instrument for meaningful and satisfying life perception. Meaningful work is mostly thought to have contributions to oneself and the community, however, studies show that this is due to the employee's perception of his work. This theoretical background indicates that meaningful work perception could be related to organizations’ justice perception and also can be beneficial to both individual and organizational desired outcomes. So emphasizing the importance of the phenomenon is the main motivation of the study, so that this study's findings can be an important contribution to both organizational behavior literature and practitioners especially in human resources activities in companies.

Development and Validation of a Model Predicting Students’ Sense of School Belonging and Engagement as a Function of School Climate

For many years, studies have explored the relationship between school belonging and engagement, two concepts that are associated with several positive outcomes. However, the relative influence that school climate may have on these components has received little attention. Based on the theoretical perspective of Janosz et al (1998), school belonging and engagement were examined as a function of multiple dimensions of school climate, and were tested across genders. The research took place in Morocco, and participants were 238 students from 9th grade (101 males, 137 females; Mage = 15.1) living in the cities of Casablanca and Témara. Students completed a questionnaire aimed at measuring school belonging, school engagement, and school climate. Correlational and structural equation modeling methods were used to analyze the aforementioned relationships. Results showed that only the climate of justice had a positive effect on school belonging, which, in turn, had a positive effect on the three types of school engagement. The multigroup analysis revealed the relation between school belonging and behavioral engagement to be partially invariant across genders. These results highlight the benefits of creating a positive school climate which can support students' belonging and engagement.

Relationship between team climate and satisfaction at work in the Family Health Strategy.

ABSTRACTOBJECTIVE To analyze the association between team climate, team characteristics and satisfaction at work in teams of the Estratégia Saúde da Família com Saúde Bucal (Family Health Strategy with Oral Health) (ESF with SB).METHODS Cross-sectional correlational study with ESF teams with SB in the municipality of São Paulo. Universe of 1,328 teams and random sample of 124 teams with 1,231 professionals. Applied questionnaire with data teams’ characterization, team climate scale, and satisfaction at work. Analysis of validity, of climate and satisfaction scores through mean among professionals in each team, cluster analysis, association between variables by Pearson’s correlation and Chi-square, and tested linear regression model for the two factors of satisfaction at work.RESULTS There was a directly proportional association between team climate and satisfaction at work. The better the climate with regard to team goals, the greater the intrinsic satisfaction at work and with the physical environment. The better the climate with regard to team goals and task orientation, the greater the satisfaction with hierarchical relations. The group with best team climate reported higher percentage of teams ranked with better satisfaction at work, and in the group with the worst team climate there was higher percentage of teams with the lowest satisfaction at work.CONCLUSIONS The study provides consistent although moderate evidence of association between favorable teamwork climate and job satisfaction in ESF with SB. It emphasizes the dimensions of climate, common goals and task orientation, and may serve as subsidy for management and permanent education of teams, aiming at the quality of care to the health needs of users, family and community in APS.

The Mediating Role of Work-Health Balance in the Relationship between Perceived Work Ability and Affective Job Satisfaction

The rising age of retirement may result in a larger number of workers with health problems. This is important since health is a key element in all aspects of life, including work. Although much research has been carried out into how work-life balance influences occupational health, very few studies have focused on how the ability to balance health needs and work demands (work-health balance) affects different organizational variables such as perceived work ability and affective job satisfaction. In a context in that the age of retirement is constantly rising, it is vital to explore those factors may help extend people’s working life in a balanced manner. The aim of this study was, therefore, to explore the mediating role of work-health balance in the relationship between perceived work ability (physical and mental) and affective job satisfaction. Using a cross-sectional sample of 294 workers aged 39 years and over, the study analysed the mediating role of the different dimensions of work-health balance (health climate, work-health incompatibility and external support) in the relationship between work ability (physical and mental) and affective job satisfaction. The data suggest that the health climate and work-health incompatibility dimensions mediate the relationship between work ability (physical and mental) and affective job satisfaction. Our findings are consistent with the current understanding of the role played by the balance between occupational health and the well-being of older workers.

