Employee perceptions of campus climate and job satisfaction have long been a source of interest for both researchers and administrators wishing to pinpoint the source(s) of dissatisfaction in order to maintain and improve morale. The purpose of this study was to assess employee perceptions of campus climate on overarching morale and job satisfaction at a small, private Christian university in the Southeastern United States and to identify positive and negative factors affecting that morale. One hundred university employees (13 administrators; 52 faculty; 39 staff) completed a 50 statement item online survey and were compared for differences in the level of agreement related to campus climate and job satisfaction. In addition, faculty perceptions of campus climate and job satisfaction were grouped into seven areas (satisfaction with teaching environment and facilities, research and service, career and professional development, commitment, pay and benefits, leadership, and collegiality) based on the survey items and were examined by rank. Differences among faculty and employees were examined with one-way analysis of variance (ANOVA) and independent samples t-tests. Two opened ended questions surveyed the faculty on what they liked and enjoyed most about working at this institution and if they had the power to improve one or two things regarding work at this institution, what would they be. Responses to the open-ended questions were reviewed, cataloged, and reported for themes. No significant differences (p < 0.05) in faculty perceptions of campus climate were found for any of the seven grouped variables. Significant differences (p < 0.05) in perceptions of campus climate and job satisfaction among employees were observed for the individual item survey statements related to: emotional attachment to the university, academic admissions standards, fair salary, university supported benefits, complaints, keeping employees informed, decision to work for the university, the direction of the university, and overall job satisfaction. All employees reported that collegiality and a Christian focus were sources of high morale. The mixed methods approach coalesced to indicate that faculty enjoyed the company of other employees and responded that co-workers were friends that were likely to support them in their professional and personal lives. Findings indicate the sense of comradery among the employees was extremely high and was a source of high morale. The main identified sources of low morale were poor salaries (as compared to competitor institutions) and the perception of a lack of communication and appreciation from upper level administrators. Utilizing Kotter's Change Theory, recommendations to improve employee perceptions of campus climate are made utilizing servant leadership as a platform to promote change and a positive work environment. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]