Influence Of Organizational Climate Research Articles

The Effect Of Leadership Style, Organizational Climate, And Academic Supervision On The Performance Of State Elementary School Teachers In Sumowono District, Semarang Regency

The purpose of this study is to: 1) determine and analyze the influence of leadership style on teacher performance. 2) determine and analyze the influence of organizational climate on teacher performance. 3) determine and analyze academic supervision on teacher performance. 4) determine and analyze the influence of leadership style, organizational climate, and academic supervision on teacher performance. The research approach used is quantitative. This type of research uses correlational research. The population of this study was 202 teachers and the research sample was 134 teachers. Data collection was carried out using a questionnaire. The data analysis technique used in this study was descriptive data analysis, prerequisite tests including normality tests, multicollinearity tests, heteroscedasticity tests, linearity tests and hypothesis tests including simple and multiple linear regression. The results showed that: 1) the correlation between leadership style and teacher performance was 0.938. the influence of leadership style on teacher performance was 88.0%, 2) the correlation between organizational climate and teacher performance was 0.858. the influence of organizational climate on teacher performance is 73.6%, 3) the correlation between academic supervision on teacher performance is 0.798. the influence of academic supervision on teacher performance is 63.8%, 4) the correlation between leadership style, organizational climate, and academic supervision on teacher performance is 0.905. the influence of leadership style, organizational climate, and academic supervision on teacher performance is 90.5%. The conclusion of this study is that leadership style, organizational climate, and academic supervision on teacher performance are 0.905 or 90.5 % . The author suggests that teachers evaluate and develop learning, then teachers can also attend training and seminars in order to improve teacher performance

The Influence of Organizational Climate on The Quality of Work of Employees At State 1 Batudaa Vocational High School Gorontalo District

Abstract This research aims to determine the magnitude of the influence of organizational climate on the quality of employee work at State Vocational School (SMK) 1 Batudaa, Gorontalo Regency. In the educational context, organizational climate is an important factor that can influence employee performance and productivity. Using a quantitative approach and survey methods, this research involved 37 people as a sample represented from various backgrounds at the institution. The use of simple regression analysis as a data analysis method allows researchers to determine the extent to which the relationship between organizational climate variables and employee work quality can be measured statistically. The results of the research show that organizational climate influences the quality of work of employees at State Vocational School (SMK) 1 Batudaa, Gorontalo Regency, with a coefficient value of 0.713 or 71.3%. This figure shows that more than two-thirds of employee work quality can be explained by organizational climate factors, which include aspects such as communication, managerial support, and work culture. These results indicate that organizational climate makes a significant contribution to the quality of work of teachers and education personnel, which in turn has an impact on the effectiveness of learning in schools. Thus, it is important for school management to create and maintain a positive organizational climate so that employees can work optimally and achieve the expected educational goals. This research also opens up opportunities for further research regarding interventions that can be carried out to improve the organizational climate, so that the quality of employee work can continue to be improved in order to create a better learning environment.

The Influence of Organizational Climate and Work Ethic on Employee Performance Through Work Discipline

Employee performance plays an important role in improving the quality of an educational institution. There are several factors that influence employee performance, including organizational climate, work ethic and work discipline. This study aims to: test the influence of organizational climate and work ethic on work discipline; test the influence of organizational climate, work ethic and work discipline on employee performance; and test the influence of organizational climate and work ethic on employee performance through work discipline. The population of the study was 202 personnel of the East Java Regional Police State Police School. The number of samples was set at 41 people, while the sampling technique used purposive random sampling. Data collection used questionnaires that were distributed directly to respondents. The data analysis technique used SEM PLS. The results of the study concluded that as independent variables, it was proven that work climate, work ethic and work discipline had a positive and significant effect on employee performance. When the work climate is conducive, work ethic and work discipline increase, employee performance also increases. However, work discipline as a mediating variable for the influence of work climate and work ethic on employee performance cannot play an optimal role.

