The influence of the corporate climate on the interpersonal relations, job satisfaction and commitment of the employees
DOI:
https://doi.org/10.37886/Keywords:
organizational climate, interpersonal relations, job satisfaction, commitment, organizationAbstract
Research Question (RQ): In the experimental research, we asked the fundamental question whether the organizational climate in the organizations affects the interpersonal relations, job satisfaction and commitment of the employees in the territory of the Republic of Slovenia (for the experimental research, 46 surveys were obtained from all over Slovenia).
Purpose: The purpose of the research is to determine the current organizational climate in the Republic of Slovenia. Using a survey questionnaire, we would like to explore the common perception of the working environment as seen by employees.
Method: The research was based on the data we collected using a survey questionnaire created using the online application 1KA, and distributed via e-mail and the social network of Facebook. The questionnaire itself consists of 17 questions and 88 variables. Anonymity is provided in a way that data are not collected through which it would be possible to identify an individual respondent. The data were analyzed using the Shapiro-Wilkes test, the Spearman correlation test, the Pearson correlation method, the Kruskal-Wallis test, and the ANOVA for independent samples.
Results: From the results of the Spearman test, the correlation for H1 shows that the measurements are statistically significant positively related, and thus we accept H1 hypothesis, that is, the organizational climate influences the mutual relations of employees. The results of the Spearman H2 test show that there is a strong statistically significant positive link between the Organization Climate and Employee Satisfaction, so that H2 is also accepted. From the results of Pearson's correlation, we see a very strong positive link between the measurements of the Organizational Climate and Employee Engagement, and H3 is confirmed. The results of the Kruskal-Wallis test show that there are no statistically significant differences between groups H4, therefore H4 is not accepted. The Kruskal-Wallis test for H5 offers us the result that there are no statistically significant differences between the groups in the measurement of employee satisfaction, so that we do not accept H5. ANOVA for H6, however, offers us that there are no statistically significant differences between groups, so that we do not accept H6 as well.
Organization: The results obtained are helpful to the management of organizations and employees in order to describe the current state of the organizational climate, interpersonal relations, job satisfaction and commitment of employees. By interpreting these, we see which areas can be improved for better mutual relations, greater satisfaction and commitment of employees.
Society: The company increasingly demands that companies move from the tendency to meet the material needs of the individual back to the man who is the greatest wealth of the organization. Man, or employee is the one who brings the greatest benefit to the company, of course, with proper guidance.
Originality: The authenticity of the performed research, with which we determined the influence of the organizational climate on the interpersonal mutual relations, job satisfaction and commitment of the employees, was confirmed by a new approach to the research problem.
Limitations/Future Research: The research is limited to the Slovenian space, because it is created in the Slovene language and is intended for the Slovenian territory. Further exploration can be made possible by adapting it to the world's space and translating it into English and mediated through social networks to respondents around the world.
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