Influence Of Organizational Climate Research Articles

The Influence of Organizational Climate on Individual Creativity and Individual Innovative Behavior in Healthcare Settings

The study aims to investigate the influence of organizational climate (OC) on individual innovative behavior (IIB) and examine the role of individual creativity (IC) as mediation in the concstruction of proposed relationships. This study involved 88 healthcare worker at Klungkung General Hospital. Data were collected using a 5-point Likert scale. The sampling method employed was non-probability based predefined criteria. Data analysis was done through a structural equation moedel (SEM) using Smart-PLS. The result indicate that OC and IC positively and significantly impact IIB. Additionaly, OC has a positive and significant impact on IC. Meanwhlie, IC acted as a partial mediation in the relationship between OC on IIB. Research on the impact of organizational climate on individual creativity and individual innovative behavior has primarily centered around the private sector. However, the organizational climate within public service entities, especially in healthcare, remains relatively unexplored. This presents a significant knowledge gap that merits further investigation. This research serves as a reference for formulating policy recommendations by hospital management regarding policies aimed at promoting an organizational climate that supports individual creativity and individual innovative behavior.

HOW ORGANIZATIONAL CLIMATE AFFECTS THE JOB SATISFACTION

Employee job satisfaction is crucial for organizational success and productivity. The organizational climate, comprising factors such as leadership styles, communication patterns, and organizational culture, plays a significant role in shaping employee perceptions and experiences within the workplace. This thesis explores the relationship between organizational climate and job satisfaction, aiming to provide insights into how organizational factors impact employee satisfaction levels. Through a comprehensive review of existing literature and empirical research, this study examines the various dimensions of organizational climate and their influence on job satisfaction. The research methodology involves surveys and interviews conducted within diverse organizational settings to gather data on employees' perceptions of the organizational climate and their levels of job satisfaction. The findings reveal a strong correlation between positive organizational climates characterized by open communication, supportive leadership, opportunities for growth and development, and high levels of job satisfaction among employees. Conversely, negative organizational climates marked by ineffective communication, autocratic leadership, and a lack of recognition and reward systems are associated with lower levels of job satisfaction and increased turnover rates. Furthermore, this thesis investigates the mediating role of factors such as employee engagement, organizational commitment, and perceived fairness in the relationship between organizational climate and job satisfaction. Understanding these underlying mechanisms can provide organizations with actionable insights to enhance employee satisfaction and foster a positive work environment. Organizational climate plays a pivotal role in shaping employees' perceptions, attitudes, and overall job satisfaction within an organization. This master's thesis aims to delve into the intricate relationship between organizational climate and job satisfaction, focusing on understanding how various dimensions of organizational climate influence employees' satisfaction levels. The research methodology employed in this study involves a mixed-methods approach, utilizing both quantitative surveys and qualitative interviews to gather comprehensive data.

The Influence Of Organizational Climate, Training, And Compensation On Employee Job Satisfaction In The Dgt Regional Office, North Sumatra

This exploration expects to determine the impact of an authoritative environment, prepare and pay somewhat, and at the same time, fulfill representative work at the DJP North Sumatra I Provincial Office. The examination was led at the North Sumatra I DJP Provincial Office Jalan Sukamulia No. 17A Medan, with a population of 145 individuals and an exploration test of 59 individuals. Information assortment was completed through meetings, polls and documentation. The information examination procedure utilized was a different relapse investigation involving the IMB Measurements for Item and Administration Arrangement (SPSS) PC program adaptation 24. In light of the aftereffects of the examination, it was found that the authoritative environment affected work fulfillment for representatives of the North Sumatra Local Office of DJP I. This was upheld by the consequences of the examination, t count < t-table (0.955 < 2.004) at n = 59 at the 95% importance level. Preparing affects the work fulfillment of representatives of the North Sumatra Provincial Directorate General Office I; this is upheld by the examination of t count > t-table (2.662 > 2.004) at n = 59 at an importance level of 95%. Pay significantly affects the work fulfillment of representatives at the North Sumatra Local Directorate General Office I; this is upheld by the examination of t count > t-table (3.655 > 2.004) at n = 59 with an importance level of 95%. F-count esteem > F table (18.016 > 2.78) This expresses that together (differently), there is a positive and huge impact of the hierarchical environment, preparing and pay on the work fulfillment of representatives of the North Sumatra Provincial Office of DJP.

