Organizational Climate and Performance: The Mediation Roles of Cohesiveness and Organizational Commitment

Rahmat, Adi; Abdillah, Muhammad Rasyid; Priadana, Mohammad Sidik; Wu, Weishen; Usman, Berto

doi:10.1088/1755-1315/469/1/012048

Cited by 4 publications

(4 citation statements)

References 13 publications

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“…Results indicate that supervisory support and an organizational climate with pressure to produce increase employee job commitment [23], which in turn, affects their social capital. Social capital is an important resource for employees' social activities and can lead to improved service quality.…”

Section: Social Capital and The Mediating Effects Of Organizational S...mentioning

confidence: 99%

“…At the level of individual analysis, referred to as "psychological climate" [22], these perceptions represent how the work environment is cognitively evaluated and represented in terms of its meaning and importance to an individual employee within an organization [22]. Organizational climate has a positive effect on organizational performance [23].…”

Section: Theory and Hypothesis Developmentmentioning

confidence: 99%

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Relationship between Organizational Climate and Service Performance in South Korea and China

2023

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Both South Korea and China have collective cultures; however, there are significant differences in employee behavior due to cultural, economic, and environmental factors. This study explores the influence of organizational climate on employee innovative behavior and service performance using a competitive value model, as well as the mediating effects of social capital and organizational silence. Adopting the interpersonal relationship, rational goal, and internal process approaches, it focuses on three aspects: supervisory support, pressure to produce, and formalization. A total of 773 valid questionnaires were collected from four- and five-star hotels in South Korea and China, and the data were analyzed using SPSS and AMOS. The results showed that supervisory support and pressure to produce positively affected employee social capital, thereby affecting their service performance. Formalization positively affected organizational silence and negatively affected employees’ innovative behaviors. This study confirmed the mediating effects of social capital and organizational silence in the organizational environment. The positive effects of supervisory support and pressure to produce on social capital were similar in South Korea and China. However, among the effects of organizational silence, Korean employees were more likely to benefit from formalization. This study identified the differences in organizational climate and organizational performance between South Korea and China and provides implications for enterprises’ sustainable development.

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Section: Social Capital and The Mediating Effects Of Organizational S...mentioning

confidence: 99%

Section: Theory and Hypothesis Developmentmentioning

confidence: 99%

Relationship between Organizational Climate and Service Performance in South Korea and China

2023

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“…Low trust in leaders in an organization can have a bad impact on the organization itself. Trust in the organization is very important so that members of the organization can contribute to the progress of the organization (Rahmat et al, 2020).…”

Section: Effect Of Procedural Justice On Affective Commitment Through...mentioning

confidence: 99%

Procedural Justice and Affective Commitment: An Organizational Trust Mechanism

Kusnandar

Wahyuni

2022

Sains Organisasi

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The purpose of this study was to determine the effect of procedural justice on performance with organizational trust as a mediating variable. The population is the State Civil Apparatus of Indragiri Hilir Regency with a sample of 140 people. Data collection techniques using questionnaires and distribution using google form. Technical analysis of the data in this study is Structural Equation Modeling (SEM) using WarpPLS 7.0 for data processing. The result of this study is that procedural justice has an effect on the affective commitment of ASN to the Indragiri Hilir Regency Government. Procedural justice affects the trust of ASN organizations in the Indragiri Hilir Regency Government. Organizational trust affects the affective commitment of ASN to the Indragiri Hilir Regency Government. Procedural justice affects the affective commitment of ASN to the Indragiri Hilir District Government through organizational trust.

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“…Así mismo indica que el concepto de clima organizacional refleja la influencia ambiental en la motivación de las personas, puede decirse que es la cualidad del ambiente institucional que percibe cada trabajador de la entidad, lo cual influye en sus actitudes. En un estudio realizado por Rahmat et al (2020), concluyeron que el clima institucional se correlaciona de manera positiva con el desempeño Laboral, ultimaron que la permanencia de un clima laboral adecuado es muy importante para que los colaboradores se sientan motivados, lo cual influye en su desempeño positivamente. Así mismo, Cano et al (2022) en su investigación determino la influencia de la gestión del clima institucional con el desempeño del personal docente de la Universidad Regional Autónoma de los Andes, llegando a concluir que la gestión del clima institucional y el desempeño de los docentes en una gran mayoría son observados como buenos, así como todas sus dimensiones; y la correlación entre ellas, la cual fue calculada por el coeficiente Rho de Spearman, dando como resultado positivo significativo.…”

Section: Introductionunclassified

Clima Institucional y Desempeño Laboral de los trabajadores de una UGEL en Cajamarca

Narro Abanto,

Maquera Lupaca,

Sosa Mendoza

2024

rcli

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El objetivo de este estudio fue analizar la relación entre el clima institucional y el desempeño laboral de los trabajadores de una UGEL en Cajamarca, se realizó un estudio de tipo aplicada de enfoque cuantitativo, no experimental, de corte transversal, descriptivo correlacional. Se aplicó un instrumento a una muestra de 125 usuarios directores de manera anónima y voluntaria. Se encontraron los resultados descriptivos, donde muestra que el clima institucional está en un nivel bajo siendo sus dimensiones con mayor debilidad motivación, liderazgo y comunicación, así mismo se encontró que el desempeño laboral se encuentra en un nivel moderado, siendo sus dimensiones con mayor debilidad los factores actitudinales relacionados a iniciativa y responsabilidad. Referente a los resultados correlacionales realizados mediante la prueba estadística Rho de Spearman se obtuvo un resultado de 0.858 y significancia bilateral 0.00, resultando es < 0.05, llegando a la conclusión de que si existe una relación positiva significativa entre la variable clima institucional y desempeño laboral.

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Organizational Climate and Performance: The Mediation Roles of Cohesiveness and Organizational Commitment

Cited by 4 publications

References 13 publications

Relationship between Organizational Climate and Service Performance in South Korea and China

Relationship between Organizational Climate and Service Performance in South Korea and China

Procedural Justice and Affective Commitment: An Organizational Trust Mechanism

Clima Institucional y Desempeño Laboral de los trabajadores de una UGEL en Cajamarca

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