Organizational Climate Factors Research Articles

The Influence of Organizational Climate on The Quality of Work of Employees At State 1 Batudaa Vocational High School Gorontalo District

Abstract This research aims to determine the magnitude of the influence of organizational climate on the quality of employee work at State Vocational School (SMK) 1 Batudaa, Gorontalo Regency. In the educational context, organizational climate is an important factor that can influence employee performance and productivity. Using a quantitative approach and survey methods, this research involved 37 people as a sample represented from various backgrounds at the institution. The use of simple regression analysis as a data analysis method allows researchers to determine the extent to which the relationship between organizational climate variables and employee work quality can be measured statistically. The results of the research show that organizational climate influences the quality of work of employees at State Vocational School (SMK) 1 Batudaa, Gorontalo Regency, with a coefficient value of 0.713 or 71.3%. This figure shows that more than two-thirds of employee work quality can be explained by organizational climate factors, which include aspects such as communication, managerial support, and work culture. These results indicate that organizational climate makes a significant contribution to the quality of work of teachers and education personnel, which in turn has an impact on the effectiveness of learning in schools. Thus, it is important for school management to create and maintain a positive organizational climate so that employees can work optimally and achieve the expected educational goals. This research also opens up opportunities for further research regarding interventions that can be carried out to improve the organizational climate, so that the quality of employee work can continue to be improved in order to create a better learning environment.

Staff Perspectives and Organizational Climate Factors Related to Implementation of Food is Medicine Programming in a Federally Qualified Health Center

Abstract: The Food is Medicine (FIM) movement posits that food access and knowledge are key parts of disease prevention and treatment, but little research has explored how FIM programs fit into the organizational context of federally qualified health centers (FQHC). The purpose of this study was to explore the organizational climate and clinic staff perspectives on a FIM program being implemented in an FQHC. We conducted a cross-sectional survey study with clinic staff during the early implementation of a clinicbased FIM program. Clinic staff (n=40) perceived that patient nutrition was a high priority for the clinic, but that support for providing nutrition resources was more limited. We found high willingness and likelihood of using the FIM program services among staff, but some expressed concern regarding staffing and cultural appropriateness of programming. Optimal adoption and use of FIM investments in FQHCs may be supported by integration with existing clinical workflows.

THE ROLE OF ORGANIZATIONAL CLIMATE IN INCREASING WORK MOTIVATION AT PDAM GIRI MENANG MATARAM

The role of organizational climate in an organization is very important, if the organizational climate does not support the work motivation will be lost, and it will result in imperfect work results and the results in providing services to customers (consumers) become unsatisfactory. The purpose of this study is to determine the role of organizational climate factors consisting of psychological dimensions, structural dimensions, social dimensions, and bureaucratic dimensions in increasing the work motivation of PDAM Giri Menang Mataram employees. This type of research is included in associative research which uses a sample survey method in data collection. The analytical tool used is t test analysis at 5% alpha. Based on the results of the t test, it is known that organizational climate factors consisting of psychological dimensions, structural dimensions, social dimensions, and bureaucratic dimensions have a significant effect on increasing the work motivation of PDAM Giri Menang Mataram employees.

Organizational climate factors in job creativity of university librarians in Anambra State

Libraries are important centers in education and for resource sharing, so, also librarians’ important personnel in tertiary institutions. In Nigeria, librarians may not be said to have fulfilled those expected roles to the satisfaction of stakeholders. Many factors could be directly and indirectly responsible; however, the current study focused on librarians’ creativity and innovation and the role of organizational climate in the creative process of librarians. Being a survey study, the study utilized correlation design using descriptive statistics and Pearson R statistics to establish the perception of librarians about their organizational climate and the relationship between this perception on their creativity and innovation. The participants were 89 librarians sampled purposively from University librarians in Anambra State. The questionnaires used for data collection was simplified adaptation of Coveney (2008) and Organizational Climate Questionnaire (OCQ) by Litwin and Stringer (1968). The result was indicative that the perception of organizational climate is low among University librarians in Anambra State but the librarians were relatively high on creativity and innovation. Secondly, there was a significant positive correlation between librarians’ perception of organizational climate and creativity and innovation at r(2, 89) = .68, p > .05 implying that favourable climate to employees helps creative process to thrive. It is recommended that stakeholder should increase their support to University librarians in order to motivate them to perform at the highest level bringing their creativity into the equation.

