Organisational climate as a predictor of workforce performance in the Malaysian higher education institutions

Purpose This study aims to investigate whether organisational climate (OC) predicts academic staff performance at Malaysian higher education institutions (HEIs). The study equally aims at validating the psychometric properties of OC and workforce performance (WFP) constructs. Design/methodology/appr...

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Bibliographic Details
Published in:Quality assurance in education 2016-01, Vol.24 (3), p.416-438
Main Authors: Musah, Mohammed Borhandden, Ali, Hairuddin Mohd, Vazhathodi al-Hudawi, Shafeeq Hussain, Tahir, Lokman Mohd, Daud, Khadijah Binti, Said, Hamdan Bin, Kamil, Naail Mohammed
Format: Article
Language:English
Subjects:
Attribution Theory
Bartletts Test of Sphericity
Climate
College Faculty
Content Validity
Factor Analysis
Foreign Countries
Group Membership
Higher Education
Influence
Job satisfaction
Labor Force
Malaysia
Managers
Multiple Regression Analysis
Organizational Climate
Peer Relationship
Predictor Variables
Psychological Patterns
Psychometrics
Questionnaires
Researchers
Resistance (Psychology)
Structural Equation Models
Studies
Success
Teacher Attitudes
Teacher Effectiveness
Variables
Work environment
Workforce
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Summary:Purpose This study aims to investigate whether organisational climate (OC) predicts academic staff performance at Malaysian higher education institutions (HEIs). The study equally aims at validating the psychometric properties of OC and workforce performance (WFP) constructs. Design/methodology/approach Survey questionnaires were administered to 800 academic staff of eight selected HEIs. Principal component analysis, confirmatory factor analysis, full-fledged structural equation modelling and multiple regression analysis were performed to explore the underlying factors and test the factorial validity of the constructs. Findings The analysis yielded a five-factor index for the OC construct, whereas the WFP construct comprised two factors. The findings reveal a strong predictive causal effect between OC and WFP. These results suggest that establishing a positive OC enhances academic staff performance. Furthermore, the hypothesised model adds new knowledge to the literature of OC, from the Malaysian context, which could be used to predict WFP at the tertiary level. Practical implications The study concludes by discussing the theoretical and practical implications of the findings for HEIs. Originality/value This paper makes a significant contribution to the understanding of how OC could be used as an effective instrument in improving academic staff performance in the context of Malaysian HEIs.
ISSN:0968-4883
1758-7662
DOI:10.1108/QAE-10-2014-0048