Employees' perspective on organizational climate and job motivation factors and their relationship with the Blood Transfusion Organization's employees, 2012

This study aimed to examine the employees' views about the organizational climate dimensions and motivational factors and explain their relationship in the Blood Transfusion Organization's employees. Eighty-seven subjects as the population were selected from all parts of the organization. The research tools included the questionnaires of organizational climate, motivational potential dimensions (job identification), and the needs. According to goals and questions, the data from the research questionnaires were analyzed through SPSS.17 statistical software using the descriptive and inferential statistics and the following results were obtained. The factors that were respectively important for the organization's employees including the decision-making right about the work (3.58), the management applied in the organization (3.55), R&D (3.50), working relationships (3.49), job values (3.44), working ethic (3.42), teamwork (3.28), effective leadership in the organization (3.27). The dependency (14.20) and physiological (13.11) needs were very important for the organization's employees, while the growth needs had not been yet important. Based on the priority, task diversity (3.33) and task importance (3.13) were of great importance for the employees. Among the organizational climate dimensions, justice, leadership, risk-taking, customer orientation, and decision-making had a significant relationship with the physiological needs. The leadership, risk-taking, training, and development had a significant relationship with dependency needs. There was a significant relationship between justice, leadership, management, values, risk-taking, training and development, working ethic, customer orientation, and decision-making and the growth needs. Communication, values, and working ethic had a significant relationship with the task identity (p