Obesity is a major concern in the United States and has a multitude of negative physical and mental health consequences. Proper nutrition and exercise are important elements to initiating and maintaining a healthy lifestyle. Since most people spend a large amount of their time working, it is important that organizations create an atmosphere that is conducive to employees being able to eat healthy diets and exercise regularly. The social and environmental climate in terms of health was examined through the construct of a Workplace Nutrition and Exercise Climate (WNEC), defined here as the situational, social, and environmental factors within an organization that encourage and provide support to employees interested in eating healthy and exercising. This study sought to develop a scale for this construct and test its reliability, validity, and relationships to important health behavior and outcome variables. One-hundred and fifty-six participants were recruited to take an online survey, as well as provide contact information for 2 co-workers. Forty-three of these participants were successfully matched directly to 1 or 2 co-workers in their organization. The scale showed evidence for reliability, through high internal consistency and interrater reliability. The results showed that the scale should be considered a single construct, but that individual nutrition or exercise can be measured if the user has empirical evidence that it is necessary for their research question. The scale also improved on a previous measure of health climate in a number of ways. The construct was directly related to organizational health benefits, self-reported healthy diet, job satisfaction, and depression. Additionally, while the initial simple mediation model proposed was not supported by the data (neither proper diet nor exercising behaviors individually mediated the relationship between the new construct of workplace nutrition and exercise climate and the physical and mental health variables), some exploratory moderation models showed promising leads for future researchers. Specifically, males and females differed on their relationships between the current climate construct and the self-reported healthy diet and total exercise frequency variables. Given the wealth of previous research that shows the negative effects of obesity, if these findings continue to be supported, it may indicate that WNEC plays a crucial, primary prevention role in helping employees get and/or stay healthy. Future research should continue to look at this new construct of WNEC, design studies that allow for aggregation and investigation of the shared climate, and determine how researchers and practitioners can create a healthy WNEC in an organization.

Background: The circular economy has emerged as an alternative to linear approaches to consumption and has the potential to solve the most pressing sustainability issues society faces today. SMEs have a central role in the transition towards a circular economy, as they make up the majority of businesses in Europe. However, the adoption of circular practices has been slower than expected. Researching what is affecting the adoption of these practices could provide answers and insights into how to accelerate this transition.  Purpose: The purpose of this study is to explore the role of organizational climate as a moderator when implementing circular business practices, given its potential to lead to organizational change.  Method: This study follows an interpretive approach through a multiple exploratory case study using two companies. Qualitative semi-structured interviews and observations from the company visits were used as primary data. The empirical data is analyzed through a general coding procedure, where explanation building was used as the approach. The research adds to existing theory through an abductive approach.   Conclusion: By exploring the challenges people face in SMEs, we have found that the organizational climate of the company is a critical factor that can affect the implementation of circular practices. Therefore, we propose that by creating the right climate, organizations could potentially accelerate this transition.

