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1 – 10 of over 11000Adebayo Agbejule, Jukka Rapo and Lotta Saarikoski
This study examines the relationship between trust, organizational climate and team learning among project team members (PTM). In recent years, many companies have come to…
Abstract
Purpose
This study examines the relationship between trust, organizational climate and team learning among project team members (PTM). In recent years, many companies have come to recognize the important role team learning plays in achieving competitive advantage.
Design/methodology/approach
Data were collected through a survey questionnaire, and responses from 86 PTM provide support for the research model and demonstrate that how organizational climate mediates the relationship between trust and team learning.
Findings
The structural equation analysis of the data collected from 86 project team members indicate that both vertical and horizontal trust influences organizational climate, which, in turn, is a determinant of team learning. In addition, although both types of trust contributed to organizational climate, the results indicated that horizontal trust had a greater influence on organizational climate and team learning.
Research limitations/implications
The study employed the survey method and is not without limitations. The first limitation concerns our sample size, which was selected from one global company. Second, the survey data were all collected at a single point in time. Therefore, the authors cannot unambiguously infer causality. To attempt to do so, it would be useful to investigate the model in the context of organizational and development change. Despite these limitations, the results of the study have implications for theory and practice.
Practical implications
The implication for theory is that the results provide empirical support for the view that organization climates mediate the relationship between trust and team learning. On the practical side, the organizations should also pay more attention to increasing trust at the work place, especially among PTM that may contribute to favorable organizational climate, which is vital for team learning.
Originality/value
This paper addresses the simultaneous role of vertical and horizontal trust on organizational climate and how it contributes to team learning. The results indicate that organizations emphasis on horizontal trust can plays a vital role in team learning, which is a contribution to enhancing teamwork and performance in organizations.
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Nitin Arora, Mohammed T. Nuseir, Talal T. Nusair and Rumy Arora
This paper seeks to measure the relationship between organizational climate (OCL) with organizational commitment meta‐analytically and the moderators influencing them.
Abstract
Purpose
This paper seeks to measure the relationship between organizational climate (OCL) with organizational commitment meta‐analytically and the moderators influencing them.
Design/methodology/approach
A meta‐analytic research method was used in this research to determine the strength of relationship, fail safe n and presence of heterogeneity in study.
Findings
The unfavourable OCL (Case 2) (k=40, n=66,318) is correlated negatively with organizational commitment with confidence interval range varying from −0.552 to −0.562. The favourable OCL (Case 1) (k=89, n=53.865) is correlated positively with confidence interval range varying from 0.509 to 0.521. This research reviewed 106 valid studies after screening from 256 studies. Ten moderators were utilized to see the degree of change in relationship. Case 1 had four moderators namely gender, tenure, age, educational background, while for Case 2, there were two major moderators namely tenure and age.
Research limitations/implications
The conclusions of this research are limited to employees based in organizations located in the USA and as such cannot be generalized for very dissimilar countries/cultures.
Practical implications
To minimize the unfavourable OCL, role conflicts, supervisor employee relations, leadership styles, decision making needs to be minimized and focus should be more on favourable climate enhancing variables in order to have substantial employee organization commitment or employee retention.
Originality/value
This study combines the previous available research on relationship between OCL and organization commitment and strives to find the study‐based moderators for comprehension of meta‐analysis results.
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Fatemeh Sohani, Saeideh Valizadeh-Haghi, Hamed Nasibi-Sis, Sana Zandkarimi and Fatemeh Sheikhshoaei
The library is one of the critical foundations of informing and educating the public, and it should fulfil its function in the community, which is disseminating knowledge…
Abstract
Purpose
The library is one of the critical foundations of informing and educating the public, and it should fulfil its function in the community, which is disseminating knowledge effectively. The library must have a dynamic space and an appropriate atmosphere to do this. Also, librarians should assist clients outside of stressful work environments. This study aimed to examine the association between organizational climate and job burnout in the hospital and college libraries of Shahid Beheshti University of Medical Sciences.
Design/methodology/approach
This study is a cross-sectional survey. The population includes all librarians working in the college and hospital libraries of Shahid Beheshti University of Medical Sciences. Two questionnaires, including organizational climate “ClimateQUAL” and job burnout “Maslach and Jackson”, were applied to collect data. It was hypothesized that there is a correlation between the organizational climate and the burnout of librarians.
Findings
The findings revealed that the organizational climate and job burnout are not in a favourable situation, with average scores of 4.70 and 2.50, respectively. Furthermore, there is a significant statistical relationship between organizational climate and job burnout (p-value<0.001).
Originality/value
Knowledge of the significant relationship between the organizational climate and job burnout in medical libraries may encourage policymakers to make more efforts to provide their staff with a better climate and less burnout. Regarding that it is crucial to enhance the existing condition in medical libraries, the findings of the present study suggest that policymakers should be conscious of improving the current condition, which could lead to promoting patrons’ satisfaction and productivity in the mentioned libraries.
