Supportive Organizational Climate Research Articles

Organisational Climate and the Work-related Learning of Employees

The aim of this mixed methods research was to distinguish and to examine models of organisational climate regarding the work-related learning of employees. The theoretical rationale is found in the reflections of the learning supportive organisational climate as the main prerequisite of the process of participatory planning in adult education and learning, and as one of the core pillars in the process of building a learning organisation. For the purposes of triangulation and of complementarity, we adopted quantitative and qualitative methodology. The research was performed online from May to December 2018 and included employees from different companies in the Republic of Serbia. By using an explanatory sequential mixed methods research design with nested samples for the quantitative (Nqn=687) and the qualitative components (Nql=85), three models of organisational climate regarding the work-related learning of employees have been distinguished: the organisational climate of the fear of repression, the service-oriented organisational climate, and the learning supportive organisational climate.

Organizational support and employee thriving at work: exploring the underlying mechanisms

PurposeThe purpose of this paper is to investigate whether perceived organizational support for strength use (POSSU) predicts employee thriving at work and the underlying mechanisms that explain this relationship.Design/methodology/approachThe analysis is based on data from an online, time-lagged survey of 209 employees. Latent moderated structural equations (LMS) method was used to test the mediating role of job crafting and meaningfulness and the moderating role of core self-evaluation (CSE) in the organizational support-employee thriving relationship.FindingsPOSSU has a direct, positive relationship with employee thriving at work. Moreover, this relationship is fully mediated by employees' job crafting (as an agentic work behavior) and meaningfulness (as a resource produced at work). In addition, contextual factor of POSSU synergistically interacts with individual characteristic of CSE to foster thriving at work.Research limitations/implicationsBased on a time-lagged survey, causal relationships cannot be drawn from this study. Results point to future research that can incorporate specific types of work climate and organizational practices in a multilevel design to investigate how context at team, unit and organizational levels impact employee thriving.Practical implicationsThe study results highlight the importance of fostering employee thriving at work by implementing organizational practices that create supportive, innovative and meaningful workplaces. Management needs to pay close attention to develop a supportive organizational climate geared to identifying, developing and utilizing employees' strengths.Originality/valueThis study provides theoretical explanations and empirical tests on the mechanisms linking organization support and employee thriving based on the socially embedded model of thriving.

Toward contextual understanding: antecedents of work-family interface in India

PurposeThe current study examined cultural (diffuse orientation), organizational (organizational work-family climates) and individual (role centrality) antecedents of key work-family (WF) experiences (WF conflict, WF enrichment and WF boundary management) in India.Design/methodology/approachSurvey data were collected from 586 white-collar employees in India. The data were analyzed using structural equation modeling.FindingsAnalyses revealed interesting culture-specific insights into the WF dynamic. For example, less demarcation between WF boundaries (diffuse orientation) did not increase WF conflict, but significantly fostered WF enrichment, challenging the findings in the Western cultural contexts. A supportive organizational WF climate was found to be a crucial factor that alleviated WF conflict, whereas greater investment in work role led to greater WF enrichment.Research limitations/implicationsThis study addresses a dearth of research on antecedents of WF interface that simultaneously examines the positive and negative aspects of WF interface. It also advances the WF literature by generating empirical evidence related to the cultural dimension of diffuse orientation.Originality/valueThis study provides a holistic view of WF interface in the Indian context by incorporating various antecedents in one model.

Impacts of supportive HR practices and organisational climate on the attitudes of HR managers towards gender diversity – a mediated model approach

