La presente investigación tuvo como objetivo general encontrar la relación entre las variables clima organizacional y satisfacción con la vida en docentes de colegios de Lima Metropolitana, además de comparar dicha relación según el tipo de gestión educativa (pública y privada). La muestra, estuvo conformada por 146 docentes de nivel primaria y secundaria. La información se obtuvo con la aplicación de los cuestionarios de Clima Organizacional de los autores George Litwin y Robert Stringer, validada por Vicuña en Lima (2006); que mide dimensiones del clima organizacional y, para medir la satisfacción con la vida, se usó la escala de satisfacción con la vida de Diener Emmons, Larsen & Griffin. Los instrumentos pasaron por una prueba piloto, la cual se realizó con 30 profesores de Lima Metropolitana. Por otro lado, los resultados mostraron que existe una diferencia entre las dimensiones de recompensa y satisfacción del clima organizacional con relación a los docentes de colegios públicos y privados. Además, respecto a los colegios privados se observó que las dimensiones de recompensa, relaciones, estándares y conflicto del instrumento para medir el clima laboral tienen una mayor correlación con la satisfacción con la vida a comparación de los colegios públicos.  En cuanto a los colegios estatales, las dimensiones del clima organizacional que se correlacionan más alto con la satisfacción con la vida a comparación del colegio privado son responsabilidad, desafío y cooperación. / This investigation have the general objective of find the relation of the climate organizational and the satisfaction with the live of teachers of Lima Metropolitan. Also, compare this relation with the educative management (in publics schools and private schools) The sample was conformed of 146 teachers of primary and secundary level. The information it was obtained with the application of the questionnaires of organizational climate of George Litwin and Robert Stringer, validated for Vicuña in Lima (2006); of evalue dimensions of organizational climate and, for evaluate the satisfaction with the life, it was used the scale of satisfacción with the life of Diener Emmons, Larsen & Griffin. The Instruments went through a pilot test, which was carried out with 30 teachers from Lima Metropolitan. On the other hand, the results showed the existence a difference between the dimensions of reward and satisfaction with the life in the teachers of public and private colleges. At the same time in relation of the private’s colleges, found relation of the dimensions of reward, relations, standards and conflict have a strong correlation with satisfaction with live comparison of the public’s college. In relation with the public’s colleges, the dimensions of organizational climate have a strong correlation with the relation with the live in comparison of private’s colleges are responsibility, challenge and cooperation. / Tesis

本研究旨在探討臺北市國民中學校長競值領導與組織氣氛關係之研究。研究目的包括：瞭解國民中學校長競值架構領導層面及學校組織氣氛之現況及關係；不同背景變項的國民中學教師，對校長競值架構領導層面知覺之差異以及對學校組織氣氛知覺之差異；根據研究結果提出建議，作為國民中學校長及未來研究者之參考。 為達成上述目的，本研究採用「問卷調查法」來進行研究，以臺北市公立國民中學教師為研究對象。本研究正式問卷調查，為求具代表性，依不同學校規模分別抽取「24班（含）以下」學校8所、「25-48班」及「49班（含）以上」學校12所，共32所學校。發出問卷700份，回收631份，回收率90.1％，無效問卷26份，有效問卷605份，有效回收率為86.4％。本研究使用工具「臺北市國民中學校長競值領導與組織氣氛關係之研究」問卷，除了受試者基本資料外，包含兩份量表，分別是「校長競值領導行為量表」與「中學組織氣氛描述問卷」。在資料的統計分析方面採用描述性統計、t 考驗、單因子變異數分析、多元逐步迴歸分析等方法。根據研究發現，歸納本研究結論如下： 本研究主要結論如下： 一、臺北市國民中學教師對校長競值領導行為之「注重競爭」感受最高，「涉及個人」感受最低。 二、臺北市國民中學教師對學校組織氣氛之「投入行為」、「支持行為」感受較佳，「受挫行為」、「指示行為」感受較差。 三、臺北市國民中學教師對「女性校長」在校長競值領導行為及學校組織氣氛上認同度較高。 四、臺北市國民中學教師感受到「51-55歲校長」在校長競值領導行為及學校組織氣氛上表現較佳。 五、臺北市國民中學教師感受到具博士教育背景之校長在組織氣氛的表現上，優於四十學分班及師範院校的校長。 六、臺北市國民中學教師對於組織氣氛的感受，男性教師對「受挫行為」高於女性教師；51歲以上教師對「支持行為」與「投入行為」感受最高、30歲以下教師對「指示行為」感受最高。 七、臺北市國民中學教師對於組織氣氛的感受，具碩博士學位教師「受挫行為」感受最高；服務21年以上教師「投入行為」感受最高、10年以下教師「指示行為」感受最高。 八、臺北市國民中學教師因為擔任職務之不同，兼任主任對「支持行為」感受最高；兼任組長「受挫行為」感受最高。 九、校長競值領導各層面對開放指數具有預測力，因此校長競值領導行為對學校組織氣氛產生顯著的正向直接影響。 