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

Made available in DSpace on 2015-04-22T22:10:49Z (GMT). No. of bitstreams: 1 adriana.pdf: 1090377 bytes, checksum: bcf67d621c002e70e87a5e365bfb3f2e (MD5) Previous issue date: 2013-07-24 / In recent decades the interest in quality of work life has been a field of remarkable developments, generating new debates in areas that aim to investigate people from different professions. The organizational environment influences the performance and welfare of employees. Promoting an organizational culture facilitates productivity, and increases the possibilities of high performance, furthermore contributes to the quality of life. The objective of this research is to gain knowledge of favorable indicators for the good organizational climate in the environment of a federal education institute, for that, instruments are being developed and adapted to different cultural contexts, therefore will be developed an instrument research with 58 objective questions, to be applied in Instituto Federal de Educação, Ciência e Tecnologia do Amazonas, Campus Presidente Figueiredo. The data obtained will be statistically analyzed using SPSS software. The objective was to analyze the dimensions of organizational climate that influence the productivity and welfare of the employees, which it will obtain the views of employees (professors and administratives) with relation to ten dimensions established. The employees will evaluate which indicators positively or negatively affect the work environment, this can result in high productivity or mistakes and rework. Lastly it`s expected to indicate strategies that can improve or enhance the welfare and quality of life of the employees. / Nas últimas décadas o interesse pela qualidade de vida no trabalho tem sido um campo de notáveis desenvolvimentos, dando lugar a novos debates em campos que têm como espaço privilegiado de investigação indivíduos de diferentes profissões. O ambiente organizacional influencia a performance e o bem estar dos colaboradores. A promoção de um clima organizacional favorável facilita a produtividade, bem como aumenta as possibilidades do alto desempenho, ademais contribui para a qualidade de vida das pessoas. Esse trabalho tem como objetivo o estudo dos indicadores favoráveis ao bom clima organizacional no ambiente de uma instituição federal, para tanto, instrumentos vêm sendo criados e adaptados a contextos culturais diversos, por conseguinte foi desenvolvido um instrumento de pesquisa, com 58 questões objetivas, que foi aplicado no Instituto Federal de Educação, Ciência e Tecnologia do Amazonas, Campus Presidente Figueiredo. Os dados encontrados foram analisados estatisticamente através do software SPSS. Buscou-se analisar as dimensões do clima organizacional que influenciam a produtividade e o bem estar dos servidores da citada unidade, através de uma pesquisa quantitativa, a qual buscou obter a opinião dos servidores (técnicos administrativos e docentes) com relação às dez dimensões estabelecidas. Os servidores avaliaram quais indicadores influenciam positivamente ou negativamente o ambiente de trabalho, podendo acarretar alta produtividade ou erros e retrabalhos, por fim pôde-se indicar estratégias de melhoraria ou aperfeiçoamento para o bem estar e a qualidade de vida dos colaboradores.

As the nation’s healthcare system moves through the 21st century, unprecedented changes are occurring on both a local and global stage. Healthcare organizations are faced with creating and implementing leadership strategies to enhance the overall patient experience. When coupled with the need to ensure increased nurse job satisfaction, improved cost-effectiveness and healthy organizational cultures with fiscally sound budgets, improvement work has led efforts to ensure effective leadership techniques are used across an agency. This task may be viewed as commonplace for some organizations, while others may perceive this process as a complete paradigm shift from historical practices related to leadership style, behaviors and performance. A successful transition during this time of unprecedented change may depend on an organization’s ability to accept and implement the tenets of transformational leadership. Empirical research illustrates that transformational leadership empowers staff, increases job satisfaction and facilitates cost-effectiveness while constructing an environment conducive to the development of a supportive organizational culture. In an effort to ascertain the current state of leadership at a southeastern Veterans Affair Medical Center, this research study explored the self-reporting leadership practices of all supervisory staff employed at the facility. As a means of measurement, the Leadership Practices Inventory (LPI) was coupled by demographic questionnaire developed by the researcher. Both measurement tools were used to collect the data.

The goal of this study was to extend the concept of safety climate into the aggression research domain. In order to address this goal I developed and validated the perceived workplace civility climate scale (PWCC), which assesses the extent to which employees perceive the importance an organization places upon managing and preventing acts of incivility and verbally aggressive actions in the workplace. The factor analytic results produced three factors: (1) Intolerance, (2) Response, and (3) Policies and Procedures. All dimensions demonstrated adequate reliability and correlated significantly to hypothesized stressors and strains. Lastly, correlation results (i.e., convergence) between self- and peer reports provided support that PWCC is a form of climate within organizations. Regression analyses indicated that the PWCC dimensions of intolerance and response are important predictors of individual and organizational strains.

In today’s information age, technological advances in virtually every industry allow organizations, both big and small, to create and store more data than ever before. Though data are highly abundant, they are still often underutilized resources with regard to improving organizational performance. The popularity and intrigue around big data specifically has opened up new opportunities to study how organizations embrace evidence and use it to improve their business. Generally, the focus of big data has mainly been on specific technologies, techniques, or its use in everyday life; however, what has been critically missing from the conversation is the consideration of culture and climate to support effective data use in organizations. Currently, many organizations want to develop a data-embracing climate or create changes to make their existing climates more data-informed. The purpose of this project was to develop a scale to assess the current state of data usage in organizations, which can be used to help organizations measure how well they manage, share, and use data to make informed decisions. I defined the phenomena of a data-embracing climate based on reviewing a broad range of business, computer science, and industrial-organizational psychology literature. Using this definition, I developed a scale to measure this newly defined construct by first conducting an exploratory factor analysis, then an item retranslation task, and finally a confirmatory factor analysis. This research provides support for the reliability and validity of the Albrecht Data-Embracing Climate Scale (ADEC); however, the future of this new area of research could benefit by replicating the results of this study and gaining support for the new construct. Implications for science and practice are discussed. I sought to make a valuable contribution to the field of I-O psychology and to make a useful instrument for researchers and practitioners in multiple and diverse fields. I hope others will benefit from this scale to measure how organizations use evidence from data to make informed decisions and gain a competitive advantage beyond intuition alone. Do not cite without express permission from the author.