چکیده:
The growing significance placed on understanding employees and their behavior within the organization has produced a great deal of interest in investigating employee perceptions of organizational climate. Despite the rich and growing body of literature on the topic, a negligible comprehensive typology of organizational climate exists. This research aims to provide a typology of organizational climate. The research method is a mix one and a sequential exploratory approach is used. In order to analyze the collected data through systematic review in the qualitative section, thematic analysis was used. Data were coded first manually and next by MAXQDA software. Qualitative Results show 437 primary codes, 37 basic themes, 5 organizing themes and 2 global themes that were presented in the form of a network themes. The findings of the qualitative section were submitted to 21 behavioral management university experts in the form of a validation questionnaire. The experts approved all identified themes with minor modifications. Finally, according to the findings and based on Bailey’s (1994) method, the following six organizational climates were recognized: functional, dysfunctional, friendly, antagonistic, transcendental and non-transcendental
اهمیت فزاینده توجه به رفتارهای کارکنان در سازمان باعث افزایش تحقیق در زمینه ادراک کارکنان از جو سازمان شده است. علی رغم ادبیات غنی و فزاینده این موضوع تا کنون نوع شناسی جامعی از جو سازمانی ارايه نشده است. هدف اصلی این پژوهش ارايه نوع شناسی جو سازمانی می باشد. روش تحقیق ترکیبی است و رویکرد متوالی اکتشافی می باشد. برای تحلیل داده های گرداوری شده از طریق مرور سیستماتیک در بخش کیفی، از تحلیل مضمون استفاده شد. این داده ها یک بار به صورت دستی و یک بار هم توسط نرم افزار MAXQDA کدگذاری شدند. نتیجه تحلیل داده های کیفی، شناسایی 437 کد اولیه، 37 مضامین پایه، 5 مضمون سازمان دهنده و 2 مضمون فراگیر بود که در قالب شبکه مضامین ارايه شده اند. یافته های بخش کیفی در قالب پرسشنامه سنخیت سنجی در اختیار 21 نفر از خبرگان دانشگاهی مدیریت رفتاری قرار گرفت. نتایج تحلیل بخش کمی نشان می دهد که تمامی مضامین شناسایی شده با اعمال اصلاحاتی جزيی مورد تایید قرار گرفتند. با توجه به یافته های پژوهش، نوع شناسی جو سازمانی با روش بیلی (1994) صورت گرفت و جو سازمانی در 6 نوع جو کارکردی، غیر کارکردی، دوستانه، خصمانه، متعالی و غیر متعالی نوع شناسی شد.
خلاصه ماشینی:
Since organizational climate has an important impact on employee’s motivation, behavior and attitude; and were as employees are the main source of organizations, therefore recognizing types of OC and there effects on employee-oriented work outcome can influence organizational productivity.
To reach this aim by deep review of literature and using thematic analysis, enables the researchers to determine dimensions and components of organizational climate.
In the final stage, based on the results of the thematic analysis and 211 using Bailey (1994) method, organizational climate typology was presented.
For example, when the leadership is supportive and the rules and procedures are transparent and there are decent organizational rewards, 233 positive climate forms in the organization, such as: safety, innovation, ethical, Proactive, risk taking, civil, justice, service, development and diversity climate.
2. Future researchers can be designing a model for explaining effects of organizational climate types on employee-oriented work outcomes and then run this model in the various organizations.
4. To create a functional type in the organization, we suggest that managers improve structural and managerial dimensions such as participative leadership, appropriative organizational rewards, transparent rules and procedures, etc.
5. To create a friendly type in the organization, we suggest that managers improve interactive dimensions such as friendly interactions and communications, agreement on roles, relationships based on trust and high partnerships and collaborations so depending on organizational activity scope, they can create positive especial climate such as Proactive, ethical, participation and developmental climates.