Satisfied employees are essential to an organization, as they are the primary means for meeting organizational needs. Employees who are more satisfied at work are less likely to leave their job or think about leaving their job, less likely to feel burnt out or stressed, and perform better at work. Job satisfaction is particularly important among criminal justice agencies, specifically probation agencies which largely rely on personnel for the supervision and rehabilitation of offenders. Yet the correlates of job satisfaction among juvenile probation staff are largely unknown. Theory suggests that organizational characteristics are influential predictors of job satisfaction across occupational domains. This current body of research is limited due to its predominant focus on institutional corrections, a deficiency in assessing a diverse variety of climate domains and their influence on job satisfaction, and a lack of standard factor analytic techniques. Accordingly, the goal of this study is to address these gaps within the current body of research and examine the correlates of job satisfaction among juvenile probation staff. First, the psychometrics properties of six perceived organizational climate domains (i.e., innovation and flexibility, communication, agency quality, supervisory support, job–related stress, and organizational support) and job satisfaction are evaluated. Second, salient personal and organizational characteristics which influence job satisfaction are identified. Specifically, the model evaluates both direct and indirect effects of perceived organizational climate characteristics on job satisfaction, as mediated through perceptions of job-related stress. Third, the study assesses whether job satisfaction varies across agencies. Towards this goal, the study uses baseline data from the Juvenile Justice – Translational Research on Adolescents in the Legal System (JJ-TRIALS) initiative, a National Institute on Drug Abuse (NIDA) funded research project conducted in seven states with 36 participating juvenile probation agencies. Data are especially useful in the identification of job satisfaction correlates because they provide information on personal and organizational factors for a large sample of juvenile probation staff. This study used a number of analytic techniques including bivariate analyses, factor analysis, structural equation modeling, path analysis, and multivariate analyses. Findings from the current study expand our understanding of the influence of personal and organizational factors on job satisfaction to an understudied population. Overall, juvenile probation staff reported moderate levels of job satisfaction. Furthermore, results highlight the importance of work-place factors and suggest efforts towards increasing job satisfaction and staff retention should focus on the improvement of organizational characteristics.

The main goal of this research is to discuss the impact on organization management performance based on organizational climate and management control system. This research analyzes the corporate organizational climate by organizational climate scale (Litwin & Stringer, 1968); moreover, the type of the corporate management control system is identified by face-to-face interview and the performance of management is measured by financial indicators. The result of this research shows that there is a significantly positive correlation between management control type and the subjective performance of management, and therefore the type of management control has significantly influence on the subjective performance of corporate management. As for the aspect of management control type, the management performance using procedure control and output control simultaneously would be better than that only using output control

This study is focused on how characters of management control system affect organizational climate and the how the relation between those two factors guide performance in different organizations. With four diffent case studies in Taiwan, this study found three types of reaction in management control system, organizational climate and organizational performance: mediator model, moderating model and interactive model. This study showed that the relationship among management control system, organizational climate and performance are not in a given type; there would be various possible mixes in their relationship. In mediator model, management control system is an important factor to improve performance and the awareness of organizational climate in employee directly affected the guiding effects of management control system to organizational performance. According to the previous finding, an environment makes the employee have better awareness about organizational climate will help managers to reach the performance goals with management control systems. In moderating model, organizational climate moderate the linkeage between managemeant control system and the awareness of performance in employee. It is not ony the factor to adjust effects of management control system but also change managers¡¦ designs of management control system and moderate the relationsip on management control system and performance. Organizational performance could be improved when managers design indicators and controlling mechanism with considered interactive effects in organizational climate. This study also found that industrial characters will affect operational process of management control system and awareness of organizational climate in employee. Due to professional knowledge is an important factor for employee in service industry to provide servive to their customers, attendance rate and safety of customers are two important indicators to management control system in such industry. According to this reaesch, the case in service industry put more focus on this performance item than the cases in manufacturing industry, so the study found the characters of industrial technology will also a factor to affect the design of management control system

Monitoring and evaluation of programs and outcomes is common practice in educational arenas; however, it is not so frequent within professional societies and organizations. By definition, professional organizations are groups of people working together to accomplish a set of goals and objectives that serve the profession. As an organization, the American Association for Agricultural Education (AAAE) serves educators, communicators, and leaders in agriculture through research and application of its principles. A clear understanding of the climate of an organization is important. Understanding the climate of the AAAE could potentially provide AAAE leadership with an understanding of how to improve the functionality of the organization. Organizational climate is a feeling by the members; how they perceive something should be done at that moment. The research design of this nonexperimental quantitative study was descriptive and inferential in nature. The overarching construct proposed to be measured through conducting this study was organizational climate. A four-section electronic data collection instrument, Organizational Climate Inventory (OCI), was researcher-developed. An ANOVA was used to determine if differences in the OCI scales existed based on selected professional characteristics of AAAE members. Many individuals pay dues to be members of the AAAE; the return on their investment was not identified in this study. Nearly three-quarters of the membership of the AAAE is held by academic faculty in professorate ranks. Each of the five research priority areas were represented as were each of the three geographic regions. Both the regional and national meetings are relevant and important to the membership. AAAE members‘ organizational vision was the scale in with the highest mean score; whereas, standard of performance was the scale in which the lowest mean was exhibited. Mean 6σ scores were reported for each of the OCI scales and organized by professional characteristic. Dues-paying-members and non-dues-paying-members did not perceive organizational vision of the AAAE in the same way. Perceptions also differed across all of the scales by region, academic position, and frequency of attendance at regional and national AAAE meetings.