關鍵詞：競值領導、組織氣氛 / This study aims to explore the relationship between principals' competing values leadership and organizational climate in junior high schools in Taipei city. The purposes of this study is to know the fact and relationship between principals' competing values leadership and organizational climate in junior high schools and the differences among junior high schools’ teacher with different background’s perceptions on principal’s competing values leadership and organizational climate in schools. According to the results of the study, we provide suggestions for principles of junior high schools and future studies. This study conducts a questionnaire survey using stratified sampling according to school size, and surveys on 700 teachers from 32 public junior high schools in Taipei (8 schools of 24 classes below, 12 schools of 25-48 classes, and 12 schools of 49 classes above). The response rates were 90.1％; the usable rates were 86.4％. The research instruments are “Principals’ CVF Managerial Behavior Instrument” and “Organizational Climate Description Questionnaire for Secondary Schools, OCDQ-RS.” The collected data were analyzed by using the descriptive statistic, t-test, one-way ANOVA, multiple stepwise regression analysis, and so on. According to the finding, the conclusions of this study are: 1. Junior high school teachers in Taipei were most aware of the “producing results” dimension of competing values leadership, and less aware of “relating to people” dimension of competing values leadership. 2. Junior high school teachers in Taipei were better aware of “engaged behavior” and “supportive behavior,” but less aware of “frustrated behavior” and “directive behavior.” 3. Taipei’s junior high school teachers’ identification with “female principals” competing values leadership and organizational climates in schools are higher. 4. Junior high school teachers in Taipei feel that the principals in their age of 51-55 perform better in principals’ competing values leadership and organizational climate in schools. 5. Junior high schools of principals with doctorial degree perform better than principals with degree of bachelor or degree of forty credits in organizational climates. 6.Among Taipei junior high school teachers’ perception of organizational climates, male teachers’ perception of “frustrated behavior” is higher than female teachers’; teaches with age above 51 were most aware of “supportive behavior” and “engaged behavior,” and teacher with age below 30 were most aware of “directive behavior.” 7.Teachers’ with master and doctoral degree were most aware of “frustrated behavior,” teachers’ serve more than 21 years were most aware of “engaged behavior,” and teachers’ serve less then 10 years were most aware of “directive behavior.” 8. Teacher’s perception of organizational climate are differ from their different positions. The teachers serve as directors were most aware of “supportive behavior”, the teachers serve as section chiefs are most aware of “frustrated behavior.” 9. The different dimensions of principal’s competing values leadership behavior could well predict openness index in junior high schools; therefore, the principals’ competing values leadership could positively affect organizational climate in schools. Key words: competing values leadership, organizational climate

<p>U radu se proučava uticaj pojedninih organizacionih varijabli preko<br />teorije razumne akcije na proces prenošenja znanja. Istražuje se kako<br />i u kojoj meri organizaciona klima određena dimenzijama pripadnosti,<br />pravednosti i inovativnosti i delegirajući stil liderstva utiču na<br />prenošenje znanja između zaposlenih u organizaciji. U tu svrhu su<br />kreirani i validirani upitnici i dizajniran je strukturalni model.<br />Primarni cilj ovog rada je bolje i jasnije razumevanje faktora koji<br />utiču na proces prenošenja znanja između zaposlenih u organizaciji.</p> / <p>This thesis examines the impact of certain organizational variables through<br />the theory of reasoned action on knowledge sharing behavior. It explores<br />how and to what extent organizational climate determined by its dimensions<br />of cohesion, innovativeness and fairness, and empowering leadership affect<br />knowledge sharing behavior of employees in organizations. For this purpose,<br />questionnaires were created and validated and a structural model was<br />designed. The primary objective of this paper is better understanding of<br />factors affecting knowledge sharing behavior of employees in organizations.</p>

