Members of the healthcare industry have not fully understood organizational climate factors that enhance organizational citizenship behaviors (OCBs). This lack of understanding can result in negative patient outcomes. The purpose of this cross-sectional quantitative study was to examine the relationships between organizational climate factors and OCBs of employees at hospitals via person-organization fit theory. More, specifically, the purpose of this research was to explore (a) the relationships between organizational climate variables (i.e., welfare, autonomy, involvement, effort, training, integration, and supervisory support) and OCBs (n = 218), (b) differences in OCB scores between hospital leaders (n = 72) and followers (n = 146), and (c) differences in OCB scores between clinical (n = 167) and nonclinical (n = 51) hospital employees. The data were collected from alumni of healthcare degree programs via an anonymous online questionnaire. Results indicated that effort and integration were statistically significant predictors of OCBs. Independent t-test results indicated no significant differences in OCB scores between leaders and followers and between clinical and nonclinical employees. To increase OCBs, a cultural shift is required that includes rewarding actions that align with organizational goals and engaging in interdepartmental collaboration. Implications include increased organizational sustainability; more efficient use of healthcare resources; positive, data-driven decision making regarding healthcare policy; and an increase in aggregate displays of OCBs. Emphasizing effort and integration can promote positive social change that results in enhanced patient care, alignment between employee actions and organizational goals, and improved overall societal health.

Se relaciona inteligencia emocional y clima organizacional en 208 vendedores de una empresa de alimentos de Lima – Perú. Se usaron, Escala de Inteligencia Emocional de Wong-Law, adaptada por Merino-Soto, Lunahuaná-Rosales y Kumar (2016) y el Cuestionario de Clima Organizacional de Litwin y Stringer adaptada por Seminario (2017), instrumentos con adecuadas propiedades psicométricas. Los resultados evidenciaron que existe correlación positiva entre inteligencia emocional y clima organizacional (.384), se reportan correlaciones significativas y positivas en las cuatro dimensiones de Inteligencia Emocional con Clima Organizacional ya que los coeficientes son válidos (P valor es -0.05). Al comparar las dimensiones de Inteligencia Emocional por antigüedad en el cargo, la categoría de 10 a 15 años trabajando presenta mayores puntajes; en Clima Organizacional el mayor puntaje corresponde a los de 10 a 15 años trabajando. La media de inteligencia emocional presenta puntajes altos en las 4 dimensiones y en clima organizacional presenta puntajes medianamente altos. / Se relaciona inteligencia emocional y clima organizacional en 208 vendedores de una empresa de alimentos de Lima – Perú. Se usaron, Escala de Inteligencia Emocional de Wong-Law, adaptada por Merino-Soto, Lunahuaná-Rosales y Kumar (2016) y el Cuestionario de Clima Organizacional de Litwin y Stringer adaptada por Seminario (2017), instrumentos con adecuadas propiedades psicométricas. Los resultados evidenciaron que existe correlación positiva entre inteligencia emocional y clima organizacional (.384), se reportan correlaciones significativas y positivas en las cuatro dimensiones de Inteligencia Emocional con Clima Organizacional ya que los coeficientes son válidos (P valor es -0.05). Al comparar las dimensiones de Inteligencia Emocional por antigüedad en el cargo, la categoría de 10 a 15 años trabajando presenta mayores puntajes; en Clima Organizacional el mayor puntaje corresponde a los de 10 a 15 años trabajando. La media de inteligencia emocional presenta puntajes altos en las 4 dimensiones y en clima organizacional presenta puntajes medianamente altos. / Tesis

Indiana University-Purdue University Indianapolis (IUPUI) / Nursing education is faced with addressing the challenge of educational reform as a result of the rapid changes in the complexity of health care delivery systems, increased technology and biomedical knowledge, a shortage in nursing faculty, and increased enrollment in schools of nursing. Although national nursing organizations have called for reform and innovation in nursing education little is known about the factors that are related to educators’ adoption of such changes. The purpose of this descriptive, exploratory, correlational, survey study was to explore the adoption of socioculturally-based teaching strategies (SCBTS) by examining the following variables in relation to their adoption using Everett Rogers’ diffusion of innovations model: (a) clinical nurse educators’ perceived characteristics of SCBTS, (b) clinical nurse educators’ perceived organizational support for innovation, and (c) selected demographic characteristics. Minimal research has been conducted regarding the factors related to clinical nurse educators’ adoption of SCBTS, which may better prepare nurse graduates for today’s health care system. Findings from this study suggest that adoption is not straightforward, but the perceived characteristics of teaching strategies play an important role in the clinical nurse educator’s decision to adopt or not adopt SCBTS. Rogers’ model was partially supported based on the findings that clinical nurse educators were more likely to adopt a teaching strategy if it was perceived to be advantageous, compatible, and not too complex. On the other hand, clinical nurse educators were more likely not to adopt teaching strategies that they must “try out” or that must be observable by others, which was not supportive of Rogers’ model. Adopters of SCBTS were more experienced clinical educators who felt supported by their academic organizations in terms of innovation; however organizational support for innovations was not associated with adoption of the teaching strategies. Holding a certificate in a nursing specialty, the type of program in which the educator taught, and the age of the educator were not associated with the adoption of SCBTS. Future research using Rogers’ model or other appropriate models is called for to further explore the adoption of SCBTS by clinical nurse educators.

