Organizational Climate Research Articles

OCB on Employee with Job Satisfaction as Mediator of Leadership and Organizational Climate

Organizational Citizenship Behavior is essential for companies because it encourages a collaborative and supportive work environment, improves teamwork, and improves employee morale by enabling employees to look beyond their formal job descriptions. This study aims to analyze OCB in employees with job satisfaction as a mediator of leadership and organizational climate. This exploratory study uses a quantitative descriptive method based on a pattern of relationships that describes the causal relationship between variables. The population in this study was all 53 employees. The sampling technique used was non-probability sampling with a saturated sampling technique. Data collection method with a questionnaire. Data collection instruments with questionnaire sheets. Data analysis techniques with inferential statistics. The study's results indicate that leadership, organizational climate, and job satisfaction affect OCB, and job satisfaction can mediate the influence of leadership and OCB. OCB leads to better productivity, improved customer service, and a positive organizational culture. This proactive behavior encourages organizational flexibility, reduces employee turnover and operating costs, and strengthens the company's reputation. Ultimately, OCB impacts the company's success and sustainability by creating a more engaged and motivated workforce.

Pengaruh Kepemimpinan dan Iklim Organisasi Terhadap Kinerja Karyawan pada PT. HM Sampoerna Tbk Padang

This study aims to examine and analyze the influence of leadership and organizational climate on employee performance at PT. HM Sampoerna Tbk, Padang where the variable X is leadership and organizational climate. Dependent variable is employee performance. The study population was 184 and a sample of 98 respondents. This study used a classical assumption test consisting of normality test, multiculity test, herosadicity test and multiple regression test, t test and F test. Results of the research variable leadership has a positive and insignificant effect on employee performance at PT. HM Sampoerna Tbk Padang, the organizational climate variable has a positive and significant effect on employee performance at PT. HM Sampoerna Tbk Padang and leadership variables and organizational climate together or simultaneously have a significant and significant effect on employee performance at PT. HM Sampoerna Tbk Padang.

Pengaruh Iklim Organisasi dan Disiplin Kerja Terhadap Efektivitas Kerja pada Kantor Dinas Pertanian Kabupaten Agam Selama Masa Covid-19

This study aims to examine and analyze 1). the influence of organizational climate on the work effectiveness of employees at the Agam Regency Agricultural Service Office during the Covid-19 Period 2). the effect of work discipline on the effectiveness of work employees at the Agam Regency Agricultural Service Office during the Covid-19 period, 3). the influence of organizational climate and work discipline simultaneously on the effectiveness of employees' work at the Agam Regency Agricultural Service Office during the Covid-19 Period. Population 80 people and sample 80 people. The data analysis method is Multiple Linear Regression Analysis and determinant coefficients while the hypothesis testing method is the t-test and F-test. The results of the study show 1. Partially, organizational climate variables have a positive and significant effect on the work effectiveness of employees at the Agam Regency Agriculture Office during the Covid period. -19, 2. Partially, the work discipline variable has a positive and significant effect on the work effectiveness of employees at the Agam Regency Agricultural Service Office during the Covid-19 Period 3. The organizational climate and work discipline variables simultaneously or simultaneously have a significant and significant effect on the employee's work effectiveness at the Agam Regency Agriculture Service Office during the Covid-19 Period, 4. The contribution of the influence of organizational climate and work discipline on the work effectiveness of employees at Agam Regency Agricultural Service Office during the Covid-19 period was 42.50% while the remaining 57.50% was influenced by others examples competence, compensation and others.

Perceptions of the Research Integrity Climate in Egyptian Universities: A Survey Among Academic Researchers.

Problem: Investigations regarding perceptions of the institutional research integrity climate in the Arab Middle East remain underexplored. Subjects: We surveyed faculty from three Egyptian universities. Method: We utilized the Survey of Organizational Research Climate (SOuRCe) tool, which incorporates seven subscales that measure different aspects of the research integrity climate. Responses were obtained from a 5-point Likert scale. Findings: Of the 228 participants, the subscales 'Regulatory Quality' and '[Lack of] Integrity Inhibitors' received the highest mean scores, whereas the lowest scores pertained to 'Departmental Expectations,' 'Integrity Socialization,' and 'Responsible Conduct of Research´ indicating areas in need of improvement. Conclusions: Academic leaders should set fairer expectations for research and funding for their researchers, ensure junior researchers are socialized into research integrity practices, and promote effective RCR training and availability of RCR policies. We identify specific targeted interventions to enhance the research integrity climate within these institutions.