Pengaruh iklim organisasi terhadap organizational citizenship behavior pada karyawan

The organizational climate in a company plays an important role in the formation and improvement of OCB in employees. Having OCB in employees will benefit the organization or company. For companies, OCB can function to help new employees adapt to their positions as quickly as possible, and help teams to solve complex problems. For employees, this can increase their sense of self-efficacy, personal reputation, and job satisfaction. The purpose of this research is to determine and prove the influence of organizational climate on OCB in employees. This research uses a non-experimental quantitative approach, with a correlational research design. This study used a probability sampling technique with simple random with a total of 236 respondents. The research instruments used were the Organizational Citizenship Behavior Scale and The Organizational Climate Questionnaire (OCQ). Data analysis uses simple linear regression analysis. The research results show a positive influence between organizational climate on Organizational Citizenship Behavior. This means that the higher the organizational climate experienced by employees, the higher the OCB displayed by employees.

The Influence of Organizational Climate and Motivation on Employee Performance at The District Health Office Garut

The purpose of this study was to determine and analyze (1) organizational climate; (2) work motivation; (3) employee performance; (4) the effect of organizational climate and motivation on employee performance at the Garut Regency Health Office, both simultaneously and partially. The method used in this research is in accordance with the expected objectives, namely descriptive and verification methods. The unit of analysis in this study was the employees of the Garut Regency Health Office, with a sample of 51 people and the analysis method used is frequency distribution and path analysis. Based on the results of the analysis, it is found that the Organizational climate at the Garut Regency Health Office is quite conducive; employees of the Garut Regency Health Office have a high level of motivation; employees of the Garut Regency Health Office have a high performance. Employees of the Garut Regency Health Office have a fairly high performance and organizational climate and motivation affect the performance of employees of the Garut Regency Health Office. However, when viewed partially, it turns out that organizational climate is more dominant in influencing employee performance than motivation. Organizational climate dominantly influences employee performance rather than motivation, therefore the Garut Regency Health Office is required to prioritize improvements in the organizational climate of employees by carrying out continuous bureaucratic reform.

Improving Teacher Creativity in Teaching through Career Development

Global creativity indices in developing countries tend to be low. In the field of education, creativity has an important role. Efforts to increase the creativity of educational human resources continue to be hyped. Creative teachers produce creative students. But, the fact is that teachers in developing countries tend to need more creativity in teaching. This study aims to analyze the influence of organizational climate in the school environment and teacher career development on teacher creativity in teaching. The sample of this study was 145 junior high school private teachers in Semarang Regency, Central Java Province, Indonesia. Statistical analysis using PLS-SEM and PLSpredict. The results showed that the school's organizational climate positively affected teacher creativity in teaching. Teacher career development also positively affects teacher creativity in teaching. In addition, teacher career development mediates the influence of school organizational climate and teacher creativity in teaching. The findings could help schools or private educational institutions to understand how organizational climate affects teachers' creativity in teaching. So that it can be used as a guideline for schools or other educational institutions to increase teacher creativity in teaching.

The Influence of Organizational Climate, Doctor Motivation, and Transformational Leadership Style on Completing Medical Records

The Influence of Organizational Climate, Doctor Motivation, and Transformational Leadership Style on Completing Medical Records

Effect of Organisational Climate and type of Autonomous Colleges on Academic Achievement of the Students

This article examines the independent and interaction influence of organizational climate and the type of autonomous colleges on the academic performance of students. Organizational climate encompasses various elements such as leadership styles, communication patterns, and staff morale, collectively shaping the institutional environment. Autonomous colleges, with their capacity for innovation in curriculum design, pedagogical methods, and assessment practices, provide a unique context for this analysis. To explore the effect, researchers employed a quantitative approach, surveying 480 students across 12 colleges (both government and non-government) in Odisha, India. Questionnaires assessed student perceptions of organizational climate and academic achievement. Additionally, researchers collected student result sheets and surveyed college staff to gain a wellrounded perspective on the college climate. Data analysis using ANOVA and Scheffe tests identified significant effects. Major Findings of the study confirm that a positive organizational climate, regardless of college type, is associated with higher student academic achievement. Interestingly, students in government autonomous colleges achieved higher scores than those in non-government ones. The most significant finding, however, is the interaction effect. Students in governmentautonomous colleges with a strong learning environment achieved the highest scores, while those in non-government autonomous colleges with a weak environment achieved the lowest.

