Hassan Adabi; Mozafar Yekta
Volume 4, Issue 1 , September 2015, , Pages 81-91
Abstract
The present study examined the relationship between organizational climate and organizational trust, with participation in decision-making for administrative directors of Ardabil sport and youth administraion. The research method is descriptive - correlation and statistical population of this study (70 ...
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The present study examined the relationship between organizational climate and organizational trust, with participation in decision-making for administrative directors of Ardabil sport and youth administraion. The research method is descriptive - correlation and statistical population of this study (70 = n), respectively. The whole community was selected.To collect information in the field of organizational climate and organizational climate (OCDQ) Halpyn and Kraft (a=0/84) was used to assess for rate managers organizational trust, determining formation reliability with technicians and content reliability with (a=0/89) It is used Alonen, mayer and Davis questionnaires. For data analysis, correlation and multiple regression techniques were used. The results showed that: Inter-organizational trust dimensions (lateral, vertical, institutional) and employees participation in decision-making, there are: a significant positive relationship; International dimensions of organizational climate (penetration and dynamism, sincerity, interest and team spirit) and there is significant relationship between employees participation in decision making, Also, inter-organizational trust and organizational climate, positive significant relationship with employees participation in decision-making executives. Results of regression analyzes indicated that organizational climate and organizational trust have the ability to predict employees participation in decision-making. It is suggested that enforcement officials and agency directors to take note of all the components of organizational climate and organizational trust. And try to improve all these factors together with the evidence of the positive effects of this process on the staffing and organizational performance.
