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 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.

Antecedents And Outcomes Of Qwl Among Employees In Banks

2019 ◽  
Vol 118 (7) ◽  
pp. 1-19
Author(s):  
Geethanjali N ◽  
Parveen Roja M ◽  
Lavanya D
Keyword(s):  
Organizational Climate ◽  
Job Stress ◽  
Work Life ◽  
Working Environment ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Significant Difference ◽  
Service Productivity ◽  
The Impact

Quality of work life is the major factor to be considered in working environment of any organization. The performance of employees and the organization lies on the ability of the employees based on working environment. The QWL leads to better working environment which improves the performance of organization. The present study has made an attempt to find the level of factors causing QWL and the impact of outcome of QWL in banks. Since the profile of the banks may be associated with the level of outcomes of QWL, the present study has made an attempt to examine it with the help of one way analysis of variance and t-test. The included outcomes of QWL are job satisfaction, job stress, organizational climate, organizational commitment, employees retention behaviour, service quality employees and service productivity of employees. The highly associated determinants of QWL and the significant difference among the PUSBs and PRSBs have been noticed. The significantly associating important profiles of the banks regarding the existence of outcome of QWL are identified.

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 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 Organizational culture and its impact on the behavior and performance of employees: الثقافة التنظيمية و أثرها على سلوك و أداء الموظفين

2017 ◽  
Vol 1 (9) ◽  
Author(s):  
Iman Ahmed Bakthir
Keyword(s):  
Organizational Culture ◽  
Team Work ◽  
Working Environment ◽  
Open Door Policy ◽  
Administrative Authority ◽  
Pressure Groups ◽  
Employees Satisfaction ◽  
And Performance ◽  
High Level ◽  
High Degree

The study aimed to identify the type of organizational culture among managers and department heads of United Sugar Company in Jeddah and its impact on the performance of employees. In addition to diagnose the staff and management understanding of the organizational culture role in improving the overall performance of the company. The study sample consisted of (17) managers and (141) employees from all departments within the United Sugar Company. The researcher used the study tool represented by two questioners, one for managers and the other for staff. Answers samples were treated statistically using the statistical analysis software SPSS. Approach that the researcher used was descriptive analytical approach, which describes the nature of the theoretical and field study. The researcher was able to reach managers’ answers results, represented by the diversity of the study sample in terms of organisational rank, qualifications, experience and age. Results indicated the presence of a degree of neutrality in giving managers a mandate administrative authority over employees. It was shown in the study the presence of margin of freedom for employees to express their opinions, however it was not in the required level. The study also shown that the administration involves staff in the development of current and future plans for the company with a high degree, also managers encourage staff to propose alternatives and scientific solutions to problems they face. Awareness demonstrated by staff and managers towards work policies and regulations indicates a good organizational culture. It was found also that managers contribute to modernizing the working environment and identify their needs in modern scientific ways and they encourage team work spirit within employees to create a healthy organizational culture while not afraid of pressure groups since they have a high level of organizational culture. Interest in transferring expertise from outside the company is evidence on the capacity of their organizational culture. The high degree employees’ satisfaction represents the drive to believe in the culture of the organization. The study recommended the need to raise the degree of mangers involving staff in the authorities delegation and the need to adopt open-door policy also for staff to participate in decision-making process. Also it was recommended by the research to direct the attention towards training on the job and make it a gateway to the company's culture. It was urged on the need for transferring a lot of successful experiences to other companies in support of spreading the organization's culture. It was recommended to care about the importance of the development of policies and administrative regulations and make them more flexible to allow for a wide organizational culture. And to follow global corporate developments and investigate the reasons for its success and the role of organizational culture in it and adopt accordingly. It was pointed the need to honor the contributions of outstanding efforts to encourage science and organizational culture. It also recommended holding periodic contests where workers highlight the performance and awareness degree of organizational culture, also holding seminars, lectures and exhibitions inside and outside the company to spread the organizational culture of the company to other parties.

scholarly journals Environment Mapping Robot Using Supersonic Sensor

1999 ◽  
Vol 11 (6) ◽  
pp. 468-472
Author(s):  
Masafumi Uchida ◽  
◽  
Tanaka Hisaya ◽  
Hideto Ide ◽  
Keyword(s):  
Computer Simulation ◽  
Path Planning ◽  
Autonomous Robot ◽  
Working Environment ◽  
Occupancy Grid ◽  
Environment Map ◽  
Planning Algorithm ◽  
And Performance ◽  
Path Planning Algorithm ◽  
Range Sensors

