Perceptions Of Organizational Climate Research Articles

Speaking up or remaining silent about patient safety concerns in rehabilitation: A cross-sectional survey to assess staff experiences and perceptions.

Background and AimsPatient safety incidents may be prevented if healthcare workers speak up to voice their concerns when they observe hazardous clinical situations. This study aims to investigate the frequency of speaking up and healthcare workers' perception of organizational climate in rehabilitation clinics.MethodsAn online survey was conducted in five rehabilitation clinics. An existing survey instrument (Speaking Up About Patient Safety Questionnaire [SUPS‐Q]) was adapted for this purpose. The instrument includes items on self‐reported speak‐up‐related behavior (perceived safety concerns, withholding voice, and speaking up), anticipated speak‐up behavior, barriers to speaking up, and speak‐up‐related climate measures (psychological safety, encouraging environment, and resignation). Data analysis included descriptive statistics, one‐way analysis of variance for differences between groups, multiple regression, and measures for validity and reliability of the scales.ResultsFour hundred seventy‐one individuals participated in the survey (response rate of 32%). In the 4 weeks preceding the survey, 81% of respondents had specific concerns about patient safety, 83% performed speak up and 41% remained silent in one or more instances. Expected differences between professional groups were confirmed, but surprisingly, we found no effect of hierarchical level on speaking up behavior and perception of the speak‐up climate. Factors that most frequently prevented healthcare workers from speaking up were ineffectiveness (38%), presence of patients (26%), and unpredictability of the actor's reaction (25%). The psychometric evaluation of the adapted SUPS‐Q showed acceptable results for validity and reliability.ConclusionsHealthcare workers in rehabilitation clinics frequently perceive safety concerns. The study underlines the importance of promoting a culture of safety and speaking up. The short survey instrument SUPS‐Q can be used by rehabilitation clinics to initiate discussions related to facilitators and barriers to speaking up and to identify areas for improvement within the organization.

Ethical Climate’s Mediating Role on the Relationship Between Emotional Intelligence and Job Satisfaction

Purpose: The purpose of this article is to determine the effects of emotional intelligence (EI) on job satisfaction and to examine whether ethical climate has a mediating role in this effect. Methodology: The study was conducted among employees of sales organizations in the automotive industry. Relationships between variables were determined by correlation and bootstrap regression analysis with data from 127 participants. Findings: The results revealed that emotional intelligence shows statistically positive and significant relationships with job satisfaction and ethical climate. Moreover, positive correlation was determined between ethical climate and job satisfaction. The most important result is the decrease of the effect of emotional intelligence on job satisfaction in the triple relationship that includes ethical climate. The findings indicated that the relationship between emotional intelligence levels and employees’ perception of organizational ethical climate weakened their impact on job satisfaction. Implication: Ethical climate has a mediating effect on the relationship between emotional intelligence and job satisfaction. The relationship between emotional intelligence levels and job satisfaction is indirectly strengthened by ethical climate. However, the triple relationship of variables weakens the effect of emotional intelligence on job satisfaction.

Examining the effects of a performance management reform on employee attitudes and organizational climate

ABSTRACT This article employs a difference-in-differences design to study how a ‘managing for results’ reform in New York City public schools affected employees’ attitudes and perceptions of organizational climate. Findings show that the reform produced largely negative effects on employees’ attitudes and perceptions, and the effects were heterogeneous by organizations’ performance levels. This study expands performance management research by examining its effect on employee attitudes and organizational climate. It presents a more nuanced view of how employees react to and receive performance management reforms and contributes to a comprehensive understanding of the consequences of performance management reforms.