Linking nurse practice environment, safety climate and job dimensions to missed nursing care

This study examined the aspects of the nurse practice environment and patient safety climate and the various job dimensions that contribute to the occurrence of missed nursing care. Missed nursing care is a crucial healthcare concern that poses significant threats to patient safety. The available literature on missed nursing care is confined to high-resource nations, where hospital policies, mechanisms and processes to support professional nursing practice are well established. This is a multi-centre, cross-sectional study, using self-report scales, which involves 624 clinical nurses in selected hospitals in the Philippines. Patient safety climate (β=-0.148, p=0.001), decision authority (β=-0.101, p=0.018) and staffing/resource adequacy (β=-0.086, p=0.014) significantly predicted missed nursing care. Nurse, unit and hospital variables were not related with missed nursing care. Nurses who perceived greater decision authority, positive safety climate and adequate staffing/resources were less likely to miss or omit patient care activities. Institutional measures to foster decision authority in nurses, improve safety climate and address staffing/resource issues can be a viable solution to reduce the occurrence of missed nursing care.

Examining Demonstrated Emotional Intelligence and Perceptions of Inviting Schools

During a quantitative study with a correlational design, a sample of 42 graduate and post baccalaureate students from a Mid-Atlantic region college accessed a digital survey that combined the Genos 360 EI Assessment-Concise Rater with the Inviting School Survey-Revised. Subsequent simple linear regression procedures found Emotional Self-Control [β = 0.486, t(74) = 2.016, p = 0.052] and Emotional Management of Others [β = 0.494, t(74) = 2.310, p = 0.027] predict a strong relationship in the positive direction between four of the five Inviting School Survey-Revised (ISSR) domains of school climate. By contrast, analysis of the Emotional Self-Awareness [β = - 0.172, t(74) = - 0.816, p = 0.420] results identified a strong relationship in the negative direction between all five ISS-R dimensions of school climate. Results affirmed previous research that indicated the leader’s overall emotional intelligence, rather than the leader’s self-awareness alone, influences the followers’ perception of an inviting work place. Implications suggest educational leaders seeking to improve school climate should develop their typically demonstrated emotional intelligence skills.

A Leader’s Emotional Self-Control and Management of Others Impacts a School’s Climate

A quantitative study with a correlational design, analyzed responses from a target population of more than 200 teachers employed in over four dozen urban and suburban schools in the New York metropolitan area. A sample of 42 teachers completed the Inviting School Survey-Revised and the Genos 360 EI AssessmentConcise Rater. Subsequent simple linear regression procedures found Emotional Self-Control [β = 0.486, t(74) = 2.016, p = 0.052] and Emotional Management of Others [β = 0.494, t(74) = 2.310, p = 0.027] predict a strong relationship in the positive direction between four of the five Inviting School Survey-Revised (ISS-R) domains of school climate. Analysis of the leaders’ demonstrated Emotional SelfAwareness [β = - 0.172, t(74) = - 0.816, p = 0.420] results identified a strong relationship in the negative direction between all five ISS-R dimensions of school climate. Implications suggest educational leaders seeking to improve school climate should develop and demonstrate emotional intelligence skills and tenets of Invitational Education theory.

The Structure of the Political Opportunity in the Kurdistan Region of Iraq – a study of the popular protests during 2003-2013

