A Study On Colleges And Universities' Climate And Its Relationship With Teacher's Work Performance

Organizational climate research originated Field theory brought by lewin in 1936,it became a hotspot from 1850s-1860s.Organizational climate indicates holistic atmosphere that an organization owns, it is comparative steady, and it is an subjective perception from organizational members' interaction. Organizational climate affects organizational members' work motivation down to organizational performance. Up to date, there has few monograph and systemic theory on organizational climate in china. For these reasons, we base ourselves upon organizational climate of altitude academy .We explore dimensions of school climate and discuss the difference among dimensions of organizational climate in virtue of literature analysis ,Interview , Questionnaire Survey. In order to research the relations between organizational climate and job performance, some standard research methods , such as correlation analysis ,regression analysis and exploratory factor analysis , path analysis are employed. The conclusions drown by this study are follows: Firstly , organizational climate Questionnaire is composed by three factors: leadership style, teachers' behavior, management system. Analysis of the instrument indicates that the organizational climate scale is reliable and valid. Secondly ,organizational climate is an perception variable, it indicates significant difference in some demography variables. Thirdly , organizational climate can forecast teachers' job performance remarkably. Leadership style and teachers' behaviors do better to predictive effects of interpersonal facilitation and task performance. Leadership style and management system do better to predictive effects of job dedication . Fourthly, statistical analysis shows that organizational commitment mediates between organizational climate and work performance. According to the research results ,we have proposed three pieces of advice: 1. Establishing high solicitude leadership pattern, advocating humanistic solicitude to teachers ,and placing a premium on potential capability. 2. Establishing a favorable communication mechanism , enhancing members' identification with organization. 3. Constructing stretch and rational environment through effective bylaws.