Perceptions Of Organizational Climate Research Articles

INVESTIGATION OF THE EFFECT OF ORGANIZATIONAL CLIMATE ON THE PERFORMANCE AND MOTIVATION OF EMPLOYEES (A STUDY ON SPORTS ORGANIZATIONS)

Ponte Academic JournalMar 2023, Volume 79, Issue 3 INVESTIGATION OF THE EFFECT OF ORGANIZATIONAL CLIMATE ON THE PERFORMANCE AND MOTIVATION OF EMPLOYEES (A STUDY ON SPORTS ORGANIZATIONS)Author(s): SEFA YILDIZ ,HAKKI ULUCANJ. Ponte - Mar 2023 - Volume 79 - Issue 3 doi: 10.21506/j.ponte.2023.3.3 Abstract:The present study aims to examine the effect of the organizational climate perceived by the employees working in the Sports Services unit of the Provincial Directorate of Youth and Sports on their job performance and motivation. In this research, the data were obtained from 502 employees working in the Provincial Directorate of Youth and Sports in 13 provinces located in the Central Anatolian Region of Turkey. The ‘’Personal Information Form’’, ‘’Organizational Climate Scale’’, ‘’Job Performance Scale’’ and ‘’Job Motivation Scale’’ were used as measurement tools in the present study. All the scales are in 5-point Likert type. The statistical package program SPSS.25 was used in the analysis of the data. T-test and F-test were used to examine the differences between variables. Regression analysis was performed to measure the effect levels. As a result of the analyses, it was observed that the organizational climate, job performance and motivation perceptions of the employees did not make a difference based on the variables of gender and title, while differences were found based on the variables of marital status, age, education and working year. It has been concluded that the organizational climate perceptions of the employees have a positive and significant effect on their performance and motivation. Download full text:Check if you have access through your login credentials or your institution Username Password

“Organizational Climate Perceptions Among University Teachers: Exploring Gender And Rural-Urban Variations"

This study explores the organizational climate perceptions of university teachers in the Kashmir Valley, analyzing differences based on gender and rural-urban residence. Utilizing a descriptive survey design, data were gathered from 300 university teachers and assessed using the Organizational Climate Scale (OCS-PSCSDU-2019). Findings indicate that the majority of teachers experience a moderate to high level of organizational climate. No significant differences were observed in perceptions of organizational climate based on gender or location, except in the clarity of roles and information-sharing, where rural teachers showed more favorable views. These results underscore the effectiveness of inclusive, gender-neutral policies and equitable support across urban and rural institutions, aligning with the educational goals of NEP 2020. This study highlights the importance of a positive organizational climate in enhancing professional development and teaching effectiveness.

The effect of organisational virtuousness on ethical climate and psychological well-being

The aim of this study is to examine the effect of organizational virtuousness on ethical climate and psychological well-being according to teachers’ perceptions. The research is a correlational study. The universe consists of 12,852 teachers working in 444 schools in the central districts of Konya in the 2017-2018 academic year. The sample consists of 452 teachers determined with the proportional cluster sampling method. It was found that perceptions of psychological well-being are at a good level and there is a significant difference between perceptions of psychological well-being regarding “gender” in favour of women. Organizational virtuousness and ethical climate perceptions vary significantly regarding “seniority”. Significant correlations were found between psychological well-being, organizational virtuousness, ethical climate and their dimensions. It is determined that organizational virtuousness predicts ethical climate at a high level and psychological well-being at a medium level. Additionally, ethical climate predicts psychological well-being moderately.

Factors influencing sexual harassment behavior in sports environment: Evidence from Pakistan.

