Inside multi-disciplinary science and engineering research centers: The impact of organizational climate on invention disclosures and patents

2011 ◽  
Vol 40 (9) ◽  
pp. 1226-1239 ◽  
Author(s):  
Emily M. Hunter ◽  
Sara Jansen Perry ◽  
Steven C. Currall
Keyword(s):  
Organizational Climate ◽  
Research Centers ◽  
Science And Engineering ◽  
Engineering Research ◽  
The Impact

scholarly journals The impact of international scientists, engineers, and students on U.S. research outputs and global competitiveness

2021 ◽  
pp. 15-25
Author(s):  
Sarah Rovito ◽  
Divyansh Kaushik ◽  
Surya Aggarwal
Keyword(s):  
Comparative Advantage ◽  
Leading Edge ◽  
Science And Engineering ◽  
Engineering Research ◽  
Global Competitiveness ◽  
The Impact ◽  
The U.S

International scientists, engineers, and students have made and continue to make significant contributions to the U.S.’s science and engineering research enterprise. This source of talent is a comparative advantage for the U.S. and is critical for keeping the nation at the leading edge of discovery and knowledge. This paper quantifies and reaffirms the impact of international scientists and scholars, who serve as a vital source of talent fueling American ingenuity, innovation, and leadership. Bolstering measures to attract and retain top students from across the globe and fostering a culture where immigrants are welcome and can thrive is imperative for the continued success of the U.S.’s society and economy.

Antecedents And Outcomes Of Qwl Among Employees In Banks

2019 ◽  
Vol 118 (7) ◽  
pp. 1-19
Author(s):  
Geethanjali N ◽  
Parveen Roja M ◽  
Lavanya D
Keyword(s):  
Organizational Climate ◽  
Job Stress ◽  
Work Life ◽  
Working Environment ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Significant Difference ◽  
Service Productivity ◽  
The Impact

Quality of work life is the major factor to be considered in working environment of any organization. The performance of employees and the organization lies on the ability of the employees based on working environment. The QWL leads to better working environment which improves the performance of organization. The present study has made an attempt to find the level of factors causing QWL and the impact of outcome of QWL in banks. Since the profile of the banks may be associated with the level of outcomes of QWL, the present study has made an attempt to examine it with the help of one way analysis of variance and t-test. The included outcomes of QWL are job satisfaction, job stress, organizational climate, organizational commitment, employees retention behaviour, service quality employees and service productivity of employees. The highly associated determinants of QWL and the significant difference among the PUSBs and PRSBs have been noticed. The significantly associating important profiles of the banks regarding the existence of outcome of QWL are identified.

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

2019 ◽  
Vol 68 (3) ◽  
pp. 139-153 ◽  
Author(s):  
Mazen El Ghaziri ◽  
Shellie Simons ◽  
Jane Lipscomb ◽  
Carla L. Storr ◽  
Kathleen McPhaul ◽  
...  
Keyword(s):  
Public Sector ◽  
Organizational Climate ◽  
Negative Impact ◽  
Multinomial Logistic Regression ◽  
Female Gender ◽  
Bargaining Unit ◽  
Organizational Level ◽  
Organizational Impact ◽  
Cross Sectional ◽  
The Impact

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.

scholarly journals Factors Influencing Collaborative Innovation Project Performance: The Case of China

2021 ◽  
Vol 13 (13) ◽  
pp. 7380
Author(s):  
Hong Liu ◽  
Zhihua Liu ◽  
Yongzeng Lai ◽  
Lin Li
Keyword(s):  
Organizational Climate ◽  
Structural Equation ◽  
Resource Dependence ◽  
Positive Impact ◽  
Project Performance ◽  
Benefit Distribution ◽  
Collaborative Innovation ◽  
Innovation Project ◽  
The Incentive Mechanism ◽  
The Impact

This study conducted a comprehensive and systematic investigation of the influencing factors for collaborative innovation project (CIP) performance. First, a theoretical framework model was constructed, and then a structural equation model (SEM) was used for an empirical analysis of 199 CIPs. Furthermore, we divided the factors into tangible and intangible categories and considered the impact mechanism of nine typical factors on project performance. The results are as follows: (1) All nine factors had a significant positive impact on the performance of collaborative innovation projects, among which benefit distribution and collaborative innovation capability were the most important. (2) Benefit distribution, resource dependence, organizational climate, and collaborative innovation affected project performance, both directly and indirectly. (3) Effective communication, leadership support, knowledge sharing, and collaborative innovation ability only had a direct influence, while the incentive mechanism played only an indirect role. Finally, three suggestions were put forward on the idea of high-quality, sustainable development.

Knowledge Sharing, Organizational Climate, and Innovative Behavior: A Cross-Level Analysis of Effects

2013 ◽  
Vol 41 (1) ◽  
pp. 143-156 ◽  
Author(s):  
Chien Yu ◽  
Tsai-Fang Yu ◽  
Chin-Cheh Yu
Keyword(s):  
Organizational Climate ◽  
Knowledge Sharing ◽  
Hierarchical Linear Modeling ◽  
Organizational Innovation ◽  
Positive Association ◽  
Innovative Behavior ◽  
Linear Modeling ◽  
Individual Level ◽  
Innovation Climate ◽  
The Impact

We investigated individual-level knowledge sharing and innovative behavior of employees, organizational innovation climate, and interactions between the individual level of knowledge sharing and the climate of innovation within the organization as a whole. Employees of public corporations in the Taiwanese finance and insurance industries participated in this study. Hierarchical linear modeling (HLM) indicated a positive association between knowledge sharing and innovative behavior and a positive association between organizational innovation climate and innovative behavior. According to the results of HLM organizational innovation climate did not act as a moderator on the impact of knowledge sharing on innovative behavior.

Characteristics of Organizational Climate and Managerial Job Satisfaction: An Empirical Study

1975 ◽  
Vol 37 (1) ◽  
pp. 299-305 ◽  
Author(s):  
Theodore M. Schwartz ◽  
Donald R. Moscato ◽  
H. Jack Shapiro
Keyword(s):  
Job Satisfaction ◽  
Empirical Study ◽  
Organizational Climate ◽  
Behavioral Science ◽  
Strong Preference ◽  
Demographic Information ◽  
Closed Characteristics ◽  
The Impact

This study investigated the impact of perceived organizational climate on managerial job satisfaction of 114 managerial personnel who completed a three-part questionnaire which solicited demographic information and the identification of and preferences for specific characteristics of organizational climate. The surveyed personnel had a strong preference for open as opposed to closed characteristics of organizational climate; to the degree they claimed to be familiar with the behavioral science theories of management there is an increasingly favorable disposition toward the theories; and among those Ss who perceived closed characteristics, there was a desire for a diminution of the impact of those characteristics.

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