<p>Rad se bavi analizom organizacione klime u javnim Preduzećima, sa ciljem identifikacije postojećih problema i davanjem predloga za prevazilaženje istih u cilju stvaranjaa optimalnih organizacionih uslužnih perfomansi.</p> / <p>The paper analyzes the organizational climate of public enterprises, in order to identify existing problems and giving suggestions for overcoming them in order to tap into optimal organizational performance services.</p> / null

Inom organisationsklimatforskningen finns det tre (3) problemområden där flera författare menar att det råder förvirring gällande (1) i vad organisationsklimatet uppstår ur, (2) hur klimatbegreppet bör definieras, samt (3) vilken nivå klimatmätningar bör genomföras på. Studien syftar därför till att validera en ny klimatskala som består av 17 items. Klimatskalan som ska valideras är en utveckling av teorin Perceived Organizational Support (POS) som i sitt original är framtagen av Eisenberger et al. (1986). POS är en individ fokuserad skala som avser att mäta det ömsesidiga utbytet mellan den anställda och dennes organisation. Författarna har omarbetat POS och utvecklat den till en klimatskala i enligt Schneiders (1975) klimatteori och Glicks (1985) riktlinjer. För att validera POS-klimatskalan skulle den, i linje med tidigare forskning, uppvisa liknande samband som mellan POS och gruppeffektivitet, gruppkreativitet. arbetstillfredsställelse, organisatoriskt engagemang samt intentionen att lämna organisationen samt personlighetsfaktorer. För att undersöka dessa samband förfrågades flera företag i olika branscher om att delta i studien. Antal deltagare uppgick till 108 respondenter vars svar analyserades genom Pearsons korrelationanalys (r). Resultatet visar att POS-klimatskalan, efter sin omarbetning, har starka samband både med organisatoriskt viktiga utfall och personlighetsfaktorer. Studien antyder att Lewins (1951) fältteori fortsatt är relevant inom organisationsklimatforskningen. / In the field of organizational climate research there are three problematic areas of confusion regarding (1) what organization climate emerges from, (2) how the concept of climate should be defined, and (3) at which level of analysis climate measures should be conducted. This study thus aims to validate a new climate scale composed of 17 items. The climate scale to be validated is a development from the Perceived Organization Support theory (POS), originally developed by Eisenberger et al. (1986). POS is an individual-level scale which pertains to measure the reciprocal relationship between the employee and the organization. The authors have modified POS and developed it into a climate scale according to Schneider's (1975) climate theory and guidelines from Glick (1985). To validate the POS-climate scale it should, in resonance with earlier research, show similar relationships as between POS and team effectiveness, team creativity, job satisfaction, organizational commitment, intention to leave as well, as personality traits. To examine these relationships several companies in different lines of businesses were asked to participate in the study. The number of participants totaled at 108, whose answers were analyzed in relation to important organizational outcomes and personality traits. Results shows that the POS-climate scale, after being modified, has strong relationships with important organizational outcomes as well as with personality traits. The study suggests that Lewins (1951) field theory is still relevant for organizational climate research.

