The Relationships between Organizational Climate, Organizational Commitment, Professional Competency and Job Performance

• Main Authors: Chiung-fen Chang, 張瓊分
• Other Authors: Ming-Tien Tsai
• Format: Others
• Language: en_US
• Online Access: http://ndltd.ncl.edu.tw/handle/44341755833135592432

碩士 === 國立成功大學 === 國際管理碩士在職專班 === 96 === 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.