Effect Of Organizational Climate Research Articles

Association between workplace psychological violence and work engagement among emergency nurses: The mediating effect of organizational climate.

BackgroundGiven that increasing attention is being given to the burdens on medical systems, researchers have concentrated their attention on nurses’ work engagement, especially in emergency departments.PurposeTo investigate the current situation of work engagement of nurses in emergency department, and to find out the impact of psychological violence on work engagement and its impact path.Basic proceduresThe research is a cross-sectional study. Questionnaires were distributed to 243 nurses from the emergency departments of ten tertiary hospitals from September to October 2019. SPSS was used to conducted ANOVA. The AMOS was used to conduct structural equation model to test the mediating effect of organizational climate on the association between psychological violence and dimensions of work engagement.Main findingsPsychological violence was negatively correlated with organizational climate, vitality, dedication, and focus, and organizational climate was positively correlated with dimensions of work engagement. A negative relationship was found between psychological violence and three dimensions of work engagement, which was mediated by organizational climate.ConclusionIn order to curb workplace psychological violence and improve the work engagement level of emergency nurses, organizational climate can be used as an intervention measure. The support of leaders, the care of colleagues and the mutual understanding and communication between doctors and patients can alleviate the job burnout of nurses in the face of heavy work, so that nurses can face their daily work with a better mental outlook.

Mediasi Komitmen Organisasional dan Kepuasan Kerja Karyawan, Iklim Organisasi Dan Kinerja Karyawan

An effective organization must be able to create a conducive organizational climate to achieve the expected performance goals. To achieve this requires good human resource management accompanied by attention to factors that are able to become a liaison for the achievement of employee performance in accordance with the goals set by the organization. Job satisfaction and organizational commitment have been widely tested as connecting factors between employee performance. This study aims to examine and analyze the mediating role of organizational com-mitment and job satisfaction on the effect of organizational climate on employee performance. This research uses explanatory research design which can explain the setting of the variables studied and the relationship between one variable and another. The sampling method used was saturated sampling with 30 employees as respondents. After the data is collected, it is processed and analyzed using SMARTPLS 3.0. The results of the study have proven that (1) organizational commitment mediates the relationship between organizational climate and employee perfor-mance; (2) Job satisfaction mediates the relationship between organizational climate and em-ployee performance.

The Effect of Principal Transformational Leadership on Teachers Performance at Junior High School of Banda Aceh

This study aimed to examine the teacher performance model built on associative causal relationships between exogenous variables and endogenous variables, namely; the effect of a principal's transformational leadership on job satisfaction, the effect of organizational culture, the effect of organizational climate, the effect of principal's transformational leadership to teacher performance, the effect of organizational culture, and the effect of organizational climate. This research was conducted at Junior High School in Banda Aceh City by involving 260 teachers as respondents. The Data collection was done using a questionnaire using a proportional random sampling method. The validity test used Product Moment correlation to test its reliability using the Alpha formula. Before testing the hypothesis, especially before the test was calculated, the analysis requirements included the normality data test and regression linearity test. Based on the analysis of the research hypothesis, it is revealed that a fixed model that describes the structure of causal relationships between principal's transformational leadership, organizational culture, organizational climate, job satisfaction, and teacher performance at Junior Highschool in Banda Aceh City.

Kompetensi dan kinerja karyawan: Peran moderasi iklim organisasional

The achievement of the company's vision and mission has been previously determined from the Company's resources, especially human resources. Employees are the activator of every company activity, therefore the company's success depends on its employees. Collaboration between employees and company management become important for the achievement of organizational goals. The purpose of this study was to investigate the relationship between competence, organizational climate and employee performance. Where the moderating variable of organizational climate is used in this study. Data were collected from questionnaires that had been filled out by respondents with a total 110 employees of PT. Selaras Donlim Indonesia, and then processed using SmartPLS 3 software with the Partial Least Squares Structural Equation Modeling (PLS-SEM) procedure. The results of this study support the three hypotheses proposed, where competence and organizational climate directly affect on employee performance significantly. Beside that, the moderating effect of organizational climate could strength competence in influencing employee performance significantly, the strength of the moderating effect is discussed.

