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Hälsa och kreativt organisationsklimat

Larsson, Maria LU and Gremner, Anna LU (2009) PSYK01 20092
Department 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)
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author
Larsson, Maria LU and Gremner, Anna LU
supervisor
organization
course
PSYK01 20092
year
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},
  keyword      = {organizational climate,Creativity,health,innovation,wellbeing},
  language     = {swe},
  note         = {Student Paper},
  title        = {Hälsa och kreativt organisationsklimat},
  year         = {2009},
}