Organisational climate and job satisfaction are separate, but related constructs and both affect the understanding of the working environment and employee level of job satisfaction. Purpose of this essay is to explain the relationship between organisational climate and job satisfaction to determine the perception of the employees working environment influence whether their level of satisfaction. Organisational climate is a relatively enduring quality of the internal environment of an organization that (a) is experienced by its members, (b) influences their behavior, and (c) can be described in terms of the values of a particular set of characteristics (or attributes) of the organization (Mullins, 2013). Organisational climate in particular is constantly contested changes affecting organizations today (Nair, 2006). To get ahead of their competitors organizations are constantly striving to improve their productivity. According to Brown and Leigh (1996), organizational climate is now becoming more important than before due to the organisation must ensure that those who add value to the bottom line will want to stay in the organisation and want to continue pouring their efforts in their work for the future benefits of the organisation. There is a belief that the organisational climate exists at three different levels. According to James and Jones (1974), there are two kinds of organisational climate and psychological climate, with the first term, when the recommended organisational climate is seen as an attribute and it is consequences when the climate is considered to be an individual attribute. Psychological climate is therefore studied on the individual level of analysis, referring to descriptions of individuals, policies and processes, while organisational climate is measured by the average perception of members of the collective descriptions referring to the same environment (Joyce and Slocum, 1982). According to Watkin and Hubbard (2003), more successful organisations have a climate with certain measurable characteristics. Organisational climate can be directly responsible for up to 30% of the variable in the key performance indicators of organisation. Is support by studies that examined the relationship between working conditions and level of performance (Wiley and Brooks, 2000). Climate have major effect on the performance of the organisation, as it shows how good working environment for employees (Watkin and Hubbard, 2003). Bisconti and Solomon (2003) suggest that organisational climate which allows a high degree of autonomy and nurtures relationship between managers and subordinates leads to higher levels of working satisfactions. Confirming to James and Jones (1974) concept of organisational climate and organisational culture often used as an interchangeably. They both describe the experience of the staff and help to understand the psychological phenomena in particular organisations but they also represents an explanation on how to influence the behavior of the organisation, individuals relationship and why some organisations are better able to adapt to environmental change and why some organisations are more successful than others (Glission and James, 2002). However, Schneider (2000) argue that there are some differences between climate and culture, organisational climate describes events, experiences and behaviors of employees, climate is more superficial level and relates to the here and now, whereas, culture studied, when people ask why there are these patterns of shared values, common assumptions and beliefs. Culture can be described as a foundation on which to build any organisation, it develops and in the longer term and consists of values. Culture has an important role in influencing all aspects of life within the organisation and really how it interacts with the outside world. On this basis may say that culture is the main aspect that can effect on climate change in the organisations. According to...
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