Organizational Climate and Culture

2016 ◽  
Author(s):  
Mark G. Ehrhart ◽  
Benjamin Schneider
Keyword(s):  
Organizational Culture ◽  
Organizational Behavior ◽  
Organizational Climate ◽  
Deep Level ◽  
Work Organizations ◽  
Organizational Life ◽  
Climate Research ◽  
Strategic Goals ◽  
Almost All ◽  
Contemporary Climate

Research on the internal psychosocial environment of work organizations has largely been captured through the study of two constructs: organizational climate and organizational culture. Despite the inherent similarities between the two constructs, they have largely been studied in separate literatures, by different sets of researchers, and more often than not with different methodologies. For instance, research in organizational climate tends to have a relatively narrow focus on the shared perceptions of employees, and contemporary climate research in particular tends to have a focus on specific strategic goals (such as climates for service or safety) or internal processes (such as climates for fairness or ethics). Organizational culture is broader than organizational climate, starting with deep-level assumptions and values and becoming manifest in almost all aspects of organizational life. A review of both literatures and the suggested integration of them leads to a rich understanding of how employees experience their work organizations and the consequences of organizational behavior for what happens in organizations for people and organizational effectiveness.

Organizational Culture, Climate, and Workplace Deviance

2020 ◽  
pp. 66-78
Author(s):  
Srishty Mehra
Keyword(s):  
Organizational Culture ◽  
Organizational Climate ◽  
Workplace Deviance ◽  
Personal Interest ◽  
Wide Range ◽  
Almost All

In this chapter, how the organizational climate and culture is being affected by the workplace deviance will be explained with the help of getting insights into the factors that actually contribute towards workplace deviance in an organization. As it is observed from the previous studies, workplace deviance has started exploiting almost all types of the organizations, embracing a wide range of institutions in this tech-savvy era. That day is not too far when it will become a big threat for the organizations to overcome this issue of workplace deviance just like other serious issues. Shifting in the mindsets to individualism and becoming more self-driven, employees are preferring to keep their personal interest first as compared to the organizational interest.

PENGARUH BUDAYA ORGANISASI, KEPEMIMPINAN DAN IKLIM ORGANISASI TERHADAP KINERJA PEGAWAI RUMAH SAKIT BHAYANGKARA PADANG

2020 ◽  
Author(s):  
Silvia Agustin
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Organizational Climate ◽  
Employee Performance ◽  
Test Validity ◽  
Workplace Culture ◽  
Work Culture ◽  
Eligibility Criteria ◽  
Reliable Instrument ◽  
And Performance

The purpose of this study are: 1) To clarify whether there is influence organizational culture, leadership and organizational climate on employee performance Bhayangkara Padang Hospital and 2) Measure the influence of organizational culture, leadership and organizational climate on employee performance Bhayangkara Padang Hospital. Based on test validity workplace culture, leadership, work climate and performance in mind all the items declared invalid meet the eligibility criteria are good and reliable instrument. Work Culture regression analysis obtained by value t = 2.091 while t table = 1.988, so t count> t table and the significance value is 0,040 this value is smaller than α = 0.05 not significant effect on employee performance Padang Police Hospitals. Leadership regression analysis obtained by value t = 1.762 while t table = 1.988 so that t

scholarly journals Measures of organizational culture, organizational climate, and implementation climate in behavioral health: A systematic review

2021 ◽  
Vol 2 ◽  
pp. 263348952110188
Author(s):  
Byron J Powell ◽  
Kayne D Mettert ◽  
Caitlin N Dorsey ◽  
Bryan J Weiner ◽  
Cameo F Stanick ◽  
...  
Keyword(s):  
Organizational Culture ◽  
Organizational Climate ◽  
Psychometric Properties ◽  
Behavioral Health ◽  
Implementation Research ◽  
Learning Climate ◽  
Evidence Based ◽  
Implementation Climate ◽  
Relative Priority ◽  
Evidence Based Practices

