scholarly journals Measuring organizational climate via psychological networks analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Igor Menezes ◽  
Ana Cristina Menezes ◽  
Elton Moraes ◽  
Pedro P. Pires
Keyword(s):  
Organizational Climate ◽  
Measurement Invariance ◽  
Graphical Model ◽  
Content Type ◽  
Organizational Policies ◽  
New Associations ◽  
Wide Range ◽  
Different Dimensions ◽  
The Individual ◽  
Thriving At Work

PurposeThis study investigates organizational climate under the thriving at work perspective using a network approach. The authors demonstrate how organizational climate functions as a complex system and what relationships between variables from different dimensions are the most important to characterize the construct.Design/methodology/approachBy surveying 119,266 workers from 284 companies based in Brazil, the authors estimated a Gaussian graphical model with LASSO regularization for the complete dataset and for two subsets of cases randomly drawn from the whole dataset. The walktrap algorithm was applied for community detection, and a strong model for measurement invariance was fit to test whether the organizational climate is perceived similarly across groups.FindingsResults show that the networks estimated for both groups are quite consistent, with similar number of communities and items detected. The same pattern was found for the expected influence of each item. Measurement invariance was confirmed, showing that organizational climate is perceived similarly in both groups. The most important community detected and whose items have higher levels of centrality was organizational commitment, followed by a community centered around macro-organizational aspects covering cultural integrity, organizational agility and responsible leadership.Research limitations/implicationsStudies in the field have attested to the possibility of investigating the phenomenon from four (Campbell et al., 1970) to over 80 dimensions (Koys and DeCottis, 1991). As a result, since several dimensions have been produced to investigate organizational climate, there is no consensus on the quality and number of dimensions that should be considered to measure such a vast and multifaceted construct. Built on thriving at work perspective, eight dimensions were devised to cover a wide range of characteristics that distinguish organizational climate, including those related to Industry 4.0 (Coetzee, 2019). However, one may argue that a few dimensions, namely social responsibility, diversity and inclusion, or even more items describing work-life balance could expand the depth and breadth of the instrument and potentially trigger new associations that might eventually impose a new logic to the comprehension of climate as a system. Future studies combining the dimensions investigated in this study with other dimensions are therefore highly recommended for an even more comprehensive investigation.Practical implicationsThe results of this investigation show how to apply psychological networks to gain insights into different variables and dimensions of organizational climate. These findings can be used for the development of organizational policies focused on the most relevant aspects of organizational climate. This information would allow organizations to go beyond simply describing the individual frequencies for each item and could even be used to create a weighted scoring model that could prioritize variables with higher levels of centrality.Originality/valueTo the authors’ knowledge, this is the first study that investigates organizational climate using psychological networks; it provides a better understanding of the relationships established between items from different dimensions as opposed to the common cause framework whose focus is on the investigation of dimensions separately.

Policies that make a difference: bridging the gender equity and work-family gap in academia

2015 ◽  
Vol 30 (5) ◽  
pp. 414-426 ◽  
Author(s):  
Katharine Ridgway O'Brien ◽  
Larry R. Martinez ◽  
Enrica N. Ruggs ◽  
Jan Rinehart ◽  
Michelle R Hebl
Keyword(s):  
Organizational Climate ◽  
Gender Equity ◽  
Successful Implementation ◽  
Content Type ◽  
Organizational Policies ◽  
Family Balance ◽  
Work Family Balance ◽  
Work Family ◽  
The Individual

Purpose– This paper aims to highlight interventions that promote female (and male) faculty’s ability to balance work-family issues at a specific academic institution, in response to a demand in the literature that examines the intersection between research and implementation of organizational policies within a university setting.Design/methodology/approach– Using a case study framework, the researchers present qualitative experiences and quantitative data to evaluate the successful application of a work-family balance and organizational climate improvement initiative within an academic setting.Findings– By highlighting specific examples of work-family and climate initiatives at the individual, organization, and community levels, this case study presents several ways in which academic institutions specifically, and organizations generally, can implement policies that make a difference.Practical implications– Successful implementation of work-family balance and family-friendly organizational policies can positively impact employees.Originality/value– Our goal is to highlight and provide data showing a specific example of how female (and male) faculty members’ experiences can be (and have been) improved in a prototype institution.