Sexual harassment (SH) in sporting environments has developed as an important field of research. However, a more comprehensive understanding of factors affecting SH behavior is needed. We hypothesized how these effects appear and the scenarios in which they exist. Based on the perspectives of SH, this study aims to reveal the athletes' perceptions of SH and organizational climate (OC) impacts on SH, as well as the mediating mechanisms of low self-esteem (LSE) and the moderating role of hostile sexism (HS). Data collected from 422 female athletes in Pakistan, using random sampling and using SEM techniques analyze that these factors are responsible of increased likelihood of female athlete SH. Our results suggest that athletes' perceptions of OC positively predict SH, and OC is positively related to LSE. In addition, LSE partially mediates the positive effects of athletes' perceptions of OC on SH, where HS strengthens the perceived relationship between OC and LSE, which stimulates the SH of athletes. The overall model predictive ability was carried out by moderated mediation model. This study had deep implications for the literature. It clarified the ways that are crucial for predicting OC. Whether there are written laws on the subject, organizations are reluctant to acknowledge them, which entails developing methods of quantifying SH and creating data accessible to the public. A future study is recommended to evaluate the abuse of power concerning benevolent sexism to identify athlete perception of SH.

Exploring Academic Staff Perception of Organizational Climate and Organizational Citizenship Behaviour: Lessons from Private Universities In Nigeria

This study explored academic staff perception of organisational climate and organizational citizenship behaviour private universities in Southeast, Nigeria. Five specific objectives, research questions and hypotheses were formulated with the decomposed variables of the study. The study was anchored on Social Exchange Theory (SET). A survey design was carried out using the sampled academic staff in the selected private universities. The study population was 4654 while the sample size was 355 arrived. Data were collected using self-administered questionnaire from the random sample of academic staff of the selected private universities in Southeast Nigeria. The data using descriptive statistics and inferential statistics were used in this study. The results revealed that there is a positive significant relationship between organizational climate and organizational citizenship behaviour. The results showed that there is a significant relationship between the organizational climate dimensions and organizational citizenship behaviour dimensions. This implied that the success of an institution is dependent upon the effective management of organisational climate, which is an important path to the success of employee’s citizenship behaviour. The study recommended that equity and fairness should be entrenched during appointments and promotions so as to reduce incidence of service sabotage among academic staff of private universities. In the spirit of harmony, management of private universities should score collaborative works more than individual outputs in order to encourage teamwork among academic staff

A multigroup SEM analysis of the antecedents and moderating influence of culture on workplace deviance behavior

PurposeAntecedents and outcomes of workplace deviance have been studied over the past few decades but there is still a lack of research from an organizational climate, witness and cultural point of view. Theoretical considerations for the present research are based on the social cognitive theory perspective where the authors expect employees's involvement in workplace destructive deviance would depend on their organizational climate perception, witness behavior and cultural orientation.Design/methodology/approachA total of 987 participants from India (N = 404) and USA (N = 583) completed an online questionnaire, and multi-group structural equation modeling analysis was conducted to test the hypothesized model.FindingsAcross cultural groups, higher collectivism is associated with lower engagement in workplace deviance. Furthermore, employees' higher intervening witness behavior is associated with lower destructive deviant behaviors when employees showed higher endorsement of collectivism in India (not USA). However, employees' higher self-serving witness behavior is associated with higher destructive deviant behaviors. Interestingly, employees with higher endorsement of individualism associated with organizational climate are more likely to engage in destructive deviance.Originality/valueThe main originality of this study is to further increase the understanding of the relationship between organizational climate, witness behavior (self-serving and intervening behavior) and workplace deviance (organizational and interpersonal destructive deviance) considering the role of employees' cultural orientation (individualism vs collectivism).

Association of organizational climate perception withwork-related acceptance actions and work engagement among nurses in emergency department

Objective: To understand the current situation of emergency department nurses' work engagement, and analyze the relationship between emergency department nurses' organizational climate perception, work-related acceptance actions and work engagement. Methods: In May 2021, 273 emergency department nurses from 6 class Ⅲ class a general hospitals in Tianjin were selected as the research objects by using the convenient sampling method, and the general information questionnaire, work input scale, nurses' organizational climate perception scale and work-related acceptance action questionnaire were used for questionnaire survey. The correlation between job involvement and nurses' organizational climate perception and job-related acceptance action was analyzed by pearson correlation, and the influencing factors of job involvement were analyzed by multiple linear regression. Results: The average score of job involvement was (3.57±0.45) , the average score of nurses' organizational climate perception was (3.29±0.69) , and the score of work-related acceptance action was 35.00 (29.00, 47.00) . The results of correlation analysis showed that there was a positive correlation between nurses' organizational climate perception, job acceptance action and job involvement in emergency department (r=0.435, 0.518, P<0.05) . Multiple stepwise regression analysis showed that job acceptance, nurses' perception of organizational climate, health status, specialist nurses, education and emergency work years were the influencing factors of emergency department nurses' job involvement (P<0.05) , accounting for 41.9% of the total variation. Conclusion: We should create a good organizational atmosphere, improve the acceptance of emergency department nurses to nursing work, and improve the level of nurses' work input.

