A New View of Quantifying Organizational Climate through the Work Environment Scale

1991 ◽  
Vol 35 (13) ◽  
pp. 930-933
Author(s):  
Barrett S. Caldwell
Keyword(s):  
Organizational Climate ◽  
Work Environment ◽  
Environment Scale ◽  
New View

scholarly journals CLIMA ORGANIZACIONAL COMO FACTOR EN LA SATISFACCIÓN LABORAL DE UNA EMPRESA DE SERVICIOS

2020 ◽  
Vol 13 (21) ◽  
pp. 15
Author(s):  
Karina Govea Andrade ◽  
Doménica Zuñiga Briones
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Work Environment ◽  
Degrees Of Freedom ◽  
Chi Square ◽  
Satisfaction Scale ◽  
Service Company ◽  
Environment Scale ◽  
Chi Square Test ◽  
Support Autonomy

En el presente trabajo se determinó la relación positiva entre el clima organizacional y la satisfacción laboral, mediante una investigación no experimental de alcance descriptivo y correlacional en una población de 40 colaboradores dentro de una empresa de servicios en la ciudad de Guayaquil, Ecuador. El instrumento utilizado para analizar el clima organizacional fue el cuestionario de Work Environment Scale (WES) de Moos compuesto por 90 ítems que integra factores como implicación, cohesión, apoyo, autonomía, organización, presión, claridad, control, innovación y comodidad; mientras que, para la satisfacción laboral se utilizó la escala de satisfacción de Warr, Cook y Wall que consta de 15 interrogantes para medir la satisfacción intrínseca y extrínseca. Los resultados fueron procesados mediante tablas de frecuencia de datos obtenidos y datos esperados con un nivel de confianza del 90% y con 4 de grados de libertad. Los resultados indicaron que 24 personas estuvieron conformes con el clima organizacional de la empresa, en cambio y para la satisfacción laboral se obtuvieron 32 personas satisfechas. Para comprobar las hipótesis planteadas, complementándose con la encuesta realizada, se utilizó la prueba chi-cuadrado obteniendo 10,57, en comparación con el chi-crítico de 7,779, se determinó que la relación entre el clima organizacional y la satisfacción laboral es positiva.Palabras Claves: Clima organizacional, Satisfacción laboral, Empresa de Servicios. AbstractIn the present work we determined the positive relationship between organizational climate and job satisfaction, through a quantitative, non-experimental research in a population of 40 staff within a service company in the city of guayaquil-ecuador. The instrument used to analyze the organizational climate was the Questionnaire of Work Environment Scale (WES) Moos composed of 90 items that integrates factors such as involvement, cohesion, support, autonomy, organization, pressure, clarity, control, innovation and comfort; while, for job satisfaction was used the satisfaction scale of Warr, Cook and Wall that consists of 15 questions to measure the intrinsic and extrinsic satisfaction. The results were processed using frequency tables of data obtained and expected data with a confidence level of 90% and with 4 degrees of freedom. The results indicated that 24 people were satisfied with the organizational climate of the company, in change and job satisfaction were obtained 32 people met. To test the hypothesis raised, along with the survey, the chi-square test was used getting 10.57, compared with the chi-critical of 7.779, it was determined that the relationship between the organizational climate and job satisfaction is positive.Keywords: Organizational climate, job satisfaction, Service Company.

Nursing organizational climates in public and private hospitals

2013 ◽  
Vol 21 (4) ◽  
pp. 437-446 ◽  
Author(s):  
I García García ◽  
RF Castillo ◽  
ES Santa-Bárbara
Keyword(s):  
Organizational Climate ◽  
Work Environment ◽  
Ethical Climate ◽  
Public Hospitals ◽  
Climate Variables ◽  
Private Hospitals ◽  
Public And Private ◽  
Environment Scale ◽  
Public And Private Hospitals ◽  
Social Demographic

Background: Researchers study climate to gain an understanding of the psychological environment of organizations, especially in healthcare institutions. Climate is considered to be the set of recurring patterns of individual and group behaviour in an organization. There is evidence confirming a relationship between ethical climate within organizations and job satisfaction. Objectives: The aim of this study is to describe organizational climate for nursing personnel in public and private hospitals and to confirm the relationships among the climate variables of such hospitals. Materials and methods: A correlational study was carried out to measure the organizational climate of one public hospital and two private hospitals in Granada. The Work Environment Scale was used for data collection. The Work Environment Scale includes 10 scales, ranging from 0 to 9, which were used to evaluate social, demographic and organizational climate variables. In this study, 386 subjects were surveyed in three hospitals. Results: A total of 87% of the participants were female and 16% were male. Most participants were nurses (65.6%), followed by nursing aides (20%), and technicians (14.4%). The results obtained reflected different patterns of organizational climate formation, based on hospital type (i.e. public or private) within the Spanish context. Most of the dimensions were below the midpoint of the scale. Discussion and conclusions: In conclusion, in public hospitals, there is a greater specialization and the organizational climate is more salient than in the private hospitals. In addition, in the public hospitals, the characteristics of the human resources and their management can have a significant impact on the perception of the climate, which gives greater importance to the organizational climate as decisive of the ethical climate.

