El presente estudio tiene como objetivo determinar si existe relación entre el clima organizacional y el desempeño laboral del personal multicultural en la Distribuidora Sumon, en un contexto de globalización y apertura de mercados no solo de bienes y servicios, sino de capital humano. The objective of this study is to determine if there is a relationship between climate organization and work performance of multicultural personnel in the Distribuidora Sumon,in a context of globalization and opening of markets not only of goods and services, but of human capital.

El objetivo de investigación ha sido determinar la implicancia del clima organizacional en la gestión institucional de la Superintendencia Nacional de Aseguramiento en Salud. La hipótesis general ha comprobado la existencia de una relación directa y significativa entre el clima organizacional y la gestión institucional; obteniéndose una débil relación entre las variables. The research objective has been to determine the implication of the organizational climate in the institutional management of the National Superintendence of Health Insurance. The The general hypothesis has proven the existence of a direct and significant relationship between the organizational climate and institutional management; obtaining a weak relationship between variables

El objetivo principal proponer un programa de Clima Organizacional que contribuya con el nivel de Calidad de Servicio en la Empresa Hermes Transportes Blindados de Lima Metropolitana.El tipo de estudio fue hipotético deductivo, ya que se planteó la hipótesis en función a la información obtenida, el diseño es de tipo experimental, del tipo pre - experimento. The main objective is to propose an Organizational Climate program that contributes to the level of Quality of Service in the Company Hermes Arportes Blindados of Metropolitan Lima. The type of study was hypothetical deductive, since the hypothesis was proposed based on the information obtained, the design is experimental, of the pre - experimental type.

Establecer la relación que existe entre el clima organizacional y el desempeño laboral de los colaboradores de Autoland sede La Victoria en el año 2017. Establish the relationship that exists between the organizational climate and work performance of the employees of Autoland headquarters La Victoria in the year 2017

The purpose of this thesis is to apply the Promoting Action on Research Implementation in Health Services (PARiHS) framework to a provincial osteoporosis management program to describe unit level factors that may have influenced implementation among participating inpatient rehabilitation units. A toolbox of measures was proposed to operationalize the frameworks elements of evidence, context and facilitation. A cross-sectional survey was completed with clinicians responsible for championing the program and their managers. Results demonstrated that leadership behaviours, organizational climate traits and champion behaviours varied among practice environments indicating that attention to unit level factors outlined by the PARiHS framework could increase the uptake of research evidence in practice. The proposed toolbox could be utilized as a diagnostic and prescriptive tool to identify potential implementation barriers, and guide the selection of appropriate tools/strategies to overcome them. Furthermore, it will enable future studies to provide further empirical support for the PARiHS framework

The purpose of this thesis is to apply the Promoting Action on Research Implementation in Health Services (PARiHS) framework to a provincial osteoporosis management program to describe unit level factors that may have influenced implementation among participating inpatient rehabilitation units. A toolbox of measures was proposed to operationalize the frameworks elements of evidence, context and facilitation. A cross-sectional survey was completed with clinicians responsible for championing the program and their managers. Results demonstrated that leadership behaviours, organizational climate traits and champion behaviours varied among practice environments indicating that attention to unit level factors outlined by the PARiHS framework could increase the uptake of research evidence in practice. The proposed toolbox could be utilized as a diagnostic and prescriptive tool to identify potential implementation barriers, and guide the selection of appropriate tools/strategies to overcome them. Furthermore, it will enable future studies to provide further empirical support for the PARiHS framework

