Organizational Climate Variables Research Articles

Gender and organizational climate

PurposeThis paper aims to study gender differences on six organizational climate variables. Employees’ views on their identification level, clarity of goals, perceived equity, welfare measures and outward focus of the organization were solicited in two different studies, while supervisors’ views on subordinates’ deviant behavior was explored in one of the studies.Design/methodology/approachThe research design incorporated getting data using a questionnaire from two large organizations in India: a government utility and a private sector company. In all, 545 responses from government utility and 8,853 responses from the private company were analyzed, which formed the basis for this study.FindingsThe paper demonstrates that gender differences in employee perceptions are not only socially determined for some variables but in fact may also depend on the organizational structural contexts in presence of explicit supporting policies. Gender differences in identification level and goal clarity were determined by larger social context in the absence of any structural arrangement in both organizations. However, gender differences regarding perceived climate of welfare measures, outward focus of the organization and fairness were contingent on the structural context of the two organizations on account of differing arrangements in both the organizations. Also, women participants were perceived by their supervisors to indulge less in deviant behavior as compared to male participants in one of the study.Research limitations/implicationsAlthough this research includes only two organizations and the findings may, thus, not be generalizable, a key finding that emerges is that to balance the needs of both genders, managers may need to be cognizant of both organizational and social contexts.Originality/valueTo the best of the authors’ knowledge, this study is first to consider a detailed analysis of organizational climate with respect to gender perception particularly in the Indian context. The context of the study in two structurally different large organizations further adds to the value of this research.

Use of Corporal Punishment in Relation to Institutional and Personal Variables of Teachers

Corporal punishment is ingrained in schools worldwide as a normal disciplinary measure despite the legal ban on it in around 125 countries and India is one of these. Studies and media reports have shown a high prevalence rate (around 40% to 99.9%) across different parts of India. The unequal rate of punishment may be associated with school contexts. Therefore, it was intended to identify those institutional variables and teachers characteristics which determine the difference in the rate of use of corporal punishment. For this, data was collected from 202 teachers from 84 schools of Punjab. Results indicate that institutional variable such as school type, its location, organizational climate and personal variables of teachers, namely, their gender, marital status teaching experience, job satisfaction of teachers cause a difference in frequency of use of corporal punishment by teachers in schools. In this paper, the probable factors associated with these variables have also been explored.

Organizational climate and self-efficacy as predictors of staff strain in caring for dementia residents: A mediation model

Purpose of the studyTo date, no research has investigated how the organizational climate of aged care influences the self-efficacy of staff in caring for residents with dementia, or, how self-efficacy is associated with the strain experienced by staff. This study sought to investigate the extent to which the self-efficacy of aged care staff mediates the association between organizational climate variables (such as autonomy, trusting and supportive workplace relations, and the recognition of competence and ability, and perceptions of workplace pressure) and staff strain. Design and methodsA cross-sectional survey design was implemented in which 255 residential aged care staff recruited across aged care facilities in Melbourne, Australia. Staff completed self-report measures of organizational climate, self-efficacy, and strains in caring for residents with dementia. ResultsIndirect effects analyses using bootstrapping indicated that self-efficacy of staff mediated the association between the organizational climate variables of autonomy, trust, support, pressure, and staff strain. ImplicationsThe findings of this study emphasize that the aged care sector needs to target organizational climate variables that enhance the self-efficacy of staff, and that this in turn, can help ameliorate the strain experienced by staff caring for residents experiencing dementia.

Organizational Climate as Determinant of Sustainable Peace Culture in Higher Institutions in Cross River State, Nigeria

The purpose of the study was to find out the extent to which organizational climate predicted sustainable peace culture in higher institutions in Cross River State, Nigeria. A survey research design was used and a sample of 500 lecturers randomly selected from 4 higher institutions was used for the study. Two hypotheses guided the study. Data were collected using a questionnaire titled “Organizational Climate and Sustainable Peace Culture Questionnaire” (OCSPCQ). Data were analyzed using multiple regressions and t-test statistics. The result of the study revealed that organizational climate had a significant effect on sustainable peace culture in higher institutions. There was a significant correlation between the joint predictor variables and sustainable peace culture. The organizational climate variables made significant relative contributions to the determinacy of sustainable peace culture in higher institutions. Premised on the findings of the study, it was recommended that institutional administrators should encourage a healthy interpersonal relationship and create a disciplined school environment to promote sustainable peace culture in higher institutions. DOI: 10.5901/mjss.2016.v7n3p467

Pengaruh Iklim Komunikasi Organisasi Terhadap Motivasi Kerja Karyawan

The purpose of this paper is to determine organizational communication climate, employee motivation and impact of organizational communication climate to employee motivation in PT Bank Tabungan Negara (Persero) Tbk. Bandung Branch Office. A communication climate is perceptions of communication events, human behavior, the response of employees to other employees, expectations, interpersonal conflicts and opportunities for growth within the organization. Based on the theory, communication within the organization also has four main functions one of them is motivation. This research uses/employs descriptive analysis method, classic assumption test, regression test, correlation and hypothesis test in analyzing the data obtained through the observation, interviews, literature study and questionnaire. From the simple linear regression test results, obtained is the equation Y = 38.322 + 0.722X with the results of R-Square in the amount of 0.282; meaning that organizational communication climate variable can give impact 28.2% on employee motivation.