The structure of political opportunity is often defined as those dimensions of the political climate that provide the incentives for the victory of protests about political power and its societal policies, which generates pressure on the political elite and forces it to openness and transition to the democracy. The theory of the structure of political opportunity appeared in the seventies of the last century, and the theory focused on: that the structure of political opportunity depends on certain variables in order to create a societal transformation at the level of politics, culture and economy, such as: the opening of political entrances to reach participation at the legislative and executive level, instability of the arrangement the political, influential alliances about political power and the authority itself with some of the forces that see it revolving in its orbit, the emergence of divisions among the ruling political elite. There were positive influences in the structure of political opportunity in the Kurdistan Region of Iraq in the period 2003-2013 in the field, such as: time, awareness, welfare, openness, weakness of party affiliation, the rise of social movements and civil society organizations, the revolutionary elite, media and political communication available to all, Supporting national and international equations, change in the political map. However, until now, it faces the political opportunity structure for many internal and external challenges at all levels, and among these challenges are: the party-dominated formation of society, limiting transformations in partisan convergence, flexible repression and in the name of democracy, the monopoly of power, the response of power to the demands of citizens, the absence of the constitution, and the external interventions.

بنية الفرصة السياسية في إقليم كوردستان العراق – دراسة الإحتجاجات الشعبية خلال 2003 – 2013

The structure of political opportunity is often defined as those dimensions of the political climate that provide the incentives for the victory of protests about political power and its societal policies, which generates pressure on the political elite and forces it to openness and transition to the democracy. The theory of the structure of political opportunity appeared in the seventies of the last century, and the theory focused on: that the structure of political opportunity depends on certain variables in order to create a societal transformation at the level of politics, culture and economy, such as: the opening of political entrances to reach participation at the legislative and executive level, instability of the arrangement the political, influential alliances about political power and the authority itself with some of the forces that see it revolving in its orbit, the emergence of divisions among the ruling political elite. There were positive influences in the structure of political opportunity in the Kurdistan Region of Iraq in the period 2003-2013 in the field, such as: time, awareness, welfare, openness, weakness of party affiliation, the rise of social movements and civil society organizations, the revolutionary elite, media and political communication available to all, Supporting national and international equations, change in the political map. However, until now, it faces the political opportunity structure for many internal and external challenges at all levels, and among these challenges are: the party-dominated formation of society, limiting transformations in partisan convergence, flexible repression and in the name of democracy, the monopoly of power, the response of power to the demands of citizens, the absence of the constitution, and the external interventions.

A Bayesian network based study on determining the relationship between job stress and safety climate factors in occurrence of accidents

BackgroundJob stress and safety climate have been recognized as two crucial factors that can increase the risk of occupational accidents. This study was performed to determine the relationship between job stress and safety climate factors in the occurrence of accidents using the Bayesian network model.MethodsThis cross-sectional study was performed on 1530 male workers of Asaluyeh petrochemical company in Iran. The participants were asked to complete the questionnaires, including demographical information and accident history questionnaire, NIOSH generic job stress questionnaire, and Nordic safety climate questionnaire. Also, work experience and the accident history data were inquired from the petrochemical health unit. Finally, the relationships between the variables were investigated using the Bayesian network model.ResultsA high job stress condition could decrease the high safety climate from 53 to 37% and increase the accident occurrence from 72 to 94%. Moreover, a low safety climate condition could increase the accident occurrence from 72 to 93%. Also, the concurrent high job stress and low safety climate could raise the accident occurrence from 72 to 93%. Among the associations between the job stress factor and safety climate dimensions, the job stress and worker’s safety priority and risk non-acceptance (0.19) had the highest mean influence value.ConclusionThe adverse effect of high job stress conditions on accident occurrence is twofold. It can directly increase the accident occurrence probability and in another way, it can indirectly increase the accident occurrence probability by causing the safety climate to go to a lower level.