Background: Organizational culture, organizational climate, and implementation climate are key organizational constructs that influence the implementation of evidence-based practices. However, there has been little systematic investigation of the availability of psychometrically strong measures that can be used to assess these constructs in behavioral health. This systematic review identified and assessed the psychometric properties of measures of organizational culture, organizational climate, implementation climate, and related subconstructs as defined by the Consolidated Framework for Implementation Research (CFIR) and Ehrhart and colleagues. Methods: Data collection involved search string generation, title and abstract screening, full-text review, construct assignment, and citation searches for all known empirical uses. Data relevant to nine psychometric criteria from the Psychometric and Pragmatic Evidence Rating Scale (PAPERS) were extracted: internal consistency, convergent validity, discriminant validity, known-groups validity, predictive validity, concurrent validity, structural validity, responsiveness, and norms. Extracted data for each criterion were rated on a scale from −1 (“poor”) to 4 (“excellent”), and each measure was assigned a total score (highest possible score = 36) that formed the basis for head-to-head comparisons of measures for each focal construct. Results: We identified full measures or relevant subscales of broader measures for organizational culture ( n = 21), organizational climate ( n = 36), implementation climate ( n = 2), tension for change ( n = 2), compatibility ( n = 6), relative priority ( n = 2), organizational incentives and rewards ( n = 3), goals and feedback ( n = 3), and learning climate ( n = 2). Psychometric evidence was most frequently available for internal consistency and norms. Information about other psychometric properties was less available. Median ratings for psychometric properties across categories of measures ranged from “poor” to “good.” There was limited evidence of responsiveness or predictive validity. Conclusion: While several promising measures were identified, the overall state of measurement related to these constructs is poor. To enhance understanding of how these constructs influence implementation research and practice, measures that are sensitive to change and predictive of key implementation and clinical outcomes are required. There is a need for further testing of the most promising measures, and ample opportunity to develop additional psychometrically strong measures of these important constructs. Plain Language Summary Organizational culture, organizational climate, and implementation climate can play a critical role in facilitating or impeding the successful implementation and sustainment of evidence-based practices. Advancing our understanding of how these contextual factors independently or collectively influence implementation and clinical outcomes requires measures that are reliable and valid. Previous systematic reviews identified measures of organizational factors that influence implementation, but none focused explicitly on behavioral health; focused solely on organizational culture, organizational climate, and implementation climate; or assessed the evidence base of all known uses of a measure within a given area, such as behavioral health–focused implementation efforts. The purpose of this study was to identify and assess the psychometric properties of measures of organizational culture, organizational climate, implementation climate, and related subconstructs that have been used in behavioral health-focused implementation research. We identified 21 measures of organizational culture, 36 measures of organizational climate, 2 measures of implementation climate, 2 measures of tension for change, 6 measures of compatibility, 2 measures of relative priority, 3 measures of organizational incentives and rewards, 3 measures of goals and feedback, and 2 measures of learning climate. Some promising measures were identified; however, the overall state of measurement across these constructs is poor. This review highlights specific areas for improvement and suggests the need to rigorously evaluate existing measures and develop new measures.

THE SOCIO-PSYCHOLOGICAL ASPECTS OF MANAGEMENT IN ASSISTANCE OF HUMAN RESOURCES MANAGEMENT IN TOURIST ORGANIZATIONS

2020 ◽  
Author(s):  
Mariya Veleva ◽  
Keyword(s):  
Social Psychology ◽  
Human Resources ◽  
Organizational Behavior ◽  
Human Resource ◽  
Human Resources Management ◽  
External Environment ◽  
Psychological Aspects ◽  
Organizational Life ◽  
Resources Management ◽  
Periodic Changes

