Effect of organizational climate upon the job performance of instructors’ physical education

Abstract

Propose: The current study was conducted to examine the effect of organizational climate on the Job Performance of Instructors’ Physical Education. Material: A quantitative method was employed for this purpose; a survey research design was used. There was 169 Instructors’ Physical Education preferred through stratified sampling technique. A structured questionnaire was administered to collect the data. The data was analyzed using inferential statistics (linear and multiple regression). Results: The results of the study indicated that organizational climate affect job satisfaction significantly. All the dimensions of organizational climate contribute to increasing the Instructors’ Physical Education performance. Conclusion: The current study concluded that Instructors’ Physical Education not only feel comfortable in a healthy organizational climate but also increase their level of performance. The study also depicted that effective communication structure, reward system, teamwork, career development, and effective planning and decision making strategies are the valuable ingredients to enhance the performance of Instructors’ Physical Education. Recommendation: Keeping in view the results of the current study, it is recommended that head of the institution may focus or promote supportive culture in their respective educational institutions to enhance the performance of instructors’ physical education.

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

“…Thus, when role clarity, participative decision-making, reward, communication, and so on are practiced in the organization, it is expected that employees will exhibit behaviors leading to JP, not only by achieving their required jobs but also by adapting to changes in their work environments. These outcomes are consistent with the previous studies that disclosed positive relations between OC and JP (Haryono et al, 2019; Luqman et al, 2020). For an organization to survive the competition and uphold to the competent workforce, good OC practices should be improved by management.…”

“…The results show that the mediation effect of HWP was partially exercised. Stated differently, HWP partially mediated the relationship between OC and JP in that OC had a significant and positive effect on the employee HWP, and HWP had a positive and significant influence on JP, which is consistent with the findings of other studies (Luqman et al, 2020; Permarupan et al, 2013). Interestingly, it appears that while OC would foster HWP toward achieving JP, policies and strategies that project good OC should be employed to ignite employee’s HWP.…”

Sociodemographic differences in the perception of the organizational climate of mexican industrial workers

“…Por lo que respecta a sus niveles de medición y análisis, si se desea abordarlo de manera global o general corresponde al enfoque molar u organizacional, el cual es útil cuando el interés radica en la predicción de resultados que sean amplios, tales como el desempeño en el trabajo (Luqman Rehman, Islam y Khan, 2020) o la intención de partida (Mohamadzadeh, Ashgholi, Rafii y Bahrani, 2015). Si el objetivo es conocer un aspecto en particular, como pueden ser las percepciones de los colaboradores con respecto al servicio en la organización (Nunes, Martins y Mozzicafreddo, 2018), se habla entonces del enfoque de climas específicos.…”

The Organizational Climate and its Impact on the Innovative Behavior of Auditors

“…Tierney, (2020); Luqman et al, (2020) believe that there is an agreement that each organization consists of a set of characteristics or characteristics that distinguish it from other organizations, and that the organizational climate is an outcome of the interaction between several variables that determine the characteristics of the organization' s environment Which in turn is reflected on the perceptions, attitudes and behavior of individuals, and it is possible through the vision of a strategy to make a change in the characteristics of the organizational climate by influencing the characteristics of those variables specified for it, or a change like the interaction between these variables. And that the predominant trend is that the organizational climate plays a mediating role in the relationship between the characteristics of the environment and the nature of the organization' s activity and its administrative organization on the one hand, and the behavioral outcomes of the organization' s employees on the other hand.…”