Introdução: A síndrome de burnout, caracterizada por níveis elevados de exaustão emocional e despersonalização e reduzida realização profissional, tem sido grande causa de adoecimento psíquico nos trabalhadores de enfermagem, com sério impacto na qualidade dos serviços e segurança do paciente. Objetivos: Analisar a correlação entre clima organizacional, satisfação no trabalho e burnout nos trabalhadores de enfermagem do litoral norte de São Paulo e propor estratégias para promoção de clima organizacional favorável e da satisfação no trabalho. Método: Estudo transversal, correlacional, com abordagem quantitativa, realizado em 2015/2016, com trabalhadores de enfermagem de estabelecimentos de saúde públicos/filantrópicos do Litoral Norte de São Paulo. Seguiram-se todos os princípios éticos da legislação vigente. Para coleta de dados, foram utilizados o Questionário de Caracterização Sociodemográfica e Profissional, a Escala de Clima Organizacional para Organizações de Saúde, o Questionário de Satisfação no Trabalho - S20/23 e o Maslach Burnout Inventory. Foi realizada análise descritiva e analítica dos dados, por meio de frequências relativas, absoluta, média, desvio padrão, mínimo e máximo, bem como testes de associação e correlação entre as variáveis, adotando-se intervalo de confiança de 95%. Resultados: Dos 534 trabalhadores de enfermagem participantes do estudo, 90,45% são mulheres, 62,92% declarou estado conjugal estável e a maioria (92,5%) contribui financeiramente com sustento da família. Possuem idade média de 37,69 anos, renda pessoal mensal média de R$ 2.136,72 (dp=1.283,00) e tempo médio de formação profissional de 10,29 anos. Quanto ao cargo, identificou-se 72,28% de auxiliares/técnicos de enfermagem, seguido de enfermeiros assistenciais (21,35%); 52,24% atuam na atenção hospitalar e 42,51% na atenção básica à saúde. Considerando a média dos escores, o Clima Organizacional foi avaliado como regular ( =3,32), tendo o fator Remuneração apresentado menor média ( =2,16). Verificou-se que os trabalhadores apresentam níveis médios de Satisfação no Trabalho ( =3,4), sendo o menor índice de satisfação atribuído à Satisfação com Ambiente Físico de Trabalho ( =3,27). Quanto à Síndrome de Burnout, observaram-se níveis moderados de Exaustão Emocional ( =1,67), baixos de Despersonalização ( =0,86) e elevados de Realização Profissional ( =2,94). Ao correlacionar os construtos foram identificados correlação positiva forte entre Satisfação no Trabalho e Clima Organizacional (r=0,673); correlação negativa moderada entre Exaustão Emocional e Clima Organizacional (r=-0,408); correlação negativa moderada entre Exaustão Emocional e Satisfação no Trabalho (r=-0,457); e correlação negativa moderada entre Despersonalização e Satisfação no Trabalho (r=-0,319). Apresentaram resultados estatisticamente significativos na associação com pelo menos um dos fatores dos construtos as variáveis sociodemográficas e ocupacionais sexo, estado conjugal, possuir filhos, nível de escolaridade, realização de atividade física/ lazer, possuir dependentes que presta cuidados, local de trabalho, cargo e regime de trabalho. As sugestões para promoção do clima organizacional e da satisfação no trabalho estão relacionadas ao fortalecimento da gestão por meio de investimento em Políticas de Recursos Humanos, Políticas de Saúde do Trabalhador, Instrumentalização para Gestão Participativa e Planejamento. Conclusão: Ao correlacionar os construtos foram identificados correlação positiva forte entre Satisfação no Trabalho e Clima Organizacional; correlação negativa moderada entre Exaustão Emocional e Clima Organizacional; correlação negativa moderada entre Exaustão Emocional e Satisfação no Trabalho; e correlação negativa moderada entre Despersonalização e Satisfação no Trabalho. O fortalecimento da gestão, por meio da utilização de ferramentas gerenciais, foi proposto como estratégia para promoção do clima organizacional favorável e da satisfação no trabalho. / Introduction: