Organizational Climate According to Occupational Groups in a Public Sector Health Institution
Katherine Lecaros Márquez
Universidad Ricardo Palma
Abstract: This research has as its objective to compare the actual organizational climate with the ideal organizational climate as perceived by occupational groups in a public sector health institution. Results show that there are significant statistical differences between both climates and that the actual organizational climate shows a negative trend whereas the ideal organizational climate shows a trend that goes from positive to quite positive. This difference is also evident in each of the variable's dimensions. Since no change in institutional policies is foreseen in the near future, the ideal climate seems bound to remain as a hopeful expectation, unless some intervention to modify the actual organizational environment takes place.
Key Words: Actual organizational climate, Ideal organizational climate.
The importance of maintaining an
adequate work environment in organizations for their survival, given its direct
impact on the productivity of human resources, prompted the present study on
the organizational climate in a health institution, which needs to develop
policies aimed at incentivizing its internal public in order to provide a
quality service to its users.
For years, human resource development policies in the public sector have been based on collective bargaining achievements and the generation of pecuniary benefits. Unfortunately, little was done in many organizations to integrate all of this into impact measurement policies that would allow determining if these actions achieved the desired effect on personnel.
In this way, and with the purpose of
evaluating the different dimensions of the Organizational Climate, it was
decided to select a bureaucratic-type organization, which has a variety of
occupational groups, who have different and, in some cases, antagonistic
expectations.
As a data collection instrument, the Organizational Climate Questionnaire by Litwin and Stringer (1968) was used, an instrument that was easy to understand for all occupational groups and that provided valuable information to issue conclusions on the matter.
The theory of Litwin and Stringer constitutes a structural and subjective approach to the concept of organizational climate, which comprises the subjective effects perceived by the formal system, as well as the informal style of administrators and other important environmental factors on the attitudes, beliefs, values and motivation of the people who work in a given organization.
The theory arises from a group of researchers
from the Harvard Business School led by George Litwin and Robert Stringer, who
observed people's participation in terms of how it related to the environment
in which they worked. Instead of examining the structure in which people fit,
the researchers asked how people can become energized and committed and
motivated by the environment created by their managers, that is, the
organizational climate.
Litwin and Stringer validated their
questionnaire in 1968 and found that the strength of basic motives such as
needs for achievement, power and affiliation was definitely influenced by the
organizational climate. In a sample of 460 administrators, they found a strong
relationship between highly structured organizations and the emergence of the
need for power and a negative relationship regarding the needs for achievement
and affiliation. Also, in a climate with high responsibility and clear
standards, these scholars observed a strong positive relationship between this
climate and achievement motivation, a moderate correlation regarding power
motivation and between no relationship to a negative relationship concerning
affiliation motivation (Koontz, 2000).
The Litwin and Stringer questionnaire measures
organizational climate based on seven dimensions, each of which relates to
certain properties of the organization, such as:
- Conformity: The feeling that there
are many restrictions imposed from outside on the organization; the degree
to which members feel that there are many norms, procedures, and practices
they must abide by instead of being able to do the work as they see fit.
- Responsibility: The degree to which
members feel they can take decisions and solve problems without consulting
with their superiors at every step.
- Norms: The emphasis the organization
puts on good performance and outstanding production, including the degree
to which members feel the organization sets challenging goals for them and
communicates commitment to them to the members.
- Rewards: The degree to which members
feel they are recognized for a job well done and are rewarded for it
instead of being ignored, criticized, or punished when something goes
wrong.
- Organizational Clarity: The feeling among members
that things are well-organized and goals are clearly defined enough
instead of being messy, confusing, or chaotic.
·
Warmth and Support: The feeling that amiability is a valued norm in the organization; that
members trust each other and offer support. The feeling that good relationships
prevail in the work environment.
·
Leadership:
The willingness on the part of organization members to accept the leadership
and direction of those most qualified. Members feel free to assume leadership
roles, and are rewarded for their effectiveness.
Objectives
1.
To
know the current organizational climate versus the ideal organizational climate
in the occupational groups of a public sector institution.
2. To identify and describe the
dimensions of the current organizational climate that differ from the ideal
organizational climate in the occupational groups of a public health
institution.
