Perceptions Of Organizational Climate Research Articles

Organizational Climate and its Impact in a Women’s Prison on the Mental Health of Correctional Staff

The purpose of this study was to explore the organizational climate in a women’s prison from the shared perceptions of correctional staff. This study was part of the Prison Research and Innovation Network (PRIN) project, which began in the fall of 2020. Forty-two correctional staff from a low-medium security women’s prison in the Midwest were interviewed in spring 2021. Thematic analysis was conducted to identify staff’s perceptions of organizational climate in the women’s correctional facility. The themes identified as most important to staff were mental health, correctional practices, job satisfaction, and workplace culture. An item pool was developed from the themes identified, and a newly developed organizational climate survey was administered to 80 correctional staff. Qualitative data point to the issues of staff shortages and mandated overtime work impacting the mental health of staff. In addition, organizational climate and its impact on mental health were examined through multiple logistic regressions. The results indicated that having job promotion opportunities, having daily communication between staff and administration, and staff’s knowledge and awareness of correctional policies were positively associated with mental health. This mixed-methods study contributes to understanding the unique challenges correctional staff face working in women’s correctional facilities.

Short and Effective: A Reasoned Proposal for Organizational Climate Measurement

Generally, organizational climate research does not focus on the work environment because the mindset and emotions of employees are often mistaken for organizational culture. Additionally, surveys to evaluate the organizational climate tend to be long, and therefore, organizational climate studies are conducted only once a year—that too if an organization is concerned about its employees. This research proposes a methodology to evaluate organizational climate; the methodology has the following characteristics: it is a short evaluation named “pulse”; it is oriented toward specific elements of culture that influence the organizational climate and its variability; and it considers organizational contexts. The study was conducted in three organizations encompassing three sectors (N=3,331 employees). The survey included three questions regarding employees’ feelings and climate perception at the individual, group, and organizational levels. Additionally, it had 56 questions related to the elements of organizational culture, grouped into six components after an exploratory analysis: Structure, Recognition, Leadership, Accountability, Work Team, and Ethics. The results showed significant differences between organizations based on the organizational climate perception, its strength, and the behavior of the variables associated with the organizational culture that impacts the climate. Additionally, cultural elements were reduced because of their relationship with the organizational climate. This research suggests that organizational climate studies should be conducted for specific organizational contexts. Additionally, it proposes a methodology to reduce the duration of organizational climate studies by focusing on specific cultural dimensions associated with the climate, which can be applied longitudinally throughout the year to monitor climate changes. Doi: 10.28991/ESJ-2024-08-05-09 Full Text: PDF

The Mediating Role of Organizational Culture in the Effect of Organizational Climate on Organizational Commitment and Research

The purpose of this study is to examine the effect of organizational climate on organizational commitment and the mediating role of organizational culture in this effect. Organizational climate is defined as the perceived atmosphere in an organization, while organizational commitment refers to the loyalty of employees to the organization. Organizational culture, on the other hand, is a collection of values, rituals, and symbols arising from the organization's historical background that guides the behavior of employees. The main hypothesis of this research is that a positive organizational climate will increase organizational commitment and that organizational culture plays a mediating role in this process. To test this hypothesis, a survey has been conducted with employees of a company operating in the construction sector in Çanakkale. The survey consists of scales that measure employee perceptions of organizational climate, organizational commitment, and organizational culture. The data collected from the surveys have been evaluated with statistical analysis methods. The results of the analyses indicate that organizational climate has a significant effect on organizational commitment, which is strengthened through organizational culture.

Nurses’ Perception of Organizational Climate and its Relationship with their Involvement in Decision Making and Work Productivity.

Nurses’ Perception of Organizational Climate and its Relationship with their Involvement in Decision Making and Work Productivity.

Effect of Organisational Climate and type of Autonomous Colleges on Academic Achievement of the Students

This article examines the independent and interaction influence of organizational climate and the type of autonomous colleges on the academic performance of students. Organizational climate encompasses various elements such as leadership styles, communication patterns, and staff morale, collectively shaping the institutional environment. Autonomous colleges, with their capacity for innovation in curriculum design, pedagogical methods, and assessment practices, provide a unique context for this analysis. To explore the effect, researchers employed a quantitative approach, surveying 480 students across 12 colleges (both government and non-government) in Odisha, India. Questionnaires assessed student perceptions of organizational climate and academic achievement. Additionally, researchers collected student result sheets and surveyed college staff to gain a wellrounded perspective on the college climate. Data analysis using ANOVA and Scheffe tests identified significant effects. Major Findings of the study confirm that a positive organizational climate, regardless of college type, is associated with higher student academic achievement. Interestingly, students in government autonomous colleges achieved higher scores than those in non-government ones. The most significant finding, however, is the interaction effect. Students in governmentautonomous colleges with a strong learning environment achieved the highest scores, while those in non-government autonomous colleges with a weak environment achieved the lowest.

