Generally, this study aimed to determine and analyze the organizational culture, human resource strategies, organizational climate, and organizational performance of R2TMC and their relationships. To achieve the aim of this study, the descriptive-inferential research method through a structured questionnaire was used. There were 314 randomly selected personnel of the R2TMC who served as respondents of the study. Descriptive statistics and correlation procedures were used to analyses the data.

Findings revealed a strong organizational culture at R2TMC, characterized by employee involvement, consistency, adaptability, and a shared mission. The study confirms effective implementation of HR strategies in areas like recruitment, performance management, and employee development. Additionally, the organizational climate received high marks for clarity, standards, responsibility, and teamwork. R2TMC also demonstrated strong performance across various domains, including ethics, leadership, and communication.

The study demonstrates significant correlations between these factors. A strong organizational culture is linked to effective HR strategies and a positive climate. Similarly, strong HR strategies contribute to a positive climate. Overall, the research highlights that aligning these elements maximizing organizational performance. culture, HR, and climate is crucial for the results suggest that R2TMC's responsive approach fosters staff growth and well-being. This environment, shaped by policies, practices, and employee interactions, contributes significantly to achieving the hospital's goals across financial, operational, market management, and employee well-being domains. Finally, the study proposes a model for enhancing organizational performance based on these findings.

Keywords: organizational culture, human resource strategies, organizational climate, organizational performance

Dissertation (Doctor of Philosophy - Organization, Development and Planning)

Includes appendices and bibliographical references.