Impact Of Organizational Climate Research Articles

The Impact of Organizational Climate, Development, Work Result on Clinical Governance: the Case of Mongolia

The aim of this study is to analyze the influence of organizational climate, development, work result on clinical governance. To accomplish the determined aim of our study, the research collected data through a structured questionnaire from 605 staffs who work in hospitals. In our study of many others, we analyzed three hypotheses, and two of them had a positive relationship and one of them had a negative relationship with considered impacts. The result of data was determined online between August 2022 and February of fiscal 2023. We estimated SMART PLS 3.0 and SPSS 24.0 software in our study.

The Mediating Effect of Organizational Climate on The Relationship Between Self-Efficacy and Autonomy of Work of Teachers

This study looked at the impact of organizational climate in mediating the relationship between teacher self-efficacy and work autonomy among public school secondary teachers in the Municipality of Sto. Tomas, Davao del Norte. This study used a descriptive-correlational research (mediation analysis) approach with a sample of 300 public secondary school teachers. Three different survey questionnaires were employed to collect data from respondents, which were then subjected to content validity and reliability testing. The data was examined using the mean, Pearson-r, multiple linear regression analysis, and Medgraph with the Sobel z-test. The findings demonstrated that organizational climate, self-efficacy, and autonomy of the work of teachers are often observed. Furthermore, there was a strong link between these variables. The study found a substantial partial mediation of organizational climate on the link between self-efficacy and autonomy of work of public secondary school teachers in the Municipality of Sto. Tomas.

Organizational Climate Impact on Quality Education with Teacher Performance as Intervening Variables (Case Study in High School and Sabang City Smk Aceh Province)

Purpose: The study aims to know the direct and indirect influence of organizational climate variables affecting the quality of education through teacher performance as intervening variables.
 
 Theoretical framework: The quality of professional teachers will produce graduates who are able to compete competitively. It takes a strong commitment from the foundation to build a conducive work climate. This will enable teachers to bring out their best abilities.
 
 Design/Methodology/Approach: This type of study is quantitative research, the population of this study all students / I high school and high school in Sabang Aceh which totaled 921 people and the sample in this study used simple random sampling which totaled 90 students as respondents. The data analysis technique in this study uses SEM PLS.
 
 Findings: The results of this study show the coefficient of the path of 0.879 This shows that if the higher the organizational climate in high school and high school schools the higher the quality of education. The organization’s climate against teacher performance has a path coefficient of 0.845 This shows that if the higher the organization’s climate in high school and high school schools then the higher the teacher’s performance.
 
 Research, Practical & Social implications: The implication of the findings in this study is that organizational climate is created through working time flexibility. Teachers can choose their working time according to their ability. Currently, the determination of working hours is based on many considerations of the leadership in assigning tasks. Working time can also be done outside of working hours.
 
 Originality/Value: The novelty value in this study is that there has been no research that makes teacher performance a mediating variable in improving the quality of education, especially in Sabang City, Aceh Province, Indonesia.

The Impact of Organizational Climate on Teacher Enthusiasm: A Two-Staged Structural Equation Modelling–Artificial Neural Network Approach

Abstract The purpose of this article is to examine the influence of the school organizational climate on teacher enthusiasm. A sample of 600 teachers was drawn using a multi-stage random sampling method. The study variables were assessed using two main instruments: the organizational climate scale and teacher’s enthusiasm scale. A two-staged structural equation modelling and artificial neural network approach was used for the analysis. The study has unveiled the importance of the school’s organizational climate in determining the enthusiasm level of teachers. All the dimensions of organizational climate acted as significant predictors in the model. The study encourages periodic examination of the school climate and teachers’ enthusiasm to take any decisions or initiatives necessary to address deficiencies in schools.

The Impact of Organizational Climate, Career Development, and Work Discipline on Employee Performance

Evaluation of employee performance can be seen whether an employee can work well or not as seen from the assessment categories compared between organizational performance appraisal benchmarks and employee performance. This research was conducted to determine the effect of work discipline, motivation, career development and organizational climate on employee performance. To answer this goal, a scientific method of quantitative analysis is needed, using a linear regression statistical test. In this study the sample used was all employees of SMK Darussalam Ciputat, South Tangerang City, totaling 110 employees, using saturated sampling. To get the results required descriptive analysis, validity test, reliability test and classical assumption test. The results of this study state that work discipline, motivation, career development and organizational climate simultaneously have a positive and significant effect on employee performance at SMK Darussalam Ciputat, South Tangerang.