IKLIM ORGANISASI, KUALITAS KEHIDUPAN KERJA DAN TURNOVER INTENTION PADA KARYAWAN PT.PAL INDONESIA (PERSERO) SURABAYA

The purpose of this study was to determine the existence of: The effect of organizational climate on turnover intention at PT. PAL Indonesia (Persero) Surabaya, influence of kualitas kehidupan kerja on turnover intention at PT. PAL Indonesia (Persero) Surabaya, the effect of organizational climate and kualitas kehidupan kerja together on turnover intention at PT. PAL Indonesia (Persero) Surabaya. This study uses a quantitative approach with survey method data and uses multiple regression analysis techniques. Data collection uses a turnover intention scale, an organizational climate scale, and a kualitas kehidupan kerja scale. The number of subjects in this study were 75 employees of the general engineering division of PT. PAL Indonesia (Persero) Surabaya. The sampling technique in this study used accidental sampling. The first minor hypothesis was accepted. The second minor hypothesis was accepted, proves that the organizational climate and kualitas kehidupan kerja affect turnover intention at PT. PAL Indonesia (Persero) Surabaya. The results showed that the level of turnover intention owned by employees of PT. PAL Indonesia (Persero) Surabaya was in the medium category.

PENGARUH IKLIM ORGANISASI TERHADAP STRES KERJA PADA KARYAWAN PT.PAL SURABAYA

The purpose of this study was to determine the effect of organizational climate on work stress on employees of PT. PAL Indonesia (Persero) Indonesia General Engineering Division, this study used a quantitative approach with survey methods and used simple linear regression analysis techniques. Data collection used a work stress scale of as much as 38 Items, and the Organizational Climate Scale of 42 Items. The number of subjects in this study were 75 employees of PT. PAL Indonesia (Persero) Surabaya General Engineering Division. The sampling technique in this study used Accidential Sampling. Finding in this study showed that Organizational Climate affects Work Stress at PT. PAL Indonesia (Persero) Surabaya General Engineering Division. The results showed that the level of work stress owned by employees of PT. PAL Indonesia (Persero) Surabaya General Engineering Division was in the low category.

The Effect of Organizational Climate, Teachers' Professionalism, and Achievement Motivation on Teachers' Performance at State Private School

This study aims to analyze the effect of organizational climate, teacher professionalism, and achievement motivation on teacher performance in State Elementary Schools throughout Sawit Seberang District, Langkat Regency. Teachers are one of the elements in the field of education who participate actively and place their position as professionals to be able to improve the quality of education in Indonesia in order to get out of educational problems. However, in reality, the quality of education in Indonesia is still problematic. The influence of organizational climate can affect the professionalism of teachers so that they can have a significant influence on the condition of teacher performance. This research was conducted using quantitative methods with the data analysis technique used is inferential statistical techniques. Based on the results of the study, it can be concluded as follows: (1) The tendency level of organizational climate in SD Negeri Sawit Seberang District, Langkat Regency is still in the poor category. (2) The level of tendency of teacher professionalism in SD Negeri Sawit Seberang District, Langkat Regency is still in the fairly good category. (3) The tendency level of the achievement motivation of teachers in SD Negeri Sawit Seberang District, Langkat Regency is still in the category of lacking achievement motivation. (4) The level of trend of teacher performance in SD Negeri Sawit Seberang District, Langkat Regency is still in the poor category.

The Impact of Organizational Climate on Technostress and Job Satisfaction of Millennial Employee: Evidence from Indonesia


 
 
 The investigation regarding the impact of organizational climate and Technostress on the millennial employee as the most prominent cohort is still rarely found in the context of developing countries, especially in Indonesia. Thus, this research aimed to test the effect of organizational climate on job satisfaction and Technostress and further examine the impact of Technostress on the job satisfaction of millennial employees in Indonesia. A web-based survey of 100 millennial workers from diverse companies in Indonesia was conducted. The data was analyzed using Partial Least Squares - Structural Equation Modeling (PLS- SEM). The results imply that a good Organizational Climate improves millennial employees’ Job Satisfaction and reduces their Technostress; meanwhile, no significant effect was found on the relationship between Technostress and Job Satisfaction. The implication and conclusion are discussed further.
 
