PERCEIVED ORGANIZATIONAL CLIMATE FOR A SAMPLE OF EMPLOYEES IN ENGINEERING OF IRRIGATION IN GHARBIA GOVERNORATE

Abstract

The organization of engineering of irrigation is one of the most important organizations at the local level, because it reflects the implementation of policies for managing Egypt's scarce water resources. The importance of studying the organizational climate, is due to the influence of the organizational climate on the organizational behavior of the members of this organization, which affects the success of this organization in achieving its goals. The current article aims to evaluate an organizational climate instrument, and testing the goodness of fit of the proposed causal model. To achieve these goals, an organizational climate instrument was translated and prepared for testing in the Egyptian context. A causal model was also proposed to be tested. To achieve these goals; A sample of 140 employees of the organization of engineering of irrigation was selected in Gharbia Governorate. Multiple linear regression method was used to test the goodness of fit of the proposed causal model. The most important results indicated that the perceived organizational climate instrument used has excellent reliability and validity. Also, there is a high level of positive perception of the organizational climate among the respondents. The results also indicated that the variable of organizational material resources has the largest total causal effect on the perceived organizational climate in the revised model, as well as the variable of perceived organizational climate has the largest total causal effect on the variables of rate of performance of the formal job tasks and organizational ineffectiveness. Despite the high positive level of perceived organizational climate among the respondents, this positive climate does not reflect the rate of performance of the formal job tasks of these employees. The article suggests that necessary procedures should be taken from decision-makers to confront the high negative level of perceived organizational climate of the climate of planning and decision-making, the climate of career development ,and the climate of reward system.