scholarly journals Factors Influencing Organizational Climate and Job Performance: A Case of VHSE Agricultural Teachers in Kerala

2020 ◽  
Vol 9 (8) ◽  
pp. 1725-1731
Author(s):  
Chhanda Charana Mahananda ◽  
G. S. Sreedaya ◽  
Deinichwa Dkhar
Keyword(s):  
Job Performance ◽  
Organizational Climate ◽  
Factors Influencing ◽  
Agricultural Teachers

scholarly journals ROLE OF EMPOWERMENT AND IDENTIFICATION WITH WORK TEAMS IN INNOVATION CLIMATE

2020 ◽  
Vol 60 (3) ◽  
pp. 183-194
Author(s):  
MANUEL FERNANDO MONTOYA RAMÍREZ ◽  
JHONY OSTOS ◽  
ARTURO RODOLFO SAENZ ARTEAGA
Keyword(s):  
Job Performance ◽  
Organizational Climate ◽  
Work Performance ◽  
Positive Relationship ◽  
Work Teams ◽  
Work Commitment ◽  
Service Companies ◽  
Innovation Climate

ABSTRACT Several studies argue that an organizational climate oriented to promote innovation generates greater competitiveness in companies. However, very few researchers have explored the factors that lead to the formation of innovation climate and their effects on workers’ performance. Based on a sample of 201 workers from manufacturing and service companies, an analysis was carried out to examine the influence of variables like empowerment and Identification with work teams in innovation climate. Furthermore, the influence of innovation climate on job performance and work commitment was analyzed. The results indicate that there is a positive relationship among the variables of the hypotheses, empowerment and Identification with work teams influence in innovation climate, and the latter influences work performance and work commitment

Unifying a Framework of Organizational Culture, Organizational Climate, Knowledge Management, and Job Performance

2017 ◽  
pp. 327-355
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Organizational Culture ◽  
Knowledge Management ◽  
Job Performance ◽  
Organizational Climate ◽  
Business Process ◽  
Causal Model ◽  
Process Orientation ◽  
Climate Knowledge ◽  
Positive Effect

This chapter introduces the framework and causal model of organizational culture, organizational climate, knowledge management, and job performance related to business process orientation. It argues that dimensions of organizational culture, organizational climate, and knowledge management have mediated positive effect on job performance. Knowledge management positively mediates the relationships between organizational culture and job performance and between organizational climate and job performance. Organizational culture is positively related to organizational climate. Furthermore, the author hopes that understanding the theoretical constructs of organizational culture, organizational climate, knowledge management, and job performance through the use of the framework and causal model will not only inform researchers of a better design for studying organizational culture, organizational climate, knowledge management, and job performance, but also assist in the understanding of intricate relationships between different factors.

scholarly journals Organizational Climate and Job Performance: Investigating the Mediating Role of Harmonious Work Passion and the Moderating Role of Leader–Member Exchange and Coaching

SAGE Open ◽  
2021 ◽  
Vol 11 (2) ◽  
pp. 215824402110084
Author(s):  
Anthony Frank Obeng ◽  
Yongyue Zhu ◽  
Samuel Awuni Azinga ◽  
Prince Ewudzie Quansah
Keyword(s):  
Job Performance ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Social Exchange ◽  
Management Practices ◽  
Management Practice ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
Work Passion

Organizational performance has made it imperative for rural and community bank management to employ the best organizational conditions that influence employee’s performance. Recent banking clean-up in Ghana has also emphasized the need for employees’ performance. This has become necessary to espouse management practices, employee behaviors, and attitudes that predict job performance. Drawing on social exchange theory and reciprocity norm, the study examines the effect of organizational climate on job performance. Valid responses received through a structured questionnaire were 431. Hierarchical multiple regression was employed to validate the hypotheses from the literature review. Relying on empirical data from Ghana, the findings revealed that, first, harmonious work passion partially mediated organizational climate and job performance relationship. Second, leader–member exchange negatively moderated the relationship between organizational climate and harmonious work passion. Finally, however, coaching as a management practice positively strengthened organizational climate and job performance relationship. The theoretical and practical contribution is also discussed.

Psychosocial safety climate versus team climate

2017 ◽  
Vol 46 (5) ◽  
pp. 988-1003 ◽  
Author(s):  
Michelle Chin Chin Lee ◽  
Mohd. Awang Idris
Keyword(s):  
Job Performance ◽  
Organizational Climate ◽  
Performance Feedback ◽  
Safety Climate ◽  
Job Resources ◽  
Team Climate ◽  
Job Engagement ◽  
Role Clarity ◽  
Content Type ◽  
The Relationship

Purpose The importance of organizational climates in enhancing employees’ job performance is well studied in the literature. The purpose of this paper is to investigate the effect of psychosocial safety climate (PSC) and team climate on job performance, particularly through job engagement, by using a multilevel survey. The study also predicted that only PSC (and not team climate) predicted job resources (i.e. role clarity and performance feedback). Design/methodology/approach A total of 412 employees from 44 teams (72.6 per cent response rate) in Malaysian private organizations participated in the current study. Findings Research findings revealed that performance feedback and role clarity mediate the relationship between PSC and job engagement, and that there is no direct effect between the variables, team climate, and job resources. As expected, the study also discovered that job engagement mediates the relationship between PSC and team climate related to job performance. Practical implications This paper suggests the importance of PSC as the precursor to better working conditions (i.e. job resources) and to indirectly boosting employees’ engagement and job performance. Originality/value The study compared two distinctive organizational climate constructs that affect the different types of job resources using multilevel approach within the Asian context.

