Organizational Climate Research Articles

If you fit, you commit? The relationship between the organizational climate and employees’ commitment: the moderating role of the person-environment fit

PurposeBased on the theory of organizational socialization, this article broadens the knowledge in the field of organizational commitment by determining the relationship between the organizational climate (OC) and the employees’ commitment, as well as the moderating role of the person-environment (P-E) fit.Design/methodology/approachWe conducted quantitative research using three psychometric questionnaires. We investigated a large sample (N = 1,032) of employees hired in Poland.FindingsWe found strong relationships between the OC, the employees’ fit and their commitment. Moreover, both supplementary and complementary fit significantly moderated the relationships between the majority of climate dimensions and, especially, affective commitment. Interestingly, highly fitted employees with longer tenure showed a stronger relationship between material climate dimensions and commitment compared to similarly fitted newcomers, for whom the most important were relationships with co-workers and superiors.Research limitations/implicationsWe analyzed only a subjective fit among employees working in Poland. Although it was beneficial for developing the OC knowledge of non-American sample, the results require cautious generalization.Practical implicationsAssessing a candidate’s fit with the organization through detailed interviews, behavioral questions or practical tasks during the selection process can improve candidates' and employees’ P-E fit. A better fit can increase commitment, even if the OC or other factors are not perfect. Socialization tactics aimed at strengthening the fit can facilitate better alignment with the climate and higher commitment among employees with longer tenure.Originality/valueThis study is the first to empirically verify the moderating role of the P-E fit on the relations between OC and organizational commitment. It also considers the comparison between more experienced employees and newcomers.

Organizational well-being in a healthcare facility in Tuscany

Abstract Introduction Organizational climate assessment provides crucial insights into work life across sectors. While corporate culture evolves gradually, the organizational climate promptly reflects employees’ mood, motivation, enthusiasm, and perception of the work environment. This study aims to analyze the organizational well-being in a healthcare facility in southeast Tuscany to reveal both successful areas and critical issues within the organization. Methods Data on gender, age, tenure, qualification, and contract type were collected anonymously. Organizational climate was assessed using a Likert scale (1-10), covering workplace safety, stress, fairness, discrimination, career development, relationships, belonging, and other perceptions. STATA was used to conduct this analysis. Results Twenty-nine participants included 55.3% male, averaging 45.3 years. Thirty-one percent had less than 5 years of tenure, with only 14% in managerial roles. Workplace safety perception varied: 58% moderately safe, 20% unsafe, and 20% highly insecure. Bullying was reported by 14.3%, while 17.6% found compensation fully appropriate. Merit and career opportunities were unrelated for 65.5%, and 48.2% found their role aligned with their profile. Fifty-five percent felt part of a team, and 27.5% perceived good integration. Company rules were clear for 93%, but 34.5% considered changing companies, while 55.1% were satisfied. External user perception was positive at 58.5%. Conclusions The analysis identified positive aspects and areas for improvement in workplace well-being. Safety and fairness in job allocation were well-received, with room for improvement, mostly in promotion transparency. Colleague relationships were positive, emphasizing the importance of transparent communication and employee engagement in building trust and participation. These findings can guide the development of targeted interventions to enhance organizational well-being, fostering employee satisfaction and efficiency. Key messages • The evaluation of organizational climate in this healthcare facility revealed a variety of employee perceptions, highlighting strengths and areas for improvement in workplace well-being. • Enhancing transparency and communication regarding merit-based promotions within the organization is necessary to foster employee trust and engagement.

The influence of post-traumatic stress on the intention to leave among Korean child welfare workers

