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Effect of Organisational Climate on Employees’ Organisational Affective Commitment the Case of Ethiotelecom Western Region

Received: 28 December 2022     Accepted: 17 March 2023     Published: 31 March 2023
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Abstract

The complexity of an organization rose for the need of creating a suitable working environment via investigating the effect of organizational Climate components (employees’ perceived autonomy, Bad Teamwork, reward and recognition, unfairness and supervisor’s support) on employees’ affective commitment in Ethiotelecom Western Region. For this study, Structural Equation model was used to analyse the data gathered from 250 employees through questionnaire from on non-managerial position employees out of which 236 were found valid and used for this study. The results of the study acknowledged that all organizational climate variables (autonomy, bad teamwork, reward and recognition, unfairness and supervisors’ support has a statistically significant effect on affective commitment of employees’ to the organization, nonetheless bad teamwork and unfairness has a negative and significant effect on affective commitment of employees’ to the study area. The study recommended structural transformation should take place in the organization to increase the motivation and commitment of employees’ primarily on the areas of bad teamwork and employees’ perception of unfairness to create a strong affective emotional attachment towards an organization. The conceptual relationship of organizational climate variables (employees’ perceived autonomy, bad teamwork, reward and recognition, unfairness and supervisor’s support) on affective commitment employees’ put an intense credit on the climate of an organization.

Published in International Journal of Economic Behavior and Organization (Volume 11, Issue 1)
DOI 10.11648/j.ijebo.20231101.12
Page(s) 7-16
Creative Commons

This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.

Copyright

Copyright © The Author(s), 2023. Published by Science Publishing Group

Keywords

Organizational Climate, Organizational Commitment, Autonomy, Unfairness, Bad Teamwork, Reward and Recognition, Support, Affective Commitment

References
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Cite This Article
  • APA Style

    Naol Abera Belay. (2023). Effect of Organisational Climate on Employees’ Organisational Affective Commitment the Case of Ethiotelecom Western Region. International Journal of Economic Behavior and Organization, 11(1), 7-16. https://doi.org/10.11648/j.ijebo.20231101.12

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    ACS Style

    Naol Abera Belay. Effect of Organisational Climate on Employees’ Organisational Affective Commitment the Case of Ethiotelecom Western Region. Int. J. Econ. Behav. Organ. 2023, 11(1), 7-16. doi: 10.11648/j.ijebo.20231101.12

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    AMA Style

    Naol Abera Belay. Effect of Organisational Climate on Employees’ Organisational Affective Commitment the Case of Ethiotelecom Western Region. Int J Econ Behav Organ. 2023;11(1):7-16. doi: 10.11648/j.ijebo.20231101.12

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  • @article{10.11648/j.ijebo.20231101.12,
      author = {Naol Abera Belay},
      title = {Effect of Organisational Climate on Employees’ Organisational Affective Commitment the Case of Ethiotelecom Western Region},
      journal = {International Journal of Economic Behavior and Organization},
      volume = {11},
      number = {1},
      pages = {7-16},
      doi = {10.11648/j.ijebo.20231101.12},
      url = {https://doi.org/10.11648/j.ijebo.20231101.12},
      eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ijebo.20231101.12},
      abstract = {The complexity of an organization rose for the need of creating a suitable working environment via investigating the effect of organizational Climate components (employees’ perceived autonomy, Bad Teamwork, reward and recognition, unfairness and supervisor’s support) on employees’ affective commitment in Ethiotelecom Western Region. For this study, Structural Equation model was used to analyse the data gathered from 250 employees through questionnaire from on non-managerial position employees out of which 236 were found valid and used for this study. The results of the study acknowledged that all organizational climate variables (autonomy, bad teamwork, reward and recognition, unfairness and supervisors’ support has a statistically significant effect on affective commitment of employees’ to the organization, nonetheless bad teamwork and unfairness has a negative and significant effect on affective commitment of employees’ to the study area. The study recommended structural transformation should take place in the organization to increase the motivation and commitment of employees’ primarily on the areas of bad teamwork and employees’ perception of unfairness to create a strong affective emotional attachment towards an organization. The conceptual relationship of organizational climate variables (employees’ perceived autonomy, bad teamwork, reward and recognition, unfairness and supervisor’s support) on affective commitment employees’ put an intense credit on the climate of an organization.},
     year = {2023}
    }
    

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    AU  - Naol Abera Belay
    Y1  - 2023/03/31
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    DO  - 10.11648/j.ijebo.20231101.12
    T2  - International Journal of Economic Behavior and Organization
    JF  - International Journal of Economic Behavior and Organization
    JO  - International Journal of Economic Behavior and Organization
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    AB  - The complexity of an organization rose for the need of creating a suitable working environment via investigating the effect of organizational Climate components (employees’ perceived autonomy, Bad Teamwork, reward and recognition, unfairness and supervisor’s support) on employees’ affective commitment in Ethiotelecom Western Region. For this study, Structural Equation model was used to analyse the data gathered from 250 employees through questionnaire from on non-managerial position employees out of which 236 were found valid and used for this study. The results of the study acknowledged that all organizational climate variables (autonomy, bad teamwork, reward and recognition, unfairness and supervisors’ support has a statistically significant effect on affective commitment of employees’ to the organization, nonetheless bad teamwork and unfairness has a negative and significant effect on affective commitment of employees’ to the study area. The study recommended structural transformation should take place in the organization to increase the motivation and commitment of employees’ primarily on the areas of bad teamwork and employees’ perception of unfairness to create a strong affective emotional attachment towards an organization. The conceptual relationship of organizational climate variables (employees’ perceived autonomy, bad teamwork, reward and recognition, unfairness and supervisor’s support) on affective commitment employees’ put an intense credit on the climate of an organization.
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Author Information
  • Human Resource Management Department, Oromia Bank, Addis Ababa, Ethiopia

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