Psychological climate: Dimensions and relationships of individual and aggregated work environment perceptions

1979 ◽  
Vol 23 (2) ◽  
pp. 201-250 ◽  
Author(s):  
Allan P. Jones ◽  
Lawrence R. James
Keyword(s):  
Work Environment ◽  
Psychological Climate

BUDAYA KERJA DI SEKOLAH TINGGI EKONOMI DAN BISNIS SYARIAH (STEBIS) INDO GLOBAL MANDIRI PALEMBANG

2021 ◽  
Vol 1 (1) ◽  
pp. 11-18
Author(s):  
Nadia Okatari ◽  
Havis Aravik
Keyword(s):  
Higher Education ◽  
Work Environment ◽  
Quantitative Research ◽  
Working Life ◽  
Psychological Climate ◽  
Work Culture ◽  
Employee Morale ◽  
Productive Work ◽  
Types Of Jobs ◽  
Culture Work

Types of jobs today vary widely in scope and size and may even have some practices that are unique to the job. Practices such as mentorship and internships also characterize most institutions in higher education. It is that the essence of working life is found in its culture. Work culture includes emotional and psychological climate or atmosphere. This may include employee morale, attitudes, and productivity levels. The work culture of each individual will determine the formation of the culture of the institution where he works. This article discusses the Work Culture at Syriah Indo Global Mandiri School of Economics and Business in Palembang. This article uses quantitative research, namely analyzing the theory of work culture at Syriah Indo Global Mandiri School of Economics and Business, Palembang. The results of this study are the importance of a productive work environment, open and honest communication, a fun atmosphere, as well as appreciation and motivation because with this a work culture can run well and the results carried out by employees are also better.

scholarly journals Effect of competitive psychological climate on unethical pro-team behavior: The role of perceived insider status and transformational leadership

Management ◽  
2021 ◽  
Vol 25 (1) ◽  
pp. 1-27
Author(s):  
B.K. Sagarika Irangani ◽  
Liu Zhiqiang ◽  
Nilesh Kumar ◽  
Saroj Khanal
Keyword(s):  
Sri Lanka ◽  
Work Environment ◽  
Structural Equation ◽  
Psychological Climate ◽  
Transformational Leaders ◽  
Team Behavior ◽  
Ethical Behaviors ◽  
Competitive Psychological Climate ◽  
Perceived Insider Status

Summary The purpose of this study is to explain why employees in financial companies in Sri Lanka are likely to engage in unethical pro-team behaviors and how transformational leaders involve controlling unethical pro-team behaviors in a competitive work environment. The study employed a quantitative approach to investigate the association between the competitive psychological climate and perceived insider status on unethical pro-team behaviors. The authors collected data from 426 sales representatives at a finance company in Sri Lanka and tested hypotheses using Structural Equation Modelling analyses through Smart PLS version 3. The results indicate that competitive psychological climate and perceived insider status are positively associated with unethical pro-team behaviors. Further, the transformational leadership’s moderation is negatively significant on the relationship between competitive psychological climate and unethical pro-team behaviors. The study has shown that the leader will delegate more responsibility to the employee, associated with increased employee empowerment and high-quality, ethical behaviors. Besides, it contributes to the literature as of the new theoretical base and offers practical implications with the richer view of a nomological link between the leader, competitive employee, and competitive work environment.

scholarly journals La percepción del entorno organizativo y la creatividad : análisis de las dimensiones del clima laboral que determinan el comportamiento creativo del empleado en la empresa

2008 ◽  
pp. 147
Author(s):  
María Felisa Muñoz Doyague
Keyword(s):  
Factor Analysis ◽  
Regression Analysis ◽  
Organizational Climate ◽  
Work Environment ◽  
Psychological Climate ◽  
Automotive Sector ◽  
Creative Performance ◽  
Toma De Decisiones ◽  
Climate Influences ◽  
Definition Of

