The impact of organizational climate on Improving job performance "A Field Study of development Funds in the Republic of Yemen"

Abstract

The study aims to identify the impact of organizational climate (organizational structure, leadership style, communication style, participation in decision-making) on improving the job performance of employees in development funds in the Republic of Yemen. It also seeks to understand the current state and practical implementation of job performance in its various dimensions within these development funds. The study population consisted of (338) male and female employees across four development funds in the Republic of Yemen. A representative sample was selected, and based on the Thompson formula, a sample size of (224) was determined, given a target population of (338), with a confidence level of (%0.99) and a standard error of (%6.3). A total of (212) questionnaires were analyzed using the statistical software programs SPSS and Amos, version 26.

The study concluded that the development funds possess a suitable organizational climate. The overall level of organizational climate within the funds under study was moderate. The dimensions of organizational climate were ranked in descending order as follows: communication style ranked first, followed by organizational structure, then leadership style, and finally participation in decision-making. The study also found that the job performance level of employees in the targeted development funds was high. The availability and achievement of job performance dimensions were ranked in descending order as follows: job commitment ranked first, followed by the quality of completed work, and finally the quantity of completed work.