Method
Level and type of research
The present research is of applied
type using the descriptive comparative method to contrast the current
organizational climate versus the ideal organizational climate according to
occupational groups in a public sector health institution.
Participants
The total population of the
institution consisted of 292 people, of which 175 constituted the sample of the
present investigation. The people were male and female, aged between 18 and 65
years, with more than 6 months of service time, their employment condition
being both indefinite-term contract and appointed, corresponding to the
occupational groups of care and administrative personnel.
Instrument
The present study used the
Organizational Climate Questionnaire based on the theory of Litwin and Stringer
(Kolb, 1977) which consists of seven dimensions: Conformity, Responsibility,
Standards, Rewards, Organizational Clarity, Cordiality and Support, and
Leadership. The dimensions were measured using a 10-point Likert-type ordinal
scale. The consistency and measurement precision index was carried out for both
the current organizational climate scale and the ideal organizational climate
scale. The interpretation of the questionnaire was carried out by converting
the direct scores to scalar scores and diagnostic categories for both climates
and their dimensions.
Procedure
The questionnaire data were
collected individually, with specific dates designated for testing each
occupational group. The approximate application time of the instrument was 30
minutes.
Results
The research results show that, in
physicians, the ideal organizational climate yields a mean of 60, which
corresponds to the very positive category, while the current organizational
climate yields a mean of 30.05, whose difference of 29.95 yields a t score of
13.54, which is very significant even for the 0.01 margin of error. In the
nurse group, the ideal organizational climate has a mean of 62.56, which
corresponds to the very positive category, while the mean of the current
organizational climate is 33.97; the difference
of 28.60 yields a t value of 15.14,
also very significant even for the 0.01. In the care technicians, the
arithmetic mean of the ideal organizational climate is 60.69 (very positive),
while the current organizational climate reaches a mean of 36.19. The difference
of 24.50 yields a t value of 9.82, also very significant even for the 0.01. In
the administrative group, the ideal climate is 56.03, which corresponds to the
positive category, while the mean of the current organizational climate is
23.52, which corresponds to the negative tendency category. The difference of
32.52 also yields a t value of 11.57, significant even for the 0.01.
Furthermore, the current organizational climate is mostly in a negative
tendency, while the ideal organizational climate is in the positive to very
positive category, which is why the contrasts were made based on occupational
groups, as shown in Table 1.
Table 1. Difference of Means of the
actual and ideal Organizational Climate within each occupational group in a
public sector health institution.
|
|
Physician |
Nurse |
Asst. Tech. |
Administ. |
||||
|
|
Actual |
Ideal |
Actual |
Ideal |
Actual |
Ideal |
Actual |
Ideal |
|
Mean |
30.05 |
60.00 |
33.97 |
62.56 |
36.19 |
60.69 |
23.52 |
56.03 |
|
Median |
30 |
62 |
34 |
64.5 |
35 |
64 |
23 |
61 |
|
S.D. (Standard Deviation) |
10.71 |
9.01 |
12.96 |
7.30 |
13.21 |
9.31 |
8.24 |
13.31 |
|
Variance |
114.61 |
81.18 |
167.84 |
53.33 |
174.60 |
88.76 |
67.86 |
177.03 |
|
N (Sample Size) |
40 |
40 |
62 |
62 |
42 |
42 |
31 |
31 |
|
Diff (Difference) |
29.95 |
28.60 |
24.50 |
32.52 |
||||
|
S.E. (Standard Error) |
2.21 |
1.89 |
2.49 |
2.81 |
||||
|
T (T-score) |
13.54 |
15.14 |
9.82 |
11.57. |
||||
|
*(..)*P<0.01 |
||||||||
In terms of the Conformity
dimension, an average of 5 was found in physicians in the current climate
compared to an average of 8 in the ideal climate. The difference of 2.98 yields
a t value of 6.18 which is very significant at the 0.01 margin of error, that
is, for physicians the current climate is in the negative tendency category,
but they consider that in the future it will be positive. In nurses, the
average of the current organizational climate is 6.52 indicating a positive
tendency, compared to the ideal climate of 8.18 indicating a positive climate,
the difference of 1.66 with a t value of 4.35 being significant. In the group
of care technicians, the current mean is 6.45 indicating a positive tendency
and the ideal is 7.86 indicating a positive climate, the difference of 1.40
which yields a t value of 2.66 being significant. In the administrative group,
the current organizational climate is 5.26 as a negative tendency and the ideal
climate is 7.32 as a positive tendency, the difference of 2.06 with a t value
of 3.57 being also significant. It can be observed that in this dimension, the
two occupational groups that are with a negative tendency are the physicians
and the administrative staff; those who present a positive tendency are the
nurses and the care technicians, but all of them have a significantly
greater ideal organizational climate, paying special attention to the
administrative staff, who only reach a positive tendency in their ideal
perception, which suggests that this is a group that should be given special
attention. These results are shown in Table 2.
