Naslov
Results of comparative research on organizational climate: Suggestions for the HRM development

Autori
Sušanj, Zoran

Vrsta, podvrsta i kategorija rada
Sažeci sa skupova, sažetak, znanstveni

Izvornik
Zbornik radova sa međunarodnog naučnog skupa: Društveni izazovi Evropskih integracija: Srbija i uporedna iskustva / Franceško, M. - Novi Sad : Fakultet za pravne i poslovne studije, Novi Sad ; Prometej, Novi Sad, 2010, 103-104

ISBN
978-86-515-0557-0

Skup
Društveni izazovi Evropskih integracija: Srbija i uporedna iskustva

Mjesto i datum
Novi Sad, Srbija, 12.11.2010

Vrsta sudjelovanja
Predavanje

Vrsta recenzije
Međunarodna recenzija

Ključne riječi
organizational climate; human resource management

Sažetak
Organizational climate is usually defined as a summative perception of all aspects of working environment (events, procedures, rules, relationships) that are psychologically meaningful to the employees, i.e. relevant to them. Since the organizational climate directly reflects employment policies and procedures, by assessing the climate, it is a possible to ascertain the efficacy of human resources management within an organization, as well as the effects of the introduced organizational changes. The aim of this paper is to discuss the consequences that perception of an organization may have on employee motivation in different organizations, based on the empirical data gathered for the organizational climate in the region. During the last decade in Croatia and Slovenia have been conducting a comparative research on the organizational climate and jog satisfaction using an established method. The project so far included 422 organizations of different business and services, 848 measurements were conducted and 200 000 questionnaires collected. The data were subjected to appropriate descriptive and multi-variable statistical analysis at the level of organizational analysis, demonstrating the following results: - similarities in organizational climate in different organizations in the region were observed - the used instrument has demonstrated internal consistency, and measures general affective towards the organization, and has the expected multi-factorial latent structure consisting of the perception of 1) organization system, 2) management, 3) attitude towards work and quality and 4) development policies of the organization ; - position of the priority facets of the organizational climate in the semantic space can account for two orthogonal dimensions: “individual-organization” and “employee attitudes - employer attitudes”. These results directly lead to the following conclusions concerning the improvements within the process of human resources management in the region: - greatest challenges of HRM are within the field of awards and promotions, as well as information flow and communication within the organization ; - the development of HRM must incorporate differing employee perception of the organization - central role and responsibility for connection the different elements od the HRM processes must be on the management staff at all levels of management.

Izvorni jezik
Engleski

Znanstvena područja
Psihologija

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