المستخلص باللغة الانجليزية

ORGANIZATIONAL CLIMATE FOR THE WORK OF EXTENSION AND ITS RELATIONSHIP WITH THE PERFORMANCE OF AGRICULTURAL EXTENSION WORKERS FOR THEIR JOB DUTIES IN MINIA GOVERNORATE


By
ESMAIL ABDEL-MALEK MOHAMED ESMAIL

ABSTRACT
The research aimed to identify the performance of agricultural extension warkers of their job duties and the type of organizational climate currently prevailing in the extension work and the type of leadership, and the type of communication, and the level of quality in service training, and the availability of gool human relationships and the system of incentives, as well as to determine the contribuition of organizational climate and its components in the performance of their duties and determine satisfaction of respondents for the organizational climate and its components determine In addition to identify the relationship between the degree of the respondents performance of their duties, and the degree of contribution of the organizational climate and its elements, and determine the degree of contribution of the organizational climate and its elements in the interpretation of the whole variance in the degree of the performance of duties, as well as determine the relationship between personal variables studied for agricultural extension workers, and their opinion in the level of the performance of their task, and the level of contribution of the organizational climate in the performance of those duties.
A random sample of 250 respondents were drawn out of the population of 432 Minia agricultural extension workes to collect the data required to achieve the goals of the study.
Data were collected using a questionnaire, through personal interviews with respondents in the sample, and tabulated, scheduled and analyzed using averages, standard deviations, and Pearson correlation coefficient, and Chi square, simple regression coefficient, and multiple regression coefficient
The study revealed the following results:
1. Two-fifths of (40%) respondents, their level of the performance of their duties is high, and (33%) their level of the performance of their task is average, and (27%) their level of the performance of their duties is low.
2. More than two-fifths of respondents, in extension work.
(44%) mentioned that the organizational climate is an open currently prevailing
3. The majority of respondents, agricultural extension workers (76%) mentioned that the Democratic leadership style is currently prevailing in extension work.
4. More than half of respondents of agricultural extension workers (51%) that vertical communication is currently prevailing in the extension work.
5. The majority( 81%) of the agricultural extension workers respondents mentioned that the level of in-service training in extension work is above average.
6. The vast majority (78%) of the agricultural extension workers respondents that the availability of work humanitarian relations is above average.
7. The about half (51%) of the extension workers of respondents that the direct financial incentives is currently prevailing in extension work.
8. There are a correlation between the type of organizational climate and the type of leadership, the type of communication, the quality of in-service training, the availability work humanitarian relations and the system of incentives, and in the level of the respondents performance of their duties, and the contribution of organizational climate and its elements in the performance of those duties.
9. There were a correlations between the satisfaction of respondents of the type of organizational climate and the type of leadership, the type of communication, the quality of in-service training, and the availability of work humanitarians relations, and the system of incentives, and the level of the performance of their duties, and the level of the contribution of organizational climate and its elements in the performance of those duties.
10. There were a correlation between the degree of the respondents performance of their duties, and the contribution degree of organizational climate and its elements in the performance of those duties.
11. The incentives and the human relationship and in-service training, contribute more than the other elements of organizational climate in the performance of agricultural extension workers to their duties.
12. Human work relations, incentives, contribute more than other elements of organizational climate in the extent to which the organizational climate contribute in the performance of agricultural extension workers to their duties.
Finaly. Seven recommendations were suggested based on the results of the study.