Role of Organizational Climate in Organizational Commitment: The Case of Teaching Hospitals

Bahrami, Mohammad Amin; Barati, Omid; Ghoroghchian, Malake sadat; Montazeralfaraj, Razieh; Ezzatabadi, Mohammad Ranjbar

doi:10.1016/j.phrp.2015.11.009

Cited by 72 publications

(68 citation statements)

References 8 publications

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“…This can be clarified by Suliman and Isles [49] who claimed that the organization that had positive work climate and aimed to enhance the effectiveness of their employees by assisting and supporting them consequently, managed to make its employees more satisfied and committed to their organization. This is the same view point of Bahramia et al, [25]. Also, Chahal1 et al, [50] stated that a good work climate denotes the staff loyalty and their work efficiency towards their organization.…”

Section: Discussionsupporting

confidence: 55%

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Study of the Relationship between Organizational Climate and Nurses' Performance: A University Hospital Case

Mohamed¹,

Gaballah²

2018

AJNR

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Background: Competent nurses' performance and typical work climate are targets that challenge hospital administrators to achieve likely results for success. A positive work climate leads to and sustains nurses' motivation and high performance. Aim: This study aimed to explore the relationship between organizational climate and nurses' performance. Material and methods: A quantitative descriptive correlational research design was utilized. A sample of 110 nurses was recruited from all inpatients' department of the Main Mansoura University Hospital. Tools of data collection: Personal and job characteristics of the participants, organizational climate questionnaire and nurses' performance evaluation. Results: The study findings highlighted that 51% of the nurses had positive work climate with a higher mean score (12.15±2.39) for customer service while the lowest mean score (5.65±3.1) for compensation. And 30.9 % of nurses had competent performance level with a higher mean score for hospital behavioral expectations domain (75.51±10.41), while the lowest mean score was for education domain (6.91±1.42). A significant relationship was found only between nurses' performance and age (8.44) and educational level (8.42). Conclusion: The study concluded that a statistically significant positive association was also identified between nurses' perception of work climate and job performance (.049). So, hospital administrators must push nurses' performance forward to a high level of competency through creating an exemplary work climate which values nurses, and allows them to share ideas, team spirit and creativity.

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Section: Discussionsupporting

confidence: 55%

“…Organizational climate reflected staff behavior and feelings toward their work place [25]. And the creation of positive work climate is a key to organization successes and progress and is essential to achieve the best work results of nurses [26].…”

Section: Discussionmentioning

confidence: 99%

Study of the Relationship between Organizational Climate and Nurses' Performance: A University Hospital Case

Mohamed¹,

Gaballah²

2018

AJNR

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“…Past studies also determined that teamwork (Bahrami et al. ) was the nurses’ most positively regarded dimension of organizational climate.…”

Section: Discussionmentioning

confidence: 99%

The effect of collegial solidarity among nurses on the organizational climate

Kılıç

Altuntaş

2019

International Nursing Review

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Aim This research was carried out in a descriptive and relationship‐seeking design to examine the effect on the organizational climate of collegial solidarity among the nurses. Background It is important that nurses work in an organizational climate where they can be in solidarity with their colleagues to offer quality service and to deal with all the problems they face. However, the impact of collegial solidarity on the organizational climate is not yet clear enough. Methods This study was performed with a cohort of 333 nurses working in a university hospital in Turkey. Data were collected using the personal information form, the Colleague Solidarity of Nurses’ Scale and the Organizational Climate Scale. The data were evaluated using Cronbach's α coefficient, frequency and percentage distribution, the Pearson product‐moment correlation coefficient and a simple linear regression analysis. Results A relationship was identified between the collegial solidarity among nurses and the organizational climate. We have determined that collegial solidarity effects organizational commitment, teamwork, supportive climate, stress, negative interaction, human relations, job satisfaction, hierarchy, and the communication and innovative climate. Conclusion Collegial solidarity among nurses has effects on the organizational climate. Implication for nursing policy and health policy It is recommended that executive nurses support the colleague solidarity between nurses in healthcare settings, in particular by reducing stress in nurses, strengthening teamwork and communication and, thus, making the organizational climate more positive.

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“…Due to importance of OC, managers should consistently observe it. Appropriate OC causes innovations and inspiration and has a positive influence on attaining organizational goals (Bahrami, Barati, Ghoroghchian, Montazer-alfaraj, & Ezzatabadi, 2016).…”

Section: Discussionmentioning

confidence: 99%

Comparison of Organizational Climate in the Regional Unit of the National Institute of Public Health Before and After Reorganization

Jordan¹,

Miglič

Marič

2016

CEPAR

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Organizations have been focused on organizational climate (OC) as one of the influencing factors, which has an impact on organizational outcomes, attaining organizational goals and employee satisfaction. Our research focuses on the regional unit of the National Institute of Public Health in Slovenia and the comparison of the OC before (2013) and after reorganization (2015). We used a modified SiOK (Slovenian Organizational climate) questionnaire to shed light on employees' perception of OC. OC and reorganization are closely connected on account of the relationship between management and employees; if OC is positive, we can expect less complicated process of reorganization as it can be if it is negative. The research revealed misfired attempt of OC improvement in all dimensions, though we expected ameliorated results in the three worst assessed OC dimensions before reorganization. Further, in the paper several recommendations are suggested to managers facing reorganization.

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Role of Organizational Climate in Organizational Commitment: The Case of Teaching Hospitals

Cited by 72 publications

References 8 publications

Study of the Relationship between Organizational Climate and Nurses' Performance: A University Hospital Case

Study of the Relationship between Organizational Climate and Nurses' Performance: A University Hospital Case

The effect of collegial solidarity among nurses on the organizational climate

Comparison of Organizational Climate in the Regional Unit of the National Institute of Public Health Before and After Reorganization

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