Organizational climate, saving the identity of the organization, affecting the behavior of workers and perceived by them, it can be defined as all the features series that has dominated the organization. This study was conducted to evaluate the organizational climate of Ankara Yüksek İhtisas Hastanesi and to identify the differences of organizational climate dimensions with employees' socio-demographic and occupational features. There were no samples in the research and it was aimed to reach the whole universe (279). 157 administrative employees who worked in hospital were included to the research in 2015. The "Organizational Climate Scale" was used as the data collection tool. The reliability value of the scale was calculated according to its sub-dimensions and they were found reliable at a high level. According to organizational climate sub-dimensions, it was found that an ambitious work has the highest average score and role ambiguity has the lowest average score in the hospital. Statistically significant differences were found between the dimension of the work's being challenging and gender, and between the autonomy and freedom dimension and the age and term of office in the organization. According to the results, enabling the management support, decreasing the role uncertainty, providing opportunity for career planning of administrative personnel, planning events to increase the interaction of employees, appreciating of the employees, giving opportunity to use their capabilities and ensuring participation in decision making are recommended