摘要：The article analyzes influence of human resource assessment to organization’s climate. There is a theoretical model of influence of human resource assessment to organization’s climate reasoned and its empirical verification performed in the article. For the reasoning of the model there was used a literature that describes a phenomenon of human resource assessment and allows penetrating of connection with organizational climate in its conception. As there was a phenomenological research performed, while examining the phenomenon it was likely this phenomenon shows up in these organizations. By this study there was a striving to gather as much information on influence of human resource assessment to organization’s climate as possible; therefore there were purposefully studied big organizations of public sector in Lithuania, in which this phenomenon exists. Assessment of human resources in the article is analyzed as a process. It is represented by eighty five questions that were joined together by the help of factor analysis and reliability analysis into five essential stages of human resource assessment during the process: assessment methodology, organization of assessment, assessors of employees, informational sources and discussion on assessment. By using methodology of questionnaire there was analyzed an influence of process stages mentioned to additive construct of organization’s climate which is constructed of thirty nine primary items. This allowed knowing properly organizational climate and constructing of index of wide range organizational climate. Data were processed using the method of one-dimensional regression because it allowed assessment of every connection separately and thus knowing better a phenomenon of influence of assessment of human resources to organization’s climate. Findings showed that all process from methodology of assessment to discussion influences organizational climate. The article presents an empirical model of influence of assessment of human resources to organization’s climate, which figures structurally a connection between assessment of human resources and organizational climate that shows up in big organizations of Lithuanian public sector. The article is original because the study it described allowed envisaging which stages of human resource assessment process influence organization’s climate directly and which are influencing through mediators. The study is restricted by the fact that assessors of employees in the organizations studied were only external. This is confirmed by position of this feature in the model created.
其他摘要：The article analyzes influence of human resource assessment to organization’s climate. There is a theoretical model of influence of human resource assessment to organization’s climate reasoned and its empirical verification performed in the article. For the reasoning of the model there was used a literature that describes a phenomenon of human resource assessment and allows penetrating of connection with organizational climate in its conception. As there was a phenomenological research performed, while examining the phenomenon it was likely this phenomenon shows up in these organizations. By this study there was a striving to gather as much information on influence of human resource assessment to organization’s climate as possible; therefore there were purposefully studied big organizations of public sector in Lithuania, in which this phenomenon exists. Assessment of human resources in the article is analyzed as a process. It is represented by eighty five questions that were joined together by the help of factor analysis and reliability analysis into five essential stages of human resource assessment during the process: assessment methodology, organization of assessment, assessors of employees, informational sources and discussion on assessment. By using methodology of questionnaire there was analyzed an influence of process stages mentioned to additive construct of organization’s climate which is constructed of thirty nine primary items. This allowed knowing properly organizational climate and constructing of index of wide range organizational climate. Data were processed using the method of one-dimensional regression because it allowed assessment of every connection separately and thus knowing better a phenomenon of influence of assessment of human resources to organization’s climate. Findings showed that all process from methodology of assessment to discussion influences organizational climate. The article presents an empirical model of influence of assessment of human resources to organization’s climate, which figures structurally a connection between assessment of human resources and organizational climate that shows up in big organizations of Lithuanian public sector. The article is original because the study it described allowed envisaging which stages of human resource assessment process influence organization’s climate directly and which are influencing through mediators. The study is restricted by the fact that assessors of employees in the organizations studied were only external. This is confirmed by position of this feature in the model created. DOI: http://dx.doi.org/10.5755/j01.ee.25.2.4701