Master thesis is performed on 120 pages (format А4, the font type Times New Roman, font size 14, interlining 1.5). Number of tables – 15 (excluding attachments). Number of figures – 66 (excluding attachments). Master Thesis consists in Introduction, Three Chapters, Conclusion, Bibliography, Appendixes. In the theoretical part are presented the basic concepts, the evolution of the concept, characteristics, factors, nature and relations with other variables. In the practical part are analyzed the general characteristics of company research and personnel, the analysis of organizational climate, individual work performance, also the knowledge of the members about the topic of performance. Based on the results obtained it has made recommendations to get better organizational climate and personal performance, what will impact on the goals, the efficiency and obviously in the increase of profit to the company. In conclusion it can be observed that the results accept the hypothesis proposed, when the organizational climate is good, the performance is good and efficient. / Магистерская диссертация выполнена на 120 страницах (формат А4, шрифт Times New Roman, размер шрифта 14, флизелин 1.5). Количество таблиц – 15 (без вложений). Количество рисунков – 66 (без вложений). Магистерская диссертация состоит из введения, трех глав, заключения, списка литературы, приложений. В теоретической части представлены основные понятия, эволюция понятия, характеристики, факторы, природа и отношения с другими переменными. В практической части анализируются общие характеристики исследуемой компании и персонала, анализ организационного климата, индивидуальных показателей работы, а также знания участников о теме исследования. На основе полученных результатов были даны рекомендации по улучшению организационного климата и личной эффективности, что повлияет на достижение целей, эффективность и, очевидно, на увеличение прибыли компании. В заключение можно заметить, что результаты принимают предложенную гипотезу, когда организационный климат хороший, производительность хорошая и эффективная.

Le climat organisationnel (ci-après, CO) a des effets notables sur les attitudes et comportements au travail. Or, son opérationnalisation demeure un enjeu non résolu au sein de la communauté scientifique. Les cadres théoriques limités, voire absents, pour orienter l’opérationnalisation du CO ainsi que l’utilisation de nombreux instruments de mesure ne reposant pas sur un processus de validation complet exacerbe cet état de fait. Pour combler ces manques, des chercheurs ont suggéré de considérer les valeurs organisationnelles comme bases conceptuelles du CO. De ce fait, certains chercheurs ont orienté leur attention sur le Competing Values Framework (ci-après, CVF; Quinn et Rohrbaugh, 1983), un cadre théorique issu de la littérature sur la culture organisationnelle. Toutefois, à notre connaissance, aucune étude ne démontre pleinement l’adéquation conceptuelle entre les dimensions du CO et les quadrants du CVF pour en justifier l’application. De plus, une analyse critique des instruments du CO, dont ceux basés sur le CVF, démontre plusieurs lacunes importantes de ces derniers, notamment quant à leur processus de création et de validation. Cette thèse vise à traiter de ce manque conceptuel et psychométrique en offrant une conceptualisation et une opérationnalisation du CO arrimées et cohérentes avec le CVF, en suivant les meilleures pratiques de validation. Le premier article de la thèse consiste en une étude conceptuelle qualitative, qui cherche à concrétiser un alignement conceptuel entre les dimensions du CO et les quatre quadrants du CVF. Pour ce faire, une revue de la documentation portant sur les dimensions du CO utilisées à travers la documentation scientifique fut réalisée. Une première analyse qualitative de contenu a permis de regrouper 403 dimensions du CO en 24 regroupements conceptuels différents. Une seconde étape d’analyse de contenu a permis d’évaluer l’adéquation entre ces regroupements et chacun des quatre quadrants du CVF. Cette première démarche a permis de démontrer que le CVF est un modèle théorique approprié pour opérationnaliser le CO. Le deuxième article de la thèse consiste en l’élaboration et la validation d’un nouvel instrument du CO basé sur le CVF, le Questionnaire multifacettes du climat organisationnel (QMCO), et ce, à partir des 24 regroupements formés lors du premier article. Deux études quantitatives constituent cet article. Suivant un processus rigoureux de création d’items, l’étude 1 (n = 151 travailleurs canadiens francophones) a