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Climate research is grounded in the Gestalt psychology of Kurt Lewin. From Gestalt psychology comes the critical notion of the whole - the gestalt ? meaning that individual elements of perception are formed into wholes that represent more than the simple sum of the specifics of the individual elements. Organisational climate is a gestalt that is based on perceived patterns in the specific experiences and behaviours of people in organisations. That is, when experiences and behaviours are perceived to be patterned in particular ways, the gestalt that the pattern connotes in the abstract constitutes the climate of the situation. In other words, the sense people make of the patterns of experiences and behaviours they have, or the other parties to the situation have, constitutes the climate of the situation. The authors of this book have taken a serious attempt in bringing out the various aspects of the study conducted in the area of their research. We are confident that this small contribution towards the knowledge which is already existing would expand the horizon of the readers on the topic. It is also believed that such an expansion of knowledge will further enable the readers to pursue research in the area of organisational climate. Table of Contents Introduction and Design of the Study; Review of Related Profile of the Study Unit; Perception of Organisational Climate; Influence of Organisational Climate; Preference Over the Different Aspects of Work Life; Summary of Findings, Suggestions and Conclusion Printed Pages: 275. Buchnummer des Verkäufers 58508
Titel: Organisational Climate
Verlag: Discovery Publishing House Pvt. Ltd.
Buchbeschreibung LAP Lambert Academic Publishing Nov 2017, 2017. Taschenbuch. Buchzustand: Neu. Neuware - Organisations do not learn. Only the individual employees do. Learning provokes knowledge which ultimately introduces innovative and unique changes in any progressive organisation. This is what generates competitive advantage relative to other rival firms. Employee satisfaction, arguably does the same.But employee dissatisfaction fuels turnover intention via workplace bullying and other organisational deviant behaviour which hamper the firm's competitive advantage. The latter remains a basic objective of a firm that wishes to stay afloat in the highly turbulent business environment. Workplace bullying is such a deviant behaviour which should be controlled in the organisation The moderating constructs actively act as catalysts in the overall relationship or correlation between turnover intention and employee dissatisfaction/work place bullying and turnover intention . Thank you. Iheanacho, E. N. O. 80 pp. Englisch. Artikel-Nr. 9786202052481