Measuring implementation climate: psychometric properties of the Implementation Climate Scale (ICS) in Norwegian mental health care services

BackgroundEmployees’ perceptions of organizational climate for implementation of new methods are important in assessing and planning for implementation efforts. More specifically, feedback from employees’ points to which implementation strategies to select, adopt, and tailor in building positive climate for implementation of new evidence-based practices within the organization. Implementation climate can be measured with the Implementation Climate Scale (ICS). The purpose of this study was to investigate the psychometric properties of the Norwegian version of the ICS in outpatient mental health clinics.MethodsThe ICS was administered to 383 clinicians within 47 different child and adult mental health clinics across the country. We conducted confirmatory factor analysis to assess the psychometric functioning of the ICS. Cronbach’s alpha was examined to assess internal consistency. We also examined criterion related validity of the scale by comparing it with an alternative measure of implementation climate (concurrent validity) and by examining correlations with clinicians’ intentions to use evidence-based practices.ResultsResults supported the 6-factor structure and the internal consistency reliability of the ICS. One exception was poor functioning of the Reward scale. Concurrent validity was stronger at the group than at the individual level, and assessment of associations with clinicians’ intentions to use evidence- based practices showed positive correlations.ConclusionsThe Norwegian version of the ICS is a promising tool for assessing implementation climate which can provide organizations with specific feedback concerning which aspects of the implementation climate to attend to. Due to poor functioning of the Reward scale, adaptations and further testing of this is recommended.

Reliability and Validity of the Japanese Version of the 12-Item Psychosocial Safety Climate Scale (PSC-12J)

The 12-item psychosocial safety climate scale (PSC-12) has been used extensively in previous research, but its reliability and validity in a Japanese context are still unknown. We examined the psychometrics of the Japanese version of the PSC-12 (PSC-12J). The PSC-12J and scales on the relevant variables were administered to 2200 employees registered with an online survey company. A follow-up survey with 1400 of the respondents was conducted two weeks later. Internal consistency and test–retest reliability were examined via Cronbach’s alpha and Cohen’s weighted kappa coefficients, respectively. Structural, convergent, and known-group validities were examined using confirmatory factor analysis (CFA) and item response theory (IRT) analysis, correlation analysis, and Kruskal–Wallis test, respectively. Cronbach’s alpha and Cohen’s weighted kappa coefficients were 0.97 and 0.53, respectively. CFA based on the four-factor structure established in the previous literature showed an acceptable model fit. IRT analysis showed that each item was an adequate measure of the respondent’s latent trait. Correlations of the PSC-12J with the relevant variables and distribution of scores by demographic characteristics were also observed in the theoretically expected directions, supporting the construct validity of the PSC-12J. Our findings establish the PSC-12J as a reliable and valid measure of the psychosocial safety climate construct in the Japanese context.

Psychological Ethical Climate in Schools and Teachers’ Performance: Analyzing the Effect on Government and Private Teachers

The present research examined the impact of psychological ethical climate on teachers’ performance in government and private schools of Bahawalpur. In this study, the descriptive research design was used, and data were collected through two scales, such as the psychological ethical climate scale developed by Schwepker, Ferrell, and Ingram (1997) and the teachers’ job performance scale developed by Akhtar and Haider (2017). The simple random and convenient sampling techniques were used to select government ESEs and private school teachers and their principals to rate their performance. Total 280 questionnaires were distributed among teachers, and 60 questionnaires were provided to principals, and the response rate was 100% due to vigorous follow-up by the researchers. Researchers applied different statistical techniques to the collected data to get accurate results. This study revealed that both government and private teachers highly displayed a psychological ethical climate in their schools. The study results showed that psychological ethical climate has a statistically significant effect on teachers’ performance in private schools. At the same time, the effect was insignificant in government schools.

Trust, Workload, Outdoor Adventure Leadership, and Organizational Safety Climate

The outdoor adventure leadership (OAL) field has an extensive body of work centered on individual safety performance, but much less at the organization level of analysis and assessment of organizational safety. Safety climate is a well-established construct and when measured can be indicative of employees’ perceptions of organizational safety and predictive of safety performance. This study employed a safety climate scale and surveyed 506 employees across ten United States OAL not-for-profit organizations. Dimensions of safety as a recognized value, and leadership and management for safety typically scored the highest across organizations. The Dimensions of safety as learning oriented, and safety as integrated into operations, typically scored the lowest. Trust in the organization and OAL delivery pressure, workload, and stress emerged as important indicators of safety climate at the organizational level. Directions for future research based upon this safety climate tool are identified.