Impact of organizational climate, culture, leadership and structure on competitive advantage: mediating effect of absorptive capacity

PurposeThis research aimed to investigate absorptive capacity's (AC) mediating effect among four important organizational factors, namely transformational leadership (TL), innovative culture (IC), organizational structure (OS), organizational climate (OC)) and competitive advantage (CA).Design/methodology/approachA survey method was used for data collection and 107 valid responses were received from managers and top executives of different hotels operating in Pakistan. Statistical Package for the Social Sciences (SPSS) and Partial Least Squares-Structural Equation Modelling (PLS-SEM) statistical techniques were used to analyze the data and test the hypotheses.FindingsThe findings infer that OC positively affects CA by improving AC in an organization. Furthermore, AC was found as a partial mediator for the relationship among TL and CA as well as for the relationship among IC and CA.Originality/valueDespite the abundance of research on AC, the empirical studies regarding Ac's mediating effect among various organizational factors and CA are limited. Therefore, this paper makes a noteworthy contribution to the body of knowledge by testing the mediating effect of AC among various organizational factors and CA with reference to hospitality sector in Pakistan.

The Impact of Organisational Climate on Employee Engagement and Performances in a Multinational Oil and Gas Exploration and Production Company in Thailand

The Impact of Organisational Climate on Employee Engagement and Performances in a Multinational Oil and Gas Exploration and Production Company in Thailand

Impact of Organisational Climate and Commitment among Nurses Job Satisfaction: A Review of Literature

The study explains the effect of the organizational climate and commitment to the organization influences job satisfaction. Organizational climate is considered the most effective and different strategy with the entanglement of the commitment to the organization suggesting the self-satisfaction among the Healthcare organization working body which includes the nursing practitioner. It was found that a higher level of job satisfaction directs the higher level of organizational commitment and competency development among the nursing practitioner elsewhere, as the higher effective level of organizational climate affects the higher competency level and a commitment to the organization. The study has suggested that the organizational climate is considered the most effective component in the organization, which binds the individual to the commitment level and enhances the job satisfaction among the nursing practitioner.

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.
 
 

A Study on the Impact of Organizational Climate on Emotional Intelligence of Employees in Public and Private Sector Banks Special Reference with Thiruvananthapuram District

In latest years, the personal banks in India have passed through several transformations in each widespread (ATM, software program networking, bodily growth in branches, etc.,) and non-substantial areas (product and services). All variations will work viably considering the crucial essential wellspring of the association, the human asset. The good-sized transformations can be executed via employees with common knowledge. But the non-substantial transformation wishes expert labours for its effective performance, these ability sets cannot be in basic terms bought from experience. Subsequently Emotional Intelligence winds up one of the key factors to develop required set of abilities in workers. Because of the rapidly altering situation in Service industry, the banking zone must furnish itself with the knowledgeable and proficient body of workers to maintain in uncommon undertakings and market competitions. Applied aptitudes and specialized abilities can be developed and assessed efficaciously in personnel thru the corporation’s knowledge and guidance. But the behavioural compatibility which is an essential employee fantastic in carrier region cannot be cultivated in personnel thru everyday education and evaluation procedures. These can be done via specialized behavioural coaching for employees, one such coaching that is extra important in the modern-day situation is Emotional Intelligence. This exploration facilities for most phase round the emotional competence of workers and its importance and importance on different behavioural expertise such as organizational climate of a firm. This examinations core goal is to exhibit that people with great EI are greater nice than employees with low emotional intelligence. This learns about no longer solely tries to assess the benefit of emotional Genius on employee by myself however also its contribution to the betterment of organizational climate and Emotional Intelligence.

Organisational readiness to participate in a labelled product service cluster: a structural equation model analysis

In the present competitive environment, organisations must inevitably progress to gain and maintain a long-term competitive advantage. Hence, organisations must embrace organisational readiness for change (ORC), which denotes the level of preparedness of an organisation to adopt a change through deploying new management strategies and new projects. This study evaluated the ORC of 70 Moroccan SMEs involved in the sector of labelled agri-food products to join a future innovative cluster. Three dimensions were employed to measure ORC, namely organisational culture, motivation, and climate. Partial least squares-structural equation modelling (PLS-SEM) was used to examine the impact of ORC dimensions on the perceived benefits for the firm. The findings demonstrate that the human factor appeared to be more favourably disposed to change. Organisational motivation displayed a significantly positive effect on perceived benefits through minimising production costs when working together in innovative projects. Despite this, the impact of organisational climate and culture was insignificant. This shows that the selected firms need more support to adopt new changes through integrating a new service cluster and, cooperating together in innovative projects. Our study may support SMEs, policymakers, and researchers in devising guidelines that promote better practices for the agro-food SMEs to function effectively.