Characterized by high levels of emotional exhaustion, depersonalization and decreased professional achievement, Burnout syndrome has been a great cause of psychic illness in nursing workers, with a serious impact on the quality of services and on the patient safety. Objectives: To analyze the correlation among organizational climate, job satisfaction and Burnout among nursing workers from the northern shore of São Paulo and to propose strategies to promote a favorable organizational climate as well as job satisfaction. Method: This is a cross- sectional and correlational study, with a quantitative approach, which was performed in 2015/2016, with nursing workers from public/philanthropic health facilities in the Northern Shore of São Paulo. We have followed all the ethical principles of the current legislation. In order to collect data, we used the Sociodemographic and Professional Characterization Questionnaire, the Organizational Climate Scale for Health Organizations, the Job Satisfaction Questionnaire S20/23 and the Maslach Burnout Inventory. We performed an analytical and descriptive analysis of the data by means of relative and absolute frequencies, average, standard deviation, minimum and maximum, in addition to tests of association and correlation among variables, adopting a 95% confidence interval. Results: Of the 534 nursing workers who took part in this study, 90.45% are women, 62.92% declared a stable marital status, and most of them (92.5%) have financially contributed to the family livelihood. They have an average age of 37.69 years, an average monthly personal income of R$ 2.136,72 (sd=1.283,00) and an average professional training time of 10.29 years. Regarding the position held, we identified 72.28% of nursing assistants/technicians, followed by health care nurses (21.35%); 52.24% work in hospital care and 42.51% in primary health care. Taking into account the average scores, the Organizational Climate was rated as regular ( =3.32), where the factor of Remuneration showed the lowest average ( =2.16). We found that workers unveil average levels of Job Satisfaction ( =3.4), where the lowest index of satisfaction was attributed to the Satisfaction with Physical Work Environment ( =3.27). With regard to Burnout syndrome, we noted moderate levels of Emotional Exhaustion ( =1.67), low levels of Depersonalization ( =0.86) and high levels of Professional Achievement ( =2.94). When correlating the constructs, we identified strong positive correlation between Job Satisfaction and Organizational Climate (r=0.673); moderate negative correlation between Emotional Exhaustion and Organizational Climate (r=-0.408); moderate negative correlation between Emotional Exhaustion and Job Satisfaction (r=-0.457); and moderate negative correlation between Depersonalization and Job Satisfaction (r =-0.319). The sociodemographic and occupational variables of gender, marital status, having children, schooling level, physical or leisure activity, having dependent people for providing care, work place, position, and work regime showed statistically significant results in the association with at least one of the factors of the constructs. The suggestions for promoting organizational climate and job satisfaction are related to the strengthening of management through investment in Human Resources Policies, Workers Health Policies, Instrumentation for Participatory Management and Planning. Conclusion: When correlating the constructs, we identified strong positive correlation between Job Satisfaction and Organizational Climate; moderate negative correlation between Emotional Exhaustion and Organizational Climate; moderate negative correlation between Emotional Exhaustion and Job Satisfaction; and moderate negative correlation between Depersonalization and Job Satisfaction. The strengthening of management by means of the use of management tools was proposed as a strategy to promote a favorable organizational climate and job satisfaction.

