Print ISSN: 2204-1990

Online ISSN: 1323-6903

Keywords : Organizational climate

Examining the Dimensions of Organizational Climate on Employee’s creativity in Jordanian Hotels

Mohammad Issa Al-Zoubi; Ashraf Mohammad Alfandi

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 2, Pages 1013-1020
DOI: 10.47750/cibg.2021.27.02.121

The objective of this study is to develop and test a conceptual framework which linked the creativity of employees with four organizational climatic factors: the structure, obligation, rewards, and support, as well as the connection between creativity of employees and performance of employees. 432 employees in 18 luxury hotels in Jordan obtained data. The quantitative study is focused on an empirical exploratory factor, a basic linear regression analysis and the validity of the CFA factor solution. Results and recommendations in the study showed that the relationship
between employee creativity and employee success affects the creativity of workers through different organizational factors. This study aims to strengthen the organizational environment and results for hotels in the area of hospitality in order to enhance their organizational climate.

Organizational Climate And Organizational Citizenship Behavior On Public Sector Organizations

I Komang Pasek Guna Wirawan; I Nengah Suardhika; Anak Agung Putu Agung

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 1, Pages 1156-1171

Every organization certainly expects success. To achieve this success, organizations need quality human resources. The Regional Development Planning Agency (BAPPEDA) of Bali Province is one of the instruments in the government structure that has a strategic role in planning regional development. Human workers or employees are the main implementers for the success of a business. The purpose of this study was to examine and confirm the relationship between the variables of organizational climate, organizational commitment, Organizational Citizenship Behavior (OCB) and employee performance, at BAPPEDA Bali Province. Respondents in this study were all PNS employees at BAPPEDA Bali Province. The number of respondents in this study was determined to be 72 respondents using a sampling technique called non probability or often called total sampling. This study uses Structural Equation Modeling (SEM) analysis with the help of the SmartPLS program. The results of this study indicate that: 1) organizational climate has a positive and significant effect on organizational commitment, 2) organizational climate has a negative and insignificant effect on employee performance, 3) organizational climate has a positive and significant effect on organizational citizenship behavior (OCB), 4) commitment organization has a positive and significant effect on employee performance, 5) organizational commitment has a positive and significant effect on OCB, 6) OCB has a positive and significant effect on employee performance.

Influence of organizational climate on job satisfaction and commitment of employees in innovative small-scale business


Journal of Contemporary Issues in Business and Government, 2020, Volume 26, Issue 2, Pages 757-763
DOI: 10.47750/cibg.2020.26.02.107

Climate consists of a collection of features that define an organization, differentiate it from other relatively long-term organizations and influence the actions of people in it.. The purpose of this article is to present, by using ability of a model, the determinants of organizational way of life which influence creativity and innovation and to check whether or not a relationship existed between the variables job delight and organizational tradition of personnel within a service organization. The populace is collected from thermal power plant industry, and the data is collected from all levels of management (low, middle, top-level) 200 personnel of which fifty had been excluded from the research because of low levels of literacy.. The relationship between creativity, innovation and way of life is discussed in this context. Against the history of this model, the determinants of organizational culture were identified. The determinants are strategy, structure, support mechanisms, commitment, and job satisfaction, behavior that encourages innovation, organizational climate and open communication. The impact of every determinant on creativity and innovation is discussed. Values, norms and beliefs that play a position in commitment and job satisfaction can both support or inhibit creativity and innovation depending on how they have an effect on character and employees’ performance and behavior. This is additionally defined in this article.