The Influence of Organizational Climate and Market Orientation on Business Performance with Financial Literacy and Csr as Mediation in MSMES in Malang City

Purpose: This study aims to describe the effect of organizational climate and market orientation on the performance of MSME businesses. Theoretical framework: In addition to financial literacy and corporate social responsibility (CSR) activities provided by the company seen as a mediating variable that has a significant effect on the previous relationship. Design/methodology/approach: This study uses a quantitative approach and to business people in the souvenir center in the Greater Malang area as many as 102 samples. Path data analysis is used with the help of Smart PLS. Findings: The results of research on organizational climate and market orientation are important drivers in improving MSME business performance. Furthermore, mediation through financial literacy and corporate CSR supports a significant relationship between organizational climate and market orientation towards improving their business performance. Research, Practical & Social implications: Organizational climate and market orientation are good variables and are a driving force for improving the performance of MSME businesses. Originality/value: This research is original. Carried out in Indonesia for MSMEs that are developing their business with a more modern pattern to achieve maximum performance through an organizational climate and market orientation supported by good financial literacy.

Influence of organisational climate on public service employee physical health.

The working conditions in the South African public service, notably its challenging environment, pose significant threats to the physical health of employees. Calls exist in understanding how this can be addressed. The study investigated the predictors of physical health, accounting for the role of organisational climate and decent work. The study was conducted in Bisho in the Eastern Cape province of South Africa. An instrument was administered through a survey using a sample of 289 respondents. Descriptive and inferential statistics were used to test the hypothesised relationships. No significant direct effect existed to show that the sounder an organisational climate, the better the physical health of employees will be (β = -0.014, t = -0.199, p = 0.843, 95% confidence interval [CI] [-0.153 to 0.125]). However, statistically significant evidence existed to show that the more focus on promoting decent work, the better the physical health of employees will be (β = 0.463, p = < 0.001, 95% CI [0.258 to 0.668]). Finally, decent work has a full mediating effect on the relationship between organisational climate and employee physical health (β = 0.105, 95% CI [0.054 to 0.167]). Public service organisations need to pay attention to the role of its climate and decent working conditions in promoting employee physical health. Interventions are needed centered on improving decent work and the organisational climate as identified predictors of employee physical health.

Nexus of Leadership Style, Organizational Climate, Motivation and OCB in Jordanian Telecommunications

Purpose: This study aims to explore the relationships between leadership style, organizational climate, motivation, and organizational citizenship behaviors (OCB) among lower and middle-level employees in Jordanian telecommunications companies. The primary goal is to investigate how leadership style and organizational climate influence OCB, with motivation serving as an intermediary variable. By examining these interrelationships, the research seeks to provide insights into the factors shaping employee behaviors and performance within organizational settings. Methods: A random sample approach was utilized to select 450 employees from three Jordanian telecommunications companies. Self-completed questionnaires were distributed via email to the respondents during the latter half of 2021, resulting in 350 usable responses for analysis. Smart PLS 3.0 software was employed to test the interrelationships between leadership style, organizational climate, motivation, and OCB. The study utilized structural equation modeling (SEM) techniques to examine the direct and indirect effects of the variables of interest. Results and discussion: The findings reveal significant relationships between transformational leadership, transactional leadership, organizational climate, motivation, and OCB among employees in the telecommunications sector. Specifically, transformational and transactional leadership styles, as well as organizational climate, were found to significantly influence both motivation and OCB. The analysis also supported three hypotheses on the mediation effects of motivation. These results contribute to a deeper understanding of the complex dynamics driving employee behaviors and performance within organizational contexts. Implications of the research: The research findings carry implications for organizational leaders, managers, and policymakers seeking to enhance employee engagement, performance, and organizational citizenship behaviors. By recognizing the influence of leadership style and organizational climate on motivation and OCB, organizations can develop strategies to foster a positive work environment and cultivate a culture of proactive employee behaviors. The study underscores the importance of aligning leadership practices and organizational climate with motivational factors to promote desirable outcomes and organizational effectiveness. Originality/value: This study contributes to the literature by providing insights into the relationships between leadership style, organizational climate, motivation, and OCB within the context of Jordanian telecommunications companies. The examination of these interrelationships offers a unique perspective on the factors shaping employee behaviors and performance. Moreover, by exploring the mediating role of motivation, the study advances our understanding of the mechanisms through which leadership and organizational factors influence employee engagement and citizenship behaviors. The research adds to the body of knowledge on organizational behavior and provides practical implications for fostering a positive workplace environment and enhancing organizational effectiveness.

