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Upplevt innovativt organisationsklimat: En kvantitativ studie bland tjänstemännen på Swedish Match
University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
University West, Department of Social and Behavioural Studies, Division of Psychology and Organisation Studies.
2015 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesisAlternative title
Perceived innovative organizational climate : A quantitative study among officials at Swedish Match (English)
Abstract [sv]

Innovativitet inom den egna organisationen är ett relevant konkurrensverktyg för dagens företag. Det svenskgrundade tobaksföretaget Swedish Match har under senare år lagt allt mer fokus på att utveckla ett organisationsklimat där innovativitet uppmuntras.

Studiens frågeställning var att undersöka i vilken mån variationen i upplevt innovativt organisationsklimat på Swedish Match kunde förklaras av de anställdas grundläggande värderingar samt hur länge de varit anställda inom företaget. Studien genomfördes inom verksamhetsområdet Supply Chain och berörde tjänstemännen inom detta verksamhetsområde. Studien vilar på teorier inom områdena organisationsklimat och innovativitet inom organisationer samt Schwartz modell över relationer mellan olika värderingar.

Metoden som användes var kvantitativ och data samlades in genom ett frågeformulär i två delar. Den ena delen berörde deltagarnas grundläggande värderingar som syftade till att mäta i vilken grad tjänstemännen strävade efter att vara öppna inför förändringar eller konservatism. Den andra syftade till att undersöka i vilken mån deltagarna upplevde organisationsklimatet som innovativt.

Resultatet visade att det upplevda innovativa organisationsklimatet inte kunde förklaras av tjänstemännens grundläggande värderingar då sambandet var närmare noll. Ett medelstarkt samband uppmättes mellan variablerna antal arbetade år i företaget och upplevt innovativt organisationsklimat. Detta resultat indikerade att de tjänstemän som hade arbetat längre på Swedish Match i högre grad upplevde organisationsklimatet som innovativt än de som arbetat kortare tid. Inget av sambanden var statistiskt signifikanta varav studien kom att fokusera på att förklara det medelstarka sambandet.

Abstract [en]

Innovativeness within the organization is a relevant competitive tool for today's businesses. The Swedish-based tobacco company, Swedish Match has in recent years increased its focus on developing an organizational climate where innovation is encouraged.

The aim of this study was to examine to what extent the variation in perceived innovative climate at Swedish Match could be explained by the employees' basic fundamental values and the lengths of their employments within the company. The study was conducted within Supply Chain and concerned officials within this area of business. The foundation for this study is based on theories in the following areas: organizational climate, innovativeness within organizations and Schwartz model of the relationships between different values.

The method used was quantitative and the data was collected trough a two-part questionnaire. The first part concerned the participants' basic fundamental values, designed to measure whether the officers had a stronger desire for openness towards change, or towards conservatism. The second part aimed to investigate the extent to which the participants perceived the organizational climate as innovative.

The results showed that the perceived innovative organizational climate could not be explained by the officials basic fundamental values as the relationship between these variables was close to zero. A medium strong correlation was measured between the length of employment within the company and perceived innovative climate. This result indicated that the officials who had worked longer at Swedish Match perceived a higher degree of innovative organizational climate than those who had worked less time. None of these two correlations were statistically significant hence the study focused on discussing the medium strong relationship between the length of employment and perceived innovative climate.

Place, publisher, year, edition, pages
2015. , 19 p.
Keyword [en]
innovation, organizational climate, basic fundamental values, Schwartz model of the relationships between different values.
Keyword [sv]
innovation, organisationsklimat, grundläggande värderingar, Schwartz modell över relationer mellan olika värderingar, antal år inom företaget
National Category
Psychology
Identifiers
URN: urn:nbn:se:hv:diva-7527Local ID: EXM500OAI: oai:DiVA.org:hv-7527DiVA: diva2:805674
Subject / course
Occupational & organizational psychology
Educational program
Personalvetarprogrammet
Supervisors
Examiners
Available from: 2015-04-21 Created: 2015-04-16 Last updated: 2015-04-21Bibliographically approved

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