Influence Of Organizational Climate Research Articles

The Influence of Size on Organizational Climate and Corporate Performance in the Nigerian Oil Industry.

The study examined the relationship between size and influence of organizational climate on corporate performance in the Nigerian oil industry. The sample for the study consisted of three hundred and eighty two (382) employees from seven randomly selected major oil companies in Nigeria. The study utilized both quantitative data (questionnaire) and qualitative data (interview). The spearman rank correlation coefficient and Multiple Regression Model using the Statistical Package for Social Sciences (SPSS) version 17 were utilized for the analysis of data. Our finding revealed a positive and significant relationship between size and the influence of organizational climate on corporate performance. Based on this finding, it was concluded that the prevailing size of the organizations had a significant positive effect on the organizational climate and corporate performance. The managerial implications of these findings were also discussed.

The impact of organizational climate on teachers’ job performance

Teachers’ job performance is the way in which a teacher behaves in the process of teaching and it is known to be related to teachers’ effectiveness. It is said that good performance of students depends upon effective teaching of their teachers. Thus, it is important to examine the factor that could enhance teachers’ job performance in school. The main purpose of this study was to examine the influence of organizational climate on teachers’ job performance. 37 secondary school teachers in the district of Klang participated in this study. They were selected based on simple random sampling. Data were collected using the survey method and were analyzed using descriptive statistic and inferential statistic. Based on the data collected, the findings showed that teachers in a se condary school were unable to carry out their tasks and the organizational climate in the school was unhealthy. The study also showed that organizational climate was found to be a significant factor that could affect teachers’ job performance. In terms of organizational climate dimensions, one aspect of principal’s leadership behavior and teachers’ behavior: thrust and hindrance were found to be critical factors in enhancing teachers’ job performance. The findings of this study have implications to the role of principal in exercising positive job behavior and do not over emphasize on paper work as it would benefit teachers’ classroom instruction and students’ academic achievement. Based on the findings, this study also provides recommendations for practices and future research.

DAMPAK IKLIM ORGANISASI TERHADAP KEPUASAN KERJA (Studi pada Karyawan Tetap di Polman Bandung)

The purpose of this research is to prove that employee’s perception of organizational climate caninfluence employee’s job satisfaction. The research was conducted on 100 permanent employees inPolman Bandung who has worked at least 5 years. Data analysis using path analysis to see how muchinfluence the independent variable that is organizational climate on dependent variable that is jobsatisfaction. The results showed that the influence of organizational climate on job satisfactionamounted 41,6%. The findings in this research strengthen other researches that shows that theorganizational climate affect the job satisfaction.

Sustainable Relations in International Development Cooperation Projects: The Role of Organizational Climate

The importance of the human side of project management to assess the success of international development project has not been fully considered yet. An analysis of the literature on the project success definition, focused on the success criteria and success factors, was carried out. The organization’s effectiveness, in terms of Relations Sustainability, emerged as a criteria integrating the time, cost, performance approach to define a project success. Based on previous research contributions on the factors influencing the organization’s effectiveness, the paper expands the analysis of the influence of Organizational Climate on the Relation Sustainability between project manager and project team involved in international cooperation for development. The statistical methods used include confirmatory factors analysis and structural equation modeling. The results carry implications for project management identifying five dimensions of Organizational Climate (trust, innovation, social cohesion, communication and job challenge) influencing Relations Sustainability. This finding suggests that Organizational Climate contributes to project success by creating trust, stimulating commitment and generating satisfaction to overcome conflicts between project manager and project team.

How Does Organizational Climate Influence The Ethical Behavior Of People In An Organization?

Litwin constructed a questionnaire to measure organizational climate. At the same time working independently, Tagiuri investigated how executives perceived the environment in which they functioned. Litwin and Tagiuri reached the same conclusion: organizational climate influences the behavior of people in an organization (McKenna, 1993, p 37).Litwin and Stringer (1968) developed an instrument to collect perceptions of organizational environment. They contended that realities of an organization are understood only as they are perceived by members of the organization (p.42). Litwin and Stringer defined organizational climate operationally as the sum of perceptions of individuals working in the organization (.p. 66) Climate, according to Litwin and Stringer, influences organizational decisions by creating certain kinds of beliefs about what kind of consequences will follow from various actions . (Litwin & Stringer 1968, p. 188) Of importance to this paper was their conclusion that organizational climate properties can be perceived by members of an organization and reported on by them on an appropriate questionnaire. (p. 187). This conclusion forms a critical assumption for this paper.The organizational work climate reviewed in this paper is based largel on the research conducted by Tagiuri, Litwin, and Sringer in 1968; Mauro in 1987; Victor and Cullen in 1987 and 1988; McKenna in 1993; Wyld in 1993; DAquila in 1997 and Forte in 2001.

A Study on the Influence of Organizational Climate on Knowledge-Sharing Behavior in IT Enterprises

The aim of our study was to further develop an understanding of organizational climate in organizational knowledge sharing. We first developed a research model in which three organizational climate factors (friendly relation, innovation and fairness) were combined with the social cognitive theory. After developing a measurement tool, we collected 142 effective questionnaires about developers from IT enterprises in south China, and examined and revised the research model by using confirmatory factoring analysis. We found that , in IT enterprises, organizational climate (friendly relations, innovation and fairness), self-efficacy and outcome expectations significantly contributed to in a staff's knowledge-sharing behavior, organizational climate had a indirect effect on knowledge-sharing behavior by impacting self-efficacy and outcome expectations, and self- efficacy significantly contributed to outcome expectations in knowledge sharing. According to study results, we finally provided some suggestions for IT enterprises to promote organizational knowledge sharing.