In the thesis I develop a living theory of responsibility, movement, engagement, withdrawal, and self care with a living standard of judgement of response-ability toward the other. I use a hermeneutic phenomenological approach to develop a dynamic, relational understanding, where social constructions are discussed and refined using cycles of loose and strict thinking, an inter-play of emotion and intellect, and a combination of intuitive and analytic reasoning. This is underpinned by an extended epistemology embracing experiential learning, documentary and textual analysis, presentational knowing, dialogue, narrative and photographic inquiry. I address the essence of inquiry with people who have difficult stories to tell and for us to comprehend: narratives which emerge from episodes of chaos and suffering, interspersed with occasional glimpses of the inter-human. Within this context I explore responsibility [response-ability] to ‘the Other’ as subject, and the ethical obligations implied in that relationship. My and others’ narratives, through space and over time, are researched using an extended epistemology and inquiry cycles across two interwoven strands. I look back over a long career and ‘epiphanous’ moments as a social worker and academic in the field of child protection and children and families work; and as the child of a war veteran, I reflect on World War II narratives of suffering, changing identity, and the inter-human. This first and second person inquiry extends outwards through cycles of dialogue with ex European prisoners of war and relation with landscape across Europe and Russia. In these reflections I clarify my meanings of chaos, suffering and responsibility [response-ability]. The learning from this extended inquiry and the contribution to knowledge are reflected on within my current practice as a participative researcher who is expressing response-ability toward the other. Finally, I consider implications for improving practice and organizational climate in children and families work.

Made available in DSpace on 2016-04-25T16:45:13Z (GMT). No. of bitstreams: 1 Antonio Jose Macha Ornellas.pdf: 576541 bytes, checksum: 486d21a83256d1173e8cbe54782ec4bc (MD5) Previous issue date: 2008-11-07 / This work was aimed at analyzing, through the application of a case study, the leadership competences in an Organizational climate survey, with the perception of a hospital segment company s employees in the years of 2004, 2006 and 2008. From this objective, a study was done about the evolution of these leadership competences perceptions during this period of time. To accomplish this study, two sets of hypotheses were proposed, such as: 1) In the results of the Organizational Climate Survey must be present the perception related with the leadership competences; 2) The leadership competences may influence in the results of the Organizational Climate Survey. In order to develop the study proposed here, the methodology included qualitative and quantitative tools. First, it was applied an instrument- a questionnaire for all company s employees during the years of 2004,2006 and 2008. After, one interview was conducted with the company s Human Resources and Climate Survey Responsible. The data collected were treated using the frequency distribution analysis method, with support given by PUC/SP. The results showed that the leadership competences may influence the Organizational Climate Survey / O presente trabalho teve por objetivo analisar, através da aplicação de um estudo de caso, as competências de liderança em pesquisa de clima organizacional, na ótica dos funcionários de uma empresa do segmento hospitalar, nos anos de 2004, 2006 e 2008. A partir desse objetivo, foi feito um estudo sobre a evolução das percepções sobre as competências de liderança neste período de tempo. Para tanto, partiu-se de dois conjuntos de proposições: 1) Nos resultados da pesquisa organizacional deve estar presente a percepção relacionada às competências de liderança; 2) As competências de liderança devem exercer influência nos resultados da pesquisa de clima organizacional. Para o desenvolvimento do estudo aqui proposto, a metodologia utilizada abrangeu ferramentas de natureza qualitativa e quantitativa. Primeiramente, aplicou-se um instrumento um questionário - para todos os funcionários da empresa durante os anos de 2004, 2006 e 2008. Posteriormente, foi realizada uma entrevista junto à responsável por Recursos Humanos e Coordenadora da Pesquisa de Clima da empresa pesquisada. Os dados coletados foram tratados utilizando-se o método de análise de distribuição de freqüência com suporte indicado pela PUC/SP. Os resultados demonstraram que as competências de liderança podem influenciar na pesquisa de clima organizacional

