Construction and structural Research of Organizational Ethical Climate Scales

Organizational ethical climate is an effective way to solve organizational ethical problems and dilemmas. Therefore study on our organizational ethical climate has the great significance to solve ethical problems and dilemmas faced by the organization and staff. Through semi-structured interview, structural interview and questionnaire survey and other methods this study gets to understand internal structural elements of organizational ethical climate under Chinese cultural background, and constructs organizational ethical climate questionnaire, which has good reliability and validity; carries out surveys in large scale by using the revised questionnaire, and recycles 709 valid questionnaires. The results of exploratory factor analysis and confirmatory factor analysis show that Chinese organizational ethical climate＇ s internal structure includes five factors： egoism, altruism, independence orientated, organizational system orientated, and law and code orientated.

Study of the Relationship Between the Organizational Climate and the Campus Ethical Issues of Universities across the Taiwan Strait

The study applied the approach of empirical studies to select 176 teachers in 9 universities in Taiwan and Inland in China to deliver questionnaires. The study intended to explore the influence of organizational climate on campus ethics and its diversity between the universities across the Taiwan strait. The study explored that the organizational climate in the universities across the Strait was not ethically high. Yet, the universities in Inland emphasized more on campus restraint in teachers behavior, job performance and their sense of belonging to the school.The study result demonstrated that improving leadership of the universities could enhance teachers identification with their schools and could promote the level of campus across the Strait.

Impact of a Principal＇s Leadership Style on School Organizational Climate in an Arab School in Israel

The study aimed at examining by quantitative research design to what extent management style affects organizational climate of schools A, B, and C of Arab sector in Israel, while comparing a test group of school A to a control group of schools B＋C. The research question was： What is the impact of a principal＇s management style on creation of a positive school organizational climate？ Quantitative data collection was conducted by means of validated questionnaires from relevant scientific literature. The findings indicate that a principal has a central role in a teacher＇s perception of professional autonomy. The sense of professional autonomy of a teacher is reinforced the more a teacher senses that the principal is an educational figure or a leader whom he can consult with regarding personal and professional problems. Differences were found among teachers in perception of school characteristics as providing various levels of autonomy.

Cultural Influence,Organizational Climate,Ability of Information Technology to Motivation and Satisfaction Employees of Bankaltim

This research copes to study the relationship between cultural variables of organization,organizational climate,ability of information technology,motivation work to satisfaction of bank employees’performance and activity of BPD in East Kalimantan.This research addressed to analyze the cultural variable of organization,the ability of information technology,motivation and satisfaction.This research of the survey is done by using the approach of pad cross sectional study of 13 sub-provinces and town bank of BPD in East Kalimantan.Technique intake of the sample depends on random proportional sampling.Measurement is conducted with structural equation modeling(SEM)pass courses of AMOS 5 and 150 samples taken by bank employees of BPD in East Kalimantan.Result of examination with technique of SEM,indicated that the model has developed degree of axle.According to research data at moderating storey,result of evaluation of goodness of fit indices indicates result of the moderating to the overalls of constructs in the model.Partially developed constructs evaluate good fit of goodness.In general,all the exogenous variables(cultural of organization,the ability of information technology,and organizational climate)have significant effect on motivation and satisfaction of bank activity of BPD in East Kalimantan.Some hypotheses raised in this research can be accepted.Organizational culture has a significant effect on motivation work employees and satisfaction of activity,and ability of information technology has a significant effect on motivation and satisfaction of activity,while organizational climate does not.

Female Leadership and Organizational Climate in a University Institute

This paper addresses the case of the Professional Institute of the Southern Region （IPRES）, an institute of higher education in the State University of Morelos, with the aim of showing the measurement results of organizational climate before and after the change of the principal to know some internal features and describe the organizational climate of workers＇ perception in a transition stage; besides, the influence of the current director＇s leadership is analyzed in the achievement of organizational goals and how the perception of organizational climate or working environment can be affected by female leadership is also dealt with. In Mexico, there are more and more women running various organizations, including those belonging to the field of education, and universities are no exception. On the other hand, the type of leadership being exercised can promote or hinder the proper performance of the institute and may be a factor of distinction and influence the behavior of those who integrate it; therefore, knowing how it works provides feedback about the processes that determine organizational behavior and the working environment.

