In today's life, many phenomena are explained as concrete and abstract concepts. Concrete concepts; can be touchable and countable assets such as finance, capital, movable and immovable assets. Abstract concepts are more uncountable and invisible beings such as morale, motivation, psychology and perception. Defining concrete concepts, making a certain mold, drawing their boundaries can be made more easily. But it is impossible or very difficult to perform these operations in abstract concepts. The organizational climate we can define as the psychological environment of the organizations in which the employees are members is also one of these abstract concepts. One of the most important concepts revealed by the psychological satisfaction of labor, which is especially important with behavioral approach, is organizational climate. The term “organizational climate” refers to employees' managerial processes and their interpretation of their function, their perception of the psychological environment, and their communication and interaction with each other. It is accepted that the productivity and efficiency of the employees increase positively depending on their organizational climate perceptions. In this context, it is important to carry out organizational climate analysis in the public health sector, one of the most important public organizations of our country, especially after the new structuring. For this purpose, the aim of the current study is to present the findings of the organizational climate survey conducted at the personnel working at Bartın 112 Emergency Health Services Stations which is found useful to be detachedly evaluated in respect of the organizational structure and human resources. For this purpose, the aim of the current study is to present the findings of the organizational climate survey conducted at the personnel working at Bartın 112 Emergency Health Services Stations which is found useful to be detachedly evaluated in respect of the organizational structure and human resources. As a matter of fact, these service stations dissociate from the other health institutions and establishments by the size and scope of the health services provided as well as the specifity and qualification of the human resources. In this context, organizational climate perceptions of the personnel working at Bartın Emergency Health Services Stations; was 3.51 in the dimension of participation and 3.75 in the dimension of attachment. The aforementioned ratios are close to the level 4 (agreeing) at level 5 point likert scale. However, since the aforementioned ratios are very close to 3 (I have no opinion), it is important to develop organizational climate perceptions more positively for the staff working at the mentioned stations.