Hubungan Persepsi Iklim Organisasi dan Dukungan Organisasi dengan Organizational Citizenship Behavior pada Aparatur Sipil Negara di Pusat Pengembangan dan Pemberdayaan Pendidik dan Tenaga Kependidikan Medan

This study aims to see: The relationship between perceptions of organizational climate and organizational support for Organizational Citizenship Behavior (OCB) in ASN at the Center for the Development and Empowerment of Educators and Education Personnel (P4TK) Medan. This research was conducted on 150 ASN with total sampling technique. The results showed; 1. There is a very significant positive relationship between the perception of organizational climate and organizational support for Organizational Citizenship Behavior (OCB) at the State Civil Apparatus at the Center for the Development of Quality Assurance for Vocational Education (BBPPMPV) BBL Medan. 2. There is a very significant positive relationship between the perception of organizational climate and Organizational Citizenship Behavior (OCB) in the State Civil Apparatus, Center for the Development of Quality Assurance for Vocational Education (BBPPMPV) BBL Medan. 3. There is a significant positive relationship between organizational support and Organizational Citizenship Behavior (OCB), with a correlation coefficient of rx2y = 0.431; p &lt; 0.001; and the effective contribution obtained was 18.6%. The total effective contribution of the two independent variables (perception of organizational climate and organizational support) on Organizational citizenship behavior (OCB) is 48.3%. From these results it is known that there are still 51.7% of the influence of other factors on Organizational Citizenship Behavior (OCB) which was not seen in this study.

The Influence Of The Role Of Leaders, Work Safety, Work Experience, Organizational Climate, Work Ability And Perception On Work Commitment

Work commitment is an important issue that is busy being discussed at this time. Nurses who have a high commitment to the organization will show greater effort in carrying out their duties. The purpose of this study was to determine the direct and indirect effects and the magnitude of the role of leadership, work safety, work experience, organizational climate, work ability and self-perception of the commitment of nurse work. The type of research used is quantitative research using a cross sectional research design. The population in this study were all nurses at the Cijantung Military Hospital, which numbered 110 people. The sampling method uses total sampling technique. Data collection is done using a questionnaire. The results that the researchers got there influence the leadership role of 17.49%, work safety at 18.70%, work experience of 19.03%, organizational climate of 11.47%, work ability of 5.31% and self perception of 12 , 18% of nurses' work commitments. The leadership role, work safety, work experience, organizational climate, work ability and self perception contribute to work commitment of 84.18% while 15.82% is explained by other variables not examined. The suggestion in this study is that it is expected that the management of Cijantung Military Hospital will change the system of forming new work policies, for example training, further study, good communication, attention and appreciation or other patterns so as to stimulate nurse work experience to foster high commitment at the work agency.

Members’ Perceptions Regarding Diversity and Inclusion within the American Association for Agricultural Education

Professional scientific societies, such as the American Association for Agricultural Education (AAAE), have not been immune to struggles with diversity, equity, and inclusion (DEI), even as it has come to the forefront of national conversation. In response to the 2017-2020 AAAE Strategic Plan, specifically goal one to build a more inclusive culture within the society, this study describes members’ perceptions of organizational climate regarding diversity and inclusion within the AAAE organization. This manuscript reports the quantitative survey findings from the AAAE membership to determine perceptions of opportunities and barriers for participation in AAAE, as well as perceptions of AAAE’s progress toward diversity and inclusion. Data are provided as a benchmark to describe the membership demographics of the organization. Member perceptions of opportunities to share diverse perspectives, become involved in leadership, and to be awarded and recognized by AAAE are varied. Many barriers to engagement in AAAE seem to create a dichotomy between persons who feel fully included and those who do not in the organization. Over half of the respondents do not consider AAAE’s membership to be diverse. Perceptions of progress toward diversity and inclusion across the dimensions of sexual orientation, socio-economic status, disciplinary focus, gender/gender identity, faculty rank, race/ethnicity, institution type, and religious representation reveal some areas of success and opportunities for growth in the organization. The profession should be challenged to examine how our practices and scholarship may perpetuate exclusivity as AAAE works toward meeting the goal of building a more diverse and inclusive culture within the society.