Made available in DSpace on 2016-04-04T18:29:38Z (GMT). No. of bitstreams: 1 Mari Lucia Figueiredo Crespo.pdf: 567798 bytes, checksum: c3ec7c88599136793ecc501915310d26 (MD5) Previous issue date: 2005-06-21 / This study mainly aimed at constructing and validating a Scale of Climate for Creativity in Business Organizations (QCC) as well as at investigating the precision of the scale and comparing the perception of creative climate in men and women. The scale was initially built up by the contact with six judges who defined the indicators, i. e., 140 items and 14 variables. Those indicators were presented to another four judges verified how adequate items for the factors. At this second analyses 46 items and one variable were crossed out, keeping on, therefore, 94 items and 13 variables as following Challenge and Motivation, Process of Communication, Tolerance to Differences, Wages and Benefits, Support to Innovation, Risk Taking, Confidence and Opening, Absence of Conflicts, Ludism and Humor, Time for Ideas, Discussions and Debates, Liberty to Create, and Happiness and Dynamism. Then this version was applied to a sample of 940 High School Graduates to Postgraduates - 500 men and 440 women - from 18 to 64 years old. All of them were working for the Administrative, Financial and Production Departments of private companies in the countryside of the state of S?o Paulo. At the end, there were 60 items and 7 factors in the final scale named as Dynamism and Motivation, Humor and Cooperation, Liberty to Create, Absence of Conflicts, Support to Innovation, Risk Taking, Tolerance and Communication. The scale showed up psychometrically valid and precise in the 60 items. By means of the analysis of the indexes of inner consistency, five factors may be considered as strong, two as promising and one as weak. In relation to the perception of the climate for the creativity among men and women, it was certified that mainly men present a higher significance in the factors such as Liberty to create as well as Opening and risk taking. Finally men also provide little significance to the factors as Support to innovation and Dynamism and motivation. The results point to the different aspects of the working environment which has influence on developing creativity and suggest various directions to future researches. / O presente estudo teve como objetivo principal construir e validar uma Escala de Clima para Criatividade em Organiza??es Empresariais (QCC), bem como investigar a precis?o da escala e comparar a percep??o do clima criativo entre homens e mulheres. A referida escala foi constru?da inicialmente a partir do contato com seis ju?zes iniciais que definiram os indicadores de clima para a criatividade. Desse contato inicial foram definidos 140 itens e 14 vari?veis, que foram apresentados para outros quatro ju?zes que verificaram a adequa??o dos itens aos fatores. Nesse segundo momento, 46 itens e uma vari?vel foram exclu?dos ficando a escala com 94 itens e 13 vari?veis apresentadas a seguir: Desafio e Motiva??o; Processo de Comunica??o; Toler?ncia ?s Diferen?as; Sal?rios e Benef?cios; Suporte ? Inova??o; Correr Risco; Confian?a e Abertura; Aus?ncia de Conflito; Ludismo e Humor; Tempo para Id?ias; Discuss?es e Debates; Liberdade para Criar e Alegria e Dinamismo. Esta vers?o foi aplicada a uma amostra de 940 participantes sendo 500 do sexo masculino e 440 do sexo feminino com idades, compreendendo entre 18 a 64 anos (ambos os sexos). Quanto ao n?vel de escolaridade foi de segundo grau completo a p?s-gradua??o. Todos os participantes pertenciam aos departamentos administrativos, financeiros e de produ??o de empresas privadas situadas no interior do Estado de S?o Paulo. A escala final ficou composta de 60 itens e sete fatores denominados: Dinamismo e Motiva??o; Humor e Coopera??o; Liberdade para Criar; Aus?ncia de Conflitos; Suporte ? Inova??o, Correr Risco; Toler?ncia e Comunica??o. A escala mostrou-se psicometricamente v?lida e precisa nos 60 itens. Por meio da an?lise dos ?ndices de consist?ncia interna, observou-se que cinco fatores podem ser considerados fortes, dois promissores e um fraco. Quanto ? percep??o do clima para criatividade entre homens e mulheres, confirmaram-se as seguintes avalia??es: os resultados apontaram para uma alta signific?ncia no fator Liberdade para criar predominantemente no sexo masculino e significante no fator Abertura e correr risco tamb?m no sexo masculino e por ?ltimo pouco significante no fator Suporte a inova??o e Dinamismo e motiva??o, mais uma vez favor?vel para o sexo masculino. Os resultados obtidos apontam para os diferentes aspectos do ambiente de trabalho que t?m influ?ncia no desenvolvimento da criatividade e sugerem v?rias dire??es para futuras pesquisas.