Precursors and outcomes of work engagement among nursing professionals\u2014a cross-sectional study

BackgroundHealth services organizations must understand how best to lower nursing professionals’ turnover intentions, and increase their job satisfaction and the quality of care provided to patients. This study aims to examine whether work engagement (WE) is a significant predictor of the achievement of these preferred organizational goals. The study also aims to examine whether organizational culture and organizational climate can manage the WE of nursing professionals and indirectly contribute to the accomplishment of the preferred organizational goals.MethodsIn detail, a cross-sectional questionnaire survey study was conducted through a convenience sampling of a total of N = 164 nurses, from four Norwegian public hospitals. Structural equation modeling was employed in testing the hypothesis in the conceptual model, using Stata software. Furthermore, mediation analyses were achieved through use of the “medsem” package in the Stata software, in testing whether the proposed direct and indirect effects were statistically significant, and the type of mediation found.ResultsThe three key findings from this study are: i) WE of nursing professionals was found to be positively related to service quality of care (β = 0.551) and job satisfaction (β = 0.883). Job satisfaction fully mediates the relationship between WE and turnover intention and in itself explains almost 60% (R2 = 0.59) of turnover intention; ii) nursing professionals’ perception of organizational culture (β = 0.278) and collaboration climate (β = 0.331) were both directly related to their WE; and iii) WE fully mediates the relationship between organizational culture/climate and service quality of care and job satisfaction. Moreover, WE partially mediates the relationship between collaborative climate and job satisfaction.ConclusionsThe WE of nursing professionals is highly correlated to their job satisfaction. WE and turnover intentions are (fully) mediated by job satisfaction. Employers should therefore focus on improving the job satisfaction of nursing professionals. The WE of nursing professionals is a common key factor for such improvement. Consequently, leaders and managers should continuously manage nursing professionals’ WE, focusing on such areas as organizational culture and climate, because WE is an effective means of enabling multiple desirable outcomes for hospital organizations.

Measuring implementation climate: psychometric properties of the Implementation Climate Scale (ICS) in Norwegian mental health care services

BackgroundEmployees’ perceptions of organizational climate for implementation of new methods are important in assessing and planning for implementation efforts. More specifically, feedback from employees’ points to which implementation strategies to select, adopt, and tailor in building positive climate for implementation of new evidence-based practices within the organization. Implementation climate can be measured with the Implementation Climate Scale (ICS). The purpose of this study was to investigate the psychometric properties of the Norwegian version of the ICS in outpatient mental health clinics.MethodsThe ICS was administered to 383 clinicians within 47 different child and adult mental health clinics across the country. We conducted confirmatory factor analysis to assess the psychometric functioning of the ICS. Cronbach’s alpha was examined to assess internal consistency. We also examined criterion related validity of the scale by comparing it with an alternative measure of implementation climate (concurrent validity) and by examining correlations with clinicians’ intentions to use evidence-based practices.ResultsResults supported the 6-factor structure and the internal consistency reliability of the ICS. One exception was poor functioning of the Reward scale. Concurrent validity was stronger at the group than at the individual level, and assessment of associations with clinicians’ intentions to use evidence- based practices showed positive correlations.ConclusionsThe Norwegian version of the ICS is a promising tool for assessing implementation climate which can provide organizations with specific feedback concerning which aspects of the implementation climate to attend to. Due to poor functioning of the Reward scale, adaptations and further testing of this is recommended.

Implementation of Islamic Work Ethics, Organizational Climate, and Organizational Political Perceptions on Institutional Strengthening, Organizational Commitments as Mediations

This study aims to examine the effect of Islamic Work Ethics, Organizational Climate, Perception of Organizational Politics, Organizational Commitment, and Institutional Strengthening. This research was conducted on members of the Pidie Regency People's Representative Council (DPRK Pidie), Indonesia. The intended population was a total of 40 people. The sample was taken using a census technique where the population was used as a sample. Data were analyzed using the Partial Least Square (PLS) method. The results show that Islamic Work Ethics affects Commitment, Organizational Climate affects Commitment, Organizational Political Perceptions does not affect on Commitment, Islamic Work Ethics does not affect Institutional Strengthening, Organizational Climate affects Institutional Strengthening, Perception of Organizational Politics does not affect Institutional Strengthening, Commitment affects Institutional Strengthening, Commitment fully mediates the Islamic Work Ethics effect on Institutional Strengthening, Commitment does not mediate the Organizational Climate effect on Institutional Strengthening, and Commitment does not mediate the Organizational Political Perception effect on Institutional Strengthening. These findings prove that it turns out that the institutional improvement model is a function of increasing the strengthening of Islamic Work Ethics and Organizational Climate Conformity, and Increasing Commitment, where Commitment serves as a full mediator on the role model of Islamic Work Ethics on institutional Strengthening. Meanwhile, organizational politics perception does not play a significant role in the model.