Made available in DSpace on 2015-04-22T22:11:18Z (GMT). No. of bitstreams: 1 Jaqueline_A_Chaves.pdf: 529789 bytes, checksum: eaedfe8199c705c0d7721caf47d6c597 (MD5) Previous issue date: 2012-02-14 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / The quality of the organizational environment increasingly influence the behavior of employees in the institutions, thus interfering in performance, expanding the potential of people and results. The objective of this research is to understand what factors are conducive to a good organizational climate within the nursing team of the surgical center at a university hospital in view of this, we seek to have the views of nurses, technicians and nursing assistants in total of 37 professionals, about the ten dimensions considered relevant to a healthy organizational environment. The theoretical findings found on the subject were used to develop a questionnaire, self-administered, containing 60 closed questions and distributed in ten dimensions. The quantitative analyzes were developed from the SPSS software according to the rules of the instrument. In short, we intend to observe the opinion of the servers about the current situation and desired situation. The results showed that the servers are not satisfied with the dimensions of safety and working conditions, indicated that the training is limited, moreover, there is no recognition when the job is well done, however there is satisfaction concerning the salary received. According to these conditions, it is possible to understand and specify measures that allow a good organizational climate. / A qualidade do ambiente organizacional influencia cada vez mais o comportamento dos colaboradores nas Instituições, interferindo, assim, na performance, na ampliação do potencial das pessoas e nos resultados. O objetivo desta pesquisa consistiu em conhecer quais são os fatores favoráveis a um bom Clima Organizacional na equipe de enfermagem do centro cirúrgico de um hospital universitário. Em vista disso, buscou-se obter a opinião dos enfermeiros, técnicos e auxiliares de enfermagem num total de 37 profissionais, a respeito das dez dimensões consideradas relevantes a um ambiente organizacional saudável. Os achados teóricos encontrados a respeito do tema foram aplicados no desenvolvimento de um questionário, autoadministrado, contendo 60 questões fechadas e distribuídas em dez dimensões. As análises foram quantitativas, desenvolvidas a partir do software SPSS de acordo com as normas do instrumento. Em suma, pretendeu-se observar a opinião dos servidores acerca da situação vigente e situação desejada. Os resultados demonstraram que os servidores não estão satisfeitos com as dimensões: segurança e condições do trabalho, indicaram que os treinamentos são escassos, além disso, não existe reconhecimento quando o trabalho é bem feito, todavia existe satisfação em relação ao salário recebido. Desta forma, tornou-se possível compreender e indicar medidas que viabilizem um bom Clima Organizacional.

<p>U radu se istražuje kako i u kojoj meri neke dimenzije organizacione kolaborativne klime utiču na različite aktivnosti upravljanja znanjem, odnosno cilj je da se definišu dimenzije organizacione klime koje se pokazuju kao adekvatni prediktori objašnjenja upravljanja znanjem. Predložen je model razvoja organizacione klime zasnovan na upravljanju znanjem. Dodatno, identifikovano je stanje menadžmenta znanja u organizacijama na području Južnobačkog okruga.</p> / <p>The dissertation explores how and to what extent the dimensions of the<br />organizational collaborative climate influences different knowledge<br />management activities, apropos the goal is to define the dimensions of the<br />organizational climate that are shown as adequate predictors of the<br />knowledge management explanation. The model of organizational climate<br />development based on knowledge management was proposed. In addition,<br />the state of knowledge management in organizations in the South Backa<br />District has been identified.</p>

Healthcare managers are failing to meet the increasing demand for services while experiencing a growing shortage of healthcare workers. The restrictive scope of practice regulations and organizational barriers have a negative effect on the number and growth of nurse practitioners available to meet the required demand. Researchers have focused on the organizational climate of the nursing profession in general, yet there is an absence of research regarding the perceptions of the advanced registered nurse practitioners (ARNPs) in their local practice environment. The purpose of this study was to examine if ARNP role identification, autonomy, and collaboration were predictive of perceived organizational climate. Lewin’s field theory formed the theoretical framework for the study. A sample of 187 ARNPs practicing in the state of Florida specializing in primary care completed the nurse practitioner–primary care organizational climate questionnaire administered via an online third party survey administration service. The results of the multiple linear regression analyses indicated the model as a whole was able to significantly predict organizational climate F(3, 183) = 12.498, p = .001, R2 = .681. Role identification (β = .346) provided the most contribution to the model, followed by collaboration (β = .296) and autonomy (β = .275). The implications for social change could include providing Florida state policymakers and healthcare managers with the meaningful information needed to develop concrete strategies for optimizing and retaining the ARNP workforce. Improving nurse practitioner engagement could lead to improved patient results and safety.

