scholarly journals VERSLO ORGANIZACIJŲ KLIMATO ĮVERTINIMO GALIMYBĖS

Psichologija ◽  
2005 ◽  
Vol 31 ◽  
pp. 86-100
Author(s):  
Rita Rekašiūtė-Balsienė
Keyword(s):  
Organizational Climate ◽  
Organizational Performance ◽  
Organizational Development ◽  
Wide Spectrum ◽  
Work Organization ◽  
Working Environment ◽  
Future Research ◽  
Climate Assessment ◽  
And Performance ◽  
Business Departments

Daugelio tyrimų rezultatai rodo, kad organizacijos klimatas ir jos veiklos rezultatai yra susiję. Organizacijos klimato matavimas gali būti atspirties taškas planuojant veiklos tobulinimo, siekiant didesnio efektyvumo, pokyčius. Straipsnyje pristatytos trys organizacijos klimato teorijų grupės ir atliktas tyrimas, siekiant aprašyti Lietuvos verslo organizacijų klimatą. Tyrimo tikslas – įvertinti Lietuvos verslo organizacijų klimatą taikant tam sukurtą metodiką. Tyrimui keliami uždaviniai: 1) parengti organizacijos klimato vertinimo metodiką; 2) išanalizuoti organizacijos klimato ypatybes, būdingas Lietuvos verslo organizacijoms. Gauti rezultatai rodo, kad Lietuvos verslo organizacijų klimatas turi bendrų ypatumų: geriausiai yra vertinama organizacijos svarba darbuotojams (didžiavimasis organizacija), darbuotojų pastangos ir tarpusavio santykiai bei pagarba, o blogiausiai – darbuotojų veiklos ir pastangų įvertinimas bei darbo organizavimas. Sukurta metodika patikrinta tiriant Lietuvos verslo organizacijas. Ji leidžia įvertinti bei aprašyti organizacijos klimatą ir gali būti pagrindas aiškinantis, kokia yra organizacijos būklė. ORGANIZATIONAL CLIMATE ASSESSMENT POSSIBILITIES IN BUSINESS ORGANIZATIONSRita Rekašiūtė-Balsienė SummaryOrganizational climate has been widely discussed in the literature since the concept of social climate was proposed. They perceived organizational climate as a set of properties of the working environment which can be measured. In the article we present three set of theories of organizational climate concepts, which were found in the literature.The wide spectrum of organizational climate and performance surveys suggests that there are relationship between the climate dimensions and all kind of organizational performance indicators. It is suggested, that for a plan of activities for improving effectiveness of all organization may be used climate surveys.The purpose of this survey is to evaluate organizational climate is Lithuanian business organizations using the questionnaire which was created by the author of the article.Sample: 6 Lithuanian organizations from the service business sector, total of 591 employees. All organizations are among the firs seventh leaders of their practice field.Method: Organizational climate questionnaire (constructed by author of the article) was used in this survey. Factorial analysis distinguishes eight factors (scales): evaluations of employee attempts and performance; interrelations and respect; flexibility and quality of organization performance; employee struggle; goals knowledge; organization magnitude; cooperation; work organization. The research has been carried out in 2003–2004.Results of this survey shows, that all organizations have common peculiarities of organizational climate. Perceived as the best organizational climate aspects are organization magnitude, employee struggle, interrelations and respect; perceived as the worst organizational climate aspects are evaluation of employee attempts and performance and work organization. There was found significant differences in perceived organization conditions between managers and employees and between business departments and business support departments, what request more in depth survey. Organizational climate of two organizations are described in detail. It is suggested, that created questionnaire can be used to asses organizational climate and be useful tool for the organizational development practitioner and researcher. Practical implications and suggestions for future research are proposed.

scholarly journals Organizational climate at Dentistry Scholl of University of Valle