The role of organizational culture in the knowledge management process

2015 ◽  
Vol 19 (3) ◽  
pp. 433-455 ◽  
Author(s):  
Christina Ling-hsing Chang ◽  
Tung-Ching Lin
Keyword(s):  
Organizational Culture ◽  
Knowledge Management ◽  
Customer Service ◽  
Survey Methodology ◽  
Cultural Dimensions ◽  
Content Type ◽  
Knowledge Resources ◽  
Positive Effects ◽  
Wide Range ◽  
The Individual

Purpose – The purpose of the study is to focus on the enhancement of knowledge management (KM) performance and the relationship between organizational culture and KM process intention of individuals because of the diversity of organizational cultures (which include results-oriented, tightly controlled, job-oriented, closed system and professional-oriented cultures). Knowledge is a primary resource in organizations. If firms are able to effectively manage their knowledge resources, then a wide range of benefits can be reaped such as improved corporate efficiency, effectiveness, innovation and customer service. Design/methodology/approach – The survey methodology, which has the ability to enhance generalization of results (Dooley, 2001), was used to collect the data utilized in the testing of the research hypotheses. Findings – Results- and job-oriented cultures have positive effects on employee intention in the KM process (creation, storage, transfer and application), whereas a tightly controlled culture has negative effects. Research limitations/implications – However, it would have been better to use a longitudinal study to collect useful long-term data to understand how the KM process would be influenced when organizational culture dimensions are changed through/by management. This is the first limitation of this study. According to Mason and Pauleen (2003), KM culture is a powerful predictor of individual knowledge-sharing behavior, which is not included in this study. Thus, this is the second limitation of this paper. Moreover, national culture could be an important issue in the KM process (Jacks et al., 2012), which is the third limitation of this paper for not comprising it. Practical implications – In researchers’ point of view, results- and job-oriented cultures have positive effects, whereas a tightly controlled culture has a negative effect on the KM process intention of the individual. These findings provide evidences that challenge the perspective of Kayworth and Leidner (2003) on this issue. As for practitioners, management has a direction to modify their organizational culture to improve the performance of KM process. Social implications – Both behavioral and value perspectives of the organizational cultural dimensions (results-oriented, tightly control, job-oriented, sociability, solidarity, need for achievement and democracy) should be examined to ascertain their effects firstly on KM culture and then on the KM process intention of the individual. It is hoped that the current study will spawn future investigations that lead to the development of an integrated model which includes organizational culture, KM culture and the KM process intention of the individual. Originality/value – The results-oriented, loosely controlled and job-oriented cultures will improve the effectiveness of the KM process and will also increase employees’ satisfaction and willingness to stay with the organization.

Optimization of synthetic jet actuation by analytical modeling

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Max Huber ◽  
Andreas Zienert ◽  
Perez Weigel ◽  
Martin Schüller ◽  
Hans-Reinhard Berger ◽  
...  
Keyword(s):  
High Performance ◽  
Synthetic Jet ◽  
Parameter Study ◽  
Content Type ◽  
One Dimensional ◽  
Wide Range ◽  
Jet Actuators ◽  
Different Dimensions ◽  
Oscillation Correction ◽  
Good Agreement

Purpose The purpose of this paper is to analyze and optimize synthetic jet actuators (SJAs) by means of a literature-known one-dimensional analytical model. Design/methodology/approach The model was fit to a wide range of experimental data from in-house built SJAs with different dimensions. A comprehensive parameter study was performed to identify coupling between parameters of the model and to find optimal dimensions of SJAs. Findings The coupling of two important parameters, the diaphragm resonance frequency and the cavity volume, can be described by a power law. Optimal orifice length and diameter can be calculated from cavity height in good agreement with literature. A transient oscillation correction is required to get correct simulation outcomes. Originality/value Based on these findings, SJA devices can be optimized for maximum jet velocity and, therefore, high performance.