Abstract Background and aims Previous research have highlighted the challenges faced by social workers who are exposed to traumatic events, such as client violence, and vicarious traumas. These experiences often lead social workers to leave their agencies. However, it is commonly assumed that child welfare workers are immune to such experiences as they primarily work with non-violent children. This study aims to investigate whether post-traumatic stress among Korean child welfare workers influences their intention to leave, and whether peer support and organizational culture mediate this relationship. Methods A total of 246 participants were recruited in 2021 through purposive sampling. Due to the ongoing Covid-19 pandemic, a self-administered online survey method was employed. Only workers who reported direct and/or indirect traumatic experiences at their workplaces were included in the final analysis. Structural equation modeling was utilized to examine the relationships among variables in this study. Results While organizational culture had a partial mediating effect in the relationship between post-traumatic stress and intention to leave, peer support did not show a significant effect. This suggests that fostering a supportive organizational climate may be crucial in reducing work-related stress, including post-traumatic stress. It also highlights the need for social work administrators to actively promote such climates to prevent turnover within the child welfare workforce. Discussion and conclusions The findings of this study suggests that child welfare organizations can take proactive measures to address this issue. Creating a supportive organizational culture that fosters resilience and provides resources for coping with post-traumatic stress is crucial. Organizations may explore additional strategies for reducing workforce turnover, which will have negative effects on their clients and organizations as well. Key messages • Fostering a supportive organizational climate may be crucial in reducing work-related stress, including post-traumatic stress. • Child welfare organizations may explore additional strategies for reducing workforce turnover, which will have negative effects on their clients and organizations as well.

Investigating The Factors Influencing Employees’ Psychological Capital and Mental Well-Being At Multinational Companies (MNCs) in Beijing

This study utilizes the job demands-resources model to examine the relationship between job resources (like organizational climate, co-worker support, authentic leadership, knowledge diversity, and work-life support practices), burnout, psychological capital, and mental health among employees at multinational companies in Beijing. An online survey was filled out by 173 people, and the data were analyzed with PLS-SEM. The results suggest that authentic leadership and work-life support practices had no impact on psychological capital, whereas a positive work environment, helpful co-workers, and a broad range of expertise did. In addition to having direct effects on mental health, psychological capital also indirectly affects mental health through burnout. This study adds to the current literature by examining the mental well-being of employees working for multinational firms in Beijing.

The Corrosive Effect of School Administrators as Toxic Leaders on Teacher Accountability

Purpose: To examine teachers' views on the corrosive effect of toxic leadership behaviours of school administrators on teacher accountability. Design/Methodology/Approach: The study group of this research, which uses phenomenology as a qualitative research design, was selected using maximum variation sampling method, which is a type of purposive sampling. This group consists of 20 teachers working in 10 public schools in the central district of Isparta. Data were collected from the teachers through a semi-structured interview form. The collected qualitative data were subjected to contextual analysis through MAXQDA software and visualised. The findings show that the majority of teachers reported that toxic leadership has a detrimental effect on teacher accountability. Findings: Toxic leaders, characterised by behaviours such as micromanagement, lack of empathy, and aggressive communication, were found to cause teacher demotivation, alienation, and professional burnout. In addition, toxic leaders erode teacher accountability by creating a negative and insecure organisational climate. Highlights: Toxic leadership behaviours of school administrators are a critical factor that significantly affects teacher accountability. The various dimensions of this impact are as follows: Decreased teacher motivation, psychological safety and job satisfaction, decreased performance and productivity, impeded professional development, stress and burnout. In addition to these, toxic leadership has a negative impact on school climate. A negative school climate leads to a decrease in teachers' willingness to cooperate and be accountable. This can also negatively impact student achievement because lack of co-operation and support among teachers reduces the quality of education. Therefore, it is important for school administrators to exhibit more positive and supportive leadership behaviours to increase teachers' motivation and strengthen their accountability.

The Influence of Organizational Climate and Motivation on Employee Performance at The District Health Office Garut

The purpose of this study was to determine and analyze (1) organizational climate; (2) work motivation; (3) employee performance; (4) the effect of organizational climate and motivation on employee performance at the Garut Regency Health Office, both simultaneously and partially. The method used in this research is in accordance with the expected objectives, namely descriptive and verification methods. The unit of analysis in this study was the employees of the Garut Regency Health Office, with a sample of 51 people and the analysis method used is frequency distribution and path analysis. Based on the results of the analysis, it is found that the Organizational climate at the Garut Regency Health Office is quite conducive; employees of the Garut Regency Health Office have a high level of motivation; employees of the Garut Regency Health Office have a high performance. Employees of the Garut Regency Health Office have a fairly high performance and organizational climate and motivation affect the performance of employees of the Garut Regency Health Office. However, when viewed partially, it turns out that organizational climate is more dominant in influencing employee performance than motivation. Organizational climate dominantly influences employee performance rather than motivation, therefore the Garut Regency Health Office is required to prioritize improvements in the organizational climate of employees by carrying out continuous bureaucratic reform.