La creatividad se está convirtiendo en un fenómeno de especial interés para las organizaciones. Por ello, existe un interés creciente por comprender cuáles son los factores responsables del rendimiento creativo en los entornos laborales. A pesar de ello, todavía existen lagunas importantes en la literatura sobre como influye la existencia en la empresa de un clima que apoye a la innovación. Con el fin de aportar nueva evidencia empírica al respecto, el objetivo del presente trabajo consiste en analizar cómo influye en la creatividad de los empleados, la percepción que éstos tengan de que el clima existente en la organización apoya a la innovación. Para ello, utilizando el concepto de clima psicológico y adoptando una definición de creatividad en términos de producto, se realizó un estudio entre los empleados de una empresa del sector de la automoción. Tras someter la medida del clima a un análisis factorial por el método de componentes principales, que reveló la existencia de cinco dimensiones significativas, se realizó un análisis de regresión para ver la influencia de cada factor en la creatividad de los trabajadores. Los resultados logrados revelan la importancia que tiene esta variable en la explicación del rendimiento creativo. De esta forma se ha puesto de manifiesto que la empresa debe crear un entorno laboral favorable a la creatividad, mediante los mecanismos adecuados a tal efecto. Así, la provisión de recursos para la generación y el desarrollo de ideas, la existencia de una comunicación fluida en el seno de la empresa, la participación de todos los trabajadores en la toma de decisiones o la consideración del esfuerzo realizado parecen ser de especial relevancia para conseguir este propósito.<br /><br />Creativity is becoming a particularly important phenomenon for organizations. There is consequently increasing interest in understanding the factors responsible for creative performance in labor environments. In spite of this, important gaps still exist in the literature about the influence of the work environment on creativity. With the aim of offering new empirical evidence on this question, the object of the current work is to analyze how employees' perception about the organizational climate influences their creativity. With this aim, using the concept of psychological climate and adopting a definition of creativity in terms of the product, the work studies the employees of a firm from the automotive sector. We carried out a principal components factor analysis, with the aim being to obtain the dimensions or factors summarizing the main policies or procedures followed by the firm in favor of creativity. We obtained five significant dimensions and then, made a regression analysis in order to determine how each of the related to creativity. The findings reveal the importante of this variable for explaining creative performance. Thus, providing resources for the generation and development of ideas, the existente of a fluid communication within the firm, the participation of all the workers in the decisionmaking, and the recognition of workers' efforts all seem to be particularly relevant for achieving this purpose.<br />

scholarly journals La percepción del entorno organizativo y la creatividad : análisis de las dimensiones del clima laboral que determinan el comportamiento creativo del empleado en la empresa

2008 ◽  
pp. 147
Author(s):  
María Felisa Muñoz Doyague
Keyword(s):  
Factor Analysis ◽  
Regression Analysis ◽  
Organizational Climate ◽  
Work Environment ◽  
Psychological Climate ◽  
Automotive Sector ◽  
Creative Performance ◽  
Toma De Decisiones ◽  
Climate Influences ◽  
Definition Of

La creatividad se está convirtiendo en un fenómeno de especial interés para las organizaciones. Por ello, existe un interés creciente por comprender cuáles son los factores responsables del rendimiento creativo en los entornos laborales. A pesar de ello, todavía existen lagunas importantes en la literatura sobre como influye la existencia en la empresa de un clima que apoye a la innovación. Con el fin de aportar nueva evidencia empírica al respecto, el objetivo del presente trabajo consiste en analizar cómo influye en la creatividad de los empleados, la percepción que éstos tengan de que el clima existente en la organización apoya a la innovación. Para ello, utilizando el concepto de clima psicológico y adoptando una definición de creatividad en términos de producto, se realizó un estudio entre los empleados de una empresa del sector de la automoción. Tras someter la medida del clima a un análisis factorial por el método de componentes principales, que reveló la existencia de cinco dimensiones significativas, se realizó un análisis de regresión para ver la influencia de cada factor en la creatividad de los trabajadores. Los resultados logrados revelan la importancia que tiene esta variable en la explicación del rendimiento creativo. De esta forma se ha puesto de manifiesto que la empresa debe crear un entorno laboral favorable a la creatividad, mediante los mecanismos adecuados a tal efecto. Así, la provisión de recursos para la generación y el desarrollo de ideas, la existencia de una comunicación fluida en el seno de la empresa, la participación de todos los trabajadores en la toma de decisiones o la consideración del esfuerzo realizado parecen ser de especial relevancia para conseguir este propósito.<br /><br />Creativity is becoming a particularly important phenomenon for organizations. There is consequently increasing interest in understanding the factors responsible for creative performance in labor environments. In spite of this, important gaps still exist in the literature about the influence of the work environment on creativity. With the aim of offering new empirical evidence on this question, the object of the current work is to analyze how employees' perception about the organizational climate influences their creativity. With this aim, using the concept of psychological climate and adopting a definition of creativity in terms of the product, the work studies the employees of a firm from the automotive sector. We carried out a principal components factor analysis, with the aim being to obtain the dimensions or factors summarizing the main policies or procedures followed by the firm in favor of creativity. We obtained five significant dimensions and then, made a regression analysis in order to determine how each of the related to creativity. The findings reveal the importante of this variable for explaining creative performance. Thus, providing resources for the generation and development of ideas, the existente of a fluid communication within the firm, the participation of all the workers in the decisionmaking, and the recognition of workers' efforts all seem to be particularly relevant for achieving this purpose.<br />

