Organizational climate and psychological capital of university faculty members in Saudi Arabia: The moderating role of innovative organizational culture

  • Received November 21, 2022;
    Accepted January 11, 2023;
    Published January 19, 2023
  • Author(s)
  • DOI
    http://dx.doi.org/10.21511/ppm.21(1).2023.04
  • Article Info
    Volume 21 2023, Issue #1, pp. 35-47
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This work is licensed under a Creative Commons Attribution 4.0 International License

The world is changing its impression of working methodologies. Development in each field of life has changed the association as well as the individual's way of life, conduct, and working environment. For this reason, the organizational climate has become a hot topic and is considered a primary influence in increasing employee abilities that further increase an organization’s overall performance. Therefore, this study aims to explore the relationship between organizational climate and psychological capital with the moderating role of innovative organizational culture. For this purpose, data were collected from 232 faculty members in full-time jobs at the leading university (Jouf University) in Saudi Arabia. SEM was applied to test the hypotheses. This study found that organizational climate positively impacts psychological capital, while innovative organizational culture is a significant moderator that builds the association between organizational climate and psychological capital. This study concluded that organizational climate is an imperative factor that enhances psychological capital, as psychological capital has an inordinate impact on the worker’s attitude, behavior, and performance, which is necessary for overall organizational performance. Hence, this study has theoretical and practical implications and leads the way for future exploration, such as in the context of higher educational institutions. It is explained that a healthy climate positively influences the psychological capital of faculty members, enhancing the work performed and the organization itself.

Acknowledgments
This work was funded by the Deanship of Scientific Research at Jouf University under grant No. DSR-2021-04-0305.

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    • Figure 1. Research framework
    • Figure 2. Relationships between the variables
    • Table 1. Profile of participants
    • Table 2. Measurement model
    • Table 3. Discriminant validity (HTMT)
    • Table 4. Determination of coefficient, predictive relevance, and effect size
    • Table 5. Hypotheses testing
    • Conceptualization
      Abdullah Fahad AlMulhim
    • Data curation
      Abdullah Fahad AlMulhim
    • Formal Analysis
      Abdullah Fahad AlMulhim
    • Funding acquisition
      Abdullah Fahad AlMulhim
    • Investigation
      Abdullah Fahad AlMulhim
    • Methodology
      Abdullah Fahad AlMulhim
    • Project administration
      Abdullah Fahad AlMulhim
    • Resources
      Abdullah Fahad AlMulhim
    • Software
      Abdullah Fahad AlMulhim
    • Supervision
      Abdullah Fahad AlMulhim
    • Validation
      Abdullah Fahad AlMulhim
    • Visualization
      Abdullah Fahad AlMulhim
    • Writing – original draft
      Abdullah Fahad AlMulhim
    • Writing – review & editing
      Abdullah Fahad AlMulhim