Workplace Climate Research Articles

FACTORS TRIGGERING ORGANIZATIONAL CITIZENSHIP BEHAVIOR, FAILURE AND SUCCESS: A CASE STUDY OF A HIGHER EDUCATION INSTITUTION

Purpose of Study: In today's digital era, every individual is claimed must be able to create and innovate in order to be able to thrive in the future so that the resilience of the company will be strengthened. Currently higher education institution is in need of change in order to maintain the survival and development within the competitive world. Organizational citizenship behavior, is a role that exceed the basic obligations undertaken by an employee. This research aims to reveal the influence of transformational leadership, organizational climate, work motivation, and job satisfaction towards Organizational citizenship behavior. Methodology: Data was retrieved via survey method using questionnairesmethod of data collection. The population of the present srudy is thelecturers of Pembangunan Nasional "Veteran" University of East Java. Purposive sampling method has been used, with approximately 187 lecturers already working for more than 5 years. Hypothesis testing are conducted using Partial Least Square analysis (PLS). Main Findings:The results exhibited thattwo hypotheses were accepted and two other hypotheses were rejected. Organizational climate and job satisfaction have an influence on Organizational citizenship behavior, while transformational leadership and work motivation have no effect toward Organizational citizenship behavior. Implications/ Applications: The results provide a guidance for the reasons for success and failure of OCB. The success of OCB is characterized by an organizational climate that is able to improve performance and provide job satisfaction. Whereas the failure of OCB implementation was caused by transformational leadership who were unable to change behavior and motivated lecturers to voluntarily help friends in doing their jobs.Based on the findings, it is suitable to emphasise the need for improving workplace climate as well as job satisfaction. Employers that would like to retain talented academics in their academic institutions should not be concerned about leadership quality and work motivation which has no impact on the citizenship behaviour. The insights are particularly useful in the case of Indonesia trying to develop its national education system to be on par with more developed economies and produce graduates who are employable on a global scale.

Building on Intergenerational Climate to Counter Ageism in the Workplace? A Cross-Organizational Study

ABSTRACTThe negative outcomes of ageism in the workplace have been well documented. In this study, we turn to potential factors that may counter such outcomes. Relying on the Intergroup Contact Theory (ICT), it is hypothesized that a positive intergenerational workplace climate as well as knowledge sharing and donating practices contribute to lower levels of perceived ageism from the perspective of the older worker. In turn and in continuity with previous studies, it is hypothesized that perceived workplace ageism is negatively linked to feelings of satisfaction and successful aging at work. A total of 415 Canadian older workers filled a questionnaire measuring concepts under study. The results suggest that a healthy intergenerational workplace climate exerts a significant and positive impact on perceived ageism in the workplace; in turn and as predicted, ageism significantly lowers feelings of satisfaction at work. Moreover, the importance of a healthy intergenerational workplace climate is demonstrated through a direct link with older workers’ level of satisfaction. Theoretical and practical implications are discussed.

Open Workplace Climate and LGB Employees' Psychological Experiences: The Roles of Self‐Concealment and Self‐Acceptance

This study explores how an environmental factor (i.e., a perceived open climate) shapes lesbian, gay, and bisexual (LGB) employees' job satisfaction and job anxiety through the mediating role of self‐concealment. It also investigates the moderating role of self‐acceptance. Results from 315 LGB employees supported the conclusion that a perceived open climate for minority sexuality increased job satisfaction and decreased job anxiety. The open climate–job anxiety relationship was mediated by self‐concealment, and both stages of this mediation process were moderated by self‐acceptance. These findings offer useful insights for counselors and managers to help LGB individuals improve their workplace psychological experiences.

Caring for aged people: The influence of personal resilience and workplace climate on 'doing good' and 'feeling good'.