The individual and organizational level effects of TQM practices on job satisfaction

2017 ◽  
Vol 38 (2) ◽  
pp. 215-225 ◽  
Author(s):  
Daniel I. Prajogo ◽  
Brian Cooper
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Employee Attitudes ◽  
Organizational Level ◽  
Total Quality ◽  
Content Type ◽  
Multi Level ◽  
The Individual ◽  
A Company

Purpose The purpose of this paper is to examine the multi-level relationship between people-related total quality management (TQM) practices and employee job satisfaction. The authors draw upon organizational climate theory to hypothesize that TQM is related to job satisfaction at the individual employee level, as well as at the organizational level in the form of shared perceptions of TQM practices in the workplace. Design/methodology/approach Multi-level modelling was used to test the study hypotheses. The sample was drawn from 201 employees working in 23 organizations in Australia. Findings The findings show that people-related TQM practices are positively related to job satisfaction at both individual and organizational levels, with a stronger effect on employee attitudes observed at the organizational level. Research limitations/implications The statistically significant multi-level relationship between people-related TQM practices and job satisfaction extends the findings of previous studies conducted only at the individual level; thus, supporting the sustainability of TQM as a management principle at a company-wide level. Practical implications The findings broadly support the implementation of people-related TQM practices as part of a strategy of creating a “high performance” climate in organizations, which in turn, will likely to positively affect both individual and organizational performance. Social implications From a wider social perspective, the implementation of TQM practices as a company-wide initiative could facilitate greater corporate social responsibility of the organization. Such practices as training, involving, and empowering employees can promote social commitment by valuing employees as one important stakeholder. Originality/value This is the first empirical study to the best of the author’s knowledge that uses multi-level modelling to examine the relationship between TQM practices and employee attitudes such as job satisfaction.

Employees and sustainability: the role of incentives

2016 ◽  
Vol 31 (4) ◽  
pp. 820-836 ◽  
Author(s):  
Kimberly K Merriman ◽  
Sagnika Sen ◽  
Andrew J Felo ◽  
Barrie E Litzky
Keyword(s):  
Financial Performance ◽  
Employee Engagement ◽  
Status Quo ◽  
Organizational Sustainability ◽  
Content Type ◽  
Incentive Effects ◽  
Environmental Objectives ◽  
Wide Range ◽  
The Individual

Purpose – Organizational sustainability has become a priority on many corporate agendas. How to integrate sustainability efforts throughout the organization, however, remains a challenge. The purpose of this paper is to examine two factors that potentially enhance incentive effects on employee engagement in environmental objectives: explicit organizational values for sustainability and the performance objective’s complementarity with incented financial objectives. Design/methodology/approach – The authors employed a quasi-experimental design in which participants were randomly assigned to one of four conditions, including a status quo condition against which the treatments were contrasted. Participants (n=400) were comprised of a cross-section of US employees from a wide range of occupations and industries. A post hoc qualitative analysis provided additional insights. Findings – Incentive effects were enhanced (i.e. preference for the environmental objective was significantly higher) when the environmental project offered complementary benefits for financial objectives, but not when organization values emphasized sustainability. An entrenched status quo bias for financial performance was discerned among a subset of the sample. Research limitations/implications – Management scholars must pay close attention to the role of implicit norms for financial performance when investigating employee engagement in organizational sustainability efforts. From an applied perspective, framing sustainability objectives to emphasize financial benefits consistent with a financial mission may maximize employee engagement. Originality/value – This study contributes to understanding of organizational sustainability efforts at the individual employee level of analysis, a conspicuously small part of the organizational research surrounding this topic.

