Investigate the relationship between organizational climate and organizational health and job performance of administrators of schools: A FIELD STUDY OF LAMERD CITY IN IRAN
1. Ghodratollah Mohammadi
PhD, Student, Shiraz University, Iran. Mehranmhmd@yahoo.com
2. D.r Seyed Ahmad Hashemi
PhD, Lamerd Branch, Islamic Azad University, Iran Hmd_hashemi@yahoo.com
3. Abolfazl Abbasi
M.A Student Educational Management, shiraz university, and Employee Education, Larestan. Iran A.Abolfazl1369@yahoo.com
Abstract
The aim of this study was to investigate the relationship between organizational climate and organizational health and job performance of administrators of Lamerd city schools in Iran. The research method is descriptive of survey kind. The statistical community of the study consists of all the managers in both girls and boys in schools, guidance schools, and high-schools in the year 91-92 in Lamerd. There were 110 people in the study. In order to determine the sample size Morgan table was used and 90 managers were chosen randomly. Also three questionnaires were used as data collection tools: Hal pin and Craft’s organizational climate (1963), Tamiminejad’s organizational health (2007), and Naidel’s job performance (2007). Their reliability are 0.796, 0.814, and 0.869 respectively. The research methods used in this study are the correlation matrix, simple and multiple regression using a stepwise and also path analysis. The results are as follow:
1. The relationship between organizational climate and organizational health with a correlation of 0.32 in 0.01 is meaningful.
2. The relationship between organizational climate and job performance of 0.532 in 0.01 is meaningful.
3. There is a positive relationship between dimensions of organizational climate and organizational health and job performance.
4. There is a positive relationship between organizational climate and organizational health and job performance.
Key words: Organizational climate, organizational health, job performance.
Introduction
Since man is a social creature, when a group of people come together, a set of actions, beliefs, norms, and values are formed, among them the impact on their behavior. Obviously, people today cannot be separated from the structure and organization of their fellows live. That is how much of the conduct and behavior of institutions or organizations originating from or influenced by them. The nature of social media in organizations, behavioral and social sciences are considered.
Considering that organizational efficiency is the efficiency and effectiveness of the management concept that the mind is engaged. Of course, the employees of the things that can affect productivity, the same factors that can improve employee performance and thus enhance organizational efficiency of the requirements of Human Resource Management organization, It is based on the evaluation of staff performance is important, the way in which managers can evaluate the performance of the staff discover their strengths and weaknesses and identify factors influencing, the activities of improve organizational. One can acknowledge that what employees are doing, may be related to other factors and structural characteristics or cultural or individual is affected, so they can better identify these factors and to improve job performance.
In educational organizations as well as other organizations, each new member's first contact with the professional work environment and organizational climate that is hoped to be able to meet the needs of an economic, social and psychological so favorable meet the appropriate atmosphere in increase the productivity and reduce the negative atmosphere leads to constructive engagement. Create a climate of understanding and vision of the organization is his subjective impression. Some of these organizations are vibrant and some quietly, some with appropriate atmosphere and some are bad with cold weather (Ranjbarian, 1996).
One of the success factors and organizational development, as well as an outside director with the environmental conditions of effective communication in order to identify the others and the can not be a development, and the environment is in the increased productivity leads to a reduction in inappropriate query builder (Amin Shayan Jahromi, 2003).
Climate researchers have identified several features, including the features, Moghimi (2001) of independence, individual objectives, rules and procedures that are determined by the supervisors to subordinates, behavior is rewarded, the See how Gary, warmth and support subordinates, and how it refers to the conflict.
Organizations fail to achieve their goals, partly related to weakness in organizational health. In fact, one of the most tells and the most obvious indicators of organizational health, organizational be considered. Efforts to achieve organizational health and development of individuals and organizations to achieve organizational effectiveness and management of the main concerns of scholars have increasingly been considered (Ho, 2000).
Miles (2005) the organization defines a healthy organization that not only lasts in the environment, but also a period long enough to compromise and the ability to survive and adapt to the continuously develop. Healthy organizations successfully deal with the outer barrier, it effectively forces the main goals directs organizations (Hoy and Miskell, 2008). Organizational Health only includes the ability to perform tasks more effectively, but also includes the ability for growth and continuous improvement as well. Supervisors, health organizations, committed and loyal employees with high morale and performance and communication channels are open, with a high success and a healthy organization where people want to stay there and work and proud of it and its people useful and effective ( Lynden and Kinglet, 2000).
Healthy and well, healthy and dynamic organizational climate to stimulate interest in the provision of staff and thereby enhance the effectiveness of the organization. The other side healthy and supportive climate of greater trust and staff morale is high. The two main requirements of a healthy organization is an organization (compliance and goal achievement) and expressive (social unity and integrity of normal) levels to meet the technical, administrative and institutional framework to coordinate and match act (Hoy and Miskell, 2008). The sound barrier to external forces, successfully hit its resources effectively leads to the main purposes (Abbaszadeh, 2003).
