American Journal of Nursing Research
ISSN (Print): 2378-5594 ISSN (Online): 2378-5586 Website: Editor-in-chief: Apply for this position
Open Access
Journal Browser
American Journal of Nursing Research. 2018, 6(4), 191-197
DOI: 10.12691/ajnr-6-4-7
Open AccessArticle

Study of the Relationship between Organizational Climate and Nurses' Performance: A University Hospital Case

Hind Abdullah Mohamed1 and Samia Gaballah2,

1Lecturer of Nursing Administration, Faculty of Nursing, Port Said University, Egypt

2Lecturer of Medical Surgical Nursing, Faculty of Nursing, Suez Canal University, Egypt

Pub. Date: May 21, 2018

Cite this paper:
Hind Abdullah Mohamed and Samia Gaballah. Study of the Relationship between Organizational Climate and Nurses' Performance: A University Hospital Case. American Journal of Nursing Research. 2018; 6(4):191-197. doi: 10.12691/ajnr-6-4-7


Background: Competent nurses' performance and typical work climate are targets that challenge hospital administrators to achieve likely results for success. A positive work climate leads to and sustains nurses' motivation and high performance. Aim: This study aimed to explore the relationship between organizational climate and nurses' performance. Material and methods: A quantitative descriptive correlational research design was utilized. A sample of 110 nurses was recruited from all inpatients' department of the Main Mansoura University Hospital. Tools of data collection: Personal and job characteristics of the participants, organizational climate questionnaire and nurses’ performance evaluation. Results: The study findings highlighted that 51% of the nurses had positive work climate with a higher mean score (12.15±2.39) for customer service while the lowest mean score (5.65±3.1) for compensation. And 30.9 % of nurses had competent performance level with a higher mean score for hospital behavioral expectations domain (75.51±10.41), while the lowest mean score was for education domain (6.91±1.42). A significant relationship was found only between nurses’ performance and age (8.44) and educational level (8.42). Conclusion: The study concluded that a statistically significant positive association was also identified between nurses’ perception of work climate and job performance (.049). So, hospital administrators must push nurses’ performance forward to a high level of competency through creating an exemplary work climate which values nurses, and allows them to share ideas, team spirit and creativity.

Nurses' performance organizational climate relationship university hospital

Creative CommonsThis work is licensed under a Creative Commons Attribution 4.0 International License. To view a copy of this license, visit


