Abstract
The primary objective of this study was to ascertain the major impact of administrators' ethical climate and innovative behavior on organizational effectiveness. The study used a correlational technique in a quantitative, non-experimental design. The responders were the 305 employees of Davao de Oro Province's Department of Public Works and Highways. The mean, Pearson-r, and regression were utilized to determine the study's findings. Additionally, questionnaires customized for ethical climate, innovative behavior, and organizational efficiency were used. The results indicate that the ethical climate is extremely high, the administrator's creative behavior is very strong, and the organizational development is overall very high. Further, the ethical climate is significantly correlated with organizational effectiveness. In the same way, innovative behavior has a significant relationship with organizational effectiveness. Meanwhile, in its singular capacity, the domain innovative behavior of administrators best influences organizational effectiveness. Moreover, ethical climate can influence organizational effectiveness but with the help of other variables. Likewise, this study has determined the importance of innovative behavior of administrators in achieving organizational effectiveness.
Highlights
Rationale Problems on organizational effectiveness evolved when there is outcome accountability issue, disengagement of workers, low performance, underpowered workers, negative work environment, lack of technology, failure in leadership, negative work culture, employee turnover, and absence of strategic planning, structure, and design which lead to organizational failure (Vinitwatanakhun, 2015)
The finding is in conformance with Cameron's (1981) System Resource Approach, which explains that organizational effectiveness can be obtained through a good working, ethical climate and embracing innovation
Based on the findings of this study, the overall level of ethical climate is very high due to the very high rating given by the respondents on all its indicators; the overall level of innovative behavior of administrator is very high and revealed that all its indicators showed very high results
Summary
Rationale Problems on organizational effectiveness evolved when there is outcome accountability issue, disengagement of workers, low performance, underpowered workers, negative work environment, lack of technology, failure in leadership, negative work culture, employee turnover, and absence of strategic planning, structure, and design which lead to organizational failure (Vinitwatanakhun, 2015). The study of Dler and Tawfik (2021) pointed out that organizational effectiveness has been observed to create an innovative culture in the organization, strengthen time management, maintain effective communication, and serve as a guide in decision making. This means attaining organizational goals (Dalanon, Diano, Belarmino, Hayama, Miyagi, & Matsuka, 2018).
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