[雙語翻譯]外文翻譯--組織氣氛對員工工作熱情和組織承諾的影響（英文）

1、 Procedia - Social and Behavioral Sciences 107 ( 2013 ) 88 – 95 1877-0428 © 2013 The Authors. Published by Elsevier Ltd. Selection and peer-review under responsibility of Universiti Malaysia Kelantan, Malaysi

2、a doi: 10.1016/j.sbspro.2013.12.403 ScienceDirectELPIIC 2013 Evaluation of Learning for Performance Improvement International Conference, Malaysia, 25 – 26 February, 2013 The Impact of Organizational Climate on Employ

3、ee’s Work Passion and Organizational Commitment P.Yukthamarani Permarupan a*, Roselina Ahmad Saufi b, Raja Suzana Raja Kasimc, Bamini KPD Balakrishnan d abcd Universiti Malaysia Kelantan 16100, Kelantan, Malaysia Abstra

4、ct This paper proposes to examine the organizational climate and employee’s work passion and organizational commitment within academician of public and private Universities in Malaysia. An argument is put forward that

5、there is a causal link of good organizational climate, employees work passion and commitment in an organization. A conceptual model of organizational climate and employee’s work passion and organizational commitment is

6、 presented that provides an explanation of the linkage between these variables. A 500 sample of academicians from public and private Malaysian universities were administered using organizational climate questionnaire.

7、This cross-sectional study aimed to address the employee’s needs and expectation from the employer in the aspect of organizational climate and commitment. Thus, by understanding the empirical results of the organizatio

8、nal climate, this findings will be able to emerge as an improvised model to enhance employee’s work passion as well as organizational commitment. © 2011 Published by Elsevier Ltd. Selection and peer-review under

9、 responsibility of Universiti Malaysia Kelantan, Malaysia Keywords: Organizational climate; Work Passion; Organizational Commitment; Academician *P.Yukthamarani Permarupan. Tel:09-7717000 Fax:09-7717022; E-mail addres

10、s: yukhta@umk.edu.my Available online at www.sciencedirect.com© 2013 The Authors. Published by Elsevier Ltd. Selection and peer-review under responsibility of Universiti Malaysia Kelantan, MalaysiaOpen access under

11、CC BY-NC-ND license.Open access under CC BY-NC-ND license.90 P. Yukthamarani Permarupan et al. / Procedia - Social and Behavioral Sciences 107 ( 2013 ) 88 – 95 set best practices which in turn has helped the org

12、anization to stay on top and become one of the major corporation in the world (Nair, 2006). Limelight on enhancing employee performance needs to be at the top of every organization’s agenda. Nurturing a positive workfo

13、rce climate is no longer seen as a simply an attractive option; it is a business vital. Climate has a tangible effect on employees’ motivation. A good working climate boosts employee morale, loyalty and productivity. T

14、here are 6 different dimensions of climate (established by Hay Group as in Nair, 2006) as below in Table 1: Table 1: Dimension and Items for Organizational Climate Dimension Item Clarity ? Knowing what is expected fro

15、m you; ? Understanding how those expectations relate to the goals of the organization. Standards ? Emphasis that management puts on improving performance; ? Degree to which challenging but attainable goals are set; ?

16、 Extent to which mediocrity is not tolerated. Responsibility ? Feeling that you have authority delegated to you; ? Feeling that you can do your job without being micromanaged; ? Accountability. Flexibility ? Degree t

17、o which you feel there are no unnecessary rules or procedures; ? Feeling that new ideas are easy to get accepted. Rewards ? Being recognized for good work; ? Degree to which recognition is directly related to levels o

18、f performance. Team Commitment ? Feeling proud and expressing pride in belonging to the organization; ? Trusting that everyone works towards a common objective; ? Working positively together and cooperating across org

19、anizational structures. Organizational climate is deemed to be important: it is perceived, as motivated employee will result in higher productivity, greater passion for the business, and a deeper engagement with custome

20、rs. A positive climate encourages employees’ productivity and decrease turnover. Figure 1 explains the impact of organizational climate on performance. Figure 1: The Impact of Organizational Climate on Performance 2.2

21、 Work Passion Employee work passion is an individual’s persistent, emotionally positive, meaning-based state of well-being stemming from reoccurring cognitive and affective appraisals of various job and organizational

22、situations, which results in consistent, constructive work intentions and behaviors. Therefore, it is recommended that organizations provide a sense of meaning beyond simply making a profit; the autonomy and flexibilit

23、y for individuals; opportunities for growth, collaboration, and recognition; and a sense of connectedness. In addition, organizations must ensure that processes and procedures are fairly and consistently applied to all

24、 employees. Employee work passion measures both cognition and affect as opposed to measuring satisfaction. Engagement studies tend to measure employee satisfaction as “engaged,” “disengaged,” and “actively Climate Perf