GUDŽINSKAITĖ, Neringa. (2009) Organizacinio klimato įtaka darbuotojų motyvacijai. Magistro baigiamasis darbas. Kaunas: Kauno humanitarinis fakultetas, Vilniaus universitetas. 75 p. Temos aktualumas. Organizacijose daug dėmesio skiriama personalo valdymui, kadangi darbuotojai yra tas potencialas, turintis didelės reikšmės organizacijos išlikimui bei gyvavimui šiuolaikinėje dinamiškoje verslo aplinkoje. Siekiant veiklos sėkmės, išryškėja palankaus, gerą darbuotojo savijautą skatinančio, motyvacijos lygį didinančio, organizacijos klimato sudarymo svarba. Darbo objektas – organizacinio klimato įtaka darbuotojų motyvacijai. Darbo uždaviniai: 1. Remiantis mokslinės literatūros analize, išnagrinėti įvairių mokslininkų pateikiamas organizacinio klimato sąvokų interpretacijas. 2. Išanalizuoti, kokie yra išskiriami organizacinio klimato aspektai. 3. Išsiaiškinti teorines sąsajas tarp organizacinio klimato ir darbuotojų motyvacijos. 4. Išnagrinėti organizacinio klimato įtakos darbuotojų motyvacijai empirinį ištyrimo lygį. 5. Sudaryti organizacinio klimato įtakos darbuotojų motyvacijai modelį. 6. Ištirti, kaip organizacinis klimatas veikia darbuotojų motyvacijos lygį pasirinktose organizacijose. Pagrindinės išvados. Nustatyti pagrindiniai organizacinio klimato aspektai, darantys įtaką darbuotojų suvokimui, yra atlygis ir įvertinimas, savarankiškumas arba komandinis darbas bei bendradarbiavimas, vadovybės kompetencija, organizacinis aiškumas (tikslų žinomumas). Organizacinis klimatas... [toliau žr. visą tekstą] / GUDŽINSKAITĖ, Neringa. (2009) The Influence of Organizational Climate on Employees’ Motivation. MBA Graduation Paper. Kaunas: Kaunas Faculty of Humanities, Vilnius University. 75 p. Theme relevance. Much attention in the organization is payed to the personnel management because the employees are the potencial to survive and prosper in dinamic business environment. Trying to pursue success at contemporary conditions it is important to create conductive, positive, motivating organizational climate. The subject of this research – the influence of organizational climate on employees’ motivation. The goals of search work: 1. To study various interpretations of organizational climate concept in accordance with scientific literature. 2. To analyse what are distinguished dimensions of organizational climate. 3. To ascertain theoretical links between organizational climate and employees‘ motivation. 4. To analyse empirical level of the influence of organizational climate on employees‘ motivation. 5. To form a model which demonstrates the influence of organizational climate on employees‘ motivation. 6. To examine how organizational climate influence the level of motivation in chosen organizations. The main conclusions. Estimated key climate dimensions which influence employees‘ perceptions and are represented in various scales are rewards and appraisal, autonomy or group work and cooperation, management competence and/or support, organizational clarity. The organizational climate... [to full text]

The aim of this paper is to analyze the expression of organisational climate at the IT company using standardised test. This master’s work is an independent part of collegial research project. The theoretical aspects of organisational climate of different Lithuanian and foreign authors are analysed and systematized in the Master’s work. There was disclosed the conception of “organisational climate” in this paper. Upon the basis of the theoretical analysis the peculiarities of organisational climate were investigated at the IT company in Šiauliai. The “organisational climate test for Lithuania work organizations” used for the pilot testing and four dimensions of this test used for retest. There was checked the validity of short test (organistional values and culture) during the retest. The analysis of empiric data indicates the crisis of organizational climate of IT company therefore it needs the managerial intervention.

The purpose of this master’s final paper – is to analyze the expression of organisational climate at the science institution using standardised test made by prof. G.Merkys united group climate crisis test. Organisational climate test consist of 156 questions. Test was done anonymous. We questioned 80 person from 10 different subdivisions. Using typical SPSS program was made data. Special psychometrical coefficients show that the testing information is reliable. It was stated big indication spill. It shows that in some subdivisions organisational climate and communication are very effective, in others only medium and there are some possibilities to improve it.