Impact of Organizational Climate on Knowledge-Sharing Behavior: An Empirical Study in Minimarkets

This empirical research aims to identify the relationship between organizational climate and knowledge sharing behavior. Also, this study uses knowledge sharing intentions as a mediator between these two variables. The survey was conducted incidentally on 403 minimarket employees in eight districts/cities in West Java. Factor analysis was employed to purify research variables. To evaluate the research model, multiple regression analysis was used. The results of the factor analysis on organizational climate resulted in two factors, fairness and affiliation. Fairness and affiliation constructs have a positive and significant effect on knowledge sharing intention. Knowledge sharing intention also has a positive and significant effect on knowledge sharing behavior.

The Impact of Organizational Climate on the Enhancement of Belonging in the Hospitality Sector: The Saudi Context

Organizational climate is an approach used regarding organizational behavior that distinguishes an organization from others and highlights it in a better and more positive manner when compared to its competitors. This study aims to assess the degree of organizational climate dimensions (clarity of goals, effectiveness of communication, balance of power, use of resources, cohesion, morale, creativity, independence, adaptation, and problem-solving) present in five-star hotels within the regions of Makkah and Madinah in Saudi Arabia, and the impact it has on enhancing the sense of belonging in employees. To achieve the goal of the study, the researcher distributed a questionnaire to a random sample of employees selected from those hotels, and 882 questionnaires were valid for analysis. The study discovered that all organizational climate dimensions in the five-star hotels within the regions of Makkah and Madinah are clearly present, in addition to employees practicing the method of enhancing the sense of belonging correctly. The results also highlighted the significant and positive impact that the organizational climate and its ten dimensions had on enhancing the sense of belonging among employees in those hotels.

The Mediating Role of Emotional Labor in The Impact of Organizational Climate on Burnout

The Mediating Role of Emotional Labor in The Impact of Organizational Climate on Burnout

Bir Kamu Hastanesinde Örgütsel İklimin İş Doyumu Üzerine Etkisinin İncelenmesi

Amaç: Çalışmanın amacı, sağlık sektöründeki çalışanların örgüt iklimi algılarını ve iş doyum düzeylerini belirlemek, iş doyumlarının örgüt iklimi algılarından etkilenip etkilenmediğini incelemektir. Gereç ve Yöntemler: Araştırma, Adana Numune Eğitim ve Araştırma Hastanesi sağlık personeli üzerinde yapılmıştır. Veri toplama aracı olarak Minnesota İş Doyumu Ölçeği ile Örgüt İklimi Ölçeği kullanılmıştır. Elde edilen veriler, SPSS 21.0 programıyla analiz edilmiştir. Araştırmanın ana ve alt hipotezlerinin testine geçmeden önce kullanılan ölçeklerin güvenilirlikleri Cronbach alfa ile test edilmiştir. Bulgular: Regresyon analizi sonuçlarına göre iş doyumunun %31,2'sinin örgüt ikliminin alt faktörü olan ödül faktörü tarafından açıklandığı görülmüştür. Bu durumda örgüt ikliminin iş doyumu üzerine etkisi olduğu kabul edilmiştir. Ayrıca diğer istatistiki sonuçlar incelendiğinde, cinsiyetin örgüt iklimi algısı, bu algının alt boyutlarını oluşturan ödül ve bağlılık üzerinde anlamlı etkisi olduğu ve kurumdaki görev değişkeni açısından incelendiğinde ise doktorların; hemşire, tekniker, sekreter ve diyetisyenlere göre çalıştıkları örgütü ve elde ettikleri ödülleri daha olumlu algıladıkları, diyetisyenlerin ise hemşire, tekniker ve sağlık memuruna göre genel örgüt iklimini ve örgütten elde ettikleri ödülleri daha olumsuz algıladıkları görülmüştür. Sonuç: Çalışmada; sağlık kurumu içerisindeki ödül sistemlerinin iş doyumunu artıracak biçimde belirlenmesinin, özellikle örgüt iklimine yönelik olumsuz algıları bakımından bir risk grubu teşkil edebilecek meslek grubunda çalışanların iş doyumlarını artırmak için kurum içindeki ödül sisteminin yeniden düzenlenmesinin ve kadın çalışanlara pozitif ayrımcılık yapılmasının çalışanlarının iş doyumunu artırabileceği değerlendirilmiştir.

Impact of Organizational Climate

In search of a pleasant and productive environment, the restlessness of studying about organizational climate was generated - "What is it? And for what?" - in the current times, and highlight their contributions. The objectives were: (i) To study its representativeness; (ii) To know the factors that indicate where to start the observations regarding the organizational climate; (iii) To recognize that the organizational climate is an indicator of analyses of its own interactivity. The study is justified due to the attention that employees have been receiving from leaders in their work space in accordance with organizational guidelines, in a globalized context that due to its aspects identified post-modern perspectives according to Zygmunt Bauman (2011) who stated: "we are living in liquid times. Nothing has been done to last". These guidelines are the result of observations of a more demanding scenario based on the quality of services and development of labor, which contributes to accelerated production and, above all, dynamics. The research is characterized as bibliographic with an exploratory aspect, for the interaction of the problem with a qualitative proposal. The researches raised portray that the organizational climate is revealed from the impacts of attitudes of a set of behaviors that can come from the predominant culture in the organization, through the actions and reactions of the members (collaborators, members, individuals) of the staff and the way of leading. Therefore, managers and members should keep themselves updated regarding the design of attitudes and behaviors to sustain a satisfactory organizational climate. Within this premise, they should be aware of the behaviors that determine the impacts that influence behaviors, especially. It is also noted that the decision on the style of leadership developed exercises changes in the organizational climate that may arise in a positive or negative way depending on the expectations and interpretation of employees, through the manner of management of the leader.Â