¡§An Exploration of the Relationships among Organizational Climate, Organizational Identification and Organizational Effectiveness of the Non-Profit Organization.¡¨ ¡§A Study on the Association of Collecting Benevolence, in Taiwan.¡¨ Summary Spontaneously, several nameless workers instituted the ACB (The Association of Collecting Benevolence). The ACB is not a religious organization and has no relation with famous international organizations. There is neither religious leader nor celebrities. It is quite difficult for the ACB to get financial aid from any companies. Every penny within the organization comes from members¡¦ meager salary. It lasts 20 years to dig and help the orphan ignored by our society. In the end of the year 2005, The ACB won the National Award for Public Welfare. How comes the excellent organizational effectiveness? This study presents itself with organizational climate, organizational identification, organizational effectiveness and personal background as independent variables, along with the experience of non-profit organizational administration and practices. It aims to explore: 1. The relationship between organizational climate and organizational identification. 2. The relationship between personal background and organizational identification. 3. The relationship between organizational identification and organizational effectiveness. 4. The relationship between organizational climate and organizational effectiveness. 5. The relationship between personal background and organizational effectiveness. In this study, questionnaire sampling was purposefully chosen from The ACB in Taiwan of the non-profit organization. The valid sample size was 177. Through the process of descriptive statistical analysis, analysis of correlation and test of significance, one-way factor analysis of variance, independent-sample T test, reliability test, the research findings suggest that: 1. There was a significant correlation between each dimension of organizational climate and organizational identification. 2. There was a significant correlation between each dimension of organizational identification and organizational effectiveness. 3. There was a significant correlation between each dimension of organizational climate and organizational effectiveness. 4. There was a significant but slight correlation between each dimension of age and organizational identification and organizational effectiveness. 5. There was a significant correlation between the length of an individual¡¦s working experience and organizational identification; the longer the individual, the greater the organizational identification. Nevertheless, there was no correlation between the length of an individual¡¦s working experience and organizational effectiveness. 6. There was a significant difference between organizational identification and the opposite sex; that is, the female organizational identification outnumbers the male. It is all the same between organizational effectiveness and the opposite sex. 7. There was no significant difference not only between status and organizational identification but also between status and organizational effectiveness. 8. There was no significant difference between educational background and organizational identification. Nevertheless, there was a significant difference between educational background and organizational effectiveness; that is, the higher the educational background, the more the organizational effectiveness. 9. There was no significant difference not only between individual¡¦s career and organizational identification but also between individual¡¦s career and organizational effectiveness. Key words: organizational climate, organizational identification, organizational effectiveness, non-profit organization.

As the tendency of globalizes and regionalization of enterprise management develops, enterprises in the world have to face an extremely important subject of multiple human resource management. Whether the enterprise is classified as globalize, cross-nation or regionalization, it should face and plan the strategy of its human resource management more appropriately, which is the core part and the foundation of an enterprise. The range and object of this research is based on Taiwan High Speed Rail Corporation and its employees. The company, THSRC, is one of the largest BOT projects in the world. Employees of THSRC with their profession in construction management, operation management at railway area, were recruited from many different countries. The research of investigating the manage method and organization climate of THSRC, can surely provide a great reference to some regional enterprises during the process of transit to globalized enterprises. The purpose of this research is trying to examine the relationships among the perceptions of human resource management practice, organizational climate, role adjustment, and working attitude. Also, this research intends to investigate the affection of differenct personalities to human resource management practice, organizational climate, role adjustment, and working attitude. The questionnaire survey of this research was implemented on April 2008. 300 questionnaires were sent out, and 272 were replied, in which 256 are valid. Through a statistical analysis, we conclude the research result as follows: 1.The human resource management practice has a positive affection on working attitude. 2.The human resource management practice has a negative affection on role adjustment. 3.The organizational climate has a negative affection on role adjustment. 4.The role adjustment has a negative affection on working attitude.

This Master's Dissertation is an independent part of collegial diagnostic research of teamwork. The aim of the project is to investigate peculiarities of team-work and expression of microclimate carrying out a diagnostic research and using two standardised tests: standardised German test “Team Plus” and organization climate crisis test created by Prof. G. Merkys' research group. The tests of teamwork consists of 66 questions about various aspects of teamwork. Organization climate crisis test consists of 149 questions. The research was carried out in Siauliai X Primary Personal Health Care (PPHC) Centre. The test was anonymous. 71 respondent has been questioned. The received data was processed using a typical SPSS program. Overall evaluation of efficiency of teamwork was negative and overall evaluation of organizational climate is positive. Teamwork optimisation recommendations have been formulated according to the carried out diagnostic research.

The aim of the authors of this paper is to analyse the expression of team work and organisational climate in X district police headquarters using two standardised tests – Team Work test (a standardised German test) and the test/instrument of Organisational Climate created by the scientific group of prof. G. Merkys. This Master’s Paper is an independent part of a collegial research project. The theoretical peculiarities of human resource management of different Lithuanian and foreign authors in a modern public sector organisation, the peculiarities of team work and theoretical and practical aspects of organisational climate are analysed and systematized in the Master’s Paper. The scientific research hypothesis of the authors that the teamwork and organisational climate in X District police headquarters are uncongenial, critical and therefore demanding managerial intervention has been proved partly.