Barati (2010), research on the relationship between climate and conscience to do with job performance and reliability to the conclusion that cooperative atmosphere, directly and innovative atmosphere, and indirectly job performance, organizational climate and can positively Predicts impact conscience working to increase job performance.
Ahmadi and et al (2010), suggest that the transport of hoy and Miskell organizational health is positively correlated with student performance and is much healthier school environment, students progress in mathematics and reading is higher.
Amin Shayan Jahromi (2009), Research on the relationship between organizational climate and organizational commitment and morale as they did conclude that the organizational climate, organizational commitment and morale of teachers, there is a positive relationship.
Naini (2008), in a study of the disinflationary influences motivation performance management career began at university. The results showed that physical factors reduce the effect of incentives on managers' performance is below average, but non-material factors reducing the incentives for managers to improve performance than the average (quoting Azegh, 2011)
Narimani and Arjmand (2007), in their study reached the conclusion that teacher morale and school organizational climate is related to the morale of teachers and supportive behavior and director of the teachers association and there is a Trust Bond but teachers with the spirit of limiting grammatical Director and behavior are negatively correlated. In addition to public schools, non-profit organization that oats are different.
Mehr Ali-Zadeh and et al (2005), research on the relationship between organizational climate and faculty participation in university decisions regarding mood, apathy and reduced interference away from the increasing faculty members to be effective.
Nourbakhsh and Vatankhah (2005), research found that balance and respect for the working conditions of employees' job performance is predicted.
Shafiepour (1998), in their study found that a suitable climate, good human relations, evaluation systems, leadership training and cultural factors in the development of effective work ethics.
Begayniya (2003), the relationship between organizational climate and employee involvement that there is a relationship between these two variables.
Raza (2010), in their study of the relationship between organizational climate and job performance of teachers as Punjab, which receives private and public school teachers in terms of opening between organizational climate and job performance there is a positive relationship between the organizational climate depending, is no. He also realized that teachers were reluctant to climate package.
Abedl-Rzak (2011), Research as part of the job performance factors that affect the climate on campus effective job performance was moderate and positive relationship between organizational climate and job performance are.
Shariatmadari (2009), The relationship between organizational health and organizational effectiveness concluded that organizational health and organizational effectiveness as bodies adaptable, solve problems, and motivating employees are. In this respect, the findings of Murphy and Datnow (2003), showed that the effectiveness of organizational health and success of the proposed amendments healthy environment, organizational effectiveness managers, executives and employees are subject to a participatory relationship. Results Rooney and colleagues (2007) also suggests that a healthy environment and organizational effectiveness among teachers direct association with the management there.
According to the above we can say that for the purposes of research, education and the management is very important. So if managers work in an environment where the climate is healthy, and he could easily be of the environment and the organizational health of the can be productivity. The same study also aimed to consider the relationship between organizational climate and Organizational health and from the city Lamerd schools in Iran administrators to consider.
In this study we have sought to answer the following questions whether the city school administrators Lamerd:
1. The relationship between organizational climate and organizational aspects of health care, there are significant?
2. Dimensions of organizational climate and performance there is a significant relationship between job?
3. Organizational climate, organizational health and performance There is a significant relationship between job?
4. The proposed model for measuring the relationship between organizational climate, organizational commitment and morale, explain the relationship between these variables has power or not?
Methods
Due to the nature and objectives, research method is descriptive correlation.
Community statistical sample
The study sample consisted of all girls and boys of primary school principals, middle and high school in the Lamerd city is 2012-2013 times that number was 110. For sample size determination, which Morgan used a stratified random sampling method, 90 subjects were selected manager. For this purpose, first List of primary schools, middle and high supply, and then sex in various parts of the city, the number of randomly chosen manager.
Research Tools
1 - Questionnaire organizational climate
Climate questionnaire: the doors of the research for the measurement of the variable from the lips of this questionnaire (1963) with the support of the six dimensions of the order of, the d Thad’s, not colleagues, be the type of man's work is one of the round dozen of Staff. Well as researchers in the questionnaire on examined a sample of 30 men and Cranach’s alpha coefficient for the 0.81 are reported.
2 - Organizational Health Questionnaire
The data collected by health scale Organization Tamiminejad (2007), was used. The scale consists of three dimensions: organizational functions, processes, and organizational change and development within the organization and is composed of 50 items. In order to determine the details of each of the scales of the Liker scale was used. The reliability of the scale was determined by calculating Cranach’s alpha coefficient. Cronbach's alpha coefficient for the scale of the process of organizational health, 80/0, and for its subscales between 0.80 and 0.90 were calculated.
