Reconstructing CulturePrinciple of Organizational Ecology #2: Organizational Climate (How Culture Is Experienced by the People) Shapes the Level of Individual, Team, and Departmental Capacity, Performance, and Productivity

A Researchon Organizational Climate in M.R.Krishnamurty Co-Operative Sugar Mill Limited Sethiathope, Cuddalore District

International Journal of Engineering and Advanced Technology - Regular Issue ◽

10.35940/ijeat.a2955.109119 ◽

2019 ◽

Vol 9 (1) ◽

pp. 5265-5268

Keyword(s):

Organizational Climate ◽

Sugar Mill ◽

The People ◽

Communication Conflict

Organizational climate is the people-oriented climate. It is the climate that fixates on individuals who are working in the organization. An organizational climate refers to the conditions within an organization as viewed by its employee. The word climate conventionally describes the practices involved in communication, conflict, leadership and rewards. It denotes the prevalent postures, values, norms and feelings which the employees have over the organizations. Every organization has an internal and external climate which influences the practice and policies of the management and employees.

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PENGARUH SERVANT LEADERSHIP, IKLIM ORGANISASI, DAN KEPUASAN KERJA TERHADAP KEPERCAYAAN ORGANISASI GURU [THE EFFECT OF SERVANT LEADERSHIP, ORGANIZATION CLIMATE, AND WORK SATISFACTION ON ORGANIZATION TRUST OF TEACHERS]

Polyglot Jurnal Ilmiah ◽

10.19166/pji.v17i2.1797 ◽

2021 ◽

Vol 17 (2) ◽

pp. 232

Author(s):

Natalia Natalia ◽

Dylmoon Hidayat

Keyword(s):

Job Satisfaction ◽

Servant Leadership ◽

Path Analysis ◽

Organizational Climate ◽

Organizational Trust ◽

Personal Interest ◽

Servant Leader ◽

The People ◽

The Subject ◽

Positive Effect

Servant leader leading by not pursuing personal interest but striving to do the best for the organization and the people they lead. Servant leader can improve job satisfaction and trust of the people they lead. A good organizational climate also can triggers job satisfaction and organizational trust of the member towards the organization. This research was conducted with the aim to know the positive effect of servant leadership, organizational climate, and job satisfaction on organizational trust of the teacher in Sekolah Lentera Harapan Curug. This study uses quantitative approach with the subject of research amounted to 50 respondents. Path analysis and descriptive statistic were used to analyze the data collected. Result shows that (1) servant leadership has positive effect on job satisfaction; (2) organizational climate has positive effect on job satisfaction; (3) servant leadership has positive effect on organizational trust; (4) organizational climate has positive effect on organizational trust; and (5) job satisfaction has positive effect on organizational trust.BAHASA INDONESIA ABSTRACT: Seorang pemimpin pelayan menjalankan kepemimpinan dengan tidak mengejar kepentingan pribadi tetapi berusaha untuk mengupayakan yang terbaik bagi kemajuan organisasi dan orang-orang yang dipimpinnya. Kepemimpinan pelayan dapat mendorong kepuasan dan kepercayaan orang yang dipimpinnya. Selain itu, iklim organisasi yang baik juga turut memicu kepuasan dan kepercayaan anggota terhadap organisasi. Penelitian ini dilakukan dengan tujuan untuk mengetahui pengaruh servant leadership, iklim organisasi, dan kepuasan kerja terhadap kepercayaan organisasi guru di Sekolah Lentera Harapan Curug. Penelitian ini menggunakan pendekatan kuantitatif dengan subjek penelitian sejumlah 50 responden. Metode pengolahan data menggunakan analisis jalur (path analysis) dan metode statistik deskriptif. Dari hasil penelitian diperoleh kesimpulan bahwa (1) servant leadership berpengaruh positif terhadap kepuasan kerja; (2) iklim organisasi berpengaruh positif terhadap kepuasan kerja; (3) servant leadership berpengaruh positif terhadap kepercayaan organisasi; (4) iklim organisasi berpengaruh positif terhadap kepercayaan organisasi; dan (5) kepuasan kerja berpengaruh positif terhadap kepercayaan organisasi.

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Positive Organizational Behavior and Threats of New Work Forms

Handbook of Research on Positive Organizational Behavior for Improved Workplace Performance - Advances in Human Resources Management and Organizational Development ◽

10.4018/978-1-7998-0058-3.ch013 ◽

2020 ◽

pp. 219-239

Author(s):

Mehmet Saim Aşçı

Keyword(s):

Positive Psychology ◽

Organizational Behavior ◽

Organizational Climate ◽

Management Practices ◽

Human Beings ◽

Positive Organizational Behavior ◽

Happy Life ◽

The People ◽

People First

Positive psychology emphasizes on what is right in the individuals instead of what is wrong and focuses on the ways with which a happy life can be lived. Positive organizational behavior, on the other hand, is the reflection of positive psychology in organizations and works on powers and mental capabilities of quantifiable, efficiently manageable, and improvable human resources. However, growing in parallel with the widespread expansion of neo-liberal understanding of economics, insecure jobs, chore works, intensely repressive and overwhelming management practices, and practices that have even led people to commit suicide as an escape option, discourage and impede the development of a positive organizational climate. In this study, striking examples of these hurtful practices were provided, and by emphasizing the characteristics only human beings can have, an attempt was made at drawing the attention to the fact that an organization can't be won—or rather, nothing can be gained in the medium and long term—without winning the people first.

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