Examining the Relationship between Organizational Political Climate with Organizational Citizenship Behavior (OCB) and Quality of Working Life of Employees in Offices of Industry and Mining Organization, West Azerbaijan

Author Name(s): Said Dilmaghany*, Esmaeil Asadi, Abd Alrasool Taheri
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Abstract

The research aims to investigate the impact of organizational political climate on organizational citizenship behavior and quality of working life in offices of Industry and Mining Organization, West Azerbaijan. It is an applicable research objectively; while it is descriptive-survey type, in terms of conducting method. The research population includes 150 employed staff in offices of Industry and Mining Organization, West Azerbaijan. Using the Morgan’s formula, there were selected 150 employees as the sample size that we used the available sampling method. Three standard questionnaires were used as the research collecting tools that we considered opinions of teachers and experts in management field to determine content and apparent validity. To test its reliability, we used Cronbach’s alpha test that alpha coefficient of all three questionnaires is reliable. Results of MANOVA analysis showed a significant relationship between organizational political climate with all components of citizenship behavior. There is also a significant relationship between organizational political climate with all components of working life quality.

Keywords

organizational political climate, organizational citizenship behavior, quality of working life, personnel mine industry bureau

Introduction

From systematic viewpoint, organization interacts with various subsystems, as a whole system, which any change in the subsystems affects on other subsystems and eventually the whole system. In the meantime, as a complex subsystem, human being as plays a fundamental role in organizations on today’s organizations. He makes his activities in the organization based on his own attitudes and motivations. According to the proposed framework by Levitt (1960) and completed by Scott-Morton, the influences and relations are visible to a large extent. In this framework, individuals and roles are fundamental foundations that are closely linked to organizational culture and behaviors. Political climate of organizations refers to a set of the effective activities that are used by employees to achieve their wishes and objectives in workplace. The political climate in organizations usually includes achieving personal interests, benefits and profits at the expense of others. The main purpose of the present paper is to assess political climate in organizations and provide a model to show its impact on staff behavior and quality of their work life. However, many studies have discussed about negative results of political climate in organizations, but we believe that in certain conditions, political climate can have beneficial effects for organization and for individuals. Manpower, which is now referred as human capital, is one of the most important assets of any organization that its quality can play a significant role in its growth. Given to its complexities, there are emerging various discussions on behavioral aspects. In recent years, organizational citizenship behavior (OCB) has been considered as one of the aspects. Generally, citizenship behavior is a valuable and useful behavior that people exhibit it desirably and voluntarily. Accordingly, studying such behaviors in organizations has been known as organizational citizenship behavior. In today’s complex societies, components of quality of working life have influenced all aspects of people’s lives. About the importance of job, sociologists believe that there are generally three important steps in life of each person: choosing field of study, choosing spouse and choosing career. Job may be effective in lives of individuals more than any other factor. Occupation determines social class, place of residence, lifestyle, working hours and leisure time of a person at home. Job affects psychological states, attitudes, values, goals, live prospective and political beliefs of each person indirectly. Anro believes that there is no position in society that can satisfy basic needs of people at all levels such as job and career (Poorsoltani et al, 2012). Implementing and improving indicators of quality of working life is a process that employee can benefit from all their capabilities to implement the considered objectives.

Conclusion

The research aimed to investigate the impact of organizational political climate on organizational citizenship behavior and quality of working life in offices of Industry and Mining Organization, West Azerbaijan. According to the research results, there is a significant relationship between organizational political climate with organizational citizenship behavior and quality of working life. The research inferred results are presented in the following that have been gained by examining the relationship between the research variables (two main hypotheses and several sub-hypotheses) using MANOVA analysis and Pearson correlation coefficient:

  • There is a significant correlation between organizational political climate and organizational citizenship behavior among the employees. Therefore, it can be concluded that the more freely organizational political climate in an office, the more increasing organizational citizenship behavior. As a result, open political climate cause applying comments of staff at all processes and internal acts and creating citizenship behavior among employees.
  • There is a significant correlation between organizational political climate and quality of working life. Therefore, it can be concluded that the more freely organizational political climate in an office, the more increasing quality of working life. In this way, employees will raise their views freely and participate in all affairs of organization. As a result, quality of their working life will be improved.

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