Competitive advantage does not depend solely on the creation and storage of existing and new knowledge. Rather, it requires sustained exploitation and production. The challenge becomes driven towards maintaining some mechanisms to help in producing new, and sharing existing knowledge. Harnessing the power of managing and sharing knowledge enabled companies like Apple and IBM to gain competitive advantage over their competitors. While such challenges have been closely examined in the extant literature, the context of knowledge management and sharing in higher education institutions (HEI) has only been lightly considered. However, considering the highly unique features of HEIs context in terms of autonomy, climate, distinct leadership and role of academics as knowledge workers, it can be argued that examining knowledge-sharing in the context of higher education is greatly needed. The literature has shown fragmented nature of examining academics' KS determinants in contemporary research. Thus, the need to comprehensively examine those influencers is essential. This thesis seeks to address the research gaps and contribute to the literature by asking What antecedents influence the process of knowledge-sharing (KS) between academics in HEIs, and how can the process of KS in HEIs be improved? Through the use of a quantitative research methodology, the research has developed eleven hypotheses to investigate the above-mentioned question. The findings in this study revealed to a very great extent that academics themselves can contribute towards influencing knowledge production and management, and determine the levels to which the universities will be able to share knowledge internally. The research reveals that organizational factors (affiliation, innovativeness, fairness represented by organizational climate and HEI leadership) were stronger predictors of academics' knowledge-sharing than individual (perceived loss of knowledge power, knowledge self-efficacy, perceived reciprocal benefits and trust) or technological ones.

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / Este estudo se propôs verificar, o impacto da cultura e clima organizacional na gestão do Capital Intelectual no Brasil, comparativamente com o Canadá, Irã e Líbano. Para isso, realizou-se uma pesquisa descritiva através de questionário, com escala Likert, com trabalhadores em empresas brasileiras e comparou-se com os dados obtidos, em outra pesquisa, para o Canadá, Irã e Líbano. Deste modo, o estudo procura analisar, comparativamente entre os países, os impactos dos componentes de Cultura e Clima e verifica, em quais deles, há impacto mais favorável ou desfavorável para a gestão do Capital Intelectual. Constatou-se que os níveis dos componentes culturais e de clima organizacional atingiram patamares mais elevados no Brasil que no Canadá, Irã e Líbano, indicando que as variáveis Cultura e Clima têm impacto mais favorável para a gestão do Capital Intelectual nas empresas brasileiras. Sugere-se que estudos posteriores possam verificar impactos e influência de outras variáveis como burocracia, educação, etc. / This study aimed to verify the impact of organizational culture and climate in the management of Intellectual Capital in Brazil, compared with Canada, Iran and Lebanon. For this, we carried out a descriptive survey using a questionnaire with Likert scale, with workers in Brazilian companies and compared with data obtained in other research, for Canada, Iran and Lebanon. Thus, this research study the impacts of the components of culture and climate and checks, which in them are more favorable or unfavorable impact for the management of Intellectual Capital. It was found that the levels of the components of culture and organizational climate reached higher levels in Brazil than in Canada, Iran and Lebanon, indicating that the variables Climate and Culture have more favorable impact for the management of Capital intellectual in the brazilian companies. It is suggested that further studies determine impacts and influence of other variables such as bureaucracy, education, etc.

Made available in DSpace on 2015-04-22T22:10:25Z (GMT). No. of bitstreams: 1 ariete.pdf: 2411787 bytes, checksum: 2f484f57df14fae4ce4763cb7038abd0 (MD5) Previous issue date: 2012-09-17 / This research aim is to develop model to evaluate the organizational climate Nutrition and Dietetic Service (NDS) at Getúlio Vargas University Hospital (GVUH). However, it was done a bibliographical revision to identify existing models, in order to generate support to elaborate a model proposal for the research. The research is a descriptive, quantitative and qualitative study, having as method the case study and as instrument of collection of data, a composed questionnaire of thirty-five assertions classified in seven dimensions. The public used in the research were thirty-two effective employees from the service investigated. From the analysis of the data performed with SPSS Software, we had identified that from all the thirty-five assertions, only twenty-six had normal commonalities and they were distributed in five dimensions, which amongst them they had been distinguished: Leadership, Work Environment, Communication, Professional Growth and Logistic Support. On the other hand, the research has shown for the managers the need for improvements in the illumination conditions, temperature and noise of the working environment by means of a building renovation, as well as the necessity to perform training with the employees, hoping to improve their technical and communication abilities. Finally, we have concluded that although the model is not 100% perfect, it can be used as an instrument to evaluate the quality of the services from the Nutrition and Dietetic Service (NDS).Organizational Climate; Hospital; Model; Nutrition; / Esta pesquisa tem como objetivo desenvolver um modelo para avaliar o clima organizacional no Serviço de Nutrição e Dietética (SND) do Hospital Universitário Getúlio Vargas (HUGV). Para tanto, foi realizada uma revisão bibliográfica para identificar modelos existentes, a fim de gerar suportes para elaborar a proposta de modelo da pesquisa.A pesquisa é um estudo descritivo, quantitativo e qualitativo, tendo como método o estudo de caso e como instrumento de coleta de dados, um questionário composto de trinta e cinco asserções classificadas em sete dimensões. O público alvo foi trinta e dois funcionários efetivos do serviço investigado. A partir da análise dos dados realizada por meio do Software SPSS (Statistical Package for the Social Sciences), identificamos que das trinta e cinco asserções, apenas vinte e seis tinham comunalidade normais e ficaram distribuídas em cinco dimensões, destacando-se: Liderança, Ambiente de trabalho, Comunicação, Crescimento profissional e Apoio logístico. Por outro lado, a pesquisa apontou a necessidade dos gestores de aperfeiçoarem as Condições de Iluminação, Temperatura e Ruído do local de trabalho por meio de uma reforma física, bem como a necessidade de realizar treinamentos com os funcionários, visando melhorar suas competências técnicas e suas habilidades de comunicação. Por fim, concluímos que apesar do modelo não ser 100% perfeito, poderá servir como instrumento para avaliar a qualidade dos serviços do Serviço de Nutrição e Dietética.

