Organizations, specifically scientific research institutions, significantly impact any nation's growth and development. In these organizations, the scientists put in their efforts, time, and motivation to achieve their research institute's goals and the nation's growth. Through them, this study will provide insight into the relationship between psychological climate and work consequences. It is the first study in India to measure the perceptions of scientists’ psychological working climate in their research institutions.
Objective
This article investigates the linkage between psychological climate and work consequences, such as job satisfaction and engagement. It extends the knowledge of this link by exploring the potential mediating mechanism of organizational citizenship behavior. Furthermore, this study examines the moderator role of scientists’ work tenure in the relationship between psychological climate and their citizenship behavior in the organization.
Method
The study used quantitative methods to collect cross-sectional data and adopted constructs from previous research tailored to the present study's needs.
Results
The study shows work engagement (r = 0.648), job satisfaction (r = 0.704), and citizenship behavior (r = 0.537) significantly and positively associated with psychological climate of the scientific organization. Additionally, citizenship behavior fully mediates the relationship between psychological climate and work consequences (scientists's work engagement (β = 0.682) and satisfaction (β = 0.843)). However, work tenure (β = 0.023) does not significantly moderate the relationship between psychological climate and scientists's citizenship behavior at their workplace.
Conclusions
The outcomes imply that factors of positive workplace climate and extra-role behavior performed by personnel facilitate higher work engagement and satisfaction.
ObengAFQuansahPECobbinahE,et al.Organizational climate and employee performance: examining the mediating role of organizational commitment and moderating role of perceived organizational support. Int J Hum Resour Stud2020; 10: 223–247.
2.
ZhenjingGChupraditSKuKY, et al.Impact of employees’ workplace environment on employees’ performance: a multi-mediation model. Front Public Health2022; 10: 890400.
3.
Luna-PereiraHOCaicedo-RolónAJWlamyrPA. Impact of the organizational climate on company productivity. J Lang Linguist Stud2022; 18: 599–612.
4.
SiddiquiSHIjazA. Conceptualizing the sustainable workplace well-being: a measurement framework. Pak J Soc Sci2022; 42: 363–380.
5.
JonesAPJamesLR. Psychological climate: dimensions and relationships of individual and aggregated work environment perceptions. Organ Behav Hum Perform1979; 23: 201–250.
6.
NolanTKüpersW. Organizational climate, organizational culture and workplace relationships. In: Friends and enemies in organizations: a work psychology perspective. London: Palgrave Macmillan UK, 2009, pp.57–77.
7.
O'NeillBSArendtLA. Psychological climate and work attitudes: the importance of telling the right story. J Leadersh Organ Stud2008; 14: 353–370.
8.
BrownSPLeighTW. A new look at psychological climate and its relationship to job involvement, effort, and performance. J Appl Psychol1996; 81: 358–368.
9.
KurniadewiE. Psychological capital dan workplace well-being sebagai prediktor bagi employee engagement. Jurnal Psikologi Integratif2016; 4: 95–112.
10.
OliveiraAFGomideSPoliBV. Antecedents of well-being at work: trust and people management policies. RAM. Revista de Administração Mackenzie2020; 21: eRAMD200105.
11.
NovaesVPFerreiraMCMendoncaH,et al.Antecedents and consequents of prosperity at work: a mediation-moderation model. RAM. Revista de Administração Mackenzie2020; 21: eRAMD200107.
12.
ToprakMKarakuşM. Psychological climate in organizations: a systematic review. Eur J Psychol Educ Res2018; 1: 43–52.
13.
SinghP. A study of emotional intelligence and work stress among Indian scientist community: implications for personal, social, academic, and workplace. Int J Manage Concepts Philos2023; 16: 380–399.
14.
UraonRSGuptaM. Does psychological climate affect task and contextual performance through affective commitment? Evidence from public sector companies. In: Evidence-based HRM: a global forum for empirical scholarship. Vol. 9. Bingley, UK: Emerald Publishing Limited, 2021, pp.258–275.
15.