Effect of Leadership Styles on Employee Motivation and Job Satisfaction in Multinational Corporations in Vietnam

Purpose: The aim of the study was to assess the effect of leadership styles on employee motivation and job satisfaction in multinational corporations in Vietnam
 Methodology: The study adopted a desktop methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low cost technique as compared to field research, as the main cost is involved in executive’s time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library
 Findings: The results showed that transformational leadership was the most preferred and effective style for enhancing employee motivation and job satisfaction, followed by democratic leadership. Autocratic and laissez-faire leadership styles were found to have negative effects on employee outcomes. The study also revealed that cultural differences, organizational climate, and individual factors influenced the perception and preference of leadership styles among employees and managers. The study concluded that MNCs in Vietnam should adopt a flexible and adaptive leadership approach that matches the needs and expectations of their diverse workforce.
 Unique Contribution to Theory, Practice and Policy: Transformational Leadership Theory, Expectancy Theory and Social Exchange Theory may be used to anchor future studies on the effect of leadership styles on employee motivation and job satisfaction in multinational corporations in Vietnam. Multinational corporations operating in Vietnam should benefit from the research findings to tailor their leadership training programs. Policymakers can make informed decisions about regulations that promote employee well-being, productivity, and retention in multinational corporations.

Factors related to motivation, organisational climate and work engagement within the practice environment of nurse practitioners in the Netherlands.

To explore motivation, organisational climate, work engagement and related factors within the practice environment of nurse practitioners. Motivation in the workplace, organisational climate and work engagement are important to motivate nurse practitioners and prevent early exit. However, little is known about related factors. A cross-sectional design using a digital survey with multiple-choice and open-ended questions. Data were collected from 1 November 2019 to 30 March 2020. The survey contained demographic and job-related data, instruments on motivation in the workplace, organisational climate and work engagement. Three open-ended questions were added to invite respondents to tell about their next career step, (dis)satisfaction with salary and additional comments. Quantitative data were not normally distributed (Kolmogorov-Smirnov test). Kruskal Wallis tests and Mann-Whitney U tests were used to test the relationship between independent and dependent variables. Answers on the open-ended questions were coded and categorised in themes. The STROBE checklist was followed. In total 586 questionnaires were completed. The majority of the respondents were female (85%), and their mean age was 47 years (range 26-66 years). Aged 45 or over, more work experience, working in nursing homes, experiencing more autonomy, collaboration with other nurse practitioners, a firmly anchored position, satisfaction with salary and developmental opportunities contributed positively to the practice environment. Answers on the open-ended questions supported the quantitative results. Work motivation, organisational climate and work engagement are positively related to a large variety of personal and work-related factors. Therefore, policymakers and professional organisations should be aware of the impact of these influencing factors to enhance an inspiring work environment. Awareness of factors that influence nurse practitioners' practice environment can be used as a tool to screen and improve the present work environment.

Personality, Organizational Climate and Therapeutic Factors of Group Dynamics

This study aims to reveal how therapeutic factors of group dynamics are related to organizational climate and personality dimensions. These therapeutic factors are used to evaluate group strengths and limitations in clinical psychology (Yalom, 1995), and are now adapted to the field of organizational behavior. This adaptation aims to illuminate how an organization's psychological climate and its members' personality traits impact workplace socialization and team social interaction. As part of the research, the therapeutic factors scale (group dynamics inventory, GDI) (Phan et al., 2004)), was introduced into the Turkish context, and the necessary validity analyses were carried out. The study was conducted with a sample of service sector employees working as a group (in teams) in Ankara. The research results indicate that group dynamics had a positive and significant link with personality types and organizational climate. As a result, a positive relation was discovered between altruism, which is a group dynamics inventory sub-dimension and these personality dimensions, extraversion, agreeableness, and stability. When the link between organizational climate and group dynamics was explored, a positive and substantial association was discovered. As a result of the analysis, a positive relationship was found between reward, standards, and structure, which are sub-dimensions of organizational climate, and altruism and cohesiveness, which are sub-dimension of group dynamics.

