The Impact of Organizational Climate on the Performance of Human Resources (A field study on the employees working at the Aqaba Company for Managing and Operating ports)

This paper is organized to prove that there is an effect of organization climate of the performance of human resources in Aqaba company for Managing and Operating ports, Thus the main goal of the paper is to measure the effect of climate, through questionnaire sheet included two axis, first one has 6 levels, and the second is functionality.The method which is used in this paper to have Mean, Standard deviation effect rank, and Eta, then analysis by OLS to have R2, and then ANOVA analyses.All tests supported that the null hypothesis of an impact of climate and accepted the null hypotheses. Section one Introduction:1-1: Preface:The modern business environment imposes many challenges, especially with the dominance of the liberal model of competition, whereas the enormous challenges that cast a shadow on the performance of the organizations, their abilities to compete, and their efforts to grow and develop in order to survive in an ever-changing environment have resulted in opening up the global markets and abolishing tariff and non-tariff barriers in front of the flow of products across countries, in addition to the globalization of competition and liberalization of global transactions, and the dominance of regional and international economic blocs.This reality imposes the necessity to create modern strategies, methods and management practices in order to guide the organization's performance in a scientific way which achieves the ideal exploitation of their resources.The excellence management as a modern and advanced management philosophy may be considered as the ideal solution, and the effective practice through which business organizations can succeed and excel in their business and activities, and increase their ability to face and address the challenges that characterize the reality of their business in this era in where the consumer has a huge number of alternatives and options available before him.The excellence management as a modern management practice which the organizations must strive to reach in order to achieve a state of excellence, superiority, and expansion, which will lead to enhance its competitive abilities, obtain the targeted market share, and continue in strength and building (Al-Hilalat, 2014).Human resources are considered as the basic wealth of any organization (both productive and service organizations).Therefore, organizations try to maximize the benefit obtained from their human resources by developing them, which ultimately reflects on the quality of individuals' performance to the best in order to achieve their personal goals and the goals of the organization (Al-Khalidi, 2010).The word climate is a metaphor for the environment and geographical nature.When used in management, it is an expression of the workplace, the factors surrounding it, the method of dealing, and how the human forces there interact with each other.The organizational climate indicates the values, customs, traditions, social classes, and their influence on the administrative process and the behavior of the workers in the organization (Harvey, 1983).The aspects of interest in the organizational climate appear through the relationship between the climate and other organizational variables, especially in the field of dealing between the individual and the organizational environment in general, which is defined by two main axes: the first axis is represented by the characteristics of the individual, which are largely related to the knowledge system, his experience, background, education, and culture.The second axis is the work internal environment which describes the distinguishing characteristics of the organization from other organizations, which differ from one organization to another according to the specific dimensions of the organizational environment.The most famous distinguishing characteristics are the organizational structure, communication system, work procedures systems, leadership style, the decision-making method, work nature and conditions, external work environment, and workgroup.As all these dimensions constitute a general framework within which they operate through all organizations and are subject to social, cultural, economic, political, technological and legal effects (Waal, 2007).