Introdução: Os profissionais que atuam na área de emergência lidam constantemente com diversas mudanças, tornando uma área de atuação que exige muito dos profissionais. Estima-se que o estresse afete mais de 90% da população mundial e que, por não ser considerada uma doença em si, é subestimado, tendo como consequência a ausência de tratamentos e prevenção ao adoecimento. Entende-se cultura organizacional condutas experimentais e símbolo em processo de assimilação, padrões e hábitos razoavelmente estabelecidos. Clima organizacional é o indicador do grau de satisfação dos membros de uma empresa, em relação a diferentes aspectos da cultura ou realidade aparente da organização. O estresse pode ocasionar graves consequências e entre trabalhadores em saúde sua ocorrência ainda carece ser avaliada em estudos ampliados que contemplem sua complexidade de maneira mais abrangente, considerando fatores pessoas, ambientais e psicossociais. Dessa forma, avaliar o clima e cultura organizacional é importância para entender como funcionam as instituições, quais são os pontos fortes e frágeis do local e assim propor melhorias aos pontos frágeis e potencializar os pontos fortes. Objetivo: O objetivo do estudo é identificar o clima e a cultura organizacional de uma organização de um serviço hospitalar de emergência e sua relação com a prevalência de estresse. Métodos: Foi desenvolvido um estudo transversal, analítico, exploratório, de abordagem quantitativa. Em um serviço público de emergência de Ribeirão Preto. A amostra do estudo foi constituída por 155 participantes. O estudo foi realizado no período de janeiro de 2016 a outubro de 2018, em um serviço público de emergência de Ribeirão Preto/SP. Resultados: Na amostra estudada observou-se 47,1% de profissionais com estresse atual, sendo que entre estes profissionais que tinham estresse: 82,2% eram mulheres. Os resultados evidenciaram que os profissionais com estresse estavam em sua maioria na fase de resistência (76,7%), 17,8% na fase de quase-exaustão, 4,1% na fase de exaustão e 1,4% na fase de alerta. Destaca-se maiores escores médios relacionados à cultura organizacional e o estresse atual, notadamente no fator 2 \"Rigidez na estrutura hierárquica de poder\" (média 3,02 + dp 0,77) e no fator 3 \"Profissionalismo competitivo e individualista\" (2,28 + dp 0,66). Destaca-se maiores escores médios do clima organizacional e o estresse atual no fator 1 \"Apoio da chefia e da organização\" (média 2,69 + dp 0,71), fator 2 \"Recompensa\" (1,91 + dp 0,63), fator 3 \"Conforto físico\" (2,97 + dp 0,84) e fator 5 \"Coesão entre colegas\" (2,95 + dp 0,72). Os resultados evidenciaram que nas análises entre o estresse com as variáveis sóciodemográficas e de trabalho, apenas a variável sexo esteve associada com o estresse, já nas análises entre cultura e clima organizacional houve correlação estatisticamente significativa entre o fator 1 - \"Profissionalismo cooperativo\", 4 - \"Satisfação e bem-estar dos empregados\", 5 - \"Práticas de integração externa\" e 6 - \"Práticas de recompensa e treinamento\" da cultura organizacional com todos os fatores do clima organizacional (Apoio da chefia e da organização, Recompensa, Conforto físico, Controle/Pressão e Coesão entre colegas), todas com um nível de significância abaixo de 0,01. No teste da regressão foi possível observar a relação do estresse com as variáveis: sexo (p 0,017; Exp(B) 2,766), vínculo empregatício (p 0,049; Exp(B) 1,403) e o fator 2 \"Recompensa\" da escala de clima organizacional (p 0,002; Exp(B) 0,396). Conclusões: O presente estudo possibilitou concluir a influencia da cultura e clima organizacional de uma organização de saúde hospitalar de emergência e sua relação com a prevalência de estresse. Também identificou a ligação entre cultura e clima organizacional, mostrando a influência da cultura sobre o clima organizacional / Introduction: The professionals who work in the emergency area constantly deal with several changes, making it an area of practice that demands a lot of professionals. It is estimated that stress affects more than 90% of the world population and, because it is not considered a disease in itself, is underestimated, resulting in the absence of treatments and prevention of illness. Organizational culture is understood as experimental conduct and symbol in process of assimilation, patterns and habits reasonably established. Organizational climate is the indicator of the degree of satisfaction of the members of a company, in relation to different aspects of the culture or apparent reality of the organization. Stress can cause serious consequences and among health workers, its occurrence still needs to be evaluated in expanded studies that contemplate its complexity in a more comprehensive way, considering personal, environmental and psychosocial factors. Thus, assessing the climate and organizational culture is important to understand how the institutions work, what are the strengths