Correlation between Nurses' Job Performance and Organizational Climate in educational hospital of Kermanshah University of Medical Sciences in 2016

Introduction: Organizational climate affects the attitude and behavior of nurses positively, such as productivity, job satisfaction and motivation, as well as negatively, such as absenteeism, job vacancies and occupational accidents. The purpose of this study was to investigate the correlation between nurses' job performance and organizational climate in Kermanshah University of Medical Sciences.                                

Methods: A descriptive cross-sectional study was conducted on 100 nurses and senior staff working in the selected hospital of Kermanshah University of Medical Sciences. The data collection tool was the validity and reliability of the questionnaire in three parts: personal information, job performance, and career development. Data were analyzed using spss 16 software. 

Results: There is no significant linear relationship between clear goals (P=0.61) and the clarity role with thejobfunctionalities (P=0.06.(Satisfaction of rewards has linear correlation with the seriousness component in work( P=0.02),respect for referred(P=0.04(,Sacrifice in the work(P= 0.05(,attempt to increase job information(P=0.04(,satisfaction and consistency on procedures had a significant linear relationship with discipline and administrative requirements (P=0.03), but other components of job performance with satisfaction and consistency on procedures did not have a significant linear relationship (P=0.07).Also, the effectiveness of communication with the discipline component and administrative modalities has a linear linear relationship (P=0.03). However, the effectiveness of communication between the components of occupational performance does not have a significant linear relationship (P=0.07).

Conclusion: Given the relationship between the majority of organizational climate and job performance, efforts to improve organizational climate in hospitals can not be considered as a valuable strategy for improving job performance. Considering the effect of reward satisfaction component among employees on their job performance, the importance of managers' attention to this component will be affected