Organizational Climate and Job
Satisfaction of Employees With and
Without Disability – Inclusion Outcomes
Wojciech Otrębski, Dariusz Jabłoński, Jolanta
Mogielnicka, Karolina Mrozek, Agnieszka Śpiewak
Institute of Psychology
The John Paul II Catholic University of Lublin, Poland
([email protected]),
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Why?
• Around 200 million of disabled people
worldwide experience disorders that affect
their functioning and participation in social life
(World Report on Disability, 2011).
• Poland: 12.2% of the population (around 4.7
million); large differences across regions;
highly diverse causes of disability
(www.niepelnosprawni.gov.pl)
• Only about ¼ take up work, mainly on the
sheltered employment market
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Theoretical background: Organizational climate - OC
• The concept of OC was formally introduced by
the human relationists in the late 1940s. By
now, it has become a very useful metaphor for
thinking about and describing the companies
social system.
• Organizational climate is also referred to as the
“situational determinants” or “environmental
determinants” that affect human behavior.
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Theoretical background: Organizational climate - OC
• Organizational climate can be defined as
employees' shared perceptions or experiences
of the policies, practices, and procedures of
their workplace and the behaviors that get
rewarded, supported, and expected there.
http://www.blackwellreference.com
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Theoretical background: Job satisfection (cognitive well-being)
• Cognitive and affective components of the attitude
towards a job may be inconsisten,
• The cognitive element is reflected in while mood
or a feeling at the workplace refers to affective
states,
• The new way of undersatnding ”job well-being ”
require seperate evaluation
(Brief 1988, Zaleska 1999, 2001a, 2001b).
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Theoretical background: Job satysfaction (affective well-being)
• We may describe any form of affective well-being
in terms of its location in relation to two separate
dimensions and its distance from the mid-point of
the figure. A particular level of pleasure may be
accompanied by high or low levels of arousal, and
• a particular level of arousal may be either
pleasurable or unpleasurable.
• In devising primary measures of well-being,
decisions have thus to be taken about the location
of key vectors in that two-dimensional space
•
(Warr, 1990, 195).
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Objectives:
• The objective of this study was to describe how
organizational climate can influence the job
satisfaction of employees with and without
disabilities. We also look at job satisfaction
consistence (between the cognitive and affective
dimensions) as a possible moderator of the
interrelationship between the two analyzed
variables.
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Research tools:
• Kolb`s Organizational Climate Questionnaire, modified and validated
in Poland by S. Chełpa (1993).
• The questionnaire consists of 6 items rated on a ten-point Likert scale; it
allowed us to measure the subjective view of the organizational climate. The
higher the score, the more positive view the participant held.
• Job Satisfaction Scale – by A. Zalewska (2003).
• The scale consists of 5 items rated on a seven-point Likert scale; it allowed us
to measure cognitive job satisfaction. The higher the score, the higher the
satisfaction.
• Job-Related Affect Scale – by P. Warr (1990). Modified and validated
in Poland by M. Laguna and E. Mielniczuk (in press).
• The scale consists of 12 emotions (6 positive and 6 negative ones) rated on a
six-point scale; it allowed us to measure emotional well-being in the work
situation. Affect can be explained in terms of two dimensions: (1)
pleased/displeased, (2) high/low arousal.
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The sample:
103 – employees;
100%
45,50
80%
59.50
60%
Female
40%
Male
54.50
20%
40.50
66 E-D; 37 E-A
E-D level of dysfunction
Mild – 28.80%
Moderate – 43.90%
Severe – 27.30%
0%
E-D
E-A
80%
33.30
Extensive supp.
60%
42.40
97.30
40%
20%
Level of received support
2.70
0.00
100%
Small supp.
Competitive
24.20
0%
E-D
E-A
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The results: Organizational Climate (OC)
Supportive:
- clearly defined, high, comprehensible set
of requirements,
- stimulated professional development
- employees are personally responsible for
meeting these requirements,
- can rely on support from colleagues as
well as from a competent and friendly
superior.
56
51
46
41
41.76
39.21
36
31
26
21
16
11
6
E-D
100.00
19.70
E-A
21.60
80.00
60.00
Autocratic
60.60
59.50
40.00
20.00
Ambivalent
Supportive
19.70
18.90
Autocratic:
-low and not clearly defined
requirements,
- lack of trust and mutual support among
the employees,
- the subordinates refuse to accept the
manager’s orders, oppose him/her, or
reluctantly submit
0.00
E-D
E-A
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The results: Cognitive/Affective job satisfaction
7
Cognitive Job Satisfaction
6
5
4
3
2
1
E-D
E-A
Job-Related Affect
6
5
Positive affect
Negative affect
4
Anxiety
3
Depression
Comfort
2
Enthusiasm
1
E-D
E-A
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The results: Cognitive/Affective job satisfaction consistency
Job satisfaction - lack of consistency
(cognitive/affective): E-D 57.60%, E-A 51.40%
100%
80%
52.60
57.90
Cognition +
60%
Affect +
40%
47.40
20%
42.10
0%
E-D
100%
17.90
E-A
Job satisfaction consistency
(cognitive/affective): E-D 42.40%, E-A 48.60%
11.10
80%
60%
46.40
50.50
Average
40%
20%
Negative
Positive
35.70
38.90
0%
E-D
E-A
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E-D/Job satisfaction consistency - correlations
Cognitive Job Satisfaction
Positive
0.57***/0.70***
Negative
-0.26*/-0.58***
-0.24*/-0.42*
-0.22/-0.56**
Anxiety
Affect
Organizational climate
0.61***/0.68***
Depression
Comfort
0.50***/0.63***
0.55***/0.68***
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Enthusiasm
13
E-A/ Job satisfaction consistency - correlations
Cognitive Job Satisfaction
Positive
0.30/0.31
Negative
-0.14/0-.05
-.017/0.00
-0.10/-0.08
Anxiety
Affect
Organizational climate
0.47**/0.51*
Depression
0
Comfort
0.26/0.18
0.27/0.56
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Enthusiasm
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E-D/lack of Job satisfaction consistency - correlations
Cognitive Job Satisfaction
Positive
0.57***/0.43**
Negative
-0.26*/-0.03
-0.24*/-0.09
-0.22/0.02
Anxiety
Affect
Organizational climate
0.61***/0.52***
Depression
Comfort
0.50***/0.35*
0.55***/0.44**
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Enthusiasm
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E-A/ lack of Job satisfaction consistency - correlations
Cognitive Job Satisfaction
Positive
0.30/0.32
Negative
-0.14/-0.24
-0.17/-0.32
-0.10/-0.12
Anxiety
Affect
Organizational climate
0.47**/0.47**
Depression
Comfort
0.26/0.36
0.27/0.17
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Enthusiasm
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Conclusion
• Organizational climate is more strongly related
to job satisfaction in disabled employees than
in non-disabled ones; it is more visible when
the job satisfaction is high (positive
cognition/emotions).
• Consistency between the cognitive and
affective dimensions of job satisfaction plays
the role of a moderator in the relationship
between organizational climate and the level
of job satisfaction (stronger E-D).
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