The Impact Of Remote Work On Organisational Climate Of Agile-Software Development Teams

Purpose: As a result of the changing labor market in a post-pandemic world, remote work in the IT sector is becoming almost a standard. It is known intuitively that the organisational climate changed compared to the stationary work, but it is difficult to determine how and what elements are going through the change. The aim of the article is to present the aspect of organisational climate in agile development teams working remotely compared to their stationary work. Methodology: The study was conducted using author own personally designed assessment questionnaire among ten programming teams using agile software development methodology. The number of members of the analysed teams varies from four to eight. This paper compares changes in each dimension of the organisational climate that have occurred in teams after switching to remote work. Using Cohen's d statistic, it determines the magnitude of the impact of these changes. Findings: The article is an attempt to answer which elements (dimensions) of the organisational climate, in what direction (positive vs negative) and to what extent (size effect) is remote work influencing in the context of agile software development teams. Value: Such knowledge will allow appropriate modeling of organisational climate factors, thus affecting performance and the well-being of team members. This is the first step to verify, whether the previous research about the impact of the organisational climate on agile development teams still applies to those teams working remotely.

EXTRA ROLE BEHAVIOR OF THE APPARATUS IN THE IMPLEMENTATION OF THE PERATURAN GUBERNUR PROVINSI DKI JAKARTA NOMOR 115 TAHUN 2016 CONCERNING KETUK PINTU LAYANI DENGAN HATI PROGRAM

This article aims to describe the extra role behavior carried out by the apparatus in implementing Ketuk Pintu Layani Dengan Hati Program and the factors that influence it. As an effort to reduce the rate of disease transmission in DKI Jakarta, the DKI Jakarta Provincial Government issued DKI Jakarta Governor Regulation Number 115 of 2016 concerning Ketuk Pintu Layani Dengan Hati Program. The scope of this program includes promotive, preventive, and curative with a door-to-door service mechanism. In implementing the program, it involves Public health center officers and health cadres in the DKI Jakarta province. To explain extra role behavior, Organ's theory of Organizational Citizenship Behavior is used. The research method used is descriptive qualitative. Data was collected by means of interviews, observations, and documents. The technique of determining informants is through purposive sampling, by determining key informants who develop into snowballs. The results of this study indicate that in the implementation of the Ketuk Pintu Layani Dengan Hati Program in DKI Jakarta Province, the apparatus must apply extra role behavior. Doctors, nurses, midwives, and health cadres must carry out their duties beyond their main duties. This can be identified from the dimensions of altruism, sportsmanship, civic virtue, conscientiousness, and participation. While the factors that influence the extra role behavior of the apparatus are cultural factors and organizational climate and job satisfaction factors.

THE INFLUENCE OF SCHOOL ORGANIZATIONAL CLIMATE, WORK ENVIRONMENT AND JOB SATISFACTION ON TEACHER PERFORMANCE AT STATE JUNIOR HIGH SCHOOL KUTABLANG BIREUEN DISTRICT

This study aims to determine the factors that influence teacher performance in terms of aspects of school organizational climate, work environment and teacher satisfaction factors. This research is a survey using quantitative and associative descriptive methods with the object of research being teachers who work at SMP Negeri Kutablang Bireuen District. Data analysis in the framework of hypothesis testing through statistical inference with multiple regression analysis approach. The results of the study, it was found that; (1). (1). There is a partial significant effect of School Organizational Climate (SO), Work Environment (WE) and Teacher Job Satisfaction (TS) on Teacher Performance (TP), with the regression equation TP = 16.458 + 0.470 SO + 0.518 WE + 0.339 TS. (2). Simultaneously it is proven that the variables of school organizational climate, work environment and job satisfaction have a significant effect on performance with a contribution of 40.5%. While the remaining role of variables not examined was 59.5%, including motivation, work discipline, school culture, teacher competence, and others