2017 ◽  
Vol 14 (2) ◽  
Author(s):  
Lina García ◽  
Adriana Reyes ◽  
Pedro Sarmiento
Keyword(s):  
Organizational Climate ◽  
Organizational Development ◽  
Organizational Values ◽  
Working Environment ◽  
Work Experiences ◽  
Values And Beliefs ◽  
Organizational Work ◽  
Personal Needs ◽  
School Of Dentistry ◽  
And Performance

Summary:Studies about organizacional behavior have demonstrated that the perceived image by the members of acompany affects their motivation, commitment and performance of their work. Members’ perceptionsbecome the reference background to explain environmental needs and to support decision making.Taking this into account, the School of Dentistry Agenda for 2005-2010 includes the designing ofseveral strategies for organizational climate improvement. The purpose of this study was to developa good organizational climate and then, to facilitate values and beliefs dialogues. The objectiveswere: to identify conflict sources that affect organizational climate; to share strategies in orderto facilitate personal and organizational development; and to identify strong points that support agood working environment. Ten workshops were designed for all employees to identify problems,issues, situations, conflicts and solutions that tended to improve relationships between workers.Critical issues were: communication and respect failures, missunderstanding situations, and lack ofcommitment. Organizational work experiences are related to laboral environment. The participation inworkshops allows employees to identify their personal needs and intentions. Key words:Organizational Climate. School of Dentistry. Organizational values.

scholarly journals The validity of Performance Environment Perception Scales: Environmental predictors of citizenship performance

2010 ◽  
Vol 16 (1) ◽  
pp. 180-190
Author(s):  
Arthur E. Poropat
Keyword(s):  
Work Environment ◽  
Organizational Development ◽  
Future Research ◽  
Environmental Predictors ◽  
New Instrument ◽  
Confirmatory Factor ◽  
Theoretical Predictions ◽  
Citizenship Performance ◽  
Environment Perception ◽  
And Performance

AbstractThis research examined the validity of Performance Environment Perception Scales (PEPS), a new instrument designed to assess performance-relevant aspects of the work environment. A sample of 156 employees of an Australian university completed PEPS and their supervisors rated their task and citizenship performance. Confirmatory Factor Analysis showed PEPS to have a valid factor structure, and PEPS were found to be significantly correlated with citizenship performance, but not with task performance. Although this finding is consistent with theoretical predictions, PEPS are apparently the first measures of work environment perceptions that have confirmed this. Thus PEPS show promise as measures for use in future research and organizational development projects that focus on relationships between the work environment and performance. Limitations of the research and implications for the validity of PEPS, as well as for future research and practice, are discussed.

scholarly journals CONCEPTUAL REVIEW OF LEADERSHIP ON ORGANIZATIONAL PERFORMANCE

2020 ◽  
Vol 8 (1) ◽  
pp. 1044-1095
Author(s):  
Can ERERDİ ◽  
Esra ÜNLÜASLAN DURGUN
Keyword(s):  
Organizational Performance ◽  
Leadership Style ◽  
Research Agenda ◽  
Empirical Studies ◽  
Leadership Characteristics ◽  
Future Research ◽  
Comprehensive Model ◽  
Future Research Agenda ◽  
Managerial Implications ◽  
And Performance

In the last few years, due to the surge in the attention towards leadership and the lack of a review mapping the effects of leadership on organizational performance, we believe its coherent to provide a clear review on leadership and how it affects organizational performance. This paper aims to review empirical studies on leadership and organizational performance with the aim of constructing a comprehensive model to conceptualize existing literature. The authors reviewed main journals with impact factor of over 2 and all Leadership titled SSCI journals. As a result, 687 studies published between 1957 and 2017 were analyzed, out of which 486 met the criteria of being empirical studies on leadership and performance. Out of the 486, 20 articles used Organizational Performance as their dependent variable, thus were included in our model. In doing so, the authors aim to extend the field in three ways: First, based on their review, the authors mapped a comprehensive model of the effects of leadership style and leadership characteristics through moderators and organizational mediators on organizational performance. Second, the authors, through vigorous examination, display and evaluate existing variables and measures on leadership and organizational performance within the literature. Finally, the authors aim to contribute to the field by presenting a detailed future research agenda and practical considerations for managerial implications.

