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| The Level of Organizational Climate Prevailing In Palestinian Universities from the Perspective of Administrative Staff |
Mazen J. Al Shobaki, Samy S. Abu-Naser, Youssef M. Abu Amuna, Suliman A. El Talla
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Abstract:
The aim of this study was to identify the level of organizational climate prevailing in Palestinian universities from the point of view of the administrative staff. The researchers used the analytical descriptive method by means of a questionnaire randomly distributed among Palestinian university employees in Gaza Strip. The study was conducted on a sample composed of (280) employees. The response rate was (81.87%).
The study found that there is a high degree of organizational climate in the Palestinian universities in Gaza Strip from the point of view of the administrative staff. The percentage reached (69.96%). The results showed that there is a high availability for all areas of the organizational climate, with one exception being the extent of the participation of employees in decision-making came medium. The order of the fields was as follows: Technology used: 74.55%, nature of work: 71.80%, communication style: 71.32% Leadership: 68.98%, organizational structure: 68.05%, and finally staff participation of decision-making: 64.91%. The results showed that there were no differences between the samples according to the gender variable in their perception of the organizational climate, with the exception of one field of work, where there were differences in favor of males. The results showed that there are no differences in the perception of employees to the organizational climate depending on the age variable.
The study reached a number of recommendations, the most important of which is that the interest of the managements of the Palestinian universities in Gaza Strip in general, and Al-Aqsa and Al-Azhar universities in particular should provide the elements of the good organizational climate, to give the opportunity for employees to participate in decision-making, the need to solve the problems of employees and give them the opportunity to contribute to solve their own problems, the use of the staff rotation method periodically, and the importance of strengthening the democratic leadership style and empowering university staff.
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