This study examines the impact of personal resilience on the well-being of care workers and how perceptions of the quality of care provided and the social climate in the organization influences this relationship. We examine quality of patient care as both a mediating and outcome variable to better understand if 'doing good' (quality of care) leads to 'feeling good' (personal well-being). As an ageing population and the care for the older people has become an increasing challenge to many societies, developing and retaining a professional care workforce through effective management is vital in providing care services. A cross-sectional regression design was used in the study. In 2017 we surveyed care workers in 20 Australian aged care facilities. The sample consist of 194 usable questionnaires. Using regression techniques, we constructed an interaction term (resilience×social climate) and investigated its impact on well-being (the outcome variable) and quality of care (the mediator variable). Our results reveal that quality of care is important as an outcome variable particularly in a supportive climate where high personal resilience positively influences quality of care. Quality of care is also important as a mediating variable as it provides a conduit through which high personal resilience fosters well-being, especially in a supportive climate. Our results support the argument that 'doing good' leads to 'feeling good'. These findings contribute to our appreciation of the important outcomes of resilience in the aged care context and its influence on perceived performance and carer well-being.

Sexual Minority School Psychologists’ Perceptions of School Climate and Professional Commitment

Research has suggested that LGBTQ individuals experience discrimination in their workplace and hostile work climate may affect their job effectiveness, satisfaction, and retention. However, research on LGBTQ educators’ and school staff’s experiences in schools is limited. This study investigated sexual minority school psychologists’ perceptions of their workplace climate and professional commitment. Eighty-eight LGBTQ school psychologists in the United States completed a school climate survey online that asked their experiences regarding homophobia/transphobia in the schools, legal protection of civil rights, school policies of bullying language, and coming out. The results indicated that discriminatory remarks against LGBTQ people are prevalent in the schools. A good number of LGBTQ school psychologists do not feel comfortable being “out” at their schools due to fear that their employment would be at risk if they did so. LGBTQ school psychologists of color, early career LGBTQ school psychologists, and those who work in the rural areas face more challenges in their workplace than their counterparts who are white and work in big or mid-sized cities. The findings highlight the importance of legal protection and school administrative support in creating positive school climate for LGBTQ individuals in schools. Implications are discussed.

Strikes, employee workplace representation, unionism, and industrial relations quality in European establishments

This paper investigates the relationship between different types of workplace representation and strikes using the 2009 European Company Survey. It also examines the role of the workplace climate, union organization, and collective bargaining. Our principal finding is that works councils are associated with reduced strike activity. But this result is sensitive to the union status of work councilors: where union members make up a majority of works councilors any beneficial effect of the entity on strike incidence is no longer evident in the data. Not only do union-dominated works councils experience greater strike activity than their counterparts with minority union membership, but also more strikes than establishments with union workplace representation where union members are in a minority. Dissonance between the parties, as indexed by degree of divergence between the opinions of employer and employee representative survey respondents as to the state of industrial relations at the workplace, is associated with elevated strike activity. If our measure of dissonance is exogenous, this result suggests that industrial relations quality may be key to strike reduction independent of workplace representation. Finally, there is some indication that union density at the workplace is directly associated with strike incidence, as well as evidence that strikes are more likely when collective bargaining occurs at higher than company level.

HUBUNGAN BEBAN KERJA DAN KONSUMSI AIR MINUM DENGAN DEHIDRASI PADA PEKERJA PABRIK TAHU

Dehidration can significantly impact the workers of Tahu UD Sumber Kencana Factory due to workplace climate of warm environments. In addition, high metabolism also occurs because of job duties. Workers who inadequate hydrated while working lead to dehydration. This study aims to reveal the relationship of hydration status between workload and water intake. By applying observational research with cross sectional approach, this study obtained 14 workers in tahu (tofu) and cincau production. Workload data was collected by using 10 pulse measurement method by Kilbon (1992), while water intake measurement was conducted with observation sheet of NIOSH (2011). The urine colors chart by Armstrong (1994) and Armstong (1998) was used to indicate the hydration status of workers. The results showed that workload measurement included in mild and moderate category, whereas water intake measurement was mostly indicated workers in low category. Assessing the worker’s hydration status signified varied findings that were included mild, moderate, and severe category. The statistic analysis of Spearman’s rank correlation showed that the workload had low relation to dehydration (r = 0.094) and had high relation between water intake and hydration (r = 0.882). According to results, it can be concluded that dehydration is more likely to occur to workers with low water intake while working.Keywords: dehydration, water intake, workload