Examining the moderating role of a leader's emotional intelligence on the influence of organizational climate on job satisfaction among Youth-Owned and Managed Small Businesses (YOMSB) in Sub-Saharan African (SSA) Economy

Even though the role of effective human resource management, including organizational climate, has been cited as a crucial predictor of diverse employee outcomes such as employee job satisfaction, the mechanism through which the organizational climate and job satisfaction can be enhanced or diminished is underexplored in human resource literature. This study dwells on Herzberg's two-factor perspective to push the boundaries of knowledge by showing that the organizational climate-job satisfaction link depends on varying conditions of leaders' emotional intelligence. The proposed model was tested using survey data from randomly selected 602 Youth-Owned and Managed Small Businesses employees in Ghana. The data was analyzed using structural equation modeling with the aid of SMART PLS. The findings revealed that organizational climate has a significant positive direct effect on job satisfaction. Emotional intelligence also exhibited a significant positive relationship with job satisfaction. Additionally, emotional intelligence positively moderated the organizational climate-job satisfaction link, such that higher emotional intelligence enhanced this relationship. The findings indicate that though organizational climate drives job satisfaction, emotional intelligence serves as an amplification mechanism to extract even greater satisfaction in small businesses in Ghana. Our findings make a contemporary contribution to Herzberg's two-factor and important managerial guidance for owners and managers of Small Businesses in resource-constrained regions like SSA.

Influence Of Organizational Climate, Engagement, And Commitment On Performance With Leadership As Moderation Variables

The purpose of the study is to determine the Organizational Climate, Engagement, and Commitment simultaneously on Performance with Leadership as a Moderation Variable (Empirical Study on ASN Directorate General of Regional Development, Ministry of Home Affairs). This study uses a type of causal associative research with a quantitative approach. The population in this case is all SUPD III employees and the total sample used is 67 respondents with a sampling technique using the Krecjie Table. Data collection was carried out by distributing questionnaires with data analysis using validity test, reliability test, normality test, multicollinearity test, heteroscedasticity test, autocorrelation test, multiple linear regression analysis, moderation regression analysis, determination test, t test and f test. Based on the results of the T test, it is known that each independent variable of Organizational Climate, Engagement , and Commitment has an effect on Performance. In the Coefficient of Determination (R2) test, it can be seen that the Adjusted R Square value obtained is 0.580 (58%). This shows that the independent variables of Organizational Climate, Engagement, and Commitment have a strong ability to explain the bound variables (Perfromance) in this case learning. The remaining 42% was influenced by other factors that could not be explained in this study. Keywords: Organizational Climate, Engagement, Commitment, Performance, Leadership.

Pengaruh Iklim Organisasi dan Disiplin Kerja Terhadap Efektivitas Kerja pada Kantor Dinas Pertanian Kabupaten Agam Selama Masa Covid-19