and weaknesses of the site and thus propose improvements to the fragile points and potentiate the strengths. Objective: The objective of the study is to identify the organizational climate and organizational culture of an emergency hospital service and its relation to the prevalence of stress. Methods: A transversal, analytical, exploratory, quantitative approach was developed. In an emergency public service of Ribeirão Preto. The study sample consisted of 155 participants. The study was conducted from January 2016 to October 2018, in a public emergency service in Ribeirão Preto / SP. Results: In the sample studied, 47.1% of professionals with current stress were present, and among these professionals who had stress: 82.2% were women. The results showed that the professionals with stress were mostly in the resistance phase (76.7%), 17.8% in the near-exhaustion phase, 4.1% in the exhaustion phase and 1.4% in the phase of exhaustion. alert. It is worth mentioning that higher scores are related to organizational culture and current stress, especially in factor 2 \"Rigidity in the hierarchical structure of power\" (average 3.02 + dp 0.77) and factor 3 \"Competitive and individualistic professionalism\" (2 , 28 + dp 0.66). It is worth noting the higher average scores of the organizational climate and the current stress in the factor 1 \"Support of management and organization\" (average 2.69 + dp 0.71), factor 2 \"Reward\" (1.91 + dp 0.63 ), factor 3 \"Physical comfort\" (2.97 + dp 0.84) and factor 5 \"Cohesion among colleagues\" (2.95 + dp 0.72). The results showed that in the analyzes between stress and socio-demographic and work variables, only the gender variable was associated with stress. In the analyzes between culture and organizational climate, there was a statistically significant correlation between factor 1 - \"Cooperative professionalism\" , 4 - \"Employees\' satisfaction and well-being\", 5 - \"External integration practices\" and 6 - \"Reward and training practices\" of organizational culture with all organizational climate factors (Support of leadership and organization, Reward , Physical Comfort, Control / Pressure and Cohesion among colleagues), all with a level of significance below 0.01. In the regression test, it was possible to observe the relationship of stress with the variables: sex (p 0.017, Exp (B) 2,766), employment bond (p 0.049, Exp (B) 1,403) and factor 2 \"Reward\" organizational (p 0.002; Exp (B) 0.396). Conclusions: The present study made it possible to conclude the influence of the organizational culture and climate of an emergency hospital health organization and its relation with the prevalence of stress. It also identified the link between culture and organizational climate, showing the influence of culture on the organizational climate

The present studies were designed to advance theoretical understanding of employee adjustment during organisational change. There were two broad aims of the thesis. Firstly, the role of organisational climate factors in facilitating employee adjustment during change was examined by testing models based on Lazarus and Folkman's (1984) cognitive-phenomenological account of stress and coping processes. In particular, the concept of coping resources was expanded to examine organisational factors rather than individual attributes. Secondly, the extent to which organisational sub-groups differ in their perceptions of climate and levels of adjustment indicators during change was investigated. The research also aimed to inform diagnostic processes within organisational change management by examining the applied value of the empirical findings of each of the studies. The first two studies were empirical tests of a theoretical model of employee adjustment. Study 1 tested a model of employee adjustment to organisational change that examined employee well-being and job satisfaction as outcomes of positive adjustment during change. Firstly, pilot interviews with 67 hospital employees enabled salient aspects of the organisational climate that may facilitate adjustment during organisational change to be confirmed. Next, 779 employees in the same organisation completed a structured questionnaire that examined their perceptions of organisational coping resources, appraisals of change and adjustment indicators. Confirmatory factor analyses established the sound measurement properties of the proposed model and structural equation analyses provided evidence that supported the majority of theoretical predictions. Overall, the final model showed that employees who had positive perceptions about employee relations within the hospital, strong beliefs about the quality of patient care, and felt supported by their supervisors were more positive in their appraisals of the change and reported better personal adjustment. The effects of climate variables on adjustment were direct and indirect (mediated by change appraisals). A particularly