...www.ccsenet.org/ijps International Journal of Psychological Studies Vol. 2, No. 2; December 2010 Organizational Climate and its Effects on Organizational Variables: An Empirical Study Jianwei Zhang (Corresponding author) School of Management and Economics, Beijing Institute of Technology, Beijing 100081, China E-mail: jianweizhang@263.net Yuxin Liu Business School, University of International Business and Economics, Beijing 100029, China Abstract This study investigated the characteristics of organizational climate and its effects on organizational variables. Investigation of 419 participants including both managers and employees indicated as follows: educational level, position and length of time working for the current organization had significant main effects on organizational climate; specialty, enterprise character and enterprise size also had significant main effects on organizational climate; organizational climate had significant main effects on human resources management effectiveness such as turnover intention, job satisfaction and work efficacy; organizational climate also had significant main effects on organization effectiveness like staff members’ organization commitment and collective identity. Keywords: Organizational climate, Human resources management effectiveness, Organization effectiveness 1. Introduction Research on organizational climate can be traced back to the 1930s. With the human relations movement pioneered by Hawthorne, researchers...
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...very high. Also, due to the lack of training, customers are dissatisfied and complaining. As the new Human Resource advisor, a recommendation report has been created for the organizational development and training programs for the call center. The report will consist of the following points: components of job analysis and design, techniques in developing training programs, importance and differences in suing mentoring and executive coaching, an effective approach to organizational development and different approaches to career development. Job Analysis and Design It is essential to develop and implement the appropriate job analysis to resolve the company’s concern about the organizational development and training program. Modifications are needed. By clarifying each component of the job analysis and design, the company can enhance their efforts recruiting qualified employees for the job. Job analysis reveals the necessary task, behaviors, specific abilities and personal characteristics needed to do a job. Job analysis determines what will be done; job design determines how the job is done. Call center representatives responsibilities are to “serve customers by determining requirements, answering inquiries, resolving problems, fulfilling a request, and maintaining a database.” (Monster, 2015) The individual should posses the following skills and qualifications: customer focus, data entry skills, active listening, phone skills, verbal communication building relationships, people...
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...Organizational psychology is just one of the many practice areas of the much larger domain, psychology. Both organizational psychology and its overarching study, psychology are rooted in science and use scientific data to help them find, diagnose and fix problems. Although both organizational psychology and general psychology diagnose and solve problems, their practice areas and methodologies are very different. General psychology focuses on psychological disorders and helping individuals in their personal lives. Organizational psychologists are not trained to diagnose psychological disorders. Organizational psychologists focus their attention on individuals as a larger group, generally found in the workplace. The objective of an organizational psychologist’s work is usually to help an organization become more effective. Just as organizational psychology is a subfield of psychology, it is also a subfield of the broader field of industrial-organizational psychology, or I/O psychology. According to “Industrial and Organizational Psychology” (2014), “Industrial/Organizational (I/O) psychology is both the study of behavior in organizational work settings and the application of the methods, facts, and principles of psychology to individuals and groups in organizational and work settings” (para. 1). I/O psychology combines two major divisions: industrial psychology and organizational psychology (Huelsman, 2008). Industrial psychology could be considered psychology for human...
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...com/journalsPermissions.nav Citations: http://hrd.sagepub.com/content/7/3/339.refs.html Downloaded from hrd.sagepub.com at I-894 Ecole Superieure on February 6, 2013 >> Version of Record - Aug 18, 2008 OnlineFirst Version of Record - Jun 30, 2008 What is This? Downloaded from hrd.sagepub.com at I-894 Ecole Superieure on February 6, 2013 Workplace Commitment: A Conceptual Model Developed From Integrative Review of the Research SANDRA L. FORNES Hidden Angel Foundation, Inc. TONETTE S. ROCCO Florida International University KAREN K. WOLLARD Kelly, Wollard & Associates This article investigates the previous research and theories of workplace commitment using content analysis and concept mapping. It provides a conceptual model of workplace commitment, integrating the literature on organizational commitment, occupational/career commitment, and individual commitment. The significance of this article lies in the integration of the extant literature on commitment and the development of a conceptual model of workplace commitment and related propositions derived from the literature. The article...