 

Pengaruh Iklim Organisasi Terhadap Kepuasan Kerja Dengan Komitmen Organisasi Sebagai Variabel Mediasi

The goal of this study is to look at how organizational climate affects job satisfaction, using organizational commitment as a mediator variable. This study uses a survey method to conduct a causal study. Population target in this research is civil servant National Unity and Politics Agency in Pasuruan City. 50 civil servants participated in this study. The analysis methods that used in this research was path analysis. The findings of this study show that: 1) organizational climate has a significant positive impact on organizational commitment, 2) organizational climate has a significant positive impact on work satisfaction, 3) organizational commitment has a significant positive impact on job satisfaction, and 4) organizational commitment mediates the effects of organizational climate on job satisfaction.

Effect of Organizational Climate and Participation in Budgeting on Employee Performance

The objectives of this study were to: 1) examine the impact of organizational climate on employee performance at IAIN Kendari; 2) analyse the influence of budgetary participation on employee performance; 3) evaluate the impact of organizational climate and participation in budget preparation on employee performance; and 4) assess the role of Islamic economics on organizational climate, budgeting participation, and employee performance. Data were collected using a survey, applying a quantitative approach. The research sample consisted of 55 employees of various faculties, units and institutions. After assessing normality, linearity, multicollinearity and autocorrelation, data analysis involved descriptive and inferential analysis. Simple regression analysis and path analysis were used to test the hypotheses. The findings revealed that: 1) organizational climate had a positive and significant impact on employee performance with a 62.6% contribution; 2) participation in budgeting had a positive and significant impact on employee performance with a 40% contribution; and 3) the combination of organizational climate and participation in budgeting had a positive and significant impact on employee performance with a 40% contribution.
 Keywords: organizational climate, participation, budgeting, employee performance, sharia economy

An Analysis of The Effect of Organizational Climate, Compensation, and Leadership Style on Employee Performance at Pelni Hospital Jakarta

An Analysis of The Effect of Organizational Climate, Compensation, and Leadership Style on Employee Performance at Pelni Hospital Jakarta

Psychological Contract Breach and Turnover Intentions Among Lecturers: The Moderating Role of Organizational Climate

Lecturing in private universities in Nigeria is one of the most challenging jobs for early career scholars. Regrettably, there is a high rate of turnover once an opportunity for exit presents itself. Researchers have proposed a relationship between psychological contract breach and turnover intentions. This study attempted to evaluate the effect of organizational climate in the link between psychological contract breach and turnover intentions using a sample of 584 private university lecturers in a two-wave investigation (time-lagged design) during a 1-month period (with 2 weeks interval). The ages ranged between 24–53 years old (38.24 ± 7.33). The questionnaires used to collect data were the Psychological Contract Breach Scale, Organizational Climate Description Questionnaire and Turnover Intention Scale. The result suggested that lecturers who received support from management were less likely to leave their jobs, while experiencing peace in the school played a significant factor in reducing turnover intention. The study’s implications were raised, and further suggestions were made to improve our organizations, particularly, universities.

The Effect of Organizational Climate and Job Satisfaction on the Formation of OCB in Marketing Staff of Pt Ajmi Pontianak Branch

This research was conducted in Pontianak, involving marketing employees at PT AJMI Pontianak Branch. Respondents of this research consisted of 35 men and 84 women with an age range between 24 s.d. 62 years old, with take home pay based on commission from their sales. This research data processing uses Multivariate Statistical Method, Structural Equation Modeling (SEM), WarpPLS6 Approach. Research findings state that organizational climate is a positive and significant builder for job satisfaction and OCB, job satisfaction is also a positive and significant shaper for OCB and job satisfaction is a significant mediation between organizational climate and OCB in marketing employees of PT AJMI Pontianak Branch.