School organizational climate, teacher resilience and fairness perceptions in a Chinese village junior high school

School organizational climate, teacher resilience and fairness perceptions in a Chinese village junior high school

Percepción del clima organizacional y cultura de seguridad en el servicio de cirugía de un hospital de emergencias nivel III-1

To determine the correlation between the perception of organizational climate and the safety culture in the surgery department of the José Casimiro Ulloa Emergency Hospital (HEJCU), a descriptive and correlational study was conducted with 100 healthcare professionals, using the ECO-S and MOSPS questionnaires, respectively. The correlation was analyzed using Spearman's correlation coefficient, with p<0.05 considered statistically significant. Of the total, 57% were men and 43% women; 62% were physicians and 38% nurses. The organizational climate was adequate (43%), at risk (40%), and inadequate (17%); the safety culture was high (14%), medium (82%), and low (4%). A significant positive correlation was found between safety culture and organizational climate (rho=0.501), organizational behavior (rho=0.477), organizational structure (rho=0.494), and management style (rho=0.474) (p<0.001). In conclusion, there is a positive correlation between organizational climate and safety culture in the surgery department of HEJCU.

Job Burnout, Work Health Management Interference, and Organizational Health Climate Among Employees with Varied Levels of Work Ability.

The presence of chronic health conditions (CHCs), without sufficient personal and job resources, can impede one's ability to effectively perform work tasks and manage job demands. The aim of this study was to evaluate the level of job burnout and perceptions of work health management interference (WHMI) and organizational health climate (OHC) among employees with varied levels of work ability (WA). We also examined relationships among these variables and with sociodemographic and job-related variables (e.g., age, number of physician-diagnosed conditions). A convenience sample of 878 adults living and working in the United States who responded to a recruitment message via professional listservs/email lists and social media participated in a non-experimental, cross-sectional online survey. Participants reported sociodemographic and job-related items, as well as measures to evaluate WA, burnout, WHMI, and OHC. Statistically significant differences in burnout, WHMI, and OHC were observed across WA groups. Workers with poor WA reported the highest levels of overall burnout, WMHI, and the least supportive OHC. A more supportive OHC was associated with lower burnout. A strong inverse relationship between WA and the number of physician-diagnosed conditions was observed; weak relationships between WA and age, as well as WA and managerial status, were found. Employees with lower levels of WA tended to report higher levels of burnout and WHMI and lower levels of OHC. Findings provide a foundation for future research to examine causal relationships among these variables and to inform actions to both preserve WA and support worker well-being.

Organizational Climate Scale for Public Service: Development and Validation

This research presents four studies that developed and validated the Organizational Climate Perception Scale for Public Service (OCPS-PS). The first qualitative study consulted the literature and conducted a focus group to develop the initial version of the scale. The second study involved expert evaluation and pre-testing, aiming at the semantic and face validation of the items. This study resulted in 80 items forming the thirteen dimensions of organizational climate. The third study obtained the first quantitative sample for the exploratory validation phase of the scale. The final study, using a new sample, conducted confirmatory tests for the validation of the scale. A methodology for applying the scale was developed, allowing all interested parties to use the OCPS-PS for the assessment of the organizational climate in public service. The results of the four conducted studies indicate the adequacy of the OCPS-PS according to the proposed criteria of validity and reliability. Finally, the OCPS-OS was built to be applied in different public organizations and at different government levels.

Managers' Micro-Communities Matter: The Impact of Clinical Supervision Team on Therapist Perception of the Organization.

