IDEAS home Printed from https://ideas.repec.org/a/gam/jadmsc/v14y2024i10p237-d1488074.html
   My bibliography  Save this article

Impact of Organisational Climate on Employee Well-Being and Healthy Relationships at Work: A Case of Social Service Centres

Author

Listed:
  • Andrius Janiukštis

    (Faculty of Creative Industries, Vilnius Gediminas Technical University, Traku Str. 1, LT-01132 Vilnius, Lithuania)

  • Kristina Kovaitė

    (Faculty of Creative Industries, Vilnius Gediminas Technical University, Traku Str. 1, LT-01132 Vilnius, Lithuania)

  • Tomas Butvilas

    (Faculty of Creative Industries, Vilnius Gediminas Technical University, Traku Str. 1, LT-01132 Vilnius, Lithuania)

  • Paulius Šūmakaris

    (Faculty of Creative Industries, Vilnius Gediminas Technical University, Traku Str. 1, LT-01132 Vilnius, Lithuania)

Abstract

Multiple studies highlight the crucial role of management of a positive organisational climate, which in turn contributes to employee well-being and healthy workplace relationships and mitigates the occurrence of negative behaviour, including harassment at the workplace. Furthermore, contemporary scholars emphasise the importance of open and transparent communication channels in reducing workplace tensions and improving employee mental health. However, the interrelationship between organisational climate, open communication, employee well-being, and negative behaviours in the workplace is a complex phenomenon. Despite the relevance and interest in organisational climate on employee well-being, limited efforts have been devoted to the area of relationships and causality, and straightforward answers about the objective links between these phenomena and their general nature remain complex. Therefore, this study aims to strengthen the understanding of the impact of the organisational climate on employee well-being and negative behaviours in the workplace. This is the first study that applied causality to the investigated problem to identify statistical relationships between the variables. This study was conducted in Lithuanian social service centres and schools, focussing on professionals with a high psychological risk at work due to their nature. This study offers valuable contributions and provides a comprehensive and profound insight into the management field, focussing on the impact of the organisational climate. The values of harassment in the workplace are explained by the values of organisational climate and employee well-being. This study demonstrates that improving the organisational climate contributes to employee well-being and healthy relationships and reduces the prevalence of negative behaviours in the workplace. This study introduces the academic and practical implications and suggests the pathways for further research.

Suggested Citation

  • Andrius Janiukštis & Kristina Kovaitė & Tomas Butvilas & Paulius Šūmakaris, 2024. "Impact of Organisational Climate on Employee Well-Being and Healthy Relationships at Work: A Case of Social Service Centres," Administrative Sciences, MDPI, vol. 14(10), pages 1-19, September.
    • Handle: RePEc:gam:jadmsc:v:14:y:2024:i:10:p:237-:d:1488074
    as

    Download full text from publisher

    File URL: https://www.mdpi.com/2076-3387/14/10/237/pdf
    Download Restriction: no
    File URL: https://www.mdpi.com/2076-3387/14/10/237/
    Download Restriction: no
    ---><---

    References listed on IDEAS

    as
    1. Sunhee Kim & Jaesun Wang, 2018. "The Role of Job Demands–Resources (JDR) between Service Workers’ Emotional Labor and Burnout: New Directions for Labor Policy at Local Government," IJERPH, MDPI, vol. 15(12), pages 1-31, December.
    Full references (including those not matched with items on IDEAS)

    Most related items

    These are the items that most often cite the same works as this one and are cited by the same works as this one.
    1. Miriam Benitez & Alejandro Orgambídez & Francisco J. Cantero-Sánchez & Jose M. León-Pérez, 2023. "Harmonious Passion at Work: Personal Resource for Coping with the Negative Relationship between Burnout and Intrinsic Job Satisfaction in Service Employees," IJERPH, MDPI, vol. 20(2), pages 1-10, January.
    2. Yong Yang & Fan Yang & Jingzhu Cao & Bo Feng, 2020. "The Multilevel Mechanism of Multifoci Service Orientation on Emotional Labor: Based on the Chinese Hospitality Industry," IJERPH, MDPI, vol. 17(12), pages 1-21, June.
    3. Gintarė Kalinienė & Dalia Lukšienė & Rūta Ustinavičienė & Lina Škėmienė & Vidmantas Januškevičius, 2021. "The Burnout Syndrome among Women Working in the Retail Network in Associations with Psychosocial Work Environment Factors," IJERPH, MDPI, vol. 18(11), pages 1-11, May.
    4. Greta Mazzetti & Silvia Simbula & Chiara Panari & Dina Guglielmi & Alessio Paolucci, 2019. "“Woulda, Coulda, Shoulda”. Workers’ Proactivity in the Association between Emotional Demands and Mental Health," IJERPH, MDPI, vol. 16(18), pages 1-13, September.
    5. Zhihui Jia & Xiaotong Wen & Xiaohui Lin & Yixiang Lin & Xuyang Li & Guoqing Li & Zhaokang Yuan, 2021. "Working Hours, Job Burnout, and Subjective Well-Being of Hospital Administrators: An Empirical Study Based on China’s Tertiary Public Hospitals," IJERPH, MDPI, vol. 18(9), pages 1-13, April.
    6. Shae Wissell & Leila Karimi & Tanya Serry & Lisa Furlong & Judith Hudson, 2022. "“You Don’t Look Dyslexic”: Using the Job Demands—Resource Model of Burnout to Explore Employment Experiences of Australian Adults with Dyslexia," IJERPH, MDPI, vol. 19(17), pages 1-20, August.
    7. Chienchung Huang & Xiaoxia Xie & Shannon P. Cheung & Yuqing Zhou & Ganghui Ying, 2021. "Job Demands, Resources, and Burnout in Social Workers in China: Mediation Effect of Mindfulness," IJERPH, MDPI, vol. 18(19), pages 1-15, October.
    8. Jasmina Tomas, 2021. "Occupational Self-Efficacy as a Mediator in the Reciprocal Relationship between Job Demands and Mental Health Complaints: A Three-Wave Investigation," IJERPH, MDPI, vol. 18(21), pages 1-18, November.

    Corrections

    All material on this site has been provided by the respective publishers and authors. You can help correct errors and omissions. When requesting a correction, please mention this item's handle: RePEc:gam:jadmsc:v:14:y:2024:i:10:p:237-:d:1488074. See general information about how to correct material in RePEc.

    If you have authored this item and are not yet registered with RePEc, we encourage you to do it here. This allows to link your profile to this item. It also allows you to accept potential citations to this item that we are uncertain about.

    If CitEc recognized a bibliographic reference but did not link an item in RePEc to it, you can help with this form .

    If you know of missing items citing this one, you can help us creating those links by adding the relevant references in the same way as above, for each refering item. If you are a registered author of this item, you may also want to check the "citations" tab in your RePEc Author Service profile, as there may be some citations waiting for confirmation.

    For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: MDPI Indexing Manager (email available below). General contact details of provider: https://www.mdpi.com .

    Please note that corrections may take a couple of weeks to filter through the various RePEc services.

    IDEAS is a RePEc service. RePEc uses bibliographic data supplied by the respective publishers.