Relation of principal instructional leadership, school climate, teacher job performance and student achievement

PurposeWe study the role of school climate, and teacher task, and citizenship performance in mediating the effects of principal instructional leadership behavior on student achievement.Design/methodology/approachStructural equation modeling was applied to data obtained from 302 Indian secondary schools to test a mediated-effects model.FindingsSchool climate was examined under two broad dimensions, the social and affective and the physical environment. Results of mediation analysis showed that the benefits of principal instructional leadership for student achievement are operationalized as an indirect effect. This indirect effect is realized primarily through the physical environment, and the in-role task performance of teachers. No significant contribution to the indirect effect through the social and affective environment was found. The latter, nonetheless, fully mediated the relationship between the instructional leadership and extra-role or citizenship behavior of teachers. These findings underscore the different and distinct mediating roles played by the social and affective, and physical dimensions of the school climate in our model.Originality/valueTo the best of our knowledge, the reported associations between principal instructional leadership, school climate and student achievement that take into account both the in-role and extra-role job performance of teachers within the purview of a single framework are new. Also, this is the first study exploring these relations in an Indian context.

The Effect of Manager-Employee Interpersonal Communication Effectiveness and Organizational Communication Climate on the Employee Performance in the Working Area of the Directorate General of State’s Asset Office of North Sumatera

The objective of the research is to analyze the effectiveness of manager-employee interpersonal communication and organizational communication climate on the employee performance in the working area of the Directorate General of State’s Assets Office of North Sumatera. The theories used are the theory of perspective humanism in the effectiveness of interpersonal communication suggested by Joseph A. Devito, the theory of communication climate dimension suggested by Redding, and the theory of employee performance suggested by Bernardin and Russel. The total population of the research is 169 employees, and the total samples are 118 employees taken using proportional sampling technique from 5 offices in the working area of the Directorate General of State’s Asset Office of North Sumatera. The research employs the correlation method which is gathering the data by distributing questionnaires and analyzing it by using multiple linear regression tests. The results of the research show that manager-employee interpersonal communication effectiveness has significant effects on employee performance, organizational communication climate has significant effects on employee performance, and both manager-employee interpersonal communication effectiveness and organizational communication climate have significant effects on employee performance. Manager-employee interpersonal communication effectiveness and organizational communication affect 83.2% of employee performance. There are many factors not used in this study like office distances from home base, years of services, achievement motivation, level of income, and others. Good manager-employee communication and a conducive communication climate will increase employee performance.

Informal learning as mediating mechanism for the relationship between learning climate and organizational citizenship behavior (OCB)

PurposeThe goal of this study was to examine the mediating mechanism of informal learning between dimensions of learning climate and organizational citizenship behavior (OCB). In addition, the study also aimed to investigate the learning climate, in the dimensions of learning facilitation, learning appreciation and error avoidance as antecedents of informal learning.Design/methodology/approachThe data were gathered from sports items manufacturing small and medium enterprises (SMEs) in Sialkot, Pakistan. Sialkot is home to manufacturing businesses that export their products worldwide. Survey data of 318 middle managers collected at 2 different times were used for testing the research model using structural equation modeling (SEM).FindingsThe results demonstrate that facilitation and appreciation learning climate have a positive relationship with informal learning and error-avoidance has a negative relationship with informal learning. The analysis also revealed that informal learning mediated the linkage between learning climate dimensions and OCB. Moreover, informal learning is significantly related to OCB.Practical implicationsHR practitioners and organizational leaders of SMEs can use, encourage and promote informal learning to improve the skills and knowledge of employees at low cost. For instance, management should strategically implement informal learning at the workplace by providing a supportive learning climate.Originality/valuePrevious studies have overlooked the impact of informal learning on OCB and its mediating effect. The present study addresses this gap by examining the mediating mechanism of informal learning between learning climate and OCB.

Dimensions of Work Environment that Impact Job Satisfaction in Clinical Practices of Medical Students During the SARS-CoV-2 Pandemic

Introduction: This article deals with the relationship between the work environment and job satisfaction in clinical practices of medical students during the SARS-CoV-2 pandemic. Data are presented that attest to the underlying factor structure, reliability, predictive validity, and factors replicability between groups of the summary measure. Methods: An initial sample of 132 medical students from 3 different universities in Bogotá who carry out Clinical Practice activities in tertiary hospitals provided data for the exploratory factor analysis of this measure and to apply confirmatory factor analysis techniques. The validated instrument WCA is used for the work environment construct and MSQ for the job satisfaction construct. The potential applications of this measure are described, and the implications of these findings for measuring work environment and satisfaction are discussed. Results: The results of the CFA suggest a good global fit to the data of the proposed measurement model, favorable values of significance (p = 0,014); RMR; AGFI; TLI; CFI; GFI, and RMSEA. Conclusion: Solid psychometric properties are demonstrated, which prove that there are dimensions of organizational climate that have statistically significant relationships with variables of job satisfaction.

