Organizational climate partially mediates the effect of culture on work attitudes and staff turnover in mental health services
Organizational climate partially mediates the effect of culture on work attitudes and staff turnover in mental health services
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DOI：
10.1007/s10488-006-0039-1
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发表时间：
2006-05-01
影响因子：
2.6
通讯作者：
Sawitzky, Angelina C.
中科院分区：
文献类型：
--
作者：
Aarons, Gregory A.;Sawitzky, Angelina C.
心理健康服务机构的工作人员流动率是一个持续存在的问题，对工作人员士气的影响。生产力，组织效率。和创新的实施。最近在公共部门服务的研究审查了组织文化和气氛对工作态度的影响（即，工作满意度和组织承诺），最终。工作人员更替率。然而.文化和气候对工作态度影响的中介模型尚未得到研究。本研究考察了文化和气候对工作态度的影响以及工作态度对员工流动率的影响的全部和部分中介模型。多层次结构方程模型支持部分中介模型，即组织文化既直接影响工作态度，又通过组织气氛间接影响工作态度。工作态度显着预测一年的员工流失率。这些研究结果支持的论点，即文化和气候的影响工作态度和随后的工作人员流动。
Staff turnover in mental health service organizations is an ongoing problem with implications for staff morale. productivity, organizational effectiveness. and implementation of innovation. Recent Studies in public sector services have examined the impact of organizational culture and climate on work attitudes (i.e., job satisfaction and organizational commitment) and, ultimately. staff turnover. However. mediational models of the impact of culture and climate on work attitudes have not been examined. The present study examined full and partial mediation models of the effects of culture and climate on work attitudes and the subsequent impact of work attitudes on staff turnover. Multilevel structural equation models supported a partial mediation model in which organizational culture had both direct influence on work attitudes and indirect influence through organizational climate. Work attitudes significantly predicted one-year staff turnover rates. These findings support the contention that both culture and climate impact work attitudes and subsequent staff turnover.