Evaluation of E-Learning: The Case of Mongolian Universities

Purpose is to analyses the determinants of job satisfaction among Mongolian civil servants, focusing on the roles of organizational climate and leadership style. Design/Methodology/Approach: The study uses a survey of 330 civil servants and structural equation modeling (SEM) to analyze the connection between the workforce influence factors. Data were collected using nonprobability sampling from political, administrative, service, and unique civil service sectors. Findings: The results indicate that leadership and organizational climate significantly influence job satisfaction, with organizational climate as a mediator. Specifically, leadership style positively affects organizational climate (β = 0.784, p < 0.001) and job satisfaction (β = 0.285, p < 0.001). Organizational climate also positively affects job satisfaction (β = 0.598, p < 0.001) and mediates the relationship between leadership style and job satisfaction (indirect effect = 0.469, p < 0.001). Research Implications: The findings underscore the momentousness of effective leadership and an encouraging organizational climate in enhancing job satisfaction among Mongolian civil servants. Further research will explore these relationships in different contexts and consider longitudinal studies to establish the relationship between cause and effect. Practical Implications: Policymakers should focus on leadership development programs and organizational reforms that create a positive work environment. Improving leadership practices and fostering a supportive organizational climate are crucial for enhancing job satisfaction among civil servants. Originality/Value: This study fills a gap in comprehension of the impact of organizational climate and leadership style on job satisfaction within the Mongolian civil service. It provides actionable recommendations for decision-makers and professionals seeking to enhance employee satisfaction and performance in the public sector.