Hälsa och kreativt organisationsklimat
(2009) PSYK01 20092Department of Psychology
- Abstract
- The aim of our study was to examine the relationship between creativity and wellbeing. The material for our study has been gathered through a questionnaire with self-assessment at one of Scandinavia's largest companies in the hotel industry. The questionnaire consisted of The organisational questionnaire (GEFA) and The measurement of wellbeing. In the study 90 questionnaires was distributed in the hotel. 26 of these where returned. The results of the study shows that the organizational climate of the organisation where quite innovative. Compared with innovative organizations, our organization has several common features such as a high degree of playfulness / humour, and debate / diversity. Our results show that staff within our... (More)
- The aim of our study was to examine the relationship between creativity and wellbeing. The material for our study has been gathered through a questionnaire with self-assessment at one of Scandinavia's largest companies in the hotel industry. The questionnaire consisted of The organisational questionnaire (GEFA) and The measurement of wellbeing. In the study 90 questionnaires was distributed in the hotel. 26 of these where returned. The results of the study shows that the organizational climate of the organisation where quite innovative. Compared with innovative organizations, our organization has several common features such as a high degree of playfulness / humour, and debate / diversity. Our results show that staff within our organization is more happy than worried, and that staff within the organization was far more excited than depressed. Our results showed a significant relationship, namely that the more conflict (creative climate) there is at work the more concerned (well-being) the employees feel (p < .05). The results also indicate a positive relationship between contentment (well-being) and trust- openness (creative climate) (p < .05). Between the dimensions enthusiasm (well-being) and vibrancy-dynamics (creative climate) is also a positive relationship (p < .01). This indicated that some dimensions of organizational creativity and innovation increases wellbeing. Our results shows that that wellbeing can be predicted by the three dimensions of creative organizational climate; trust- openness, vibrancy-dynamics and conflict in our organisation. This suggests that by creating a climate with much vibrancy-dynamism, trust-openness and few conflicts organizations may increase the health of its staff. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/1607432
- author
- Larsson, Maria LU and Gremner, Anna LU
- supervisor
- organization
- course
- PSYK01 20092
- year
- 2009
- type
- M2 - Bachelor Degree
- subject
- keywords
- organizational climate, Creativity, health, innovation, wellbeing
- language
- Swedish
- id
- 1607432
- date added to LUP
- 2010-06-10 15:20:52
- date last changed
- 2010-06-10 15:20:52
@misc{1607432, abstract = {{The aim of our study was to examine the relationship between creativity and wellbeing. The material for our study has been gathered through a questionnaire with self-assessment at one of Scandinavia's largest companies in the hotel industry. The questionnaire consisted of The organisational questionnaire (GEFA) and The measurement of wellbeing. In the study 90 questionnaires was distributed in the hotel. 26 of these where returned. The results of the study shows that the organizational climate of the organisation where quite innovative. Compared with innovative organizations, our organization has several common features such as a high degree of playfulness / humour, and debate / diversity. Our results show that staff within our organization is more happy than worried, and that staff within the organization was far more excited than depressed. Our results showed a significant relationship, namely that the more conflict (creative climate) there is at work the more concerned (well-being) the employees feel (p < .05). The results also indicate a positive relationship between contentment (well-being) and trust- openness (creative climate) (p < .05). Between the dimensions enthusiasm (well-being) and vibrancy-dynamics (creative climate) is also a positive relationship (p < .01). This indicated that some dimensions of organizational creativity and innovation increases wellbeing. Our results shows that that wellbeing can be predicted by the three dimensions of creative organizational climate; trust- openness, vibrancy-dynamics and conflict in our organisation. This suggests that by creating a climate with much vibrancy-dynamism, trust-openness and few conflicts organizations may increase the health of its staff.}}, author = {{Larsson, Maria and Gremner, Anna}}, language = {{swe}}, note = {{Student Paper}}, title = {{Hälsa och kreativt organisationsklimat}}, year = {{2009}}, }