INFLUENCE OF INTERNAL COMMUNICATION ON THE ORGANIZATIONAL CLIMATE OF A LOCAL EDUCATIONAL MANAGEMENT UNIT IN PERU

The objective of this research is to determine the influence of internal communication on the organizational climate. The method used in this research is the deductive inferential scientific method, for which the type and level of applied and explanatory research were used respectively. The study sample was made up of women (45%) and men (65%), with an age range between 23 years and over, who were the object of study, with a total of 305 workers. The results that were obtained based on the reliability and validity of the measurement scales, where they specify that p < 0.05, that is, that 12 of the 15 hypotheses are accepted in the proposed correlation between internal communication and organizational climate factors, Among them interpersonal relationships, which generates assertiveness among workers, management styles, which implies increasing employee satisfaction, remuneration, which consists of the importance of knowing how to recognize the work of workers. Finally, the collective values, which encourages them to do a proper job and get involved. In conclusion, internal communication is essential to strengthen the organizational climate factors mentioned above. This ensures a good work environment in order to achieve improvements at the hierarchical and organizational level.

Association of Burnout with Organizational Factors and Occupational Health among Female Factory Workers — Continuing Study

Introduction. With the growing number of females employed as factory workers, it is important to look into thephenomenon of burnout and related organizational climate affecting these workers.
 Objectives. The objectives of the study were: 1) to determine the effect of organizational climate on burnout among female factory workers; and 2) to look into the association between burnout as well as illnesses, injuries, hazard exposures and organizational climate factors.Methods. The secondary data used for this study was from a cross-sectional study involving 344 female factoryworkers. This paper is a continuing analysis of the previous paper of the same author which focused on establishing indices for burnout. This paper proceeds with correlation analysis between burnout and associated organizational factors, illnesses, and injuries in the workplace.Results. There was a total of 344 female respondents with mean age of 26 (SD=5.02), and majority were single(69.21%). Burnout score was significantly positively correlated with all experienced workplace accidents. Femaleworkers getting wounded due to sharp objects has a strong positive relationship with burnout score. Eye infection, dust inhalation, electrical accidents, and getting caught in machine parts have a moderate positive relationship with burnout score. Meanwhile, for illnesses, the following have a weak positive relationship with burnout - headache, cough and colds, genitourinary infections and bodyache. Organizational Climate Factors such as Autonomy on Quality, Physical Work Content, and Personal Worker Perception Index were significant factors to increasing the relative risk for more sickness experienced among the female workers. Strong positive relationship existed with burnout score and excessive noise in workplace. Dust, intoxicating odors, and high temperatures have a moderately strong positive relationship. Organizational factors significant in predicting burnout were Autonomy on Quality, Skilled Work Content, Physical Work Content, Hazardous Work Content, Health, Safety, and Compensation, and Upskilling and Training Index. Results also showed that a higher autonomy on speed, how much work was done, and how work was done decreases probability of burnout. Linear regression showed that Burnout was also associated with workplace accidents, self-reported illnesses, and hazard exposures as independent variables.Conclusion. This study has come up with correlational analysis between burnout and organizational factors, as well as with illnesses, injuries and hazard exposures in the occupational setting. This is a significant study as basis for policy and program formulation by industries concerned as well as the government.

The Influence of Organisational Safety Climate Factors on Offsite Manufacturing Safety Performance

The construction industry consistently reports higher fatality and injury rates due to its inherent dynamic nature. As an alternative to traditional construction, offsite manufacturing (OSM) has become a construction method that presents many benefits including optimised schedule, quality control, waste reduction and improved site safety. Contrastingly, recent statistics on OSM indicated that in the USA for instance, the number of safety incidents were higher compared to traditional construction. There is a suggestion that organisations simply shift site-based construction activities to a factory. Therefore, this study aims to investigate the influence of organisational safety climate on OSM safety performance. Initially, a comprehensive literature review was conducted to identify organisational safety climate factors. Following this, 131 questionnaires were collected from Australian OSM practitioners. Finally, a Pearson correlation analysis was performed to examine the influence of organisational safety climate on OSM safety performance. Findings asserted that safety communication has the greatest impact on safety performance. Contrary to traditional construction practice, greater influence from managers was identified over supervisors towards safety performance. The novelty of this research lies in its attempt to comprehend the association between organisational safety climate and safety performance, which may make contribution to OSM safety knowledge and practice.