The Relationship Among Ethical Climate, Job Satisfaction, Organizational Commitment, and External Auditor＇s Turnover Intention

This study attempts to examine the relationship among ethical climate, job satisfaction, organizational commitment, and turnover intention in the context of the Malaysian external auditor＇s work environment. The questionnaire is sent to a sample of external auditors from Malaysian Big Four （Klynveld Peat Marwick Goerdeler （KPMG）, Ernst and Young, Deloitte KassimChan, and PricewaterhouseCoopers （PwC）） main offices. There are 167 useable responses. The regression results have provided evidence that ethical climate is directly, significantly, and positively associated with job satisfaction. In contrast, ethical climate appeared not to be directly related with external auditor＇s turnover intention. Both job satisfaction and organizational commitment were identified as significant predictors in explaining turnover intention, since they had a significant and negative effect on external auditor＇s turnover intention. This study also implied that job satisfaction had a significant effect on organizational commitment. Furthermore, the findings revealed that organizational commitment partially mediated the relationship between job satisfaction and turnover intention. The results extend the literature on external auditor＇s turnover intention and provide insights for human resource management in accurately assessing employee＇s turnover intention in order to improve retention and reduce actual turnover particularly in audit firms.

The Analysis of NGOs' Organizational Ecosystem in Participating in Climate Change Issues in the United States

How many NGOs were there in the climate change field in the United States？ Who were they？ And what was the relationship between them？ In the United States,climate change was only a branch of environmental issues at the beginning; therefore there were no specific quantitative statistics and network analysis of NGOs in climate change. Diversity was an important feature of NGOs in American climate change fields,and it showed a complex organizational ecology through varieties of networks and interaction among organizations. In order to make a difference in climate field,Chinese NGOs firstly needed to improve and enhance their own abilities.

The Interplay Between Personality and Organizational Climate

Organizational climate refers to the collective behavioral tendencies of persons within an organization.It is an essential ingredient in determining business success,since the behavior of persons within an organization influences all types of interaction.At the same time,organizational climate also determines how much employees will dedicate themselves towards the achievement of their organization’s goal.However,although organizational climate is largely a product of organizational structure and leadership techniques,it remains significantly influenced by the personality traits of employees.Ideally,personality refers to the pattern of beliefs,attitudes,values,and behaviors perpetrated by an individual over an extensive period.Personality is unique to every individual,but it could potentially impact organizational climate.That is because it determines whether individuals will comply with the climate of their organization.In this study,the aim will be to prove that personality affects organizational climate.Findings indicate that personality determines compatibility between individual and organization,indicating that some individuals are not good for some organizations and vice versa.

图书馆组织气候测评应用评析——以ClimateQUAL^(TM)应用为例

图书馆组织气候是图书馆员工感知的、能够影响其行为的一种持续的组织环境特征,可用一系列的组织属性加以描述和测评。论文认为,图书馆组织气候测评有助于健康型图书馆建设。与基于用户视角的LibQUAL+不同,源于OCDA的ClimateQUALTM并不对图书馆服务质量直接进行评价,而是为图书馆管理活动优化提供决策依据,从而增强员工提高用户服务质量的动力。论文分析了ClimateQUALTM评价指标、测评方法,马里兰大学图书馆的组织气候测评结果的运用效果。论文认为发展行业协会,推动组织气候测评理念的推广,构建本土化的组织气候测评指标,吸引代表性图书馆参与测评实践组织等就是ClimateQUALTM应用带给我们的启示。

LibQUAL与ClimateQUAL的对比评析及其在服务质量控制中的应用

图书馆管理目标是通过馆员的努力为用户提供高质量的信息服务,图书馆服务质量控制是图书馆管理的重要内容。LibQUAL+TM是一种用户视角下的满意度测量,可以被看成是图书馆服务质量反馈控制的评价工具,ClimateQUALTM是一种馆员视角下的包含员工工作满意度的工作气候测评,可以被看成是图书馆服务质量过程控制的评价工具。该文从理论基础、测评指标、应用前景等方面对LibQUAL+TM与ClimateQUALTM进行了评析,并讨论了这两种评价工具在图书馆服务质量控制方面所体现的相关性。论文的结论是:LibQUAL+TM与Climate-QUALTM都可以为图书馆服务质量控制提供决策支持,面向图书馆服务质量控制的评价工具应是两者的协同运用,我们需要从观念培育、指标本地化改造、制度完善、测评结果利用等方面全面努力,建设能够协同运用两种评价工具的图书馆评估文化。

模糊法优化ClimateQUAL^(TM)的实证研究

介绍了ClimateQUALTM的概念和评测方法,对康奈尔大学图书馆和其他9个图书馆的调查数据进行分析,应用模糊法对ClimateQUALTM评估方法做后期数据处理和统计分析,得到平均满意度,以期进一步完善和优化这一评价方法体系。