We studied an automapping algorithm for an autonomous robot having ultrasonic range sensors. A robot with a working environment map operates smoothly. The robot consisted of an automapping algorithm using ultrasonic range sensors and a path planning algorithm. Ultrasonic range sensors are basic, inexpensive, and compact. We proposed an automapping algorithm introducing a parameter, valid length, for a robot with ultrasonic range sensors. The map was based on an occupancy grid. Computer simulation confirmed the effectiveness of introducing valid length in mapping by an autonomous robot. We discuss proposed distinctions and performance.

scholarly journals Hubungan Iklim Organisasi Dengan Motivasi Kerja Pegawai

2019 ◽  
Author(s):  
Jesica zulianda
Keyword(s):  
Organizational Climate ◽  
Likert Scale ◽  
Performance Level ◽  
Validity And Reliability ◽  
Reliability Data ◽  
Scale Models ◽  
And Performance ◽  
Motivation To Work

The goal of this articel of this article is to improve your knowladge about Organizational Climate and Motivation work. The instrument of this research is question with Likert scale models that had tested for validity and reliability. Data analyzed using mean score and performance level. The result of this research are the Organizational Climate Relationship with Motivation to Work in office

A pilot study to determine mercury exposure through vapor and bound to PM10 in a dental school environment

2007 ◽  
Vol 23 (2) ◽  
pp. 103-113 ◽  
Author(s):  
Adriana Gioda ◽  
Gilberto Hanke ◽  
Augusto Elias-Boneta ◽  
Braulio Jiménez-Velez
Keyword(s):  
Puerto Rico ◽  
Indoor Air ◽  
School Environment ◽  
Mercury Vapor ◽  
Working Environment ◽  
Dental School ◽  
University Of Puerto Rico ◽  
Exposure Limit ◽  
Dental Practitioners ◽  
School Of Dentistry

Mercury (Hg) is widely used in the dental working environment, exposing dental practitioners and assistants to potentially toxic Hg vapors. Concentrations of Hg in vapor and in particulate matter (PM10) were measured in the Dental Simulation Laboratory (DSL) and in the Dental Clinic (DC) at the School of Dentistry, University of Puerto Rico. PM10 samples were collected over a 36-h period and Hg vapor was collected for eight-hour periods. PM10 mass was determined gravimetically and Hg (bound to PM10 and vapor) was extracted and analyzed by atomic absorption. Indoor levels of PM10 in the DSL ranged from 9.2 to 41.6 μg/m3 and 35.0 to 68.2 μg/m3 in the DC. Levels of particle-bound Hg ranged from 0.1 to 1.2 μg/m3 and in vapor 1.1 to 3.3mg/m 3 at the DSL; the DC levels ranged from <0.01 to 0.2 μg/m 3 for particle bound Hg and 13.6 to 102.7 μg/m3 in vapor. PM10 concentrations were below Indoor Air Quality suggested limits for total dust (100 μg/m3). Levels of mercury bound to PM 10 were low; however, mercury vapor was several times higher than the suggested OSHA (permissible exposure limit — 100 μg/m3) in the DSL.

Does Emotional Intelligence Predict Leadership Effectiveness? An Exploration in Non-Western Context

2018 ◽  
Vol 5 (1) ◽  
pp. 28-39 ◽  
Author(s):  
Mushtaq A. Lone ◽  
Aashiq Hussian Lone
Keyword(s):  
Emotional Intelligence ◽  
Organizational Climate ◽  
Banking Sector ◽  
Leadership Effectiveness ◽  
Three Dimensional ◽  
Training And Development ◽  
Jammu And Kashmir ◽  
Emotional Competency ◽  
Emotional Sensitivity ◽  
And Performance

The study focuses on understanding the emotional intelligence and leadership linkages in a non-Western context. The study was conducted on a sample of 230 supervisors and subordinates drawn from branches of the banking sector in the state of Jammu and Kashmir, India. The study employs three-dimensional emotional intelligence model developed by Singh and Chadha. Emotional competency and emotional sensitivity were found to be significant antecedents of leadership effectiveness in the context under reference. The knowledge gained from this research is expected to increase the understanding of effective leadership and help produce powerful tools for the selection, and training and development of leaders, potentially enhancing organizational climate and performance.

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.

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