Table 2. Difference of means of the
actual and ideal Organizational Climate by occupational group in the dimension
Conformity
|
Statistic |
Actual Physician |
Ideal Physician |
Actual Nurse |
Ideal Nurse |
Actual Asst. Tech. |
Ideal Asst. Tech. |
Actual Administrat. |
Ideal Administrat. |
|
Mean |
5.03 |
8.00 |
6.52 |
8.18 |
6.45 |
7.86 |
5.26 |
7.32 |
|
Median |
5.00 |
8.00 |
7.00 |
9.00 |
7.00 |
8.00 |
5.00 |
7.00 |
|
S.D. |
2.43 |
1.83 |
2.37 |
1.85 |
2.65 |
2.16 |
2.50 |
2.02 |
|
Variance |
5.92 |
3.33 |
5.63 |
3.43 |
7.03 |
4.66 |
6.26 |
4.09 |
|
N |
40.00 |
40.00 |
62.00 |
62.00 |
42.00 |
42.00 |
31.00 |
31.00 |
|
Diff |
-2.98 |
-1.66 |
-1.40 |
-2.06 |
||||
|
S.E. |
0.48 |
0.38 |
0.53 |
0.58 |
||||
|
T |
6.18 |
4.35 |
2.66 |
3.57 |
||||
|
*p<0.01 |
||||||||
Table 3. Difference of means of the
actual and ideal Organizational Climate by occupational group in the dimension
Responsibility
|
Physician |
Nurse |
Asst. Tech. |
Administ. |
|||||
|
Actual |
Ideal |
Actual |
Ideal |
Actual |
Ideal |
Actual |
Ideal |
|
|
Mean |
5.25 |
8.58 |
5.58 |
8.85 |
6.00 |
8.36 |
3.77 |
7.84 |
|
Median |
5.00 |
9.00 |
6.00 |
9.00 |
6.00 |
9.00 |
3.00 |
8.00 |
|
S.D. (Standard Deviation) |
2.53 |
1.26 |
2.64 |
2.45 |
1.79 |
2.11 |
1.92 |
|
|
Variance |
6.40 |
1.58 |
6.97 |
2.42 |
6.00 |
3.21 |
4.45 |
3.67 |
|
N (Sample Size) |
40.00 |
40.00 |
62.00 |
62.00 |
42.00 |
31.00 |
31.00 |
|
|
Diff (Difference) |
-3.33 |
-3.27 |
-2.36 |
-4.06 |
||||
|
S.E. (Standard Error) |
0.45 |
0.39 |
0.47 |
0.51 |
||||
|
T (T-score) |
7.44 |
8.41 |
5.03 |
7.94 |
||||
|
*p<0.01 |
||||||||
With reference to
the Standards dimension, we found an average of 5.6 in physicians in
the current climate compared to an average of 8.38 in the ideal climate. The
difference of 2.78 yields a t value of 5.88 which is very significant at the
0.01 margin of error, that is, for physicians the current climate is in the
negative tendency category, but they consider that in the future it will be
positive. In nurses, the average of the current organizational climate is 5.02
as a medium tendency compared to the ideal climate of 8.98 which is positive,
the difference of 3.97 with a t value of 11.4 being significant. In the group
of organizational technicians, the current mean is 5.38 as a medium tendency
and the ideal is 8.43 as positive, the difference of 3.05 with a t value of
6.70 being significant. In the administrative group, the current organizational
climate is 3.58 as a negative tendency and the ideal climate is 8.03 as a
positive tendency, the difference of 4.45 with a t value of 9.49 being
significant. These results can be observed in Table 4.