PurposeUsing the theoretical lens of the behavioural perspective on HRM, this study examined a mediated model to understand the extent to which organisational factors such as supportive human resource management policies and practices (SHRPP) and organisational climate (OC) can influence the affective attitudes of HR managers towards promoting women into organisational leadership roles. Survey data collected from 182 human resource managers in Bangladesh were analysed using partial least squares–based structural equation modelling (PLS-SEM) and the PROCESS macro to test mediating effects. The results reveal that the adoption of SHRPP is positively associated with OC, which in turn shapes the attitudes of HR managers leading to implementing unbiased promotional practices for organisational leadership roles.Design/methodology/approachQuantitative survey data collected from 182 human resource managers in Bangladesh were analysed using PLS-SEM and PROCESS macro.FindingsThe results reveal that the adoption of SHRPP is positively associated with OC which in turn shapes the attitudes of HR managers leading to implementing unbiased promotional practices for organisational leadership roles.Research limitations/implicationsSelf-report, cross-sectional survey data may contribute to the methodological bias such as common method bias (CMB). Harman's single-factor test revealed that no single component explained a major portion of the total variance. Furthermore, partial correlational analysis using a marker variable coupled with an assessment of social desirability indicates that common method variance is unlikely to have any CMB risks to the validity of the study results.Practical implicationsFrom a practical point of view, the findings of this study suggest that supportive HR practices may create a positive organisational climate that leads to creating a healthy work environment ensuring an equal opportunity for everyone to grow and excel irrespective of their socio-cultural backgrounds and gender identity; thus, facilitating the organisation to take advantage of creativity and innovation offered by their talents, a critical factor for the organisation to survive and flourish in the dynamic market.Social implicationsThe study findings provide insights into why organisations should adopt fair and transparent HR policies to create a congenial work climate impacting on positive social attitudes towards acceptance of a gender-balanced empowered society.Originality/valueTo the best of author's knowledge, this is the first study that examined a mediated model to understand how organisational factors such as SHRPP and OC can impact on the affective attitudes of HR managers towards promoting women in the organisational leadership roles.

Transformational leadership, knowledge sharing, organizational climate and learning: an empirical study

PurposeThis study examined the relationships among transformational leadership, organizational climate, employees' knowledge-sharing behavior and organizational learning.Design/methodology/approachData were collected from 282 responses from multiple companies in South Korea. Descriptive statistics and correlations were provided. The structural equation modeling was primarily used to test the proposed hypotheses and model comparisons.FindingsThe results indicated direct effects of transformational leadership on organizational climate, knowledge-sharing and organizational learning. In addition, organizational climate was positively related to knowledge-sharing behavior. Finally, knowledge-sharing behavior was found to affect organizational learning and to be a mediator in linking transformational leadership and organizational learning.Research limitations/implicationsThis study contributes to the literature on the role of leader’s support to enhance employees' outcomes related to knowledge and learning. By investing different antecedents of organizational learning, this study will help scholars and professionals pay more attention to organizational learning, its process and outcomes, which can promote organizational effectiveness and next outcomes from organizational learning.Practical implicationsOrganizations need to pay continuous attention to maintaining and strengthening employees’ knowledge-sharing behavior and learning, which is positively influenced by organizational efforts (i.e. leader’s support and supportive organizational climate).Originality/valueThe significance of this study is that the findings add to the academic work on organizational learning by empirically examining how leadership and organizational climate factors influence knowledge and learning outcomes and through which mechanisms.

Organizational level antecedents of value co-destruction in hospitality industry: an investigation of the moderating role of employee attribution

ABSTRACT The recent upsurge in theoretical advances in value co-creation in service organizations provides the credo to uncover the likely predictors of value co-destruction which may sometimes be the end point of the co-creation process. Thus, this paper aims to investigate how hotel employees’ perception of leadership support, supportive organizational climate and management’s commitment to value co-creation predicts value co-destruction in their organization. The survey was designed to solicit data that will help in answering our main research question; what organizational level factors are responsible for mitigating the deleterious effect of value co-destruction in hospitality industry? In total, 475 hotel employees from sub-Saharan Africa (Nigeria) were surveyed to gather data that was subjected to SEM analysis. The findings confirm leadership support, supportive climate and management’s commitment as predictors of value co-destruction while employee attribution only moderates the relationship between management’s commitment to value co-creation and value co-destruction. This study unearths the importance of organizational involvement in militating against value co-destruction. Within the specific context of hoteling, management’s commitment to value co-creation is moderated by employee attribution style. Practical implications with industry focused best practices are recommended.