Positive organizational climate - employee perceptions of their work environment and the impact of this environment on well-being and functioning - is associated with desirable organizational and client-level outcomes in mental health organizations. Clinical supervisors are well-positioned to impact organizational climate, as they serve as intermediaries between higher-level administrators who drive the policies and procedures and the therapists impacted by such decisions. This cross-sectional study examined the role of clinical supervisors as drivers of therapist perceptions of organizational climate within supervisory teams. Specifically, the present study investigated: (1) shared perceptions of organizational climate among therapists on the same supervisory team; (2) predictors of therapist climate perceptions. Eighty-six therapists were supervised by 22 supervisors. Indices of interrater agreement and interrater reliability of therapists on the same supervisory team were examined to determine shared or distinct perceptions of organizational climate. Multi-level models were used to examine whether supervisor attitudes towards evidence-based practices and therapist perceptions of supervisor communication predicted perceived organizational climate. Results showed perceptions of organizational cohesion and autonomy were shared among therapists on the same supervisory team and distinct from therapists on different supervisory teams. Therapist perceptions of their supervisor's communication was positively associated with perceptions of organizational cohesion and autonomy. These findings align with emerging evidence that middle managers shape their employees' experience of their work environment through communication strategies. These findings also point to the potential for intervening at lower organizational levels to improve overall organizational climate.

Organizational stress and resilience. The role of external resources

Theoretical background. Military gendarmes represent a professional category frequently exposed to organizational and operational stress factors. In the face of potential stressful situations, threats, adversity or change, resilience is essential. As a protective factor against the negative effects of stressors, resilience ensures the military gendarmerie's ability to remain task-focused, productive and connected to the organization's missions. Public safety workers' perceptions of organizational structure and climate can directly affect resilience (Hart & Cooper, 2001). It has been shown that transformational leadership can increase military resilience (Jayasingam et al., 2019) by positively reinterpreting stressful experiences as opportunities for personal growth and development (Bartone, 2012). Also, studies demonstrate the effectiveness of psychological training activities in the sense of increasing resilience (Arnetz et al., 2013). Methodology. The study was conducted on a number of 214 military personnel, who completed self-report questionnaires regarding organizational stress, resilience, the management style of the leader of the organization they belong to, and the perception of the effectiveness of the psychological training activity. Also, the mediating role of external resources, management style and the perception of the psychological training activity, in the relationship between organizational stress and the resilience of military gendarmes, was analyzed. Results. Organizational stress has a significant negative effect on resilience. Transformational management style, transactional management style and perceived effectiveness of psychological training activity are partial mediators of the relationship between organizational stress and resilience of military gendarmes. The results are of particular practical importance to commanders and mental health professionals working in military organizations.

Diffusion of medications for opioid use disorder treatment in jail settings: a convergent mixed methods study of jail staff perspectives

BackgroundImplementation of medications for opioid use disorder (MOUD) in jails varies by facility and across states. Organizational climate, including staff attitudes toward change and exposure to education, can influence perceptions of innovations like MOUD in jails. Using a mixed methods design, we aimed to understand the association between organizational climate and jail staff perceptions of MOUD.MethodsJail staff (n = 111) who operate MOUD programs in 6 Massachusetts jails completed surveys that included the Organizational Readiness for Implementing Change (ORIC) survey. Random effects logistic regression models assessed associations between organizational climate and several outcomes of perceived MOUD efficacy, acceptability, and knowledge, while controlling for covariates. Jail staff (N = 61) participated in qualitative interviews and focus groups focused on organizational climate and knowledge diffusion, which we analyzed using inductive and deductive methods.ResultsThe results indicate that organizational change readiness on the ORIC was associated with positive perceptions of MOUD, and educational resources facilitated MOUD implementation. Greater ORIC was associated with higher perception of methadone as highly acceptable for jail populations (Odds ratio [OR] 2.3, 95% Confidence Interval [CI] 1.2 to 4.4), and high knowledge of methadone (OR 2.3, 95% CI 1.1 to 4.9), with similar magnitude of effects for buprenorphine. High levels of training for jail staff on methadone and buprenorphine were also associated with higher knowledge of these medications (Methadone: OR 7.2, 95% CI 2.2 to 23.2; Buprenorphine: OR 3.4, 95% CI 1.2 to 9.5). Qualitative results point towards the importance of organizational climate and elucidate educational strategies to improve staff perceptions of MOUD.ConclusionResults underscore the importance of organizational climate for successful implementation of jail MOUD programs and provide support for medication-specific educational resources as a facilitator of successful MOUD implementation in jail settings. Findings highlight implementation strategies that may improve jail staff perceptions of MOUD.