scholarly journals Types of professionalization

2018 ◽  
Vol 8 (3) ◽  
pp. 298-316 ◽  
Author(s):  
Grazia Lang ◽  
Torsten Schlesinger ◽  
Markus Lamprecht ◽  
Kaisa Ruoranen ◽  
Christoffer Klenk ◽  
...  
Keyword(s):  
Cluster Analysis ◽  
Organizational Development ◽  
Online Survey ◽  
Hierarchical Cluster ◽  
Organizational Characteristics ◽  
Future Research ◽  
Content Type ◽  
Organizational Patterns ◽  
And Performance ◽  
And Cluster Analysis

Purpose The purpose of this paper is to identify types of professionalization in Swiss national sport federations (NSFs) and analyze organizational characteristics associated with specific types of professionalization. Such types reveal common patterns among the increasingly complex organizational designs of NSFs and thus contribute to the understanding of professionalization in NSFs. Design/methodology/approach An online survey of all Swiss NSFs was conducted to identify types of professionalization in these organizations using hierarchical cluster analysis, based on a multi-dimensional framework of professionalization. Findings The analysis revealed four types of professionalization: formalized NSFs managed by paid staff, NSFs managed by volunteers and a few paid staff off the field, NSFs with differing formalization and paid staff on the field, and moderately formalized NSFs managed by volunteers. The types differ in terms of the NSFs’ organizational characteristics, in particular, size, financial resources, Olympic status, and performance. Originality/value Applying factor and cluster analysis is a new approach to analyzing professionalization in NSFs that makes uncovering distinctive organizational patterns among a large number of NSFs possible. These results lay the foundation for understanding the professionalization of NSFs, counseling NSFs on their organizational development, and conducting future research on the design types of sport organizations.

scholarly journals The Effect of TQM on firm Performance: Empirical Study in Jordanian Private Airlines

2018 ◽  
Vol 12 (9) ◽  
pp. 140
Author(s):  
Adnan M. Rawashdeh
Keyword(s):  
Firm Performance ◽  
Quality Management ◽  
Total Quality Management ◽  
Organizational Performance ◽  
Performance Measures ◽  
Management Practices ◽  
Future Research ◽  
Total Quality ◽  
Quality Management Practices ◽  
And Performance

The purpose of this study was to explre the relationship between total quality management and firm performance, i.e. quality, business and organizational performance in Jordanian private airlines. The design of this study has a quantitative approach. Data was obtained by questionnaire instrument. The respondents of this study are all employees in quality department, maintenance department, human resource department, and operation department. The number of population was 480 employees. Random sampling was used in the study. 340 completed questionnaires were analyzed as a final sample. Three hypotheses have been developed through literature review and tested using descriptive statistical analysis performed by SPSS. The results show that total quality management practices have a positive and significant impact on business, quality, and organizational performance in Jordanian private airlines. The study reports that effective implementation of total quality management practices results in enhancing airline performance. The major limitation of this study is that the study asked for perceived data about actual TQM practices and performance measures, but the respondents might have given desired data, which made their companies sound good, most of the respondents were non managers and from different departments in addition to the quality department, who might not understand to answer the questions accurately. Another limitation was that business performance tenets were measured by using one question per each tenet. Future research may investigate those TQM practices and performance measures in another Jordanian industry.

