Author name:
شيماء رعد نصيف جاسم
Supervisor name:
نبا عبد الحسين حسن الدلوي
Abstract:
The Organizational Climate and its relationship with Organizational Loyalty in accordance with point of views of Baghdad University ' InstructorsChapter One : Thesis ' Problem : Baghdad University is considered a scientific resource to provide Science and Knowledge as well as participating in developing the scientific and the professional abilities for its Cadres of Instructors. Baghdad University is considered a Center of faithful renewal towards Society Welfare. On other hand , the organizational Climate is seen as a basic factor that effects especially in Instructors' skills and goodness as the organizational Climate has an effective role to erect the field work rules on sound bases in order to raise the standards of loyalty for work for the sake of instructors and to reach their scientific , educational and professional p[products to the highest degree of goodness. For the purpose of achieving a positive relationship between the administration of establishment and the Cadres in , it is very important to offer many important factors such as Organizational Loyalty for the University that strengthen the devotion and to raise morale "spirits" , then , to raise the level of performance and achieving the planned aims.Study of (Al Kerotii,1994,72) had mentioned "Organizational Climate in Jordanian Universities in accordance with point of views Instructors" had confirmed that Studying the prevailed Organizational Climate in the University has the real influence in stability of Instructors staff and raising their own activities in teaching and educating as well, besides their feeling of peace and confidence , and to effect on their activities and their practical and scientific products(Al Kerotii, ,72).(Al - Dabagh, 2012) had mentioned to the necessity of studying the Organizational Climate because of the success influence for each establishment in great form due to the positive aspect of organizational Climate in it , it reflects the harmony scale and familiarity among individuals themselves so as to raise their products and their efficiency for the purpose of achieving the planned aims (Al - Dabagh, 2012,34).It is worthy to say that this Thesis is an attempt to identify the relationship between Organizational Climate and the Organizational Loyalty in Colleges of Baghdad University and in the Scientific Departments so as to focus on the nature of Climate that Instructors work in and to concentrate on its participation in strengthening their belonging and loyalty to University and for the purpose of progress and promotion in the level of performance and goodness as well.In connecting with the close relationship between the Organizational Climate and the Organizational Loyalty in any Social Establishment that may effect in the level of work for this establishment in general , and the University Establishment especially.For Researcher information ,there is neither Local or Iraqi Study that seeks between the Organizational Climate and the Organizational Loyalty in Baghdad University and its Colleges as well as in its Human "Non - Scientific" and Scientific Departments , therefore the need to this research is emerged and come into the force.Thesis Problem can be summarized with the following questions : 1. What is the real level of Organizational Climate in Colleges of Baghdad University?2. What is the real level of Organizational Loyalty in Colleges of Baghdad University?3. What is the real relationship between the Organizational Climate and the Organizational Loyalty for the Instructors in Baghdad University?The importance of Thesis The importance of this Thesis is relied on the significance of offering Organizational Climate in Baghdad University and in all its Departments including ( Colleges and their Scientific departments) which is represented by the ability and the capacity of the Establishment Administration to deal , activate and impact in Instructors Climate , additionally to encourage them to achieve the tasks and the duties they are authorized with in cooperative , activated and understandable Climate. This impact is considered the main base in erecting the loyalty for instructors that reflects on the level of performance for their works in Departments they work in.The Organizational Climate has great importance in the standard of administration as it is interested by with researchers interests , so the significance of Organizational Climate is reflected in accordance with the Cadres' behavior in the establishment , then in the Organizational Behavior especially in the space of activating between the Employee and the Organizational Climate in general, and the Establishments ,including Employees. So the presumption is concentrated that the two parties look forward to reach a work Environment which is prevailed by Opening Organizational Climate as there is a joint interest which is represented by the brilliant performance and the ratification of Cadres. The establishment which is characterized with Organizational and sound Climate is not sufficient only to express on its ability to be survived but to show the continuous ability to deal effectively with the workers "the cadres" that make it developed system and developed Climate ,as well (Al - Ta'amna ,1996,134).Thus , the interest in Organizational is belonged to its close connection with several behavior aspects whether what are related to workers or the social establishment in general , or the University in especial manner. loyalty is considered variable behavior that doesn't represent tangible fact but representing intangible idiom. And it could be recognized within the results. Ready Loyalty couldn’t be obtained < and couldn't be imposed by means of compulsion and force but it’s a result of many interactions and many other factors and variables , as it's not a factor or a system but it is , in the same time , a result of many regulations , policies , and interactive behaviors between the administration and the cadres that effects on several variables ( Al - Fahdawi &Al - Katawna ,2004, 9 - 18). It could be said that interesting in study the Organizational Climate and its relationship with Organizational Loyalty is emerged from Establishment 'Success in general , and University Establishment in especial manner. For the purpose behind its realizing its aims , its activating with its aspects for its needs for renewal and modernization in order to cope with the continuous variables for the external Climate that confirming on the importance of this Thesis at the present time.The importance of the current Thesis is summarized in the following points : 1. The significance of Human Member especially Instructors in the educational process in establishments especially Universities as it's considered an effective element in the teaching and educational process.2. The current research for administrates and instructors , including, Baghdad University offers the opportunity to identify kind and nature of Organizational Climate in their University and in all of its Scientific Departments and their relationships with Organizational Loyalty for them, and to take in consideration with every positive and sound aspects in consistent with the development of Educational Establishments.3. The proposed research considers the Organizational Loyalty as the reflective form that reveals for us the prevailed organizational