AryantiRDSariEYWidianaHS. A literature review of workplace well-being. In: International Conference on Community Development (ICCD 2020), 2020, pp.605–609: Atlantis Press.
16.
PazMGFernandesSRCarneiroLL,et al.Personal organizational well-being and quality of organizational life: the mediating role of organizational culture. RAM. Revista de Administração Mackenzie2020; 21: eRAMD200122.
17.
PradotoHHaryonoSWahyuningsihSH. The role of work stress, organizational climate, and improving employee performance in the implementation of work from home. Work2022; 71: 345–355.
18.
WangCJ. Linking sustainable human resource management in hospitality: an empirical investigation of the integrated mediated moderation model. Sustainability2019; 11: 1066.
19.
SypniewskaBBaranMKłosM. Work engagement and employee satisfaction in the practice of sustainable human resource management–based on the study of Polish employees. Int Entrep Manag J2023; 19: 1069–1100.
20.
YounisZHussainS. Green transformational leadership: bridging the gap between green HRM practices and environmental performance through green psychological climate. Sustain Fut2023; 6: 100140.
21.
Wojtczuk-TurekATurekDEdgarF, et al.Sustainable human resource management and job satisfaction—Unlocking the power of organizational identification: a cross-cultural perspective from 54 countries. Corp Soc Responsib Env Manag2024; 31: 4910–4932.
22.
PadmavathiT. Does sustainable work environment influence work engagement, job satisfaction and employee retention? Perspectives from E-commerce industry. Revista de Gestão Social e Ambiental2023; 17: 1–13.
23.
Lulewicz-SasAKinowskaHFryczyńskaM. How sustainable human resource management affects work engagement and perceived employability. Econ Sociol2022; 15: 63–79.
24.
LuYZhangMMYangMM,et al.Sustainable human resource management practices, employee resilience, and employee outcomes: toward common good values. Hum Resour Manage2023; 62: 331–353.
25.
SchneiderBRentschJ. Managing climates and cultures: a futures perspective. In: HageJ (ed.) Futures of organizations: innovating to adapt strategy and human resources to rapid technological change. Lexington, MA: Lexington Books/D. C. Heath and Com, 1988, pp.181–203.
26.
ParkerCPBaltesBBYoungSA, et al.Relationships between psychological climate perceptions and work outcomes: a meta-analytic review. J Organ Behav2003; 24: 389–416.
27.
KahnWA. Psychological conditions of personal engagement and disengagement at work. Acad Manage J1990; 33: 692–724.
28.
SchaufeliWBBakkerABSalanovaM. The measurement of work engagement with a short questionnaire: a cross-national study. Educ Psychol Meas2006; 66: 701–716.
29.
BakhshiAGuptaR. Personal and job related correlates of employee engagement at work. Indian J Community Psychol2016; 12: 312–317.
30.
LiuXLyuBFanJ, et al.A study on influence of psychological capital of Chinese university teachers upon job thriving: based on motivational work behavior as an intermediary variable. Sage Open2021 Apr; 11: 21582440211003093.
31.
HeHZhuNLyuB,et al.Relationship between nurses’ psychological capital and satisfaction of elderly cancer patients during the COVID-19 pandemic. Front Psychol2023 Jan 27; 14: 1121636.
32.
MansourSTremblayDG. The mediating role of work engagement between psychosocial safety climate and organisational citizenship behaviours: a study in the nursing and health sector in Quebec. Int J Hum Resour Dev Manag2018; 18: 51–71.
33.
KatariaAGargPRastogiR. Do high-performance HR practices augment OCBs? The role of psychological climate and work engagement. Int J Product Perform Manag2019; 68: 1057–1077.
34.
Weziak-BialowolskaDBialowolskiPLeonC, et al.Psychological climate for caring and work outcomes: a virtuous cycle. Int J Environ Res Public Health2020; 17: 7035.
35.
RahmawatiRWardhanaAJuniarA. Increasing work engagement with Employees’ perceptions of psychological climate-based organizational changes. In: International Conference on Management, Business, and Technology (ICOMBEST 2021), 2021, pp.89–94: Atlantis Press.