Tourism is characterized by a highly dynamic internal and external environment, which means that adaptation and periodic changes are an integral part of the organizational life of tourism organizations. The present study aims to indicate how and why the socio-psychological aspects of governance are essential for human resource management in tourism organizations. In this regard, it is clarified what are the applied aspects of social psychology related to management and organizational behavior. The areas of application of these aspects are outlined, the connection between the management of human resources in the tourism organizations and the derived socio-psychological aspects of the management is indicated.

scholarly journals Effect of Leadership Styles, Organizational Climate and Ethos of Work on Employee Productivity (PT. HP Metals Indonesia the Powder Coating)

2016 ◽  
Vol 11 (2) ◽  
pp. 262 ◽  
Author(s):  
Ade Parluangan Nasution ◽  
Ponco Bambang Mahargiono ◽  
Yoyok Soesatyo
Keyword(s):  
Organizational Climate ◽  
Leadership Styles ◽  
Leadership Style ◽  
Work Ethic ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Powder Coating ◽  
Employee Productivity ◽  
Work Ethics ◽  
Almost All

<p>The aim of this study is to investigate and examine the effect of leadership style on employee productivity, identify and examine the effect of organizational climate on employee productivity, to identify and examine the effect of the work ethic on employee productivity, in order to know and examine the variables that have the most impact level dominant on employee productivity PT. HP Metals Indonesia part Powder Coating.</p><p>This research is an explanatory research or study the explanation, the research describes causal relationships between variables through hypothesis testing. The numbers of sample in this study are 98 respondents. The independent variables consist of: Leadership styles (X1), Organizational Climate (X2), Work Ethics (X3). The dependent variable in this study is Productivity employee (Y). While, the technique of analysis using multiple linear regression analysis</p>Based on the analysis in this study showed that the variables of leadership style, organizational climate, work ethic on employee productivity responded well by employees. Aspects of leadership style that followed targeted Climate employee srated the organization has also been rated as good, especially on the cooperation between employees and management, while at the work ethic of employee srated very high, especially on adherence to regulations, adherence to labor standards and work ethics. And employee productivity is also very positive response from almost all three elements, namely timeliness, quality of work and quantity of work.

scholarly journals A Critical Analysis of Mercosur Countries’ Trade Relationships with the United States and China

2016 ◽  
Vol 10 (1) ◽  
pp. 163
Author(s):  
M. Anaam Hashmi
Keyword(s):  
United States ◽  
International Trade ◽  
Trade Deficit ◽  
The United States ◽  
Data Series ◽  
The European Union ◽  
Full Member ◽  
Strategic Goals ◽  
Almost All ◽  
Export Industries

The Mercosur trade alliance formed in 1991 is composed of six full member countries. Historically, Mercosur member countries have been engaged in international trade with the United States, Japan, and the European Union, but recently, China has become a dominant player in the region, with increased foreign direct investment and international trade. Chinese commercial and trade involvement was followed by a visit to the region by President Jiang Zemin in 2001; therefore, this study relied on a 2000–2015 data series. Chinese enterprises are competing well with U.S. corporations in almost all Mercosur member countries. A majority of Mercosur members had a trade deficit with China in recent years, suggesting that Mercosur members cannot leverage their export industries and are losing their competitiveness. The future of the Mercosur-China trade relationship is bright because both sides require each other’s products. Future involvement also depends on the Chinese government’s strategic goals, and the competitiveness of U.S. corporations.

Statistical and measurement pitfalls in the use of meta-regression in meta-analysis

2017 ◽  
Vol 22 (5) ◽  
pp. 469-476 ◽  
Author(s):  
Frank L. Schmidt
Keyword(s):  
Social Sciences ◽  
Organizational Behavior ◽  
Meta Analysis ◽  
Social Science Research ◽  
Science Research ◽  
Content Type ◽  
Marketing Social ◽  
Meta Regression ◽  
Meta Analyses ◽  
Almost All