Pengaruh Pengawasan Controller dan Iklim Organisasi Terhadap Produktivitas Kerja Staf Ground Handling PT Avia Citra Dirgantara Malang

The aim of this research is to determine the influence of controller supervision on the work productivity of ground handling staff, to determine the influence of organizational climate on the work productivity of ground handling staff, to find out how much influence controller supervision and organizational climate have on the work productivity of ground handling staff at PT. Avia Citra Dirgantara Malang. The research was conducted on 1 August 2023 – 30 September 2023 at PT. Avia Citra Dirgantara Malang. This research uses quantitative methods by collecting data using questionnaires. The quantitative methods used are validity, reliability, multiple regression, t test, f test, and coefficient of determination tests. The research was conducted at PT. Avia Citra Dirgantara Malang. The results of research based on Tcount results carried out using SPSS software show a Tcount value of 9.635 which is greater than Ttable 1.987 and a significant value of 0.000 which can be interpreted as that controller supervision has a positive effect on the work productivity of PT ground handling staff. Avia Citra Dirgantara Malang. Based on the results, Tcount is -3.582 which is greater than Ttable 1.987 and a significant value of 0.001 which can be interpreted as meaning that the organizational climate has no effect on the work productivity of PT ground handling staff. Avia Citra Dirgantara Malang. Based on the results of the F test, it shows that statistical calculations show a significant P value of 0.000 &lt; 0.05, which means that controller supervision and organizational climate can jointly influence the work productivity of ground handling staff at PT. Avia Citra Dirgantara.

Transformational In Teacher Creativity

The researcher's aim in raising this theme is to obtain information about how much influence transformational leadership has on teacher creativity in the organization (school). The targets studied by researchers were 290 State Civil Apparatus/ Aparatur Sipil Negara (ASN) teachers in Cibitung District State Elementary Schools with a total of 38 schools. Researchers used a significance level of 5% because of the large number of samples in the Cibitung District. This research also used multistage random sampling because the State Civil Apparatus (ASN) was not evenly distributed in each school. The results of this research show that (1) there is an influence of transformational leadership on teacher creativity, (2) there is an influence of organizational climate on teacher creativity, and (3) there is an influence of transformational leadership on organizational climate.

Pengaruh Iklim Organisasi Dimediasi Work Engagement terhadap Kinerja Karyawan PT Ciriajasa Cipta Mandiri Jakarta Selatan

The Influence of Organizational Climate Mediated by Work Engagement on Employee Performance at PT. Ciriajasa Cipta Mandiri. This research aims to find out whether Organizational Climate can influence the performance of Work Engagement mediation found in Employee Performance at PT Ciriajasa Cipta Mandiri. With quantitative research methods, the population and sample are saturated. The sample used in this research was 205 respondents. The results of this research explain that organizational climate variables have a positive and significant effect on Work Engagement. Because Organizational Climate has a value of (T statistics 21.565 &gt; T table 1.65) and (P Value 0.000 &lt; 0.05). So the direct influence of the Organizational Climate variable on Work Engagement is proven to be significant and stated to be full. The organizational climate variable has a negative effect on job satisfaction. The Work Engagement variable has a positive and significant effect on employee performance. The researcher realizes that this research has shortcomings and limitations, however, the researcher hopes that this research can be useful for the parties involved in this research. This research can be used to expand knowledge and complete the literature regarding the Influence of Organizational Climate Mediated by Work Engagement as an Intervening Variable in PT. Ciriajasa Cipta Mandiri.