The Effect of Innovative Organizational Climate on Employee Job Satisfaction

Innovation has critical importance in making a difference in the competitive environment of organizations and countries. Organizations that produce similar products or services in the same market need to be innovative to make a difference to their competitors. For increasing innovation in organizations, first of all, the management approach should be in a way that supports innovation. Organizations that determine their organizational policies by considering the demands of the employees within an organizational structure suitable for the modern age and employee expectations are more advantageous in this regard. It is not easy to achieve sustainable success in organizations where employees' ideas are not given importance, and only certain people make decisions and implement them. In this respect, the suggestions put forward by all employees should be considered in solving problems and improving product and service quality. Organizations also need to allocate supporting resources so that employees can improve existing processes or introduce new initiatives. In organizations with an innovative climate, employees are involved in critical processes. Their ideas are considered essential, and financial support is provided for their suggestions and ideas in product development and problem-solving. Although some research on the effects of an innovative climate on organizational performance has been carried out, few studies examined the effects of the innovative climate on employees' attitudes towards work. In this regard, this study it is aimed to examine the impact of innovative climate perception of white-collar employees working at middle and upper levels on job satisfaction. Quantitative research was designed to achieve this aim. A total of 222 employees from the food, textile, and automotive sectors participated in the research. A questionnaire form including scales whose psychometric properties were tested previously and a personal information form was created. The questionnaire form was delivered to the participants online. Within the scope of the research, frequency, internal consistency, factor, independent samples T-test, and correlation analysis were applied. The findings showed a positive and strong correlation between the innovative organizational climate perception of the employees (including the sub-dimensions) and their job satisfaction. The innovative climate perception of the employees did not differ according to the variables such as the position in the organization (middle and lower level) and whether they have a managerial role. The obtained results were discussed, and some research suggestions were made.

Perceptions of Organizational Silence, Ethical Climate and Ethical Leadership by Green And Non-Green Hotel Employees

Çalışanlar, örgüt içerisinde görüş ve önerilerini rahatça tartışabildikleri, sorunlarını ve çözüm önerilerini ortaya koyabildikleri bir çalışma ortamında daha verimli ve etkili olabilmektedir. Bu ortamın sağlanmasında örgüt iklimi ve yönetici davranışları önemli yer tutmaktadır. Yeşil otelcilik; en temel anlamıyla, enerji tasarrufu sağlayıp atık miktarını azaltarak doğayı korumayı, sürdürülebilirliği hedefleyen bir sistemdir. Bunun yanında örgüt imajının sağlamlaştırılması ve pazarlamada avantajlı duruma geçmek gibi sonuçlar da amaçlanmaktadır. Bu amaçlar şirketin karlılığı ile ilgilidir. Ayrıca yeşil otel kavramı yönetim anlamında da bazı yenilikleri gerektirmektedir. Bunlar yeşil otelcilik felsefesinin uygulanabilmesi için zorunlu olan yeniliklerdir. Dolayısı ile yeşil otelcilik kavramının, sadece maliyetleri düşürmek ya da pazarlamada avantaj sağlamaktan ziyade hem yöneticilik hem de çalışanlara yaklaşım açısından birtakım yenilikler getirmesi ve farklılıklar yaratması beklenmektedir. Bu görüşten yola çıkarak 368 katılımcıyı kapsayan, yeşil otel ve yeşil olmayan otel çalışanlarına, “Örgütsel Sessizlik”, “Etik İklim” ve “Etik Liderlik” algılamalarını içeren bir anket uygulanmıştır. Araştırmanın sonucunda, yeşil olmayan ve yeşil otel çalışanlarının “Etik Liderlik”, “Etik İklim” ve Örgütsel Sessizliğin alt boyutları olan “Savunmacı Sessizlik” ve “Toplum Yararına Sessizlik” algılamalarında bir farklılık bulunmamıştır. Bir tek anlamlı farklılık Örgütsel Sessizliğin “Kabullenici Sessizlik” alt boyutunda saptanabilmiştir ve bu sonuca göre; yeşil otel çalışanlarının “Kabullenici Sessizlik” algısının, yeşil olmayan otel çalışanlarına göre daha düşük olduğu bulgulanmıştır.