permis de dégager une structure factorielle préliminaire pour la version expérimentale du QMCO par le biais d’analyses factorielles exploratoires, tout en offrant des preuves pour soutenir la validité convergente, divergente et critériée. Par la suite, l’étude 2 (n = 304 travailleurs canadiens francophones) a permis de confirmer l’adéquation de cette structure aux données, par le biais d’analyses factorielles confirmatoires. Cette étude a aussi permis d’étayer la validité convergente, divergente et critériée du QMCO. Les résultats des deux études suggèrent une structure à sept facteurs : 1) Les récompenses basées sur la contribution individuelle, 2) La performance et la profitabilité organisationnelle, 3) La formalisation des règlements et des attentes des employés, 4) La gestion de la rétroaction, 5) Le changement, l’innovation et la prise de risque, 6) L’orientation envers les employés, et 7) La latitude décisionnelle. Cette thèse contribue à répondre à plusieurs critiques et limites des études antérieures portant sur le CO en proposant à la communauté scientifique un cadre théorique applicable au CO et un questionnaire aux propriétés psychométriques clairement explicitées qui démontre un potentiel, avec des raffinements nécessaires. / Research has stated that organizational climate (OC) has notable effects on organizational attitudes and behaviours. However, the scientific community still struggles with its operationalization. The limited use or absence of theoretical frameworks to guide the operationalization of OC, as well as the use of many OC instruments that lack formal validation processes to support their use exacerbate this struggle. To fill these gaps, researchers have brought their attention to organizational values as a conceptual foundation for understanding OC, thus bringing their attention to the use of the Competing Values Framework (CVF), a theoretical framework which stems from organizational culture. Still, to our knowledge, studies have yet to fully demonstrate the conceptual fit between OC dimensions and the CVF’s quadrants to justify the use of this framework. Furthermore, a critical analysis of OC instruments based on the CVF reveals important limitations, namely in regards to the creation and validation processes employed. This thesis aims to address these conceptual and psychometric gaps by offering a conceptualization and operationalization of OC that are coherent with the CVF, by following best practices in scale validation. The first article of this thesis consists of a conceptual qualitative study which aims to provide a conceptual alignment between OC dimensions and the four CVF quadrants. To do so, we carried out a literature review of OC dimensions used across the OC body of literature. A first qualitative content analysis grouped 403 OC dimensions into 24 different clusters. A second step of qualitative content analysis allowed us to evaluate the fit between these clusters and each of the four CVF quadrants. This article demonstrates that the CVF is an appropriate theoretical model to operationalize OC. The second thesis article consists of the creation and validation of a new CVF-based OC instrument, the Multifaceted Organizational Climate Questionnaire (MOCQ), based on the 24 clusters from the first thesis article. Two quantitative studies constitute this article. By following a rigorous item creation process, Study 1 (n = 151 French-speaking Canadian workers) revealed a preliminary factor structure for the experimental version of the MOCQ with the use of exploratory factor analyses, all while offering proof of convergent, divergent and criterion validity. Next, Study 2 (n = 304 French-speaking Canadian workers) confirmed the established structure of Study 1 with the use of confirmatory factor analyses. Furthermore, the convergent, divergent and criterion validity of the MOCQ was established. Results of both these studies suggest the following seven-factor structure: 1) Rewards Based on Individual Contribution, 2) Organizational Performance and Profitability, 3) Formalization of Rules and Expectations of Employees, 4) Feedback Management, 5) Change, Innovation, and Risk-Taking, 6) Employee Orientation and 7) Decision-Making Latitude. This thesis contributes to addressing several criticisms and limitations highlighted in past OC studies by proposing to the scientific community a theoretical framework applicable to OC, as well as a questionnaire with psychometric properties that are clearly stated and that demonstrates clear potential, notwithstanding the necessary refinements.