INDIVIDUAL INNOVATIVE WORK BEHAVIOUR: EFFECTS OF PERSONALITY, TEAM LEADERSHIP AND CLIMATE IN THE US CONTEXT

This paper is the first to empirically investigate the connections between the Big Five personality factors, ambidextrous team leadership, organisational climate of US workers that supports innovation, and individual innovative work behaviour. A self-report survey was used to obtain data from 215 team members in US-based corporations. We provide an empirically tested model of the positive influence of Openness to Experiences, Extraversion and Conscientiousness personality traits on individual innovative work behaviour. Results also confirm that supervisors’ leadership behaviours and a supportive organisational climate of innovation have a moderating influence on this set of relationships. Individuals can develop their individual innovative work behaviour. Supervisors can adopt higher levels of opening behaviours and executives can create a climate supportive of innovation to boost individual innovative work behaviour. This study further demonstrates that Big Five personality traits interact with supervisor behaviours and a supportive climate to foster individual innovative work behaviour.

Exploring dimensions of Psychological Capital through Grounded Theory Investigations

Psychological capital (psy cap) research is context specific. Different factor structure in its framework suggests different psychological resources in different cultural settings. This paper's purpose is to address this gap by conducting qualitative research in the Indian context. Data analysis was done through grounded theory's 'paradigm model'. Data were collected through in-depth interviews of 25 middle-level managers in India from different sectors. The present data explorations observed the presence of two more psychological resources (spirituality and courage) besides the first four HERO (hope, efficacy, resilience, and optimism) and made an attempt to redefine it as 'expanded psychological capital'. Supportive organisational climate, authentic leadership and job experience were identified as moderators. Desirable attitudes comprising organisational commitment, job satisfaction, and well-being have been identified as consequences. The findings suggest that by including workplace spirituality and courage in psychological capital framework, the workplace outcomes for the Indian employees can be more promising.

Understanding the Impact of Bullying in a Unionized U.S. Public Sector Workforce.

Background: Workplace Bullying (WPB) can have a tremendous, negative impact on the victims and the organization as a whole. The purpose of this study was to examine individual and organizational impact associated with exposure to bullying in a large U.S. unionized public sector workforce. Methods: A cross-sectional Web-based survey was conducted among 16,492 U.S. state government workers. Survey domains included demographics, negative acts (NAs) and bullying, supportiveness of the organizational climate, and individual and organizational impacts of bullying. Multinomial logistic regression was used to assess the impact among respondents who reported exposure to bullying. Findings: A total of 72% participants responded to the survey (n = 11,874), with 43.7% (n = 5,181) reporting exposure to NAs and bullying. A total of 40% (n = 4,711) participants who experienced WPB reported individual impact(s) while 42% (n = 4,969) reported organization impact(s). Regular NA was associated with high individual impact (negatively impacted them personally; odds ratio [OR] = 5.03) when controlling for other covariates including: female gender (OR =1.89) and job tenure of 6 to 10 years (OR = 1.95); working in a supportive organizational climate and membership in a supportive bargaining unit were protective of high impact (OR = 0.04 and OR = 0.59, respectively). High organizational impact (transferring to another position) was associated with regular NA and bullying (OR = 16.26), female gender (OR = 1.55), providing health care and field service (OR = 1.68), and protective effect of organizational climate (OR = 0.39). We found a dose-response relationship between bullying and both individual and organizational-level impact. Conclusion/Application to Practice: Understanding the impacts of WPB should serve to motivate more workplaces and unions to implement effective interventions to ameliorate the problem by enhancing the organizational climate, as well as management and employee training on the nature of WPB and guidance on reporting.

Impact of organizational climate and job involvement on leprosy surveillance performance in Sampang District, Indonesia

Leprosy prevalence in Sampang District, one of the high endemic areas of leprosy in East Java Province, was detected to have higher case detection rate (51.0/100,000 people) than the target (<20/100,000). The present study aims to analyze the influence of job involvement and organizational climate on surveillance performance of leprosy in the Primary Healthcare of Sampang District. The research is observational analytic with a cross-sectional design. This study involved 21 teams of controlling and prevention of Leprosy from primary health care in Sampang District from April-June 2016. The sample was taken by proportional stratified random sampling which was divided into the treatment facility and non-treatment facility. The statistical analysis used regression linear test. The result showed a good category on organizational climate and high category of job involvement. Both organizational climate and job involvement significantly influenced the increase of staffs’ performance in leprosy surveillance. It is concluded that case detection rate of leprosy in Sampang could achieve the target when the team has a supportive organizational climate and job involvement.