Speaking up or remaining silent about patient safety concerns in rehabilitation: A cross-sectional survey to assess staff experiences and perceptions.

Background and AimsPatient safety incidents may be prevented if healthcare workers speak up to voice their concerns when they observe hazardous clinical situations. This study aims to investigate the frequency of speaking up and healthcare workers' perception of organizational climate in rehabilitation clinics.MethodsAn online survey was conducted in five rehabilitation clinics. An existing survey instrument (Speaking Up About Patient Safety Questionnaire [SUPS‐Q]) was adapted for this purpose. The instrument includes items on self‐reported speak‐up‐related behavior (perceived safety concerns, withholding voice, and speaking up), anticipated speak‐up behavior, barriers to speaking up, and speak‐up‐related climate measures (psychological safety, encouraging environment, and resignation). Data analysis included descriptive statistics, one‐way analysis of variance for differences between groups, multiple regression, and measures for validity and reliability of the scales.ResultsFour hundred seventy‐one individuals participated in the survey (response rate of 32%). In the 4 weeks preceding the survey, 81% of respondents had specific concerns about patient safety, 83% performed speak up and 41% remained silent in one or more instances. Expected differences between professional groups were confirmed, but surprisingly, we found no effect of hierarchical level on speaking up behavior and perception of the speak‐up climate. Factors that most frequently prevented healthcare workers from speaking up were ineffectiveness (38%), presence of patients (26%), and unpredictability of the actor's reaction (25%). The psychometric evaluation of the adapted SUPS‐Q showed acceptable results for validity and reliability.ConclusionsHealthcare workers in rehabilitation clinics frequently perceive safety concerns. The study underlines the importance of promoting a culture of safety and speaking up. The short survey instrument SUPS‐Q can be used by rehabilitation clinics to initiate discussions related to facilitators and barriers to speaking up and to identify areas for improvement within the organization.

Ethical Climate’s Mediating Role on the Relationship Between Emotional Intelligence and Job Satisfaction

Purpose: The purpose of this article is to determine the effects of emotional intelligence (EI) on job satisfaction and to examine whether ethical climate has a mediating role in this effect. Methodology: The study was conducted among employees of sales organizations in the automotive industry. Relationships between variables were determined by correlation and bootstrap regression analysis with data from 127 participants. Findings: The results revealed that emotional intelligence shows statistically positive and significant relationships with job satisfaction and ethical climate. Moreover, positive correlation was determined between ethical climate and job satisfaction. The most important result is the decrease of the effect of emotional intelligence on job satisfaction in the triple relationship that includes ethical climate. The findings indicated that the relationship between emotional intelligence levels and employees’ perception of organizational ethical climate weakened their impact on job satisfaction. Implication: Ethical climate has a mediating effect on the relationship between emotional intelligence and job satisfaction. The relationship between emotional intelligence levels and job satisfaction is indirectly strengthened by ethical climate. However, the triple relationship of variables weakens the effect of emotional intelligence on job satisfaction.

Examining the effects of a performance management reform on employee attitudes and organizational climate

ABSTRACT This article employs a difference-in-differences design to study how a ‘managing for results’ reform in New York City public schools affected employees’ attitudes and perceptions of organizational climate. Findings show that the reform produced largely negative effects on employees’ attitudes and perceptions, and the effects were heterogeneous by organizations’ performance levels. This study expands performance management research by examining its effect on employee attitudes and organizational climate. It presents a more nuanced view of how employees react to and receive performance management reforms and contributes to a comprehensive understanding of the consequences of performance management reforms.