Exploring Organisational Agility's Impact on Nurses' Green Work Behaviour: The Mediating Role of Climate Activism.

To examine the relationship between organisational agility and nurses' green work behaviour and to assess how climate activism mediates this relationship. Understanding this relationship is crucial for promoting sustainable practices in healthcare. A cross-sectional research design was employed. This approach was chosen to examine how organisational agility and climate activism simultaneously influence green work behaviour in the present context, providing a snapshot of their synergistic interactions. This study was conducted in 2024 at eight hospitals in Egypt, with a total of 781 nurses conveniently selected for participation. Data were collected using validated instruments: the Agility Survey, Employee Green Behaviour Scale and Environmental Action Scale. Correlation and path analyses were utilised to test the study hypotheses. Nurses reported moderate levels of organisational agility, climate activism and green work behaviour. Statistically significant positive correlations were found between organisational agility, climate activism and green work behaviour. Organisational agility and climate activism emerged as significant predictors of green work behaviour, with climate activism acting as a partial mediator between organisational agility and green work behaviour. This study contributes to the growing body of knowledge on fostering sustainable nursing practices as results indicate that agile organisations, which embrace flexibility and nurse-led climate initiatives, are better positioned to promote sustainable behaviour. Practical strategies include selecting nurses with high climate literacy, designing agile working strategies and promoting eco-conscious behaviours. Nurse leaders should develop policies that integrate climate initiatives into everyday practice to enhance green work behaviour. The healthcare sector faces increasing environmental challenges, making it crucial to foster green work behaviour. Our study addresses a gap in the literature by revealing that organisational agility and climate activism are essential drivers of green behaviour among nurses, offering actionable insights for greening healthcare practices. This study was reported in accordance with the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE). No patient or public contribution.

The Influence of University Dean’s Teaching Leadership and School Organizational Climate on Physical Education Teachers’ Teaching Efficacy in Selected Universities in China

This study uses the questionnaire method to analyze the influence of university deans' teaching leadership and school organizational climate on teachers' teaching efficacy. The conclusions are as follows: Teachers' teaching efficacy has different levels under different background factors; Principal's instruction can promote teachers' teaching efficacy; The learning and teaching atmosphere in school promote teachers' teaching efficacy. Orderly management is the premise of good school organization atmosphere. It is suggested that teachers should strengthen their confidence in education and teaching, and actively improve their teaching skills and professional qualities. It is suggested that school administrators should pay attention to cultivating teachers' team spirit and establishing a harmonious and friendly interpersonal atmosphere.

Knowledge sharing among academics in higher education: integrating positive and negative facets of organizational climate

PurposeKnowledge sharing is pivotal for the professional development among academics in higher education. However, little research has focused on understanding both the positive and negative facets of organizational climate in relation to knowledge sharing among academics. Based on the theory of planned behavior, this study aims to examine the impact of four facets of organizational climate, i.e. affiliation, trust, competition and individualism, on academics’ subjective norms and intentions regarding knowledge sharing.Design/methodology/approachSurvey data were collected from 532 university faculty staff in China and analyzed using partial least squares structural equation modeling.FindingsResults indicated that affiliation and trust had positive effects on subjective norms regarding knowledge sharing, whereas competition and individualism had negative effects on subjective norms. Furthermore, subjective norms were found to significantly enhance academics’ intentions to share knowledge.Practical implicationsPractical implications are provided on how to cultivate a supportive organizational climate to foster knowledge sharing among faculty staff for enhanced professional capital and competitiveness.Originality/valueThe study contributes to the literature by integrating both the positive and negative facets of organizational climate and highlighting the hindering effects of competition and individualism on knowledge sharing, which have not been fully investigated in the existing literature.