Pengaruh Iklim Organisasi KAMMI Terhadap Kampus

This research investigates the influence of the KAMMI organization's climate on the UINSU campus through a quantitative approach. The study aims to understand the impact of KAMMI's organizational climate on student perceptions and the overall academic environment at UINSU. The research delves into the background, formulates questions, and employs a cross-sectional design to gather data from a stratified random sample of UINSU students. The findings reveal a positive correlation between students' perceptions of KAMMI's organizational climate and their assessments of the campus environment. Active participation in KAMMI, collaborative programs, and effective communication emerge as crucial elements contributing to a positive organizational climate and tangible effects on campus life. The discussion interprets these results in the context of organizational climate theory, emphasizing the importance of alumni organizations in shaping student satisfaction and experiences. The implications of the study underscore practical recommendations for enhancing student engagement, developing collaborative programs, and improving communication channels. In conclusion, this research provides a comprehensive understanding of the dynamic between KAMMI's organizational climate and the UINSU campus environment. The study's recommendations offer practical insights for fostering a positive organizational climate, ultimately contributing to the continuous improvement of the campus experience for UINSU students.

Organizational climate factors in job creativity of university librarians in Anambra State

Libraries are important centers in education and for resource sharing, so, also librarians’ important personnel in tertiary institutions. In Nigeria, librarians may not be said to have fulfilled those expected roles to the satisfaction of stakeholders. Many factors could be directly and indirectly responsible; however, the current study focused on librarians’ creativity and innovation and the role of organizational climate in the creative process of librarians. Being a survey study, the study utilized correlation design using descriptive statistics and Pearson R statistics to establish the perception of librarians about their organizational climate and the relationship between this perception on their creativity and innovation. The participants were 89 librarians sampled purposively from University librarians in Anambra State. The questionnaires used for data collection was simplified adaptation of Coveney (2008) and Organizational Climate Questionnaire (OCQ) by Litwin and Stringer (1968). The result was indicative that the perception of organizational climate is low among University librarians in Anambra State but the librarians were relatively high on creativity and innovation. Secondly, there was a significant positive correlation between librarians’ perception of organizational climate and creativity and innovation at r(2, 89) = .68, p > .05 implying that favourable climate to employees helps creative process to thrive. It is recommended that stakeholder should increase their support to University librarians in order to motivate them to perform at the highest level bringing their creativity into the equation.

Perceptions Matter: Do Divergent Views of Management and Colleagues on Social Climate Drive Employee Engagement Through Organizational Identification and Growth Satisfaction?

A growing body of research has explored the conditions that motivate employees to engage at work. While employees’ attitudes and behaviors are socially influenced by their significant others’ perceptions, the divergent perceptions of organizational climate are underexplored. This study examines the socio-psychological mechanisms by which employees’ and managers’ perceptions of social climate enhance employee engagement at work. Based on the postulate that “ psychological state engagement” are the primary catalyst for “ behavioral engagement,” this study presents a serial mediation model that examines the role of divergent perceptions of social climate (as characterized by cooperation, shared codes and language, benevolence, and integrity) in fostering individual engagement through the mechanisms of organizational identification and growth satisfaction. Data were collected from both managers and employees, using a time-lagged design at two-time points. The findings revealed that managers’ collective perceptions of social climate were associated with organizational identification and growth satisfaction, which in turn fostered employee engagement at work. Contrary to expectations, there was no statistically significant relationship between employees’ collective perceptions of social climate and their engagement. However, individuals who had more favorable perceptions of the social climate (compare to colleagues’ collective perception) reported higher levels of organizational identification. These results point to ways in which social climate can impact employee engagement, and underscore the importance of taking divergent perceptions of organizations into account. They advance theories on the inherent tension between individuals’ desire for inclusion and the need to maintain a sense of individuality and distinctiveness.

The Importance of Personal Characteristic in Shaping Positive Perceptions of Organizational Climate in Universities

The purpose of this study is to provide a conceptual framework regarding organizational climate. Researches and theory regarding Organizational Climate began in 1968 and is still being researched until 2023. Most studies show that organizational climate has an influence on work performance in organizations, such as productivity, performance, job satisfaction, organizational commitment and organizational citizenship behavior. However, several studies have shown results with very low significance. This research will explain the importance of personal characteristics in forming a positive perception of the organizational climate especially in the university.