Precursors and outcomes of work engagement among nursing professionals\u2014a cross-sectional study

BackgroundHealth services organizations must understand how best to lower nursing professionals’ turnover intentions, and increase their job satisfaction and the quality of care provided to patients. This study aims to examine whether work engagement (WE) is a significant predictor of the achievement of these preferred organizational goals. The study also aims to examine whether organizational culture and organizational climate can manage the WE of nursing professionals and indirectly contribute to the accomplishment of the preferred organizational goals.MethodsIn detail, a cross-sectional questionnaire survey study was conducted through a convenience sampling of a total of N = 164 nurses, from four Norwegian public hospitals. Structural equation modeling was employed in testing the hypothesis in the conceptual model, using Stata software. Furthermore, mediation analyses were achieved through use of the “medsem” package in the Stata software, in testing whether the proposed direct and indirect effects were statistically significant, and the type of mediation found.ResultsThe three key findings from this study are: i) WE of nursing professionals was found to be positively related to service quality of care (β = 0.551) and job satisfaction (β = 0.883). Job satisfaction fully mediates the relationship between WE and turnover intention and in itself explains almost 60% (R2 = 0.59) of turnover intention; ii) nursing professionals’ perception of organizational culture (β = 0.278) and collaboration climate (β = 0.331) were both directly related to their WE; and iii) WE fully mediates the relationship between organizational culture/climate and service quality of care and job satisfaction. Moreover, WE partially mediates the relationship between collaborative climate and job satisfaction.ConclusionsThe WE of nursing professionals is highly correlated to their job satisfaction. WE and turnover intentions are (fully) mediated by job satisfaction. Employers should therefore focus on improving the job satisfaction of nursing professionals. The WE of nursing professionals is a common key factor for such improvement. Consequently, leaders and managers should continuously manage nursing professionals’ WE, focusing on such areas as organizational culture and climate, because WE is an effective means of enabling multiple desirable outcomes for hospital organizations.

Measuring implementation climate: psychometric properties of the Implementation Climate Scale (ICS) in Norwegian mental health care services

BackgroundEmployees’ perceptions of organizational climate for implementation of new methods are important in assessing and planning for implementation efforts. More specifically, feedback from employees’ points to which implementation strategies to select, adopt, and tailor in building positive climate for implementation of new evidence-based practices within the organization. Implementation climate can be measured with the Implementation Climate Scale (ICS). The purpose of this study was to investigate the psychometric properties of the Norwegian version of the ICS in outpatient mental health clinics.MethodsThe ICS was administered to 383 clinicians within 47 different child and adult mental health clinics across the country. We conducted confirmatory factor analysis to assess the psychometric functioning of the ICS. Cronbach’s alpha was examined to assess internal consistency. We also examined criterion related validity of the scale by comparing it with an alternative measure of implementation climate (concurrent validity) and by examining correlations with clinicians’ intentions to use evidence-based practices.ResultsResults supported the 6-factor structure and the internal consistency reliability of the ICS. One exception was poor functioning of the Reward scale. Concurrent validity was stronger at the group than at the individual level, and assessment of associations with clinicians’ intentions to use evidence- based practices showed positive correlations.ConclusionsThe Norwegian version of the ICS is a promising tool for assessing implementation climate which can provide organizations with specific feedback concerning which aspects of the implementation climate to attend to. Due to poor functioning of the Reward scale, adaptations and further testing of this is recommended.

Implementation of Islamic Work Ethics, Organizational Climate, and Organizational Political Perceptions on Institutional Strengthening, Organizational Commitments as Mediations

