Effects of organizational climate on job satisfaction and commitment

Abstract

Organizational climate and job performance have been key elements for development and productivity in organizations, especially in credit unions, where the interaction between employees and the institutional structure directly impacts results. Therefore, the objective of this study was to analyze the relationship between organizational climate and job performance among administrative employees of these cooperatives. It was also aimed at identifying strengths and areas for improvement that contribute to organizational development and increased productivity. To achieve this objective, a descriptive quantitative study was designed, applying instruments to measure perceptions of the organizational climate in multiple dimensions. The results revealed positive perceptions in most dimensions of the organizational climate, highlighting structure and responsibility as strengths, while conflict resolution presented opportunities for improvement. Regarding job performance, most employees regularly performed their duties, although a significant group was identified with limitations in the management of technical resources. In conclusion, it is observed that the organizational climate in credit unions has a positive influence on job performance. However, strategies aimed at strengthening the sense of belonging and institutional commitment should be promoted to consolidate a strong and sustainable organizational culture. Exploratory studies should also be encouraged to analyze the influence of these variables on other organizational indicators, such as the effectiveness of training programs and climate management in the medium and long term.