Study Title: The relationship between organizational climate, job satisfaction and organizational performance: An empirical study in small business in Beijing

 

Study Title: The relationship between organizational climate, job satisfaction and organizational performance: An empirical study in small business in Beijing

 

Researcher:  An Yan                                         Ethics number: 22025

 

Requirement:

1.research method:online questionnaire

2.research methodology:quantitative analysis,SPSS linear regression.

3.One picture in the file show the model which my tutor recommend.

 

Draft time:

Aug 1st:Please give me research model, and research hypothesis.

Aug 13th: please give me the methodology and questionnaire.

 

 

 

Thank you so much for participating in this study. Your participation was very valuable. It has been acknowledged that you are very busy and very much appreciate the time you devoted to participating in this study. There was some information about the study that could not be discussed with you prior to the study, because doing so probably would have impacted your actions and thus skewed the study results. This form explains these things to you now.

 

What is the research about?

In the context of Beijing which has the highest competitive market in China, organizations are difficult to survive in a long-term. In particular, small firms have faced more dilemmas than larger organizations. Thus, it is important to seek a way in order to survive for small business in Beijing. The main aim of this study is to examine the linking between organizational climate, job satisfaction and organizational performance in order to survive in the competitive market via the decrease of turnover rate and increase of organizational performance. Following hypothesis would be examined in this project:

Hypothesis 1: Organizational climate has positive impact on job satisfaction

Hypothesis 2: Job satisfaction has positive impact on organizational performance

Hypothesis 3: Job satisfaction has positive impact on turnover intention.

Hypothesis 4: Organizational climate has positive impact on organizational performance

The relationship between organizational climate, job satisfaction and organizational performance has been considered in previous studies. For instance, Schneider (1990) noted that organizational climate sets the framework for employee satisfaction which in turn results in job satisfaction (Jackofsky and Slocum 1988; Reichers and Schneider 1990). Besides, when firms tend to measure the overall performance, organizational climate as a possible predictor could contribute to the results (Patterson et al., 2004). Moreover, Patterson et al (2004) explained that the mediator between organizational climate and organizational performance is job satisfaction. Further, job satisfaction and job performance are the core work outcomes that influencing organizational performance and the success of business surviving (Hart and Cooper, 2001; Gould-Williams and Davies, 2005). Namely, job satisfaction plays a significant role in organizational performance (Latif et al., 2013).

Finally, the results would provide effective way to increase organizational performance for small business in Beijing. In this way, it is easier to survive in context of globalization.

 

If you have any questions or concerns, you may contact me:

My name is An Yan and email address is anyan_715@163.com

 

The results of this study will not include your name or any other identifying characteristics. 

 

If you have questions about your rights as a participant in this research, or if you feel that you have been placed at risk, you may contact the research support officer, Ying Ying Cheung or Head of Research Governance, Research Governance Office, University of Southampton, Southampton, SO17 1BJ. Phone: 02380 595058, Email: rgoinfo@soton.ac.uk

 

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