scholarly journals The Relationship Between Organizational Culture and Administrative Creativity in Universities

2018 ◽  
Vol 14 (4) ◽  
pp. 146
Author(s):  
Ibtisam Khalid Yahia Salama
Keyword(s):  
Saudi Arabia ◽  
Organizational Culture ◽  
Job Performance ◽  
Organizational Climate ◽  
Research Work ◽  
Theoretical Background ◽  
Efficient Manner ◽  
Effective Factor ◽  
The Individual ◽  
The Relationship

The organizational culture is a critical and coral factor in achieving the dimensions of the administrative creativity. It can be said that the improvement of the practice of organizational culture contributes as an effective factor in the level of administrative creativity in all its dimensions. The organizational culture plays a major role in all levels and activities within the administrative system. It contributes in the creation of the convenient organizational climate, which in turn works on improving and developing the performance in a convenient and efficient manner. It also helps in achieving the individual, collective and organizational objectives that is highlighted through embodiment, development of the modern values, orientations, behavior and standards which work on growth and development of job performance (Alkurdi, 2010). This paper will try to build a theoretical background on the organizational culture and administrative creativity in Saudi Arabia education socity. The main objective is to show the significance of organizational culture and administrative creativity and also the relationship between organizational culture and administrative creativity in universities. This research work showed how the organizational culture is important to the education filed in Saudi Arabia. It contributes in assisting the individual in problem solving and decision making. It helps to make a decisive decision in a relatively record time, and enable to discover problems in order to solve them.

scholarly journals AN EMPIRICAL ANALYSIS OF FACULTY PERFORMANCE AND PERSPECTIVES IN JAPANESE BUSINESS SCHOOLS

2013 ◽  
Vol 4 (1) ◽  
pp. 179-189 ◽  
Author(s):  
Christine Amaldas ◽  
Avinash Shankaranarayanan ◽  
Kiminori Gemba
Keyword(s):  
Decision Making ◽  
Job Performance ◽  
Empirical Analysis ◽  
Survey Method ◽  
Teaching Staff ◽  
Faculty Performance ◽  
Factors Influencing ◽  
Management Of Technology ◽  
Business Departments ◽  
The Relationship

The research focuses on various factors influencing intrinsic and extrinsic motivational levels in international tenuredacademics and contractual teaching staff in Management and Business departments towards the adoption of Management of Technology (MOT) related methodologies. A set of hypotheses were defined to deduce the relationship between teaching and adoption of MOT as a framework. This research implies that job performance of international academics strongly depends on various motivational levels. The study was conducted using the interaction survey method with in-depth personal interviews consisting of open ended questions with 250 international academics (respondents consisting of Japanese and Foreign teaching staff) chosen for the study based in Japan. Hence, policy recommendationsand decision making should be dealt with prudence and pragmatism.

scholarly journals Relatıonshıp Between School Clımate And Prıncıpals’ Job Performance In Secondary Schools

2016 ◽  
Vol 12 (4) ◽  
pp. 55
Author(s):  
Perpetua N. Okorji ◽  
Innocent C. Igbokwe ◽  
Carol O. Ezeugbor
Keyword(s):  
School Climate ◽  
Secondary Schools ◽  
Job Performance ◽  
Organizational Climate ◽  
School Effectiveness ◽  
Sampling Technique ◽  
Climate Index ◽  
Self Assessment ◽  
Enugu State ◽  
Assessment Questionnaire

This study investigated the relationship between school climate and principals’ job performance in secondary schools in Enugu State, Nigeria. It adopted a correlational study design. Five research questions and five hypotheses guided the study. The population of the study embraced all the principals from 283 secondary schools in the six education zones of Enugu State. Out of the population, a sample of 177 principals was selected through simple random sampling technique. The instruments used to collect data were Organizational Climate Index and Principal Self-Assessment Questionnaire, adapted and developed by the researcher, respectively. The two sets of questionnaires were duly validated by experts in Measurement and Evaluation, and Educational Management and Policy. Cronbach Alpha method was used to determine the reliability coefficient of the instruments which yielded 0.83 for the Organizational Climate Index and 0.94 for the Principal Self-Assessment Questionnaire. . Pearson Product Moment correlation coefficient was used for data analysis. The findings showed among others that: there was a moderate positive relationship existing between the two variables- school climate and principal’s job performance. Based on the findings of the study, it was recommended that principals should embrace the collaborative and collegial style of administration where teachers are included and free to share ideas and concepts for managerial and school effectiveness. It was also recommended that principals should create an atmosphere that is supportive, comfortable, friendly, productive, and relaxed, to motivate students’ greater participation in learning and achieving educational goals.

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