||The Relationships between Organizational Climate, Organizational Commitment, Professional Competency and Job Performance
||Institute of International Management (IIMBA--Master)(on the job class)
To every enterprise, the human resource is always a very important key point. Especially, in the human resource acquirement file, the only thing that HR managers concern is how to improve employee’s job performance.
The organizational climate is a potential model about effect and behavior, as well as, recognition of perception along provides effort by employee, it was predicted that associations between company climate and productivity would be mediated by average level of job performance. The organizational climate which can also be a substantial value to the firm, yet the difference of organizational climate often varies between individual firms. We show these differences can be the result of success if they’re correct, positive and suitable. This study attempts to exam the influences of perception of the organizational climate on the perception of professional competency, organizational commitment and job performance for the automobile electronics industry. Furthermore, this study also investigates the intervening effects of the perception of organizational climate to employees’ perception of organizational commitment and their professional competency.
From this study, I have detected various viewpoints from analyzing 178 questionnaires; but by thinking through the merits and demerits of these viewpoints, one might hope to have a better sense of what the phenomenon is what I’m trying to research.
The data was gathered from the middle-high level of foreign managers who are working at the automobile electronics industry now by questionnaires through the email and interview. One hundred and seventy eight valid questionnaires are used for statistical analysis, including factor analysis, reliability test, multiple regression analysis, MONOVA analysis, and structural equation model.
The results of this study summarized as follows:
(1) There is significant influence between organizational climate and organizational commitment.
(2) There is significant influence between organizational commitment and job performance.
(3) There is significant influence of organizational climate by organizational commitment to the job performance.
(4) Unfortunately there is no significant influence of organizational climate by professional competency to the job performance.
(5) Difference nationality has significant difference among organizational climate, organizational commitment, professional competency and job performance.
CHAPTER ONE 1
1.1 Research Background and Motivations 1
1.2 Research Objective 2
1.3 Research Flow 4
CHAPTER TWO 5
LITERATURE REVIEW 5
2.1 Organizational Climate 5
2.1.1 Definition of Climate 5
2.1.2 Definition of Organizational Climate 6
2.1.3 Employees’ Perceptions of Organizational Climate 8
2.1.4 The Measurement of The Organizational Climate 9
2.1.5 Conclusion of this section 10
2.2 Organizational Commitment 11
2.2.1 Definition of Organizational Commitment 12
2.2.2 Elements among the Organizational Commitment 15
2.2.3 Possible Consequential Levels of Organizational Commitment 15
2.2.4 Conclusion of this section 17
2.3 Professional Competency 17
2.3.1 Definition of Competency 17
2.3.2 Definition of Professional Competency 18
2.3.3 The Elements among the Professional Competency 20
2.3.4 Conclusion of this Section 22
2.4 Job Performance 23
2.4.1. Definition of Performance 23
2.4.2. Definition of Job Performance 23
2.4.3 Models of Job Performance 24
2.4.4 How to Measure the Job Performance 26
2.4.5 Conclusion of This Section 27
2.5 The Relationship between Each Construct 27
2.5.1 The Relationship among Organizational Climate and Organization Commitment 27
2.5.2 The Relationship among Organizational Climate and Job Performance 29
2.5.3 The Relationship among Organizational Climate and Professional Competency 30
2.5.4 The relationship among Organizational Commitment and Job Performance 31
2.5.5 The Relationship among Organizational Commitment and Professional Competency 33
2.5.6 The relationship among Professional Competency and Job Performance 35
2.5.7 The relationship among Organizational Culture, Organizational Commitment, Professional Competency and Job Performance 36
CHAPTER THREE 37
RESEARCH DESIGN AND METHODOLOGY 37
3.1 The Conceptual Model 37
3.2 Construct Measurement 38
3.2.1 Organizational Climate 39
3.2.2 Organizational Commitment 39
3.2.3 Professional Competency 40
3.2.4 Job Performance 41
3.3 Questionnaire Design 41
3.3.1 Organizational Climate 42
3.3.2 Organizational Commitment 42
3.3.3 Professional Competency 43
3.3.4 Job Performance 44
3.3.5 Different Sample Structure 45
3.4 Research Subjects and Sample Collection 45
3.5 Data Analysis Methods 45
CHAPTER FOUR 48
DESCRIPTIVE ANALYSIS AND RELIABILITY TESTS 48
4.1 Descriptive Analysis 48
4.1.1 Data Collection 48
4.1.2 Sample Structure 48
4.2 Measurement Results for Relevant Research Variables 49
4.2.1 Measurement Results for the Organizational Climate Variable 49
4.3 Factor Analysis 52
4.3.1 Organizational Climate 53
4.3.2 Organizational Commitment 54
4.3.3 Professional Competency 56
4.3.4 Job Performance 57
4.4 Reliability Test 58
4.5 Rename the Variable of the Model 60
CHAPTER FIVE 61
RESEARCH ANALYSIS AND RESULTS 61
5.1 Relationships between Research Variables 61
5.1.1 Regression Analysis between Organizational Climate and Organizational Commitment 61
5.1.2 The Regression Analysis for Organizational Climate and Job Performance 63
5.1.3 The Regression analysis for Organizational Climate and Professional Competency 65
5.1.4 The Regression analysis for Organizational Commitment and Job Performance 68
5.1.5 The Regression analysis for Organizational Commitment and Professional Competency 70
5.1.6 The Regression analysis for Professional Competency and Job Performance 72
5.2 MANOVA 74
5.3 Structure Equation Model (SEM) for Full Model 77
5.3.1 Full Model 78
5.3.2 The Basic Evaluation of Model (SEM) for Full Model 78
5.3.3 The Overall Looking of Full Model 79
5.3.4 Result of Estimating Model 80
5.3.5 Adjusted Full Model 81
5.3.6 The Basic Evaluation of Model (SEM) for the Adjusting Full Model 82
5.3.7 The Overall Looking of Adjusted Full Model 83
5.3.8 Result of Estimating Model 84
5.4 The result of hypothesis 85
CHAPTER SIX 88
CONCLUSIONS AND SUGGESTIONS 88
6.1 Research Conclusions 88
6.2.1 The Relationship between Organizational Climate, Organizational Commitment and Job Performance. 91
6.2.2 The Relationship between Organizational Climate, Professional Competency and Job Performance. 93
6.2.3 The Direct and Indirect Influence between Organizational Climate and Job Performance. 93
6.3 Research Suggestions and Limited 94
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