Climate Baghdad University in accordance with the point of view and the scale of their own loyalty for their work positions.4. The ability of each of Ministry of Planning and Ministry of Higher Education and Scientific Research , and all other establishments to benefit from recommendations and proposals which are introduced from this Research to take the administrative and scientific procedures.5. Enriching the scientific knowledge for Baghdad University Instructors in their different levels , in addition to the importance of realizing the components and elements role of the Organizational Climate in their works with estimating and evaluating the level of workers 'Loyalty in.Thesis Aims : The current thesis aims to identify the following below : 1. The level of the prevailed Organizational Climate in Colleges of Baghdad University in all of its Scientific Departments in accordance with Instructors' points of view.2. The level of the Organizational Loyalty for Instructors in Colleges of Baghdad University in all of its Scientific Departments in accordance with Instructors' points of view.3. The guided relationship between the Organizational Climate and the Organizational Loyalty in all of its Scientific Departments in accordance with Instructors' point of views.4. Variables and differences of statistical references for the Organizational Climate in accordance with Instructors' points of view in accordance with variables in gender (Males –Females ) , and according to the specialized departments(Scientific - Literary) as well as due to(assistant instructor - Instructor - Ass. professor).5. Variables and differences of statistical references for the Organizational loyalty in accordance with Instructors' points of view in accordance with variables in gender (Males –Females) and according to the specialized departments(Scientific - Literary) as well as due to(assistant instructor - Instructor - Ass. professor).Limits of Thesis : The current Thesis is determined in accordance with the following limits : 1. Place Limits (Colleges of Baghdad University with all of its Scientific Departments).2. Human Limits (Instructors of Baghdad University with all of its Scientific Departments).3. Time Limits (For the Academic Year 2014 - 2015).Chapter Two : Chapter Two is included two topics : The First one is dealt with the background of Theory which is represented by (The related standard literature that are related to the Organizational Atmosphere, as well as The related standard literature that are related to the Organizational Loyalty). Secondly , the second Topic is dealt with the previous studies for the Organizational Climate and the Organizational Loyalty, including studies about the Organizational Climate (Four Iraqi Studies , Four Arab Studies and Four Foreign studies). Organizational Loyalty is consisted of (Two Iraqi Studies , Two Arab Studies and Two foreign Studies).Chapter Three (Methodology of Research and its Procedures) : Researcher had relied , in her current research , on analytical and descriptive Approach , as it is considered the best and the most suitable one for the research. - Research Societies : is divided into two the following below : 1 - Society of Colleges : This society is (24) colleges , and it's included (145) Departments , with (16) Scientific Colleges including (94) Scientific Departments , and (8) Humantrain Colleges including (51) Departments.2 - Society of Instructors , Instructors in (24) Colleges are estimated (5980) Instructors (Men & Women) in Scientific colleges , and (1616) Instructors (Men & Women)in Departments of humanitarian Colleges.Samples of Research : which is divided into the following : 1. Colleges' Sample : It is estimated (12) Colleges with (6) Scientific Colleges and (6) Humanitarian Colleges , this sample is selected by intentional method.2. Instructors 'Sample : it's estimated (3674) Instructors (Men & Women) in (12) Colleges with (1428) Instructors in Humanitarian Colleges and their Departments are as well as (2245) instructors in Humanitarian Departments. Research Sample is selected in random manner as it is estimated (419) Instructors which forms (11.40%) of sample , (3674) Instructors who are classified in (12) Colleges and (84) Scientific Departments with (245) Instructors in the Scientific Departments and (174) Instructors in Humanitarian Departments.Research tools : To achieve the aims of the research , the researcher has established the two tools , which are the questionnaire (The Organizational Atmosphere) and (The Organizational Loyalty) which is prevailed in Colleges of Baghdad University and in the Scientific Departments. After depending on many steps included (58)items in five spaces (Space of leadership , Human Relationships , Rises , Academic Freedom and means of Communication). The second means is represented by the Organizational Loyalty including (27)items , after approvals they became in final form, the Organizational Climate is erected from (45)items in five spaces (Space of leadership , Human Relationships , Rises , Academic Freedom and means of Communication). The performance of the Organize Loyalty is included of (20)items.The Researcher has relied on (spss) in analyzing the answers and responses of Sample Answers including the following statically means such as (Person Correlated Coefficients , ALFA Kronbakh Equation , T Test for one specimen and T Test for two separated specimens and Analyzing the Three Variable).Chapter Four : The most important results : The current research has achieved the following below results : 1 - The results have shown that the level of the Organizational Climate in the concerned Departments was under the middle one , as it is reached to (4.420 - ) as it is lower that T. Tabled Value which is estimated by (1.96).2 - Furthermore , the results have shown that Instructors staff in concerned Colleges and Departments , as well, have Organizational Loyalty higher than the middle level despite that the Organizational Climate that they work in under the middle level because of Instructors ' clinging to their works and because of their real desire to success and for their best efforts to develop their establishments as they have feeling of peace , security and comfort in work , that may related to moral and believing reasons , besides their desire to be a sample for others in work in other related establishments.3 - Additionally , results have shown that there is a guided relationship between the Organizational Climate and the Organizational Loyalty.4 - There are no statically variables at the level of (0.05%) for the level of the Organizational Climate and the Organizational Loyalty according to the Instructors points of view that related to the variable of (Gender : Males - Females) or (Specializes : Scientific and Non - Scientific one).5 - Results have shown , as well , statically variables at the level of (0.05%) for the level of the Organizational Climate and the Organizational Loyalty according to( The Scientific Title (Ass. Instructor , Instructor , Ass. Prof. ) and for the sake of Instructor Title , this will relate to his / her experience and information as well as to the years of long service that strengthen his real love to work with consideration.Chapter Five : Recommendation and Suggestions : In accordance with the results Research Results , the researcher has reached to several suitable Recommendation and Suggestions for the research.
