School Climate Factors and Student Learning and behavior

Proceedings of the 1 st International Conference on Information Technology and Education (ICITE 2020), 2020

Organizational culture will shape the organizational climate. Organizational climate is the perception of organizational members on various aspects that exist in the organization. If organizational culture is qualitative (because organizational culture is built from shared systems and values), then organizational climate is quantitative (because organizational climate is a perception of organizational members on existing practices in the organization). Organizational climate reflects what the members feel (perceptions) of being in an organization. A leader must create a harmonious organizational climate, so that members of the organization will be comfortable working.

Vidyasagar University Journal of Commerce, 2007

This article has tried to make a review of the significant research works on Organizational Climate. It has been observed that though the term was almost as old as the concept of management itself, an initial framework of Organizational climate was not found until 1964. All the earlier studies on Organizational climate can be broadly classified under three principal approaches -MMOAA, PMOAA, and PMIAA. The first approach essentially emphasise on organizational model, taxonomy, context, and structure. The second approach, PMOAA considers OC as a set of attributes and delves into the question how the organization deals with its members' perceptions. The third and the last approach (PMIAA) basically enquires into the individual perceptions on the organizational environment. The dimensions for Organizational Climate have been evolved from various researches under the three approaches. Basically the Climate can be divided into two parts: i) Organizational Climate -from organizational viewpoint and ii) Psychological Climate-from individual viewpoint. Finally in search of a unified theory the concept of "Collective Climate" becomes very useful. This concept considers shared individual perceptions of work environment and also considers the influences like technology, demographics, etc. The strategic context of Collective Climate is found to be one of the most effective model for diagnosing Organizational Climate.

Organizational climate (CO) is commonly defined as an arrangement of estimable properties of the work environment, being these properties noticed directly or indirectly by the individuals that attend and work in this environment and that interferes in the motivation and the behavior of these people. The present work brings the organizational climate as an indicator of satisfaction of the members of a certain company located in the state of Tocantins, taking into account different aspects of the culture and the current reality of the institution in question. So, the results of the applied research in this institution will reveal the reality observed by the collaborators and not only what happens legitimately.

This study investigated the characteristics of organizational climate and its effects on organizational variables. Investigation of 419 participants including both managers and employees indicated as follows: educational level, position and length of time working for the current organization had significant main effects on organizational climate; specialty, enterprise character and enterprise size also had significant main effects on organizational climate; organizational climate had significant main effects on human resources management effectiveness such as turnover intention, job satisfaction and work efficacy; organizational climate also had significant main effects on organization effectiveness like staff members' organization commitment and collective identity.

International Journal of Psychology and Educational Studies, 2020

The purpose of this study is to determine whether the school climate affects school effectiveness. For this purpose, quantitative research relational screening model was used in the study. The research was conducted in 2018-2019 academic year and 341 teachers participated voluntarily. In the research, The Organizational Description Climate Scale for Elementary Schools (OCDQ-RE]) developed by Hoy and Tarter (1997) and adapted to Turkish culture by Yılmaz and Altınkurt (2013) was used together with The School Effectiveness Index, which was developed by Hoy (2014) and adapted to Turkish culture by Yıldırım (2015). The data were analyzed by correlation and regression analysis. According to the findings, school climate predicts school effectiveness. The findings were discussed with the results of other researches in the literature and suggestions were made to the administrators and teachers.

2012

The present study was carried out to develop and validate a scale for the measurement of organizational climate of high schools. For this standardized procedure was adopted. Initially for the items generation, the literature was reviewed and discussions with schools heads and teachers were conducted. Initially an item-pool consisted of 80 items were generated through this process but after experts’ opinion, some items were eliminated and remaining items 50 were left for empirical evaluation through factor analysis, for this purpose a random sample of 150 private and public school teachers were collected from Islamabad. On the basis of factor analysis through SPSS .17 insignificant items were deleted from the proposed scale and rest of the 38 items were retained in the scale and grouped into 5 factors or categories named as organizational clarity and standards (13 items), team Commitment (08 items), Intimacy and support (05 items), Autonomy ( 05 items) and Rewards & Risks (07 items)....

Organizational climate and organizational culture theory and research are reviewed. The article is first framed with definitions of the constructs , and preliminary thoughts on their interrelationships are noted. Organizational climate is briefly defined as the meanings people attach to interrelated bundles of experiences they have at work. Organizational culture is briefly defined as the basic assumptions about the world and the values that guide life in organizations. A brief history of climate research is presented, followed by the major accomplishments in research on the topic with regard to levels issues, the foci of climate research, and studies of climate strength. A brief overview of the more recent study of organizational culture is then introduced, followed by samples of important thinking and research on the roles of leadership and national culture in understanding organizational culture and performance and culture as a moderator variable in research in organizational behavior. The final section of the article proposes an integration of climate and culture thinking and research and concludes with practical implications for the management of effective contemporary organizations. Throughout, recommendations are made for additional thinking and research. 9.1

Journal of social and economic studies

What is climate? Is climate a characteristic of organizational structure or an attitude, e.g., satisfaction? How can we distinguish organizational climate from psychological climate as a perceptual construct? Despite the decades of conceptual and empirical enquiries on these questions, the problem of defining organizational climate still persists for the professional specialists in industrial and organizational psychology. The present study is proposed to enhance our understanding of the concept of organizational climate and its measurement procedures. Since the climate is a complex set of inter-related variables, it has been a topic of debate. A large number of theoretical conceptualizations and empirical data have been accumulated around this topic (see e.g., Campbell, Dunnette, Lawler, & Weick, 1970; Forehand & Gilmer, 1964). Some view climate as a dependent variable (e.g., Litwin & Stringer, 1968; Sinha, 1973; Dieterly & Schneider, 1974). Others treat it as an independent variab...

Organizational climate plays a vital role in the determining the behaviour of employees and the performance of the organization. Organizational climate is defined as shared perceptions or prevailing organizational norms for conducting work place activities (Reichers &Schneider 1990). Organizational climate determines the success or failure of the organization. The study was carried out with the seven dimensions like Environment, Team work, Management effectiveness, Competency & commitment. Descriptive research was carried out among the 110 employees of Chennai car plant. The result exhibits the prevailing organizational climate and it suggests the ways for further development.