Psychological capital, task autonomy and innovative work behaviour among public organisation employees

A fierce competitive workplace climate compels employees to work under pressure, hence, to perform requires individual's innovate positive psychological resources. This paper sets out to examine the predictive relationship between psychological capital (PsyCap) and innovative work behaviour (IWB) among public employees, and the role of task autonomy in the relationship. A cross-sectional survey design was conducted, and 125 employees from public hospitals participated in the study. The study used a questionnaire focussing on measures of PsyCap, IWB, task autonomy as well as questions on demographic characteristics. The research hypothesis was tested using regression analysis. Multiple regression analysis showed self-efficacy (β = 0.25, p 0.05) positively and significantly predict IWB. The investigation implicitly tested and confirmed the applicability of certain elements in Bandura's social cognitive theory and Vroom's expectancy theory from the examination of PsyCap - IWB link.

Human Factor Dimensions and Workplace Climate of Food and Beverage Firms in Lagos State, Nigeria: An Empirical Paper

Human Factor Dimensions and Workplace Climate of Food and Beverage Firms in Lagos State, Nigeria: An Empirical Paper

The Effect of Emotional Intelligence on the Diversity Climate and Innovation Capabilities

This study explores the relationship between emotional intelligence, a diverse work environment, a creative climate, and an innovative corporate culture and capabilities. To get a large enough sample, the questionnaire was used. Based on our findings, it appears that emotional intelligence has an impact on a diverse workplace climate. A diverse workforce and an innovative service mix are inextricably linked. Based on our findings, it appears that diversity in an organization's innovation culture is directly related to the pace of innovation in that organization. Our goal is to provide additional insight into existing research in the public sector. A company's emotional intelligence practices are implemented, and the employees' emotional intelligence skills are taught. The study also encourages the implementation of policies to help deal with climate change and innovation diversity. These policies include diverse input in innovation decision-making. This advice can be used by everyone, helping organizations attain better technical results. Service innovation capabilities are influenced by factors such as emotional intelligence, a diverse work environment, and an innovative business culture.

To select or be selected \u2013 gendered experiences in clinical training affect medical students\u2019 specialty preferences

BackgroundThe literature investigating female and male medical students’ differing career intentions is extensive. However, medical school experiences and their implications for professional identity formation and specialty choice have attracted less attention. In this study we explore the impact of medical school experiences on students’ specialty preferences, investigate gender similarities and differences, and discuss how both might be related to gender segregation in specialty preference.MethodsIn a questionnaire, 250 Swedish final-year medical students described experiences that made them interested and uninterested in a specialty. Utilizing a sequential mixed methods design, their responses were analyzed qualitatively to create categories that were compared quantitatively.ResultsSimilar proportions of women and men became interested in a specialty based on its knowledge area, patient characteristics, and potential for work-life balance. These aspects, however, often became secondary to whether they felt included or excluded in clinical settings. More women than men had been deterred by specialties with excluding, hostile, or sexist workplace climates (W = 44%, M = 16%). In contrast, more men had been discouraged by specialties’ knowledge areas (W = 27%, M = 47%).ConclusionsMale and female undergraduates have similar incentives and concerns regarding their career. However, the prevalence of hostility and sexism in the learning environment discourages especially women from some specialties. To reduce gender segregation in specialty choice, energy should be directed towards counteracting hostile workplace climates that explain apparent stereotypical assumptions about career preferences of men and women.

Industrial and Organizational Psychology: Humans and Organizations

The American Psychological Association (2018) identifies the field of industrial organizational psychology (I/O psychology) as a scientific study of human interactions in an organizational environment, and the workplace climate. The discipline of I/O psychology centers on determining precepts of individuals, group, and organizational actions and exercising this awareness to the explication of problems in the workplace. The I/O psychologists have specialized knowledge and education in the study of behavior in the workplace environment, which involves research of organizational structures, groups, dynamics and process, principle theory and development, job and assignment analysis, and individual evaluation. The profession of I/O psychology involves knowledge of ethical scrutinizes, statutory standards, managerial, case law, and executive orders that are related to behaviors in the workplace.

