Hrvatsko društvo ekonomista

ARTICLES ::: AUTHORS ::: ARTICLES SEARCH

October 2003. ::: Vol.54 No.09-10

Mario Bogdanović

DIAGNOSIS OF ORGANIZATIONAL CLIMATE Stručni rad In this work it has been presented a scientific model for diagnosing the organizational climate on concrete research example by means of double conceptualization: as a psychological climate (individual traits of organizational coworkers); but also as an organizational characteristic, that is manifestation of organizational culture. In this purpose has been used a valid set of measurement instruments for each approach separately, on real research example of concrete business entity. The measure of organizational climate by fi rst approach (approach by including individual traits of organizational coworkers) has been reached by means of composite variable working attitudes (which consisted of variables: job satisfaction, job involvment and organizational commitment) and organizational-based self-esteem. The measure of organizational climate by second approach (approach to the organizational characteristic) has been reached by means of organizational effi cacy model which assume four basic types of organizational climate with domination of rules, support innovations or goals. Thus on the basis of obtainable results has been diagnosed the state of whole organizational climate (its psychological and organizational part), and by means of organizational psychological knowledge has also been extracted suggestions about problem variables. Such concrete approach to management of human resources of an organization (by means of managing the organizational climate) is the presumption for effi cient activity of management on scientific principles. - Puni tekst (Hrvatski) Str. 829 - 856 (pdf, 198.2 KB)

DIAGNOSIS OF ORGANIZATIONAL CLIMATE

Stručni rad

In this work it has been presented a scientific model for diagnosing the organizational climate on concrete research example by means of double conceptualization: as a psychological climate (individual traits of organizational coworkers); but also as an organizational characteristic, that is manifestation of organizational culture. In this purpose has been used a valid set of measurement instruments for each approach separately, on real research example of concrete business entity. The measure of organizational climate by fi rst approach (approach by including individual traits of organizational coworkers) has been reached by means of composite variable working attitudes (which consisted of variables: job satisfaction, job involvment and organizational commitment) and organizational-based self-esteem. The measure of organizational climate by second approach (approach to the organizational characteristic) has been reached by means of organizational effi cacy model which assume four basic types of organizational climate with domination of rules, support innovations or goals. Thus on the basis of obtainable results has been diagnosed the state of whole organizational climate (its psychological and organizational part), and by means of organizational psychological knowledge has also been extracted suggestions about problem variables. Such concrete approach to management of human resources of an organization (by means of managing the organizational climate) is the presumption for effi cient activity of management on scientific principles.

Puni tekst (Hrvatski) Str. 829 - 856 (pdf, 198.2 KB)