THE IMPACT OF THE PSYCHOLOGICAL CLIMATE ON JOB PERFORMANCE WITH JOB INVOLVEMENT AND JOB SATISFACTION AS MEDIATORS

• Main Authors: Mei-ting Ting, 丁美婷
• Other Authors: Hao-Erl Yang
• Format: Others
• Language: zh-TW
• Published: 2013
• Online Access: http://ndltd.ncl.edu.tw/handle/88471231454573703906

碩士 === 大同大學 === 事業經營學系(所) === 101 === This study mainly discusses the effects of psychological climate on employees' performance and takes job involvement and job satisfaction as mediators to discuss the mediating effects. Employee's performance includes service quality and citizenship behavior. Take the staffs who are in charge of administrative work as the subjects for investigating their perceptions on the psychological climate, job satisfaction, job investment and their job performance. We measured psychological climate with six dimensions : supportive management, honor, self-expression, contribution and challenge. The development of one company is highly related to employees’ behavior, Moreover, employees' psychological feelings will affect their work cognition and behavior. When employees have highly psychological identification with the organization, the effects on job performance, job satisfaction and job investment will be positive and which in turn improve the service quality and job performance. This study emphasizes the understanding of employee’s psychology and understands that the internal citizenship behavior is more significant while employees’ devotion and identification to their job is more. Based on the information in the questionnaires from the 225 respondents we tested the hypotheses proposed in the model. The results show that: 1. Psychological climate has both significantly positive effects on job satisfaction and job involvement. 2. Job involvement has both significantly positive effects on service quality and organizational citizenship behavior . 3. Job satisfaction has significantly positive effects on service quality but not on organizational citizenship behavior. 4. Job involvement partially mediates the effect of psychological climate on service quality and Job involvement completely mediates the effect of psychological climate on organizational citizenship behavior. 5. Job satisfaction does not mediates the effects of psychological climate on service quality and organizational citizenship behavior. Finally, this study also proposes relevant managerial implications.