An Evaluation of Arrogance Orientations of Academicians in Higher Education According to Student and Alumni Opinions

Arrogant individuals are individuals who tend to position themselves in the center, both in their daily lives and in organizational life, and their relationships with others. While they exaggerate their importance, they tend to take over success in any case. Arrogance, which has the potential to adversely affect the organizational climate, can turn into an obstacle to the state of collective engagement and have a devastating effect on the science discipline, for example, in the academic community. In this context, this study aims to examine the arrogance orientations of academicians working in universities, which are higher education organizations. For this purpose, phenomenology, which is a qualitative research design, was used, and thirteen participants consisting of undergraduate and graduate students and graduates were reached with the maximum variation sampling method. The data obtained through focus group interviews using semi-structured questions were analyzed in terms of content using the Maxquda qualitative data analysis program. Findings obtained as a result of the analyses reveal that the arrogance orientations of academicians were gathered under the dimensions of individuality, comparison, contempt, and discrediting. Based on these results, it is possible to indicate that it affects the academic organization climate negatively and feeds on individuality. In this context, it can contribute to reducing the potentially destructive effects of arrogance by encouraging collective work in academic organizations.

Traditional & narrative practices of treatment for depression and depressive symptoms in older adults

An analysis and evaluation of the literature regarding traditional treatment methods for depression among older adults compared the effectiveness of the results to the benefits of a treatment plan that integrates the narrative practices of storytelling and reflexive writing. Priority was given to peer-reviewed journal articles from 2008 forward, though some earlier information was used for clarification and foundation building. The formation and implementation of individual patient treatment plans for depression and depressive symptoms are impacted by many variables such as: Confusion surrounding provider treatment guidelines, social organizational context, organizational climate and the differing definitions of depression that exist among providers and patients. Patients often struggle to self-identify or put words to depressive symptoms and the process of reflexive writing is transformative and increases narrative competency, which strengthens a patient’s ability to give an account of oneself, aiding in self-discovery and personal symptom awareness. An imbalance of power exists in the clinical encounter and the practices and principles of the discipline of Narrative Medicine can have a positive impact on strengthening the therapeutic alliance and treatment outcomes. Older adults with depression and depressive symptoms have a lower quality of life and often feel less productive in their communities. Traditional pharmacologically based depression treatment plans are one-dimensional and often fail to address personal patient context and preference. Older adults living with diagnosed depression and depressive symptoms can be better served with treatment plans that include narrative techniques that increase alliance, affiliation, self-awareness and self-discovery.

The Effect of Organizational Climate and Job Satisfaction on the Formation of OCB in Marketing Staff of Pt Ajmi Pontianak Branch

This research was conducted in Pontianak, involving marketing employees at PT AJMI Pontianak Branch. Respondents of this research consisted of 35 men and 84 women with an age range between 24 s.d. 62 years old, with take home pay based on commission from their sales. This research data processing uses Multivariate Statistical Method, Structural Equation Modeling (SEM), WarpPLS6 Approach. Research findings state that organizational climate is a positive and significant builder for job satisfaction and OCB, job satisfaction is also a positive and significant shaper for OCB and job satisfaction is a significant mediation between organizational climate and OCB in marketing employees of PT AJMI Pontianak Branch.

The Influence of Competence, Cooperation and Organizational Climate on Employee Performance With Work Motivation as a Mediation Variable (Study on the Food and Agriculture Office Clump of Merauke Regency)

The purpose of the study was to determine the effect of competence, cooperation, and organizational climate on employee performance mediated by work motivation (a study in the food and agriculture office clump work unit in Merauke Regency). The research uses a quantitative research approach. The sampling technique used purposive sampling method. The research sample as many as 117 employees were selected from Civil Servants (PNS) as structural or implementing officials, not as Field Agricultural Extension Officers (PPL) or civil servants who were not on duty in the unit. The data comes from the answers to the questionnaire according to the employee's perception. The results of the questionnaire were tabulated and analyzed using Structural Equation Modeling (SEM) using the SmartPLS application. The results of the analysis prove that competence has a significant effect on performance, competence has an effect on work motivation, and motivation mediates the influence of competence on employee performance. Cooperation has no effect on performance, but has an effect on motivation and work motivation mediates the effect of cooperation on employee performance. Organizational climate does not affect employee performance but organizational climate affects work motivation and work motivation mediates the relationship between organizational climate and employee performance. Motivation has a significant effect on performance. The results of the study have implications for competence and motivation that need to be improved in order to improve employee performance. Motivation variable affects performance by 48.6% and competence affects performance by 28.2%. Increasing work motivation can be done by increasing cooperation and organizational climate.

Family Firms and the Effects of Organizational Culture on Their Innovation

Owing to the fact that sustainability and the financial performance of businesses are important work outcomes in family firms, in this chapter for both reaching work and family related goals and ensuring sustainibility, it is proposed that family firms as in the case with their non-family counterparts will prefer to exploit innovativeness in attaining their financial goals. The main objective of this chapter is understanding innovative inclinations and preferences of family firms and examining the relationship between innovativeness and organizational cultures of these companies. And it is suggested that organizational culture will act as a catalyzer in this relationship. In the chapter, innovativeness in family firms has been examined in detail. Main types of organizational cultures regarding innovation in family firms have been explained in detail, and an approach that suggests that organizational climate is closely related with the innovativeness of family firms has been adopted.

Examining the role of organizational climate on career adaptability and government employees' career intention

The purpose of this study is to determine the mediating and moderating factor of organizational climate on the relationship of career adaptability and career intention. A total of 991 employees from a government institution participated in the study. The results showed that there are significant relationships between organizational climate, career adaptability, and career intention. The organizational climate was found to mediate the relationship between career adaptability and career intention. However, the organizational climate has no moderating effect on career adaptability and career intention. The result will be useful in providing guidance in the design and development of programs that will strengthen the employees’ career intention and the overall perception of the organizational climate.

Decision-making model to assess organizational climate in healthcare organizations

Organizational climate impacts on the employee’s well-being, commitment and positive behavior. Most studies to assess climate in healthcare organizations use qualitative and/or statistical methods. Here, we propose a general framework, based on a multiple criteria decision making/aid (MCDM / A) method, which considers different objectives in a single problem. Such framework includes internal and external factors to assess organizational climate and presented adequate results when tested in a particular case. To assess the organizational climate, we use the ELECTRE TRI method, an outranking method that combine the decision-maker (DM) preferences and his value judgments. We conclude that MCDM methods can improve agility, provide a systemic vision on organizational climate assessment and contribute to the decision-making process