influential variable in the model was the effectiveness of employee relations within the organisation. Study 2 tested a model of employee adjustment to organisational change which examined organisational commitment, turnover intentions and absenteeism as outcomes of positive adjustment during change. Firstly, as in Study 1, pilot interviews with 20 state public sector employees enabled salient elements of the organisational climate that may function as resources for coping with organisational change to be confirmed. Next, 877 employees in the same organisation completed a structured questionnaire that examined their perceptions of organisational coping resources, appraisals of change and adjustment indicators. Like Study 1, confirmatory factor analyses established the sound measurement properties of the proposed model and structural equation analyses provided evidence which supported most of the theoretical predictions. Overall, the final model showed that employees who had positive perceptions about customer service, believed that their leaders communicated a vision for the organisation, and felt supported by their supervisors were more positive in their appraisals of the change and reported better personal adjustment. The effects of climate variables on adjustment were direct and indirect (mediated by change appraisals). The extent to which leaders exhibited a vision for the organisation emerged as an important predictor in the model. Together, the results of studies 1 and 2 provided evidence that organisational climate variables are important predictors of the way employees appraise and respond to organisation change. The next two studies presented were focused on group differences in the model variables from studies 1 and 2. Study 3 investigated group differences in perceptions of climate and levels of adjustment during organisational change as a function of an employee's organisational level. The pilot interviews revealed that an employee's organisational level was the most salient source of sub-group identification in the climate of a public sector department. Survey data from study 2 were analysed using Multivariate Analysis of Variance (MANOVA). The responses of 669 public sector employees were grouped into 3 categories: lower, middle and upper level employees. Results revealed that upper level staff reported higher levels of adjustment during change, across a range of indicators. Study 4 investigated occupational group and organisational level differences in perceptions of climate and levels of adjustment during organisational change. The pilot interviews in this organisation revealed that it was an employee's occupational group membership that provided the most salient group delineator in the hospital climate. Survey data from Study 1 were analysed using MANOVA. The responses of 732 hospital employees were grouped into 4 major occupational categories: medical, nursing, allied health and non-clinical staff. Participants were also grouped on the basis of whether they occupied a management or non-management position. Results revealed statistically significant differences between groups and an interaction between occupation and level. Non-clinical staff were less well adjusted during change than other occupational groups. Managers appraised change as more stressful than non-managers, but felt more in control of the situation. Together, the results of Studies 3 and 4 highlighted the importance of examining employee perceptions at the sub-group level when implementing change and indicated the need for interventions to be targeted at the sub-group level. Overall, the research reported in this dissertation extended a theoretical model of employee adjustment to change and improved the application of the model. This outcome was achieved by investigating the role of environmental coping resources drawn from the organisational climate in improving employee adjustment during change and the degree to which groups differed in their perceptions of these variables. Climate and change appraisal factors were linked with a range of important individual/organisational outcomes such as employee well-being, job satisfaction, organisational commitment, turnover intentions and absenteeism. Differences in perceptions of climate and levels of adjustment during change were also observed at the organisational sub-group level. The findings of the research have implications for the effective management of organisational change. Change should be implemented in conjunction with ongoing organisational development processes involving diagnostic research that identifies the elements of climate that employees draw upon for support in the process of adjustment. Interventions should be based on improving and strengthening these resources. Diagnostic processes should also pay attention to the salient groupings of staff within an organisation so that interventions can be targeted specifically to relevant sub-groups.