Managers’ hiring intentions and the actual hiring of qualified workers with disabilities

Overview: The importance of workplace diversity has been recognized as a critical element of organizational success. Persons with disabilities (PWD) may serve as an untapped labor pool. Past research suggests that managers’ intentions to hire PWD are affected by public policy, attitudes, and organizational diversity climate; yet, research also recognizes a discrepancy between managers’ expressed attitudes and intentions and actual hiring. Going beyond prior cross-sectional studies, the present study is the first longitudinal study to explore the relation between managers’ attitudes, intentions, and the actual hiring of PWD by testing a model integrating demand-side factors and the components of the theory of planned behavior (TPB). Method: A random sample of HR managers was interviewed at two points in time. A total of 250 managers completed a questionnaire containing TPB measures, as well as organizational characteristics and indicators of diversity climate. Six months later, 146 of these professionals reported on their hiring behaviors. Results: The TPB successfully predicted intentions to hire PWD, but failed to predict actual hiring. Instead, concrete indicators of diversity climate (formal disability hiring policy and disability training) emerged as significant predictors of hiring as measured 6 months later. The theoretical and practical implications of these findings are discussed.

Faculty Gender Diversity and University Performance: The Role of Diversity Climate

Although employee gender diversity has become an increasingly important objective for many organizations today, empirical research studying the effects of gender diversity at the organizational level on organizational performance has been inconsistent. The current study examines the effects of gender diversity among faculty on the performance of institutions of higher education in both the short and longer-term. Further, we assess whether diversity climate moderates this relationship. Based on a sample of 285 colleges and universities in the United States, we find that gender diversity has an overall negative effect on organizational performance (e.g., graduation rates, retention rates, equity ratio, return on investment). However, this negative effect is significantly reduced in magnitude under conditions of a positive compared to a negative organizational diversity climate. These effects are similar in the short and longer-term for all of the outcome measures studied. These results contrast with some existing research on organizational gender diversity, suggesting the importance of studying a wider variety of organization types and measures of organizational performance.

Knowledge Exchange Processes in Multicultural Teams: Linking Organizational Diversity Climates to Teams’ Effectiveness

We developed a model illuminating team knowledge exchange processes as a key link between organizational diversity climate and the effectiveness of multicultural teams (MCTs). Our analysis is based...

Organizational Climate Variables in Correlation to Students’ Achievement in Economics

The climate of an organization has a lot to do with the performance of the people in it. Therefore, this study examines the relationship that exists between organizational climate variables and stu...

KONTRIBUSI PELATIHAN GURU, IKLIM ORGANISASI DAN PERSEPSI GURU TENTANG KETERAMPILAN MANAJERIAL KEPALA SEKOLAH TERHADAP KETERAMPILAN GURU DALAM PEMBELAJARAN SMKN KOTA SEMARANG

The research’s goal is to know the contribution of teacher training, organization climate, and teacher perception about managerial skill of headmaster towards teacher skill in learning activity at SMK N in Semarang by simultant and partial. This research is including ex post facto qualitative research. The population in this research is SMK N teacher in Semarang counted 763 official state teachers (PNS) from 11 schools, with 5% guilty level so that the sample is 257 teachers. It is gain from Isaac and Michael table. In taking research sampling used sample \ random sampling. In this research, data collecting method used anquette or questionnaire. Data analysis technique is done by doubled linier regression with prerequisite test that is normality test, multicolinierity test, autocorrelation test and heterokedasticity test. Research’s result shows that (1) there is contribution of teacher training, organization climate, and teacher perception about managerial skill of headmaster towards teacher skill in learning activity at SMK N in Semarang by simultant, it is shown with significant value 0,000<0,05 with R2 counted 0,382 it means that teacher training, organization climate, and teacher perception about managerial skill of headmaster variables by together can explain teacher skill variable in learning counted 38,2% while the rest 61,8% is explain by another feature that is not researched. (2) there is contribution of teacher training towards teacher skill in learning activity at SMK N in Semarang, it is shown by significant value = 0,000 < 0, 05 with effective contribution that is given to teacher skill in learning activity counted 13,18%, (3) there is contribution of organization climate towards teacher skill in learning activity at SMK N in Semarang, it is shown by significant value = 0,000 < 0, 05 with effective contribution that is given to teacher skill in learning activity counted 16,87, and (4) there is contribution of teacher perception about managerial skill of headmaster towards teacher skill in learning activity at SMK N in Semarang, it is shown by significant value = 0,000 < 0, 05 with effective contribution that is given to teacher skill in learning activity counted 8,14%. Result of classical assumption test shows that regression model is not experience of classic assumption problem or diffraction, so that expressed BLUE (best, linear, unbiased, estimator. The Most Impact given by the organizational climate variables in learning skill teacher at SMK Negeri Semarang as indicated by an effective contribution amounting to 16,87 %.