Development of a framework for utilising Lean Six Sigma’s intangible impacts in creating organisational innovation climate

PurposeThe purpose of this paper is to develop a framework that illustrates the role of Lean Six Sigma (LSS) in creating organisational innovation climate by investigating the relationship between LSS’s intangible impacts and organisational innovation climate factors.Design/methodology/approachA self-administrated survey questionnaire was distributed among 145 public sector officials to get their opinions on the relationship between various observable elements of LSS’s intangible impacts and organisational innovation climate factors, where a response rate of 73.8% was achieved. The collected data were demographically, descriptively and statistically analysed. Accordingly, a house-of-pillars-based framework that illustrates the role of LSS’s intangible impacts in creating innovation climate in an organisation was developed.FindingsResults from this study indicated that LSS’s intangible impacts on organisational structure and hierarchy, culture, change adaptability, utilisation of staff and staff’s behavioural aspects are positively related to many of organisational innovation climate factors such as trust and openness, challenge and involvement, support for ideas and freedom and autonomy.Research limitations/implicationsThe findings of this study are based on the data collected from public sector organisations in the UAE and are supported by relevant literature. However, this study can provide useful guidance for further research for the generalisation of the results to wider scopes in terms of sectors and geographical domains.Practical implicationsThe findings of this study will provide UAE public sector officials with a clear roadmap on how to use LSS for promoting innovation and fostering its implementation in practice. This study will also encourage professionals in public sectors to integrate LSS into their innovation strategies to enhance organisational innovativeness and improve service quality.Originality/valueIt is one of the first studies that explores LSS’s intangible impacts and assesses their relationship with organisational innovation climate factors. Hence, this study offers valuable insights for both academics and practitioners and is expected to lay a foundation for a better understanding of how LSS’s intangible impacts can be used in creating organisational innovation climate.

Evaluation of organizational climate factors on tax administration enterprise resource planning (ERP) system

Tax collection is an essential activity to boost the economy of all countries. Larger businesses and governments are increasingly relying on Enterprise Resource Planning (ERP) systems, which are designed to enhance the collection of revenues among other things. However, the implementation of an ERP system often affects the organizational climate by changing the manner businesses are conducted from the past both internally and externally. These changes have the tendency to impact the actions of workers throughout the transition process. Nevertheless, organization climate which is an essential variable to measure the success of ERPs is mostly underutilized. Thus in this study, we proposed an information system (IS) success model that integrates organizational climate variables namely, role clarity, teamwork and support, and, training and learning into the DeLone and McLean model to evaluate the success of a tax ERP system. The proposed model was based on a quantitative and a mixed-method case study (MM-CS). Data was gathered from a top company with many branches in Ghana through interviews, observation, focus groups, and questionnaires. Partial least squares structural equation modeling was used to examine the 555 data collected from the questionnaire. The result of the study shows that the organizational climate variables (training & learning, teamwork & support, and role clarity) were statistically significant in determining the success of a tax ERP system. Training & learning and teamwork & support also had a positive impact on service quality, user satisfaction, and individual impact.

The Effect of Motivation and Organizational Climate on Performance of Employees at The Bureau Of Public Relations and Protocol of Regional Secretariat of Maluku Province

ABSTRACTThis study aims to analyze the magnitude of the influence of work motivation and organizational climate on the performance of employees of the Bureau of Public Relations and Protocol of Regional Secretariat of Maluku Province. The approach used in this research is quantitative approach. The population in this study is all employees in the Bureau of Public Relations and Protocol Secretariat of Maluku participating 40 people. The sample is part of the population or part of the number and characteristics of the population. A sample of 25 people were determined randomly based on the sample tables of Issac and Michael. Data were analyzed by multiple linear regression. The result of the research shows that (1) work motivation consisting of salary, job itself, promotion, supervision and organization climate consisting of responsibility, identity, warmth, support, conflict simultaneously has positive and significant effect to employee performance, (2) salary is a variable of work motivation factors that has a positive and significant influence and the most dominant on employee performance and (3) Warmth is a variable of organizational climate factors that has a positive and significant influence and second dominant to the performance of the Bureau of Public Relations and Protocol of Regional Secretariat of Maluku Province.