Table 4. Difference of means of the
actual and ideal Organizational Climate by occupational group in the dimension
Standards
|
Physician |
Nurse |
Asst. Tech. |
Administ. |
|||||
|
Actual |
Ideal |
Actual |
Ideal |
Actual |
Ideal |
Actual |
Ideal |
|
|
Mean |
5.60 |
8.38 |
5.02 |
8.98 |
5.38 |
8.43 |
3.58 |
8.03 |
|
Median |
5.00 |
9.00 |
5.00 |
9.00 |
5.00 |
9.00 |
3.00 |
8.00 |
|
S.D. |
2.31 |
1.89 |
2.43 |
1.26 |
2.37 |
1.76 |
1.82 |
1.87 |
|
Variance |
5.32 |
3.57 |
5.92 |
1.59 |
5.61 |
3.08 |
3.32 |
3.50 |
|
N |
40.00 |
40.00 |
62.00 |
62.00 |
42.00 |
42.00 |
31.00 |
31.00 |
|
Diff |
-2.78 |
-3.97 |
-3.05 |
-4.45 |
||||
|
S.E. |
0.47 |
0.35 |
0.45 |
0.47 |
||||
|
T |
5.88 |
11.40 |
6.70 |
9.49 |
||||
|
*p<0.01 |
||||||||
With reference to the Rewards dimension, one finds in physicians an average of 3.38 in the actual Organizational climate compared to an average of 8.63 in the ideal climate. The difference of 5.25 yields a t value of 14.02 which is very significant at the 0.01 margin of error, that is, for physicians the actual climate is in the negative tendency category, but they indicate that in the future it will be positive. In nurses, the average of the actual organizational climate is 3.76 which is located in the negative category compared to the average of the ideal organizational climate of 9.13 which is located in the positive category, the difference of 5.37 with a t value of 15.53 being significant. In the group of organizational technicians, the current mean is 4.29 as a negative tendency and the ideal is 9.02 as positive, the difference of 4.74 which yields a t value of 10.58 being significant. In the administrative group, the actual organizational climate is 2.68 which is located as a negative tendency and the ideal climate is 8.45 which is located as a positive tendency, the difference of 5.77 which yields a t value of 12.38 being significant, as can be seen in Table 5.
Table 5. Difference of Means of the
Actual and Ideal Organizational Climate by Occupational Group in the Rewards
Dimension
|
Physician |
Nurse |
Asst. Tech. |
Administ. |
|||||
|
Actual |
Ideal |
Actual |
Ideal |
Actual |
Ideal |
Actual |
Ideal |
|
|
Mean |
3.38 |
8.63 |
3.76 |
9.13 |
4.29 |
9.02 |
2.68 |
8.45 |
|
Median |
3.00 |
9.00 |
3.00 |
10.00 |
4.00 |
10.00 |
3.00 |
9.00 |
|
S.D. (Standard Deviation) |
1.64 |
1.71 |
2.30 |
1.47 |
2.46 |
1.54 |
1.38 |
2.20 |
|
Variance |
2.70 |
2.91 |
5.27 |
2.15 |
6.06 |
2.37 |
1.89 |
4.86 |
|
N (Sample Size) |
40.00 |
40.00 |
62.00 |
62.00 |
42.00 |
42.00 |
31.00 |
31.00 |
|
Diff (Difference) |
-5.25 |
-5.37 |
-4.74 |
-5.77 |
||||
|
S.E. (Standard Error) |
0.37 |
0.35 |
0.45 |
0.47 |
||||
|
T (T-score) |
14.02 |
15.53 |
10.58 |
12.38 |
||||
|
*P<0.01 |
||||||||
With reference to the Clarity dimension, we find that doctors have an average of 3.33 in the actual climate compared to an average of 8.98 in the ideal climate. The difference of 5.65 yields a t-value of 13.79, which is very significant at a 0.01 margin of error; this is, that for doctors the actual climate is located in the medium category, but indicating that in the future it will be positive. In nurses, the average of the actual organizational climate is 4.40, which appears as a negative trend, versus the ideal organizational climate, which amounts to 9.24 and is located in the very positive category, the difference of 4.84 being significant with a t-value of 15.10. In the group of organizational technicians, the actual mean is 4.52, which is located as a negative trend, and the ideal is 8.93, which is located as positive, the difference of 4.40 being significant with a t-value of 9.62. In the group of administrative staff, the actual organizational climate reaches 2.48 in the negative category and the ideal organizational climate reaches 8.23 in the positive category, the difference of 5.74 being significant with a t-value of 11.05, as can be seen in Table 6.