Diversity Climate in Organizations

2019 ◽  
Author(s):  
Elissa L. Perry ◽  
Aitong Li
Keyword(s):  
Work Environment ◽  
Minority Group ◽  
Well Being ◽  
Psychological Climate ◽  
Organizational Level ◽  
Diversity Climate ◽  
Individual Level ◽  
Unit Level ◽  
Work Related ◽  
The Impact

Although defined in numerous and sometimes inconsistent ways in the literature, diversity climate can be described as employees’ shared perceptions of the extent to which their organization values diversity as reflected in the policies, practices, and procedures that the organization rewards, supports, and expects. Diversity climate studied at the individual level (individual perceptions of the impact of the work environment on the individual’s own well-being) is referred to as psychological climate. When it is conceived of and studied at the group or organization level (employees’ shared perceptions of their work environment aggregated to the unit level), it is referred to as group- or organizational-level climate. Two consistent criticisms raised in recent reviews continue to plague diversity climate research. These can most simply be stated as a lack of clarity about what diversity climate is and is not, and inconsistency in how diversity climate is measured and aligns (or does not) with how it has been conceptualized. Despite these criticisms, there is evidence that diversity climate can positively impact individuals’ (especially minority group members’) work-related attitudes (e.g., organizational commitment, satisfaction) and unit-level outcomes (e.g., performance). As a result, diversity climate is both practically relevant to organizations and conceptually meaningful to researchers.

scholarly journals Well-being in the work environment as foundation to achieve sustainable development goal

2021 ◽  
Vol 255 ◽  
pp. 01023
Author(s):  
Jekaterina Kuzmina ◽  
Dzintra Atstāja ◽  
Gundega Dambe ◽  
Yaroslav Kichuk ◽  
Valentyna Bykhovchenko
Keyword(s):  
Sustainable Development ◽  
Young Adults ◽  
Work Environment ◽  
Working Hours ◽  
Well Being ◽  
Psychological Climate ◽  
Risk Awareness ◽  
New Employees ◽  
Flexible Working Hours ◽  
Flexible Working

Sustainable development of the world is one of the most discussed topics, while well-being and risk-awareness of the employees are important elements to achieve it. The aim of the study is to analyse the work environment factors that are considered important by prospective and new employees and compare them with the opinions of experienced professional HR and company managers. The second goal of the research paper is to measure the risk-awareness of young adults due to its relevance for the current discussion. The results of the study show that students consider safe and ergonomic working conditions, green thinking, flexible working hours and good pay as the most important factors in the workplace. HR professionals, on the other hand, consider the psychological climate, safety, engagement, and work-life balance as the most important factors. Young adults in Latvia show some level of risk-awareness, while a deeper understanding of the issues is necessary.

Linking transformational leadership to turnover intention in the public sector

2017 ◽  
Vol 8 (3) ◽  
pp. 314-337 ◽  
Author(s):  
Michael Asiedu Gyensare ◽  
Lucky Enyonam Kumedzro ◽  
Aminu Sanda ◽  
Nathaniel Boso
Keyword(s):  
Transformational Leadership ◽  
Work Environment ◽  
Employee Engagement ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Voluntary Turnover ◽  
Psychological Climate ◽  
Organisational Commitment ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to examine how employee engagement and affective commitment mediate the relationship between transformational leadership and voluntary turnover intention. The study also investigates the moderating role of psychological climate in the relationship between affective organisational commitment and voluntary turnover intention. Design/methodology/approach This study employed a cross-sectional design as its framework. In addition, hierarchical linear modelling with bootstrapping analysis was conducted using data from a sample of 336 employees in a large public sector organisation in Ghana. Findings The results showed that transformational leadership positively influenced engagement, which was then negatively related to employee turnover intention. Furthermore, employee engagement was found to mediate the link between transformational leadership and affective organisational commitment, whereas both employee engagement and affective organisational commitment were found to mediate the link between transformational leadership and voluntary turnover intention. Finally, psychological climate was found to moderate the link between affective commitment and voluntary turnover intention. Research limitations/implications Despite the practical significance of this study in lessening the turnover decision of employees, the study has some limitations. Most significantly, the sample size of this cross-sectional study was small and limited to employees from only one large public sector organisation in Ghana. Findings of this study could be generalised by using large samples from other sectors and geographical areas. Furthermore, future studies should consider positive outcomes such as OCB and innovative work behaviour to help extend our conceptual framework. Originality/value Overall, findings of this study provide tentative support to the proposition that employee engagement and affective commitment help to minimise the decision of employees to leave the organisation regardless of how they perceive the leadership style of their immediate supervisors. Most importantly, psychological climate which is referred to as individual employee perceptions of their work environment had a strong contingent effect on the negative relationship between affective commitment and turnover intention such that employees’ positive perception of the work environment weakens the link between commitment and turnover, whereas a negative perception of the working environment strengthens the relationship between commitment and turnover. As a result, employees’ positive perception of their work environment decreased their turnover intention decisions.

