ORGANISATIONAL CLIMATE AND EMPLOYEE ATTITUDE TO WORK IN THE PUBLIC SECTOR, CROSS RIVER STATE, NIGERIA
DOI:
https://doi.org/10.64415/jams.v1i2.78Keywords:
Organizational climate, organizational structure, organizational reward, organizational support, employee attitude to workAbstract
Organizational climate is widely acknowledged as a critical determinant of employees' work attitudes, motivation, and commitment, particularly within public sector institutions. This study investigated the influence of organizational climate on employees' attitudes to work in the public service of Cross River State, Nigeria. The investigation was anchored on Resource Dependence Theory, Expectancy Theory, and Attribution Theory to explain the relationship between organizational conditions and employee behaviour. A survey research design was adopted for the study. From a target population of 4,112,445 individuals, a purposive sampling technique was employed to select 592 respondents. Data were collected using a structured instrument titled the Organizational Climate and Employee Attitude Questionnaire (OCEAQ), which demonstrated satisfactory internal consistency with a Cronbach's alpha coefficient of 0.89. The collected data were analysed using multiple linear regression analysis. The findings revealed that organizational climate dimensions—namely organizational structure, organizational reward, and organizational support—jointly exerted a statistically significant influence on employees' attitudes to work in the public service (F = 56.200, p < 0.05). Based on these findings, the study recommends that public sector managers should establish flexible organizational structures and employee-centred policies capable of promoting innovation, commitment, and improved job performance.
Keywords: Organizational climate; organizational structure; organizational reward; organizational support; employee attitude to work.
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