Performance Implications of Management Ideas

2019 ◽  
pp. 373-390
Author(s):  
Christopher Wickert ◽  
Jost Sieweke ◽  
Riku Ruotsalainen
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Positive Relationship ◽  
Empirical Support ◽  
Superior Performance ◽  
Future Research ◽  
Knowledge Resources ◽  
Relational Resources ◽  
And Performance

Consultants and business gurus have stressed the positive implications of management ideas for performance. However, the evidence on whether management ideas lead to superior performance remains ambiguous. This chapter scrutinizes the link between management ideas and performance. It begins by reviewing research on technological resources-focused ideas, human resources-focused ideas, relational resources-focused ideas, and knowledge resources-focused ideas and shows that there is empirical support for a positive relationship between management ideas and organizational performance. However, this positive link only materializes and holds under certain conditions, which complicate the efforts of managers and organizations to reap the benefits of management ideas. The authors discuss two of these complications: the ‘performance dilemmas of management ideas’ and the ‘sustainability paradox of management ideas’. The chapter ends with a discussion of avenues for future research.

scholarly journals A New Approach to Measuring the Correlation of Organizational Alignment and Performance

2018 ◽  
Vol 23 (1) ◽  
pp. 41
Author(s):  
Miloš Jevtić ◽  
Milica Jovanović ◽  
Jovan Krivokapić
Keyword(s):  
Organizational Performance ◽  
Organizational Design ◽  
Categorical Variables ◽  
Future Research ◽  
Validity And Reliability ◽  
Sampling Frame ◽  
New Approach ◽  
Organizational Configurations ◽  
Level Scale ◽  
And Performance

This paper focuses on measuring the alignment of organizational elements. Although several authors have analyzed this topic, there are few papers in which they propose a concept for measuring the alignment of key elements of the organization. In previous research, the concept of alignment is usually defined through categorical variables and different organizational configurations are suggested. Thus, this paper aims to propose a new approach to measuring organizational elements and their alignment. Based on the literature review we determined the organizational model for conducting the research in companies listed on the top 300 companies in Serbia. On the sample of 57 respondents theresults confirmed the defined hypothesis by which the alignment of the organizational elements has the positive correlation with the organizational performance. In order to measure the organizational elements we defined the 7-level scale which enables measuring the alignment of organizational elements. The research results confirm that it is necessary to look at the solutions based on some organizational elements simultaneously. However, in order to confirm the validity and reliability of the results, it is necessary to conduct a research on a larger sampling frame, since the sample from this research is relatively small in comparison to the total population. The defined scale can be used as a control tool for checking the proposed organizational design solutions in practice. Also, the rules of alignment of organizational elements can be applied at different hierarchical levels in the organization, which will be the subject of future research of the authors.

scholarly journals Organizational culture, strategic planning and performance: empirical evidence from organizations in Malaysia

2018 ◽  
Vol 7 (2.10) ◽  
pp. 62
Author(s):  
Sarminah Samad
Keyword(s):  
Organizational Culture ◽  
Strategic Planning ◽  
Organizational Performance ◽  
Future Research ◽  
Government Organizations ◽  
Positive Effects ◽  
Research Findings ◽  
Future Research Directions ◽  
And Performance ◽  
The Relationship

This study examined the influence of strategic planning on organizational performance of selected government organizations in Malaysia. Consequently, it determined the moderating effect of organizational culture on the relationship between strategic planning and organizational performance. A quantitative study was carried out on a sample of 291 officers in Malaysian government organizations. The obtained data based on self-administered questionnaires was analyzed using SmartPartial Least Squares (PLS). The study revealed that strategic planning dimensions have positive effects on performance of government organizations. The results found that organizational culture has significantly moderated the relationship between strategic planning and performance. The implications from the research findings, limitation of study and future research directions are discussed. 

