| There has been increasing attention on the relationship between management and employees both in the business and in academic world since 1930s. Attitudes of the employees towards their organization, as a result of their work environment, are important issues in organizational behavior literature. Employee behavior in organizations is a result of their personal characteristics as well as the environment, which they work in. In this regard, organizational climate is an important aspect in order to understand employee’s work-related behavior and it has been discussed in organizational behavior literature since late 1960s. Simply, organizational climate is the aggregate of psychological climates, which are the perceptions of individuals about their work environments [1]. However, defining the climate in an organization precisely is not easy because it is based on the perceptions of employees. Nevertheless, it is certain that the climate has a strong influence on employee attitudes regarding their sense of belonging, personal relationships and work performance [2]. Additionally, concepts such as job satisfaction, need for achievement, affiliation and power, overall organizational effectiveness and performance, and organizational commitment are found to be the consequences of perceived organizational climate [3]. Moreover, organizational commitment of employees, towards their organization, is found to have a significant relationship with and influence on the overall organizational performance. Lastly, individual employee performance is also found to be correlated with organizational commitment [4]. The aim of this study is to evaluate the relationship between organizational climate, organizational commitment and perceived organizational performance among health care professionals currently working in public hospitals of North Cyprus. The study aims to reveal the nature of relationship between the dependent and independent variables that are organizational climate (independent variable) on organizational commitment (dependent variable 1) and perceived organizational performance (dependent variable 2). |
