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This study was to explore the climate of administrative organization in education and to derive some implications for reseachers and administrators who are interested in the field. Three main issues in organizational climate in educational administration were analyzed: namely, (1) describing objectively the climate in a given organization; (2) understanding the relationship, if any, between the climate of an organization and the effectiveness of the organization; and (3) predicting and controlling organizational climate. However, the emphases were mainly laid on the first two issues. This article was divided into five sections. The first section describes the nature and characteristics or organizational climate; the second explores the descriptive framework of organizational climate; the third analyzes the need-press framework of organizational climate; Then, follows the management-system framework; and finally the author derives some implications for further research and applications to administration. The following are main findings: 1. ＂Organizational climate＂ is a vague and complicated concept. At present, there is not any single approach defining the term with wide acceptance. 2. Whether or not various organizational climates produce different organizational effectiveness is an issue far from simple. This issue haunts the large body of research on organizational climate, but no one can give the whole picture. 3. For predicting and controlling the organizational climate, it is needed to establish the cause-effect relationship. However, there are many variables interacting and influencing this relationship, including causal variables, intervening variables, and end-results variables. And how to establish the link among the three categories of variables needs more further undertakings in experimental researches. 4. Some implications for administrators derived from the theories of organizational climate are as follows: that is (1) developing open climate; (2) adapting participatory management in decision-making and leadership; and (3) enhancing the individuals in the organization to grow professionally.
組織氣氛（organizational climate）之良窳關係組織效能（organizational effectiveness）之優劣。組織氣氛良好，成員沐浴其中，深受影響。其工作潛能較易發揮；反之，組織氣氛不佳，成員浸潤其中，亦受感染，其工作動機難免受到抑制。故晚近對於組織氣氛的研究，乃漸加重視並已獲得顯著之進展。本文旨在探討組織氣氛的理論架構，共分六節敘述：首先，分析組織氣氛之性質；其次，介紹組織氣氛之描述架構；再次，說明組織氣氛之「需要──壓力」架構；復次，析述組織氣氛之管理系統架構；最後，申論組織氣氛理論對教育行政及教學之主要啟示。