Inom flera industrier står företag inför utmaningar i form av ökad konkurrens och förändringar inom marknader. Deras förmåga att förhöja kreativitet och innovation har identifierats som en viktig faktor för att uppnå konkurrenskraftighet och långsiktigt överlevnad. Ett företags innovationsklimat avgör dess förmåga att utveckla idéer till användningsbara applikationer, och påverkas av vilken industri den är verksam inom. Den högteknologiska industrin kräver en anpassning till marknader som förändras snabbt, vilket ställer krav på att företag utvecklar innovativa lösningar för att uppfylla kunders förväntningar. Följaktligen, uppmuntran av kreativitet och innovation kan anses vara en stor utmaning och nödvändighet för de flesta företagen i framtiden. Detta examensarbete redovisar en bedömning av innovationsklimatet inom ett högteknologiskt företag som är verksam inom försvarsindustrin, nämligen Saab AB. Dessutom bidrar den med forskning inom ett relativt slutet och outforskat område, vilken har en brist på djupgående undersökningar. Arbetet är begränsat till att omfatta en bedömning av organisationen inom produktområdet Gripen vid affärsenheten Electronic Warfare Systems. Inledningsvis genomfördes mätningar för att uppskatta organisationens relativa grad av kreativitet och innovation. Därefter användes den erhållna informationen till att jämföra organisationens ställning i förhållande till andra industrier. Slutligen utvärderades organisationen, varvid dess relativa styrkor och svagheter identifierades. Utöver detta fastställdes en rimlig nivå av innovation, samt åtgärder till förbättringar. Studiens resultat visar att organisationen har ett kreativt och innovativt klimat, men att det finns områden som måste förbättras för att ytterligare främja innovation. Organisationens innovationsförmåga är stark i jämförelse med andra industrier, och används framgångsrikt till att producera och implementera nya och användbara idéer. Även om organisationen inte arbetar aktivt med innovation på en kontinuerlig basis, visar studien att innovationsförmåga finns vid behov. Detta uttalande stämmer överens med de mätningar som utfördes, där organisationen har en god grund för innovation, men stundtals saknar motivationen för att uppnå denna. För att förbättra den nuvarande ställningen behöver organisationen fokusera mer på innovation och uppmuntra kreativitet inom hela organisationen. / In many industries, companies are facing challenges in terms of increased market change and competition. Their ability to increase creativity and innovation has been identified as an important factor to achieve competitive success and long-term survival. A company’s innovation climate determines its ability to incorporate ideas into useful applications, and is affected by the type industry it operates within. In particular, the high technology industry requires adaption to rapidly changing markets, in which companies have to develop innovative solutions to fulfil customers’ expectations. Thus, the encouragement of creativity and innovation could be considered a major challenge and necessity for many companies in the future. This master’s thesis provides an assessment of the innovation climate within a highly technological company that operates within the area of military defense, namely Saab. In addition, it contributes with deductive research connected to a relatively closed and unexploited area, in which there currently is an absence of in-depth investigations. The thesis is limited to include an assessment of the organization within Product Area Gripen at the Business Unit Electronic Warfare Systems. Initially, measurements were produced to estimate the organization’s relative degree of creativity and innovation. Secondly, the obtained data was used to compare the organization’s standings in relation to other industries. Lastly, the findings from the study were used to evaluate the organization, in which its relative strengths and weaknesses were identified. In addition, a suitable level of innovation was established, and measures of improvements determined. The study’s findings indicate that the organization has a creative and innovative climate, but there are areas that have to be improved in order to further stimulate innovation. In addition, the organization’s innovative capabilities are strong in comparison to other industries, and are used to successfully produce and implement novel and useful ideas. Although, the organization does not actively innovate on a continuous basis, it demonstrates that innovative capabilities exist when they are needed. This statement is consistent with the measurements that were performed, in which the organization has a foundation for innovation, but occasionally lacks the motivation to achieve it. In order to improve the current standings, the organization has to increase its orientation towards innovation, and encourage creativity throughout the entire organization.

El presente estudio tuvo por objetivo identificar la existencia de relaciones significativas entre la Teoría del Liderazgo Situacional y el Clima Organizacional, en un grupo de colaboradores pertenecientes a una empresa de electrificación, en el año 2018. Para ello, se realizó una investigación no experimental, con enfoque cuantitativo de tipo correlacional, utilizando métodos comparativos causales de corte transversal. Para recolectar la información se utilizaron dos instrumentos, uno para evaluar los estilos del Liderazgo Situacional y la efectividad de su adaptabilidad, aplicado a los jefes de mandos medios; y otro a los subordinados para determinar el nivel de influencia sobre el Clima Organizacional, con el fin de analizar y comparar relaciones entre ambas variables. El cuestionario de Liderazgo Situacional es el diseñado por Paul Hersey y Ken Blanchard, denominado LEAD (Leader Effectiveness and Adaptability Description) que consta de 12 items, y el de Clima Organizacional es el que actualmente utiliza la empresa para medir la satisfacción, con una escala de Likert de cinco niveles y una adaptación de los ítems en base a la metodología Great Place to Work. La muestra está compuesta por 162 colaboradores en total: 28 jefes de mandos medios y 134 subordinados. Los resultados demuestran una correlación causal positiva moderada de 0,588 entre ambas variables, determinando una influencia moderada y aceptando de esta manera la hipótesis alternativa planteada. Es decir, cuando el estilo del liderazgo del jefe es más adaptable a la situación, mayor es la satisfacción en los colaboradores de esta entidad. / The objective of this study was to identify the existence of significant relationships between the theory of leadership and the organizational climate, in a group of employees who are in a private multinational institution of electrification, during the year 2018. This, investigation will be carried out non-experimental with correlation-type quantitative approach, using cross-sectional causal comparative methods. Two instruments were used to collect information, one to evaluate the styles of Situational Leadership and the effectiveness of their adaptability, applied to the middle managers, and another to the subordinates to determine the level of influence on the Organizational Climate, with the objective of analyze and compare relationships between both variables. The Situational Leadership questionnaire is designed by Paul Hersey and Ken Blanchard, called LEAD (Leader Effectiveness and Adaptability Description) which consists of 12 items and the Organizational Climate questionnaire is the one currently used by the company to measure satisfaction, with a scale of five-level Likert and an adaptation of the items based on The Great Place to Work methodology. The sample is composed of 162 employees in total, 28 middle managers and 134 subordinates belonging proportionally to the six company business units. The results show a positive moderate correlation of 0.588 between both variables, which determinate a significant influence and accept in this way the alternative hypothesis proposed. So, we can say that when the leadership manager style is more adaptable to the situation, the satisfaction of the employees increases as well in the company. / Tesis