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.

Peran Mediasi Komitmen Organisasional, Kepuasan Kerja: Pengaruh Iklim Organisasi Terhadap Kinerja Karyawan

Every organization will always be required to be able to create a conducive organizational climate to achieve the expected quality of performance. To achieve this, good human resource management is required and of course also always paying attention to factors that can be influential in achieving maximum employee performance, in accordance with the goals set by the organization. The variables of job satisfaction and organizational commitment are often tested as mediating factors in the influence of organizational climate on employee performance. The aim of this research is to examine and analyze the mediating role of organizational commitment and job satisfaction in the influence of organizational climate on employee performance. This research used a cross sectional method with 78 respondents from PT employees. Hariqu Mulya Sejahtera is located in the city of Ponorogo, East Java. Once collected, the data is processed and analyzed with the help of Smartpls 4.0 software. The research results show that (1) organizational commitment does not mediate the influence of organizational climate on employee performance (2) Job satisfaction mediates the influence of organizational climate on employee performance

The influence of organisational climate on organisational silence: a comparison of public and private organisations in Turkey

The influence of organisational climate on organisational silence: a comparison of public and private organisations in Turkey

Pengaruh Iklim Organisasi Terhadap Produktivitas Kerja Pegawai Di Sekretariat Daerah Kota Bandung

The purpose of this research is to examine the simultaneous and partial influence of organizational climate on employee work productivity. The organizational climate studied includes the dimensions of structure, communication flow, responsibility, respect for human resources as well as rewards and sanctions. The sample is employee staff who are registered as Civil Servants totaling 128 people spread across 8 sections. The data collection instrument used was a questionnaire using a Likert scale. The data obtained were analyzed using simple linear regression analysis. The results of the study stated that there was an influence of organizational climate on the work productivity of employees at the Regional Secretariat of the City of Bandung. The simultaneous influence of organizational climate on employee work productivity is 54.3%.

The Relationship between Organizational Climate, Work Motivation, Job Satisfaction, and Teacher Performance in the MIS Teachers of Batangkuis Subdistrict, Deli Serdang Regency

&#x0D; &#x0D; &#x0D; This research aims to determine: 1) The direct influence of organizational climate on job satisfaction of MIS teachers in Batangkuis Subdistrict, Deli Serdang Regency; 2) The direct influence of work motivation on job satisfaction of MIS teachers in Batangkuis Subdistrict, Deli Serdang Regency; 3) The direct influence of organizational climate on the performance of MIS teachers in Batangkuis Subdistrict, Deli Serdang Regency; 4) The direct influence of work motivation on the performance of MIS teachers in Batangkuis Subdistrict, Deli Serdang Regency; 5) The direct influence of job satisfaction on the performance of MIS teachers in Batangkuis Subdistrict, Deli Serdang Regency. The research method used is quantitative research, which is based on the positivist philosophy and is used to study a specific population or sample. The sampling technique is generally done randomly, and data collection uses research instruments. Data analysis is quantitative/statistical in nature, with the aim of testing the established hypotheses. The analytical approach used in this research is path analysis, which examines causal relationships. This research also employs correlational studies by examining variables. The research findings are as follows: 1) There is a direct influence of organizational climate on job satisfaction. This indicates that a conducive organizational climate leads to an increase in job satisfaction among MIS teachers in Batangkuis Subdistrict, Deli Serdang Regency. 2) There is a direct influence of work motivation on job satisfaction. This shows that an increase in work motivation among teachers results in increased job satisfaction among MIS teachers in Batangkuis Subdistrict, Deli Serdang Regency. 3) There is a direct influence of organizational climate on teacher performance. This indicates that a conducive organizational climate leads to an improvement in the performance of MIS teachers in Batangkuis Subdistrict, Deli Serdang Regency. 4) There is a direct influence of work motivation on teacher performance. This shows that the level of work motivation among teachers results in an improvement in the performance of MIS teachers in Batangkuis Subdistrict, Deli Serdang Regency. 5) There is a direct influence of job satisfaction on teacher performance. This indicates that an increase in job satisfaction among teachers leads to an improvement in the performance of MIS teachers in Batangkuis Subdistrict, Deli Serdang Regency.&#x0D; &#x0D; &#x0D;