Knowledge sharing among academics in higher education: a qualitative approach

Purpose Higher education institutions are the contemporary embodiment of knowledge-intensive organizations. The role of knowledge sharing among academics in enhancing teaching, research and innovation performance cannot be overlooked. However, a paucity of studies were devoted to uncovering the influencing factors of knowledge sharing among academics in China. This study aims to dig into the factors that influence academics’ knowledge-sharing behaviors in the context of Chinese higher education. Design/methodology/approach Semi-structured interviews were conducted with 13 academics from universities across various regions in China by using a combination of convenience, snowball and purposive sampling methods. Thematic analysis was used where data sets were examined according to the initial categorization of factors based on a review of the literature while new factors were searched based on frequency of re-occurrence. Findings Perceived loss of power and time and effort significantly hinder knowledge sharing whereas expected self-development and association are major catalysts of knowledge sharing. The organizational climate in higher education is featured by competition and individualism, which is not conducive to knowledge sharing while affiliation and trust are essential for cultivating a pro-sharing environment. Technological tools are perceived as user-friendly and useful in facilitating knowledge sharing, but doubts were raised about the effectiveness of online knowledge sharing compared to face-to-face communication. Originality/value Deviating from the conventional quantitative approach, this study provides novelty insights on this topic by revealing some less-investigated factors of knowledge sharing among Chinese academics by taking the qualitative approach.

Politico-Administrative Culture and Public Service Reform in Post-Independence Kazakhstan

Classical organizational management literature draws clear parallels between organizational culture and climate and effective use of power and influence as key to successful policy implementation of reforms in public sector organizations. On the other hand, the public policy literature, in particular, policy transfer as a strand within policy studies, emphasizes the role of the national context, more specifically, ‘facilitators’ and ‘constraints’ of ‘‘politico-administrative culture” within the national context, as crucial to understanding processes of transfer, convergence, and diffusion of public policy. There is a plethora of studies by Western scholars of public management who have successfully utilized these theoretical underpinnings to study the effectiveness of public service reforms in mature policy environments such as the UK, the US, Australia, New Zealand, and others. However, the public policy and comparative public management literature only offers a limited number of case studies from developing, middle-/upper-middle countries, which rely on concepts of organizational management in addition to narratives on the impact of policy learning from global doctrines, such as Weberianism, New Public Management (NPM), and New Public Governance (NPG), and national politics, on the implementation of administrative reforms in those contexts. Kazakhstan, as a resource-affluent post-Soviet country and a bastion of modernization and ‘open government’ in Central Asia or the Commonwealth of Independent States (CIS) in the post-Soviet era is a case in point. Based on ethnographic research consisting of interviews with elite academics, civil servants, and think-tank activists, as well as reviews of OECD and government strategy reports in Astana, the findings point to a potential abatement of the impact of context constraints such as large power distance and collectivist behavior by context facilitators such as those surrounding the use of ‘trilingualism’ and public diplomacy towards reforms in Kazakhstan particularly in recent years.

THE CORRELATION BETWEEN INTERNAL AND EXTERNAL CUSTOMER SATISFACTION AS A TOOL FOR ACTIVATING SERVICE MARKETING IN SMALL AND MEDIUM ENTERPRISES

Purpose: This research paper seeks to determine the relationship between internal and external customer satisfaction in order to activate the marketing of tourism services for Algerian small and medium enterprises by practicing internal marketing. Methodology: In order to answer the raised questions and test the validity of the hypotheses, and after reviewing previous studies, the descriptive analytical approach was relied upon, as this approach is one of the forms of scientific description and interpretation organized to describe the variable under study, depict it quantitatively, and analyze it. To extract the results, one of the methods of this approach was relied upon, which is the field survey by investigating the opinions of employees of the Algerian small and medium tourism enterprises under study on the impact of internal marketing on achieving internal and external customer satisfaction; to obtain data and information that help in coming up with results to provide suggestions and recommendations. The researchers used the questionnaire in this. The study community was selected, which was all small and medium tourism enterprises (agencies, hotels, airports, ...) operating in the Algerian tourism sector. Based on the study community, a random sample of 20 tourism enterprises operating in various parts of the country was selected. The sampling unit (items) was represented by the employees of the institutions under study. 140 questionnaires were distributed, 126 of which were returned, thus the return rate was 90%. Therefore, the study sample is 20 small and medium enterprises represented by 126 individuals. Results: The study concluded that there is a role for internal marketing procedures in achieving internal customer satisfaction, and that there is a role for internal customer satisfaction in achieving external customer satisfaction.. Practical Implications: The practical implications of the research were to recommend the need to expand the interest of Algerian small and medium enterprises in internal marketing, due to its major role in improving the organizational climate and achieving both job satisfaction and external customer satisfaction. Originality/Value: This study contributes to the growing body of knowledge on the concept of internal marketing application in SMEs as a necessity to achieve internal and external customer satisfaction, and can contribute something new to both practitioners as the study provides actionable insights for developing policies for these organizations.