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Fazlul K. Rabbanee, Mohammad Moinul Haque, Shanta Banik and Mohammad Majedul Islam
The purpose of this paper is to offer a better understanding of managing engagement in an emerging economy service. It explores the role of organisational climates for initiative…
Abstract
Purpose
The purpose of this paper is to offer a better understanding of managing engagement in an emerging economy service. It explores the role of organisational climates for initiative and psychological safety as the key drivers of employee engagement (EE). It also examines the effects of EE on customer engagement (CE) and, in turn, on relationship commitment and switching intention.
Design/methodology/approach
Data were collected through a structured survey of service employees and customers of 69 bank branches in Bangladesh using two survey instruments. Responses were collected from 156 employees and 316 customers. A dyadic data set was created by matching customer data with the corresponding employee data collected from each bank branch. Structural equation modelling using AMOS (version 22.0) was employed for data analysis.
Findings
Organisational climates for initiative and psychological safety positively influence EE. In turn, EE significantly influences CE which has a significant impact on customer relationship commitment and switching intention.
Research limitations/implications
Future research could consider actual customer behaviour, such as repeat purchase, as the key outcome variable.
Practical implications
The findings emphasise that investment by service managers in organisational resources to facilitate favourable climates for initiative and psychological safety would engage employees at work, which would ultimately help to attain CE and commitment, and reduce switching intention.
Originality/value
This research extends the existing engagement literature with empirical evidence supporting two new EE drivers and two new CE outcomes. It offers a better understanding of managing engagement in the financial services industry of an emerging economy, focussing on the relationship chain from organisational climate to EE, CE and customer-based outcomes.
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John O. Okpara and Pamela Wynn
The purpose of this paper is to examine the impact of ethical climate on job satisfaction and organizational commitment in Nigeria, and to discover the extent to which unethical…
Abstract
Purpose
The purpose of this paper is to examine the impact of ethical climate on job satisfaction and organizational commitment in Nigeria, and to discover the extent to which unethical practices among managers have impacted upon managerial practices in Nigeria.
Design/methodology/approach
The study followed a descriptive research design using survey methods with statistical treatment. Using the business directory of companies in Nigeria, a sample of 409 managers was drawn using a systematic random sampling technique. Multiple regression analysis and Pearson's product moment correlation were used to assess the influence of ethical climate types on job satisfaction and organizational commitment.
Findings
The findings revealed that there was a relationship between organizational ethical climate and facets of job satisfaction. It was also found that ethical climate types explained 58 percent of the variation in overall job satisfaction. Also, the correlation between ethical climate types and organizational commitment was positive and significant. This implies that favorable organizational ethical climate would encourage commitment and job satisfaction.
Research limitations/implications
This research is limited to four business enterprises – banks, manufacturing, transportation, and construction companies. Thus, the results cannot be generalized to other industrial sectors that were not part of this study. In addition, the assessment of job performance and productivity are beyond the scope of this study.
Practical implications
The paper offers practical suggestions of how management can improve job satisfaction and organizational commitment by improving the ethical climate of the organization.
Originality/value
The paper examines the impact of ethical climate on job satisfaction and organizational commitment in Nigeria, a sub‐Saharan African country in a sub‐continent that has been neglected and under‐researched. The study draws management practitioners' attention to the fact that they should adopt behavior that can help to improve employees' ethical behavior. From an academic perspective this study provides insight into the relationship between ethics, job satisfaction, and commitment, which should contribute to the future development of this line of research, particularly in developing countries like Nigeria. Furthermore, this topic has not been tested empirically in Nigeria. Therefore, the present study is of significant value to practitioners and scholars alike.
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Bhanu Mishra and Jyoti Tikoria
Individuals often look up to external influencers (leaders) that determine their conduct and form their perception regarding organizational policies and practices which constitute…
Abstract
Purpose
Individuals often look up to external influencers (leaders) that determine their conduct and form their perception regarding organizational policies and practices which constitute their organizational climate. The importance of organizational climate has been realized off late in various job outcomes among doctors, such as commitment, turnover, etc. Therefore this study aims to investigate the relationship of ethical leadership with organizational climate that may further affect the commitment of doctors in Indian hospitals.
Design/methodology/approach
An empirical study has been done in 10 public and private Indian hospitals using a questionnaire survey. Data were collected from a sample of 537 doctors, which were further analyzed statistically using structural equation modeling (SEM) through AMOS and SPSS software.
Findings
The results show a significant influence of ethical leadership on organizational climate and organizational climate further has significant relationship with commitment of doctors in Indian hospitals.
Practical implications
The study has important implication for hospital administration, to identify and place an ethical leadership team at the top, which will further influence the behavior of the followers (doctors). This will further lead to formation of favorable organizational climate fostering commitment in doctors.
