Assessing Organizational Climate: Psychometric properties of the ECALS Scale

Abstract

Antecedentes. El clima organizacional (CO) es un constructo fundamental en entornos laborales y organizacionales, ya que permite la exploración de comportamientos individuales y grupales dentro de las organizaciones. El objetivo del presente estudio fue desarrollar una nueva escala llamada Escala de Clima Organizacional del Ambiente Laboral Subjetivo (ECALS) en el contexto chileno. Método. La muestra estuvo formada por 1.442 trabajadores con una media de edad de 30,48 años (DT: 11,13). Un total de 55% fueron trabajadores públicos, un 34,5% fueron trabajadores de organizaciones privadas con fines de lucro y un 10,5% pertenecían a organizaciones privadas sin fines de lucro. Se llevaron a cabo diferentes análisis factoriales exploratorios y el mejor modelo exploratorio se comprobó en un análisis factorial confirmatorio. Además, se analizó si existían diferencias en las dimensiones del ECALS entre los trabajadores pertenecientes a las diferentes organizaciones. Resultados. La escala estuvo formada por 38 ítems con adecuadas propiedades psicométricas y una estructura bifactor, con un factor general (CO) y cinco dimensiones específicas (Confianza organizacional, Tensión laboral, Apoyo social, Retribución, y Satisfacción laboral). Conclusiones. Estos resultados indican que la nueva escala tiene adecuadas propiedades psicométricas, permitiendo evaluar de manera fiable y válida el clima organizacional en el contexto chileno. Background. Organizational climate is a fundamental construct in work and organizational settings, as it provides an appropriate context for studying organizational behavior, allowing the exploration of individual and group behaviors. The aim of this study was to develop a new scale called the Organizational Climate Scale of the Subjective Work Environment (Escala de Clima Organizacional del Ambiente Laboral Subjetivo; ECALS) in a Chilean context. Method. The sample consisted of 1,442 workers with a mean age of 30.48 years old (SD: 11.13). A total of 55% were public employers, 34.5% were employers of for-profit organizations and, 10.5% worked for non-profit organizations. Various exploratory factor analyses were carried out and the best exploratory model was checked in confirmatory factor analysis. In addition, it was analyzed whether there were differences in the dimensions of the ECALS among workers belonging to the different organizations. Results. The scale was made up of 38 items with adequate psychometric properties and a bifactorial structure, with a general factor (organizational climate) and five specific dimensions (Work confidence, Work stress, Social support, Compensation and Job satisfaction). Conclusions. These results indicate that the new scale has adequate psychometric properties, allowing reliable, valid assessment of organizational climates in the Chilean context.

Work Engagement: Organizational Attribute or Personality Trait?

“…Both work-related happiness and organizational climate improved the prediction of employees' work engagement, increasing the variance explained from 55 to 63%. This finding, in line with other studies (Barría-González et al, 2021;Bartram et al, 2002;Basinska & Rozkwitalska, 2020;DeCottis & Summers, 1987;González-Verde et al, 2015) underscores the importance of organizational aspects (over and above personal resources) such as the absence of workplace tension, organizational trust, and social support when motivating workers.…”

“…People for whom there was a low-scoring organizational climate demonstrated stronger positive relationships between their autonomy and their work engagement than people who perceived better organizational climates. People's autonomy seems to play an important role in their work engagement, although its influence is weaker if work environment is perceived as excellent (Barría-González et., 2021;Gorostiaga et al, 2022;Murphy & Reeves, 2019;Yagil & Oren, 2021).…”

“…Work engagement is an important factor in the management of organizations due to its influence on companies' efficiency and competitiveness, along with its links to higher levels of both individual and organizational performance (Barría-González et al, 2021;Halbesleben, 2010;Lesener et al, 2020;Martínez et al, 2020). Employees who are engaged within the organization have been shown to be more proactive, to encourage innovation, and to make efforts to improve the organization's results (Harter et al, 2002;Ruiz-Zorrilla et al, 2020).…”

“…Employees' perceptions and opinions about the psychosocial context and the specific characteristics of the organization they work for influence their behavior and affect work engagement (Bartram et al, 2002;Basinska & Rozkwitalska, 2020;DeCottis & Summers, 1987;Dessler, 2008;González-Verde et al, 2015;Quiñones et al, 2013;Tandler et al, 2020). The various facets that may comprise a good organizational climate, such as organizational trust, the absence of workplace tension, social support, remuneration, and job satisfaction, lead an employee to be engaged with their work (Barría-González et al, 2021).…”

“…The organizational attributes cover workplace happiness and organizational climate. Secondly, given that previous research has shown that people's perceptions of the psychosocial context and the specific characteristics of the organization influence behavior and impact their engagement with their work (Barría-González et al, 2021;Hermosa-Rodríguez, 2018;Murphy & Reeves, 2019), the study aims to assess the possible moderating effect of work-context variables (happiness and organizational climate) on the personal variables that are most important in predicting work engagement.…”