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The growing significance placed on understanding of employees and their behaviour within the organization has produced a great deal of interest in investigating employees perceptions of climate within the organization especially, at times of significant change is taking place. The study aimed at determining the level of Organizational Climate (OC) as perceived by the civil servants and find out whether there is meaningful relationship between OC and Organizational effectiveness (OE). The research followed a quantitative approach and descriptive and causal designs while the data was analyzed using parametric statistical tools such as multiple linear regressions, Pearson’s Product-moment Correlation Coefficients, Independent-samples T- test, and One-way ANOVA T-test. Overall, the findings are: the independent aggregate variables; Human Relations Values (HRV) and Open Systems Values (OSV) positively and significantly predicted the dependent variable (OE) and 32.5% of the variation in OE is explained by HRV and OSV combined. The research results will have implications to policy makers and future researches in that it might contribute for promoting a fundamental improvement in efficiency and performance of organizations as well as job satisfaction of employees. Key Words: Organizational climate, Organizational effectiveness, Competing Values, Model, Amhara National Regional State, Ethiopia

Employees’ Perception of Organizational Climate and Its Implications for Organizational Effectiveness in Amhara National Regional State, Ethiopia