Influence of nurses’ perception of organizational climate and toxic leadership behaviors on intent to stay: A descriptive comparative study

BackgroundNursing managers and leaders must fight to retain nurses in hospitals by constructing an inviting organizational climate that is attractive to work in, not toxic. The organizational climate is primarily affected by employees’ internal work environment and behavior. Hence, nursing managers and leaders must implement effective strategies to increase nurses intention to stay by address the organizational climate. AimThis study was designed to assess nurses’ perception of the effects of organizational climate and toxic leadership behaviors on their intention to stay and the differences in these domains between the two hospitals studied. MethodsA descriptive comparative design was used. Data were collected in 2022 from 250 nurses working in the two largest hospitals in Assiut, an Egyptian city south of Cairo, using three self-administered questionnaires: the organizational climate questionnaire (42 items categorized into nine domains), the toxic leadership scale (30 items categorized into five domains), and the Chinese version of the intent-to-stay scale. ResultsMost nurses reported their intention to stay as “normal.” The nurse participants perceived that a positive organizational climate was not present, but toxic leadership was at a low level (13.6% and 25.6%, respectively). The model of regression analysis was significant, showing that the organizational climate represented by supportive systems impacted nurses’ intention to stay in the hospitals under study. Meanwhile, toxic leadership behaviors, represented by authoritarian leadership, unpredictability in the university hospital, and self-promotion in the insurance hospital, affected nurses’ intention to stay. ConclusionPositive organizational climate played a significant role in retaining nurses through investing in incentives and providing supportive systems. Authoritarian leadership, unpredictability, and the self-promotion of leaders' behaviors impacted the nurses and the climate negatively. Hence, we recommend investing in potential strategies to improve the nurses’ intention to stay through performance standards, increased pay and benefits, clear reward mechanisms, participation in decision making, and assessments of leaders’ behaviors. Furthermore, decision and policy makers need to establish effective, supportive systems in hospitals to retain nurses. Hence, nursing managers and leaders must rethink how they can use their leadership skills and behavior in a positive manner to promote nurse retention. Study registrationNot registered

Perception of organizational climate by university staff and students in medicine and humanities: A qualitative study

ABSTRACT Organizational climate and culture are important for research organizations because they foster research integrity and responsible conduct of research, reduce questionable research practices, and improve job satisfaction. The aim of our study was to explore how employees and students perceive organizational climate and its consequences in the university setting. We conducted semi-structured interviews with senior students and employees (teaching and non-teaching staff) from two different university schools: School of Medicine and Faculty of Humanities and Social Sciences. Participants were asked questions regarding perceived climate, working environment, and the role of the institution. The data were analyzed using reflexive thematic analysis approach. Three themes were identified. The first theme addressed the difference in the perception and understanding of organizational climate. The second theme dealt with institutional issues emanating from organizational climate. The third theme described the behavior of stakeholders in the formation of organizational climate. Organizational climate is important concept in academic organizations as it influences both employees, particularly early career researchers, and students. Institutional leadership can strongly influence organizational climate, which can in turn affect job and job satisfaction. Due to the importance of personal morality on everyday decision-making, virtue-based research integrity training could be useful in improving academic institutions’ organizational climate.

The Relationship between Teachers' Perceptions of Organizational Ethical Climate and Accountability Tendencies

The aim of this study is to examine the relationship between teachers' perceptions of organizational ethical climate and their accountability tendencies. The research was carried out with 405 teachers working in the province of Istanbul. Organizational Ethics Climate Scale and Teacher Accountability Tendency Scale were used as data collection tools in the research designed in relational survey model. As a result of the research, it was found that teachers' ethical climate perceptions and accountability tendencies regarding their schools were high. In addition, it has been determined that there is a statistically positive, moderate, and significant relationship between teachers' ethical climate perceptions and accountability tendencies. Based on the findings of this study, it can be suggested that ethical and accountable behaviors should be considered in order to create a productive working environment at school.

A Study of Organizational Climate, Diversity, and Inclusion among Filipino Employees

There is a misconception that diversity is irrelevant to understanding the workplace in other parts of the world, particularly in Asia. In other words, countries in Asia, like the Philippines, are homogenous. Today, western countries and other developed regions are not the only places where the workforce is becoming more diversified. Hence, this study aims to make a unique contribution to the diverse literature in the country by examining the relationships between diversity, inclusion, and organizational climate in the context of a perceived homogeneous culture. The influence of demographic characteristics like age, gender, tenure, and position was also considered in the study. Using a sample of 40 Filipino employees in a higher education institution in Cebu City, the results show average employee perceptions about diversity, inclusion, and organizational climate. The perception of diversity was positively linked to inclusion and the organizational climate. However, perceptions of inclusion and organizational climate were not statistically meaningful. On the other hand, gender, tenure, and position were closely linked to employee’s perceptions of the organizational climate. Specifically, gender-diverse employees, new employees, and those in teaching positions have a more positive perception of the organizational climate. Therefore, assessing the organizational climate is highly relevant in promoting and improving inclusion and diversity in the workplace.