Investigation of Relationship between organizational climate and organizational citizenship behavior among the employees of Tehran University of Medical Sciences

Organizational citizenship behavior, has important implications for organizations. The incidence of these behaviors can increase the performance and organizational efficiency. This study aimed to determine the relationship between organizational climate and organizational citizenship behaviors among employees of Tehran University of Medical Sciences.
Cross-sectional study that was conducted in 1393. Data collection tools include questionnaire of organizational climate and Lyle Sussman, Sam Deep (1989), and Podsakoff and colleagues (1987) and demographic characteristics of the staff. For the scientific validity of the questionnaire content validity with CVI higher than 0.8 and for the reliability of the test-retest correlation coefficient and determine the organizational climate and 0.95 to 0.79 for organizational citizenship behavior was. On the basis of Kochran, 313 people were selected and finally 241 questionnaires were fully available to researchers. Spss software was used for statistical analysis and to analyze the relationship between variables and Pearson, Spearman, t and ANOVA operation was necessary. Compliance with organizational citizenship behavior higher than average and more than half of them are satisfied with the existing organizational atmosphere.
Between organizational climate and organizational citizenship behavior and all its dimensions and there is a significant positive relationship. The organizational climate as much as 14% on organizational citizenship behavior had an impact.
The establishment of an appropriate climate and employee satisfaction on space and extra-role behavior causes spontaneous organization of staff that will be ultimately can affect the success of an organization.