Organizacijos klimato būklės diagnostiniai matavimai : sociodemografinių savybių parametras

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Mokslo publikacijos / Scientific publications
Document Type:
Straipsnis / Article
Lietuvių kalba / Lithuanian
Organizacijos klimato būklės diagnostiniai matavimai: sociodemografinių savybių parametras
Alternative Title:
Diagnostic measurements of climate condition in organization: parameter of socio-demographic features
In the Journal:
Organizacijų vadyba: sisteminiai tyrimai [Management of Organizations: Systematic Research]. 2012, Nr. 62, p. 129-146
Summary / Abstract:

LTStraipsnyje pristatomi organizacijos klimato būklės vertinimo rezultatai. Vertinimui buvo atrinkta dvylika organizacijos klimato kriterijų, kurie analizuojami per septynerių sociodemografinių darbuotojų charakteristikų prizmę. Apklausoje dalyvavo 61 darbuotojas iš visų organizacijos skyrių. [Iš leidinio]Reikšminiai žodžiai: Organizacijos klimatas; Klimato būklė; Klimato kriterijai; Sociodemografinės charakteristikos; Climate in organization; Climate condition; Climate criteria; Socio-demographic characteristics.

ENThe evaluation results of climate condition in organization are presented in the article. Twelve criteria of climate in organization have been chosen for evaluation: security and/or certainty; wish to act, realization of new ideas and creativity; conveyance of customs, images, symbols and values that have formed in organization; coming to organization and going out of it; communication, exchange of experience, thoughts, evaluations and empathies, exchange of data, information and knowledge; vertical relationships of employees; supervision of activities and responsibilities, observation and check, horizontal relationships of employees; openness to otherness, tolerance and respect to other opinions, behaviour and beliefs; union of the people that are related by common interests, attitudes and aims; confrontation of opposite interests, attitudes and aims. Criteria of climate in organization are analyzed through the prism of seven characteristic of socio-demographic employees: according to sex, age, speciality, department, position, education and experience. 61 employees from all departments of the organization (administration, accountancy, reception, staff, public relations, physicians’ physical therapy, nurses, technical / economical, canteen and support staff took part in the interview. When comparing criteria of climate of organization according to sex it has been noted that men are likely to regard the criteria of security / certainty, creativity/ imitativeness, values / traditions significantly more important than women. Meanwhile women are likely to regard the criterion of openness / tolerance. Thus in such kind of organization climate stably favourably to employees should prevail. When comparing criteria of climate of organization according to age, the tendency that the respondents of professionally mature and active age put emphasis on conflictiveness showed up.The results show that respondents from 30 to 39 and from 40 to 49 years old statistically significantly more often than others put emphasis on the criterion of conflict. This can be related to rivalry among employees, which is one of the most intensive during these periods of age. No statistically significant differences have been noted among the criteria of climate in organization according to the speciality of the respondents. But differences showed up when analysing the data according to different departments of the organization. The employees from staff and public relations departments statistically significantly more than others put emphasis on the criterion of coming into and going out of the organization. These results may have been determined by specific knowledge and professional attitude towards work in organization. The criterion of dissemination of information was statistically more significantly emphasised by the employees from administration, staff, public relations and technical / economical departments rather than by the employees from accountancy, reception, physicians’ physical therapy, nurses, canteen and support staff departments. This shows the general specifics of climate and organization management. The results confirmed that evaluation of employees’ interrelations does not depend upon structural formations of the organization. Likewise when evaluating according to positions, expectations addressed to relationships with the heads of the organization – this is proved by calculations that emphasize statistical meaning of the criterion of the relationships with the heads.Those who have vocational education statistically significantly more often marked the criterion of dissemination of information and the criterion of the relationship with the heads than those who have secondary, non-higher university and higher education; and the respondents with higher university education statistically significantly more than the respondents with secondary, vocational and higher non-university education chose the criterion of conflicts. [From the publication]

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2018-12-17 13:21:38
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