東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

Understanding organizational climate...

Capps, Charles George.

FindBook

Google Book

Amazon

博客來

Understanding organizational climate and outcomes in the military: Keys to the future?

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Understanding organizational climate and outcomes in the military: Keys to the future?/
作者:	Capps, Charles George.
面頁冊數:	152 p.
附註:	Source: Dissertation Abstracts International, Volume: 62-01, Section: B, page: 0583.
Contained By:	Dissertation Abstracts International62-01B.
標題:	Psychology, Industrial. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3000519
ISBN:	0493090304

Understanding organizational climate and outcomes in the military: Keys to the future?
Capps, Charles George.

Understanding organizational climate and outcomes in the military: Keys to the future? - 152 p.

Source: Dissertation Abstracts International, Volume: 62-01, Section: B, page: 0583.

Thesis (Ph.D.)--Michigan State University, 2000.

Soon after the conclusion of the Gulf War, the United States (U.S.) military no longer faced viable threats from the Middle East and the Soviet Union. Therefore, in 1992, the U.S. Congress mandated that the Department of Defense reduce the size of the military. Over the last eight years, military personnel were reduced by approximately twenty-five percent while the number of obligations supported by the U.S. military increased in number. The result is that there are fewer personnel to perform more missions. Concurrently, the military's recruiting and retention statistics are lower than at any time in the previous twenty years.

ISBN: 0493090304Subjects--Topical Terms:

520063
Psychology, Industrial.

Understanding organizational climate and outcomes in the military: Keys to the future?
LDR:04124nmm 2200349 4500 001 1838590
005 20050526085435.5
008 130614s2000 eng d
020 $a 0493090304
035 $a (UnM)AAI3000519
035 $a AAI3000519
040 $a UnM $c UnM
100 1 $a Capps, Charles George. $3 1927007
245 1 0 $a Understanding organizational climate and outcomes in the military: Keys to the future?
300 $a 152 p.
500 $a Source: Dissertation Abstracts International, Volume: 62-01, Section: B, page: 0583.
500 $a Adviser: Michael L. Moore.
502 $a Thesis (Ph.D.)--Michigan State University, 2000.
520 $a Soon after the conclusion of the Gulf War, the United States (U.S.) military no longer faced viable threats from the Middle East and the Soviet Union. Therefore, in 1992, the U.S. Congress mandated that the Department of Defense reduce the size of the military. Over the last eight years, military personnel were reduced by approximately twenty-five percent while the number of obligations supported by the U.S. military increased in number. The result is that there are fewer personnel to perform more missions. Concurrently, the military's recruiting and retention statistics are lower than at any time in the previous twenty years.
520 $a This dissertation addresses two very important issues facing senior military leaders: (1) performance and (2) people. The U.S. military cannot sacrifice quality in its fighting force. Defending our national interests and those of our allies are of utmost strategic importance. Therefore, the military must find a way to maximize its performance while creating a work environment that allows military members to improve their skills both personally and professionally. It is proposed that defining a "military organizational climate" and understanding how key variables that comprise the construct may facilitate positive organizational outcomes.
520 $a Organizational climate data were collected from 66 U.S. Air Force flying squadrons located around the world. Additionally, two operational performance measures, flying schedule effectiveness and mission capable rates were collected from these squadrons. Analyses were conducted at the individual-, squadron-, and cross-levels to determine if organizational climate is linked to outcome measures in a military context.
520 $a The results indicate that organizational climate does have a predictive capability with members' job satisfaction and performance perceptions at each of the three levels. At the individual level (N = 7029), leadership, training, teamwork and job characteristics are important in military members' perceptions of the dependent variables. Similarly, at the squadron-level (N = 66), military members' job satisfaction can be predicted by the climate measures: training, supervision, resources, and job characteristics. Teamwork and job characteristics have the largest effects on perceptions of squadron-level performance. Finally, the cross-level analyses (N = 7029), show squadron-level climate effects have an additional predictive capacity, over and above the individual-level effects, in members' job satisfaction and performance perceptions. Regression analyses failed to show a significant relationship between climate and the operational performance indices. However, job satisfaction and one of the flying metrics (flying schedule effectiveness) did reach statistical significance in a correlation analysis.
520 $a In summary, there is conclusive evidence that military climate does have an effect on organizational outcomes, most notably in members' affective responses to job satisfaction and performance perceptions. Limitations of this study and implications for future research, theory and practice are presented.
590 $a School code: 0128.
650 4 $a Psychology, Industrial. $3 520063
650 4 $a Sociology, Industrial and Labor Relations. $3 1017858
650 4 $a Business Administration, Management. $3 626628
650 4 $a Political Science, Public Administration. $3 1017438
690 $a 0624
690 $a 0629
690 $a 0454
690 $a 0617
710 2 0 $a Michigan State University. $3 676168
773 0 $t Dissertation Abstracts International $g 62-01B.
790 1 0 $a Moore, Michael L., $e advisor
790 $a 0128
791 $a Ph.D.
792 $a 2000
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3000519