چکیده:
The purpose of present research is to identifyrelationship between organizational climatewith 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 wasdetermined 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. Reliabilitycoefficient 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.
خلاصه ماشینی:
"Pearson correlation coefficient between research variables به تصویر صفحه مراجعه شود)) The outcomes table 2 showed that there is a significant positive relationship between organizational climate with job motivation among employees at the Bu-Ali Sina university (r = 0.
Furthermore, the consequences of the first hypothesis indicated that there is a significant positive relationship between organizational climate and it's dimensions (aim clearness and agreement, role clearness and agreement, reward satisfaction, policies agreement, and communication efficiency) of job motivation at the Bu-Ali Sina university.
The results of this investigation correspond to the findings of Selamat, Samsu & Kamalu [37], Taghipour and Dejban [40], Lee, Kim & Kim [22], Rahimić [35], Purnama [33], Jyoti [20], Ngadiman and Ratmawati [29], Maamari & Messarra [26], Purohit & Wadhwa [34], Allameh, Shahriari & Mansoori [1], Gomes, Asseiro & Ribeiro [18], Babcock-Roberson and Strickland [4], Castro and Martins [6], Arabaci [3], DiPaola & Mendes [12], Dysvik and Bard [13], Miao and Evans [28], Tella, Ayeni & Popoola [41], Watkin and Hubbard [44], Wiley & Brooks [45].
It seems that directors and mangers at the Bu-Ali Sina university, probably, for promoting and improving the organizational climate, job motivation and organizational citizenship behavior use factors such as: development of amicable communications and interactions, enhancing the climate of cooperation and respect among employees, attention to personal and professional interests and recommendations of staff, holding of common meetings with the staff in order to solve problems of career and professional, employee participation in decision making, providing moral and financial rewards to employees, reinforcing independence of career and professionalism in duties, clarifying goals and roles of university, providing feedback to staff of performances, given the seriousness of the task, developing learning among employees in order to improve the quality of work, emphasis on obedience to the laws and regulations of the university, and not blaming the staff for achieve personal goals."