36.
SinghS. Ascertaining the role of psychological climate in predicting employee engagement. SAMVAD2022; 24: 21–27.
37.
KavyashreeMBKulenurS. Psychological climate and employee engagement at workplace. Indian J Sci Technol2023; 16: 385–390.
38.
AldabbasHBettayebA. The influence of psychological climate for caring and perceived insider status on the relationship between managerial caring and positive employee well-being. Int J Well-Being2024; 14: 2815. 1-21.
39.
HackmanJROldhamGR. The job diagnostic survey: An instrument for the diagnosis of jobs and the evaluation of job redesign projects. New Haven, CT: Department of Administrative Sciences: Yale University, 1974.
40.
LockeEASirotaDWolfsonAD. An experimental case study of the successes and failures of job enrichment in a government agency. J Appl Psychol1976; 61: 701–711.
41.
EhrhartMGSchneiderBMaceyWH. Organizational climate and culture: An introduction to theory, research, and practice. London, UK: Routledge, 2013.
42.
Karanika-MurrayMMichaelidesGWoodSJ. Job demands, job control, psychological climate, and job satisfaction: a cognitive dissonance perspective. J Organ Eff: People Perform2017; 4: 238–255.
43.
SuratmanASuhartiniSPalupiM, et al.The impact of psychological climate and self-resilience on employee performance during the COVID-19 pandemic: an empirical study in Indonesia. J Asian Finance Econ Bus2021; 8: 1019–1029.
44.
YeeWFPinkLSSernML. The effect of a psychological climate for creativity on job satisfaction and work performance. Int J Econ Manag2014; 8: 97–116.
45.
LintangaAJRathakrishnanB. The impact of psychosocial safety climate on public sector job satisfaction: the moderating role of organizational climate. BMC Psychol2024; 12: 38.
46.
AkdereMEganT. Transformational leadership and human resource development: linking employee learning, job satisfaction, and organizational performance. Hum Resour Dev Q2020 Dec; 31: 393–421.
47.
JamesLRCorayKEBruniJR,et al.Psychological climate and job satisfaction: An examination of reciprocal causation. Fort Worth, TX: Texas Christian Univforth Worth Inst of Behavioral Research, 1977.
48.
SandersK. Cooperative behaviours in organizations. In: Friends and enemies in organizations: a work psychology perspective. London: Palgrave Macmillan UK, 2009, pp.101–121.
49.
WilliamsLJAndersonSE. Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. J Manage1991; 17: 601–617.
50.
Vigoda-GadotECohenA (eds) Citizenship and management in public administration: Integrating behavioral theories and managerial thinking. Cheltenham, UK: Edward Elgar Publishing, 2004.
51.
SinhaJBSinhaD. Role of social values in Indian organizations. Int J Psychol1990; 25: 705–714.
52.
PradhanRKKumariIGKumarU. Human resource flexibility and organisational effectiveness: mediating role of organisational citizenship behaviour. Int J Hum Resour Dev Manag2017; 17: 282–300.
53.
SharmaJPBajpaiNHolaniU. Organizational citizenship behavior in public and private sector and its impact on job satisfaction: a comparative study in Indian perspective. Int J Bus Manag2011; 6: 67–75.
54.
KatariaAGargPRastogiR. The role of work engagement in the pursuit of organisational effectiveness. Int J Indian Cult Bus Manag2014; 9: 37–54.
55.
MeymandMMTabaeyanESAziziI,et al.The impact of psychological climate on organizational citizenship behavior, the mediator role of psychological empowerment. IJISET-Int J Innov Sci Eng Technol2017; 4: 86–100.
56.
Bani-MelhemSShamsudinFMAbukhaitR,et al.Competitive psychological climate as a double-edged sword: a moderated mediation model of organization-based self-esteem, jealousy, and organizational citizenship behaviors. J Hosp Tour Manag2023; 54: 139–151.
57.