The impact of knowledge distance on turnover intention of millennial employees: from the perspective of Mianzi

Purpose The reasons for turnover intention of millennial employees show intergenerational differences and gradually have become a hot topic in the field of management. From the perspective of knowledge management, this paper aims to explore the mechanism of individual knowledge distance on the turnover intention of millennial employees. Based on the social comparison theory and the person-environment fit theory, this study discusses the moderation role of individual perception of organizational innovation climate in this model by integrating social and cultural factors into the cognitive behavior model, and empirically tests the impact of individual knowledge distance on the turnover intention of millennial employees. Design/methodology/approach In this paper, 585 valid questionnaires were collected from the millennial employees, and the moderated intermediary model was empirically tested by using hierarchical regression analysis and conditional process analysis. Findings The results show that the knowledge distance between individuals has a significant positive impact on the turnover intention of the millennial employees; the ability-based Mianzi stress has a significant positive impact on the turnover intention of the millennial employees; in organizations with a high innovation climate perception, the ability-based Mianzi stress partially mediates the positive impact of the knowledge distance between individuals on the turnover intention; the organizational innovation climate perception positively moderates the influence of individual knowledge distance on ability-based Mianzi stress, and the boundary condition of ability-based Mianzi stress is discussed, which shows that knowledge distance can induce ability-based Mianzi stress only when individual are able to perceive organizational innovation climate. Originality/value This study explores the influence mechanism between knowledge distance and employee turnover intention from the perspective of Mianzi, which is a supplement and enrichment to the study of millennial employees’ turnover intention. It enlightens managers to take effective measures to reduce the negative impact of knowledge difference among millennial employees in the process of actively creating innovation climate in the organization. Because Western countries also have face problems, the conclusion of this study is also of practical significance to managers in Western countries.

Implementation of Evidence-Based Practices to Reduce Youth HIV Transmission and Improve Self-Management: A Survey of Key Stakeholder Perspectives.

Understanding the implementation process is critical to disseminating effective interventions that reduce HIV risk and improve self-management in youth populations. As part of a multi-center implementation study, providers (N = 128) from 13 HIV prevention and care sites were surveyed to capture their perspectives on evidence-based practices (EBPs) and their discharge. We employ a descriptive analysis of their perspectives before implementation as defined by the Exploration, Preparation, Implementation, and Sustainment (EPIS) model, with comparisons between organizational role and study site. Factors of interest included the following: attitudes toward EBPs, perceptions of organizational climate, perceptions of leadership behavior, implementation climate, and provider views on organizational support. These factors were assessed using scales with 5-point Likert response options. Attitudinal domains such as Appeal (α = 3.24), Fit (α = 3.31), and Requirements (α = 3.20), were positive. Similarly, providers on average perceived organizational support efforts meant to facilitate EBP implementation (α = 2.74). Our findings point to provider attitudes, perceptions of work climate, general organizational support, and leadership as impacting adoption and sustainment of EBPs. Secondary analysis indicates that some perceptions and attitudes differ by site and by professional role in some assessment domains. Our study highlights factors such as provider attitudes and perspectives on the organizational and implementation climates and on leadership behaviors as impacting EPB implementation.