Knowledge management, workplace climate, creativity and performance

PurposeThis study aims at providing empirical evidence pertaining to the interaction among authentic leadership, workplace harmony, worker's creativity and performance in the context of telecommunication sector. These research streams remain important issues and of interest as the world continues to migrate toward a knowledge-based economy.Design/methodology/approachApplying structural equation modeling, this study diagnosed the impact of Authentic leadership (AL) on employees (n = 345) in two Jordanian telecommunication firms, specifically, how it shapes workplace climate, creativity and job performance. The study also tests the moderating role of knowledge sharing in the model, as well as the mediating role of workplace climate on the relationship between AL and positive organizational outcomes.FindingsThe empirical result suggests that AL positively influences workplace climate, creativity and job performance; workplace climate positively influences creativity and job performance; workplace climate mediates the relationship between AL and creativity, and job performance; and knowledge sharing behavior moderates the relationship between AL and workplace climate.Originality/valueThis study highlights the magnificent power of AL and knowledge sharing, not only in shaping the workplace atmosphere but also in delineating how these variables stimulate creativity and performance among employees. The implications for research and practice are discussed.

Teacher depression as a dynamic variable: Exploring the nature and predictors of change over the head start year

This study used the Family and Child Experiences Survey, 2009 cohort, to explore the levels of depression among a nationally representative sample of Head Start teachers at the beginning and end of the preschool year. Results showed that one in three Head Start teachers reported some depression either in fall or spring, and that change in depression between fall and spring was commonplace. Characteristics of individuals (initial depression, Hispanic/Latino ethnicity), classrooms (class size, number of DLLs, average child prosocial skills), and the workplace (peer depression, curriculum support, positive workplace climate, number of employer-provided benefits) were linked to change in teacher depression. Moreover, reduced depression over the course of the year was uniquely predictive of children's gains in prosocial skills and declines in problem behaviors, as rated by teachers; however, no associations emerged between teacher depression and parent-rated child socioemotional outcomes. Overall, results undergird the importance of considering teacher depression as a dynamic construct in early education settings. In addition, findings highlight common method variance as a potential methodological challenge in this line of research for which future studies should carefully account.

Burnout Culture Shift: Strategies and Techniques for Preventing and Addressing Library Worker Fatigue and Demotivation

Work-related burnout is a problem many professionals experience. While it can be difficult to diagnose and overcome, many strategies do exist. This article offers an exploration of the nature and effects of burnout, then outlines a long-term response based on recognition and validation of the problem, exploration and integration of employee personal values, application of autonomous job crafting techniques, and modification of workplace climate through attention to communication avenues and styles.

Workplace climate and satisfaction in sexual minority populations: An application of social cognitive career theory.

Workplace sexual identity management has drawn increasing attention in the counseling psychology literature. Disclosing a sexual minority identity at work may lead to greater levels of work satisfaction, but it may also lead to occupational barriers (e.g., lack of advancement opportunities, interpersonal harassment) when disclosing in nonaffirming workplace environments. The present study used social-cognitive career theory (SCCT)'s self-management model with a sample of 214 American sexual minority employees recruited via Facebook to examine the adaptive nature of workplace sexual identity management and its resulting impact on work satisfaction. The present model employed path analysis to hypothesize more affirmative workplace environments lead to greater levels of identity disclosure through the mediating variables of disclosure self-efficacy and outcome expectations. Further, the model posited workplace climate moderates the relationship between sexual identity disclosure and work satisfaction such that work satisfaction increases in the presence of both an affirming workplace climate and employee's decision to self-disclose. Results largely supported all hypotheses and demonstrate continued use of SCCT's self-management model for examining sexual identity management while also highlighting the importance of both an affirming workplace climate and factors that influence an employee's decision to self-disclose. Specifically, the relationship between identity disclosure and work satisfaction was strongest in the presence of more affirming workplace environments. These findings provide support for inclusive workplace policies such as nondiscrimination ordinances in order to maximize sexual minority work satisfaction. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Surgical Resident Burnout and Job Satisfaction: The Role of Workplace Climate and Perceived Support