3 - Questionnaire job performance
The questionnaire (2007), and consists of 20 questions prepared by five degrees and three areas of cognitive, behavioral, and emotional encompasses. The maximum score on this scale is 100 and the minimum 20. In the questionnaire, respondents to assess their own work and completely agree with your comments and questions about are completely opposed to each. In order to determine the validity and reliability of the questionnaire was used, the authors also performed on a sample of 30 subjects obtained with the use of Cronbach's alpha of 0.89 was.
Methods of data analysis
Statistical methods were used in this study include simple and multiple regression and correlation matrix method and the step and path analysis model was used to examine the study. For data analysis, the software SPSS And AMOS Was used for the analysis.
Results
Question 1: Do Between Atmosphere Organizational And Dimension It With Organizational health Relation Significant Existence There?
Table 1: Correlation matrix between organizational climate and organizational health dimension
As shown in the table, the Pearson correlation between organizational climate (in general) and organizational health is equal to 0.32 which is significant at the 0.01 level. This means that whatever the score will also improve the organizational climate and organizational health score ever increasing. The dimensions of intimacy, joy, trust, Gary considered that there is a positive significant relationship with organizational health. And pretending to hold a significant relationship in the opposite direction (negative correlation), the score increases between organizational health and prevent the appearance of variables is reduced and vice versa. Also, the emphasis on the production and consumption sides of the dimensions of organizational health, there is no significant relationship.
To answer the question of whether organizational safety climate can be predicted from simple regression analysis is used. Table 2 shows the regression results:
Table 2: Results of linear regression analysis between organizational climate and organizational health (dependent variable)
What is obtained from the test indicate that the coefficient of determination between R 2=0.103 Is means that 10% of the variation in climate variables related to organizational health variables to predict. Given that the F Test, the 0.01 is significant. The climate change variables to predict health organizations. A simple regression equation is as follows:
Health Organization= 37.108+ 0.185 (Organizational climate)
To answer the second part of the question which of the dimensions of organizational climate variables alone or in combination to predict the variable of organizational health of multiple regression analysis step by step method use.
Table3: Multiple regression analysis using stepwise method of variable dimensions of organizational climate and organizational health.
As can be seen from the exhilaration, the first variable in the equation is that the variables that hinder intimacy with the greatest ability to predict the variable b as simple and compound organizational health. Table 3 shows that in the first place as the best predictor variables in the equation are happy. Therefore, lively compared to other dimensions of organizational health subscale had the greatest effect is that the 0.01 is significant. Variable in the second stage obstacle, the interaction between Exhilaration only 0.27 of the variance in organizational health to predict. The third variable Intimacy, vitality and prevents interaction with variance 0.301 Health Organization predicts that all of these predictions is significant at high levels. Therefore, the dimensions of the environment Only three dimensions of organizational vitality, from the intimate to predict the dependent variable is organizational health.
Question 2:Do Between Atmosphere Organizational And Dimension It With job performance relationship Significant Existence There?
Direction Reply Question Above From Methods Statistical Coefficient Correlation And Analysis Regression Simple And Step by Step Use Was. Shown in Table 4, Matrix CorrelationBetween Atmosphere Organizational and Dimension It With job performance The Show Will:
Table4: Matrix CorrelationBetween Atmosphere Organizational and Dimension It With job performance
As That At Table 4, showing Data by Is Coefficient Correlation Between Atmosphere organization and job performance (the Manner Total) to 0.532 is the That At 0.01 level of significance, The Significant That Each What Score Atmosphere Organizational More Will the job performance increase Increases. Well Between Dimension Intimacy, Vitality, Trust, See Gray With job performance correlation Positive And Significant Existence (For all At Level of 0.01) and Between Dimension Barrier And Demonstration With job performance y relationship Negative And Significant Existence Yes (in 0.01 level). Between Dimension Retirement savings And Emphasis On Production With jobperformance relationship Significant Existence Nothing. Now Question The Is That Do One From By Score Atmosphere Organizational The Score The job performance Prediction Possible., With Use FromAnalysis Regression Simple To The Question Answer Breakout. Schedule 5, Results Analysis Regression Simple Between Atmosphere Organizational And The job performance Shows.