Setting the conditions for open innovation in the food industry: unravelling the human dimension of open innovation

PurposeThe human dimension of open innovation is paramount for organisational excellence. However, there is scant evidence of the implications of human resource management practices on employees' orientation towards open innovation. The article shows how such practices facilitate the development of an open innovation climate among food companies.Design/methodology/approachAn empirical study was designed to obtain insights into the approach to open innovation of a large sample of food companies (n = 2,458). Secondary data were collected from the sixth European Working Condition Survey. A parallel mediation analysis allowed us to investigate the human resource management practices' implications on individual perceptions of an open innovation-oriented organisational climate through the mediating effect of employees' involvement and engagement.FindingsHuman resource management practices have an impact on employees' skills, motivation and interpersonal relationships, but they do not have direct implications on the employees' perception of an open innovation-oriented organizational climate. As they solicit employees' involvement and engagement, human resource management practices indirectly nurture a favourable perception of an open innovation-oriented organisational climate.Practical implicationsTailored human resource management practices should be crafted to increase employees' capabilities and motivation and, therefore, to sustain open innovation in the food sector. Human resource management practices foster employees' involvement and engagement, which pave the way for a greater proclivity to open innovation at the individual and collective levels.Originality/valueThe article discusses the implications of human resource management practices on the perception of an organisational climate conducive to open innovation, envisioning aspects to focus on and avenues for future research.

Does Academic Work Environment in Thailand Private Universities Affect the Organizational Commitment of Lecturers?

This study examines how the academic work environment influences lecturers' job performance and organizational commitment among private university academicians in Thailand. The paper presents that the perception of organizational climate has a significant effect on some academics' job performance, revealing that the perception of organizational climate is positively related to the job performance of many senior academics and junior academics than those with middle level of experience and academic ranks. It also presents a strong relationship between organizational climate and organizational commitment. Climate dimensions, such as coworkers' behavior, the job itself, and freedom are significantly related to organizational commitment. It also presents that supervisors' behavior, facilities, academic environment, teaching and research, job security, and administration duties are not significant factors influencing lecturers' positive attitude toward the respective organization. Thus, findings and implications can provide valuable insights for educational policymakers and university administrators in Thailand. University administrators can focus more on academic freedom, workload, and conflict among coworkers to improve lectures' educational practices and related positive outcomes.

Illegitimate tasks: obstacles to trans equality at work

PurposeThis study aims to explore the relationship between the reported frequency of illegitimate tasks undertaken at work (FREQIT) and gender identity among cisgender individuals and persons with a (?) transgender or gender non-conforming (TGNC) identity.Design/methodology/approachThis research combines an experimental approach with a field-study. Study 1 contained a vignette experiment where participants reported their likelihood to assign illegitimate tasks (IT) to either a cisgender or a TGNC employee. Study 2 measured perceptions of tasks-illegitimacy (PERTI), FREQIT, perceptions of organisational gender climate (PGC), burnout and intention to quit among a sample of cisgender and TGNC participants.FindingsIn Study 1, individuals in a supervisory position were more likely to assign IT to TGNC than cisgender employees. In Study 2, gender identity influenced burnout, intentions to quit and PGC, serially mediated by PERTI and FREQIT. The results from Study 2 did not support the initial model, which proposed that lower PERTI would lead TGNC employees to report a higher FREQIT, leading to lower occupational well-being scores. Instead, TGNC participants’ burnout, intention to quit and PGC scores improved as a consequence of their lower PERTI. However, when comparing cisgender and TGNC individuals, the latter presented higher levels of burnout, intentions to quit and lower PGC scores.Originality/valueThis is the first study measuring the effects of IT on TGNC individuals’ occupational well-being. It underscores the importance to reduce cisgender biases and transphobia and to address IT as obstacles to trans equality in the workplace.

