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|Title:||أثر المناخ التنظيمي لرفع الأداء الوظيفي لدى القادة الأداريين في المؤسسات الحكومية في محافظة الداخلية بسلطنة عمان|
|Authors:||Harrasi Muslem Salim Mohammed Matar|
|Publisher:||Universiti Sains Islam Malaysia|
|Abstract:||The study examined the effect of organizational climate to increase the job performance of the administrative top management in Al-Dakhliyah governorate in the Sultanate of Oman. The problem arose in the need to raise the job performance of administrative top management and address the factors that led to it (organizational structure, leadership style, incentives and rewards, qualification and training), as it aimed to measure the impact of the organizational climate on the occupational performance of administrative top management and administrative creativity as an intermediary variable in government institutions of Al-Dakhliyah governorate. The study adopted and adapted the theories of anticipation (Vroom,1964) and creativity (Hang & Aiken 197). Therefore to achieve the best anticipated occupational performance in return for incentives, promotions, qualification, training and obtaining a succeful leadership style. The study utilized the quantitative descriptive approach to achieve its objectives. And to achieving these objectives and results. A questionnaire was constructed for data collection, where a stratified sample of 280 respondents were obtained.The data were processed using multiple regression analysis, as well as exploratory and confirmatory factor analysis. The study has reached several results such that there is a direct effect of organizational climate rate of (45.7%) and administrative cereativity rate of (64.2%) among the administrative top management job performance. The study also showed that the organizational climate effected the administrative creativity (93%).In addition, the organizational climate has an indirect effect on job performance in the presence of administrative creativity as an intermediate variable. The overall effect of the relationship between organizational climate and job performance (84%). The most important recommendation is to conduct similar studies on other governorates that may face same challenges with regard to occupational performance.|
|Appears in Collections:||Ph.D|
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