No description available.

Made available in DSpace on 2016-04-25T16:44:44Z (GMT). No. of bitstreams: 1 Marilda Schiller de Moraes.pdf: 2077674 bytes, checksum: 85683f79e158bd4fe193bcf41b45adf2 (MD5) Previous issue date: 2015-09-17 / This study s main goal is to identify how the use of Ontological Coaching, based on the Ontology of Language, can facilitate communication and assist in building healthy and productive environments within companies. In the universe of organizations the communication issue has great importance, because it is through the instructions and exchange of informations that are developed all the actions needed for the effectuation of processes, and respective development of products. So, we inhabit a linguistic world, in which the word, in special the spoken word, becomes the instrument by excellence of the executive s action, the essencial way to get in touch with others and to obtain results. Nonetheless, the administrative language, featured by short, direct, and many times urgent commands, tends to complicate the communication inside the companies. Assuming that a reflexive posture allows comprehension to deep personal transformations and that the realization of sensitization workshops may facilitate the processes of communication, motivation and leadership, transforming people into enabling vectors for the generation of a productive and wholesome environment in the organization, it was done a research with 141 professionals of the Hospital das Clínicas of Campo Limpo Paulista (HCCLP). Taking into account the main goal of the study, meetings of Ontogical Coaching took place, with 7 professionals responsible for the management of the referred institution, along with sensitization workshops, about Human Dynamics and Conversational Skills, for the 141 professionals allocated in the sectors of Reception and Nursing of the HCCLP. To enable the comparison of observable behaviours, there were developed two researches with quantitave approaches and two researches with qualitative approaches, based on Survey interviews, before and after the interventions, which made possible the mapping of the effectiveness of the use of sensitization methodology and the contribution of Ontological Coaching to Hospital Management. The results of the quantitative research indicated a growth of 0,4% in the perception of Communication between the sections of the institution, reflecting on a growth of 3,0% on the perception of employee s Motivation, despite the reduction of -0,7% in the perception of the teams on Leadership. Isolating of these percentuals the evaluation done by the employees from the management area, which went throught the Coaching, a significant improvement on Motivation, Communication and Leadership dimensions could be perceived, with positive evaluation percentuals of 17,5%, 17,1% and 14,5%, respectively, in the period comprehended between the two researches. In that same way, by evaluating the statements resultant of the qualitative research interviews, a lot of testimonials were observed claiming that the Coaching meetings and the workshops brought important contributions to the professionals holders of the management positions, along with the improvement in the communication between the teams allocated in the Reception and Nursing sectors. That being, the conclusion is that the exercise of the Ontological Coaching has a lot to contribute with Hospital Management / O presente estudo tem como objetivo principal identificar o quanto a utilização do Coaching Ontológico, fundamentado na Ontologia da Linguagem, pode facilitar a comunicação e auxiliar na construção de ambientes saudáveis e produtivos dentro das empresas. No universo das organizações a questão da comunicação tem grande importância, pois é por meio das instruções e das informações trocadas que se desenvolvem todas as ações necessárias para a efetivação dos processos e respectivo desenvolvimento dos produtos da empresa, ou seja, habitamos um mundo linguístico, no qual a palavra e, em especial a fala, torna-se o instrumento por excelência da ação do executivo, o meio essencial para entrar em contato com os outros e para obter resultados. No entanto, a linguagem administrativa, caracterizada por comandos curtos, diretos e muitas vezes urgentes, acaba por dificultar a comunicação dentro das empresas. Partindo da premissa de que uma postura reflexiva permite compreensão para profundas transformações pessoais, e que a realização de oficinas de sensibilização pode facilitar os processos de comunicação, motivação e liderança, transformando-os em vetores facilitadores para a geração de um ambiente produtivo e de bem-estar na organização, foi realizada uma pesquisa-ação, com 141 profissionais do Hospital de Clínicas de Campo Limpo Paulista (HCCLP). Levando em consideração o objetivo do presente estudo, foram realizadas reuniões de Coaching Ontológico, com 7 profissionais responsáveis pela gestão da referida instituição, e realizadas oficinas de sensibilização, sobre Dinâmicas Humanas e sobre Competências Conversacionais, para os 141 profissionais alocados nos setores de Recepção e de Enfermagem do HCCLP. Para tornar possível a comparação de comportamentos observáveis, foram realizadas duas pesquisas com abordagens quantitativas e duas pesquisas com abordagens qualitativas, com entrevistas do tipo Survey, antes e depois das intervenções, que permitiram mapear a efetividade do uso das metodologias de sensibilização e da contribuição do Coaching Ontológico na Gestão Hospitalar. Os resultados da pesquisa quantitativa mostraram crescimento de 0,4% na percepção sobre a Comunicação entre os setores da