Table 6. Difference of Means of the
Actual and Ideal Organizational Climate by Occupational Group in the
Organizational Clarity Dimension
|
Physician |
Nurse |
Asst. Tech. |
Administ. |
|||||
|
Actual |
Ideal |
Actual |
Ideal |
Actual |
Ideal |
Actual |
Ideal |
|
|
Mean |
3.33 |
8.98 |
4.40 |
9.24 |
4.52 |
8.93 |
2.48 |
8.23 |
|
Median |
3.00 |
10.00 |
4.00 |
10.00 |
4.00 |
10.00 |
2.00 |
9.00 |
|
S.D. (Standard Deviation) |
2.18 |
1.40 |
2.24 |
1.15 |
2.36 |
1.80 |
1.55 |
2.45 |
|
Variance |
4.74 |
1.97 |
5.03 |
1.33 |
5.57 |
3.24 |
2.39 |
5.98 |
|
N (Sample Size) |
40.00 |
40.00 |
62.00 |
62.00 |
42.00 |
42.00 |
31.00 |
31.00 |
|
Diff (Difference) |
-5.65 |
-4.84 |
-4.40 |
-5.74 |
||||
|
S.E. (Standard Error) |
0.41 |
0.32 |
0.46 |
0.52 |
||||
|
T (T-score) |
13.79 |
15.10 |
9.62 |
11.05 |
||||
|
*p<0.01 |
||||||||
With reference to the Cordiality and Support dimension, we find that doctors have an average of 3.93 in the actual climate compared to an average of 9.03 in the ideal climate. The difference of 5.10 yields a t-value of 11.48, which is very significant at a 0.01 margin of error; that is, that for doctors the actual climate is located in the negative trend category, but they perceive that in the future it will be positive. In nurses, the average of the actual organizational climate is 4.39, which is located in a negative trend, versus the ideal climate of 9.21, which is located as positive, the difference of 4.82 being significant with a t-value of 14.96. In the group of organizational technicians, the actual mean is 5 as a negative trend and the ideal is 9.26 as positive, the difference of 4.26 being significant with a t-value of 9.85. Finally, in the group of administrative staff, the actual organizational climate reaches 2.94 in the negative category, while the ideal climate is 8.13 in the positive category; the difference of 5.19 yields a t-value of 9.95, which is significant, as can be seen in Table 7.
Table 7. Difference of Means of the Actual and Ideal Organizational Climate by Occupational Group in the Cordiality and Support Dimension
|
Physician |
Nurse |
Asst. Tech. |
Administ. |
|||||
|
Actual |
Ideal |
Actual |
Ideal |
Actual |
Ideal |
Actual |
Ideal |
|
|
Mean |
3.93 |
9.03 |
4.39 |
9.21 |
5.00 |
9.26 |
2.94 |
8.13 |
|
Median |
4.00 |
10.00 |
4.00 |
10.00 |
5.00 |
10.00 |
2.00 |
9.00 |
|
S.D. (Standard Deviation) |
2.06 |
1.91 |
2.26 |
1.15 |
2.53 |
1.21 |
1.73 |
2.33 |
|
Variance |
4.23 |
3.67 |
5.13 |
1.32 |
6.39 |
1.47 |
3.00 |
5.45 |
|
N (Sample Size) |
40.00 |
40.00 |
62.00 |
62.00 |
42.00 |
42.00 |
31.00 |
31.00 |
|
Diff (Difference) |
-5.10 |
-4.82 |
-4.26 |
-5.19 |
||||
|
S.E. (Standard Error) |
0.44 |
0.32 |
0.43 |
0.52 |
||||
|
T (T-score) |
11.48 |
14.96 |
9.85 |
9.95 |
||||
|
*p < 0.01 |
||||||||
Table 8. Difference of Means of the
Actual and Ideal Organizational Climate by Occupational Group in the Leadership
Dimension
|
Physician |
Nurse |
Asst. Tech. |
Administ. |
|||||
|
Actual |
Ideal |
Actual |
Ideal |
Actual |
Ideal |
Actual |
Ideal |
|
|
Mean |
3.55 |
8.43 |
4.31 |
8.97 |
4.55 |
8.83 |
2.81 |
8.03 |
|
Median |
3.00 |
9.00 |
5.00 |
9.00 |
4.00 |
9.00 |
2.00 |
9.00 |
|
S.D. |
1.85 |
1.97 |
2.42 |
1.33 |
2.47 |
1.31 |
1.58 |
2.14 |
|
Variance |
3.43 |
3.89 |
5.86 |
1.77 |
6.11 |
1.70 |
2.49 |
4.57 |
|
N |
40.00 |
40.00 |
62.00 |
62.00 |
42.00 |
42.00 |
31.00 |
31.00 |
|
Diff |
-4.88 |
-4.66 |
-4.29 |
-5.23 |
||||
|
S.E. |
0.43 |
0.35 |
0.43 |
0.48 |
||||
|
T |
11.39 |
13.29 |
9.94 |
10.95 |
||||
|
*p < 0.01 |
||||||||
Conclusions
- 1. There are differences between the
actual and ideal organizational climate according to occupational groups in a
public sector health institution.
