Date of Award

2010

Document Type

Dissertation

Degree Name

Doctor of Philosophy

College

College of Education and International Services

Program

Leadership PhD

First Advisor

Tevni Grajales Guerra

Second Advisor

Alfredo Mejia

Third Advisor

Salomon Vasquez Villanueva

Abstract

Problem

This study explores the relationship between leader practices, peer collaboration, acknowledgment towards the leader, employee development, work environment, and identification with the company’s objectives with employee satisfaction at the Good Hope Clinic, during 2009.

Methodology

An adaptation of Merck, Sharp, & Dohme’s questionnaire was used to measure organizational climate. The instrument measures six dimensions of organizational climate: leader practices, peer collaboration, acknowledgment towards the leader, employee development, work environment, and identification with the company’s objectives. Employee satisfaction was measured with a short scale. The population consisted of 467 employees from the Good Hope Clinic. The employees were gathered to participate in the survey, and those dates coincided with employee monthly meetings in their respective areas. Employees who were on vacation, medical leave, or in a work assignment did not participate. The total number of participants was 377, or 80.7% of the population.

Results

The results show that from the six variables (leader practices, peer collaboration, acknowledgment towards the leader, employee development, work environment, and identification with the company’s objectives) of the original model, only three beta coefficients are significant predictors (employee development with a/? = 0.129 [t - 2.206, p = 0.028]; work environment with a/? = 0.267 [t - 4.375,p = 0.00] and identification with the company’s objectives with a/? = 0.220 [t = 3.746.p - 0.00]) in regard to employee satisfaction among those who work at the Good Hope Clinic. The model that includes the six variables of the organizational climate explains 35% of the variability in employee satisfaction.

Conclusions

The three variables that explained the major portion of the variability in employee satisfaction are mentioned in order of relevance: employee development (/?=0.057, p = 0.028), work environment (/? = 0.085,/? = 0.000), and identification with the company’s objectives (fi =0.112, p = 0.009). Leader practices, peer collaboration, and acknowledgment of the leader did not show a significant relationship with employee satisfaction. The variables of organizational climate explained 35% of the variability employee satisfaction among the studied population.

Subject Area

Good Hope Clinic (Lima, Peru); Corporate culture; Organizational sociology; Job satisfaction

Creative Commons License

Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License
This work is licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License.

DOI

https://dx.doi.org/10.32597/dissertations/1706

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