instituição, refletindo em um crescimento de 3,0% na percepção sobre a Motivação dos funcionários, apesar da redução em -0,7% na percepção das equipes sobre a Liderança. Isolando desses percentuais a avaliação efetuada pelos funcionários da área de Gestão, que passaram pelo processo de Coaching, percebe-se significativa melhora de percepção sobre as dimensões de Motivação, Comunicação e Liderança, com percentuais de avaliação positivos em 17,5%, 17,1% e 14,5%, respectivamente, no período compreendido entre as duas pesquisas. Da mesma forma, ao avaliar as declarações resultantes das entrevistas da pesquisa qualitativa, pode-se identificar vários depoimentos que afirmam que as reuniões de Coaching e as oficinas de sensibilização trouxeram importantes contribuições para os profissionais detentores de cargos de Gestão, além de melhora na comunicação entre as equipes alocadas nos setores da Recepção e da Enfermagem. Assim sendo, conclui-se que a prática do Coaching Ontológico tem muito a contribuir com a Gestão Hospitalar

Made available in DSpace on 2015-04-22T22:11:11Z (GMT). No. of bitstreams: 1 Dissertacao-Renato de Oliveira Guerreiro.pdf: 3063091 bytes, checksum: c05ac9ee5becff678a7dd0cce752745f (MD5) Previous issue date: 2003-02-25 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / Due to the changing environment being noticed nowadays, a new reality seems to be coming up. Inside the organizations, this new world is noticed by the attempts to build flexible working environments, towards the respect to people, changing the thinking of men while just part of manufacturing machinery, without however to decrease the performance and competitiveness very important in the current days assuring a improvement to the organization . Many organizations, therefore, are looking for satisfying human needs while implementing operational changes, which are usually focused on process reengineering and team work activities. Considering that management practices are critical factors for leading in this environment, this dissertation s goal is to identify some of those practices, required for the construction of a management behavior based on the link between process management and Organizational Learning. The database research method, adopted in this work, consisted of a theoretical study and a case study. In this case, the managers practices have been observed during the Process Management methodology implementation, taking into account their own feelings, as well the feelings of their employees, together with the researcher observations. The conclusions have highlighted the following issues: the need for developing management practices, which are able to provide process management understanding; gain people commitment; provide required conditions for team work; encourage systemic vision of reality and create a continuous information flow through all levels of the organization. Then, management practices are presented while implementing process management, based on the learning organizational disciplines: group work development; endomarketing planning; commitment behavior; generating creative tension and microworlds; respecting the corparative values and organizational culture; building a shared vision. / O momento de transição vivenciado hoje dá indícios de que uma nova realidade está tomando forma. No âmbito das organizações, essa nova realidade é refletida na crescente preocupação com a construção de espaços de produção mais flexíveis e direcionados à valorização do ser humano em sua totalidade, modificando a idéia deste enquanto mera engrenagem do maquinário de produção, sem, no entanto diminuir o desempenho e competitividade fundamentais nos dias atuais assegurando um futuro próspero para a organização. Neste sentido, muitas organizações estão buscando abordagens que incorporem as necessidades humanas às mudanças operacionais, normalmente centradas na reestruturação dos processos e no fortalecimento do trabalho em equipe. Considerando-se que as ações dos gerentes são fundamentais para guiar esse momento de transição, este trabalho foi desenvolvido com o objetivo de identificar algumas dessas ações, necessárias à construção de uma abordagem gerencial baseada na visão de complementaridade entre o aperfeiçoamento de processos e a aprendizagem organizacional. Em função desse objetivo, adotou-se a pesquisa de arquivo, que se constituiu da revisão bibliográfica dos temas em questão e de uma aproximação da realidade através de um estudo de caso prático, real e efetivo. Neste caso, as práticas administrativas tem sido observadas durante a implementação da metodologia de gerenciamento do processo onde se levou em conta seus próprios sentimentos, como também os sentimentos dos colaboradores, em conjunto com as observações de pesquisa. As conclusões demonstraram: a importância de se desenvolver ações gerenciais capazes de propiciar a clareza dos objetivos do aperfeiçoamento de processos; buscar o comprometimento das pessoas com os mesmos; proporcionar as condições necessárias à realização do trabalho através de equipes; estimular a formação de uma visão sistêmica da realidade; criar um fluxo contínuo de comunicação em todos os níveis organizacionais. Desta forma, foram traçadas algumas propostas de ações a serem adotadas pelos gerentes quando da implementação do aperfeiçoamento de processos, tendo como base as disciplinas da aprendizagem organizacional: desenvolvimento de dinâmicas de grupo; planejamento da comunicação; adoção de uma postura de comprometimento; respeito aos valores corporativos e a cultura organizacional; estímulo à prática do diálogo; construção de uma visão compartilhada.

