The relationship between organizational climate, job commitment, and the mediating role of job consciousness

AIM: The purpose of this study was to examine the relationship between organizational climate and job commitment with regard to the role of job consciousness in the employees of Islamic Azad University of Yazd. METHODS: In this study, the descriptive-correlation method is used, because the main objective was to investigate the relationship between several variables. By the calculation of Cochran, 195 subjects were randomly, and with attention given to the proportions of the population selected for stratified sampling. To collect data for organizational climate Halpin and Croft questionnaire was used, and for the variable of organizational commitment Allen and Meyer questionnaire, and to determine the variable of job consciousness a questionnaire designed by Iraj Soltani was used. RESULTS: The results of the research hypothesis, achieved through stepwise regression and path analysis showed that in the relationship between organizational climate and job commitment, job consciousness has a mediating role. Furthermore, there was a significant relationship between the variables of organizational climate and job consciousness with job commitment (P < 0/01). CONCLUSIONS: The climate of the population for this study had more predictive power than the job consciousness of its employees in connection with employee engagement. The correlation between organizational climate and job commitment in people who have a higher job consciousness is stronger. This is while the importance of structural factors organizational climate can be an effective agent job such as debatable and also overcome the job conscience.