THE REGRESSION MODEL OF IRAN LIBRARIES ORGANIZATIONAL CLIMATE.

Background:The purpose of this study was to drawing a regression model of organizational climate of central libraries of Iran’s universities.Methods:This study is an applied research. The statistical population of this study consisted of 96 employees of the central libraries of Iran’s public universities selected among the 117 universities affiliated to the Ministry of Health by Stratified Sampling method (510 people). Climate Qual localized questionnaire was used as research tools. For predicting the organizational climate pattern of the libraries is used from the multivariate linear regression and track diagram.Results:of the 9 variables affecting organizational climate, 5 variables of innovation, teamwork, customer service, psychological safety and deep diversity play a major role in prediction of the organizational climate of Iran’s libraries. The results also indicate that each of these variables with different coefficient have the power to predict organizational climate but the climate score of psychological safety (0.94) plays a very crucial role in predicting the organizational climate. Track diagram showed that five variables of teamwork, customer service, psychological safety, deep diversity and innovation directly effects on the organizational climate variable that contribution of the team work from this influence is more than any other variables.Conclusions:Of the indicator of the organizational climate of climateQual, the contribution of the team work from this influence is more than any other variables that reinforcement of teamwork in academic libraries can be more effective in improving the organizational climate of this type libraries.

The mediating role of inclusion: A longitudinal study of the effects of leader–member exchange and diversity climate on job satisfaction and intention to leave among child welfare workers

Due to increasing diversity among clients and workers in the public child welfare] sector, it is essential to understand how workforce diversity can be channeled into positive organizational outcomes. Using theories of symbolic interaction, reference groups, and social identity, we tested a conceptual model of the relationships between diversity characteristics, leader–member exchange, diversity climate, perception of inclusion, and job satisfaction and intention to leave among public child welfare workers. The current study used two waves of data from 363 employees of a large urban public child welfare agency in the western United States. Path analysis results indicate that leader–member exchange and diversity climate have a positive effect on job satisfaction through inclusion, and that a positive organizational diversity climate can lower intention to leave through both inclusion and job satisfaction. Findings illustrate how organizational climates of diversity and inclusion affect both job satisfaction and intention to leave, providing insight into organizational factors that can be targeted for workplace interventions.

Plan de mejoramiento de variables del clima organizacional que afectan al desempeño laboral en una entidad del Estado

This investigation presents an analysis on the assessments of organizational climate and work performance of a state enterprise. From this analytical process and based on the results obtained in interviews applied to the managers of the organization, as well as in the theoretical review of these two variables and their relationship to each other, those aspects of organizational climate that most affect the results of the staff are determined. An improvement plan is proposed for the organization, focused on two strategies that directly affect work performance through the intervention of the organizational climate variables that affect it negatively, thus ensuring that this, in turn, is reflected in the scope of both individual and corporate goals. This will also check that, from the area of human management, it can directly influence the strategy of the organizations, ceasing to be seen as an area of support and showing that it can be fully aligned with the mission, vision and in the overall organizational planning.

Nursing organizational climates in public and private hospitals

Researchers study climate to gain an understanding of the psychological environment of organizations, especially in healthcare institutions. Climate is considered to be the set of recurring patterns of individual and group behaviour in an organization. There is evidence confirming a relationship between ethical climate within organizations and job satisfaction. The aim of this study is to describe organizational climate for nursing personnel in public and private hospitals and to confirm the relationships among the climate variables of such hospitals. A correlational study was carried out to measure the organizational climate of one public hospital and two private hospitals in Granada. The Work Environment Scale was used for data collection. The Work Environment Scale includes 10 scales, ranging from 0 to 9, which were used to evaluate social, demographic and organizational climate variables. In this study, 386 subjects were surveyed in three hospitals. A total of 87% of the participants were female and 16% were male. Most participants were nurses (65.6%), followed by nursing aides (20%), and technicians (14.4%). The results obtained reflected different patterns of organizational climate formation, based on hospital type (i.e. public or private) within the Spanish context. Most of the dimensions were below the midpoint of the scale. In conclusion, in public hospitals, there is a greater specialization and the organizational climate is more salient than in the private hospitals. In addition, in the public hospitals, the characteristics of the human resources and their management can have a significant impact on the perception of the climate, which gives greater importance to the organizational climate as decisive of the ethical climate.

