One of the most important findings was that a favorable socio-psychological environment, good relationships with colleagues and work flexibility can have more influence on the job satisfaction of female workers than their male counterparts. To indicate the psychological state of the group, the term "socio-psychological climate" is used. 2 The climate in the team is an important factor in optimizing the professional activities of the group.
The dynamics of the social-psychological processes that make up the climate essentially depend on the conditions in which they take place: in conditions of conflict or cooperation. The aim of the research is to investigate how the socio-psychological climate affects the performance and satisfaction of employees in Kazakhstani companies and to determine whether this effect is the same for male and female employers. The results of this study will be useful for companies to deepen their understanding of the impact of organizational culture on employee performance and job satisfaction of men and women.
Literature review
- Socio-psychological climate…
- Organisational climate
- The impact of organisational climate on efficiency of a company
- Factors affecting the formation of the psychological climate in the organisation
- Employment performance in the context of psychological climate
- Differences in this scope between men and women
- The case of Kazakhstan: Overview of the current situation
It is advisable to emphasize that among the main factors of the socio-psychological climate are the attitudes of people and the conditions of joint activity. To date, psychologists have established a direct link between the state of the collective's socio-psychological climate and its work indicators. In their opinion, the more favorable the socio-psychological climate of the work collective, the higher the satisfaction with the work of its members.
Low satisfaction with work can be considered as one of the reasons for the decrease in staff productivity (Anderson, 2001). The definitions of the organizational climate proposed in the studies differ only in the different prioritization and the inclusion of some additional characteristics. In the methodological plan, two approaches to the assessment of the characteristics of the structure and climate of an organization can be distinguished.
This finding reveals the danger of a subjective understanding of the problem of psychological climate. Examine the application of constructivist models of conflict resolution at all levels of the organization. Proceeding from this, it is necessary to know and understand what is included in the components of the social psychological climate.
A favorable social-psychological climate is a long process of systematic work with the organization's staff, with managers and psychologists. The main purpose of the application of such methods is, first of all, the formation in the collective of a qualitative and favorable social-psychological climate. There are a number of factors that determine the quality of the social-psychological climate in the team.
This means the ability to work together, based on the optimal combination of personal qualities of the participants in the team. Psychological compatibility can be due to the similarity of the characteristics of participants in joint activities. The tasks of our research are: analysis of the problem of the social and psychological climate in the work collective,.
Methodology
21 studying the literature, determining the degree of satisfaction with teamwork, studying the features of the psychological climate in the work collective, studying the nature of the relationship between interpersonal relationships and job satisfaction. Research methods: analysis of the literature on the problem, generalization of the material, comparison and modeling, survey of workers to obtain first-hand data. 22 In addition to the perception of employers, the presence of open spaces, the organization of joint activities, and traditions in the company will also be incorporated.
Job satisfaction will also be analyzed if people are happy to stay in the company, if they recommend others to work in this company and other characteristics that can reflect the content of employers with their work. Employee performance was assessed primarily from data available on Kazakh companies in open sources. In our study, we will look at the effect of promotion, letters of appreciation for active involvement or additional benefits from the company based on the employee's performance.
The first part consisted of only one question, declaration of consent, that the participant is over 18 years of age, has read and understood the consent form and agrees to participate in this study. Only after completing the first part and agreeing to participate is it possible to open the second part and start the survey. The second part consisted of standard questions to obtain information about the respondents' general background such as age, gender, academic background, work experience, specialization, area of residence and marital status.
The third part consisted of information on the effect of socio-psychological climate on work abilities and productivity.
Results and data analysis
Next, after collecting the general information about respondents, we start to review the results of the third part of the survey: various types of questions related to the socio-psychological climate. To summarize, it can be deduced from this question that a favorable socio-psychological climate of the team is more important for female workers than for male. Some small things to mention are that the social package of the job, its balance between work life and personal life, caring for the society and the environment are more important factors for female workers, while good reputation, high salary and interest in the job are more important factors for men.
The socio-psychological or organizational climate is a complex psychological characteristic that reflects the state of relations and the degree of employee satisfaction with various factors in the life of the collective of services and units of law enforcement agencies. In addition, we have investigated the factors that influence the formation of the psychological climate in the organization. 32 that at the head of the team there are people who are flexible enough to use different aspects of management.
Job satisfaction is an emotionally colored assessment of the subject of the activity about the result of his work activity, the actual work process and the external conditions in which it is carried out. Comprehensive research on job satisfaction as an integral scientific and practical category of management focuses on the research of job satisfaction as a psychological state and as a result of evaluating the factors of the working situation of employees. A favorable social-psychological climate in the collective is more important for female workers than for male colleagues (from question 1).
When choosing a job, the job's social package, the balance between work and private life, caring for society and the environment are more important factors for female workers, whereas good reputation, high salary and interest in the job are more important. factors for male workers. During the study, the existing theoretical background of the social and psychological climate of the work collective was analyzed by studying the literature, determining the degree of satisfaction with the work of the team, studying the peculiarities of the psychological climate of the work collective, studying the nature of the relationship between interpersonal relationships and job satisfaction. Based on the results of the research and the deep investigation process, it was concluded that there is a direct connection between the state of the socio-psychological climate of the collective and its work.
Specifically, the more favorable the socio-psychological climate of the work collective, the higher the satisfaction with the work of its members and vice versa. It appears that there is a clear difference between genders in terms of the effect of work environment and conditions. In this context, an organizational climate must be developed to increase job satisfaction and in turn develop productivity of the facility.
Discussion
Limitations
Third, the survey challenged certain respondents without professional work experience to imagine themselves in a possible scenario and decide which aspects could contribute to their job fulfillment once they start working. Fourth, because the survey was sent to participants online, it was not possible to check who completed the questionnaire and to what extent the answers were reliable.
Conclusion
The chosen field of interest is quite new in the country as there are not enough previous studies that take the gender factor into account. Despite the limitations described above, the present study provides useful insights into the work environment and job satisfaction among different genders in Kazakhstan.
Recommendations
36 problems and their impact should be examined and analyzed more in accordance with the Kazakh situation. The effect of different actions that can increase the organizational climate in the company is the completely new topic for another study. However, it is very important to understand the current situation and expectations of the employees in the team in order to build the future environment and work towards common goals.
Furthermore, finding appropriate positive reinforcements that can motivate employees to complete daily tasks are also helpful for developing the socio-physical climate. Supporting, facilitating cooperation and meeting the needs of employees taking into account different life situations also develops a sense of belonging to the group and improves the socio-psychological climate. Organizational climate towards job satisfaction and organizational commitment in the workplace., Recent trends in social and behavioral sciences: Proceedings of the International Congress on Interdisciplinary Behavior and Social Sciences 2013, CRC Press, 2014, Pg.119-122.
85% of your financial success lies in your ability to communicate and only 15% is due to technical knowledge and intelligence [online]. Available at: http://www.nfps.info/_blog/NFPS_Blog/post/85-percent-of-your- financial-success-is-in-your-ability-to-communicate/ [Accessed 28 March 2017 ]. Retrieved April 4, 2022, from https://ourworldindata.org/economic-inequality-by-gender#in-most-countries-there-is-a-substantial-gender-pay-gap.
Journal of Organizational Behavior: An International Journal of Industrial, Occupational, and Organizational Psychology and Behavior.
