The Relationship between Organizational Climate and Job Performance among Organizational Employees

Abstract

Aim of the study to investigate “The relationship between organizational climate and Job Performance. According to, Denison (2021), emphasize the alignment of climate with organizational culture and employee engagement, focusing on factors such as innovation, psychological safety, and sustainability in organizations and according to, Bakker and demerouti (2020), Job permanence as a dynamic construct influenced by job sources, emphasizing its relation to the well-being of employees and organizational sustainability in modern, rapidly changing environments. Managheb, S., Razmjooei, P., (2018) conducted a study on the Mediating role of organizational silence in the relationship between organizational climate and job performance. The author mentioned that the analyzed data showed that there is a direct and meaningful relationship between organizational climate and job performance. There is a direct and meaningful relationship between organizational climate and job performance. It means that the more improving the organizational climate, the more reducing the organizational silence. The present study aims to identify the relationship between Organizational Climate and Job Performance among organizational employees. 75 samples were collected based on random sampling methods. Organizational Climate Scale (Upinder Dhar-2001) and Individual Work Performance Questionnaire (Linda Koopmans-2015) was used to collect the data.  The research formulates the hypothesis that, there will be a significant relationship between Organizational Climate and Job Performance. In order to test the hypothesis Correlation is used. The result of the study concluded that there is strongly relationship between Organizational Climate and Job Performance.