[1]  Munyewende, P.O., Rispel, L.C. and Chirwa, T. (2014). Positive practice environments influence job satisfaction of primary health care clinic nursing managers in two South African provinces. Human Resources for Health, 12 (2014), p. 27.
[2]  Nojehdehi, M.M., Farahani, M.A., Rafii, F. and Bahrani, N. (2015). A Comparison of Organizational Climate and Nurses’ Intention to Leave Among Excellence Awarded Hospitals and Other Hospitals. Iran Red Crescent Med J, May; Vol (17), No (5): e19000.
[3]  Choi, S., Cheung, K., and Pang, S. (2012). Attributes of nursing work environment as predictors of registered nurses’ job satisfaction and intention to leave. Journal of Nursing Management, Vol (21), No (3), Pp. 1-11.
[4]  Aiswarya, B. and Ramasundaram, G. (2012). A Study on Interference of Work–Life Conflict between Organizational Climate and Job Satisfaction of Women Employees in the Information Technology Sector, Asia-Pacific Journal of Management Research and Innovation, Vol. (8), No. (3), Pp. 351-360.
[5]  Moghimi, S. and Subramaniam, I.D. (2013). Employees’ Creative Behavior: The Role of Organizational Climate in Malaysian SMEs, International Journal of Business and Management, Vol. (8), No.( 5 ), Pp. 1-13.
[6]  Farooqui, M.R. (2012). Measuring Organizational Citizenship Behavior (OCB) as a Consequence of Organizational Climate (OC), Asian Journal of Business Management, Vol. (4), No. (3), Pp. 294-302.
[7]  Jianwei Zhang. (2010). Organizational Climate and its Effects on Organizational Variables: An Empirical Study. Published by Canadian Center of Science and Education. International, Journal of Psychological Studies, Vol. (2), No. (2).
[8]  Martine, P. (2006). Organizational climate survey. Available at:
[9]  Awad, N. (2008). The relationship between nurses' perception of organizational work climate and their job empowerment, Unpublished Master thesis, Faculty of Nursing, University of Alexandria.
[10]  Aiken, L.H., Sloane, D.M., Clarke, S., Poghosyan, L., Cho, E., Yu, L. and Aungsuroch, Y. (2011). Importance of work environments on hospital outcomes in nine countries, International Journal of Quality in Health Care, Vol.(23), Pp. 356-364.
[11]  Wolf, D.A.P., Dulmus, C.N. and Maguin, E. (2012). Organizational Culture and Climate, Res Soc Work Pract, Vol. (22), No.( 6 ), Pp. 665-671.
[12]  Ghasemi, B. and Keshavarzi R. (2014). The relationship between organizational climate, organizational commitment and organizational citizenship behavior in a hospital environment, Reef Resour Assess Manag Tech Pap, Vol. (40), No.(2), Pp. 759-73.
[13]  Luo, Z., Shi, K., Li, W. and Mia, D. (2008): Construct of Job performance: Evidence from Chinese’s Military Soldiers, Asian Journal of psychology, Vol. (11), No. (3), Pp. 222-223.
[14]  Mathis, R.L. and Jackson, J.H. (2000): Human resource management. 9th ed. Cincinnati, Ohio: South Western College Publishing.
[15]  Yu, M., Hamid, S., Ijab, M. and Soo, H. (2009). The balanced score card (E-BSC) for measuring Academic staff performance Excellence. High education: 57: 813-828.
[16]  Nabirye, R. (2010). Occupational stress, job satisfaction and job performance among hospital nurses in Kampala Uganda, Published Doctoral Thesis of philosophy, Makerere University, Pp: 29. Retrieved at March, 23, 2011, from: ProQuest Dissertation & Thesis.
[17]  Griffiths, M., Wood, V. and Maben, D. (2008). High quality nursing care- what is it and how can we best ensure its delivery? National Nursing Research Unit. London. King's college. Retrieved at March, 23, 2011, from:
[18]  Rao, V. (2011). Human resource management. Text and cases, 3rd ed., New Delhi, Excel books, Pp: 788-789.
[19]  Necochea, E. and Fort, A. (2003). Measurement and evaluation of performance in international reproductive health, Performance Improvement, Vol.(42 ), No.(8), Pp. 9-13.
[20]  Alves, D. F. and Guirardello, E.B. (2016). Nursing work environment, patient safety and quality of care in pediatric hospital, Rev. Gaúcha Enferm, Vol. (37), No.(2).
[21]  Zayan, N.M., Reizian, A.E. and Hamouda, G. M. (2013). Relationship between Organizational Climate and Nurses’ Outcomes, J Am Sci, Vol. (9), No.(5), Pp. 184-192.
[22]  Becton, J. (2012). Using biodata as a predictor of errors, tardiness, policy violations, overall job performance, and turnover among nurses, Journal of Management and Organization, Vol. (18), No.(5 ), Pp. 714-727.
[23]  Cobb, J. R. (2008). Registered Nurse-Performance Evaluation. Retrieved from http/www.halogen
[24]  El-Ghabor, G.M. (2014). The effect of work stress management training for head nurses on their job performance, Unpublished Doctorate Thesis. Faculty of Nursing, Port Said University, Egypt.
[25]  Bahrami, M.A, Barati, O, Ghoroghchian, M., Montazer-alfaraj, R. and Ezzatabadi, M.R. (2016). Role of Organizational Climate in Organizational Commitment: The Case of Teaching Hospitals, Osong Public Health Res Perspect, Vol. (7), No. (2), Pp. 96-100.
[26]  Kassem, A.H. and Gaber, H. (2015). Organizational climate and its impact on nurse's job empowerment at Main Mansoura University Hospital and Urology and Nephrology Center, IOSR Journal of Nursing and Health Science (IOSR-JNHS), Volume (4), No. (2), Pp. 40-48.
[27]  Abd El-Megeed,M.and Ahmed, B. (1996). Relationship of organizational climate to quality of care among critical care nurses, Egyptian journal of international medicine, Vol. (5), No. (1), Pp. 97-112.
[28]  Mok, E. and Au-Yeung, B. (2002). Relationship between the organizational climate and empowerment of nurses in Hong Kong, Journal of Nursing Management, Vol. (10), Pp. 129-137.
