Organizational Climate, Job Motivation and Organizational Citizenship Behavior

The purpose of present research is to identifyrelationship between organizational climate with job motivation, and organizational citizenship behavior at the Bu-Ali Sina university. The research method is descriptive- correlation. Statistical population included all staff (non-faculty employees) comprised of 750 people, and the sample size of 250 subjects was determined based on the cochran formula. The sampling method used is proportional stratified random sampling. Data collected were used from two questionnaires with thses items: organizational climate questionnaire of sasman and diep, organizational citizenship behavior questionnaire of graham, and job motivation questionnaire of lodahl and kejnar. For appointment of questionnaires, validity of the method, content-related validity, and to assess scale the reliability of the questionnaires, cronbach'salpha coefficient was used. Reliability coefficient was calculated for the questionnaires. It was estimated to be 0.77, 0.90 and 0.77 respectively. Results of the level of organizational climate, job motivation, and organizational citizenship behavior was above the average level. Pearson correlation coefficient revealed that there is a significant positive correlation between organizational climate and job motivation, and organizational citizenship behavior. The results of multiple regression analysis indicated that the components of organizational climate, factors of reward satisfactionand role clearness and agreement are most effective in predicting job motivation, and the factor of aim clearness and agreement has the highest impact prediction of organizational citizenship behavior
Organizational climate, Job motivation, Organizational citizenship behavior, Bu-Ali Sina university

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