This study aims to examine the effect of Islamic Work Ethics, Organizational Climate, Perception of Organizational Politics, Organizational Commitment, and Institutional Strengthening. This research was conducted on members of the Pidie Regency People's Representative Council (DPRK Pidie), Indonesia. The intended population was a total of 40 people. The sample was taken using a census technique where the population was used as a sample. Data were analyzed using the Partial Least Square (PLS) method. The results show that Islamic Work Ethics affects Commitment, Organizational Climate affects Commitment, Organizational Political Perceptions does not affect on Commitment, Islamic Work Ethics does not affect Institutional Strengthening, Organizational Climate affects Institutional Strengthening, Perception of Organizational Politics does not affect Institutional Strengthening, Commitment affects Institutional Strengthening, Commitment fully mediates the Islamic Work Ethics effect on Institutional Strengthening, Commitment does not mediate the Organizational Climate effect on Institutional Strengthening, and Commitment does not mediate the Organizational Political Perception effect on Institutional Strengthening. These findings prove that it turns out that the institutional improvement model is a function of increasing the strengthening of Islamic Work Ethics and Organizational Climate Conformity, and Increasing Commitment, where Commitment serves as a full mediator on the role model of Islamic Work Ethics on institutional Strengthening. Meanwhile, organizational politics perception does not play a significant role in the model.

The Effect of Innovative Organizational Climate on Employee Job Satisfaction

Innovation has critical importance in making a difference in the competitive environment of organizations and countries. Organizations that produce similar products or services in the same market need to be innovative to make a difference to their competitors. For increasing innovation in organizations, first of all, the management approach should be in a way that supports innovation. Organizations that determine their organizational policies by considering the demands of the employees within an organizational structure suitable for the modern age and employee expectations are more advantageous in this regard. It is not easy to achieve sustainable success in organizations where employees' ideas are not given importance, and only certain people make decisions and implement them. In this respect, the suggestions put forward by all employees should be considered in solving problems and improving product and service quality. Organizations also need to allocate supporting resources so that employees can improve existing processes or introduce new initiatives. In organizations with an innovative climate, employees are involved in critical processes. Their ideas are considered essential, and financial support is provided for their suggestions and ideas in product development and problem-solving. Although some research on the effects of an innovative climate on organizational performance has been carried out, few studies examined the effects of the innovative climate on employees' attitudes towards work. In this regard, this study it is aimed to examine the impact of innovative climate perception of white-collar employees working at middle and upper levels on job satisfaction. Quantitative research was designed to achieve this aim. A total of 222 employees from the food, textile, and automotive sectors participated in the research. A questionnaire form including scales whose psychometric properties were tested previously and a personal information form was created. The questionnaire form was delivered to the participants online. Within the scope of the research, frequency, internal consistency, factor, independent samples T-test, and correlation analysis were applied. The findings showed a positive and strong correlation between the innovative organizational climate perception of the employees (including the sub-dimensions) and their job satisfaction. The innovative climate perception of the employees did not differ according to the variables such as the position in the organization (middle and lower level) and whether they have a managerial role. The obtained results were discussed, and some research suggestions were made.

Perceptions of Organizational Silence, Ethical Climate and Ethical Leadership by Green And Non-Green Hotel Employees

Çalışanlar, örgüt içerisinde görüş ve önerilerini rahatça tartışabildikleri, sorunlarını ve çözüm önerilerini ortaya koyabildikleri bir çalışma ortamında daha verimli ve etkili olabilmektedir. Bu ortamın sağlanmasında örgüt iklimi ve yönetici davranışları önemli yer tutmaktadır. Yeşil otelcilik; en temel anlamıyla, enerji tasarrufu sağlayıp atık miktarını azaltarak doğayı korumayı, sürdürülebilirliği hedefleyen bir sistemdir. Bunun yanında örgüt imajının sağlamlaştırılması ve pazarlamada avantajlı duruma geçmek gibi sonuçlar da amaçlanmaktadır. Bu amaçlar şirketin karlılığı ile ilgilidir. Ayrıca yeşil otel kavramı yönetim anlamında da bazı yenilikleri gerektirmektedir. Bunlar yeşil otelcilik felsefesinin uygulanabilmesi için zorunlu olan yeniliklerdir. Dolayısı ile yeşil otelcilik kavramının, sadece maliyetleri düşürmek ya da pazarlamada avantaj sağlamaktan ziyade hem yöneticilik hem de çalışanlara yaklaşım açısından birtakım yenilikler getirmesi ve farklılıklar yaratması beklenmektedir. Bu görüşten yola çıkarak 368 katılımcıyı kapsayan, yeşil otel ve yeşil olmayan otel çalışanlarına, “Örgütsel Sessizlik”, “Etik İklim” ve “Etik Liderlik” algılamalarını içeren bir anket uygulanmıştır. Araştırmanın sonucunda, yeşil olmayan ve yeşil otel çalışanlarının “Etik Liderlik”, “Etik İklim” ve Örgütsel Sessizliğin alt boyutları olan “Savunmacı Sessizlik” ve “Toplum Yararına Sessizlik” algılamalarında bir farklılık bulunmamıştır. Bir tek anlamlı farklılık Örgütsel Sessizliğin “Kabullenici Sessizlik” alt boyutunda saptanabilmiştir ve bu sonuca göre; yeşil otel çalışanlarının “Kabullenici Sessizlik” algısının, yeşil olmayan otel çalışanlarına göre daha düşük olduğu bulgulanmıştır.