The links between psychological capital, social capital, and work-related performance – A study of service sales representatives

This paper explores the linkages between psychological capital (PsyCap), social capital (SosCap), and work-related performance. Specifically, our aim is twofold. First, the study examines whether and how PsyCap relates to three types of work-related performance: innovative behaviour (IB), job engagement (JE), and sales performance (SP). Second, it examines the relationship between PsyCap and the structural dimension of SosCap, which is represented in this study by the concept of authentic leadership (AL), the relational dimension of SosCap, represented by the supportive organisational climate (SOC) variable, and work-related performance, reflected in the variables IB, JE, and SP. A conceptual model was developed and tested using a survey of frontline service sales representatives of car dealerships. The findings reveal that PsyCap is directly linked to IB, JE, and SP. AL, the structural dimension of SosCap, and SOC, the relational dimension of SosCap, were both directly linked to PsyCap. The findings also reveal that the relationships between AL, SOC, IB, JE, and SP are all mediated by PsyCap. AL is directly related to SOC. The relationship between AL and PsyCap is mediated by SOC. This study indicates that PsyCap and SosCap are symbiotic resources. Specifically, it contributes fresh knowledge regarding how organisations can capitalise on the resources of PsyCap and SosCap to improve work-related performance.

Supporting older workers to work: a systematic review

PurposeThe purpose of this paper is to identify what work-related factors influence the continued participation of older workers in the workforce.Design/methodology/approachA systematic quantitative literature review of the workforce participation literature identified 27 publications from 1995 to 2016 that examined the impact of work-related factors on older workers’ intention to continue working.FindingsResults show that work demands, learning and development opportunities, job autonomy, recognition and respect, mentoring opportunities, supportive organisational climate and social support were significant factors that predicted older workers’ workforce participation decisions. Interestingly, less evidence was found to support flexible work arrangements or salary as inducers of workforce participation. Results also show an overrepresentation of cross-sectional studies involving participants from western countries employed in healthcare and social assistance sectors.Practical implicationsOrganisations should adjust their policies and practices to accommodate the needs of older workers, focusing specifically on increasing factors that encourage participation and removing obstacles to participation.Social implicationsIncreasing the participation rates of older workers is a key goal for governments and organisations worldwide. This research identifies some specific factors that are likely to encourage continued participation.Originality/valueA systematic evaluation of the extant research draws new conclusions and insights as to what work factors are more likely to influence the participation decisions of older workers.

Analyzing The Relationships Between Supportive Organizational Climate, Job Involvement And Individual Adaptive Performance

Bu makalede, karşılıklılık normu, psikolojik sözleşme kuramı ve örgütsel destek kuramı temelinde, destekleyici örgüt iklimi, işe bağlılık ve bireysel uyum performansı arasındaki ilişkiler incelenmektedir. Araştırmanın amacı, örgütlerin çalışanlarının esenliğini düşünmesi, onların daha iyi şartlarda çalışmasını sağlaması, sorunları ile ilgilenmesi, istek ve ihtiyaçlarını önemsemesi ve başarılarını ödüllendirmesi gibi destekleyici olması halinde onların işe bağlılıklarının ve bireysel uyum performanslarının nasıl etkilendiğinin ortaya koyulmasıdır. Bu amaca ulaşmak maksadıyla, Ankara’da ağır ticari araçlar sektöründe faaliyet gösteren öncü iki şirketin, 246 çalışanından veri toplanmıştır. Elde edilen sonuçlara göre, destekleyici örgüt iklimi, çalışanların işe bağlılıkları ve bireysel uyum performansı ile aynı yönlü ve anlamlı ilişkiye sahiptir. Destekleyici örgüt ikliminin varlığında, çalışanların işlerini sahiplenmesi ve değişen iş koşullarına ayak uydurabilmek için kendilerini geliştirerek uyum göstermeleri söz konusu olmaktadır.

