Organizational Climate of Work and Organizational Citizenship Behavior A comparative study

Research Abstract

Abstract The study aims at identifying the characteristics of the prevailing organizational climate for work - as perceived by the employees - in the two universities under study, and the impact of this climate in its various dimensions (Organizational Structure, Leadership Style, Incentives, Technology, Participation in Decision-Making, Communication, Training and Skills Development) on the level of Organizational Citizenship Behavior of these employees. In order to find an answer to the questions of the study, a social survey method and a comparative method are conducted by the researcher. The data of the study are collected according to some methodological techniques represented in a questionnaire, and the analysis of documents and records. The study contains 457 employees from Beni Suef University and Nahda University. The Study has found a number of results, such as: 1. The study concludes that the employees' evaluation of the prevailing organizational climate in university is positive in general, and the different dimensions of the organizational climate for work - as perceived by the employees - in the two universities under study are, respectively: (participation in decision-making, communication process, technology, incentives, Organizational structure, leadership style, training and skills development). 2. The study finds that there are significant differences in the degree of organizational citizenship behavior among employees in both universities for the employees at Nahda University, and it is concluded that the dimensions of organizational citizenship behavior among employees in the two universities under study come in order:(Altruism, Courtesy, consciousness, Civic Virtue, Sportsmanship). 3. The study finds a significant correlation between the organizational climate for work and its dimensions: (organizational structure, leadership style, incentives, technology, participation in decision-making, communication, training and skills development) and organizational citizenship behavior. The results reveals a direct correlation between Organizational climate for work and organizational citizenship behavior. 4. The study asserts that communication within the university is the most dimension of the organizational climate that promotes organizational citizenship behavior among employees in the governmental sector, while participation in decision-making is the most dimension of the organizational climate that enhances organizational citizenship behavior among workers in the private sector. Key words: Organizational Climate; Organizational Citizenship Behavior; Work; Organization; University.

Research Keywords

Organizational Climate of Work and Organizational Citizenship Behavior A comparative study