Organisational climate and intention to leave

What is it about?

Research on the contribution of people management to organizational performance outcomes such as productivity and profitability has been related to a climate of satisfaction in the workplace. Job satisfaction along with organizational climate plays a vital role in retaining the employees by enhancing their commitment towards the organization. The present paper measures impact of Organizational climate on job satisfaction, job commitment and intention to leave with the help of regression analysis and an attempt has been made to see the factor-wise effect of Organizational climate and job satisfaction on job commitment and intention to leave.

Featured Image

Why is it important?

There has been a long-standing interest in the study of organizational climate among organizational researchers. Its importance is partly due to its hypothesized relationship to other organizational phenomena including job satisfaction, job performance, leadership behaviour and the quality of work group interaction (Schnake, 1983). Recent research on job satisfaction has focused on the job itself or the work climate as the primary means of increasing satisfaction. The main argument is that, if jobs or work climate are developed to provide a more desirable work environment, an increase in job satisfaction will result (Metle 2001, Afolabi, 2005). The literature reviewed gives an overview of relationship between Organizational climate, job satisfaction, job commitment and intention to leave but it fails to highlight the factors that significantly affect job satisfaction, job commitment and job turnover. This paper attempts to bring out the kind of relationships between different variables and highlight specific factors responsible for variations in these variables.