This study aims to examine and analyze 1). the influence of organizational climate on the work effectiveness of employees at the Agam Regency Agricultural Service Office during the Covid-19 Period 2). the effect of work discipline on the effectiveness of work employees at the Agam Regency Agricultural Service Office during the Covid-19 period, 3). the influence of organizational climate and work discipline simultaneously on the effectiveness of employees' work at the Agam Regency Agricultural Service Office during the Covid-19 Period. Population 80 people and sample 80 people. The data analysis method is Multiple Linear Regression Analysis and determinant coefficients while the hypothesis testing method is the t-test and F-test. The results of the study show 1. Partially, organizational climate variables have a positive and significant effect on the work effectiveness of employees at the Agam Regency Agriculture Office during the Covid period. -19, 2. Partially, the work discipline variable has a positive and significant effect on the work effectiveness of employees at the Agam Regency Agricultural Service Office during the Covid-19 Period 3. The organizational climate and work discipline variables simultaneously or simultaneously have a significant and significant effect on the employee's work effectiveness at the Agam Regency Agriculture Service Office during the Covid-19 Period, 4. The contribution of the influence of organizational climate and work discipline on the work effectiveness of employees at Agam Regency Agricultural Service Office during the Covid-19 period was 42.50% while the remaining 57.50% was influenced by others examples competence, compensation and others.

The Influence of Organizational Climate on Employee Commitment With Job Satisfaction and Motivation as Intervening Variables at Pt. Persada Engineering Media

A conducive organizational climate and its influence on employee performance, job satisfaction, motivation, and commitment are essential in improving organizational performance. The purpose of this study is to find out and analyze the influence of organizational climate on employee commitment mediated by job satisfaction and motivation at PT. Media Teknik Persada. This research was conducted with a causal associative quantitative approach. The sample used was all employees at PT. Media Teknik Persada with a total of 67 people. The results of data analysis of this study show that the organizational climate has no influence on employee commitment with a T-statistical value of 0.416 < 1.96 and a P-value of 0.678 > 0.05). However, a conducive organizational climate had a positive and significant effect on job satisfaction with a T-statistical value of 18.076 > 1.96 and a P-value of 0.000 < 0.05 and motivation with a T-statistical value of 11.773 > 1.96 and a P-value of 0.000 < 0.05. Job satisfaction had no effect on employee commitment with a T-statistical value of 0.901 < 1.96 and a P-value of 0.371 > 0.05. Job satisfaction was also unable to intervene in the influence of organizational climate on employee commitment with a T-statistical value of 0.912 < 1.96 and a P-value of 0.365 > 0.05). On the other hand, work motivation had a positive and significant influence on employee commitment with a T-statistical value of 5.802 > 1.96 and a P-value of 0.000 < 0.05) and was able to intervene in the influence of organizational climate on employee commitment with a T-statistical value of 4.401 > 1.96 and a P-value of 0.000 < 0.05). These findings imply that organizations need to improve, pay attention to, maintain, and improve the organizational climate to create a comfortable atmosphere for employees, which in turn increases employee motivation and commitment.

The Influence of Organizational Climate on Individual Creativity and Individual Innovative Behavior in Healthcare Settings

The study aims to investigate the influence of organizational climate (OC) on individual innovative behavior (IIB) and examine the role of individual creativity (IC) as mediation in the concstruction of proposed relationships. This study involved 88 healthcare worker at Klungkung General Hospital. Data were collected using a 5-point Likert scale. The sampling method employed was non-probability based predefined criteria. Data analysis was done through a structural equation moedel (SEM) using Smart-PLS. The result indicate that OC and IC positively and significantly impact IIB. Additionaly, OC has a positive and significant impact on IC. Meanwhlie, IC acted as a partial mediation in the relationship between OC on IIB. Research on the impact of organizational climate on individual creativity and individual innovative behavior has primarily centered around the private sector. However, the organizational climate within public service entities, especially in healthcare, remains relatively unexplored. This presents a significant knowledge gap that merits further investigation. This research serves as a reference for formulating policy recommendations by hospital management regarding policies aimed at promoting an organizational climate that supports individual creativity and individual innovative behavior.