Peran Organizational Citizenship Behavior Memediasi Iklim Organisasi terhadap Kinerja Pegawai

Every organization or agency needs human resources to achieve its goals. In realizing these goals, performance is something that needs to be paid attention to by the organization or agency. Performance is related to several aspects such as organizational climate and organizational citizenship behavior. The purpose of this research is to test the influence of organizational climate on employee performance, test the influence of organizational climate on organizational citizenship behavior, test the influence of organizational citizenship behavior on employee performance, and test the influence of organizational climate on employee performance with organizational citizenship behavior as an intervening variable. The population in this study were Civil Servants of the Purworejo Regency Environment and Fisheries Service. The sampling technique in this research used saturated samples and a sample of 91 respondents was obtained. The data collection instrument uses a questionnaire and answers are assessed using a Likert scale. To determine the accuracy of the measurements and the stability of the questionnaire parameters, a validity and reliability test was first carried out. Data analysis using the SmartPLS 3.0 for Windows tool. The results of this research show that organizational climate has a positive effect on employee performance, organizational climate has a positive effect on organizational citizenship behavior, organizational citizenship behavior has a positive effect on employee performance, and organizational citizenship behavior mediates the effect of organizational climate on employee performance.

Perceived Organizational Support in Mediating Organizational Climate and Workplace Conflict Against Workplace Deviant Behavior in Type D Hospitals in Konawe Kepulauan

The purpose of this study is to explain the effect of organizational climate and workplace conflict on workplace deviant behavior through perceived organizational support at Konawe Kepulauan General Hospital. Data collection using survey methods and online questionnaires. The population in this study were Type D Hospital employees in Southeast Sulawesi. Test the instrument for the validity of the questions and reliability as well as data analysis using the partial least squares - structural equation modeling (SEM) method. The results of this study show that there is a negative influence of organizational climate and a positive effect of workplace conflict on workplace deviant behavior. Organizational climate and workplace conflict are mediated by perceived organizational support for workplace deviant behavior. Suggestions from this study are that it is necessary to focus group discussions to create mutual trust, choose leaders who are capable in managing differences of opinion and monitor periodic evaluations.

PENGARUH IKLIM ORGANISASI DAN EFIKASI DIRI TERHADAP DISIPLIN KERJA GURU SDN DI KECAMATAN CIBINONG KABUPATEN BOGOR

Teacher work discipline is expected to be able to give maximum contribution in the education process in schools. The results of observations at SD N in the Cibinong sub-district, Bogor Regency. The purpose of this study was to determine the influence of organizational climate and self-efficacy on the work discipline of elementary school teachers in Cibinong District, Bogor Regency. The research design is a survey research with an explanatory research approach, with the independent variables being organizational climate and self-efficacy on the variables of teacher work discipline. The population is all SDN ASN teachers in the Cibinong sub-district totaling 179 people. All populations are samples and respondents. Data collection techniques using questionnaires containing questions in the form of data analysis was carried out using multiple linear regression analysis techniques using SPSS 27. The results showed that organizational climate had a significant effect on the work discipline of SDN teachers in Cibinong District, Bogor Regency, indicated by a correlation of 0.318. That is, the better the organizational climate, the higher the work discipline. Self-efficacy has a significant effect on the work discipline of SDN teachers in Cibinong District, Bogor Regency, as shown by a correlation of 0.565. This means that the higher the teacher's self-efficacy, the higher the teacher's work discipline. Organizational climate and self-efficacy together have a significant effect on the work discipline of SDN teachers in Cibinong District, Bogor Regency, as indicated by the results of the Fcount &gt; Ftable or sig 0.00 &lt; 0.05, with the contribution of the organizational climate variable and early efficacy on work discipline of The remaining 98% is influenced by other factors.