scholarly journals Psychological climate predicting job insecurity through occupational self-efficacy

2019 ◽  
Vol 48 (2) ◽  
pp. 360-380 ◽  
Author(s):  
Jasmina Tomas ◽  
Darja Maslić Seršić ◽  
Hans De Witte
Keyword(s):  
Work Environment ◽  
Self Efficacy ◽  
Current Knowledge ◽  
Job Insecurity ◽  
Bootstrap Method ◽  
Psychological Climate ◽  
Equation Modeling ◽  
Full Time ◽  
Content Type ◽  
Study Results

Purpose The purpose of this paper is to test the hypothesized mediation model that specifies psychological climate dimensions as antecedents of job insecurity, while accounting for occupational self-efficacy. Stemming from the conservation of resources theory, the authors hypothesize that job challenge, role harmony, leader support and co-worker cooperation negatively relate to job insecurity due to its positive correlation with occupational self-efficacy. Design/methodology/approach Data were collected with a sample of 329 white-collar employees from the ICT sector who were employed full-time and for a period of at least six months in their current organization. All hypotheses were tested via structural equation modeling using the bootstrap method to test the significance of indirect effects. Findings Among the four work environment domains, only job challenge had a significant contribution in explaining job insecurity variance. This relationship was fully mediated by occupational self-efficacy. Research limitations/implications The cross-sectional research design limits the ability to make causality inferences, while the convenience sampling method limits the generalizability of findings. Practical implications The study results indicate that well-designed (i.e. challenging, autonomous and important) job tasks may be advantageous in organizational interventions aimed at reducing job insecurity due to their potential to strengthen employees’ efficacy beliefs. Originality/value The study results contribute to current knowledge regarding the relative importance of work environment antecedents of job insecurity, as well as the prominent role played by occupational self-efficacy in explaining some of these relationships.

Overwork climate scale: psychometric properties and relationships with working hard

2016 ◽  
Vol 31 (4) ◽  
pp. 880-896 ◽  
Author(s):  
Greta Mazzetti ◽  
Wilmar B. Schaufeli ◽  
Dina Guglielmi ◽  
Marco Depolo
Keyword(s):  
Work Environment ◽  
Work Engagement ◽  
Principal Component ◽  
Positive Association ◽  
Psychological Climate ◽  
Self Report ◽  
Cross Sectional ◽  
Content Type ◽  
Climate Scale ◽  
The Impact

Purpose – The purpose of this paper is to evaluate whether employees’ tendency to work excessive hours is motivated by the perception of a work environment that encourages overwork (overwork climate). Thus, this study introduces a self-report questionnaire aimed at assessing the perception of a psychological climate for overwork in the workplace. Design/methodology/approach – In Study 1, the overwork climate scale (OWCS) was developed and evaluated using principal component analysis (n=395) and confirmatory factor analysis (n=396). In Study 2, the total sample (n=791) was used to explore the association of the overwork climate with opposite types of working hard (work engagement and workaholism). Findings – Two overwork climate dimensions were distinguished, namely, overwork endorsement and lacking overwork rewards. The lack of overwork rewards was negatively associated with engagement, whereas workaholism showed a strong positive association with overwork endorsement. These relationships remained significant after controlling for the impact of psychological job demands. Research limitations/implications – The findings rely on self-report data and a cross-sectional design. Practical implications – The perception of a work environment that encourages overwork but does not allocate additional compensation seems to foster workaholism. Moreover, the inadequacy of overwork rewards constitutes a lack of resources that negatively affect employees’ engagement. Originality/value – This study represents one of the first attempts to develop a questionnaire aimed at assessing a psychological climate for overwork and to explore whether the perception of this type of climate may be significantly related to workaholism and work engagement.

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