Perceived organizational climate and work performance of Tambon Administrative Organization staff in Chiangmai, Thailand

This study investigated the perceived organizational climate and work performance of Tambon Administrative Organization staff and its correlates in Chiangmai, Thailand. The study utilized the correlational research design and the survey method of data collection using two sets of questionnaires. The individual TAO staff was the unit of analysis of the study. Multi-stage sampling was used to determine the 574 respondents; 135 staff, 40 Tambon Executive Committees (TEC) and 399 villagers. Descriptive statistics, Pearson's Product-Moment Correlation Coefficient, Point-biserial Correlation and Stepwise Regression Analysis were utilized in the analysis of data. The findings showed that TAO staff in Chiangmai, Thailand were composed of single, female staff whose mean age was 29 years, had finished bachelor's degree, had underwent trainings relative to their jobs. They served TAO for an average of three years, had household size of four and earned household income of 8,797.50 baht per month. As a whole, TAO staff perceived that TAO has a favorable climate. Eight out of nine climate dimensions such as supportiveness, restrictiveness, collegiality, intimacy, disengagement, physical environment, workplace security, and office facilities were perceived by TAO staff as andrdquo;Favorable Climate,andrdquo; except the dimension of andrdquo;Directivenessandrdquo; dimension that staff perceived as andrdquo;Least Favorable Climate.andrdquo; Work performance of TAO staff as a whole as perceived by the TEC and the villagers as andrdquo;Good Performance.andrdquo; Individuality, five out of seven aspects were perceived by the respondents as andrdquo;Good performance.andrdquo; These work aspects were the development of society and culture, public health and sanitation, politics, education, environment and natural resources. Except two work aspects such as infrastructure and public utilities development and economic development were perceived by respondents as andrdquo;Poor Performance.andrdquo; Correlation analysis revealed that the socio-economic characteristics of TAO staff in terms of trainings attended had significant relationship with perceived organizational climate. TAO staff who underwent trainings or seminar related to their work tended to have more favorable perceptions on organizational climate than those who had no training experience. Socio-economic characteristics in terms of civil status, highest educational attainment, trainings attended and household income were significantly related to work performance of TAO staff. Single TAO staff, who were bachelor's degree holders, had undergone trainings relative to their jobs and earned high income tended to have higher work performance. Perceived organizational climate in terms of supportiveness, collegiality and office facilities were significantly related to work performance of TAO staff. The more favorable perceptions of staff on supportive leader behavior, co-worker relations and adequacy of office facilities, the higher are their work performance. About 88.44 percent of the total variation in work performance of TAO staff could be explained by the combined effect of highest educational attainment, trainings attended and household income. Perceived organizational climate on dimensions of supportiveness, collegiality and office facilities constituted the strongest variable combinations for predicting work performance of TAO staff. The extent of prediction was 77.30 percent. Almost two-thirds (65.92%) of staff-respondents had never encountered any problems in performing their tasks at the TAO. This probably due to their favorable perceptions on the climate of the TAO which was also reflected by their good performance as perceived by the TEC and the villagers as a whole. Problems reported by 42 staff (31.11%) were mostly administrative related problems. Overall findings of this study agree with the Pearson-Environment Fit theory (P-E Fit theory) that persons who are satisfied with their working environment of organizational climate in this study get the job done well than those who are not matched with the organization environment. Based on the findings, recommendations for improved organizational climate and human resources of the TAO for better work performance were presented.