Job satisfaction of nurses and the determinants of organizational climate: insights from hospitals in Lubelskie Voivodeship

Abstract Aim. Evaluation of nurses’ job satisfaction and the interconnectedness of the infl uence of dimensions of organizational climate. Material and methods. The study was conducted in 2022 among 300 nurses working in fi ve hospitals in Lublin Voivodeship. Methodology focused on outcomes was employed, highlighting the signifi cance of factors related to the organizational environment in shaping “job satisfaction”. The research tool was the Organizational Climate Questionnaire by L. Rosenstiel and R. Boegel, adapted from the Polish version by K. Durniat. Results. Most respondents report a high 121 (40.3%) or relatively high 142 (47.3%) level of satisfaction with their profession. Only 37 (12.4%) nurses reported a low level. Factors contributing to decreased satisfaction included negative relationships with management, diminished importance of organizational procedures implemented by supervisors, insufficient time for direct patient care, failure to meet patient and family expectations, and inadequate compensation. Conclusions. Nurses’ job satisfaction depended on the overall organizational climate in the hospital and its components: the overall image of the organization, employees’ perceptions of their superiors’ leadership style, and various aspects of the work organization process, ways of structuring, division of tasks and the degree of control over their implementation.

Pengaruh Kepemimpinan dan Iklim Organisasi Terhadap Komitmen Pegawai pada Dinas Ketenagakerjaan Kota Tasikmalaya

In the era of globalization, public organizations such as the Manpower Office of Tasikmalaya City face complex challenges. Effective human resource (HR) management is key to achieving organizational goals and providing the best possible service. Employee commitment, which is influenced by leadership and organizational climate, is an important factor in achieving this. This research aims to analyze the influence of leadership and organizational climate on employee commitment in the Manpower Office of Tasikmalaya City. This research uses a quantitative method with a survey data collection technique through questionnaires to 45 employees. The data was analyzed using the multiple linear regression analysis technique. The results of the study show that leadership and organizational climate have a significant simultaneous and partial influence on employee commitment. This means that good leadership and organizational climate can increase employee commitment. This research provides important implications for the Manpower Office of Tasikmalaya City in increasing employee commitment through effective leadership and organizational climate. This can contribute to improving performance and achieving organizational goals.

Exemplary Teacher Characteristics, Interpersonal Reactivity, and Organizational Climate: A Causal Model on Keeping Quality Teachers in Private Educational Institutions

Exemplary Teacher Characteristics, Interpersonal Reactivity, and Organizational Climate: A Causal Model on Keeping Quality Teachers in Private Educational Institutions

Unveiling the Nexus: Organizational Climate and Psychological Well-Being of Secondary School Teachers in Kuala Selangor

Unveiling the Nexus: Organizational Climate and Psychological Well-Being of Secondary School Teachers in Kuala Selangor

Can frontline employees help consumers improve their financial planning behavior? Implications from triadic analysis

PurposeAs consumer debt can substantially impair subjective well-being, it is crucial for research to gain insights into how consumers can be motivated to improve financial planning. This paper aims to investigate how frontline employees in financial services can help consumers regulate their financial planning behaviors and how financial service providers can effectively support their frontline employees in this effort through leadership and organizational climate.Design/methodology/approachWe incorporate regulatory focus theory and conservation of resource theory to develop a conceptual model that we test in a triadic study with a unique dataset collected from consumers, frontline employees, and managers in the banking sector.FindingsWe find that frontline employees must pay attention to the details of consumers’ needs and customize the service to those needs to trigger consumer promotion focus and stimulate consumers’ financial planning behaviors. Moreover, our results emphasize that the organization must act as an integrated entity. Thus, a manager’s servant leadership and an organizational climate of customer stewardship are crucial for frontline employees to transform consumers’ financial planning behaviors.Research limitations/implicationsThe study highlights frontline employees’ key role in motivating consumer financial planning behavior, offering a new perspective in transformative service research on enhancing financial well-being.Practical implicationsThe findings provide financial service providers with actionable implications for enhancing consumers’ financial planning. This benefits both consumers and financial institutions, as customers with greater spending power can buy more financial products.Originality/valueThis study advances transformative service research on consumer financial planning behavior, which has largely focused on consumer-related or society-level variables, by exploring the role of frontline employees and organizational support in terms of leadership and climate.