Pengaruh Peran Kepala Sekolah dan Iklim Organisasi Terhadap Produktivitas Kerja Guru pada SMP Se-Kecamatan Batanghari Lampung Timur

This study aims to determine (1) the influence of school principal's role on teacher work productivity, (2) organizational climate influence on teacher work productivity, and (3) influence of principal role and organizational climate together to productivity of junior high school teacher Kecamatan Batanghari Kabupaten Lampung Timur, as many as 170 teachers, were used as research samples of 63 teachers and 20 teachers of sample experiments outside the specified sample. Instruments used in the form of questionnaires previously tested for validity and reliability. Data analysis using Regression analysis.Based on the analysis, the following results are obtained: 1) The role of principal contributes to teacher work productivity of 3.2%; 2) Organizational climate contributes to teacher work productivity of 21.6%; and 3) Roles of school principals and organizational climate together contributes to teacher work productivity of 13.5%. The conclusion is taken that the productivity of junior high school teachers in Kecamatan Batanghari Kabupaten Lampung Timur will increase, which is influenced by the effective role of headmaster along with the conducive organizational climate applied.

The influence of organizational climate, workload and role conflict on emotional exhaustion of teachers and employees of elementary schools in the village of Tanjung Paling Serumpun, Sungai Penuh City

The influence of organizational climate, workload and role conflict on emotional exhaustion of teachers and employees of elementary schools in the village of Tanjung Paling Serumpun, Sungai Penuh City

The Influence of Organizational Climate and Work Motivation on the Performance of Basic Education Teachers

This research aims to determine the influence of organizational climate and work motivation on the performance of basic education teachers in Gugus 04 Indrajaya, Pidie Regency. The time of the research was in March 2024. The research population was 85 people and 41 people were sampled purposively. This research is quantitative research, using survey methods. Data collection techniques through observation, documentation and questionnaires. The data analysis technique uses multiple linear regression analysis. The results of data analysis show that the Organizational Climate variable (X1) partially has a significant effect on Performance (Y). The work motivation variable (X2) partially has a significant effect on performance (Y). The variables organizational climate (X1) and work motivation (X2) simultaneously have a significant effect on the performance (Y) of basic education teachers in Gugus 04 Indrajaya, Pidie Regency with a calculated F value of 54,599 and a sig value of 0.000. The coefficient of determination (R2) obtained a value of 0.742, indicating that the contribution of organizational climate and work motivation variables to teacher performance was 74.2%, while the remaining 25.8% was the contribution of other factors.

HOW ORGANIZATIONAL CLIMATE AFFECTS THE JOB SATISFACTION

Employee job satisfaction is crucial for organizational success and productivity. The organizational climate, comprising factors such as leadership styles, communication patterns, and organizational culture, plays a significant role in shaping employee perceptions and experiences within the workplace. This thesis explores the relationship between organizational climate and job satisfaction, aiming to provide insights into how organizational factors impact employee satisfaction levels. Through a comprehensive review of existing literature and empirical research, this study examines the various dimensions of organizational climate and their influence on job satisfaction. The research methodology involves surveys and interviews conducted within diverse organizational settings to gather data on employees' perceptions of the organizational climate and their levels of job satisfaction. The findings reveal a strong correlation between positive organizational climates characterized by open communication, supportive leadership, opportunities for growth and development, and high levels of job satisfaction among employees. Conversely, negative organizational climates marked by ineffective communication, autocratic leadership, and a lack of recognition and reward systems are associated with lower levels of job satisfaction and increased turnover rates. Furthermore, this thesis investigates the mediating role of factors such as employee engagement, organizational commitment, and perceived fairness in the relationship between organizational climate and job satisfaction. Understanding these underlying mechanisms can provide organizations with actionable insights to enhance employee satisfaction and foster a positive work environment. Organizational climate plays a pivotal role in shaping employees' perceptions, attitudes, and overall job satisfaction within an organization. This master's thesis aims to delve into the intricate relationship between organizational climate and job satisfaction, focusing on understanding how various dimensions of organizational climate influence employees' satisfaction levels. The research methodology employed in this study involves a mixed-methods approach, utilizing both quantitative surveys and qualitative interviews to gather comprehensive data.

