Construção e validação de um instrumento para avaliação de clima organizacional no contexto público sob uma perspectiva analítico-comportamental

Abstract

The organizational climate is defined as a set of perceptions, shared among employees, about different aspects of the organizational environment. Traditionally, organizational climate assessments are carried out through instruments comprising questions that investigate different factors of the organization. Although these instruments are intended to investigate the shared perception of workers about the characteristics of the organizational environment, they usually assess both the worker's personal characteristics and the organization's characteristics, in addition to opinions and reports of behaviors emitted by the employee. Although the climate assessment presents valuable indicators, which can support decisions about investments in key aspects of the organization, there are problems related to the way to identify and process data in organizational climate assessments. Thus, more research is needed to improve the methods and instruments used to carry out the evaluations. In the field of public administration, the inadequacy of the instruments is even greater, considering that the instruments are, in general, developed for private organizations. In this context, the present study aimed to develop and validate an organizational climate assessment instrument aimed at public administration. For this, a review of the organizational climate assessment tools that were applied or developed in the last ten years was carried out, compiling all the items that composed these instruments. Subsequently, a new instrument was developed to assess the organizational climate for the public sector, for this, the construction of the instrument was implemented through the formulation of items from a behavioral perspective. Finally, pilot applications of the instrument were carried out and the results were submitted to analysis for instrument validation. The instrument resulting from the research consisted of five factors, composed of 39 indicators. New research will be able to apply the instrument in more public organizations, being able to confirm the stability of the instrument's structure in organizations with different characteristics.