Is it Spillover or Compensation? Effects of Community and Organizational Diversity Climates on Race Differentiated Employee Intent to Stay

Business ethics scholars have long viewed organizational diversity climate as a reflection of organizational ethics. Previous research on organizational diversity climate, for the most part, has neglected to consider the influence of community diversity climate on employment relations. In order to address this gap in the literature, we examined the relationship between organizational and community diversity climates in impacting employees’ intent to stay with their organization. In doing so, we tested two competing hypotheses. First, we tested for the positive spillover of community diversity climate on employees’ intent to stay in their organization. Second, we tested for the compensation hypothesis, whereby community diversity climate moderated the organizational diversity climate-employee intent to stay relationship, with the above relationship being stronger for individuals hailing from communities with poor diversity climates. In addition, we also posited a three-way interaction model of community diversity climate, organizational diversity climate, and employee racial affiliations with the interaction between organizational and community diversity climates on intent to stay being stronger for the minority employees. The results of the study, which are based on a survey of 165 employees working in a Midwestern US organization, supported the compensation hypothesis with the interactive influence of organizational and community diversity climates on employee intent to stay being stronger for minorities, as opposed to White employees.

A multilevel investigation of motivational cultural intelligence, organizational diversity climate, and cultural sales: Evidence from U.S. real estate firms.

Adopting a multilevel theoretical framework, the authors examined how motivational cultural intelligence influences individual cultural sales--the number of housing transactions occurring between people of different cultural origins. Data from 305 real estate agents employed at 26 real estate firms in the United States demonstrated that an individual's motivational cultural intelligence is positively related to his or her cultural sales. This positive relationship is enhanced by the firm's motivational cultural intelligence and diversity climate. The authors discuss the theoretical and practical implications of their findings in a workplace context that involves cross-cultural interpersonal interactions.

The relationship between diversity climate perceptions and workplace attitudes.

The purpose of this study was to examine the relationship between employees' diversity climate perceptions and various job attitudes. Data were collected from 1,126 employees across five different organizations; analyses revealed that perceptions of an affirming diversity climate were positively related to organizational commitment, individual empowerment, and job satisfaction. In addition, mediation analysis showed that racial differences in employees' attitudes of empowerment and organizational commitment could be explained, at least partially, by differences in perceptions of the organizational diversity climate.

Organizational Climate, Occupational Stress, and Employee Mental Health

To determine whether the relationship between organizational climate and employee mental health is consistent (ie, invariant) or differs across four large hospitals, and whether organizational efficiency mediates this relationship. Participants (total N = 5316) completed validated measures of organizational climate variables (social climate, participatory management, goal clarity, and performance feedback), organizational efficiency, occupational stress, and mental health. Path analysis best supported a model in which organizational efficiency partially mediated relationships between organizational climate, occupational stress, and mental health. Focusing on improving both the psychosocial work environment and organizational efficiency might contribute to decreased employee stress, improved mental well-being, and organizational performance.

Planificación académica y cultura organizacional en lasinstituciones de educación básica

This study was intended to determine the relationship between organizational culture and academic planning in basic education institutions. Organizational climate was evaluated by elements, categories and types of amending, whereas academic planning was measured on stages, principles and steps provided for its objectives. To achieve the established purpose, an exhaustive literature review was formed that allowed theoretically based research. Themes that were investigated included the theoretical- referential construction on revision history, analysis of theories, definition of concepts and related theoretical foundations. The type of research used was descriptive. Information was obtained through a questionnaire applied to the teaching and managerial staff of the basic education institutions under investigation. The analysis and interpretation of the results achieved were made in a quantitative manner through a computerized statistical package called SPSS version 12.0. It was able to determine that there is a high dependency ratio between organizational climate variables and academic planning, proving that academic planning is affected by elements, categories and types of organizational climate rulings in the basic institutions studied.

Sanctified Sexism: Religious Beliefs and the Gender Harassment of Academic Women

The present study explored gender harassment in the context of Christian higher education. Specifically, we examined ways in which the theologically based gender schemas in these settings might affect the experiences of harassment among male and female faculty. A questionnaire containing measures of harassment and two aspects of institutional climate (the degree to which the participant feels he or she has influence in the academic unit and perceived access to information about academic life and advancement) was sent to all faculty at a single university; 138 responses (a 65% response rate) were received. Of these, 89 (68%) were male and 42 (32%) female, closely resembling the gender distribution of the faculty. Results indicated that attributing discrimination to the Christian beliefs of the perpetrator moderated the effects of harassment on the two organizational climate variables, potentiating the negative effects at higher levels of harassment. These results suggest that the religious context of institutions should be taken into account in confronting sexism in religiously committed settings. Effective interventions should be tailored to address theological concerns in order to counteract the implied immutability of theologically based sexist statements.