The Effects of Organizational Climate on Organizational Commitment and Perceived Organizational Performance: Vietnam State-owned and Non State-owned Organizations

Organizational climate are aspects of the environment that are consciously perceived and expe-rienced by organizational members on a daily basis. A positive climate promote positive or-ganizational commitment and perceived organizational performance. To test this argument in the context of Vietnam, the present paper is conducted with targets are Vietnam SOEs and Non SOEs. A total of 335 results were collected, including 178 and 157 answers from Non SOEs and SOEs respectively. This paper’s findings confirmed a positive relationship between organiza-tional climate and organizational commitment and perceived organizational performance in both cases. Despite receive favorable treatments from the State, Vietnam SOEs continue to be inef-fective and inefficient. However, from the perspective of SOEs members, they perceive a posi-tive organizational climate as they continue to enjoy the benefits and privileges of being SOEs’ members. As a result, their analyses show stronger impacts of organizational climate on organ-izational commitment and perceived organizational commitment compared to Non SOEs.

The Mediating Effect of Organizational Climate on The Relationship Between Instructional Leadership and Teacher Autonomous Behaviour

Teacher autonomy is vital component for the productive development of the school and as well as profession. This study determined the mediating effect of organizational climate on the relationship between instructional leadership and teacher autonomous behavior, specifically in the Municipality of Talaingod, Division of Davao del Norte. This study employed a mediation analysis with 300 samples with a thorough interpretation of the data collected through statistical treatments (Mean, Pearson r, Med-graph using Sobel z-test). The findings of the study showed that there is a strong relationship between Instructional Leadership and Teacher Autonomous Behaviour. It was also revealed that Organizational Climate partially mediated the relationship between instructional leadership and the autonomous behavior of Talaingod Public-School Teachers. The result implies that giving opportunities for the teacher to have autonomy when it comes to the teaching-learning process is an integral part of being a great instructional leader.

Dual‐Channel Effect of Job Insecurity on Knowledge Workers’ Innovative Behavior

Job insecurity reflects the desire and expectation of organizational managers for employees’ exhibition of innovative behavior. Ubiquitous and inevitable, it has gradually become a concern psychological problem for job survival and stability. As a key driver of innovation, employee innovation depends heavily on knowledge workers, who are best able to spot problems and identify and capture opportunities. Based upon the transactional theory of stress and coping (TTSC), this paper discusses the influencing mechanism of knowledge workers’ job insecurity and innovative behavior in enterprises, emphatically analyzes the mediating effects of two coping strategies, i.e., proactive work behavior and working withdrawal behavior, and verifies the moderating effect of organizational climate for innovation. With the data from 665 questionnaires of enterprise knowledge workers, this paper shows that job insecurity can influence knowledge workers’ innovative behavior either positively through proactive work behavior or negatively through working withdrawal behavior, thus forming a dual‐channel effect model of influencing their innovative behavior, and that organizational climate for innovation has a moderating effect on the relationship between job insecurity and proactive work behavior/working withdrawal behavior. The organizational innovation climate played a moderating role between job insecurity and proactive work behavior and work withdrawal behavior and detected the value of the boundary where the organizational innovation climate played a mediating role.

Predictors Affecting Millennial Generation Work Satisfaction in Pematangsiantar City: a Quantitative Approach

In running the company's operations, skilled and expert human resources are needed to run it to achieve its goals effectively and efficiently. Supporting the role of skilled and expert human resources, optimal job satisfaction is needed for employees to encourage increased performance. The aim of this study is to determine the predictors that affect the job satisfaction of millennial workers in Pematangsiantar City. This research instrument used a questionnaire distributed to 120 respondents who worked in companies and banks. Next, the researcher tested the hypothesis using Structural Equation Modeling (SEM) based on a variant called Partial Least Square (PLS) and the SmartPLS version 3.0 application as a tool to analyze it. The results of this study concluded that five hypotheses were accepted, and 1 hypothesis was rejected. The rejected hypothesis is that organizational justice has no significant effect on work satisfaction. Furthermore, significant results were obtained for the effect of organizational climate, organizational commitment, reward, and work environment on work satisfaction. Then, for the effect of work satisfaction on employee performance, significant results were obtained. For further research, the author recommends researchers develop variables that are suspected to be the main predictors to encourage job satisfaction and employee performance to provide complete recommendations regarding the development of human resource performance, especially for millennial workers. The novelty of this research is in measuring the level of satisfaction of millennial workers, considering that in 2030-2040 the Indonesia will get a substantial demographic bonus. The proposed model includes elements of organizational climate, organizational commitment, reward, organizational justice, and work environment to determine how much influence it has on the level of satisfaction and its impact on performance.