BackgroundSurgical residents train under immense stress, often manifesting into poor well-being. While recent research identifies methods of coping with stress, few studies empirically investigate the role of the environment on surgical resident well-being. We aimed to assess surgical resident perceptions of workplace climate, organizational support, burnout, and job satisfaction to test a mediation model identifying antecedents to well-being. Materials and methodsA convenience sampling of program directors from general surgery within the Eastern region of the United States were emailed to request either agenda time to collection data via paper survey or to forward an electronic survey link to their residents between March 2016 and June 2016. The survey included scales demonstrating validity evidence on well-being, climate, and perceptions of support. ResultsBased on 160 general surgery residents (out of 557; 29% response rate) across 19 training programs, our mediation model found that job satisfaction was significantly predicted by workplace climate directly (direct effect = 0.37, 95% CI [0.19, 0.55]) and indirectly (specific indirect effect = 0.07, 95% CI [0.01, 0.13]) through perceived organizational support and burnout, while controlling for training year and gender, F(5,147) = 53.76, P < 0.001, Rsq. = 0.65. ConclusionsMedical education requires an additional focus on how the clinical learning environment affects surgical resident well-being. Health systems and training programs will need to collaborate on workplace innovations to improve workplace climate for trainees to address the concerns of well-being with a modern surgical workforce.

Individual and Organizational Culture Predictors of Voluntary Participation in Training and Development Activities Among Student Affairs Professionals

Staff participation in professional development is critical for the success of divisions of student affairs and institutions of higher education at large. However, mandating participation can lead to adverse effects and hostile workplace climates. This study examined what individual and organizational culture factors predicted participation in voluntary professional development activities among 354 student affairs professionals at 14 public and private higher education institutions. Implications for higher education leadership and recommendations for best practice are discussed.

Integrating social justice‐based conflict resolution into higher education settings: Faculty, staff, and student professional development through mediation training

This paper will share highlights of an approach used to target professional development of faculty and staff at one of the largest public, land grant, research‐intensive universities in the United States. We will share a practical model designed to build individual and organizational capacity by integrating conflict management techniques that are based on social justice principles into higher education settings. This model has been successfully utilized for more than 2,500 faculty, staff, and students (undergraduate and graduate) at the university, and is an ongoing proactive and responsive strategy in creating a mindful culture and sustaining a cohesive workplace climate.

Acceptance of Workplace Bullying Behaviors and Job Satisfaction: Moderated Mediation Analysis With Coping Self-Efficacy and Exposure to Bullying

Previous research explored workplace climate as a factor of workplace bullying and coping with workplace bullying, but these concepts were not closely related to workplace bullying behaviors (WBBs). To examine whether the perceived exposure to bullying mediates the relationship between the climate of accepting WBBs and job satisfaction under the condition of different levels of WBBs coping self-efficacy beliefs, we performed moderated mediation analysis. The Negative Acts Questionnaire - Revised was given to 329 employees from Serbia for assessing perceived exposure to bullying. Leaving the original scale items, the instruction of the original Negative Acts Questionnaire - Revised was modified for assessing (1) the climate of accepting WBBs and (2) WBBs coping self-efficacy beliefs. There was a significant negative relationship between exposure to bullying and job satisfaction. WBB acceptance climate was positively related to exposure to workplace bullying and negatively related to job satisfaction. WBB acceptance climate had an indirect relationship with job satisfaction through bullying exposure, and the relationship between WBB acceptance and exposure to bullying was weaker among those who believed that they were more efficient in coping with workplace bullying. Workplace bullying could be sustained by WBB acceptance climate which threatens the job-related outcomes. WBBs coping self-efficacy beliefs have some buffering effects.