[29]  Ying, L., Kunaviktikul, W. and Tonmukayakal, O. (2007). Nursing competency and organizational climate as perceived by staff nurses in a Chinese university hospital, Nursing and Health Sciences, Vol.(9), Pp. 221-227.
[30]  Virasombat, N., Sudto, M. and Laohapoonrangsri, B. (2007). Organizational Climate and Organizational Commitment Assessment of Health Care Personnel in Sung Noen Hospital, Changwat Nakhon Ratchasima, Journal of Health Science, Vol.(17), Pp. 273-280.
[31]  Wu, L. and Norman, I. (2006). An investigation of job satisfaction, organizational commitment and role conflict and ambiguity in a sample of Chinese undergraduate nursing students, Nursing education today, Vol. (26), No. (4), P.p 304-314.
[32]  Abd El-shafy, EL. (2013). Relation between organizational climate and staff nurses job outcome, Unpublished Master thesis, Faculty of Nursing, Port Said University.
[33]  Aiken, L.H., Sloane, D.M., Bruyneel, L., Van Den Heede, K. and Sermeus, W. (2013). Nurses’ reports of working conditions and hospital quality of care in 12 countries in Europe, International Journal of Nursing Studies, Vol.(50), Pp. 143-153.
[34]  Giacomo, R.C. (2011). An Analysis of the Relationship between Select Organizational Climate Factors and Job Satisfaction Factors, published Ph-D Dissertation, University of Florida.
[35]  Mrayyan, M.I. (2009). Differences of hospitals‟ organizational climate and Nurses intent to stay: Nurses‟ perspectives, Journal of Research in Nursing, 14-465-477, SAGE
[36]  Van Bogaert, P., Clarke, S., Roelant, E., Meulemans, H. and Van de Heyning, P. (2013): Impacts of unit-level nurse practice environment and burnout on nurse-reported outcomes: A multilevel modelling approach, Journal of Clinical Nursing, Vol. (19), Pp. 1664-1674.
[37]  El-Salam, G.A., Ibrahim, M.M., Mohsen, M.M.and Hassanein, S.E. (2008). Relationship between Organizational Climate and Empowerment of Nurses in Menoufiya Hospitals Egypt , Eastern Mediterranean Health Journal, Vol. (4), Pp. 1173-1184.
[38]  Shehata, R. (2010). Relationship between the Disposition of Staff Nurses toward Critical Thinking and Quality of Their Performance at Mansoura University Hospital. Unpublished PhD Thesis, Faculty of Nursing, University of Mansoura.
[39]  Ibrahim, S.A., El Sayed, R. I., Attala,M.M. and Elmezin, N. K. (2016). Relationship between Head Nurses' Leadership Styles and Staff Nurses' Job Performance, IOSR Journal of Nursing and Science, Vol. (5), No.(1), Pp. 66-74.
[40]  Fathi, W. (2011). The Effect of Job Conscientiousness on Job Performance, Nature and Science, Vol.(9), No.(12), Pp. 173-179.
[41]  Ali, S. A. (2006). The relationship between head nurses commitment and their performance, Unpublished Master Thesis, Faculty of Nursing, University of Alexandria.
[42]  Mohamed, R. (2006). Relationship between nurses intra group conflict and their performance at Alexandria Main University hospital, Unpublished Master Thesis, Faculty of Nursing, Alexandria University, Pp: 59-62.
[43]  Saleh, H. (2000). Relationship of patient' satisfaction and quality of care, Unpublished Master Thesis, Faculty of nursing, Ain Shams University, Pp: 85.
[44]  Rabeel, A. (2004). Developing a tool for assessing nurse professional identity, Unpublished Doctorate Thesis, Faculty of nursing, Cairo university, pp: 98.
[45]  Refaat, A. (2010). Developing and validating a model for nurses' professional identity and quality of nursing care, Unpublished Doctoral degree, faculty of nursing, Ain Shams University pp: 130, 132.
[46]  Serra, M. (2008). learning to be a nurse: Professional identity in nursing students, Journal of Educational Science, Vol. (3), No.(5), Pp. 65-76. Retrieved at March, 23, 2011 from: www.sisifofpce.ul.
[47]  Shehata, R. (2008). Organizational culture versus occupational stress among staff nurses at Mansoura University Hospital, Unpublished Master Thesis, Faculty of Nursing, Mansoura University, p 106-107.
[48]  Galer, J.B., Vriesendorp,S., and Ellis, A. (2005). Managers Who Lead: A Handbook For Improving Health Services. Boston Management Science For Health.
[49]  Suliman, A. M. and Isles, P.A. (2000). The multi-dimensional nature of organizational commitment in a non-Western context, J Manag Dev, Vol. (19), No.(1), Pp. 71-82.
[50]  Chahal. R., Dua.S., Singh. N. and Mahey. S. (2012). Study of Organizational climatic factor for employee effectiveness: A Study of Jalandhar Leather factories, International Journal of Management & Information Technology, Vol. (1), No. (2), P.p 21-30.
[51]  Heyart, B. (2011). The Role of Organizational Climate and Culture in Service Encounters, Published Doctoral Thesis, Wayne State University.
[52]  Wilmer, A., Louie, K., Dodek, P., Wong, H. and Ayas, N. (2010). Incidence of medication errors and adverse drug events in the ICU: A systematic review. Quality and Safety in Health Care, Vol. (19), Pp. 1-9.
[53]  Meyer, J.P. and Allen, N.J. (1993). Commitment to organization and occupations: Extension of a three-component model, J Appl Psychol, Vol. (78), No.(4), Pp. 538-551.
[54]  Vanaki, Z. and Vagharseyyedin, S.A. (2009). Organizational commitment, work environment conditions, and life satisfaction among Iranian nurses, Nurs Health Sci, Vol. (11), No.(4), Pp. 404-409.
[55]  Almalki, M., J., FitzGerald, G. and Clark M. (2012). The relationship between quality of work life and turnover intention of primary health care nurses in Saudi Arabia, BMC Health Services Research, Vol. (2), Pp. 12-314.