Phenomenon of Interaction between Organizational Climate and Human Resource Assessment in Large Public Sector Organisations

Abstract

While intensively researching organizational climate and human resource assessment, the question naturally arises, in case these both phenomena operate in the same organization, what is a relationship between them? This question is answered by a survey in which human resource assessment was represented by fifty questions combined into three latent variables: assessment methodology, assessment organization, decisions and implementation, and organizational climate was represented by thirty-nine questions combined into a common latent variable of organizational climate. By comparing latent variables of human resource assessment and organizational climate the cluster model of the interaction between human resource assessment and organizational climate was formed. A total of four types have been identified, three of which are more favourable to the implementation stage of human resource assessment than organisational climate, and one where the organisational climate is indifferent in the context of human resource assessment. This research collected information on phenomenon of human resource assessment impact on organizational climate in large organizations, as it is more pronounced there. Also, human resource assessment process is more full and more formalized in these organizations, and organizational climate is the result of interaction between the individuals in the group and not the impact by a single individual.