This study aims to analyze the leadership and organizational climate on work engagement. Quantitative research methods are used, with a sample size of 276 employees of car and motorcycle sales ...companies. The results showed that leadership and organizational climate increase employee productivity. This is done with an emotional statement and employee work commitment through work engagement, which is represented by absorption characteristics that make employees more focused, fully concentrated, and enjoy their work. Abstrak Penelitian ini berupaya menganalisis kepemimpinan dan iklim organisasi terhadap work engagement. Metode penelitian kuantitatif digunakan, dengan jumlah sampel 276 karyawan perusahaan penjualan mobil dan motor. Hasil penelitian menunjukkan bahwa kepemimpinan dan iklim organisasi meningkatkan produktivitas kerja karyawan. Hal ini dilakukan dengan pernyataan emosional dan komitmen kerja karyawan melalui work engagement, yaitu diwakilkan dengan karakteristik absorpsi yang membuat karyawan menjadi lebih fokus, konsentrasi penuh, dan menikmati pekerjaannya.
Aim: The study was conducted in order to examine the effect of the organizational climate on organizational creativity perceptions in nurses. Method: The research, planned in the descriptive ...correlational design, was carried out on 625 nurses in two public hospitals in Kocaeli province. The data were collected using an occupational and personal characteristics questionnaire, the Organizational Climate Scale, and the Organizational Creativity Scale. The data were analyzed using descriptive statistical analyses, Shapiro-Wilk test, independent-sample t-test, Mann-Withney U test, one-way ANOVA, Games-Howell test, Kruskal-Wallis test, Dunn-Bonferroni test, Pearson correlation analysis, Spearman correlation analysis, and multiple linear regression analysis were used. Results: The mean total score of the Organizational Climate Scale was 2.90 (SD=0.29) and the Organizational Creativity Scale was 124.42 (SD=15.18). In the study, it was determined that the perception of organizational climate was at a low level in 1.3% of nurses, a medium level in 97.3%, and a high level in 1.4%. A moderate, significant relationship was found between the nurses' total score of organizational climate and the total score of organizational creativity (r=0.492; p<0.01). It was determined that the model created for perceptions of organizational creativity was statistically significant and the independent variables in the model explained 29.8% of the variance of the dependent variable (R2=0.298; F=23.708; p<0.01). Conclusion: It has been observed that the nurses' organizational climate levels and perceptions of organizational creativity are moderate, and the perception of organizational creativity increases as the level of organizational climate increases. The regression analysis model shows that organizational creativity perceptions of nurses are determined by the levels of organizational commitment, supportive climate, human relations, negative interaction, and innovative climate.
Individuals' knowledge hiding behavior may lead to massive economic losses to organizations, and exploring the antecedents of it has crucial relevance for mitigating its negative influences. This ...research aims to investigate the impact of perceived overqualification on knowledge hiding by testing the mediating effect of psychological capital and the moderating effect of person-organization fit. Empirical analyses were conducted on 249 employee dataset using versions SPSS 26 and AMOS 26. Results illustrate an inverse correlation between perceived overqualification and knowledge hiding behavior which is partly mediated by psychological capital and moderated by person-organization fit, implying that good organizational atmosphere that builds up individual psychological capital with better person-organization fit will allow employees to work positively to reduce knowledge hiding behavior when perceived overqualified. This study complements a small quantity of discussions on the positive impact of perceived overqualification on knowledge management and fills omissions in previous studies on the negative effect of perceived overqualification on knowledge hiding behavior in changing surroundings.
The organizational climate determined performance of organization member’s organization itself. A conducive organizational climate causes productivity to increase, and vice versa. The karoseri ...manufacturing companies PT. Karoseri SUS have an un-conducive organizational climate, but the members and organization in general are still able to perform well. The karoseri manufacturing company itself is a type of company that is unique and different from other manufacturing industries. The purpose of this study is to identify the dimensions that forming the organizational climate in a karoseri manufacturing company in PT. Karoseri SUS. This study used a qualitative approach to the type of case study research. Data was collected through interviews with 6 representatives of employees of karoseri manufacturing companies in Surabaya. Inductive thematic analysis is used as a data analysis technique. The results of the study show that the dimensions of organizational climate at karoseri manufacturing companies PT. Karoseri SUS formed by application of management systems, social environment, physical environment, and habit patterns in the organization. Each of these dimensions is also formed by the components, which are the dimensions of the management system consisting of work standards and procedures, reward systems, and bureaucratic systems, social environment dimensions consisting of relationships between superiors and subordinates, relationships between colleagues, and relationships between organizations and outside parties, the dimensions of the physical environment consist of facilities, facilities and infrastructure supporting work processes and dimensions of habitual patterns in the organization which consist of habits and attitude which bring impact to work process.