Originality/value
This is one of the few studies that determines the relationship of ethical leadership with organizational climate and it's further influence on commitment of doctors in large (500 beds and above) public and private hospitals in Indian context.
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ISO 9000 yields visible and concrete benefits to organizations in the form of sustained product quality, enhanced market image, increased customer satisfaction, and long‐term…
Abstract
Purpose
ISO 9000 yields visible and concrete benefits to organizations in the form of sustained product quality, enhanced market image, increased customer satisfaction, and long‐term profitability. However, the derivative impact of ISO 9000 on the human side of the organization, especially its impact on the internal human environment, has been only scantily researched. The purpose of this study is to explore how the process of ISO 9000 implementation transforms the components of organizational climate, particularly the climate motives existing in an organization.
Design/methodology/approach
ISO 9000 system was deemed as the independent variable that could induce changes in organizational climate, the dependent variable. Climate was measured both before and after the implementation of ISO 9000, using Pareek's MAO‐C instrument. Based on the scores obtained for the constituent climate motives, the patterns of organizational climate that prevailed in an organization both before and after ISO implementation were deciphered.
Findings
Results reveal that as a result of ISO 9000 implementation the dysfunctional organizational climate motives such as control, dependency, and affiliation undergo a u‐turn transformation giving way to the functional and conducive climate motives such as achievement, expert influence, and extension.
Originality/value
The study endeavors to throw light on the favorable impact that ISO 9000 may have on organizational climate of organizations. The findings tend to prognosticate that when implemented well the ISO 9000 system could function not just as a quality enhancement instrument but in addition as a useful tool for strategic change management that could truly hold the potential for transforming both the character and performance of organizations.
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Arash Shahin, Javad Shabani Naftchali and Javad Khazaei Pool
The purpose of this paper is to investigate the influence of employees’ perception of organizational climate on organizational citizenship behaviour outbreak and the impact of…
Abstract
Purpose
The purpose of this paper is to investigate the influence of employees’ perception of organizational climate on organizational citizenship behaviour outbreak and the impact of both of them on organizational performance.
Design/methodology/approach
This survey has been performed using structural equation modelling (SEM). The statistical population composed of the managers of Mazandaran small- to medium-sized enterprises. The analysis of the data obtained from distributed survey questionnaire has been performed by SPSS18 and AMOS18 software.
Findings
Findings imply that positive perception of organizational climate influences on increasing organizational citizenship behaviour outbreak and performance of enterprise, and organizational citizenship behaviour in turn has positive and significant impact on organizational performance. Results of this survey also indicate that organizational citizenship behaviour impacts on sub-criteria of enterprise performance (i.e. financial, customer, learning and growth, internal processes). Moreover, the influence of organizational climate on all sub-criteria of performance except internal processes has been confirmed.
Research limitations/implications
Lack of sufficient information concerning organizational climate in internal resources, and in some external ones, and low number of surveys performed in this field, limits the possibility of comparing the results of this survey with other similar surveys.
Originality/value
This survey can be considered as an innovative survey, since there is no similar survey conducted in which three variables of organizational climate, performance, and citizenship behaviour studied, considering their specified sub-criteria.
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Hian Chye Koh and El'fred H.Y. Boo
This study examines the relationship between organisational ethics and organisational outcomes based on the justice theory and cognitive dissonance theory. The sample data are…
Abstract
This study examines the relationship between organisational ethics and organisational outcomes based on the justice theory and cognitive dissonance theory. The sample data are derived from a questionnaire survey of 237 managers in Singapore. Results obtained from decision trees indicate significant and positive links between ethical culture constructs (i.e. top management support for ethical behaviour and the association between ethical behaviour and career success within the organisation) and job satisfaction. Further, there is a significant and positive link between job satisfaction and organisational commitment. Also, for different levels of job satisfaction, particular aspects of organisational ethics are associated with organisational commitment. The results suggest that organisational leaders can use organisational ethics as a means to generate favourable organisational outcomes.
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Lobone Lloyd Kasale, Moses Shanako Moruisi and Elsie Gaolatlhe Motswakhumo
This research investigates the roles that resources, organisational structure and climate play in the performance management of National Sport Organisations (NSOs).
Abstract
Purpose
This research investigates the roles that resources, organisational structure and climate play in the performance management of National Sport Organisations (NSOs).
Design/methodology/approach
This qualitative study draws data from 31 interviews, five focus groups conducted amongst Botswana National Sport Organisations. To corroborate the data collected, documents from these sport organisations were content analysed.
Findings
The amount and type of resources available, the degree to which decision-making is centralised, practices formalised and roles specialised affects how NSOs implement performance management. NSOs were not implementing performance management systems and could not tell whether they were creating favourable environments to implement the practices.
Practical implications
Sport managers, policymakers and educators can use insights from this study to improve their practices. This study also proposes avenues for further research.
Originality/value
This study contributes to sport management literature on performance management, and it is original because such as study has not been conducted before.
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