Enhancing Workforce Satisfaction in Mongolia’s Civil Service: The In-volvement of Leadership and Organizational Climate

Enhancing Workforce Satisfaction in Mongolia’s Civil Service: The Involvement of Leadership and Organizational Climate

Myagmarsuren Bolooj¹, Nomon Odmergen², Munkhdelger tsevegjav³, Purevdulam Altantsetseg⁴*

¹Department of Public Administration, Business School, University of the Humanities, Ulaanbaatar, Mongolia

¹Social Work Department, Mongolian National University of Education Institution, Ulaanbaatar, Mongolia

²Business school of Mongolian National University, Ulaanbaatar, Mongolia

³Law school of CITI University, Ulaanbaatar, Mongolia

⁴Business school of CITI University, Ulaanbaatar, Mongolia

Publication Information

Journal Title: International Journal of Research and Innovation in Social Science (IJRISS)
Author(s): Tsevegjav, Munkhdelger ;Odmergen, Nomon ;Bolooj, Myagmarsuren ; Altantsetseg, Purevdulam
Published On: 11/24/2025
Volume: 9
Issue: 8
First Page: 993
Last Page: 1006
ISSN: 2454-6186

Cite this Article Tsevegjav, Munkhdelger ;Odmergen, Nomon ;Bolooj, Myagmarsuren; Altantsetseg, Purevdulam ; Enhancing Workforce Satisfaction in Mongolia’s Civil Service: The In-volvement of Leadership and Organizational Climate,  Volume 9  Issue 8, International Journal of Research and Innovation in Social Science (IJRISS), 993-1006, Published on 11/24/2025, Available at https://rsisinternational.org/journals/ijriss/articles/enhancing-workforce-satisfaction-in-mongolias-civil-service-the-in-volvement-of-leadership-and-organizational-climate/

Abstract

Purpose: The current study 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.

Keywords: Job satisfaction (JS), leadership style (LS), organizational climate (OC), public/civil service, Mongolia