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...1. What is organizational behavior (OB)? Using an OB model, please describe the three levels of analysis of organizational behavior and three types of variables. Organizational Behavior is the study that explores the effect of people, groups, and structure behavior within organizations, with the end goal of applying such information toward enhancing an organization’s adequacy. Using an OB model, there is three levels of analysis of organizational behavior are individual, group, and organizational. At the individual level of analysis, organizational behavior includes the investigation of learning, observation, imagination, inspiration, identity, task performance, cooperative behavior, and ethics. Then at group level of analysis, organizational behavior involves the study of group dynamics, group conflict, authority, power, standards, interpersonal correspondence, network, and roles. Lastly organization level of analysis, organizational behavior associates the examination of subjects, such as, organizational culture, cultural diversity, and technology. Furthermore, the three types of variables that correlated to the three level of analysis of organizational behavior are: input, processes, and outcome. Inputs are variables, such as, personality, group structure, and organizational culture that prompt procedures. These variables can project the future of an organization. Some of these variable also determined the advancement of employment relationship. Procedures...
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...advisor for the Global Travel Agency, the following recommendation report to the organizational development and training program has been prepared. Components of Your Job Analysis and Design To create an effective job description, a job analysis was done to determine the tasks involved as a customer service representative for Global Travel and determine the appropriate skills, knowledge, responsibilities, and abilities required to successfully perform the job (Byers & Rue, 2008). The purpose of this job analysis is to assist in the preparation of the job description and specification, ensure recruitment exercises are effective, and aid in the development of an effective performance management system (Job Analysis). Components of the job analysis include: • Job contents comprised of the responsibilities and duties related to the job description. • Job requirements identifying the qualifications, skills knowledge, and characteristics such as personality requirements the employee must possess to perform the job successfully relating to job specifications. • Job context including reporting relationships, level of autonomy employees are given, and physical requirements. • Work processes and procedures to identify the duties and responsibilities critical to the successful performance of the job and achieving the objectives of the organization. (Job Analysis) Job analysis results were used in the job design developed to structure work...
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...IMPACT OF PERCEIVED ORGANIZATIONAL POLITICS ON EMPLOYEES’ JOB SATISFACTION IN THE COMMERCIAL BANKING SECTOR OF SRI LANKA K.A.M.S. Kodisinghe Faculty of Business Studies and Finance, Wayamba University, Kuliyapitiya, Sri Lanka menakakodisinghe@yahoo.com ABSTRACT This research has been mainly based on the model of perceived organizational politics proposed by Ferris, Russ and Fandt (1989). Four constructs namely perceptions of organizational politics, job satisfaction, perceived control and understanding have been taken into consideration. Further the locus of control introduced by Robbins (2005) was also taken as the next construct. The research studies carried out on the relationships between the above mentioned variables seem to be inconsistent. Some researchers have found that no correlation exists between these variables whereas other studies indicate a weak to moderate relationship between these variables. Many theoretical findings and researches on the perception of organizational politics – job satisfaction relationship have been originated from the western organizational context. It seems that information about Sri Lankan environment is almost nil. The researcher has attempted to find out whether there is a relationship, positive or negative among the above mentioned five constructs in the Sri Lankan environment. The researcher selected the commercial banking sector for this study as it is the most developed and promising sector. The sample of the study consists of 300...
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...The Importance of Interpersonal Skills * Understanding OB helps determine manager effectiveness * Technical and quantitative skills important * But leadership and communication skills are CRITICAL * Organizational benefits of skilled managers * Lower turnover of quality employees * Higher quality applications for recruitment * Better financial performance What Managers Do * They get things done through other people. * Management Activities: * Make decisions * Allocate resources * Direct activities of others to attain goals * Work in an organization * A consciously coordinated social unit composed of two or more people that functions on a relatively continuous basis to achieve a common goal or set of goals. Four Management Functions * PLAN: A process that includes defining goals, establishing strategy, and developing plans to coordinate activities. * ORGANIZE: Determining what tasks are to be done, who is to do them, how the tasks are to be grouped, who reports to whom, and where decisions are to be made. * LEAD: A function that includes motivating employees, directing others, selecting the most effective communication channels, and resolving conflicts. * CONTROL: Monitoring performance, comparing actual performance with previously set goals, and correcting any deviation. Mintzberg’s Managerial Roles Ten roles in three groups (Exhibit 1-1) * Interpersonal * Figurehead, Leader...