How does ethical leadership enhance employee creativity during the COVID-19 Pandemic in China?

ABSTRACT In the context of the COVID-19 pandemic, leaders are facing an ethical dilemma and a tense tradeoff between employees’ health and economic performance. From the perspective of employees’ perceptions of the work situation, this study examines the way ethical leadership enhances employee creativity during the COVID-19 pandemic by using leader-member exchange (a perceived social factor) and organizational ethical climate (a perceived contextual factor) as mediators. The sample included 308 supervisor-employee pairs from 20 high-tech companies in eight provincial regions of China. Structural equation modeling was used to test the proposed hypotheses. Results indicate that ethical leadership can significantly enhance employee creativity through the fully mediating roles of employees’ perceptions of leader-member exchange and organizational ethical climate. Moreover, leader-member exchange affects employee creativity directly as well as indirectly through the mediating role of organizational ethical climate. This study offers insights into the process linking ethical leadership to employee creativity and provides practical suggestions on ways of enhancing employee creativity in situations like the COVID-19 pandemic crisis.

The Effect of Organizational Climate on Employee Motivation and a Research

Organizational climate refers to the way employees perceive the general atmosphere of the organization. The concepts job satisfaction occurs as a result of the impression the organizational environment leaves on the employees. In this study, which consists of three sections, the relationship between the demographic characteristics of the participants and the concept of organizational climate is examined in the first section, the relationship between the demographic characteristics of the participants and the concept of motivation is examined in the second section, and the effects of organizational climate on motivation is examined in the final section. The research has been conducted at Public Health Institutions affiliated to the Istanbul Provincial Health Directorate and a significant relationship was found between the organizational climate perceptions of the participants and their motivation.

THE IMPACT OF EMOTIONAL INTELLIGENCE ON ORGANIZATIONAL CLIMATE

This paper highlights the relationship between employees` emotional intelligence and their experience of organizational climate. We analyze the two concepts in two Romanian multinational organizations and we demonstrate that emotional intelligence has a positive impact on organizational climate, which means that employees with higher scores of emotional intelligence experience a more positive organizational climate. Also, a higher level of heterogeneity in EQ scores leads to a more negative perception of organizational climate.

Organizational Climate and Transfer of Training in a Public Corporation in Qatar

The current research investigates the association between organizational climate and training transfer in case of a Qatari public corporation. It seeks to enhance training transfer through improving the organizational climate. To meet the objectives of the research, survey was developed and distributed to all employees who work for the selected corporation. (152) surveys were returned and analyzed by using SPSS. Results of data analysis revealed that there are positive attitudes towards transfer of training. In other words, employees believe that training influences their performance and behavior. Besides, employees transfer what they learned in training into their workplace. It was also found that employees perceive the overall organizational climate and the dimensions of organizational climate positively. This gives indicator of positive attitudes and perceptions of organizational climate. Regarding the relationship between the dimensions of organizational climate and transfer of training, results of data analysis revealed that there are strong and positive relationships between employee perceptions of eight dimensions of organizational climate and transfer of training into the workplace. It was found that there were positive and strong relationships between employee perceptions of support, responsibility, structure, conflict, identity, warmth, support, and risk on one hand, and their perceptions of training transfer on the other hand. Still, the relationship employee perceptions of rewards and their perceptions of training transfer was weak and not significant.

