GIUV2016-276
The group's research activity is developed through the following work lines: To identify and describe the processes of formation of the climate and culture of the organisations. To determine the influence that leadership has on the processes of formation of the organisational climate and culture, and on its average levels and variability. To determine the influence of the organisational climate and culture, and leadership, on key processes in the functioning of work units (e.g., conflict, communication, reflexivity). To estimate the indirect effects of climate, culture and leadership on the results of the work units (e.g., performance, quality of service) and the quality of working life of its members (e.g., psychological well-being, job satisfaction), through the processes indicated above. To determine the influence that the composition of work teams based on demographic variables (e.g., gender, education, seniority) has on the processes and results of the teams. To develop and validate measurement instruments (e.g., tests, questionnaires, scales) to measure the variables listed above. To determine the invariance of the psychometric properties of these measures through...The group's research activity is developed through the following work lines: To identify and describe the processes of formation of the climate and culture of the organisations. To determine the influence that leadership has on the processes of formation of the organisational climate and culture, and on its average levels and variability. To determine the influence of the organisational climate and culture, and leadership, on key processes in the functioning of work units (e.g., conflict, communication, reflexivity). To estimate the indirect effects of climate, culture and leadership on the results of the work units (e.g., performance, quality of service) and the quality of working life of its members (e.g., psychological well-being, job satisfaction), through the processes indicated above. To determine the influence that the composition of work teams based on demographic variables (e.g., gender, education, seniority) has on the processes and results of the teams. To develop and validate measurement instruments (e.g., tests, questionnaires, scales) to measure the variables listed above. To determine the invariance of the psychometric properties of these measures through demographic groups (e.g., men-women), languages (e.g., Spanish-Portuguese), and countries and cultural contexts.
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- Develop reliable and valid measurement instruments for the variables indicated in the previous section, whose psychometric properties are sufficiently invariant across demographic groups, languages, and countries and cultural contexts.
- To offer an integrative explanatory model about the factors that determine the processes of emergence and development of climate and culture in organizations.
- Identify the key mechanisms through which organizational climate and culture influence the results of work units and the quality of working life of their members.
- Develop an explanatory model about the influence that the composition of work teams has on their functioning and results.
- Organisational climate and culture.It investigates the processes of formation of the climate and culture of the organisations, as well as the effects of the climate and culture on the functioning, results, and quality of working life of the organisations and their units.
- Leadership in organisations.It investigates the background and consequences of leadership in organisations and their units.
| Name | Nature of participation | Entity | Description |
|---|---|---|---|
| VICENTE GONZALEZ ROMA | Director | Universitat de València | |
| Research team | |||
| MARIA INES TOMAS MARCO | Member | Universitat de València | |
| ANA MARIA HERNANDEZ BAEZA | Member | Universitat de València | |
- Higher education
- Institute for Res. of the Psy. of Hum. Res. Org. (IDOCAL)
- LEADERSHIP
- ORGANIZATIONAL CLIMATE
- ORGANIZATIONAL CULTURE