[pt] As conferências por computador incorporam-se cada vez mais ao dia-a-dia acadêmico, através de programas de ensino a distância e de sua utilização como ferramenta auxiliar no processo de ensino e aprendizagem. Contudo, os estudos têm privilegiado as modalidades sincrônicas de comunicação. As poucas incursões pela assincronia detêm-se nas listas de discussão ou limitam-se a definições no que tange ao fórum. Preenchendo esta lacuna, o presente estudo trata de um fórum de discussão privado ocorrido simultaneamente às aulas presenciais de uma turma de engenharia elétrica da PUC-Rio. O objetivo é descrever e analisar qualitativa e quantitativamente o papel do fórum enquanto experiência discursiva, investigando como se dá a interação e a construção do conhecimento; a possível caracterização do fórum como gênero ou suporte; e o efeito da intervenção do professor no processo. Inspirada pelo sociointeracionismo, a análise focou a freqüência de participação e sua direcionalidade, o fluxo de tópico, a presença social e cognitiva via índices lingüísticos que indicassem afeto, atitude, metacognição, complexidade lexical e sintática. Os resultados sugerem que o fórum deveria ser investigado dentro de um arcabouço de estudos de gênero. Sugerem também que o fórum é um gênero e funciona como uma comunidade de prática, favorecendo a reflexão crítica através de práticas discursivas dialógicas, a aprendizagem de elos coesivos na produção textual, o processo de letramento e de desenvolvimento da inteligência coletiva. Aparentemente, o fórum de discussão contribui para a construção da identidade social e profissional dos participantes. / [en] Computer conferencing has been increasingly incorporated to academic routines, either in distance learning or in the regular classroom, as a support. Nevertheless, the literature has focused on synchronous CMC; its few incursions into asynchrony refer to discussion lists or limit themselves to defining the forum. To fill up such a gap, this study focuses on a private forum held simultaneously with classroom learning by undergrads in Electrical Engineering, at PUC-Rio. Its objective is to describe and analyze, quantitative and qualitatively, the role of the forum as a discursive experience, investigating how interaction and knowledge construction take place; the possibility of characterizing the forum as a genre; and the effect of teacher`s intervention in the process. Inspired by sociointeractionism, it analyzed participation and interactional direction, the topic framework, social and cognitive aspects signaled by linguistic devices that represent affect, attitude, metacognition, lexical and syntactic complexity. Results suggest that future studies need to address the forum within the paradigm of genre study. It also suggests that the forum is a genre and functions as a community of inquiry, leading to critical thinking by means of dialogical discursive and literacy practices, learning of coesive ties in writing, and the development of collective intelligence. Apparently, it contributes to the construction of the social and professional identities of the participants.

