climate
climateclimate data refers to the younger emplyees (<=30) of an international bank organizational study. It consists of 35 variables for 669 employees divided into 3 qualitative variables and 33 indicator (or manifest) variables. The 3 categorical variables, reflecting specific employee characteristics as potential observed sources of heterogeneity, gender, job level, and seniority. The 37 indicator (or manifest) variables were loyalty (3 indicators), satisfaction (6 indicators), and the 5 work climate constructs of empowerment (6 indicators), company reputation (5 indicators), pay (4 indicators), work conditions (3 indicators), leadership (5 indicators)
Latent variable description
Loyalty: Employee commitment to the organization
Satisfaction: Employee contentedness with their job and aspects such as kind of work, supervision, etc
Empowerment: Employee perceptions of management vision (vertical or horizontal)
Reputation: Employee perceptions of the company’s reputation
Leadership: Employee perceptions of leadership practices such as feedback and appraisal
Pay: Employee perceptions of pay and of its equity
Conditions: Employee perceptions regarding the conditions in which they perform their work
Manifest variables description
Emp1: Recognition of work performed
Emp2: Employee treatment as responsible
Emp3: Teamwork is empowered
Emp4: Autonomy is favored
Emp5: Confidence in performed tasks
EMP6: Creativity and initiative are endorsed
Imag1: Organization’s reputation
Imag2: Organization’s values
Imag3: Organization’s customer relationships
Imag4: Organization’s internal relationships
Imag5: Organization’s external projection
Pay1: Salary
Pay2: Social benefits
Pay3: My salary corresponds to my duties
Pay4: My salary corresponds to my effort
Work1: Enough personnel in the office
Work2: Enough time to perform the tasks
Work3: Conditions and tools for work
Lead1: Agenda and planning
Lead2: Receptiveness
Lead3: Encouraging
Lead4: Communication
Lead5: Celebrating success
Sat1: Overall rating of satisfaction
Sat2: Tasks in accordance with capabilities
Sat3: Possibility to know efficiency
Sat4: Possibility to learn new things
Sat5: Usefulness of performed job
Sat6: Fulfilment of expectations
Loy1: I am unwilling to leave in case of not finding alternative
Loy2: I am committed to the institution
Loy3: I trust in the proper direction of the management
Segmentation variables description
Gender: Gender of the employees, a factor with levels: male and female
Level: Level of the employees, a factor with levels: low, medium, and high
Seniority: Time working in the bank, a factor with levels: <5y and 15-5y
Lamberti, G., Aluja Banet, T., & Rialp Criado, J. (2020). Work climate drivers and employee heterogeneity. The International Journal of Human Resource Management, 1-33. doi: 10.1080/09585192.2020.1711798.
Lamberti, G. (2021). Hybrid multigroup partial least squares structural equation modelling: an application to bank employee satisfaction and loyalty. Quality and Quantity, doi: 10.1007/s11135-021-01096-9.