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...year. In order to accommodate this aggressive sales goal, the company has decided to implement a new solutions-based selling approach which requires organizational restructuring and staffing initiatives practically with the Marketing and Sales areas. To accomplish the organizational initiatives, management has decided that a formal training and mentoring program needs to be implemented at InterClean, Inc that will support the acquisition and address the training needs of its growing employee base. The Human Resources department has been tasked with creating the new enhanced training system based and mentoring program. This paper will discuss the development of the training and mentoring program at InterClean, Inc. It will discuss new training and mentoring needs, training and mentoring program objectives, performance standards, delivery methods, training and mentoring content, time frame, evaluation methods, feedback, and alternative learning options. In order for InterClean to effectively create a successful training and mentoring program, the company must align training needs with organizational achievement goals and strategies. An effective training program has the following characteristics: Top management is committed to training and development, Training is tied to business strategy and development, Organizational environments are...
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...meaningfulness and job satisfaction and the related impact it has on employee withdrawal decision process. Name: Angela Cheng Studentnumber: 6514392 Supervisor: Dr. ‘Alim Beveridge Nottingham University Ningbo 2014 1.0 INTRODUCTION ...................................................................................................................... 3 1.1 INTRODUCTION .......................................................................................................................................... 3 1.2 RESEARCH TOPIC ....................................................................................................................................... 3 1.3 PROJECT RATIONALE .................................................................................................................................... 3 1.4 RESEARCH QUESTIONS .................................................................................................................................. 4 1.5 RESEARCH PARTICIPANTS ............................................................................................................................ 4 2.0 LITERATURE REVIEW ........................................................................................................... 5 3.0 RESEARCH DESIGN ................................................................................................................ 6 3.1 DATA COLLECTION ..............................................................................
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...IMPACT OF PERCEIVED ORGANIZATIONAL POLITICS ON EMPLOYEES’ JOB SATISFACTION IN THE COMMERCIAL BANKING SECTOR OF SRI LANKA K.A.M.S. Kodisinghe Faculty of Business Studies and Finance, Wayamba University, Kuliyapitiya, Sri Lanka menakakodisinghe@yahoo.com ABSTRACT This research has been mainly based on the model of perceived organizational politics proposed by Ferris, Russ and Fandt (1989). Four constructs namely perceptions of organizational politics, job satisfaction, perceived control and understanding have been taken into consideration. Further the locus of control introduced by Robbins (2005) was also taken as the next construct. The research studies carried out on the relationships between the above mentioned variables seem to be inconsistent. Some researchers have found that no correlation exists between these variables whereas other studies indicate a weak to moderate relationship between these variables. Many theoretical findings and researches on the perception of organizational politics – job satisfaction relationship have been originated from the western organizational context. It seems that information about Sri Lankan environment is almost nil. The researcher has attempted to find out whether there is a relationship, positive or negative among the above mentioned five constructs in the Sri Lankan environment. The researcher selected the commercial banking sector for this study as it is the most developed and promising sector. The sample of the study consists of 300...
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...assessment, instructional objectives, design, implementation and evaluation. To be effective and efficient, all training programs must start with a needs assessment. Long before any actual training occurs, the training manager must determine the who, what, when, where, why and how of training. To do this, the training manager must analyze as much information as possible about the following: • • • • Organization and its goals and objectives. Jobs and related tasks that need to be learned. Competencies and skills that are need to perform the job. Individuals who are to be trained. Overview of Training and Development The first step in designing a training and development program is to conduct a needs assessment. The assessment begins with a "need" which can be identified in several ways but is generally described as a gap between what is currently in place and what is needed, now and in the future. Gaps can include discrepancies/differences between: • • • What the organization expects to happen and what actually happens. Current and desired job performance. Existing and desired competencies and skills. A needs assessment can also be used to...
