The Moderating Role of Workplace Spirituality and Organizational Climate on Employees' altruism and Self-efficacy Perception Levels

The aim of this study is to determine whether workplace spirituality perceptions and organizational climate perceptions have a mediating role in the relationship between altruism and self-efficacy behaviors of employees in organizations. The research was planned in a quantitative research design. The sample of the research consists of 530 middle and senior Human Resources Professionals who are members of the LinkedIn social media platform. In order to collect data, four different scales were used: the Altruism Scale, Self-efficacy Scale, Workplace Spirituality Scale and Organizational Climate Scale. According to the research results, the self-efficacy perception of employees has a positive and significant effect on altruism. Those with high self-efficacy perceptions also have high altruism perceptions. The perception of workplace spirituality does not have a significant effect on altruism, nor does the perception of workplace spirituality have a mediating role in the relationship between self-efficacy and altruism. In addition to the positive and significant effect of organizational climate perception on altruism, organizational climate perception has a mediating role in the relationship between self-efficacy and altruism. The perception of organizational climate changes the direction and severity of the relationship between self-efficacy and altruism. Negative organizational climate perception also causes a decrease in the positive effect of self-efficacy on altruism.