The relationship between ethical climate and moral distress from the perspective of operating room staff: A correlational study

Background The organizational climate in the operating room is special due to the specific conditions of the patient, and the ethical climate may affect moral distress of the operating room staff. Objective This study determined the relationship between ethical climate and moral distress from staff working in operating rooms of hospitals affiliated to Mashhad University of Medical Sciences. Method This analytical study was performed on 169 operating room staff in Mashhad, Iran. The operating room staff was selected using stratified random sampling. The data were collected via Olson's Hospital Ethical Climate Survey and the Corley Moral Distress Scale and analyzed with IBM Statistical Package for the Social Sciences (SPSS) software version 21. Results The results showed no relationship between the ethical climate, the frequency, and intensity of moral distress of the operating room staff ( p > 0.05). In addition, the mean score of the ethical climate was 3.32 ± 0.48, indicating the average ethical climate in the operating room. The mean frequency and intensity of moral distress were 36.36 ± 11.68 and 48.8 ± 15.92, showing a moderate rate. There was a significant inverse relationship between the dimensions of ethical climate, the relationship with physicians, and the intensity of moral distress ( p <0.05). A significant relationship was found between the intensity of moral distress, the level of education, and field of study ( p <0.05). Conclusion The results of the current study showed that interventional programs should be implemented to reduce moral distress and improve the ethical climate in the operating room.

Differential effectiveness of an elementary school social and emotional learning program during middle school transition in Portugal.

This study analyzed the effectiveness of an elementary school Social and Emotional Learning (SEL) program during middle school transition in Portugal, and the influence of gender, classroom size and student's perception of two school climate dimensions (student-student relationships and teacher-student relationships) upon its effectiveness. One-thousand-sixty-three students (M age = 9.14; SD = 0.64; 51.2% were boys) participated: 702 in the intervention group and 361 in the control group, assessed at pretest, post-test, and follow-up 10 months later (after middle school transition). Multilevel analyses identified that the program was effective in enhancing social awareness, self-control, and self-esteem, even after middle school transition. Results also showed that there no differential gains by gender, and that intervention group students who had more positive perceptions of student-student relationships and teacher-student relationships displayed more positive trajectories in self-esteem. Students from smaller fourth-grade classrooms displayed lower social awareness than students from larger fourth-grade classrooms, but a more positive trajectory in that competence than students from medium and larger fourth-grade classrooms. This study highlights the importance of analyzing the differential effectiveness of SEL programs. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

A Research to Determine the Ethical Climate Perception of Nurses Who Work In Private Hospitals

Objective: It’s imperative that organizations that want to exist in the business world where competition is intense and that want to ensure should create a positive ethical climate perception. The aim of this study was to determine the level of perceptions of the ethical climate of nurses who work in a private hospital and to determine whether ethical climate perceptions differ according to demographic characteristics. Methods: The study was conducted between July-September 2018 on 154 nurses working at two private hospitals(in Istanbul and Yalova). Research data were collected from nurses working in these hospitals. This is a descriptive cross-sectional study. Results: According to findings, it was determined that the ethical climate perception of the participants was generally positive. In dimensions, ethical climate perception was found most positive in patient dimension, while most negative in physicians dimension. At findings, the perception of ethical climate according to the gender of the participants differed statistically in the managers dimension and perception of ethical climate according to working time in hospital differed in patients dimension(p<0.05). Perception of ethical climate didn’t differed significantly with age, educational and marital status of participants (p>0.05). Conclusions: It was determined that the hospital ethical climate perceptions of the nurses in the study were highly positive, and this perception was influenced by gender and the year of work. The sub-dimension, where the ethical climate perception was the most negative, was the physician dimension. It’s thought that the results obtained can be a guide in supporting positive ethical behavior.