Now Attention To Table Above, Amount Coefficient Correlation Between Two Variable Barar is 0.532 And Amount Coefficient Determination It Equal Of 0.283 was The Significant That Variable Atmosphere Organization 28% From Changes Variable The Operation Job Justification Help. The Amount F Equal with 45.73 Is and with Attention to Level Significant Test Results To Hand the At Level of 0.01 significant It is. Equation Prediction The Form That is:
job performance = 47.02+0.497(Atmosphere Organizational)
Table 5: Results of regression analysis between organizational climate and job performance
To Reply To The Question That Which A From Dimension Atmosphere Organizational Able To Prediction job performance is. Now Use From Analysis Regression Multiple (method Step To Step) and Desired outcome To Hand The At Table 6, see It is That At Step First Variable See Gray To Title Best Prediction The Login Equation Been It is. Therefore See Gray At Comparison With Other Dimensions, More Effect The On The following Scale Have Operation Job Is That At The ./01 Significant It is.'s Stage Second Variable Vitality, At Interaction With Variable See Gray Only 0.126 of Variance Organizational health The Prediction Are.'s Stage Third Variable Trust, At Interaction With See Gray And 0.333 vitality of Variance The Operation Job Prediction Help. The Stage Fourth, Barrier of only 0.019 Variance Variable the Operation Job Prediction Which, That All ThePredictions. At Level Strong Significant There is The Order From Between Dimension Atmosphere Organization, Four Then Mentioned Ratio ToDimension Other to Form Simple and Combination Better Able to Prediction Variable Dependent Operation Job is.
Table 6: Results of regression analysis using the stepwise method of organizational climate on job performance
Path Analysis
Using multiple regression models with explicit formulation is causal. Its purpose is to obtain a quantitative estimate of the causal relationships between a set of variables. Relationships between variables in a flow is considered to be a distinct path. The best path through the graph concepts in the analysis of the possible causal relationships between variables reveals is explained. The plot of the two variables must be defined: 1) exogenous or independent variables in the analysis of organizational climate. 2) Endogenous variable dependent on the analyzes of organizational health and Operation Job. The following diagram is proposed for the analysis.
Figure 1: Graph input into the present study
In the diagram above, each of the six dimensions of organizational health and organizational health effects on Operation Job affect the effectiveness of each of the dimensions of organizational health Operation Job indirect effect and the direct effect is Operation Job . Figure 2 show the output from the software AMOS5 has been analyzed.
Figure 2: the suggested model confirmed
Discussion and conclusions
According to the results of the first research question, the relationship between organizational climate and organizational health with a correlation coefficient 0.32 of level 0.01 is significant. This means that the organizational climate score increase of organizational health Increases. Resources and the intimacy, joy, confidence, consideration Gary, there is a significant positive relationship with organizational health scores increased with the increase of organizational health is one of them. Dimensions of organizational health and to prevent and There was a significant negative correlation between the increases in the reduction of organizational health is one of them. Emphasis on the production side of the economy and there is no significant relationship with commitment. Thus, the three dimensions of organizational climate vitality, prevents intimacy, to predict the dependent variable is organizational health.
According to the results of the second research question, the correlation between organizational climate and Operation Job 0.532 level 0.01 is significant. This means that whatever the climate will increase Operation Job increase. And the dimensions of intimacy, joy, trust, Gary considered, there was a significant positive correlation with Operation Job. One score increases with increase Operation Job barrier between dimensions, and pretending there is a significant negative relationship with Operation Job. It decreases with increasing score Operation Job people is one of them. Also, the emphasis on the production of retirement savings and performance there is no employment relationship. Thus, consider the following four dimensions of organizational climate Gray, vitality, confidence and prevent further than a simple combination of variables best able to predict Performance as the dependent Job is.
According to the results of the third research question, correlation between organizational climate and organizational health 0.32 and the correlation between organizational climate Operation Job 0.532 correlation between organizational health Operation Job and 0.44 in all 0.01 significant relationship there. The score increases with an increase in one variable will be the score. Results of a study of the results of Abdul (2011), Shariatmadari (2009), Murphy and Detnow (2003), Rooney et al (2007), Raza (2010), and absolute Shafiepour (1998) is consistent.
The findings of this study it can be concluded that the organizational climate and organizational health. Career managers are impacted. Therefore, it is necessary to consider the concepts more. On the basis of the following suggestions are offered:
A) Practical suggestions
1. Set education program managers to improve organizational climate (according to the results of the study showed that these variables can lead to organizational health and performance Provide career.)
2. To maintain a stable and remain a significant relationship between organizational climate and organizational health and performance components Employment and training managers to recommend to the authorities, the situation in this regard, so prepare to be achieved thereby improves the climate of. This will require significant attention to these components is established.
3. Holding meetings and workshops to provide the agency with innovative ideas and components.
4. Due to the different needs of managers in an educational setting
B) Research suggestions
1. The relationship between organizational climate and organizational health and performance Employment in other organizations. Note that contrary to what was expected in this study, only some of the components between the two variables had a significant relationship with the dependent.
2. Comparative Study of Strategies for the development of management skills in the design and development of it.
3. To provide, facilitate and support basic and applied research related to innovation management skills on the priorities and needs of the country.
كلام اول 
موضوع: مقالات چاپ شده در مجلات خارجي ISI
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تاريخ: 13 مرداد 1393
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