The role of human resource professionals (HRPs) in managing workplace bullying: perspectives from HRPs and employee representatives in Australia

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nikola Djurkovic ◽  
Darcy McCormack ◽  
Helge Hoel ◽  
Denise Salin
Keyword(s):  
Human Resource ◽  
Policy Development ◽  
Role Models ◽  
Workplace Bullying ◽  
Organisational Culture ◽  
Human Resource Professionals ◽  
Content Type ◽  
Wide Range ◽  
The Individual

PurposeThe purpose of this paper is to examine the perspectives of human resource professionals (HRPs) and employee representatives (ERs) on the role of HRPs in managing workplace bullying.Design/methodology/approachIndividual interviews were conducted with 12 HRPs and five ERs from a wide range of industries. Interview questions were open-ended and sought to gain insight on the views of the individual interviewees.FindingsThe findings address the role of HRPs in bullying scenarios and in the prevention of bullying. Regarding the role of HRPs in bullying, the responses of the participants suggest confusion and ambiguity, with a variety of roles being described ranging from a support-based role through to a protector of management. The participants also noted the importance of the HRP task of policy development, while a distrust of HRPs in bullying scenarios was mentioned. Regarding the effective management and prevention of bullying, the findings demonstrate that HRPs are viewed as having a central role through their particular responsibilities of creating and nurturing a positive organisational culture, as well as through engaging employees in the development of anti-bullying policies.Practical implicationsHRPs believe that they can contribute significantly to reducing workplace bullying through organisational culture (including educating staff and as role models of behaviour) and by engaging staff in the design of anti-bullying policies.Originality/valueThis paper contributes to the literature on workplace bullying by examining within the Australian context the perspectives of HRPs and ERs on how HRPs can prevent and manage workplace bullying.

Impact of ethical leadership on organizational climate and its subsequent influence on job commitment: a study in hospital context

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bhanu Mishra ◽  
Jyoti Tikoria
Keyword(s):  
Organizational Climate ◽  
Ethical Leadership ◽  
Structural Equation ◽  
Equation Modeling ◽  
Public And Private ◽  
Content Type ◽  
Organizational Policies ◽  
Public And Private Hospitals ◽  
Relationship Of ◽  
The Relationship

PurposeIndividuals often look up to external influencers (leaders) that determine their conduct and form their perception regarding organizational policies and practices which constitute their organizational climate. The importance of organizational climate has been realized off late in various job outcomes among doctors, such as commitment, turnover, etc. Therefore this study aims to investigate the relationship of ethical leadership with organizational climate that may further affect the commitment of doctors in Indian hospitals.Design/methodology/approachAn empirical study has been done in 10 public and private Indian hospitals using a questionnaire survey. Data were collected from a sample of 537 doctors, which were further analyzed statistically using structural equation modeling (SEM) through AMOS and SPSS software.FindingsThe results show a significant influence of ethical leadership on organizational climate and organizational climate further has significant relationship with commitment of doctors in Indian hospitals.Practical implicationsThe study has important implication for hospital administration, to identify and place an ethical leadership team at the top, which will further influence the behavior of the followers (doctors). This will further lead to formation of favorable organizational climate fostering commitment in doctors.Originality/valueThis is one of the few studies that determines the relationship of ethical leadership with organizational climate and it's further influence on commitment of doctors in large (500 beds and above) public and private hospitals in Indian context.

Towards strategic flexibility: social networks, climate and uncertainty

2014 ◽  
Vol 114 (6) ◽  
pp. 858-871 ◽  
Author(s):  
Virginia Fernández-Pérez ◽  
Francisco Javier Llorens Montes ◽  
Víctor Jesús García-Morales
Keyword(s):  
Social Networks ◽  
Organizational Climate ◽  
Strategic Flexibility ◽  
Uncertain Environments ◽  
Content Type ◽  
Strategic Option ◽  
Wide Range ◽  
External Sources ◽  
Entrepreneurial Activities

