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

Anthony Frank Obeng,Samuel Awuni Azinga,Yongyue Zhu,Prince Ewudzie Quansah

doi:10.1177/21582440211008456

Anthony Frank Obeng, Samuel Awuni Azinga + Show 2 more

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https://doi.org/10.1177/21582440211008456

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Abstract

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.

Highlights

The formation of rural and community banks (RCBs) was mainly to alleviate poverty among the farming and fishing communities
Buckley et al (1990) assessed that the sum of spurious variance exchanged between variables as a consequence of common methods employed in data gathering is called a Common Method Variance (CMV)
Podsakoff et al (2003) explained that CMV occurs from possessing a common rater, the common context of measurement and common context of items, or characteristics of the items used

Summary

Introduction

The formation of rural and community banks (RCBs) was mainly to alleviate poverty among the farming and fishing communities. RCBs engaged in banking services activities such as funds mobilization and provision of credit facilities to farmers, rural manufacturing operatives, fishermen, and regular salaried workers (Mensah et al, 2017). To improve upon these services, behaviors shown by employees concerning their organizations as well as the workplace environment of the organization are significant concerns in the extant literature of organizational behavior. Hadiyatno (2018) presented climate as the perceptions of the objective work condition, comprising the features of the organization and the nature of relationships among employees while executing jobs.

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