ClimateQUAL^(TM)视角下的图书馆组织气候研究

图书馆组织气候是馆员对图书馆环境特性的认知,它影响着馆员的工作热情、投入程度和工作表现,进而影响为读者服务质量。基于ClimateQUALTM评测指标体系,提出了推广制度管理、营造良好人际关系、强化馆员归属感和培养创新氛围等改善组织气候的策略。

本土化ClimateQUALTM历时稳定性分析——以北京地区高校图书馆为例

以北京地区图书馆为例,分析本土化ClimateQUALTM的历时稳定性。对北京地区不同层次、不同类别的六所高校图书馆,采用同一问卷于2016年与2018年进行两次测试,运用结构方程模型分析方法,对两组数据分别进行项目分析、探索性因素分析、验证性因素分析,确认2016年量表和2018年量表,检验两个量表的差异。结果显示,2018年本土化图书馆组织氛围量表62.5%测量变量与2016年量表相同,量表具有一定稳定性。组织氛围建构变化、测量方法本身的不稳定性导致测量变量与潜在变量强弱关系的改变,是组织氛围量表变化的主要原因。测量量表随着组织变化而变化是合理的,测量量表作为社会科学量化研究的工具是要不断修订的。

Organisational climate from view point of motivation in district hospital, India

Organisational Climate (OC) has been an important topic of research in Organisational Development. There are several frameworks and approaches to study OC. One such framework focuses on the effect of OC on motivation. Although studying OC from viewpoint of motivetion is an important one, there is very limited research in Indian public health system on assessing OC from the view point of motivation. The present study uses a comprehensive framework that focuses on assessing OC from the view point of motivation in a government district hospital. The overall objective of the study was to assess the OC of a District Hospital (DH) from the view point of motivation. A total of 66 staff (all from the same district hospital) participated in the study that included 12 Class I doctor specialists;14 Class II doctors and 40 Class III staff The data was collected using a validated instrument called Motivational Analysis of Climate (MAO-C). The instrument included six needs or motives and twelve dimensions of organisational climate that were ranked by individuals according to their perception. Based on the ranks, final scores were calculated that reflected the dominant climate (highest score for a particular motive) and backup climates (second highest score for a particular motive). Also a combination of the two motives, dominant and back up motives or climates indicated a particular OC. According to the study, the dominant climate in the organisation was that for Dependency motive while the backup climate for the organisation was for Control motive. According to the literature, both Dependency and Control motives are dysfunctional climates. A high dependency motive indicates that the overall organisational climate is characterized by no initiatives by the people and the employees always look for approval from their seniors;assistance of others in developing oneself;a need to check with others who are more knowledgeable. Similarly high score for control motive indicates that order is maintained in organisation;indicates display of personal power;a desire to stay informed and an urge to monitor events and to take corrective action when needed. When the two motives are combined, the study indicates a dependency-control climate profile which means that the organisational practices are similar to government offices, where subordinates have no say in decision making and they have to follow the established rules of the organisation. Such organisations have clearly laid communication channels controlled from higher authority indicating typical characteristics of a beaurocratic organisation.

Organizational Environment and Work Satisfaction of the Employees of Hitachi Chemical Montemorelos Nuevo Leon México

This study seeks to answer one question： The quality level of organizational environment. Is it an indicator of the workplace satisfaction level, according to the perception of Hitachi Chemical employees in Montemorelos, Nuevo León, México？ This study＇s design is both explanatory and cross-sectional. The sample size was composed of 143 Hitachi Chemical employees of Montemorelos, Nuevo León, México. For the data collection, two instruments were used： the first instrument was used to measure the quality of organizational climate and the second was focused on measuring the workplace satisfaction level. As a result, the level of organizational climate quality is in fact a predictor of workplace satisfaction of Hitachi Chemical employees. After the regression analysis, it was found that the variable, level of organizational climate, explained a 71.4% variance in the dependent variable, work satisfaction. It was determined that organizational climate is a strong predictor of work satisfaction perceived by employees of Hitachi Chemicals, Montemorelos, Nuevo León, México. It can be established that the greater the levels of organizational climate experienced by the employees, the greater the level of work satisfaction will be.