The Mediating Role of Job Stress Between Organizational Climate and Work Alienation Among Nurses in Emergency Departments: A Cross-sectional Study.

Nurses suffer a certain degree of work alienation (a psychological state in which employees feel separated from their jobs because the jobs do not meet the needs of employees or do not match their expectations). It is necessary to identify predictors of work alienation and find effective interventions. To explore the influence of organizational climate and job stress on work alienation among nurses in emergency departments. This was a cross-sectional study conducted from June to August 2022. A convenience sampling method was adopted to invite 342 nurses from emergency departments in 12 tertiary public hospitals in 4 cities in China. Data were collected using self-reported questionnaires on organizational climate, job stress, and work alienation. Path analysis implemented by IBM AMOS 21.0 was used to explore the associations among organizational climate, job stress, and work alienation. Job stress can positively affect work alienation among nurses in emergency departments (β = 0.44, P < .01). Organizational climate can directly and negatively affect work alienation (β = -0.33, P < .01); it can also negatively and indirectly affect work alienation through job stress (β = -0.20, 95% confidence interval: -0.252 to -0.146). Job stress partially mediated the effect of organizational climate on work alienation among nurses in emergency departments. The findings provided a valuable perspective on predictors of work alienation among emergency department nurses.

The effect of organizational justice on young nurses’ turnover intention: The mediating roles of organizational climate and emotional labour

AimThis study aims to explore the effect of organizational justice on young nurses’ turnover intention and the roles of organizational climate and emotional labour in this relationship. BackgroundThe shortage of nursing resources has become a growing problem in countries worldwide. As the main representatives of the nursing force, young nurses have high turnover intentions, which aggravates the possibility of nursing shortages. As an important variable affecting the turnover intention of young nurses, the mechanism underlying the impact of organizational justice should be studied in depth. DesignA descriptive cross-sectional design was employed. MethodsFrom November to December 2022, an online questionnaire survey was conducted among 1160 young clinical nurses from 5 hospitals in Henan Province, China. The scales used in this study include the organizational justice scale, the turnover intention scale, the organizational climate scale and the emotional labour scale. AMOS 26.0 was used for model drawing and mediation path testing, and SPSS 25.0 was used for data analysis. This study complies with the STROBE Statement of Observational Studies. ResultsIn general, the young nurses surveyed had high turnover intentions (14.82+/-4.44). Organizational justice has a negative predictive effect on young nurses’ turnover intention (r = −0.465, P＜0.01). Organizational climate and emotional labour play a chain mediating role in the relationship between organizational justice and young nurses’ turnover intention (β = −0.051). ConclusionsOrganizational justice is significantly related to the turnover intention of young nurses, and organizational climate and emotional labour play a chain mediating role in the relationship between organizational justice and turnover intention. Therefore, nursing managers should pay attention not only to organizational justice but also to the influence of organizational climate and emotional labour on the turnover intention of young nurses.

Relationship between Organizational Climate and Service Performance in South Korea and China

Both South Korea and China have collective cultures; however, there are significant differences in employee behavior due to cultural, economic, and environmental factors. This study explores the influence of organizational climate on employee innovative behavior and service performance using a competitive value model, as well as the mediating effects of social capital and organizational silence. Adopting the interpersonal relationship, rational goal, and internal process approaches, it focuses on three aspects: supervisory support, pressure to produce, and formalization. A total of 773 valid questionnaires were collected from four- and five-star hotels in South Korea and China, and the data were analyzed using SPSS and AMOS. The results showed that supervisory support and pressure to produce positively affected employee social capital, thereby affecting their service performance. Formalization positively affected organizational silence and negatively affected employees’ innovative behaviors. This study confirmed the mediating effects of social capital and organizational silence in the organizational environment. The positive effects of supervisory support and pressure to produce on social capital were similar in South Korea and China. However, among the effects of organizational silence, Korean employees were more likely to benefit from formalization. This study identified the differences in organizational climate and organizational performance between South Korea and China and provides implications for enterprises’ sustainable development.