Purpose – The purpose of this paper is to study how the size of social networks and the strength of their ties can help CEOs acquire understanding and information from external sources to enable their firms to achieve greater strategic flexibility and the moderating role of organizational climate and uncertainty. Design/methodology/approach – The hypotheses were tested using the data provided by 203 managers of medium-sized and large Spanish firms using regression analysis. Findings – The paper shows that firms have higher levels of strategic flexibility when their CEOs’ social networks are larger. Furthermore, CEOs have more incentives to use strong social-networking ties to develop strategic flexibility when there exists a positive organizational climate and a high degree of environmental uncertainty. Practical implications – An understanding of these issues offers opportunities to assist CEOs embarking on a new strategic option or to become more effective in building and utilizing their networking activities or organizational climate. Originality/value – This study explores the paradox over the role of social networks regarding strategic flexibility in uncertain environments. Prior research has presented arguments that uncertainty may be addressed through a wide range of responses, from the promotion of entrepreneurial activities to the adoption of conservative attitudes. The multisector sample reveals evidence of both types of behavior, with each playing a different role with respect to strategic flexibility.

Disability disclosure: categorical and cultural difficulties HETL Scotland 2017

2018 ◽  
Vol 10 (2) ◽  
pp. 182-193
Author(s):  
Armineh Soorenian
Keyword(s):  
Social Model ◽  
Coding System ◽  
Content Type ◽  
Social Model Of Disability ◽  
Inclusive Practice ◽  
Advantages And Disadvantages ◽  
Models Of Disability ◽  
Wide Range ◽  
Disability Categories ◽  
The Individual

Purpose The purpose of this paper is to analyze a group of disabled students’ views and feelings on disclosing the nature of their impairments by applying via Universities and Colleges Admissions Service (UCAS, 2016), using a numerical coding system. The adequacy of “disability” categories on both university and UCAS forms, and related sensitive issues will be central to this paper. Design/methodology/approach Thus, the author will visit the debates surrounding the two contrasting models of “disability”, namely, the individual medical and the social model of “disability”. The associated advantages and disadvantages that are ensued will be examined. Findings This paper will conclude by offering inclusive solutions to disclosure, which are sensitive to both impairment and cultural-related issues and encourage disclosure from students with a wide range of impairments. The benefits of all-encompassing inclusive practice and the resulting wider implications for the student population at large will, therefore, be highlighted. Originality/value There is an acute shortage of similar kinds of research conducted on disabled international students’ experiences of disclosure, which make the current work timely and original.

The Working Conditions Questionnaire: cross-cultural validation and scale refinement in six Ibero-American countries

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Paola Ochoa Pacheco ◽  
David Coello-Montecel
Keyword(s):  
Measurement Invariance ◽  
Working Conditions ◽  
Organizational Outcomes ◽  
Cross Cultural ◽  
Future Research ◽  
Validity And Reliability ◽  
Content Type ◽  
Confirmatory Factor ◽  
The Individual ◽  
Refined Version

PurposeWorking conditions constitute an important predictor of worker's wellbeing and, consequently, of organizational outcomes. The Working Conditions Questionnaire is derived from a theoretical framework in which working conditions within the organization are formulated as a triple relationship between the environment, the method and the individual. Previous studies have assessed the psychometric properties of this instrument, but its measurement invariance has not been evaluated before. In this context, this study's objective was to examine and validate the dimensionality of the questionnaire and to evaluate its measurement invariance across six Ibero-American countries.Design/methodology/approachData collected from 7,404 professionals from Brazil, Chile, Colombia, Ecuador, Mexico and Spain were analyzed using confirmatory factor analysis.FindingsConstruct validity and reliability were confirmed. Also, results allowed to propose a refined version of the instrument in Spanish and Portuguese and confirmed its measurement invariance across six Ibero-American countries.Originality/valueThe study extends the current research by demonstrating the cross-cultural applicability of this instrument, improving future research in these six Ibero-American countries.

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