Work Environment Scale

1974 ◽  
Author(s):  
Rudolf H. Moos ◽  
Paul M. Insel
Keyword(s):  
Work Environment ◽  
Environment Scale

Work Environment Scale

1996 ◽  
Author(s):  
Jeanine M. Driscoll ◽  
Frances A. Kelley ◽  
Ruth E. Fassinger
Keyword(s):  
Work Environment ◽  
Environment Scale

Campus Social Climate Correlates of Environmental Type Dimensions

NASPA Journal ◽  
2004 ◽  
Vol 41 (4) ◽  
Author(s):  
Daniel W. Salter ◽  
Reynol Junco ◽  
Summer D. Irvin
Keyword(s):  
Work Environment ◽  
Personal Growth ◽  
Type Theory ◽  
General Purpose ◽  
Myers Briggs Type Indicator ◽  
Environment Scale ◽  
Type Indicator ◽  
Group Environment ◽  
System Maintenance ◽  
Environment Type

To address the ability of the Salter Environment Type Assessment (SETA) to measure different kinds of campus environments, data from three studies of the SETA with the Work Environment Scale, Group Environment Scale, and University Residence Environment Scale were reexamined (n = 534). Relationship dimension scales were very consistent with extraversion and feeling from environmental type theory. System maintenance and systems change scales were associated with judging and perception on the SETA, respectively. Results from the SETA and personal growth dimension scales were mixed. Based on this analysis, the SETA may serve as a general purpose environmental assessment for use with the Myers-Briggs Type Indicator.

Evidence-Based Practice Work Environment Scale

2014 ◽  
Author(s):  
Yvette Pryse ◽  
Anna McDaniel ◽  
John Schafer
Keyword(s):  
Work Environment ◽  
Evidence Based Practice ◽  
Evidence Based ◽  
Environment Scale

The Impact of the Work Environment on Innovation and Business Sustainability in SMEs

2021 ◽  
pp. 133-156
Author(s):  
Rafael Ignacio Pérez-Uribe ◽  
Solange Dianira Jordan Bustamante ◽  
Carlos Salcedo -Perez
Keyword(s):  
Organizational Climate ◽  
Work Environment ◽  
Interpersonal Relationships ◽  
Business Sustainability ◽  
Key Factor ◽  
The Face ◽  
The Impact ◽  
The Relationship ◽  
The City ◽  
Innovation Processes

Innovation is a process, where the interpersonal relationships of employees are key to the creation of ideas that will contribute to the generation of value for organizations in the face of disruptive environments. This chapter analyzes the relationship between the work environment as a key factor and its impact on the development of innovation processes and business sustainability, taking as a sample 182 SMEs, from commercial, footwear, and textile sectors from the city of Cúcuta. The results showed an interrelation between the organizational climate and the culture of innovation as an agent that generates change that contributes to business sustainability.

scholarly journals Construct Validity and Reliability of the Work Environment Assessment Instrument WE-10

2020 ◽  
Vol 17 (20) ◽  
pp. 7364
Author(s):  
Rudy de Barros Ahrens ◽  
Luciana da Silva Lirani ◽  
Antonio Carlos de Francisco
Keyword(s):  
Factor Analysis ◽  
Construct Validity ◽  
Organizational Climate ◽  
Work Environment ◽  
Assessment Instrument ◽  
Quality Of Work Life ◽  
Validity And Reliability ◽  
Rotation Method ◽  
Commonality Analysis

The purpose of this study was to validate the construct and reliability of an instrument to assess the work environment as a single tool based on quality of life (QL), quality of work life (QWL), and organizational climate (OC). The methodology tested the construct validity through Exploratory Factor Analysis (EFA) and reliability through Cronbach’s alpha. The EFA returned a Kaiser–Meyer–Olkin (KMO) value of 0.917; which demonstrated that the data were adequate for the factor analysis; and a significant Bartlett’s test of sphericity (χ² = 7465.349; Df = 1225; p ≤ 0.000). After the EFA; the varimax rotation method was employed for a factor through commonality analysis; reducing the 14 initial factors to 10. Only question 30 presented commonality lower than 0.5; and the other questions returned values higher than 0.5 in the commonality analysis. Regarding the reliability of the instrument; all of the questions presented reliability as the values varied between 0.953 and 0.956. Thus; the instrument demonstrated construct validity and reliability

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