organizational variables human resources management

organizational variables human resources management -...

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View Full Document Right Arrow Icon Intemational Joumal of Psychologieal Studies Vol. 2, No. 2; Deeember 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: [email protected] Yuxin Liu Business School, University of Intemational 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 tumover 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 Hawthome, researchers tumed their attention from the "hard" physical environment to the "soft" psychological environment; thus the concept of organizational climate was bom. The first researcher to initiate studies in this area was Kurt Lewin, the founder of group dynamics (1939). In his famous "leadership style" study. Lewin applied three different leadership styles, democracy, autocracy and laissez-faire, to create a different group atmosphere, and was the first to propose the concept of organizational climate. However, he failed to define climate. Later, Forehand (1964) outlined three features of organizational climate: firstly, it varies among different organizations; secondly, it is persistent; lastly, it can affect the behavior of organization members. Since Litwin et al (2001, PP. 63-170) proposed the empirical study of organizational climate, studies in this area have proliferated. Litwin defined organizational climate as "a group of measurable characteristics that members could perceive directly or indirectly in the work environment," and, as a description of environmental factors, it could help researchers ascertain the effects of environment on employee motivation. In addition, organizational climate was the most common variable applied to descriptions of the organizational context. As a description of individuals' perception of organization, organizational climate was more similar to the real behavior than the real environment. As a result of the interaction between organization and environment, organizational climate was rich in content.
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