Academic journal article International Journal of Education and Management Studies

Influence of Organizational Climate on Job Performance of Teaching Professionals: An Empirical Study

Academic journal article International Journal of Education and Management Studies

Influence of Organizational Climate on Job Performance of Teaching Professionals: An Empirical Study

Article excerpt

Theoretical background

Teaching is said to be a nation building activity and teacher is the architect of the future (Rao, 2012, p.24). From generations teacher is the vital component of educational system who keeps lamp of civilization at full bloom in order to enlighten the whole world. Quality of teaching is important fundamental tool in its hands and same depends on various factors like knowledge, teaching competency, facilities provided by the college /organization, social adjustment of the teacher, satisfaction ofj oh, emotional stability etc.. All of these factors have a great influence on thejob performance. Performance in job is the main factor of a teacher which reflects not only the progress of the individual but of the whole organization.

Job Performance is typically conceptualized as "actions and behaviors that are under the control of the individual that contribute to the goals of the organization," (Rotundo & Sackett, 2002, pp. 66.). Job performance is observed set of human behavior which can be measured to assess the achievement level of an individual, it is an essential factor for work effectiveness of an individual, therefore success or failure of an edifice depends upon thejob performance of its employees (Saetang et al., 2010; Muchinsky, 2003). Trait like information seeking induced by the curiosity plays vital role in improving the job performance both technical and interpersonal (Reio & Wiswell, 2000), while convincing behavior of the higher ups (directors) promotesjob performance of teachers and behaviors related to punishment and reward effects negatively on teachers job performance (Chen & Cheng, 2012). In contrary Jamal and Baba, (2001) reported various job performance measures like teaching hours, number of students and course preparations per semester are not related to global Type-A behavior including competitiveness/ hard driving and time pressure. According to Omolayo, and Oluwafemi, (2012) organizational effectiveness and efficiency is directly related with efficiency and effectiveness of employee's employed in the organization. Job performance is a set of individual behaviors, there fore job performance of teachers is not influenced by the type of organization (Distance or Conventional), rather factors likes wages and favourable service conditions which not only effects positively but also enhances teachers Job Performance (Anietie & Ogundele, 2014). Fundamental skills of teachers like ability to teach, teaching quality, literacy and research ability shows positive correlation and impacts positively on teachers' job performance (Xu & Ye, 2015).

An organization is a social entity that has a collective goal and is linked to an external environment (Bhat, 2014, pp. 420). Organization is a miniature society comprising of physical (employees) and organizational (rules & regulations) elements functioning collaboratively to attain goals and objectives of particular organization under a sociable climate. Various professional elements of teachers like educational level, position and length of time spent in an organization had significant effects on various organizational components like climate and resources management of that particular organization (Zhang & Liu, 2010). Similarly Luthans et al. (2008) Wahat (2009) publicized that supportive climate enhances psychological factors (satisfaction, commitment) of employees. On the other hand Jaafari et al. (2012) reported demographic factors like age, education and employment record didn't show any relation with teachers self-efficacy which is indirectly affected by the climate of the organization. Bentea (2013) Climate of an organization is reflected by flexible nature of its employees, depending upon factors like length of service, attitude towards change and conservative nature. Employees possessing high conservatism reflects negative attitude towards the organizational climate as compared to low conservatism. …

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