PENGARUH IKLIM KERJA DAN KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASI PADA PEGAWAI BADAN PERTANAHAN NASIONAL KABUPATEN PASAMAN BARAT

This research was conducted at National Land Office West Pasaman. The purpose of this study is to find out: 1) The impact of Organizational Climate on Organizational Commitment, 2) The impact of Job Satisfaction on Organizational Commitment, 3) The impact of Organizational Climate and Job Satisfaction on Organizational Commitment. To get good estimate and interpretation of this study, the samples studied are 49 respondents. Data is collected through questionnaire, to measure quantitative variables with a Likert scale. The data analysis method applied is descriptive analysis and multiple linear regression using SPSS 16.0. The results of this study show the relationship between independent and dependent variable. And it can be explained that: (1) Organizational climate has positive and significant impact on organizational commitment at National Land Office West Pasaman, with regression coefficient of 1.101 and significant rate 0,000 (<0.05), (2) J ob satisfaction has negative impact and significant on organizational commitment at National Land Office West Pasaman, with regression coefficient of -0.171 and significant rate 0.002 (<0.05), (3) The independent variables simultaneously have positive and significant impact on organizational commitment, with regression coefficient of 177,956 and significant rate 0,000 (<0.05). R2 value indicates 88.6% and the remaining 11.4% is affected by other variables which are not discussed in this study. Keywords : Organizational Climate, Job Satisfaction, Organizational Commitment

The Impact of Organizational Climate on Organizational Conflict in ALmanaseer Industrial Complex: أثر المناخ التنظيمي على الصراع التنظيمي في مجمع المناصير الصناعي

This study aimed to measure the impact of organizational climate on organizational conflict in Almanaseer Industrial Complex. The study used descriptive and analytical methodology to deal with and classifying data, by designed and developed a questionnaire to be a study tool, in order to collect data from a study sample, then analyzed through the statistical Program Statistical Package for the Social Sciences (SPSS V.23). This study reached a number of results, the most important of which are: The study found that there is an impact of organizational climate dimensions (Leadership style, Communications, Participation in Decision Making) in organizational conflict in all if its dimensions (Role Ambiguity, Poor Cooperation, Individual Differences) at Almanaseer Industrial Complex. The study propose a few recommendations for Almanaseer Industrial Complex; Develop the current organizational structure in Almanaseer Industrial Complex to be a stand- alone integrated unit among all departments, which may contribute to meet and facilitate the needs of workers in the complex.

Marketization, Performative Environments, and the Impact of Organizational Climate on Teaching Practice in Business Schools

Marketization of higher education has emerged as a global trend in many countries, and in the UK, students are now paying among the highest tuition fees globally. Marketization is synonymous with p...

The Impact of Organizational Climate on Organizational Commitment

The positive organizational climate is one of the factors which affect employee's behavior. Studies in the organizational psychology and organizational behavior literature have shown that organizational climate and employee commitment are major factors to the organizational achievement. The purpose of this study was to inspect the relationship between organizational climate and employee's organizational commitment. The research come within reach of applied for this study was quantitative approach in nature. The target population of this study was nurses working in select private hospitals located at Hyderabad city. From the total population of the nurses working in government and private hospitals, three hundred and twelve nurses were selected as the sample of the study. The convenience sampling method was used to the respondents. The consistent questionnaires of organizational climate and organizational commitment were adapted and modified from previous standard questionnaire. The standardized questionnaires of organizational climate and organizational commitment were adapted and modified from previous standard questionnaire. To undertake the study, Questionnaires were distributed to six hundred nurses but, response from three hundred and twelve respondent's responses was found valid for analysis. The correlation between the welfare facilities and company prestige and synergistic work relationship is found to have strong association among all factors of climate and commitment. The outcome of the study indicates that organizational climate has a significant positive relationship with employees’ organizational commitment. All climate dimensions used in this study (Scope for Advancement, Grievance Handling, Monetary Benefits, Participatory Management, Objectivity and Rationality, Recognition and Appreciation, Safety and Security, Training and Education and Welfare Facilities) have significant positive relationship with organizational commitment.