Purpose Meta-regression is widely used and misused today in meta-analyses in psychology, organizational behavior, marketing, management, and other social sciences, as an approach to the identification and calibration of moderators, with most users being unaware of serious problems in its use. The purpose of this paper is to describe nine serious methodological problems that plague applications of meta-regression. Design/methodology/approach This paper is methodological in nature and is based on well-established principles of measurement and statistics. These principles are used to illuminate the potential pitfalls in typical applications of meta-regression. Findings The analysis in this paper demonstrates that many of the nine statistical and measurement pitfalls in the use of meta-regression are nearly universal in applications in the literature, leading to the conclusion that few meta-regressions in the literature today are trustworthy. A second conclusion is that in almost all cases, hierarchical subgrouping of studies is superior to meta-regression as a method of identifying and calibrating moderators. Finally, a third conclusion is that, contrary to popular belief among researchers, the process of accurately identifying and calibrating moderators, even with the best available methods, is complex, difficult, and data demanding. Practical implications This paper provides useful guidance to meta-analytic researchers that will improve the practice of moderator identification and calibration in social science research literatures. Social implications Today, many important decisions are made on the basis of the results of meta-analyses. These include decisions in medicine, pharmacology, applied psychology, management, marketing, social policy, and other social sciences. The guidance provided in this paper will improve the quality of such decisions by improving the accuracy and trustworthiness of meta-analytic results. Originality/value This paper is original and valuable in that there is no similar listing and discussion of the pitfalls in the use of meta-regression in the literature, and there is currently a widespread lack of knowledge of these problems among meta-analytic researchers in all disciplines.

scholarly journals The Influence Of Climate Leadership, Organizational Behavior And Discipline Work Against The Performance Of Members Of The Police Of The Republic Of Indonesia Sabhara Units Of The Resort City Of Padang

2020 ◽  
Author(s):  
Anton Kusuma Jaya
Keyword(s):  
Organizational Behavior ◽  
Organizational Climate ◽  
Leadership Behavior ◽  
High Reliability ◽  
Descriptive Analysis ◽  
Test Results ◽  
Know How ◽  
Dependent Variables ◽  
Independent Variable ◽  
The Republic

The purpose of this research was: 1) to explain whether there was a Climate of leadership, Organizational Behavior Disciplines Work on performance of Member unit of the police of the Republic of Indonesia Sabhara Resort City of Padang and 2) measure the magnitude of the influence of Climate leadership, Organizational Behavior Disciplines Work on performance of Member unit of the police of the Republic of Indonesia Sabhara Resort City of Padang.This research was conducted in February-March 2016 in Sabhara units of the police force of the Republic Indonesia's resort city of Padang.The sample used in this study as many as 32 respondents using a sampling of saturated. As for the independent variable of climate leadership, Organizational Behavior Disciplines work, whereas the variable dependennya is the performance of members of the police. This research is explanatory research.The method of data collection is the kuestioner. Data analysis techniques using Descriptive Analysis and Inferensial Analysis.To know how the variables are independent of the dependent variable are partial, used test t. Whereas to know the influence of the variables are independent of the dependent variables simultaneously, use the test F. Assumptions used in the test of validity is if R-female &gt; R-table item is declared valid. R-count shown in the table above, from individual items suggests that R-female &gt; R-table so that the items are declared valid.Based on a test of the validity of the instrument of climate leadership, Organizational Behavior and discipline Work against Performance known to all items stated valid and reliability test results show that the instruments have a high reliability and meets the criteria of a good instrument requirements, i.e., valid and reliability.Free Leadership Behavior variables (X 1) effect significantly to performance (Y), Organizational Climate (X 2) a significant effect on performance, variable (Y) Discipline work (X 3) a significant effect on performance (Y). Hypothesis (H1) until the Union (H3) third.

scholarly journals Organization culture and related organizational outcomes: A theoretical studyÖrgüt kültürü ve ilişkili olduğu örgütsel sonuçlar: Kuramsal bir çalışma

