Article2014

Impact of Organizational Climate on Intentions to Leave and Job Satisfaction

14 citations0/0 files storedWorld Journal of Management

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Employee Performance and Management Job Satisfaction and Organizational Behavior School Leadership and Teacher Performance

Abstract

This study examines the impact of organizational climate on job satisfaction and intentions to leave of a higher educational institution. Organizational climate consists of four quadrants namely human relations, internal process, open systems, and rational goal. A total of 210 data was analyzed and path analysis was used to examine the relationship between organizational climate, job satisfaction, and intention to leave. The finding indicates that human relations, open systems, and rational goal have significant impact on job satisfaction and intention to leave. Internal process has impacted on job satisfaction, but no impact on intention to leave. This study provides recommendation to top management on how to reduce the intention to leave and enhance job satisfaction.

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References

1996Whatisthe Difference Between Organizational Culture and Organizational Climate? A Native's Point of View on a Decade of Paradigm Wars 2005Validating the organizational climate measure: links to managerial practices, productivity and innovation 2001Ethical climate's relationship to job satisfaction, organizational commitment, and turnover intention in the salesforce 1996Creating a climate and culture for sustainable organizational change 2009The influence of organizational culture on job satisfaction and intention to leave 2004Measuring tourism and hospitality employee workplace perceptions 2011Organizational climate and turnover in Islamic banking in the UAE 2012A Comparative Study of Organizational Climate and Job Satisfaction in Public, Private and Foreign Banks

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2022Psychological Contract Breach and Turnover Intentions Among Lecturers: The Moderating Role of Organizational Climate 2022ANALYZING THE ROLE OF ORGANIZATIONAL COMMITMENT AND JOB SATISFACTION IN MINIMIZING TURNOVER INTENTION 2018PENGARUH IKLIM ORGANISASI TERHADAP TURNOVER INTENTION DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI 2015PERAN MEDIASI KEPUASAN KERJA PADA HUBUNGAN MOTIVASI KERJA DENGAN INTENTION TO QUIT

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