1. Organizational Climate and Job Satisfaction of Employees With and Without Disability – Inclusion Outcomes Wojciech Otrębski, Dariusz Jabłoński, Jolanta Mogielnicka, Karolina Mrozek, Agnieszka Śpiewak Institute of Psychology The John Paul II Catholic University of Lublin, Poland (otrebski@kul.pl),otrebski@kul.pl 2015-SGISD- Boston OC-JS1

2. Around 200 million of disabled people worldwide experience disorders that affect their functioning and participation in social life (World Report on Disability, 2011). Poland: 12.2% of the population (around 4.7 million); large differences across regions; highly diverse causes of disability (www.niepelnosprawni.gov.pl)www.niepelnosprawni.gov.pl Only about ¼ take up work, mainly on the sheltered employment market 2015-SGISD- Boston HR2 Why?

3. Theoretical background: Organizational climate - OC The concept of OC was formally introduced by the human relationists in the late 1940s. By now, it has become a very useful metaphor for thinking about and describing the companies social system. Organizational climate is also referred to as the “situational determinants” or “environmental determinants” that affect human behavior. 2015-SGISD- Boston OC-JS3

4. Theoretical background: Organizational climate - OC Organizational climate can be defined as employees' shared perceptions or experiences of the policies, practices, and procedures of their workplace and the behaviors that get rewarded, supported, and expected there. http://www.blackwellreference.com 2015-SGISD- Boston OC-JS4

5. Theoretical background: Job satisfection (cognitive well-being) Cognitive and affective components of the attitude towards a job may be inconsisten, The cognitive element is reflected in while mood or a feeling at the workplace refers to affective states, The new way of undersatnding ”job well-being ” require seperate evaluation (Brief 1988, Zaleska 1999, 2001a, 2001b). 2015-SGISD- Boston OC-JS5

6. Theoretical background: Job satysfaction (affective well-being) We may describe any form of affective well-being in terms of its location in relation to two separate dimensions and its distance from the mid-point of the figure. A particular level of pleasure may be accompanied by high or low levels of arousal, and a particular level of arousal may be either pleasurable or unpleasurable. In devising primary measures of well-being, decisions have thus to be taken about the location of key vectors in that two-dimensional space (Warr, 1990, 195). 2015-SGISD- Boston OC-JS6

7. Objectives: The objective of this study was to describe how organizational climate can influence the job satisfaction of employees with and without disabilities. We also look at job satisfaction consistence (between the cognitive and affective dimensions) as a possible moderator of the interrelationship between the two analyzed variables. 2015-SGISD- Boston OC-JS7

8. Research tools: Kolb`s Organizational Climate Questionnaire, modified and validated in Poland by S. Chełpa (1993). The questionnaire consists of 6 items rated on a ten-point Likert scale; it allowed us to measure the subjective view of the organizational climate. The higher the score, the more positive view the participant held. Job Satisfaction Scale – by A. Zalewska (2003). The scale consists of 5 items rated on a seven-point Likert scale; it allowed us to measure cognitive job satisfaction. The higher the score, the higher the satisfaction. Job-Related Affect Scale – by P. Warr (1990). Modified and validated in Poland by M. Laguna and E. Mielniczuk (in press). The scale consists of 12 emotions (6 positive and 6 negative ones) rated on a six-point scale; it allowed us to measure emotional well-being in the work situation. Affect can be explained in terms of two dimensions: (1) pleased/displeased, (2) high/low arousal. 2015-SGISD- Boston OC-JS8

9. The sample: 2015-SGISD- Boston OC-JS9 103 – employees; 66 E-D; 37 E-A E-D level of dysfunction Mild – 28.80% Moderate – 43.90% Severe – 27.30% Level of received support

10. The results: Organizational Climate (OC) 2015-SGISD- Boston OC-JS10 Supportive: - clearly defined, high, comprehensible set of requirements, - stimulated professional development - employees are personally responsible for meeting these requirements, - can rely on support from colleagues as well as from a competent and friendly superior. Autocratic: -low and not clearly defined requirements, - lack of trust and mutual support among the employees, - the subordinates refuse to accept the manager’s orders, oppose him/her, or reluctantly submit

11. The results: Cognitive/Affective job satisfaction 2015-SGISD- Boston OC-JS11 Job-Related Affect

12. The results: Cognitive/Affective job satisfaction consistency 2015-SGISD- Boston OC-JS12 Job satisfaction - lack of consistency (cognitive/affective): E-D 57.60%, E-A 51.40% Job satisfaction consistency (cognitive/affective): E-D 42.40%, E-A 48.60%

13. E-D/Job satisfaction consistency - correlations Organizational climate Cognitive Job Satisfaction A f fect Positive Negative Anxiety Depression Comfort Enthusiasm -0.26*/-0.58*** -0.24*/-0.42* -0.22/-0.56** 0.50***/0.63*** 0.55***/0.68*** 0.57***/0.70*** 0.61***/0.68*** 2015-SGISD- Boston OC-JS13

14. E-A/ Job satisfaction consistency - correlations Organizational climate Cognitive Job Satisfaction A f fect Positive Negative Anxiety Depression 0 Comfort Enthusiasm -0.14/0-.05 -.017/0.00 -0.10/-0.08 0.26/0.18 0.27/0.56 0.30/0.31 0.47**/0.51* 2015-SGISD- Boston OC-JS14

15. E-D/lack of Job satisfaction consistency - correlations Organizational climate Cognitive Job Satisfaction A f fect Positive Negative Anxiety Depression Comfort Enthusiasm -0.26*/-0.03 -0.24*/-0.09 -0.22/0.02 0.50***/0.35* 0.55***/0.44** 0.57***/0.43** 0.61***/0.52*** 2015-SGISD- Boston OC-JS15

16. E-A/ lack of Job satisfaction consistency - correlations Organizational climate Cognitive Job Satisfaction A f fect Positive Negative Anxiety Depression Comfort Enthusiasm -0.14/-0.24 -0.17/-0.32 -0.10/-0.12 0.26/0.36 0.27/0.17 0.30/0.32 0.47**/0.47** 2015-SGISD- Boston OC-JS16

17. Conclusion Organizational climate is more strongly related to job satisfaction in disabled employees than in non-disabled ones; it is more visible when the job satisfaction is high (positive cognition/emotions). Consistency between the cognitive and affective dimensions of job satisfaction plays the role of a moderator in the relationship between organizational climate and the level of job satisfaction (stronger E-D). 2015-SGISD- Boston OC-JS17