Mental health help-seeking intentions and organizational climate among military members

ABSTRACT The psychological effects of war include anxiety, depression, alcohol misuse and Post-Traumatic Stress Disorder (PTSD). Military members that displayed symptoms of mental illness were thought to lack the strength and courage necessary to be soldiers. As a result, many military members who suffered from these symptoms would not seek help for mental health care. This paper investigates the mental health help-seeking intentions of military members using the Theory of Planned Behavior (TPB) and the role of leadership support climate and coworker support climate. This paper contributes to the literature in three ways. First, this paper applies a rigorously tested theoretical framework to the study of mental health help-seeking intentions in military members. Second, this paper incorporated the constructs of leadership support climate and coworker support climate into mental health help-seeking literature. Third, this paper introduces the concepts of leadership support climate and organizational support climate into the study of the theory of planned behavior. This study found that the personal attitudes of military members towards mental health help-seeking are positively related to their mental health help-seeking intentions. The study also found that mental health help-seeking attitudes mediated the relationship between leadership support climate and mental health help-seeking intentions. These results underscore the important role of leaders in setting a supportive organizational climate and influencing military members to seek help for mental health problems.

Health-related Work Limitations Among Older Workers-the Role of Flexible Work Arrangements and Organizational Climate.

Background and ObjectivesGiven their increasing prevalence with age, chronic health conditions (CHCs) are substantially affecting older workers and organizations. An important question is whether and how flexible work arrangements and organizational climates may help to reduce the work limitations experienced by older workers. Grounded on the Job Demand–Resource model, we hypothesize that access to flexible work arrangements (working-time flexibility, workplace flexibility, phased retirement) and supportive organizational climates (healthy ageing climate, psychological safety climate) are vital job resources that are associated with fewer health-related work limitations among older workers experiencing CHCs.Research Design and MethodsMultilevel data were collected among 5,419 older workers (60–65 years) in 624 organizations in the Netherlands. Perceived health-related work limitations of older workers diagnosed with arthritis (N = 2,330), cardiovascular disease (N = 720), and sleep disorders (N = 816) were analyzed.ResultsMultilevel ordered logistic regression analyses revealed that perceived access to flexible working hours and a psychologically safe organizational climate was associated with fewer health-related work limitations among older workers with CHCs.Discussion and ImplicationsFacilitating longer working lives is a key policy challenge within organizations, in particular if older workers are constraint by CHCs. This study shows that offering flexible working hours and ensuring a psychologically safe climate, where older workers with health issues are inclined to share their work needs and preferences, are likely to contribute to healthy ageing in the workplace.

Linking transformational leadership with employees’ engagement in the creative process

PurposeGiven that individual creativity is a critical element to achieving organizational competitiveness, the purpose of this study is to attempt to investigate how transformational leadership (TL) drives employee creative process engagement (CPE) by improving their creative self-efficacy (CSE).Design/methodology/approachAnalysis has been performed based on 194 responses from information and communication technology firms using a cross-sectional survey design. The study follows a deductive research approach to test the hypotheses. It uses SmartPLS2 and IBM SPSS 21 for a structural equation model.FindingsThe investigation finds that TL significantly predicts CPE, and CSE partially mediates the TL–CPE relationship. The result demonstrates that TL shapes an organizational climate conducive to the employees’ CPE by building employees’ self-efficacy.Research limitations/implicationsThe study sample was drawn from a single sector of the Bangladeshi economy. The sampling design represents a limitation, for which the findings cannot be broadly generalized. Replications and augmentations of the study in various industrial areas will help test the robustness and generalizability of the discoveries.Practical implicationsTL and CPE are desirable organizational outcomes across all cultures. From a practical standpoint, the outcomes demonstrate that TL is linked to CPE and CSE among information and communication technology employees. This study extends the appropriateness of CSE into Asian countries. Notably, it provides additional insight into a contemporary TL model that can unequivocally impact leadership development in the Bangladeshi information and communication technology firms. Managers or chief executive officers in the small and medium enterprises are expected to exhibit TL attributes by designing a supportive organizational climate that will motivate employees to exhibit creative activities.Social implicationsTL transforms employees’ psychological state to get them to engage in creative processes, benefiting the organizational stakeholders by their unconventional creative behavior. The TL-driven innovative outcome through employees’ CPE contributes to the development of social well-being.Originality/valueThis paper adds significance to the extant literature regarding the determinants of the mediating impact of CSE on TL and CPE from the viewpoints of information and communication technology firms, particularly from developing countries, such as Bangladesh. It also contributes to reconcile the findings of the previous studies around the globe in both developed and developing countries.

