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

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.

How Authentic Leadership Promotes Job Performance? The Mediating Role of Organizational Climate

“…The relationship between authentic leadership and job performance is negative [18,[82][83][84][85] and conversely, these two variables appear to be positive by Srivastava & Mohaley [86], Wong & Laschinger [87], and Wang et al [88]. Comprehensive identification is shown from the findings which conclude that the decline in job performance is influenced by weakness organizational climate [89,90], but organizational climate strengthens job performance in an integrated manner [91][92][93].…”

Voice Endorsement and Employee Safety Voice Behavior in Construction Projects: The Mediating Role of Leader-Member Exchange

“…LMX is a differentiated dynamic interaction between leaders and subordinates [ 48 , 49 ]. Leaders will allocate resources based on their relationship with subordinates.…”

Leadership Styles and Innovation Performance: The Role of Coopetition Capability and In-Learning in Financial Service Firms

“…A key challenge of coopetition capability might be stemmed from the dynamic nature of the relationships with competing partners (Bouncken et al, 2020). This requires leaders to have sufficient knowledge and skills to perform duties and achieve results that are satisfactory to the organization (Obeng et al, 2021).…”