Keywords— Organization Climate, Manufacture Karoseri Industry, Organizational Development
AbstrakIklim organisasi dapat menjadi penentu kinerja anggota dan organisasi secara keseluruhan. Iklim organisasiyang kondusif menyebabkan produktivitas meningkat, dan berlaku sebaliknya. Perusahaan manufaktur karoseri PT. Karoseri SUS memiliki iklim organisasi yang kurang kondusif, namun anggota organisasi dan kinerja organisasi secara keseluruhan tergolong produktif. Perusahaan manufaktur karoseri itu sendiri merupakan jenis perusahaan yang unik dan berbeda dengan industri manufaktur lainnya. Tujuan penelitian ini untuk mengidentifikasi dimensi pembentuk iklim organisasi di perusahaan manufaktur karoseri di PT. Karoseri SUS. Penelitian ini menggunakan pendekatan kualitatif dengan tipe penelitian studi kasus. Data dikumpulkan melalui wawancara pada 6 perwakilan karyawan perusahaan manufaktur karoseri di Surabaya. Inductive thematic analysis digunakan sebagai teknik analisis data. Hasil penelitian menunjukkan dimensi pembentuk iklim organisasi di perusahaan manufaktur karoseri PT. Karoseri SUS terdiri dari penerapan sistem manajemen, lingkungan sosial, lingkungan fisik, dan pola kebiasaan dalam organisasi. Setiap dimensi tersebut pun dibentuk oleh komponen penyusun, yaitu dimensi sistem manajemen terdiri dari standar dan prosedur kerja, sistem imbalan, dan sistem birokrasi, dimensi lingkungan sosial terdiri dari hubungan antara atasan dengan bawahan, hubungan antar rekan kerja, dan hubungan antara organisasi dengan pihak luar, dimensi lingkungan fisik terdiri dari fasilitas, sarana dan prasarana pendukung proses kerja serta dimensi pola kebiasaan dalam organisasi yang terdiri dari sikap-sikap yang biasa dilakukan organisasi dan berdampak pada proses kerja.
Kata Kunci— Iklim Organisasi, Perusahaan Manufaktur Karoseri, Pengembangan Organisasi
RESUMEN Introducción: La calidad en la administración y en los servicios se determina por el uso eficiente de los recursos y por su organización. Objetivo: Proponer acciones que permitan mejorar el ...clima organizacional del Policlínico Universitario “Dr. Mario Muñoz Monroy” del municipio Abreus. Métodos: Se realizó una investigación descriptiva en el período de julio a septiembre de 2015. El universo estuvo constituido por los 141 trabajadores pertenecientes al policlínico. Se realizó un muestreo estratificado de forma bietápica probabilística. La muestra quedó conformada por prestadores (37) y personal de apoyo (13). Se trabajaron tres dimensiones con sus categorías: comportamiento organizacional (motivación, comunicación y relaciones interpersonales y de trabajo); estructura organizacional (funcionamiento, condiciones de trabajo y estímulo al desarrollo organizacional) y la dimensión estilo de dirección con sus categorías (liderazgo, participación, solución de conflictos y trabajo en equipo). Resultados: Se propusieron un total de 58 acciones en las siguientes direcciones: participación de los trabajadores en la gestión de la calidad de los servicios que se ofrecen y en la toma de decisiones para lograr servicios de excelencia, reconocimiento por la labor desarrollada, el mejoramiento de las condiciones de trabajo, garantía de la superación, información y promoción y el desarrollo de actividades políticas, culturales y recreativas. Conclusiones: El sistema de acciones propuesto constituye un referente teórico de valor para la planificación, organización, dirección y control de estrategias institucionales.
This study explored the role of volunteers’ psychological capital and family concern in the effect of the authentic leadership and organization's climate on volunteering behavior in volunteer ...organizations. A questionnaire survey was used to investigate 945 college student volunteers from volunteer organizations in Chinese colleges at three time points. The results found that authentic leadership and the climate in the volunteer organization were significantly and positively related to volunteers’ psychological capital and volunteering behavior, and family concern was significantly and positively related to authentic leadership in volunteer organizations and volunteers’ psychological capital. Authentic leadership and climate in volunteer organizations positively affected volunteering behavior, not only directly but also indirectly, through the mediating role of volunteers’ psychological capital. Moreover, family concern played a moderating role in the indirect effect of authentic leadership and the climate in volunteer organizations on volunteering behavior through volunteers’ psychological capital. Specifically, when the college students’ family concern increased, the positive indirect effect of the authentic leadership and climate in volunteer organizations on volunteering behavior through volunteers’ psychological capital increased.
The research study contributes to the field of entrepreneurship research. This gives an overview of reviews on entrepreneurship exclusively on corporate entrepreneurship. In the last few decades the ...focus on this area is more. But, we are able to see only few researchers contributing to corporate entrepreneurship. The research paper attempts to implement one of the collective ideas of corporate entrepreneurs in the selected company and gives the result on the implemented idea originated from the corporate entrepreneurial group.
Objective: Drawing on recent work in policing and organizational psychology, we examined factors related to openness to organizational change and to adopting evidence-based interview techniques among ...law enforcement investigators. Hypotheses: We hypothesized that a procedurally fair organizational climate would predict outcomes tied to organizational change, mediated by organizational identification and perceived legitimacy. We also predicted that procedural justice factors would be stronger predictors than outcome-oriented factors (i.e., rewards and sanctions). Method: Study 1 surveyed law enforcement investigators (N = 711) about their attitudes toward and behaviors within their organization (i.e., perceived procedural fairness of one's organization, identification, legitimacy, compliance, empowerment, and extra-role behavior). Study 2 conceptually extended this survey to interviewers (N = 71) trained in a new, evidence-based interviewing approach adding likelihood of future use of the novel interviewing approach as an outcome. Results: In Study 1, the more investigators thought their organization had a procedurally fair climate, the more they identified with the organization and perceived it as legitimate. Framing compliance, empowerment and extra-role behavior as associated with openness to change, we found that legitimacy predicted compliance and tendency toward extra-role behavior (i.e., going "above and beyond"), while level of identification predicted feelings of empowerment and extra-role behavior. Study 2 partially replicated findings from Study 1 and found that motivation to attend the training also predicted likelihood of future use. Conclusions: These studies highlight the value of a procedurally just organizational climate framework in understanding law enforcement interrogators' propensity toward implementing new evidence-based interrogation techniques.
Public Significance Statement
Our findings suggest that organizations with a procedurally fair organizational climate will be most successful at implementing programs of change. In particular, procedural fairness within law enforcement organizations is important to consider when implementing programs of change, especially evidence-based training.
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