Consequences of Working in Eldercare during Organizational Changes and Cut Backs While Education and Clinical Supervision Was Provided:A Mixed Methods Study

Background: Reorganization and downsizing can disrupt a competent staff and conflicts can arise between what the employee is being asked to do and their knowledge and competences. Reduced job satisfaction among nursing home staff with increased workload and strain can occur. Aim and Objectives: The aim was to investigate the organizational climate and prevalence of burnout symptoms among caregivers over time in three Swedish nursing homes (NH I-III) undergoing organizational changes, while education and clinical supervision were provided. Design: The study design combines qualitative and quantitative methods in a longitudinal two-year follow-up project in NH I-III. Methods: Support through education and clinical supervision was provided for caregivers only at NH I and NH II. At NH I-III caregiver self-assessments and interviews were completed and analysed three different times. Results: NH I revealed improvement and increased innovation over time, while NH II showed a decline with no ability to implement new knowledge. NH III retained a more status quo. Conclusions: Organizational changes and cutbacks, occurring at different times, appeared to cause major stress and frustration among the three personnel groups. They felt guilty about not meeting their perceived obligations, seemed to have lost pride in their work but kept struggling. The changes seemed to over-shadow attempts to improve working conditions through education and clinical supervision initially. Implications for practice: It will be important to learn from reorganizations and the consequences they will have for the staff and quality of care. Important topics for future research are to study financial cutbacks and changes in organizational processes in care of older people to be able to develop a more person centered care for older people.

企业—用户互动、敏捷开发与数字产品创新绩效

数字技术的可重新编程性、开放性等特征增强了市场需求的不确定性,企业通过与用户互动进行敏捷开发以提升数字产品创新绩效,成为获取竞争优势的关键。基于精益创业理论和利益相关者理论,深入分析企业—用户互动、敏捷开发与数字产品创新绩效间的作用机理。结果表明:企业—用户互动通过敏捷开发积极影响数字产品创新绩效,且组织创新氛围将增强三者间的作用关系。研究有助于丰富对于数字情境下企业—用户互动创新的理解,推动敏捷开发研究的发展,为解释数字产品创新绩效差异化提供有价值的研究思路,也为数字产品创新绩效的提升提供重要的管理启示。

政策感知、组织创新氛围与人才创新绩效——人才自我创新期待的中介作用

在创新驱动发展背景下,区域创新与组织创新的最终落脚点是人才创新。以人才自我创新期待为中介变量,结合东部城市调查数据构建结构方程模型,系统考察政策感知与组织创新氛围对人才创新绩效的作用机制。研究结果表明,政策感知和组织创新氛围均对人才创新绩效具有显著正向影响;人才自我创新期待在政策感知与人才创新绩效之间、组织创新氛围与人才创新绩效之间均发挥中介作用;与政策感知相比,组织创新氛围对人才创新绩效的影响更显著。上述研究结论为解释政策感知和组织创新氛围影响人才创新绩效的内在机理提供了新思路,有助于政策制定者和组织管理者通过激发人才自我创新期待提高创新绩效。

凉山彝族自治州中小学组织气氛与教师留任意愿的关系:一个链式中介模型

教师留得住、教得好是巩固脱贫攻坚成果,推进乡村振兴、实现教育现代化的重要因素。本研究拟在考察学校组织气氛与凉山州教师留任意愿关系的基础上,探究教师教学效能感、教师职业压力的多重中介作用。本研究采用解释性时序设计,先采用《学校组织气氛描述问卷》、《教师教学效能感量表》、《中小学教师职业压力问卷》和《员工留任量表》对凉山州6005名当地中小学教师进行了施测,在分析问卷调查数据后,又访谈了6名教师。结果表明:(1)凉山彝族自治州中小学的学校组织气氛对教师留任意愿有显著正向预测作用;(2)教师教学效能感和职业压力在学校组织气氛和教师留任意愿之间起显著的中介作用,存在三条中介路径:一是教师教学效能感的单独中介作用,二是教师职业压力的单独中介作用,三是教师教学效能感和职业压力的链式中介作用。研究表明当地教育部门应重视学校组织气氛的建设,从而提升教师教学效能感,降低教师的压力,以增加他们的留任意愿。

强制压力下组织结构对建筑管理团队安全氛围的影响

为了从组织层面探究提升安全氛围的策略,基于组织理论和制度理论提出了以组织结构(正规化、专业化、集权化)为自变量、强制压力为调节变量、安全氛围为因变量的理论模型,以建筑行业管理人员为样本收集有效问卷266份,采用偏最小二乘法结构方程模型(Partial Least Squares Structural Equation Modelling,PLS-SEM)进行理论模型的验证。结果表明:正规化、专业化正向影响安全氛围;集权化对安全氛围的影响不显著;强制压力正向调节正规化、专业化对安全氛围的影响。研究为建筑企业从组织层面以及政府、行业协会从制度环境角度提高安全氛围提供了理论依据。