The Relationship between Organizational Climate and Employee Perceptions of Involvement

1999 ◽  
Vol 24 (4) ◽  
pp. 479-503 ◽  
Author(s):  
Mark A. Shadur ◽  
Rene Kienzle ◽  
John J. Rodwell
Keyword(s):  
Organizational Climate ◽  
Employee Perceptions ◽  
The Relationship

The Relationship of Employee Perceptions of Organizational Climate to Business-Unit Outcomes

2009 ◽  
Vol 11 (3) ◽  
pp. 277-294 ◽  
Author(s):  
Bruce Cooil ◽  
Lerzan Aksoy ◽  
Timothy L. Keiningham ◽  
Kiersten M. Maryott
Keyword(s):  
Organizational Climate ◽  
Employee Perceptions ◽  
Business Unit ◽  
Relationship Of ◽  
The Relationship

scholarly journals Organizational Climate and Transfer of Training in a Public Corporation in Qatar

2021 ◽  
Vol 2 (20) ◽  
pp. 131-162
Author(s):  
Thamer Mohammed Maharmeh ◽  
Keyword(s):  
Data Analysis ◽  
Organizational Climate ◽  
Transfer Of Training ◽  
Training Transfer ◽  
Employee Perceptions ◽  
Research Survey ◽  
Positive Attitudes ◽  
Public Corporation ◽  
And Behavior ◽  
The Relationship

The current research investigates the association between organizational climate and training transfer in case of a Qatari public corporation. It seeks to enhance training transfer through improving the organizational climate. To meet the objectives of the research, survey was developed and distributed to all employees who work for the selected corporation. (152) surveys were returned and analyzed by using SPSS. Results of data analysis revealed that there are positive attitudes towards transfer of training. In other words, employees believe that training influences their performance and behavior. Besides, employees transfer what they learned in training into their workplace. It was also found that employees perceive the overall organizational climate and the dimensions of organizational climate positively. This gives indicator of positive attitudes and perceptions of organizational climate. Regarding the relationship between the dimensions of organizational climate and transfer of training, results of data analysis revealed that there are strong and positive relationships between employee perceptions of eight dimensions of organizational climate and transfer of training into the workplace. It was found that there were positive and strong relationships between employee perceptions of support, responsibility, structure, conflict, identity, warmth, support, and risk on one hand, and their perceptions of training transfer on the other hand. Still, the relationship employee perceptions of rewards and their perceptions of training transfer was weak and not significant.

ANALISA PENGARUH IKLIM ORGANISASI DAN KOMPETENSI TERHADAP KINERJA PEGAWAI PT HUTAMA KARYA

2018 ◽  
Vol 5 (1) ◽  
Author(s):  
Erik Wardhana, MM.
Keyword(s):  
Organizational Climate ◽  
Employee Performance ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Free Variable ◽  
Independent Variables ◽  
Dependent Variables ◽  
Correlational Approach ◽  
Survey Research Methods ◽  
The Relationship

This study entitled "Analysis of Effect of Climate Organization and Competence Againt Employee PT. Hutama Karya ". The purpose of this study was to obtain information on the relationship between the free variable that organizational climate (X1) and competence (X2) with the dependent variable is employee performance (Y), either partially or simultaneously, This study used survey research methods with the correlational approach and predictive, which aims for the relationship and influence between independent and dependent variables. The sampling technique can be done randomly (simple random sampling) of 852 employees, which is considered to resprentatif is 89 people. And to solve problems, to analyze and examine the relationship and influence between the independent variables on the dependent variable used models kausalistik through regression analysis with SPSS 14.0

“It's the work climate that keeps me here”: the interplay between the HRM process and emergent factors in the construction of employee experiences

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Maarit Laiho ◽  
Essi Saru ◽  
Hannele Seeck
Keyword(s):  
High Performance ◽  
Design Methodology ◽  
Qualitative Interview ◽  
Employee Perceptions ◽  
Content Type ◽  
Systematic Data ◽  
High Performance Work System ◽  
Employee Experience ◽  
The Relationship ◽  
Shed Light

PurposeThe purpose of this paper is to explore the interplay between human resource management (HRM) and emergent factors in constructing a strong HRM climate. Specifically, the paper aims to shed light on how employee perceptions of the HRM process and emergent factors together construct a strong HRM climate, i.e. employees' shared perceptions of HRM.Design/methodology/approachThe paper uses qualitative interview data (managers and employees) from two organisations operating in Finland. The data are analysed based on a systematic data analysis and gives an illustration of the interplay between high-performance work system and the emergent factors.FindingsThe findings illustrate the three types of interplay between HPWS and emergent factors – supplementation, substitution and suffocation – that construct employee experience.Originality/valueThe paper extends earlier discussions on the relationship between HRM and employee experience by empirically examining how the HRM process – together with emergent factors – constructs a strong HRM climate. The present study contributes to further theorising and increasing our understanding of the creation of employee experience.

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.

scholarly journals HUBUNGAN KOMITMEN ORGANISASI DAN IKLIM ORGANISASI DENGAN KEPUASAN KERJA KARYAWAN RUMAH SAKIT SWASTA ISLAM MALANG

2013 ◽  
Vol 1 (2) ◽  
Author(s):  
Nurul Asfiah
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Climate ◽  
Employee Job Satisfaction ◽  
Job Satisfactions ◽  
High Level ◽  
The Relationship ◽  
Research Show

Fakultas Ekonomi dan Bisnis Universitas Muhammadiyah MalangE-mail: [email protected] aims of research are to know the condition and to examine the relationship between organizationalcommitment and climate to the employee’ job satisfactions. The research was conducted in IslamicPrivate Hospital Malang and include 140 peoples as respondents. Questionnaires used as an instrumentfor collecting data. The analyses method uses Rank scale and product moment correlation. Theresults of research show that the organizational commitment is in good conditions as well as organizationalclimate. Whereas, the conditions of employee’ job satisfaction is in the high level satisfied. Basedon the product moment show that the relationship between both organizational commitment and climateto the employee’ job satisfaction are in the strong level. It means that all employees in Islamic PrivateHospital are having strong organizational commitment and feeling satisfaction when they are working.It is also the organizational climate, it supports to make employee enjoy their working.Keywords: organizational commitment and organizational climate, employee’ job satisfaction, IslamicPrivate Hospital Malang.

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