- 2. The actual organizational climate,
at the level of occupational groups, is in a range that oscillates between a
positive trend and a negative trend.
- 3. With respect to the ideal
organizational climate, the occupational groups present scores located in the
ranges of very positive to positive.
- 4. The Conformity dimension of the
organizational climate, based on the theory of Litwin and Stringer, shows
differences according to occupational groups.
- 5. The Responsibility dimension of the
organizational climate, based on the theory of Litwin and Stringer, shows
differences according to occupational groups.
- 6. The Norms dimension of the
organizational climate, based on the theory of Litwin and Stringer, shows
differences according to occupational groups.
- 7. The Rewards dimension of the
organizational climate, based on the theory of Litwin and Stringer, shows
differences according to occupational groups.
- 8. The Clarity dimension of the
organizational climate, based on the theory of Litwin and Stringer, shows
differences according to occupational groups.
- 9. The Cordiality and Support dimension
of the organizational climate, based on the theory of Litwin and Stringer,
shows differences according to occupational groups.
- 10 The Leadership dimension of the
organizational climate, based on the theory of Litwin and Stringer, shows
differences.
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to obtain the Bachelor's Degree in Psychology. National
Major University of San Marcos, Lima, Peru.
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de Kohan, N., y Carro J., (1984). Applied Statistics. Buenos Aires:
Ediciones Previas.
- Chiavenato, I.
(1989). Introduction to the General Theory of Administration. Mexico: Mc. Graw-Hill Interamericana de México S.A.
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I. (1994). Human
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- Dessler, G. (1979). Organization and Administration: situational approach. Mexico: Prentice Hall.
- Fuentes R. y colaboradores (1996). Study of the Organizational Climate and its results in a General Hospital. Valparaiso Health Service, Chile.
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- Rivera, M. (n/d). The organizational climate of educational units and the implementation of the Educational Reform. Thesis to opt for the Academic Degree of Master in Education with Mention in Educational Management. Antofagasta, Chile: University of Antofagasta.
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Behavior (8th Edition). Mexico: Prentice Hall.
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Unpublished Thesis to opt for the Master's Degree. Lima, Peru: San Martin de
Porres University.
Ricardo Palma University
Graduate School
Doctorates:
Doctorate in Political Science and International Relations.
Doctorate in Global Business Administration.
Master's Degrees:
Master's in Business Administration
Master's in Architecture with a Mention in
Business Management
Master's in Political Science
Master's in Organizational Behavior and
Human Resources
Master's in Higher Education Teaching
Master's in Ecology and Environmental Management
Master's in Education through Art
Master's in Industrial Engineering with a Mention in
Planning and Business Management
Master's in Museology.
Master's in Psychology with a Mention in Systems Auditing
Master's in National Development and Defense
Master's in Journalism
Master's in Public Health with a Mention in
Hospital and Health Services Administration
Master's in Nursing
Second Specialty:
Psychopedagogy
Educational Management
University Didactics
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