Exploring Attitudes of Mandatory Volunteers: The Role of Perceived Organizational Support, Role Clarity, and Self-Efficacy Toward Service

This study attempted to investigate the effects of perceived organizational support (POS) and role clarity on volunteer satisfaction, the mediating role of attitudes toward volunteering in the relationship between volunteer satisfaction and attitudes toward civic participation, and the moderating role of self-efficacy toward service in the relationships between POS, role clarity, and volunteer satisfaction among mandatory volunteers. Using data conducted at a major event in Wuhan, China, results showed that POS and role clarity predicted volunteer satisfaction. Volunteer satisfaction positively influenced attitudes toward volunteering, which is linked to attitudes toward civic participation. Self-efficacy toward service moderated the associations between POS, role clarity, and volunteer satisfaction, highlighting its essential role in strengthening the effects of organizational climate factors on volunteer satisfaction. Our findings underline the important role of organizations in increasing mandatory volunteers’ satisfaction that affects positive attitudes toward volunteering, leading to enhanced attitudes toward civic participation.

COVID-19 and Kazakhstani Women Teachers: An Empirical Study of Factors Affecting Mental Health

The study investigates stress and organizational climate factors affecting mental health of women school and university teachers in pre‐COVID‐19 and COVID‐19 periods in the context of Central Asia considering the case of Kazakhstan. The results of quantitative empirical study show that the pandemic has caused an increase in perceived anxiety and depression among women teachers. Women teachers in urban areas experienced greater anxiety and depression than rural teachers. The moderation interaction predictor indicates that the effect of perceived stress becomes less negative with increased level of Material and Technical Security or Access to Technological Resources. In conditions of COVID-19 the effect of Material Technical Security/Access to Technological Resources on Mental Health becomes significant when women teachers have a better Social Climate at work. Its effect on Mental Health becomes significant when women teachers are more engaged in the decision making process with clearly defined organizational goals according to the Participatory Management policy and when women teachers more frequently receive Performance Feedback.

A systematic review of creativity in tourism and hospitality

ABSTRACT Employee creativity has become an essential concept in tourism and hospitality literature in the last two decades. Nevertheless, empirical evidence on creativity has developed into a fragmented area of research with a variety of definitions and conceptual lenses. The current study suggests that this discrepancy of extant research impedes theoretical and empirical advancement. This study systematically reviews studies in the tourism and hospitality field to strengthen future work on employee creativity. The study results show that leadership is the most powerful predating and moderating factor in employee creativity. The results also show that positive organizational culture and climate factors greatly influence employee creativity. Finally, this study proposes a combined framework of creative qualities, which can be used as a managerial tool in tourism and hospitality, and other similar service-oriented industries.

Studi Empirik BUMN Pada PT PELINDO III Surabaya Pengaruh Intellectual Capital Terhadap Inovasi Organisasi

The era of the industrial revolution 4.0. In the last century, experts have increasingly convinced that the intellectual resources of an organization determine the competitive advantage of an organization in accelerating the effectiveness of artificial intelligence, especially in presenting the best customer service innovation products. However, there are only a few studies on the relationship between intellectual capital and innovation. Based on the importance of these issues, this study aims to examine the impact of intellectual capital on organizational innovation. Questionnaires have been distributed to 100 employees of PT. Pelindo from Indonesian State-Owned Enterprises (BUMN), and 82 usable questionnaires were returned. The regression statistical method analysis was used to test the hypothesis. The results of the research simultaneously show that intellectual capital has a positive and significant effect on organizational innovation. The next test results partially prove that human capital, organizational capital, and relational capital have a significant and positive effect on organizational innovation. This study opens several pathways for innovation program projects in future Indonesian organizations. The significance of the findings of this study shows the practical implications of the support in the next roadmap on research and development (R&D) of Human Resources and innovation of Indonesian BUMN organizations, particularly at PT. Pelindo as one of the important pillars in the success of the vision of the Indonesian government's maritime axis. Based on the high level of socio-cultural heterogeneity in Indonesia, the implications of follow-up studies are important to expand the sample of employees to a larger and more diverse range and combine other independent variables (such as demographic factors, organizational culture, organizational climate, leadership, job satisfaction or other motivational factors) which may result in different study findings and recommendations.