Organizational Commitment and Identification of Engineers as a Function of Organizational Climate

Barth, Richard T.

doi:10.7202/028484ar

Cited by 4 publications

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“…There are various studies regarding the relationship between organizational climate and its consequences. The concepts like job satisfaction, need for achievement, affiliation and power, overall organizational effectiveness and individual performance are found to be the dependent variables and consequences of organizational climate [ 3 ]. In addition, one of these consequences is organizational commitment, and a moderate level of attention is given in the literature to reveal this relationship.…”

Section: Introductionmentioning

confidence: 99%

“…Nevertheless, it is certain that the climate has a strong influence on employee attitudes regarding their sense of belonging, personal relationships and work performance [ 2 ]. Additionally, concepts such as job satisfaction, need for achievement, affiliation and power, overall organizational effectiveness and performance, and organizational commitment are found to be the consequences of perceived organizational climate [ 3 ]. Moreover, organizational commitment of employees, towards their organization, is found to have a significant relationship with and influence on the overall organizational performance.…”

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confidence: 99%

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Impact of organizational climate on organizational commitment and perceived organizational performance: empirical evidence from public hospitals

Berberoğlu

2018

BMC Health Serv Res

236

151

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BackgroundExtant literature suggested that positive organizational climate leads to higher levels of organizational commitment, which is an important concept in terms of employee attitudes, likewise, the concept of perceived organizational performance, which can be assumed as a mirror of the actual performance. For healthcare settings, these are important matters to consider due to the fact that the service is delivered thoroughly by healthcare workers to the patients. Therefore, attitudes and perceptions of the employees can influence how they deliver the service. The aim of this study was to evaluate healthcare employees’ perceptions of organizational climate and test the hypothesized impact of organizational climate on organizational commitment and perceived organizational performance.MethodsThe study adopted a quantitative approach, by collecting data from the healthcare workers currently employed in public hospitals in North Cyprus, utilizing a self-administered questionnaire. Collected data was analyzed with the help of Statistical Package for Social Sciences, and ANOVA and Linear Regression analyses were used to test the hypothesis.ResultsResults revealed that organizational climate is highly correlated with organizational commitment and perceived organizational performance. Simple linear regression outcomes indicated that organizational climate is significant in predicting organizational commitment and perceived organizational performance.ConclusionsThere was a positive and linear relationship between organizational climate with organizational commitment and perceived organizational performance. Results from the regression analysis suggested that organizational climate has an impact on predicting organizational commitment and perceived organizational performance of the employees in public hospitals of North Cyprus. Organizational climate was found to be statistically significant in determining the organizational commitment of the employees. The results of the study provided some critical issues regarding the relationship of three concepts in the study. According to the findings, if the organizational climate scores of the employees are high, organizational commitment scores of the employees are high at the same time. In other words, if the employees in public hospitals of North Cyprus perceive the organizational climate in a positive way, they will have higher levels of organizational commitment. Findings suggested that organizational climate is an important factor in healthcare settings in terms of employee commitment and how employees perceive organizational performance, which would lead to significant results about the provision of service in healthcare organizations.

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Section: Introductionmentioning

confidence: 99%

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confidence: 99%

Impact of organizational climate on organizational commitment and perceived organizational performance: empirical evidence from public hospitals

Berberoğlu

2018

BMC Health Serv Res

236

151

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“…Furthermore, the effects of organizational climate can cause by the concept of job satisfaction, overall organizational effectiveness and performance, need for achievement, affiliation and power, and organizational commitment. (Barth, 1974). A study by Fleishman (1953) establishes that some variables concerning behaviors have an association with organizational climate and ever since studies have linked organizational climate to those construct such as organizational commitment (DeCotiis & Summers, 1987) in organizational behavior studies.…”

Section: Introductionmentioning

confidence: 99%

Organizational Climate and Employee Performance: Examining the Mediating Role of Organizational Commitment and Moderating Role of Perceived Organizational Support

Obeng

Quansah²,

Cobbinah³

et al. 2020

IJHRS

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Engaging employees and being supportive in enhancing their well-being in an organization is very paramount. Past studies show that these practices and policies are beneficial to the commitment level of the employer and the employee in the attainment of employee performance. This study was then conceptualized to examine the moderating effect of perceived organizational support on the relationships between organizational climate and organizational commitment and organizational commitment and employee performance. Also, the mediating effect of organizational commitment in the relationship between organizational climate and employee performance. Drawing on employees from the power generation companies in Ghana, a systematic sampling method was employed in choosing 371 respondents for the study. Hierarchical regression in SPSS software (version 23) was employed to analyze the hypotheses. It was observed that organizational commitment partially mediated the relationship between organizational climate and employee performance. However, perceived organizational support had no moderation effect on the relationship between organizational climate and organizational commitment. Furthermore, perceived organizational support had no moderation effect on the relationship between organizational commitment and employee performance. These results suggest that with an effective organizational climate, organizational support does little to strengthen or weaken employee performance. The practical implication is also discussed.

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“…The climate has a strong influence on employee attitudes regarding their sense of belonging, personal relationships, and work performance [37]. Concepts such as job satisfaction, need for achievement, affiliation, and power, overall organizational effectiveness and performance, and organizational commitment are found to be the consequences of perceived organizational climate [38]. From an organizational perspective, online communities resemble informal organizations, which are ''the aggregate of the personal contacts and interactions and the associated groupings of people''; the organizational climate is also assumed to influence the attitudes and behaviors of community members [39].…”

Section: Organizational Climatementioning

confidence: 99%

Continued Participation in Crowdsourcing Innovation: The Role of Web-Specific Computer Self-Efficacy

Liang,

Ye,

Zhang

et al. 2023

IEEE Access

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The crowdsourcing innovation communities are user-centered, and their efficacy depends on the members' continued participation. This study investigated the impact of high web-specific computer self-efficacy and harmonious work climate on individuals' continued participation intention. In addition, the antecedents of high web-specific computer self-efficacy and harmonious work climate in the context of crowdsourcing innovation were also explored. Our research model was empirically examined using survey data collected from 291 members of a crowdsourcing innovation community (i.e., Xiaomi's online platforms). The Partial Least Squares technique was utilized to test the research model. The results reveal that high web-specific computer self-efficacy and harmonious work climate positively influence individuals' sustained participation intention; reasonable task recommendation and positive feedback are significant predictors of high web-specific computer self-efficacy; effective cooperation, fair competition, and positive feedback affect a harmonious work climate. Finally, this study discussed the theoretical and practical implications of these findings and provided possible directions for future research.

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Organizational Commitment and Identification of Engineers as a Function of Organizational Climate

Cited by 4 publications

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Impact of organizational climate on organizational commitment and perceived organizational performance: empirical evidence from public hospitals

Impact of organizational climate on organizational commitment and perceived organizational performance: empirical evidence from public hospitals

Organizational Climate and Employee Performance: Examining the Mediating Role of Organizational Commitment and Moderating Role of Perceived Organizational Support

Continued Participation in Crowdsourcing Innovation: The Role of Web-Specific Computer Self-Efficacy

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