Impact of an online course on infection control and prevention competencies

This paper is a report of a study to examine the impact of an online course on nurses' and allied healthcare professionals' competency in infection prevention and control and the influence of organizational climate on knowledge transfer. Nosocomial infection, globalization, international travel and bacterial resistance are among the factors contributing to heightened awareness of the importance of infection prevention and control in today's healthcare environment. An online course in infection control was developed to facilitate the delivery of standardized training to large numbers of health providers. A quasi-experimental, pre-and post-test study using questionnaires and open-ended questions was conducted in 2006 with a convenience sample of 76 healthcare professionals, the majority of whom were Registered Nurses. Participants made statistically significant increases in their perceptions of competency in infection control following the course. The majority were very satisfied with the course and reported that what they had learned was useful and relevant to their practice. Participants who worked in supportive organizations that were open to change reported a higher incidence of knowledge transfer activities. Two course design features in particular, video and interactive quizzes and games, motivated learners and enhanced the learning experience. Online learning can provide ongoing, convenient and effective access to up-to-date information on best practices in infection control and prevention. This standardized delivery approach minimizes demand on limited training resources which are under strain and gives learners the opportunity to refresh 'rusty' infection control and prevention skills.

The influence of organizational climate on burnout among nurses

The purpose of this study was to construct an organizational climate scale for use in the nursing setting and examine the relationship between the organizational climate, burnout, and job situation. Staff nurses (n=151) employed at a hospital were administered the Japanese version of the Maslach Burnout Inventory for measuring burnout, a scale for measuring organizational climate and a scale for measuring job situations. Factor analysis identified five factors in the organizational climate scale: Positive climate, Authoritative climate, Support from matron, Burden on business, and Good communication. These factors, with the exception of the Authoritative climate, had fixed reliability levels. The correlation analysis between the organizational climate scores and job situation scores revealed that there were significant correlations among all the job situation variables and the Burden on business. In addition, multiple regression analysis revealed that emotional exhaustion could be explained by Good communication, Burden on business, and role ambiguity. Depersonalization could be explained by Positive climate and the Burden on business. However, accomplishments could not be explained by either organizational climate or job situation.

Assessing the maintenance unit of a nuclear power plant – identifying the cultural conceptions concerning the maintenance work and the maintenance organization

Various organizational accidents have indicated that the shared interpretations and experiences of the personnel concerning the work, the organization, and the associated risks are of crucial importance for the safety and effectiveness of the operations. These conceptions are an element of the organizational culture. The cultural conceptions should thus be studied and their contribution to the organizational safety and effectiveness should be assessed proactively. Nevertheless, organizational assessments often focus on either the general safety attitudes and/or values of the personnel, or formal organizational structures and the official practices. In this article a case study is reported that was carried out in a Nordic nuclear power plant maintenance unit. We will illustrate how the employees in the organization construct their work, their organization and the demands of the maintenance task. We focus on explicating and assessing the cultural conceptions prevalent in the maintenance organization. Our aim is to illustrate how the cultural conceptions and organizational practices, tools and the organizing of the work and the organizational climate influence each other, and how they relate to the demands of the maintenance work. The principal methods utilized in the case study were organizational culture questionnaire (CULTURE), semi-structured interviews, group working, and personnel development seminars.

Influence of organisational climate and locus of control on job satisfaction and turnover intentions

This study examined the influence of perceived organisational climate and locus of control on job satisfaction and turnover intentions of commercial bank workers in Benin, Edo State, Nigeria. To determine this, a 2X2 ANOVA was used to analyse the data. Results from a field study of 200 employees of 25 commercial banks randomly selected support the role of perceived organisational climate and locus of control on job satisfaction. The two variables also interacted to influence job satisfaction. However, only perceived organisational climate influenced turnover intentions. The results of this study suggest that when employees perceive that their organisational climate is favourable, their job satisfaction is increased. This may explain why bank employees have lower intention to quit as a result of their belief that their organisations value and consider them very important.IFE PsychologIA Vol. 13(2) 2005: 102-113

The Influence of Organizational Climate on Detention Officers' Readiness to Use Force in a County Jail

Jails are coercive organizations in which the use of force, or threatened use of force, in the control of inmates is a regular occurrence. Yet, with few exceptions, little attention has been paid to detention officers and their use of force against inmates. The present study explores use of force in the correctional setting, incorporating organizational climate variables as primary predictors of a detention officer's expressed readiness to use force against inmates. This analysis is based on a survey of all detention officers in Maricopa County, Arizona. Eight scales measuring a detention officer's perception of three dimensions of the organizational climate test the hypotheses that perceptions of climate have a direct effect on a detention officer's readiness to use force and that these observed effects remain statistically significant when individual characteristics of the officer are controlled. Results of the analysis confirm these hypotheses, indicating that expressed readiness to use force is influenced differentially by the three dimensions of climate and that individual characteristics of officers do not affect the expressed readiness to use force.

Sex Discrimination in Hiring: The Influence of Organizational Climate and Need for Approval on Decision Making Behavior

It was hypothesized that an organization's climate could inhibit or encourage discriminatory behavior, and that subjects' need for approval would interact with climate to influence their decisions. One hundred and sixty-one male business students read one of two sets of materials intended to manipulate company climate, and then evaluated a fictitious resume of a male or female applicant for a managerial position within the company. Decisions regarding hire, salary, applicant fit with the company, and anticipated longevity were dependent measures. The hypothesis regarding organizational climate received partial support. In a discriminatory climate women applicants were evaluated less favorably than men in terms of likelihood of hire and degree of fit between the applicant and the organization. Although not statistically significant, a similar pattern of results was obtained on the salary measure and on the measure of applicant predicted longevity. Contrary to expectations, approval motivation was not related to the dependent measures.