Perceptions of inequality and intolerance “in the air”: Development and initial validation of the Diversity Climate Scale

Diversity climate is associated with numerous outcomes across psychological, physical, and occupational domains. The Diversity Climate Scale (DCS) was created to measure diversity climate perceptions among individuals with diverse and complex social identities, with a range of importance ascribed to those identities, and across diverse contexts (proximal and distal environments). The DCS was constructed and examined across four separate studies. Study 1 presents the development of the scale, preliminary factor structure, and convergent validity. Studies 2 and 3 confirmed the factor structure of the DCS and established the convergent and divergent validity with increasingly generalizable samples. Study 4 extended these analyses with a community sample, examined the predictive validity of the measure, and demonstrated that favorable proximal and distal diversity climate differed significantly across groups with different constellations of marginalized identities and differences in the importance ascribed to those identities. When controlling for lifetime discrimination, perceiving a more positive proximal climate was consistently associated with decreased depressive symptoms and increased life satisfaction, while perceptions of distal climate interacted with proximal climate and discrimination to predict depressive symptoms and life satisfaction. Applications of the DCS and considerations for future research are discussed.

Job Stress on Teachers During the Covid-19 Pandemic: The Role of Workload and Organizational Climate

The number of workloads borne by the teacher will result a negative impact. An organizational climate is crucial because it can generate a comfortable working conditions for teachers. Otherwise, an unfavorable organizational climate can impact poor working conditions that affect teachers to experience job stress. This study aimed to determine the effect of workload and organizational climate on the work stress of elementary school teachers in Indonesia. One hundred forty-eight elementary school teachers were selected as research participants through an incidental sampling. The research instruments were the workload scale, organizational climate scale, and teacher job stress scale. The results of regression analysis revealed that workload (β = 0.134, p = 0.026) and organizational climate ( = -0.680, p = 0.000) contributed to the job stress of elementary school teachers. This study recommends primary school principals to manage the workload for the professionalism improvement and productivity of elementary school teachers. Harmony in the school environment must be maintained to create a comfortable work and avoid work stress.

Psychological climate and its relationship with achievement motivation among wheelchairs basketball players

Psychological climate is a mental phenomenon. In studying sports psychology, during the training phase athletes try to take advantage of the positive factors associated with the win and to avoid negative factors causing defeat. The study aimed to identify the relationship of psychological climate and achievement motivation among basketball wheelchairs players, using descriptive method on a random sample including 50-players. The study used the psychological climate scale of Sport Team preparation by Mohamed Hassan Allawi, and the measure of achievement motivation preparation by Mona Mokhtar el Morse. There is statistically significant positive correlation between achievement motivation and psychological climate. The study recommends that close attention should be paid to the psychological climate for players in general and wheelchairs basketball players, especially moving to raise the level of achievement motivation. Keywords: achievement motivation; basketball player; handicapped; Psychological climate; wheelchairs .

Job satisfaction vs. organizational climate: cross-sectional study in brazilian nursing professionals

Background The organizational climate is one of the relevant constructs in the field of organizational behavior, being a construct investigated over the years. Considering the concerns that permeate the health of nursing workers and, believing that the organizational climate can interfere with job satisfaction, the present study seeks to relate the job satisfaction of the nursing team and the organizational climate in a University Hospital. Methods cross-sectional, quantitative study. EQUATOR checklist used to report the study is SQUIRE 2.0. The sample consisted of 226 nursing workers from a university hospital on the west side of the city of São Paulo, Brazil. A Socio-demographic and Professional Characterization Questionnaire, Organizational Climate Scale for Health Organizations (ECOOS), and Work Satisfaction Questionnaire (S20 / S23) were been applied. Results There is no correlation between Organizational Climate and Job Satisfaction and the higher the Organizational Climate score, the higher the Work Satisfaction score. The relationship between job satisfaction and organizational climate is complex and is associated with each individual's experience and the way they interpret these experiences. Conclusion There is a correlation between job satisfaction and organizational climate; it was verified through the applied instruments that several dimensions and sub-dimensions are associated with this relationship. Leadership was one of the most prominent dimensions. Implications for Health Policy: understanding the relationship between organizational climate and job satisfaction provides subsidies for the elaboration of strategies to mitigate the processes of exhaustion, illness, and incapacity of workers, as well as helping to improve the productivity and effectiveness of the nursing work process.