| Abstract [eng] |
The Master’s Thesis deals with the climate of Lithuanian companies and seeks to identify factors (dimensions) that influence it. Organizational climate is a particularly important factor ensuring an effective and successful activities of a company as this phenomenon reflects relationship between employees, helps members of an organization to perceive the environment and behavior and, most importantly, reveals the atmosphere prevailing in a company. The organizational climate is assessed and the factors influencing its positivity or negativity are determined during the researches carried out, and the results of researches have an effect on further actions of company managers when providing for organizational climate improvement measures and planning organizational changes in problematic areas. When analyzing the organizational climate researches carried out, a problematic phenomenon has been noticed that scientists define and characterize climate describing dimensions in different ways, their research instruments are too long, and this demonstrates that there is no common and uniform dimensional scale that would define and analyze the organizational climate, and the response to long tests is superficial, de-motivated and formal. This also applies to characterization of the instrument which has been selected, adapted and applied in the present Master’s Thesis in order to determine the factors that mostly influence the organizational climate and to analyze interdimensional interaction in Lithuanian companies. The subject of the research: interaction between organizational climate dimensions. The objective of the research: to analyze and evaluate the interaction between organizational climate dimensions in Lithuanian companies. Tasks: to analyze the scientific literature of Lithuanian and foreign authors about the organizational climate and compare organizational climate concepts, research instruments and models; to identify the structure of elements of the organizational climate construct; on the basis of the research data obtained, after making statistical calculations, to evaluate the interaction between the organizational climate dimensions. Research methods: scientific literature analysis, systematization, comparison, questionnaire survey, processing of data using SPSS software. The research has showed that the 14-dimensional organizational climate research instrument of the American authors Furnham and Goodstein (1997), which has been shortened, translated, adapted and used in Lithuania for the first time, is reliable and informative when evaluating the climate of Lithuanian companies. After making the research calculations between separate organizational climate dimensions and evaluating the most affected ones, it has been found that the following dimensions are the most influenced and dependent: clarity of duties, incentive system, career, planning and decision making, innovations, needs of employees, teamwork and support, quality of services and directions of an organization, among which including other independent variables the prevailing reciprocal influence has been established, and the strength of statistical relationship of which is high. The facts presented prove that the dimensions defining the organizational climate construct are correlated, interdependent, and have an exceptional interdimensional interaction. |
