Influence of Organisational Climate on Leadership: A Quantitative Analysis of the Work Environment Perceptions in Ecuador

Abstract

Background: A favourable organisational climate, characterised by open communication and supportive leadership, directly impacts academic and administrative performance. Transformational leadership, in particular, promotes motivation, creativity and commitment, while transactional leadership, although useful in certain contexts, does not generate long-term innovation. However, a clear model is needed to explain how organisational climate and leadership interact specifically in educational institutions.

Objective: This study sought to develop a model based on organisational climate that explains leadership's influence on higher education's institutional performance. It considers the dimensions of organisational climate and how they affect different leadership styles.
Methodology: A quantitative approach was used through a descriptive survey. A total of 892 participants, including executives and administrators, were evaluated using the Organisational Climate and Leadership Measurement Instrument “ IMCOL” questionnaire, which measures organisational climate and leadership through a Likert scale from 1 to 5. A multiple regression and correlation analysis were applied to evaluate the relationship between the variables.

Results: The results show a moderate positive correlation between organisational climate and leadership (Spearman's Rho = 0.69, p < 0.001). Perception of boss-worker communication, reliability of feedback from co-workers, and opportunity to influence superiors were the most relevant predictors of leadership. Transformational leadership significantly improves organisational climate, contributing to professional development and improved academic and administrative performance.

Conclusion: The study concludes that a positive organisational climate reinforces the effectiveness of leadership, especially transformational leadership, promoting more creative and collaborative work environments. This, in turn, improves academic and administrative results, increasing employee satisfaction and commitment to institutional goals.

Unique contribution: The study develops a model that shows how dimensions of organisational climate, such as effective communication and trust, are key determinants for improving leadership in educational institutions.

Key Recommendation: Higher education institutions should foster a positive organisational climate by developing transformational leadership programmes that promote innovation, motivation and employee engagement to improve institutional performance.