Authentic Leadership-A Concept Analysis.

To report an analysis of the concept of authentic leadership. Concept analysis. Data sources included core databases: CINAHL, PubMed, Embase, ProQuest, APA PsycINFO, ERIC, ABI/Inform and Tomlinson's Nursing Core Collection (2010). Walker and Avant's method was used to identify descriptions, antecedents, consequences and empirical referents of the concept. Model, related and contrary cases were developed. Defining attributes were identified as self-awareness, transparency, balanced processing, internalised moral perspective, caring, shared decision making and moral/ethical courage. Antecedents were authenticity, positive psychological capacities, life experiences, leadership development programme, supportive organisational climate and an ethical climate. Consequences are employee well-being and satisfaction, positive work environment and enhanced performance and safety. While authentic leadership is an emerging and popular leadership approach, there are gaps in relation to agreed definitions. Moreover, core textbooks within the subject area also fail to provide these definitions. This concept analysis represents the first comprehensive and robust analysis of the concept of authentic leadership that will serve to reliably inform research, education and practice. This analysis reveals that authentic leadership can have a positive effect on staff well-being and satisfaction, their work environment, performance and ultimately safety. This has potential for a positive impact on patient care and patient outcomes by fostering an ethical and supportive work environment. This study revealed a new comprehensive understanding of authentic leadership that provides conceptual clarity that will guide research and practice in the field, which refines the existing understanding, highlighting essential attributes and their relevance in nursing practice. No patient or public contribution.

“Do I feel safe here?” Organisational climate and mental health peer worker experience

BackgroundIn Australia, lived experience peer support workforces are expanding making it one of the fastest growing emerging disciplines in transdisciplinary mental health settings. This article provides insight for organisations on the contextual realities peer workers face, increases understanding of peer support services to improve service delivery environments and contributes to mental health systems reform. This study aimed to qualitatively explore peer support workers experience integrating into and working within transdisciplinary mental health service teams.MethodSemi-structured interviews were undertaken with 18 peer support workers currently working in mental health services in Australia. The research was a qualitative descriptive study design. All data collected were analysed utilising thematic analysis.ResultsPeer workers found their experience in the workplace was influenced by their colleagues and the organisation’s understanding of the peer role. Factors relating to organisational culture and climate were a central theme throughout discussions noting that a negative climate was perceived as harmful to peer workers. Themes established through results include (1) the role of leadership, (2) attitudes and behaviours of colleagues, (3) provision of psychologically safe environments, (4) the organisations messaging and use of language and (5) organisational structures and policy.ConclusionThis study contributes to evidence for the impact of organisational culture on integrating and supporting peer support workers in mental health service delivery. This study provides insights into peer worker experiences integrating into transdisciplinary teams, confirming findings established in previous studies, highlighting a lack of movement or change in workplace culture to support peer worker integration into mental healthcare settings.

The Influence Of Compensation, Physical Work Environment, Organizational Climate On Performance With Work Motivation As An Intervening Variable On Workers In DKI Jakarta

This research investigates the relationship between compensation, physical work environment, and organizational climate with the work motivation and performance of labor employees in DKI Jakarta. Using quantitative methods and a cross-sectional descriptive approach, data was collected from 340 respondents via an online questionnaire. The results of analysis using Structural Equation Modeling (SEM) show that the physical work environment and organizational climate have a significant positive influence on employee performance, while compensation does not have a significant influence. However, work motivation is proven to have a significant positive influence on employee performance. These results imply that it is important for companies to pay attention to the physical work environment, organizational climate, and work motivation to improve employee performance. Suggestions for further research include increasing exploration and adding mediating variables.

EXPRESS: Chaxu climate as a double-edged sword: a moderated mediation model of organizational justice, hierarchy level on turnover intention

Research on chaxu climate, a prevalent organizational phenomenon in China, has captured significant academic attention in recent years. This study aims to explain why some employees who experience chaxu climate in hospitality organizations contemplate leaving, while others do not. We propose a moderated mediation model to examine the double-edged sword impact of chaxu climate on turnover intention. Through one qualitative study and two scenarios-based experimental studies, we reveal that organizational justice plays a crucial role as a contextual cue, influencing employees’ attribution of chaxu climate and subsequent turnover intention. Perceived insider status is identified as a mediator. Furthermore, we establish a second-level moderating effect of the hierarchy level, distinguishing between supervisor and front-line employees. Theoretical and practical implications are discussed accordingly.