The Influence Of Organizational Climate, Training, And Compensation On Employee Job Satisfaction In The Dgt Regional Office, North Sumatra

This exploration expects to determine the impact of an authoritative environment, prepare and pay somewhat, and at the same time, fulfill representative work at the DJP North Sumatra I Provincial Office. The examination was led at the North Sumatra I DJP Provincial Office Jalan Sukamulia No. 17A Medan, with a population of 145 individuals and an exploration test of 59 individuals. Information assortment was completed through meetings, polls and documentation. The information examination procedure utilized was a different relapse investigation involving the IMB Measurements for Item and Administration Arrangement (SPSS) PC program adaptation 24. In light of the aftereffects of the examination, it was found that the authoritative environment affected work fulfillment for representatives of the North Sumatra Local Office of DJP I. This was upheld by the consequences of the examination, t count < t-table (0.955 < 2.004) at n = 59 at the 95% importance level. Preparing affects the work fulfillment of representatives of the North Sumatra Provincial Directorate General Office I; this is upheld by the examination of t count > t-table (2.662 > 2.004) at n = 59 at an importance level of 95%. Pay significantly affects the work fulfillment of representatives at the North Sumatra Local Directorate General Office I; this is upheld by the examination of t count > t-table (3.655 > 2.004) at n = 59 with an importance level of 95%. F-count esteem > F table (18.016 > 2.78) This expresses that together (differently), there is a positive and huge impact of the hierarchical environment, preparing and pay on the work fulfillment of representatives of the North Sumatra Provincial Office of DJP.

The Influence of Organizational Climate and Market Orientation on Business Performance with Financial Literacy and Csr as Mediation in MSMES in Malang City

Purpose: This study aims to describe the effect of organizational climate and market orientation on the performance of MSME businesses. Theoretical framework: In addition to financial literacy and corporate social responsibility (CSR) activities provided by the company seen as a mediating variable that has a significant effect on the previous relationship. Design/methodology/approach: This study uses a quantitative approach and to business people in the souvenir center in the Greater Malang area as many as 102 samples. Path data analysis is used with the help of Smart PLS. Findings: The results of research on organizational climate and market orientation are important drivers in improving MSME business performance. Furthermore, mediation through financial literacy and corporate CSR supports a significant relationship between organizational climate and market orientation towards improving their business performance. Research, Practical & Social implications: Organizational climate and market orientation are good variables and are a driving force for improving the performance of MSME businesses. Originality/value: This research is original. Carried out in Indonesia for MSMEs that are developing their business with a more modern pattern to achieve maximum performance through an organizational climate and market orientation supported by good financial literacy.

Influence of organisational climate on public service employee physical health.

The working conditions in the South African public service, notably its challenging environment, pose significant threats to the physical health of employees. Calls exist in understanding how this can be addressed. The study investigated the predictors of physical health, accounting for the role of organisational climate and decent work. The study was conducted in Bisho in the Eastern Cape province of South Africa. An instrument was administered through a survey using a sample of 289 respondents. Descriptive and inferential statistics were used to test the hypothesised relationships. No significant direct effect existed to show that the sounder an organisational climate, the better the physical health of employees will be (β = -0.014, t = -0.199, p = 0.843, 95% confidence interval [CI] [-0.153 to 0.125]). However, statistically significant evidence existed to show that the more focus on promoting decent work, the better the physical health of employees will be (β = 0.463, p = < 0.001, 95% CI [0.258 to 0.668]). Finally, decent work has a full mediating effect on the relationship between organisational climate and employee physical health (β = 0.105, 95% CI [0.054 to 0.167]). Public service organisations need to pay attention to the role of its climate and decent working conditions in promoting employee physical health. Interventions are needed centered on improving decent work and the organisational climate as identified predictors of employee physical health.