Confirmatory Factor Analysis of the Academic Self-Efficacy Scale: An Indonesian Version

Several studies regarding academic self-efficacy are developed in which a valid and reliable measurement is needed. One of the well-known instruments used to measure college students' academic self-efficacy is The Academic Self-Efficacy Scale (TASES). It was designed by Sagone and Caroli (2014), comprising four dimensions, i.e., self-engagement, self-oriented decision-making, others-oriented problem-solving, and interpersonal climate. This instrument contained 30 items at first, but two items were removed after testing the factor analysis, and 28 items remained. This study examined the validity of the adaptation of TASES into the Indonesian version. This scale was adapted into the Indonesian version using confirmatory factor analysis (CFA), involving 166 Indonesian college students studying at universities in Indonesia and abroad. The CFA results showed that the items which were distributed in 4 dimensions in this scale are found to fit except three items of interpersonal climate dimension. Therefore those three items have been eliminated. In addition, the coefficient of Cronbach's Alpha of TASES Indonesian version is highly reliable. Ultimately, the TASES Indonesian version consisting of 25-item within four dimensions has shown to be a reliable and valid measurement for academic self-efficacy in the Indonesian context.

Internet of things and machine learning‐based approaches in the urban solid waste management: Trends, challenges, and future directions

AbstractSolid waste management (SWM) is a crucial management entity in urban cities to handle the waste from its generation to disposal to accomplish a clean environment. The waste management operation mainly encompasses various climatic, demographic, environmental, legislative, technological, and socioeconomic dimensions. The traditional approaches deliver limitations in the process of predict and optimizing such composite non‐linear operations. The integration of the internet of things (IoT) and artificial intelligence (AI) methods have progressively gained attention by delivering potential alternatives for resolving the difficulties in SWM. This article presents a review of the significance of the amalgamation of IoT and machine learning (ML) in the SWM to predict waste generation, waste classification, route optimization, estimation of methane emissions, and so forth. The article covers the application of each ML model for the activities, including SWM, compositing, incineration, pyrolysis, gasification, landfill, and anaerobic digestion. Moreover, it is concluded that the decision tree and random forest (DT‐RF) algorithm is minor implemented, and artificial neural network (ANN) is implemented majorly in the SWM. The large number of data sets covered in the publication are secured and hidden; it limits replicating the AI models; this is also one key constraint of the non‐implementation of AI models in SWM. Scarcity of data, accurate data, rare availability of customized AI models for tackling the activities in SWM are the limitations identified from the previous studies. Implementation of low‐power ML processors, edge and fog computing‐based devices is the future direction for overcoming SWM limitations.

School Climate and Self-Efficacy as Predictor of Job Satisfaction

In this research, the direct effect of school climate on teacher job satisfaction and he indirect effect of school climate on job satisfaction through self-efficacy were investigated. International Teaching and Learning Survey-2018 (TALIS 2018) data collected by the Organization for Economic Co-Operation and Development (OECD) from Turkish teachers were used in the study. In this context, the data of a total of 12111 teachers working at ISCED level 1 primary school, ISCED level 2 lower secondary school and ISCED level 3 upper secondary school were used. Following the testing of the constructed model with the structural equation model, the following results were obtained: Teachers' self-efficacy directly affects job satisfaction. The perceived disciplinary dimension of the school climate directly and negatively affects job satisfaction. The other two dimensions of the school climate, teacher-student relations and the dimensions of participation among stakeholders, affect job satisfaction directly and positively. All dimensions of the school climate indirectly affect job satisfaction through self-efficacy.