Search results for "Organisation climate"

Group Analysis and the Self: The Political-Environmental-Transpersonal

1996

In this paper the authors try to put the basis for a new sense of group analysis, meant as the psychology of the field and the future, able to unblock saturated sets of meanings. Their work with groups has shown that there is a time in the group analytic process in which the individual explores the possibility of changeover. That time is also the space for the foundation of a new Self: the space for the difference, the space for the fight for giving and receiving'.

Relationships Between Organizational Justice and Burnout at the Work-Unit Level.

2005

Relationships between organizational justice and well-being are traditionally investigated at the individual level. This article extends previous efforts by testing such relationships at the work-unit level. Three corridors of influence were examined. First, the level (work units’ average scores) of justice is related to the level of burnout. Second, justice climate strength (level of agreement among work-unit members) moderates the predictability of the level of burnout. Third, justice strength is related to burnout strength. The authors interviewed 324 contact employees from 108 work units in 59 service organizations. Findings showed the predominance of interactional justice over distribu…

HRM versus QCA: what affects the organizational climate in sports organizations?

2019

The Organizational Climate (OC) provides valuable information about the work environment perceived by employees, directly influencing job satisfaction, organizational commitment and performance. Th...

Safety climate responses and the perceived risk of accidents in the construction industry

2008

The usefulness of safety climate as a diagnostic tool ought to reside in its ability to identify detailed and precise difficulties that can be considered critical to improving safety. This feature depends on the theoretical analysis of the agents and issues that should be included in safety climate statements. Safety climate can be analysed from the point of view of the agent that performs the safety response in question, by identifying four main safety agents (organization, supervisors, co-workers and worker) and five safety climate variables: the Organizational Safety Response (OSR), the Supervisors' Safety Response (SSR), the Co-Workers' Safety Response (CSR), the Worker Safety Response …

The safety attitudes questionnaire for out-of-hours service in primary healthcare—Psychometric properties of the Croatian version

2020

The aim of the study was to assess the reliability and construct validity of the Croatian trans- lation of the Safety Attitudes Questionnaire—Ambulatory version (SAQ-AV) in the out-of- hours (OOH) primary care setting. A cross-sectional observational study using anonymous web-survey was carried out targeting a convenience sample of 358 health professionals working in the Croatian OOH primary care service. The final sample consisted of 185 questionnaires (response rate 51.7%). Psychometric properties were assessed using exploratory hierarchical factor analysis with Schmid-Leiman rotation to bifactor solution, McDonald’s ω, and Cronbach’s α. Five group factors were identified: Organization cl…

Collective stress and coping in the context of organizational culture

2000

We examined from a cultural perspective how well-being was collectively defined, what were the sources of collective stress, and what kind of collective coping mechanisms were used to alleviate such stress in three divisions of a multinational company. In the first phase of the study we collected data on organizational culture by using individual thematic interviews ( N = 63). Applying the grounded theory methodology and an inductive analysis, specific cultures describing the divisions were identified. In terms of co-operation we found the following fundamental cultural recipes: joint focused efforts on money-making, despite the awareness of the common goals employees interested only in ful…

Sense of coherence and work characteristics: A cross-lagged structural equation model among managers

2004

This study investigated the dominance of predictive relationships between Sense of Coherence (SOC) and work characteristics (organizational climate and job control) in cross-lagged longitudinal data with two measurement points and a time lag of 3 years. The sample consisted of 615 (587 men and 28 women) managers, aged between 27 and 64 years. The cross-lagged longitudinal analysis was done by the use of Structural Equation Modelling (SEM) within the framework by LISREL. The results of the chi-square difference tests indicated that the model where SOC at Time 1 predicted work characteristics at Time 2 better accounted for the data than the competitive models. However, the only significant pa…

Mark G. Ehrhart, Benjamin Schneider, and William H. Macey. Organizational Climate and Culture. An Introduction to Theory, Research, and Practice. New…

2015

A mediational model of sense of coherence in the work context: a one-year follow-up study

2000

The aim of this study was to test a mediational model appropriate for explaining the effects of psychosocial work characteristics (influence at work, job insecurity, organizational climate and leadership relations) on general well-being, (psychosomatic symptoms) and on occupational well-being (emotional exhaustion at work) via sense of coherence (SOC) in a one-year follow-up study. The questionnaire data were gathered in four Finnish organizations in February 1995 and 1996. Altogether 219 employees participated in the study in both years. The results, based on structural equation modelling, showed that a good organizational climate and low job insecurity were related to strong SOC, which wa…

Ethical managers in ethical organisations? The leadership-culture connection among Finnish managers

2013

PurposeThe main aim of the present study is to discover whether the managers’ self‐evaluations of their ethical leadership style are associated with their assessments of the ethical organisational culture (measured with an eight‐dimensional Corporate Ethical Virtues‐model). It aims to hypothesise that the more ethical the managers evaluate their own leadership style to be, the higher evaluations they give on the ethical culture of their organisation. The underlying assumption is that ethical managers can enhance the ethical culture by behaving in accordance with their own values.Design/methodology/approachThis quantitative research was based on a questionnaire study with 902 respondents thr…