2016 ◽  
Vol 13 (3) ◽  
pp. 4501
Author(s):  
Hüseyin Yolcu
Keyword(s):  
Organizational Culture ◽  
School Culture ◽  
Organizational Behavior ◽  
Social Relationships ◽  
Social Relations ◽  
Theoretical Study ◽  
Organizational Outcomes ◽  
Organization Culture ◽  
Qualitative Studies ◽  
School Organizations

Organizational culture which has emerged as a sub-field of organizational behavior is observed to be decisive on many aspects of behavior such as employees’ motivation, performance, burnout, commitment and socialization. All this shows that organizational culture and related organizational outcomes are multidimensional and multivariate. The research also points to the importance of organizational culture for school organizations that play an important role in the reproduction of social relations. However, it is thought that there is a need to make ethnographic and qualitative studies  pointing out how social relationships are produced within the school culture    in contrast to the studies which fail to go beyond the the mainstream studies. ÖzetÖrgütsel davranışın bir alt çalışma alanı olarak ortaya çıkan örgüt kültürünün, çalışanların motivasyonları, performansları, tükenmişlikleri, bağlılıkları ve sosyalleşmeleri gibi daha birçok davranışları üzerinde belirleyici olduğu gözlenmektedir. Bütün bunlar örgüt kültürü ve ilişkili olduğu örgütsel sonuçların çok boyutlu ve değişkenli olduğunu göstermektedir. Yapılan araştırmalar, toplumsal ilişkilerin yeniden üretiminde önemli bir rol oynayan okul örgütleri için de örgüt kültürünün önemine işaret etmektedir. Bununla birlikte, ana akım çalışmalarının dışına çıkmayan bu çalışmaların aksine okul kültürü içinde toplumsal ilişkilerin nasıl üretildiğini ortaya koyan etnografik ve nitel çalışmalara gerek olduğu düşünülmektedir.

scholarly journals Organizational culture and perceived effectiveness: a case study of an insurance company

2019 ◽  
Author(s):  
Milica Slijepcevic ◽  
Jelena Krstic
Keyword(s):  
Organizational Culture ◽  
Organizational Climate ◽  
Organizational Effectiveness ◽  
Research Question ◽  
The Other ◽  
Insurance Company ◽  
Effective Utilization ◽  
Other Hand ◽  
Culture And Climate ◽  
The Relationship

Research question: This paper studies the relation between organizational culture and perceived organizational effectiveness of an insurance company in a developing country with an emerging economy.Motivation: The main objective of the research is to determine whether there is a correlation between organizational culture and climate as a narrower concept, on the one hand and perceived organizational effectiveness on the other hand. Some authors noted a correlation between these organizational aspects. For example, Yan (2016) empirically confirmed that organizational culture positively and significantly correlates with organizational effectiveness. The relationship between organizational culture and organizational effectiveness was also examined by Cox and Trotter (2016), Chen (2017) and Deem, De Lotell and Kelly (2015). Idea: Starting from the findings of other authors that organizational culture indeed affects effectiveness, the authors of this paper wanted to examine whether this relation existed in  a state-owned insurance company in an emerging economy and if so, how to use this  to improve employees’ performance and overall business results. Data: They conducted the research in June 2017 on the sample of employees of Dunav Insurance Company and obtained six hundred and sixty six valid questionnaires. Tools: The questionnaires consisted of five general questions about demographic variables and twenty-nine closed-ended questions related to the topic. The researchers assessed the correlation between variables by Spearman Rho Coefficient and Chi-Square significance. Findings: The results showed the relationship between a number of aspects of organizational culture and climate on one hand and perceived organizational effectiveness on the other hand. Research results showed that the evaluation of effective utilization of working hours and professional capabilities is largely connected with the aspects of organizational climate that reflect poor working conditions and unethical attitude of employees. However, the evaluation of effective utilization of professional capabilities also relates to the perception of predominant aspects of an organizational climate that inspire positive internal relations. Contribution: The results presented in the paper can be used as the basis for organizational and managerial decision-making to improve work processes in the observed organization.

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