The Relationship of Principal Instructional Leadership, Organizational Climate, and Interpersonal Communication of Teacher Performance at Elementary School South Banjarmasin District

The purpose of this study was to analyze the direct and indirect relationship between the principal's instructional leadership, organizational climate, and communication interpersonal relationship to the performance of SDN teachers in the South Banjarmasin District. This research is quantitative by using the correlation technique (correlation research). The research population was 309 teachers from 59 schools and 174 respondents were taken as research samples with a random sampling technique. Data collection using a questionnaire instrument and data analysis using descriptive analysis, classical assumption test, multiple linear regression analysis, and path analysis. The results showed that there was a positive and significant influence on the principal's instructional leadership (X1) on teacher performance (Y) of 0.301. There is a positive and significant effect of organizational climate (X2) on teacher performance (Y) of 0.176. There is a positive and significant effect of interpersonal communication (Z) on teacher performance (Y) of 0.213. There is a positive and significant effect of organizational climate (X2) on interpersonal communication (Z) of 0.602. There is a positive and significant influence of Principal Instructional Leadership (X1) on interpersonal communication (Z) of 0.145. There is a positive and significant influence between Principal Instructional (X1) and Inter-personal Communication (Z) on Teacher Performance (Y) of 0.031. There is a positive and significant influence between organizational climate (X2) and Interpersonal Communication (Z) on Teacher Performance (Y) of 0.128. Based on the results of the study, it can be concluded that the Principal's Instructional Leadership, Organizational Climate, Interpersonal Communication have a positive and significant effect on the performance of SDN teachers in South Banjarmasin District.

Role of self-efficacy in nursing organizational climate: A way to develop nurses' humanistic practice ability.

This study aimed to investigate the impact of self-efficacy on the relationship between organizational climate and humanistic practice ability (HPA) in Chinese nurses. To date, studies on the effect of organizational climate on nursing care have focused on care outcomes rather than care processes. Thus, this effect remains poorly understood. A total of 757 participants were sampled from three tertiary hospitals in Guangdong Province from November to December 2019; subsequently, they completed a structured electronic questionnaire. A structural equation model was used to explore the impact of nursing organizational climate on nurses' HPA. A total of 688 valid questionnaires were collected. The nurses' average HPA score was 107.82 (SD 12.47). There was a positive correlation between organizational climate and HPA (r = .409, p < .05). Additionally, self-efficacy mediated this relationship (p < .01). This study provides new insights into nursing organizational climate, self-efficacy and nurses' HPA. The significant mediating effect of self-efficacy suggests that managers should implement nurse professional development programmes using targeted strategies to foster greater self-efficacy, which could improve the quality of care and nurse-patient relationships.

Productive teacher job satisfaction: Disentangling organizational climate, facility management, and organizational citizenship behavior

&lt;span&gt;Productive teachers are teachers who teach vocational subjects. A productive teacher has complex characteristics and professional requirements so that job satisfaction must be considered. The research objective was to analyze the direct effect of organizational climate, management of facilities and infrastructure, organizational citizenship behavior on the job satisfaction of productive teachers. The research employed a quantitative approach with a survey method. The research sample was conducted at 46 private vocational high schools with a total of 270 productive teachers in East Jakarta, Indonesia. Data was analyze using path analysis. The results showed that there is no direct influence of organizational climate on job satisfaction of productive teachers; there is no direct effect of facility and infrastructure management on job satisfaction of productive teachers; there is a direct influence of organizational citizenship behavior on job satisfaction of productive teachers.&lt;/span&gt;