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.

There was raised the hypothrsis in the masters work that the command work and the organized climate are well-disposed and a special manageable intervention are not required at the investigatory Enterpryse. The aim of the research is to investigate the command work and the organized climate matter at the chosen Entherprise using two standard tests: the Standard test „Team Puls“ created by Germans and the test of the organization climatecrisis which is being created by prophesors G. Merkys scientific group.

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.

This post-graduate work is an independent part of a team research work. The aim of the project is to set the connection between team work and organizational climate in the management characteristics of human resources of the organization using adapted work test "Team Puls" established and used by Germans in the cultural terms of Lithuania as well as newly created test based on organizational climate crisis. The research proved theoretical presumption that well developed and functional team work corresponds to the favourable organizational climate and vice versa the organizational climate crisis is responsible for the not effective team work. Preceding was confirmed by the systematic and reliable statistical connection between team work and organizational climate estimated in accordance with the method of factorial analysis. High psychometrical quality of the tests on the team work and organizational climate was proved using various methods such as factorial validity, inner consistence and retest.

The aim of this master’s final paper is to research the peculiarities of organizational climate expression in the enterprise of the energetics sector – Šiauliai branch of the joint-stock company “Lietuvos dujos” using the organizational climate crisis test created by a scientific group of Prof. G. Merkys and the elements of qualitative research. Scientific sources about organizational culture, human resources and organizational climate have been analyzed in this paper. The diagnostic research has disclosed significant differences in expression of organizational climate in separate departments of the branch. There is the necessity of management intervention in some of them. The diagnostic research has been extended using a half-structured qualitative interview in order to corroborate the results of the test and to find out the reasons for differences of organizational climate expression in separate departments of the branch. The results have shown that the main factor, which decides organizational climate in the researched branch, is leaders’ behaviour and a leadership style.

The aim of the paper is to analyse the expression of organizational climate in institution of higher education (university), i.e. in a chosen division (faculty) and its work teams (3 departments and the dean’s office) while using a full standardized test of climate crisis created and adapted by G. Merkys et al. (2005), retest the expression of humanistic approach towards human resource management. This Master’s paper is an independent part of a collegial diagnostic research project reflecting and systematizing the theoretical peculiarities of organizational climate concepts of different Lithuanian and foreign authors, emphasizing organizational climate and organizational culture differences in human resource management and organizational psychology; applying the specific methodological aspects of the concrete institution and its work teams; reasoning the data processed by typical SPSS program. The scientific research hypothesis that the organizational climate in institution of higher education (university) is uneven, uncongenial, therefore, demanding some specific managerial intervention has been proved partly. On May 4th, 2006 the author took part in the 6th conference for Junior Researchers “Urgent Issues of Economics and Management” organized by Šiauliai University, Faculty of Social Sciences, and read the article: “Organizational Climate Concept Treatment in Management and Organizational Psychology”.

Šis magistro darbas – tai savarankiška kolegialaus tyrimo dalis. Juo siekiama nustatyti organizacinio klimato bei tarpgeneracinės įtampos raišką bei sąsajas pasirinktoje lengvosios pramonės įmonėje. Organizacinio klimato ir tarpgeneracinės įtampos raiškos ypatumai buvo tiriami pagal „Organizacinio klimato“ bei „Tarpgeneracinės įtampos“ testą. Tyrime dalyvavo 61 respondentas, 8 komandos. Duomenys apdoroti SPSS programa. Rezultatai atskleidė, kad AB „Linų audiniai“ vyrauja nepalankus organizacinis klimatas bei kai kuriose komandose reiškiasi tarpgeneracinė įtampa. Taip pat nustatytos statistiškai reikšmingos sąsajos tarp organizacinio klimato ir tarpgeneracinės įtampos. / This master thesis is an independent part of a collegial research. Its purpose is to determine the expression and links of organizational climate and intergenerational tension in a chosen light industry company. The peculiarities of organizational climate and intergenerational tension were studied using “Organizational Climate” and “Intergenerational Tension” tests. 61 respondent and 8 teams participated in the research. The data was processed using SPSS program. The results show that unfavourable organizational climate dominates in AB “Linų audiniai“, and intergenerational tension is present in some teams. Additionally, statistically significant links between organizational climate and intergenerational tension were determined.