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...January 11, 2009 Employee Development In this Critical Elements of Employee Development Paper, Needs assessment techniques are described. A needs assessment or analysis is the process you take to verify whether training will be the right solution to correct operational deficiencies. A human resource representative will carry out one or all three of the following types of analysis (Cherrington & Middleton, 2002): organizational, individual, and task. An organizational analysis studies performance of the entire organization. An individual analysis is a smaller view to the individual employee, determining the employee’s capacity to execute their job within adequate standards. Lastly, a task analysis determines the skills and abilities required to complete the diverse tasks involved in a job. It’s important to keep in mind, that when conducting a needs analysis, a lot of the time, the focus is on the symptom and not the actual cause. So, don’t forget the cause as the analysis process is being conducted. Some of the more accepted methods to gather information are through tests, organizational records, surveys, interviews, focus groups, job analysis observation, root-cause analysis and performance appraisals. This paper discusses the following needs assessments, focus groups, performance appraisal analysis and job analysis (Noe, 2002). Learning Organization When it comes to any business world learning and the way how you learn depends on the methods of training that the company...
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...Walgreens Co. Jason Nguyen GM 591 Leadership and Organizational Behavior Professor Horst August 19, 2011 Introduction Walgreens Pharmacy is a drugstore chain that operates in the United States. This Company provides its customer with multichannel access to consumer goods and services, and pharmacy, health and wellness services in communities across America. Walgreens has become a fortune five hundred company and a popular landing spot for new college gradates. Instead of becoming a permanent home for new employees, it has become a stepping-stone for better job opportunities. This study provides literature reviews, problem analysis, and solution recommendations for the employee turnover tendency problem facing Walgreens Pharmacy. Walgreen offers its products and services through drugstores, as well as through mail, by telephone, and via the Internet. It sells prescription and non-prescription drugs, as well as general merchandise, including household products, convenience foods, personal care, beauty care, candy, photofinishing and seasonal items. Its pharmacy services include retail, specialty, infusion, medical facility, long-term care and mail service, along with pharmacy benefit solutions and respiratory services. Walgreens corporate, located in Deerfield Illinois, is in charge of overlooking all of the operation within the organization. My role in the organization is a Business Analysis. I am responsible for summarizing research data that...
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...JOB SATISFACTION: EMPIRICAL EVIDENCE FOR ALTERNATIVES TO JDI T. Ramayah School of Management Universiti Sains Malaysia 11800 Penang, Malaysia ramayah@usm.my Muhamad Jantan School of Management Universiti Sains Malaysia 11800 Penang Malaysia mjantan@usm.my Suresh K. Tadisina Department of Management Southern Illinois University Carbondale IL 62901 USA (618) 453-3307 (Office) suresht@cba.siu.edu Track: OB/OT National Decision Sciences Conference, San Francisco, November 2001 Interdisciplinary Theme: Global Issues Primary corresponding Author: Suresh K. Tadisina Presenting Individual: Suresh K. Tadisina JOB SATISFACTION: EMPIRICAL EVIDENCE FOR ALTERNATIVES TO JDI ABSTRACT JOB SATISFACTION: EMPIRICAL EVIDENCE FOR ALTERNATIVES TO JDI INTRODUCTION In recent times there has been a convergence of interest on the efforts by organizations to examine conditions that foster greater satisfaction with job. The basic reason for this renewed interest is the perception that broad even global, shifts in the internal structures and employment practices are inducing changes in the ties that bind employees to their job. While the concern for employee satisfaction in Malaysia is high, empirical research on its correlates is insignificant. Most knowledge comes from journalistic accounts, individual experiences, opinions of scholars and corridor conversation. These are essentially descriptive pieces without much empirical base and with limited utility for the theory of knowledge...
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