When a leader is seen as too humble

PurposeThe purpose of this paper is to investigate how leader humility affects the engagement of employees in creative processes, using perceived organizational support (POS) as a mediator and leader competence as a moderator.Design/methodology/approachData were collected from a two-wave sampling of 113 dyads of leaders and subordinates in China.FindingsA curvilinear relationship was found between leader humility and employee engagement in creative processes. Further, POS partially mediates this relationship, and leader competence positively moderates the relationship between leader humility and POS.Practical implicationsFirst, organizations should select and train leaders who show humility as a character trait and foster a supportive organizational climate. Second, managers should study the benefits of moderate and harms of superfluous humility, especially in the Chinese cultural context. Third, competent leaders are more effective as humble leaders.Originality/valueFew studies have concentrated on leader humility in the eastern cultural context. The results challenge traditional views of the impact of leader humility and shed light on its mechanism and the conditions under which it promotes employee engagement in creation. This study also clarifies the nonlinear influence of leader humility, building a fine-grained theoretical framework integrating the motivation-opportunities-abilities model and Chinese Zhong-Yong theory.

The antecedents and consequences of positive organizational behavior: The role of psychological capital for promoting employee well-being in sport organizations

A positive approach to addressing mental health issues in workplaces advocates the examination of an untapped resource—psychological capital—as a potential positive construct in contemporary organizational behavior. The authors tested various antecedents and outcomes of psychological capital, and examined the role of this construct in psychological well-being and job satisfaction among sport employees. To test 11 hypotheses, the researchers recruited 708 employees from the athletic departments of Division I institutions. Results indicate that the meaningful work of employees and a supportive organizational climate positively influenced psychological capital, thereby leading to high levels of job satisfaction and psychological well-being. Psychological capital also functioned either as a partial mediator or as a full mediator. In this study, the authors offer a new perspective on sport employees’ mental health outcomes, with particular emphasis on positive organizational behavior in sport settings.

Job Demands, Job Resources, and Well-being in Police Officers\u2014a Resource-Oriented Approach

This study examined the association between job characteristics, namely job demands and job resources, and mental health outcomes in terms of emotional exhaustion and well-being among police officers. Eight hundred forty-three German police officers participated in a cross-sectional online survey. Structural equation modeling was used to examine the validity of the dual process model of the Job Demands-Resources (JD-R) framework in the context of police work. Job demands (verbal assaults by citizens, workload, and administrative stressors) predicted emotional exhaustion whereas job resources (team support, shared values, and perceived fairness) predicted well-being. Moreover, job resources were directly and negatively associated with emotional exhaustion. The findings confirm the capacity of job resources to simultaneously promote well-being and reduce emotional exhaustion. Work place interventions should thus not merely decrease job demands. To improve and protect police officers’ well-being, it is advisable to promote job resources. A supportive and fair organizational climate based on shared values is required to foster mental health in the context of police work.

Effects Of Innovative Organizational Climate On Organizational Commitment In Malaysian Higher Education Institutions

A recent development which prioritizes on creativity and innovation to compete and survive in the context of higher education propagates organizational climate as a significant concern. As such, studies on innovative organizational climate have grown despite its essence as a multidimensional variable is sparsely examined in empirical researches. This research measures the relationship between innovative organizational climate and organizational commitment among 444 academics in Higher Education Institutions (HEIs). This is a cross sectional study which incorporates Life-Span theory, Social Exchange Theory (SET) and Three Component Model of Organizational Commitment (TCM). Data was collected among Malaysian academicians of public and private Higher Education Institutions (HEIs) and analysed using Smart PLS 3.25. The findings revealed a significant positive relationship between innovative organizational climate and organizational commitment. This generate an implication that the experiences of a supportive innovative organizational climate lead academics to affectively feel attached to their institutions, hence, strengthen their obligations to pursue new developments for their institutions, peers and themselves. Improving innovative organizational climate is a strategic decision to enhance the commitment among academics, thus increasing organizational achievement.