Organizational Climate Related to Patient-Perpetrated Sexual Harassment: VA Primary Care Provider Perceptions.

Patient-perpetrated sexual harassment toward health care providers is common and adversely affects provider well-being, workforce outcomes, and patient care. Organizational climate for sexual harassment-shared perceptions about an organization's practices, policies, and procedures-is one of the strongest predictors of harassment prevalence. We conducted a pilot survey assessing provider perceptions of the Veterans Health Administration (VA)'s climate related to patient-perpetrated sexual harassment. Responding providers completed a survey assessing: (1) experiences with patient-perpetrated sexual harassment, (2) beliefs about VA's responses to patient-perpetrated sexual harassment of staff, and (3) perceptions of VA's organizational climate related to sexual harassment for each of 4 perpetrator-target pairings (patient-perpetrated harassment of staff, patient-perpetrated harassment of patients, staff-perpetrated harassment of staff, and staff-perpetrated harassment of patients). Respondents included 105 primary care providers (staff physicians, nurse practitioners, and physician assistants) at 15 facilities in the VA Women's Health Practice-Based Research Network. Seventy-one percent of responding providers reported experiencing patient-perpetrated sexual harassment in the past 6 months. Respondent perceptions of VA's responses to patient-perpetrated harassment of staff were mixed (eg, indicating that VA creates an environment where harassment is safe to discuss but that it fails to offer adequate guidance for responding to harassment). Respondents rated organizational climate related to patient-perpetrated harassment of staff as significantly more negative compared with climate related to other perpetrator-target pairings. Future work with representative samples is needed to corroborate these findings, which have potential ramifications for VA's ongoing efforts to create a safe, inclusive environment of care.

Understanding voluntary pro‐environmental behavior among colleagues: Roles of green crafting, psychological empowerment, and green organizational climate

Understanding voluntary pro‐environmental behavior among colleagues: Roles of green crafting, psychological empowerment, and green organizational climate

Barriers and Facilitators to Mental Health Service Integration: A Scoping Review.

Mental health service integration currently has no consensus definition and exists in a variety of settings, including primary care, addiction treatment and chronic disease management, and mental health nurses have often experienced efforts at service integration with varying degrees of success. The intent of mental health service integration is to enable collaboration between mental health services and other healthcare providers to improve service access and the care provided to individuals with mental health issues or mental illness. This scoping review aimed to explore service integration between mental health services and with a specific focus on those evaluated in peer-reviewed, primary literature, to determine facilitators and barriers to service integration. Using the Arksey and O'Malley's framework for scoping reviews, we located 3148 studies, with screening narrowing final papers for inclusion to 18. Facilitators to service integration included clinician education, adequate resourcing and an interdisciplinary approach, while barriers included staff factors such as a reluctance to work with individuals with mental illness, consumer level barriers such as poor mental health literacy, 'territorialism' among staff and organisational climate. Research indicates that service integration is an effective means to detect and treat mental health issues in settings that do not traditionally provide mental health care, lowering the costs of providing healthcare and providing improved care for mental health needs; however, there are several barriers to be addressed to achieve full implementation of integration models.

Cultura de Calidad y Seguridad del Paciente

Quality and safety in health is a concept that has gradually been installed on the agendas of different health organizations; however, it is still an incipient concept within the area. The objective of this research was to describe the concepts and application of the culture of quality and patient safety today in different health organizations. For this purpose, a qualitative methodology was carried out, with a phenomenological approach through the narrative review of scientific articles from the Scielo, Scopus and WOS databases, during the months of April to June 2023. 12 articles that met the criteria were obtained. with the requirements of not being older than 6 years and in Spanish and English. The results show the relevance of determining the perception of quality culture with a validated instrument, obtaining neutral results, showing the incipient development of the patient safety culture. In conclusion, the lifting of five categories and the relevance of a good organizational climate and culture are determining factors to be able to implement a safety culture, since there is no quality of care without safety.