Creative Environments for Sustainability in Organizations Promoting the Education of Vulnerable Groups

Developing creativity in socio-educational organizations facilitates progress towards sustainability, benefiting its professionals and users. The objective of this work is to analyze the creative climate in organizations that intervene with vulnerable groups to promote sustainability through Quality Education (SDG 4), Gender Equality (SDG 5), and Reduced Inequalities (SDG 10). A descriptive–correlational study was conducted with 203 professionals from associations, foundations, and social services councils. The CPPC-17 scale was applied, and the data were analyzed using descriptive statistics, nonparametric tests, and cluster analysis. The results showed that the professionals presented high levels of creative potential. The opportunity to participate in work groups and the freedom to perform tasks favored creativity in the organizations. The main obstacles to creativity were the lack of incentive to take risks and of rewards for creative ideas. The profile of professionals with high levels of creative climate was mainly composed of association workers and those trained in Education, Psychology, and Speech Therapy. Significant differences were obtained in variables related to the organization (e.g., typology) and in personal variables, such as the academic background of the trainers. These findings should be considered to improve the creative climate in these organizations with a view to providing quality, egalitarian, and equitable education.

The Impact of Organizational Climate on the Performance of Islamic Banks in Yemen: A Field Study

The Impact of Organizational Climate on the Performance of Islamic Banks in Yemen: A Field Study

The Influence of Organizational Climate on Employee Commitment With Job Satisfaction and Motivation as Intervening Variables at Pt. Persada Engineering Media

A conducive organizational climate and its influence on employee performance, job satisfaction, motivation, and commitment are essential in improving organizational performance. The purpose of this study is to find out and analyze the influence of organizational climate on employee commitment mediated by job satisfaction and motivation at PT. Media Teknik Persada. This research was conducted with a causal associative quantitative approach. The sample used was all employees at PT. Media Teknik Persada with a total of 67 people. The results of data analysis of this study show that the organizational climate has no influence on employee commitment with a T-statistical value of 0.416 < 1.96 and a P-value of 0.678 > 0.05). However, a conducive organizational climate had a positive and significant effect on job satisfaction with a T-statistical value of 18.076 > 1.96 and a P-value of 0.000 < 0.05 and motivation with a T-statistical value of 11.773 > 1.96 and a P-value of 0.000 < 0.05. Job satisfaction had no effect on employee commitment with a T-statistical value of 0.901 < 1.96 and a P-value of 0.371 > 0.05. Job satisfaction was also unable to intervene in the influence of organizational climate on employee commitment with a T-statistical value of 0.912 < 1.96 and a P-value of 0.365 > 0.05). On the other hand, work motivation had a positive and significant influence on employee commitment with a T-statistical value of 5.802 > 1.96 and a P-value of 0.000 < 0.05) and was able to intervene in the influence of organizational climate on employee commitment with a T-statistical value of 4.401 > 1.96 and a P-value of 0.000 < 0.05). These findings imply that organizations need to improve, pay attention to, maintain, and improve the organizational climate to create a comfortable atmosphere for employees, which in turn increases employee motivation and commitment.

University Research, Climate and Organizational Culture in a Peruvian University

Objective: To determine the relationship between the participation of engineering faculty students in university research, climate and organizational culture in a Peruvian university. Theoretical Framework: Science research as a development of scientific competencies is a way of learning production and learning development in the promotion of critical thinking and argumentative forms in the growth and ability to interact among students with scientific level research (Valdiviezo, 2023). Method: The research is basic, non-experimental, descriptive and correlational level; providing scopes for an adequate progress of the strategic objectives of the university institution with a quantitative approach (Hernández & Mendoza, 2018). Methods, techniques and instruments were applied for the collection of information for the treatment, analysis and presentation of results (Sánchez & Reyes, 2015). Results and Discussion: It was evidenced the existence of correlation between the study variables University research and Organizational climate (rho=0.442 and p=0.000<0.05) as well as between University research and Organizational culture (rho=0.328; p=0.000<0.05 ), being a moderate positive correlation. Research Implications: Scientific production is a fundamental part of the university professor's activity and dissemination through the publication of scientific articles has become an essential pillar (Delgado et al., 2021). Originality/Value: The research will contribute to the improvement of scientific research processes in universities by promoting a climate and culture of research character to generate the conditions for the development of research projects and the participation of the university community.

Challenges related to the organizational climate of the nursing team in a public hospital - nurses' perception.

The organizational climate is related to the degree of motivation of its employees. This perception is essentially felt, it is neither seen nor touched, but it is real. This study aims to identify difficulties and potentialities related to the organizational climate of the nursing staff at a public hospital in the Federal District. Methodologically, a descriptive and exploratory study was carried out characterized by a qualitative approach. The thematic content analysis led to three interpretative dimensions: environment and working conditions; communication, interpersonal relationship and work flows; motivation to improve the work environment. The results indicate a deficit of human resources, scarcity of material resources, supplies, precarious physical structure, in addition to interpersonal relationship problems, such as the (de)valuation of professional nurses and nursing. The challenges posed to managers go beyond the technical and structural dimension, the technological complexity of equipment without maintenance, as it unfolds through the human dimension, feelings and unmet needs (of appreciation) of nursing, which needs to be cared for, valued, heard and seen in their care process.