ChenLGuoYSongLJ,et al.From errors to OCBs and creativity: a multilevel mediation mechanism of workplace gratitude. Curr Psychol2022 Sep; 41: 6170–6184.
58.
TharikhSMYingCYSaadZM. Managing job attitudes: the roles of job satisfaction and organizational commitment on organizational citizenship behaviors. Procedia Econ Finance2016; 35: 604–611.
59.
GillM. Exploring the relationship between job satisfaction and organizational citizenship behavior in service organizations: an empirical study. Prestige Int J Manag Res2016; 9: 19–25.
60.
HerminingsihAKasuriR. Personality, relation to job satisfaction and organizational citizenship behavior. Eur Res Stud2018; 21: 371–377.
61.
HemakumaraMG. The impact of job satisfaction on organizational citizenship behavior: a review of literature. Int J Bus Soc Sci2020; 11: 49–51.
62.
ShresthaMBhattaraiPC. Contribution of job satisfaction to organizational citizenship behavior: a survey of the school teachers of Nepal. J School Administr Res Dev2022; 7: 36–49.
63.
KatariaARastogiRGargP. Organizational effectiveness as a function of employee engagement. South Asian J Manag2013; 20: 56–73.
64.
SridharAThiruvenkadamT. Impact of employee engagement on organization citizenship behaviour. BVIMSR's J Manag Res2014; 6: 147–155.
65.
KasinathanSRajeeM. Impact of employee engagement on organizational citizenship behaviour (OCB) through engagement drivers. Indo-global J Appl Manag Sci2016; 4: 44–47.
66.
UllahPSJamalWNaeemM. The relationship of employee engagement, organizational commitment and organizational citizenship behavior. Jinnah Bus Rev2018; 6: 35–41.
67.
SchwarzGNewmanAYuJ,et al.Psychological entitlement and organizational citizenship behaviors: the roles of employee involvement climate and affective organizational commitment. Int J Human Resour Manag2023; 34: 197–222.
68.
HabeebS. Relation between organisational citizenship behavior, workplace spirituality and job performance in BFSI sector in India. Problems Perspect Manag2019; 17: 176–188.
69.
NgTWFeldmanDC. Does longer job tenure help or hinder job performance?J Vocat Behav2013; 83: 305–314.
70.
DiricanAHErdilO. An exploration of academic staff's organizational citizenship behavior and counterproductive work behavior in relation to demographic characteristics. Procedia-Soc Behav Sci2016; 235: 351–360.
71.
SeokCBMutangJANawiNH, et al.The link between Employees’ organizational tenure and citizenship behaviour: do different types of trust play important role?Int J Eng Technol2018; 7: 1036–1040.
72.
AtatsiEAStoffersJKilA. Work tenure and organizational citizenship behaviors; A study in Ghanaian Technical Universities. Sustainability2021; 13: 13762.
73.
MemonMATingHCheahJH, et al.Sample size for survey research: review and recommendations. J Appl Struct Equ Model2020; 4: 1–20.
74.
NeumanWL. Social research methods: Qualitative and quantitative approaches. 7th Edition. Boston: Allyn and Bacon, 2011.
75.
CooperDRSchindlerP. Business research methods. New York, NY: McGraw Hill, 2013.
76.
JainAK. Volunteerism and organisational culture: relationship to organizational commitment and citizenship behaviors in India. Cross Cult Manage2015; 22: 116–144.
77.
LeeKAllenNJ. Organizational citizenship behavior and workplace deviance: the role of affect and cognitions. J Appl Psychol2002; 87: 131–142.
78.
ThompsonERPhuaFT. A brief index of affective job satisfaction. Group Organiz Manag2012; 37: 275–307.
79.
MacKinnonDPWarsiGDwyerJH. A simulation study of mediated effect measures. Multivariate Behav Res1995; 30: 41–62.
80.
GeorgeGBinoyJ. A study on the relationship between psychological climate, employee engagement and organizational citizenship behavior. OPUS: HR J2015; 6: 1–17.
