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

Eshkiki

et al. 2021

J Clin Res Paramed Sci

Background: the appropriate organizational climate and subsequent proper performance are goals that challenge hospital managers to achieve successful outcomes. A positive working climate motivates and enhances nurses' performance. Objectives: There was to identify the relationship between perceived organizational climate and nurses' performance. Methods: This is a cross-sectional descriptive study that is performed on nurses working in the private hospitals in Rasht, Iran. The data were collected through two questionnaires of organizational climate and job performance that its validity and reliability were confirmed. SPSS24 and descriptive and inferential statistics were used for data analysis. Results: According to the mean score obtained more than half of the nurses report a positive assessment of the climate in the hospitals. Also, less than one-third of nurses had a ideal level of performance regarding nurses' job performance. Also, the relationship between perceived organizational climate and the level of nurses' performance with the personal and occupational skills of nurses was emphasized. Finally, the relationship between perceived organizational climate and nurses' job performance was statistically significant (P ≤ 0.048). Conclusions: According to the results, the perceived organizational climate has a positive relationship with nurses' performance level. Therefore, managers and practitioners of private hospitals in Rasht should ultimately improve nurses’ performance by improving the organizational climate and by emphasizing variables such as providing work-related facilities, paying attention to nurses' interests, emphasizing team building, participating in decision-making, improving customer service, paying attention to hospital reputation improving relationships among staff and improving compensation practices.

Section: Discussionsupporting

confidence: 87%

Section: Discussionmentioning

confidence: 99%

The Effect of Perceived Organizational Climate on the Performance of Nurses in Private Hospitals

Eshkiki

et al. 2021

J Clin Res Paramed Sci

“…A safe climate for nurses diminished burnout and allows them to have optimal professional performance and do their best to provide high quality care for patients. Abdullah Mohammad et al (2018) revealed that the positive understanding of the climate by nurses makes them more e cient [1]. Therefore, nurses should be aware of their behaviors and the effects that their behaviors may have on others in the working environment.…”

Section: Discussionmentioning

confidence: 99%

“…In today's competitive condition, the importance of human resources in the development of organizations, including health care organizations, is quite evident. Nurses are the largest workforce in healthcare organization around the world [1][2][3].…”

Section: Introductionmentioning

confidence: 99%

“…Safety climate is associated with diverse parts of the organizational performance, including nurses' performance [1,6]. In the hospital environment, the nurse's performance is scrutinized as a notable component in providing high quality medical services [1]. Improving the performance of an organization, in addition to the capability and mental health of staff, also depends on the professional behavior of employees.…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

The Predicting Role of the Safety Climate in the Professional Behavior of Nurses: A Cross-Sectional Study

Bagherzadeh¹,

Salemipoor²,

Hajinejad³

et al. 2021

Preprint

Background: Safety climate which is a subset of organizational climate in the field of safety mirrors the attitude of people in care centers towards safety. In addition to being in connection with diverse parts of the organization’s function, safety climate can also affect the nurse’s performance. Aim: The present study aimed at determining the predicting role of the safety climate in the professional behavior of nurses working in hospitals affiliated to Bushehr University of Medical Sciences. Methods: In this cross sectional study, which is of descriptive analytical type, 595 expert nurses currently working with more than 6 months of working experience in the medical wards of hospitals affiliated to Bushehr University of Medical Sciences entered the study. Data was gathered from the viewpoint of the nurse and professional behavior through a demographic information form and two safety climate questionnaires. Then the data were analyzed by V.19 SPSS which is statistical software. The data analysis was conducted using univariate regression and multivariate linear regression at the significance level of 0.05. Results: Among the diverse domains of the safety climate, the field of nursing education (P= 0.027, ß=0.104), communicating with other nurses (P= 0.027, ß=0.101) and error reporting (P= <0.001, ß= 0.191) were the direct prediction of professional nursing behavior. Also, apart from safety climate, satisfaction of the nursing job had a direct, statistic and significant relationship with professional behavior (P= <0.001, ß= 0.142). Conclusion: Attempts to create a ward, in which the nurses receive the necessary education in an appropriate time and ameliorate their expertise, as well as a climate in which nurses have such a good relationship with their collages that they can easily talk about the possible mistakes and errors, can upgrade nurse’s professional behavior.

Organizational climate–institutional environment nexus: why context matters

2022

This conceptual paper investigates organizational climates through multiple lenses to highlight the complex web of forces and dynamics that influences the varied perceptions and experiences of organizational climates in any organization. The multi-faceted nature of employee perceptions of organization climates presents complex problems in human resource management and organizational well-being. Using a literature review and institutional environment framework, diverse perspectives and discourse are drawn on how an array of intertwined factors such as context, technology and innovation, ownership, goals and objectives, corporate governance, organizational change and life-cycle, physical conditions, workplace hazards, environmental stressors, organizational process, communication and organization structure can influence and shape organizational climate and resultant group dynamics. Moreover, several empirical results confirm the role institutional environments play in the organizational climate ecosystem. Our finding reveals that organizations could have several layers and types of organizational climates dependent on intervening soft and hard factors. Therefore, studies relating to organizational climates should adopt a holistic and systematic approach to understand the multi-layered dynamics in their context.