Made available in DSpace on 2015-04-22T22:10:38Z (GMT). No. of bitstreams: 1 Izaura Maria da Silva Jardim.pdf: 3563547 bytes, checksum: 7c67c37cf16fbbf4f1b68c4cfa76a892 (MD5) Previous issue date: 2012-09-21 / O mundo do trabalho passa por profundas transformações, tanto em termos quantitativos quanto qualitativos impulsionados, em grande parte, pela globalização da economia bem como evolução tecnológica. As organizações necessitam de profissionais flexíveis, qualificados, competentes, que se adaptam às mudanças e que possam gerar aumento de produtividade com qualidade. Características culturais e comportamentais nas organizações têm um efeito mensurável no desempenho da organização. A avaliação do indivíduo sobre seu ambiente de trabalho representa um eixo fundamental para os estudos de clima organizacional. Diante desse contexto, surgem às Instituições de Ensino Superior, com suas mais complexas peculiaridades, que devem ser consideradas na mensuração de estudos dessa natureza. Nesse sentido, este trabalho tem por objetivo principal avaliar o clima organizacional e sua influência na melhoria da qualidade e produtividade dos serviços em uma instituição publica federal de ensino superior: um estudo de caso na pró-reitoria de ensino de graduação da Universidade Federal do Amazonas. Para tanto, foram consideradas seis dimensões de clima: imagem da empresa, relacionamento interpessoal, liderança, treinamento e desenvolvimento, comunicação e o ambiente de trabalho, fundamentadas na literatura pertinente ao tema. A metodologia adotada foi uma análise descritiva, onde foi realizada uma pesquisa e campo com técnicas de questionários, de possíveis relações entre as dimensões pesquisadas e o clima organizacional da pró-reitoria. A pesquisa contemplou o método qualitativo, e quanto aos meios tratou-se de uma pesquisa bibliográfica onde foram pesquisados dados tomando-se como base trabalhos de caráter científico, publicados e catalogados, através de publicações avulsas, jornais, revistas, livros, monografias, dissertações e teses. Os dados para a pesquisa foram coletados através de um questionário e aplicado a todos os colaboradores da PROEG. Após a coleta do instrumento os dados foram formatados no software Excel, onde foram gerados os gráficos com os percentuais obtidos na pesquisa. Na análise dos indicadores obtidos, percebe-se a complexidade e a diversidade de percepção das pessoas sobre o mesmo ambiente. No entanto, mesmo com as divergências de opiniões, os resultados apresentados apontam um índice razoável de satisfação quanto às dimensões de liderança, relacionamento interpessoal e imagem institucional que contribuem sobremaneira de modo positivo nas análises desta pesquisa. E quanto às ações negativas pode-se citar treinamento e desenvolvimento, comunicação e o ambiente de trabalho que atuam no clima organizacional do objeto desta pesquisa, uma vez que pode gerar conflitos entre os pares. Considera-se que os objetivos foram alcançados quando a pesquisadora conseguiu realizar a análise do clima organizacional com os resultados obtidos com aplicação do instrumento de pesquisa