本研究旨在探究國民中學教師覺知校長服務領導、學校組織氣氛與教師組織公民行為之關係，並根據研究結果提出建議，以做為教育行政主管機關、國民中學校長、國民中學教師，以及後續研究者之參考。 本研究以桃園縣(市)、新竹縣、苗栗縣(市)公立國民中學教師為研究對象，採問卷調查法，以「國民中學組織行為調查問卷」進行抽樣調查，抽取55所國民中學、520名國民中學教師做為研究樣本，回收統計問卷數共453份(剔除無效問卷25份後)，回收率為87%。以描述性統計、t考驗、單因子變異數分析、積差相關分析、多元逐步回歸等統計方法加以分析獲得以下結論： 一、整體校長服務領導屬中上程度，以「建立專業社群」層面知覺程度最高，「概念化」層面最低。 二、不同「職務」背景變項之教師對於整體校長服務領導的知覺具有顯著差異；不同「性別」、「年齡」、「服務年資」、「學校規模」背景變項之教師對於整體校長服務領導的知覺沒有顯著差異。 三、整體學校組織氣氛屬中上程度，以「教師疏離行為」層面知覺程度最高，「校長指示行為」層面最低。(疏離、指示層面，得分已反向處理，得分高，表疏離、指示情況低) 四、桃竹苗區教師知覺的學校組織氣氛類型「開放型」與「封閉型」佔的比率最高，皆為34﹪；「疏離型」次之，佔18﹪；「投入型」最少，佔14﹪。 五、不同「性別」、「職務」、「年齡」、「服務年資」、「學校規模」背景變項之教師對於整體學校組織氣氛的知覺均無顯著差異。 六、整體教師組織公民行為屬中上程度，以「尊重體制」層面知覺程度最高，「自我要求」層面最低。 七、不同「職務」、「年齡」、「服務年資」、「學校規模」背景變項之教師對於整體教師組織公民行為的知覺具有顯著差異；不同「性別」背景變項之教師對於整體教師組織公民行為的知覺沒有顯著差異。 八、「校長服務領導」與「學校組織氣氛」之間具有正相關；「校長服務領導」與「教師組織公民行為」之間具有正相關；「學校組織氣氛」與「教師組織公民行為」之間具有正相關 九、「校長服務領導」與「學校組織氣氛」對「教師組織公民行為」具有聯合預測力，以「教師承諾行為」、「覺察」、「教師同儕行為」等三個層面對整體教師組織公民行為具有預測力。總解釋變異量為35.2%。 / The main objective of this study is to investigate the relationship among principals’ servant ‘leadership, school organizational climate, and teachers’ organizational citizenship behavior which teachers perceive, and to propose suggestions based on the results, for the reference of educational administration authorities, junior high school principals, , junior high school teachers and relevant future studies. In this study, faculty of junior high schools in Taoyuan county, Hsinchu county and Miaoli county is picked as subjects and questionnaire survey is adopted. The researcher formulates “junior high school organizational behavior questionnaire,” and randomly selects 55 junior high schools, 520 teachers as samples. In a rate of 87%, 453 replies are returned and then analyzed in methods of descriptive statistics, t-test, one-way ANOVA, product-moment correlation analysis and stepwise multiple regression. The following conclusions are obtained: 1. The present situation of principals’ servant leadership is above the average. Among all the aspects, “professional community” ranks to the top, while “conceptualization” ranks otherwise. 2. Teachers bearing different duties perceive principals’ servant leadership significantly differently; while teachers of other variables such as gender, age, service seniority and school size show no significant difference. 3. The present situation of school organizational climate is above the average. Among all the aspects, “teachers’ disengagement” ranks to the top, while “principal command” ranks otherwise. 4. School climate type which Teacher perception of the highest rate are Open climate and close climate, they account for 34% each, the second is disengagement climate , accounted for 18, involvement climate is the least, accounted for 14%. 5. Teachers of different demographic variables such as gender, duties ,age, service seniority and school size perceive school organizational climate show no significant difference. 6. The present situation of teachers’ organizational citizenship behavior is above the average. Among all the aspects, “respecting school system” ranks to the top, while “self-request” ranks otherwise. 7. Teachers bearing different duties, age, service seniority and school size perceive teachers’ organizational citizenship behavior significantly differently; while teachers bearing different gender, show no significant difference. 8. Principals’ servant leadership is positively related to school organizational climate; Principals’ servant leadership is positively related to teachers’ organizational citizenship behavior ; school organizational climate is positively related to teachers’ organizational citizenship behavior 9. When combining principals’ servant leadership and school organizational climate, teachers’ organizational citizenship behavior is predictable for three aspects, including “teachers’commitment,” “Awareness,”and “teachers’ disengagement”, accounting for 35.2% of total variance.