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With this dissertation I developed a new theory and measure of ethical work climate (EWC). Currently, there exists one dominant theory and measure of EWC developed by Victor and Cullen (1988, 1987). Even though researchers have identified problems with this theory, such as inconsistencies with regard to its limited theoretical scope and troubling psychometric properties, it is the most widely utilized framework for conceptualizing and testing EWC. Therefore, I propose to develop an improved theory and measure of EWC, one capable of addressing some of the principle shortcomings of earlier efforts. Building on Rest's (1986, 1979) "Four-Component" model of individual-level ethical decision-making and behavior, I specify four dimensions of EWC necessary for the emergence of ethical behavior: collective moral sensitivity, collective moral judgment, collective moral motivation, and collective moral character. I developed a multidimensional instrument capable of capturing each of these dimensions at the climate level. I anticipate that this theory and instrument will allow researchers to understand EWCs and their impact on attitudes and behaviors more effectively than previous approaches. Chapter 1 reviews the organizational climate and culture literatures, so as to gain a comprehensive understanding of the organizational climate construct in general and how it differs from organizational culture in particular. Chapter 2 includes a review and evaluation the EWC literature. This helped to identify opportunities and suggestions for a new theory and measure of EWC. Chapter 3 describes the development of the new theory of EWCs, the Psychological Process Model, with propositions for future research. Chapter 4 informs about the development of the Ethical Climate Index, the measure used to assess the new theory of EWCs. It describes 3 studies that were used to construct the Ethical Climate Index to measure the ethical work climate dimensions of collective moral sensitivity (12-items), collective moral judgment (10-items), collective moral motivation (8-items), and collective moral character (6-items). Study 1 and 2 resulted in parsimonious and reliable scales for each one of the four dimensions. Results of the 3rd study support convergent and discriminant validity for each one of the scales and suggest that the ECI is a valid and reliable predictor of ethical and unethical behavior. Implications and suggestions for the use of this measure in future research is discussed.

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This study investigated teacher beliefs and organizational climate constructs of collective efficacy, faculty trust, academic emphasis, enabling bureaucracy, and mindfulness as antecedents for implemented professional development. Researchers previously combined collective efficacy, faculty trust, and academic emphasis into academic optimism. Using Conscious Discipline as professional development and book study as delivery, in this mixed methodology study, 489 teachers in 17 suburban elementary schools completed surveys measuring organizational climate constructs, teacher beliefs about classroom management, and self-reported degree of imlementation. Morning greeting and classroom walkthrough observations collected evidence of implementation. Sixteen focus group teachers from four elementary schools explained the degree of implementation. This study found that (a) Teacher and school demographic data correlated with organizational climate constructs; (b) Teacher beliefs and faculty mindfulness explained 65.7% of variance in self-reported degree of implementation; and (c) Socioeconomic status, book club participation, and teacher beliefs explained 77.1% of variance in observation degree of implementation. / Ph. D.

Bachelor Thesis Business Administration III, Organization 15 hp, School of Economics at Linnaeus University of Kalmar, Spring 2016.   Authors: Louise Rosenqvist and Michael Dohrnér   Advisor: Hans Wessblad   Examinator: Mikael Lundgren   Title: ”Där alla tänker lika blir det inte mycket tänkt” – En kvalitativ studie om mångfald och inkludering i organisationer   Purpose: The purpose of the study is to describe how inclusive organizations perceive diversity and inclusion, both as concepts and in terms of practical action.   Method: Semi-structured interviews have been conducted with representatives from six different inclusive organizations. The study has had a qualitative focus. The study's interview questions have been based on a deductive approach.   Conclusion: Previous research showed that there was a lack of qualitative research on diversity and inclusion work in organizations. The study showed that organizations that aim to be inclusive work actively to minimize biases that could lead to exclusion. The study also confirms that factors such as culture, climate, leadership and responsibility all play an important role when organizations work to be inclusive.   This study has also shown that much of the theory surrounding inclusive organizations can be translated into a Swedish context. We believe that more inductive studies on diversity and inclusion in organizations could provide a higher level of explanation, and provide other perspectives, to the work being carried out.   Keywords: Inclusion, diversity, exclusion, integration, organizational culture, organizational climate, leadership.