Impact of Innovation Technology in Enhancing Organizational Management

2021 ◽  
Vol 38 (4) ◽  
Author(s):  
Mosleh Zeebaree ◽  
Goran Yousif Ismael ◽  
Omar A. Nakshabandi ◽  
Saman Sattar Saleh ◽  
Musbah Aqel
Keyword(s):  
Artificial Intelligence ◽  
Organizational Performance ◽  
Organizational Development ◽  
Organizational Innovation ◽  
Positive Impact ◽  
Organizational Management ◽  
Business Analytics ◽  
Human Machine Interaction ◽  
Management Procedure ◽  
And Performance

Digital technologies quick advancement prompts immersive remodeling of our economies and social orders that are entirely extensive. Innovative progress particularly in the area of artificial intelligence (AI), robotics, huge information and business analytics, also the increased and virtual reality are giving an all-out digital connectivity and recent conceivable outcomes for successful study and managing. Establishment anticipates higher efficiency and open doors for advanced execution by expanding utilization and integration of technology innovations. Not simply machines or shrewd calculations will accomplish assignments, however new types of human-machine communication show important influences for situating focal job of human in structure and advance exercises. In this study, the creators show a diagram of accessible technological solutions that (incorporating innovation) prompting new types of human-machine interaction and organizational management improvement. Moreover, features of advancement necessities producing thoughts in initial improve procedures are distinguished, organizational innovation is particularly pertinent in the present dynamic and turbulent environment, where other inside factors, for example, mechanical resources, employee training, synchronization of new management competences, flexible human capital, and increasingly versatile hierarchical design, are urged to make worth and upper hand. The objective behind this paper is to figure out whether technological assets impact organizational management procedure and how innovation technologies impact organizational management and performance. We accomplish these objectives by breaking down the organizational innovation and performance, using an integrative study methodology that brought out with data accumulated through perusing numerous articles that are connected to the theme and papers keywords.The finding of the research displays that help modernization and enhancement of mechanical aptitudes, inventive and innovative particular that include (web 2.0, Business Intelligence (BI), Artificial Intelligence (AI), enormous information, Internet of Think (IOT), industry 4.0 and social media) competencies advance enhancement in authoritative execution through its positive impact on the methods of potential and recognized adequacy, proficiency of decision making process.Primarily, traditional procedures of the firm affect organizational procedures as well as its performance. Further, interior work adaptability impacts organizational performance through innovation. This concern specifically interest when considering the changing idea of tempestuous mechanical situations wherein association works. Technological resources in this manner recognize new wellsprings of adaptability and organizational development subject to progressively significant logical information and instruments that controls data volume in the organization.

scholarly journals Strategic resource allocation and performance of Kisumu Water and Sewerage Company, Kenya

2021 ◽  
Vol 10 (4) ◽  
pp. 321-326
Author(s):  
Emanuel Owako ◽  
Charles Nyangara
Keyword(s):  
Resource Allocation ◽  
Organizational Performance ◽  
Future Research ◽  
Company Performance ◽  
Performance Review ◽  
Consumer Services ◽  
Strategic Resource ◽  
Commercial Loans ◽  
And Performance ◽  
Level Of Significance

Kisumu Water and Sewerage Company has consistently struggled to achieve its envisioned accepted performance range of 80-90% set by the Water Sector Regulatory Board standards, for instance, the company performance was estimated at 76% against business plan target of 80% despite having unlimited access to government subsidies, donor grants, commercial loans and enabling policy environment based on performance review of Kenya’s water services sector 2017/2018. This study sought to establish the influence of strategic resource allocation on performance of KIWASCO. The study adopted a correlation research design with a sample size of 68 respondents selected through Stratified random sampling and data collected using a semi-structured questionnaire. Both descriptive and inferential statistics of correlation and regression were used. The study established a significant influence of resource allocation (p<0.001) on organizational performance at 5% level of significance. It was concluded that for desired performance of KIWASCO to be realized, effective resource allocation should be done to increase investments in infrastructural expansion and rehabilitation, wastage reduction, improved service quality, maximized consumer services and improved cash flow. The study recommends that the WASH sector reforms should prioritize resource allocation for implementation of strategies. Future research should explore the moderating role of strategic leadership in similar companies and trends across business periods within similar regulatory context.

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