scholarly journals Does psychological work environment matter? Relationship between psychological climate reflecting individual perception of work environment and stress among public servants

2021 ◽  
Vol 9 (1) ◽  
Author(s):  
Vadym Mozgovoy
Keyword(s):  
Work Environment ◽  
Psychological Climate ◽  
Public Servants ◽  
Individual Perception

scholarly journals Organizational culture of the Public Service and features of its change

2019 ◽  
pp. 114-122
Author(s):  
Nataliіa Sorokina
Keyword(s):  
Organizational Culture ◽  
Public Relations ◽  
Public Service ◽  
High Performance ◽  
Psychological Climate ◽  
Public Servants ◽  
Public Authorities ◽  
The Public ◽  
High Level ◽  
Motivation To Work

The article is devoted to the study of organizational culture in public service. The essence of the concept of organizational culture is considered. It has been determined that organizational culture is an interdisciplinary phenomenon which concern several fields. Therefore, there is no single approach to understanding of this concept. It is indicated that organizational culture is a distinguishing feature of every organization and is a decisive factor in the success / the failure of the whole group. In the article, the author conducted a sociological survey among public servants. The purpose of the survey was to find out what major changes have occurred in the organizational culture of public service in recent years. Based on empirical data, it has been found that changes in organizational culture are very slow. Respondents noted that the majority of elements of organizational culture remained constant, such as: the culture of appearance; the individual independence and the responsibility; the interaction of members of the organization with each other; the physical and psychological comfort; the motivation to work. It is proved that a favorable socio-psychological climate in public authorities is very important. So, the high performance indicators of the authorities, the low staff turnover, the high level of labor discipline, and the absence of tension and conflicts in the group depend on it. The important elements of organizational culture, such as the motivation to work, the culture of appearance, the communication links both within the organization (between public servants) and outside (public relations) are analyzed. It is indicated that the leader plays a key role in communication. He must directly participate in the formation of a favorable moral and psychological climate in the group. It has been established that the process of changing organizational culture is quite complicated, requires time and effort, and high level of professionalism of leader. Changes very often cause discontent of the group, they are often perceived painfully. A strong organizational culture generates a positive image of the public service, which in is turn an important factor in raising confidence in public authorities. Therefore, it is necessary to continue to studied organizational culture, to monitor its formation, to improve and to regulate its changes.  

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 THE RELATIONSHIP BETWEEN PERCEPTION OF AUTONOMY SUPPORT AND PERCEPTION OF INTERPERSONAL, PROCEDURAL JUSTICE

2018 ◽  
Vol 10 (2) ◽  
pp. 281
Author(s):  
Devani Laksmi Indyastuti
Keyword(s):  
Procedural Justice ◽  
Work Environment ◽  
Autonomy Support ◽  
Interpersonal Justice ◽  
Open Communication ◽  
Individual Perception ◽  
Self Interest ◽  
Supportive Culture ◽  
The Individual ◽  
The Impact

<p><em>Previous studies have a little attention on the impact of perceived autonomy support on the justice. This study examines the </em><em>impact of perceived </em><em>autonomy support </em><em>from supervisor </em><em>and </em><em>from environment toward perceived procedural </em><em>justice </em><em>and interpersonal justice. </em><em>Based on self interest model and basic need theory, this study hypothesized that individual’s perception of autonomy </em><em>supported</em><em> both from supervisor and work</em><em> </em><em>environment would affect his/ her perception of procedural. Based on need fulfillment theory, this study hypothesized that individuals’perception of autonomy </em><em>supported</em><em> both from supervisor and work environment affect interpersonal justice. This study used 234 lecturers for sample and regression analysis for analyzing the data. The results support the hypotheses that the higher individual perception of autonomy supports from both supervisor and work environment is, the higher is individual perception of procedural justice and interpersonal justice. This result</em><em> </em><em>implicates</em><em> that supervisor should build perception of autonomy support among individuals in organization by buiding trust culture, open communication culture, supportive culture to increase the individual perception of procedural and interpersonal justice.</em></p>

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.

Sign in / Sign up

Export Citation Format

Share Document