How store managers’ employee climate perceptions affect frontline employee, customer and store performance outcomes: an examination in the small-store setting

PurposeThe purpose of this paper is to examine the effects of store managers’ employee climate perceptions on frontline employee (FLE), customer and store performance outcomes in the small-store setting.Design/methodology/approachThis study derives the findings from a multi-source data set acquired in partnership with a North American-based retailer that includes survey responses from 1,133 store managers, 5,591 FLEs and 16,488 customers. This paper matches survey responses to corporate records and store sales and operations data.FindingsThis study finds that store managers’ employee climate perceptions affect FLEs both directly and indirectly, through store manager social support behaviors. This paper tests the boundary conditions for these findings by examining the moderating effects of store-level FLE tenure heterogeneity and competitive intensity. Study results provide partial support for the hypothesized relationships with regard to FLE tenure heterogeneity, but not competitive intensity.Research limitations/implicationsThis research is subject to many of the limitations common to a survey-based study. While the use of one retailer provided opportunities to examine store-level performance data, future research would benefit by using a more expansive data set spanning several companies and industries. Moreover, as the current study was set in the small-store setting, future research should explore how store managers’ influence fluctuates depending on store size and the mechanisms through which organizational priorities flow through other management levels (e.g. department managers) in large retailers.Practical implicationsStudy results provide managerial guidance regarding the implementation of an employee climate for the delivery of an enhanced customer experience and superior financial performance.Originality/valueAlthough researchers have paid considerable attention to employees’ psychological and organizational climate perceptions, this study makes a unique contribution by examining the effects of store managers’ employee climate perceptions on FLE, customer and store-level outcomes.

The Relationship Between Health-Promoting Lifestyle and Health-Related Organizational Climate in Governmental Departments

Background: Many people spend more than a third of their post-maturation on work. Thus, workplace environment and climate have a great impact on individuals' lifestyles, and work environment brings a health perspective that provides a healthier lifestyle for employees. Objectives: The present study aimed to assess the staff's lifestyles and health behaviors as well as their relationship with organizational climate. Methods: This cross-sectional study was conducted on 404 employees from governmental departments in Shiraz in 2018. The data were collected using a three-part questionnaire, including demographic information, health-promoting lifestyle, and organizational climate questionnaires. Data were analyzed using the SPSS-25 software. Multivariate analysis of variance (MANOVA) was used to determine the significant relationship between demographic characteristics and organizational climate, and health-promoting lifestyle indices. The correlations between the lifestyle dimensions of health promotion and organizational climate were analyzed. Results: Age, education level, work experience, gender, and type of organization were the effective factors in the perception of organizational climate. In addition, work experience, type of organization, and the organizational climate governing the workplace were the determinants of the health-promoting lifestyle. The results revealed a significant, positive, weak correlation between the health-promoting lifestyle and organizational climate. A significant correlation was also observed between self-actualization and organizational climate (r = 0.290, P < 0.001). Conclusions: It is necessary to identify which individual and organizational characteristics should be improved to support the organizational climate to improve the health-promoting lifestyle.

Algılanan Örgüt İkliminin Örgütsel Vatandaşlık Davranışlarına Etkisi: Otel Çalışanları Üzerinde Bir Araştırma (The Effect of Perceived Organizational Climate on Organizational Citizenship Behavior: A Research on Hotel Employees)

Purpose – The purpose of this research is to determine the effect of employees perception of organizational climate on their organizational citizenship behavior. Design/methodology/approach – The research is a quantitative research and the data were obtained by applying a questionnaire to 412 employees working in five-star hotel establishments in Antalya Belek region.The survey consists of organizational climate scale, organizational citizenship behavior scale and demographic information.The obtained data were tested with correlation and regression analysis. Results – As a result of the analysis, it has been determined that perceived organizational climate has a significant effect on organizational citizenship behavior.According to this, it has been revealed that 38.4% of the changes in the organizational citizenship behaviors of the employees were caused by the organizational climate and the organizational climate mostly gave direction the conscientiousness behavior of the employees. Discussion – This research, in which the organizational climate perceived by employees has a significant effect on organizational citizenship behavior, is consistent with previous researches in the relevant literature.Additionally, the aforementioned effect can be explained by Rensis Likert's management systems and McGregor's X-Y theories.The result that the positive organizational climate perceived by the employees increases the organizational citizenship behavior positively reveals the necessity for hotel managers to create a positive organizational climate to increase efficiency.