人力資源在金融服務企業中極其重要。為確保經驗在組織變革的過程中被成功複製，價值觀能正確傳承，並且組織績效能有效提升，組織氣候的建立及組織成員的滿意度是過去許多組織研究強調的要素。本研究針對國內某金控公司旗下銀行員工為研究對象，藉由組織氣候為前因變項，透過工作滿意分析對工作績效的影響。希望藉由實證的研究，形成因應模式與建議，營造適合組織達成工作績效目標之組織氣候，同時增進員工滿足感，降低人員流動所造成之成本負擔。 根據文獻，本研究整理：1)組織氣候與工作滿意,2)工作滿意與員工感知的工作績效, 3)工作滿意與實際工作績效, 4)組織氣候與員工感知的工作績效, 5)組織氣候與實際工作績效, 6)員工感知的工作績效與實際工作績效之關係,並做成假設。研究以問卷方式進行調查，分析組織氣候、組織成員工作滿意程度與主觀工作績效三者之關係，再分別進行各變項間之相互關係研究，並探討不同人口統計變數之影響。資料蒐集對象為個案銀行大台北地區50間分行，人數1,096人，回收373份。同時配合資料蒐集取得之實際工作績效，比較相同工作滿意程度下，主客觀工作績效間之差異。 研究發現，組織內成員對工作所感滿意的程度，與其感知的工作績效具有顯著的正向關係，和早期人群關係學派的主張相同。但本研究亦發現，不管是內在滿意或外在滿意，與實際工作績效間並未有顯著的關聯性，和早期人群關係學派、一般社會大眾的認知有所差距。 / Human resources in the financial service industry are extremely important. To ensure that the experience in the process of organizational change successfully copies, values correctly heritages, and performance effectively enhances, the organizational climate and job satisfaction are two emphasized factors in the past researches. In this study, the object is the employees of a financial holding company’s bank. Regarding organizational climate as antecedent variables, analysis of the impact on job performance through job satisfaction is practiced. It is essential to create a suitable climate of the organization to achieve the performance goals, and to increase employees’ satisfaction through empirical research. According to the literature, the study concludes the relationship between 1) Organizational Climate and Job Satisfaction; 2) Job Satisfaction and perception of Job Performance; 3) Job Satisfaction and actual Job Performance; 4) Organizational Climate and perception of Job Performance; 5) Organizational Climate and actual Job Performance; 6) perception of Job Performance and actual Job Performance, and makes assumptions. The research carries out through questionnaires, and analyzes the relationship among organizational climate, job satisfaction, and subjective job performance. It explores the effect of different demographic variables. The source of data covers 1,096 people from fifty branches in Taipei. 373 were returned. The study compares the difference between objective and subjective job performance. The study found that the degree of members’ satisfaction shows a significant positive relationship with their perception of job performance. However, the study also found that, regardless of the intrinsic or extrinsic satisfaction, there is no significant correlation with actual job performance. It differs from the cognition of the public.

I dagens samhälle krävs det allt snabbare förändring i organisationer för att hålla jämn takt med omvärlden. Detta har den svenska regeringen uppfattat och därför tagit fram en innovationsstrategi för år 2020, som vi till stor del har utgått från i detta arbete. Med den som grund ville vi ta fram ett verktyg för att introducera innovation för individer och organisationer för att starta en process för ett kontinuerligt lärande och arbete med innovation. För att testa detta verktyg gjordes en studie som bekräftade vår hypotes, och utifrån detta har vi tagit fram en stor, övergripande modell för hur vi ser att innovationsarbete kan fungera i organisationer utifrån vårt verktyg, samt en modell för hur individen och organisationsklimatet tillsammans kan fungera för att bidra till att höja innovationsförmågan i en organisation. Utöver vår hypotes hade vi även två forskningsfrågor som vi svarade på, där den andra är vårt innovationsbidrag.