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ORIGINAL ARTICLE
Year : 2017  |  Volume : 3  |  Issue : 1  |  Page : 53-60

The relationship between organizational climate and organizational citizenship behaviors of the staff members in the Department of Education in Isfahan city


Department of Educational Sciences, Islamic Azad University, Isfahan (Khorasgan) Branch, Isfahan, Iran

Correspondence Address:
Fariba Karimi
Department of Educational Sciences, Islamic Azad University Isfahan (Khorasgan) Branch, Arghavanieh, Jey Street, Khorasgan, Isfahan, P.O. Box: 81595-158, Post Code: 81551-39998
Iran
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Source of Support: None, Conflict of Interest: None


DOI: 10.4103/2395-2296.186520

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Aim: The present study aims to investigate the relationship between organizational climate and organizational citizenship behavior (OCB) of the staff members in the Department of Education in Isfahan City. Methods: The study has been conducted through descriptive/correlational method. The population of this study consists of all the staff members of the Department of Education of Isfahan in the academic year 2014-2015. The population includes 517 members. Through Krejcie and Morgan sampling formula and stratified sampling method in accordance with the size, 220 members have been selected as the sample. The data have been collected using the Organizational Climate Questionnaire of Sasman and Deip and Kernodle's questionnaire of OCB. It showed that the reliability of organizational climate was 0.91, and that of OCB was 0.91. Data analysis was carried out using the statistical program package SPSS version 19. The methods of Pearson correlation, stepwise regression, and multivariate analysis of variance (MANOVA) have been used for data analysis. Results: The results of the study indicate that there is a direct and significant relationship between organizational climate, its dimensions, and OCB. Of the dimensions of organizational climate, the goals of an organization, the role, rewards, procedures, and communications within an organization are able to forecast the OCB. The results of MANOVA suggest that there is a significant difference between the respondents' viewpoints about the organizational climate according to age and OCB according to education. Conclusions: Creating positive and good organizational climate requires a culture based on common values, and employees can tolerate their work problems and their organizational citizenship behaviors are increased.


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