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

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

A Casual Model to Understand Psychological Safety Affecting Employee Creativity: Role of Knowledge Sharing, Knowledge Hiding and Organizational Safety Climate

A Casual Model to Understand Psychological Safety Affecting Employee Creativity: Role of Knowledge Sharing, Knowledge Hiding and Organizational Safety Climate

Exploring the Nature and Effects of Organizational Climate Profiles

Exploring the Nature and Effects of Organizational Climate Profiles

The Role of Job Satisfaction as a Mediator of Work Discipline and Organizational Climate on Employee Performance

The construction sector plays an important role in the economic growth of a country including Indonesia. In the construction sector, there are very complex operational activities, so it is important to consider factors that can encourage employees to be willing to work optimally for the company. This study analyzes the effect of work discipline and organizational climate on employee performance with job satisfaction as mediation. The object of this research is PT Tunas Jaya Sanur Group, which is one of the largest industrial sectors in Bali, and its projects have spread throughout Indonesia. The sample in this study was taken proportionally to employees especially staff at PT Tunas Jaya Sanur Group. The data collection method is a survey method with a questionnaire. The analysis technique used is inferential analysis technique with Partial Least Square (PLS). The results found that work discipline has a negative and insignificant effect on employee performance, work discipline has a significant positive effect on job satisfaction, organizational climate has a significant positive effect on employee performance, organizational climate has a significant positive effect on job satisfaction, job satisfaction has a significant positive effect on employee performance, job satisfaction partially mediates the relationship between work discipline and employee performance and, job satisfaction partially mediates the relationship between organizational climate and employee performance. This can confirm the two-factor theory that two factors influence a person's motivation in doing something, namely motivational factors and maintenance factors.

The Role of Employee Engagement as Mediation on the Effect of Work Life Balance and Organizational Climate on Employee Performance at PT. Anugerah Agung Alami Bali

The success of a company cannot be separated from the good performance of an employee. Goal Setting Theory by Locke and Latham assumes that there is a relationship between goals and a person's performance in the work they are given. There are many factors that can influence employee performance in a company. Work life balance, organizational climate, Employee Engagement have a positive and significant effect on employee performance at PT. Anugerah Agung Alami Bali, explains that there is a unidirectional and meaningful influence, where Work life balance, Organizational Climate, Employee Engagement increases will tend to be followed by an increase in employee performance. This research aims to analyze and explain the direct influence between Work life balance, Climate Organization and employee performance as well as the indirect influence of work life balance, organizational climate on employee performance through the mediation of Employee Engagement. This research is explanatory research using quantitative research methods, carried out at PT Anugerah Agung Alami Bali with total sampling, where the number of samples studied was 85 people. The analysis tools used are SPSS and Smart-PLS. The results of this research are that work life balance can have a positive and significant influence on employee engagement, organizational climate has a significant positive influence on employee engagement, work life balance has a significant positive influence on employee performance, organizational climate has a significant positive influence on employee performance, Employee Engagement has a positive and significant effect on employee performance. Apart from the direct influence, it was also found that indirect influence in the form of Employee Engagement could partially mediate the influence of Work Life Balance on employee performance and Employee Engagement also succeeded in partially mediating Organizational Climate on employee performance. The conclusion of this research is that hypotheses 1 to 7 are accepted. In this research, the factors that have the greatest impact on improving employee performance at PT are also known. Anugerah Agung Alami Bali, so that management can optimize these factors to improve employee performance.

Comparative Study Between University Authorities of The Public And Private Sectors in A Province of The San Martín Region: Management Skills and Job Performance

Objective: a comparison is always observed between the services provided in public and private universities; as well as the management carried out by its officials. This entails knowing the skills that professionals possess, which has the purpose of: Establishing a relationship between management skills and job performance in university authorities of the public and private sector in a province of the San Martín region. As well as, compare the level of management skills and work performance of the authorities of private and public universities. Theoretical framework: focuses on the aspects of management skills: interpersonal, personal and group skills; as well as, job performance: fulfillment of goals and the organizational climate that must be taken into account for its strengthening and better university management. Method: comparative analysis in which the deductive method has been used, of a basic type with a quantitative approach, with a non-experimental design of comparative correlational scope. Results and conclusions: in terms of management skills and job performance, are at the level of medium. Private universities demonstrate greater strengthening of skills and better performance in their work than public universities. There is a moderate and significant positive relationship between both study variables with 26% variability. Implications of the research: as management skills are strengthened, better performance of university authorities will be seen; Therefore, the need to work with training and workshops in order to strengthen the first variable for institutional achievements.