The purpose of this study was to explore the relationships among leadership behaviors, organizational climate and leadership effectiveness of executives at vocational training institutes of state-owned enterprises. The study was designed to contribute to an understanding of the types of leadership behaviors and the inner organizational climate, which can produce higher leadership effectiveness. The population of this study was the vocational training institutes¡¦ staff of states-owned enterprises. The sample of the study was all staffs of nine vocational training institutes of states-owned enterprises. The total number of usable sets of instrument returned was 178 and a usable return rate of 66.7%. The research instrument was composed of four questionnaires: 1. The Leadership Behaviors Questionnaire for the vocational training institutes¡¦ staff of states-owned enterprises which was used to assess leadership behaviors, 2. The Organizational Climate Questionnaires for the vocational training institutes¡¦ staff of states-owned enterprises which was used to assess the inner organizational climate, 3. The Leadership Effectiveness Questionnaire for the vocational training institutes¡¦ staff of states-owned enterprises which was used to assess the leadership effectiveness of vocational training institutes¡¦ executives of states-owned enterprises. The data was analyzed by descriptive and inferential statistic methods, including: descriptive statistics, t-test and one-way ANOVA. The results were as follows: 1. The transformational behaviors were moderate high, transactional behaviors were lower and non-transactional behavior were the lowest performed by the vocational training institutes of states-owned enterprises executives. 2.The facilities were the highest and the performance-reward relations were the lowest in the organizational climate of vocational training institutes of states-owned enterprises. 3.The leadership effectiveness of vocational training institutes of states-owned enterprises executives was moderate high. Among them the target achievement was the highest, and the leadership effectiveness was the lowest. 4.There were significant differences among all aspects in terms of leadership behaviors, organizational climate and leadership effectiveness of vocational training institutes of states-owned enterprises executives on different background variables. 5.The inspirational motivation was the highest in the correlations between leadership behaviors and leadership effectiveness. The supervisory style-work was the highest in the correlations between organizational climate and leadership effectiveness.

Organization members¡¦ working attitude and reaction will regarding on organization's management way, system¡¦s policy, organization's goal and values, and member's interaction behavior. The business competition degree of retail market and the higher perception of consumer ¡¥s right, make the enterprises run the market not only on simply supply and selling way. The enterprises recognize that not only creat a comfortable shopping environment and provide diversely merchandise, but also have to enhance service provide to building up customer¡¦s loyalty. The first-line service employee will influence the satisfication of customer. The purpose of the research is to explore the relationship among organizational climate, organizational commitment, service-oriented organizational citizenship behavior and job involvement. The research focus on retail employee.The research use SEM method and the results indicate that¡G 1.Among organizational climate, organizational commitment, service-oriented organizational citizenship behavior, and job involvement have the high positive correlation. 2.It is positive and significant effect between the organizational commitment and service-oriented organizational citizenship behavior. 3.The service-oriented organizational citizenship behavior insignificantly influences on job involvement. 4. Organizational commitment have a significant mediation effect on the influences between organizational climate and job involvement . As result it is suggested that the manager should build up the circumstances of attach importance of service quality climate, encourage employee participate in discussion, therefore, to improve the service-oriented organizational citizenship behavior and job involvement.

This purpose of this study was to investigate the relationship between employees¡¦ perception on organizational climate and job involvement, and the moderating effect of employ types. This research involves all employees belonging to the I Research Laboratory, as experimental subjects for questionnaire surveys. We used the personal characteristics as the controlled variables, the organizational climate as an independent variable, the employ type as a moderate variable and the job involvement as a dependent variable. A total of 569 questionnaires were delivered and got 339 valid questionnaires. Based on the valid questionnaires, the hierarchical regression analysis and the Pearson¡¦s correlation analysis were used to analyze the data. Major empirical findings are summarized as follows: 1.There are significant differences in job involvement among difference education degree. 2.There are significant correlations between the awareness of the organizational climate and the job involvement. 3.The employ type has no significant moderating effect on the relationship between organizational climate and job involvement.

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.