The impact of knowledge distance on turnover intention of millennial employees: from the perspective of Mianzi

Purpose The reasons for turnover intention of millennial employees show intergenerational differences and gradually have become a hot topic in the field of management. From the perspective of knowledge management, this paper aims to explore the mechanism of individual knowledge distance on the turnover intention of millennial employees. Based on the social comparison theory and the person-environment fit theory, this study discusses the moderation role of individual perception of organizational innovation climate in this model by integrating social and cultural factors into the cognitive behavior model, and empirically tests the impact of individual knowledge distance on the turnover intention of millennial employees. Design/methodology/approach In this paper, 585 valid questionnaires were collected from the millennial employees, and the moderated intermediary model was empirically tested by using hierarchical regression analysis and conditional process analysis. Findings The results show that the knowledge distance between individuals has a significant positive impact on the turnover intention of the millennial employees; the ability-based Mianzi stress has a significant positive impact on the turnover intention of the millennial employees; in organizations with a high innovation climate perception, the ability-based Mianzi stress partially mediates the positive impact of the knowledge distance between individuals on the turnover intention; the organizational innovation climate perception positively moderates the influence of individual knowledge distance on ability-based Mianzi stress, and the boundary condition of ability-based Mianzi stress is discussed, which shows that knowledge distance can induce ability-based Mianzi stress only when individual are able to perceive organizational innovation climate. Originality/value This study explores the influence mechanism between knowledge distance and employee turnover intention from the perspective of Mianzi, which is a supplement and enrichment to the study of millennial employees’ turnover intention. It enlightens managers to take effective measures to reduce the negative impact of knowledge difference among millennial employees in the process of actively creating innovation climate in the organization. Because Western countries also have face problems, the conclusion of this study is also of practical significance to managers in Western countries.

Implementation of Evidence-Based Practices to Reduce Youth HIV Transmission and Improve Self-Management: A Survey of Key Stakeholder Perspectives.

Understanding the implementation process is critical to disseminating effective interventions that reduce HIV risk and improve self-management in youth populations. As part of a multi-center implementation study, providers (N = 128) from 13 HIV prevention and care sites were surveyed to capture their perspectives on evidence-based practices (EBPs) and their discharge. We employ a descriptive analysis of their perspectives before implementation as defined by the Exploration, Preparation, Implementation, and Sustainment (EPIS) model, with comparisons between organizational role and study site. Factors of interest included the following: attitudes toward EBPs, perceptions of organizational climate, perceptions of leadership behavior, implementation climate, and provider views on organizational support. These factors were assessed using scales with 5-point Likert response options. Attitudinal domains such as Appeal (α = 3.24), Fit (α = 3.31), and Requirements (α = 3.20), were positive. Similarly, providers on average perceived organizational support efforts meant to facilitate EBP implementation (α = 2.74). Our findings point to provider attitudes, perceptions of work climate, general organizational support, and leadership as impacting adoption and sustainment of EBPs. Secondary analysis indicates that some perceptions and attitudes differ by site and by professional role in some assessment domains. Our study highlights factors such as provider attitudes and perspectives on the organizational and implementation climates and on leadership behaviors as impacting EPB implementation.