effects of organizational climate on job satisfaction

EPHEMERA
http://ephemerajournal.com/
ISSN: 1298-0595
Vol.27; No.1 (2015)
effects of organizational climate on job satisfaction mediated by
human capital
Dyal Sinha
IMT, Raj Nagar, Ghaziabad, (U.P.), India
ABSTRACT
The study aimed to investigate the impact of organizational climate on job
satisfaction and human capital is other mediators have been done. Population,
are all car experts. For this research, 350 experts were selected by cluster
random sampling. Of these, 336 completed questionnaires and were pressed.
Data from the third questionnaire, job satisfaction, and organizational human
capital were collected. The data were analyzed with path analysis using
structural equation modeling using the software AMOS, SPSS was used. The
initial model, a good fit to the Data of the study were significant and direct
impact of climate on job satisfaction and its indirect effect through human
capital was approved.
Key words: organizational climate, job satisfaction, human capital
INTRODUCTION
Job satisfaction is a complex and multidimensional concept and the
psychological, physical, and social relations. But a series of different factors can
cause a person employed at a certain time of job satisfaction and enjoy it with
an emphasis on different elements of income, work environment, participation
in decision making and social values at different times, in different ways from
the job satisfaction it can also be contributing factors to the satisfaction of
personal, social, and environmental organizations classified.
What is evident, many studies on the relationship between organizational
climate and job satisfaction in different areas is done but studies at the
university level, as well as information from databases, dissertations, research
papers and background corroborates the identification of the research on the
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EPHEMERA
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ISSN: 1298-0595
Vol.27; No.1 (2015)
relationship between job satisfaction and organizational commitment mediated
by human capital in the country yet researcher in this study has been attempted
the relationship between organizational climate and job satisfaction, the role of
human capital in explaining the mediation. Because of changes in human capital
like an amplifier can improve the impact of organizational climate on job
satisfaction human capital as the most important organizational asset is the
potential success of organizations rooted in their capabilities. Human capitals to
the owners of capital, i.e., employee organizations, which can be considered as
a valuable asset, are increasingly affecting their success. The most important
and best known of the employee's job performance and the progress we are
responsible. Therefore, to achieve high job performance, employees must be
motivated. Most researchers, their efforts on studies have focused employees
thereby motivating factors that drive and thus more affected Job satisfaction is
an important issue in the context of maintaining and Keep in human resources
of an organization is. And inattention to it, in the long term, disrupts the social
system and cause rebellion, loss of sense of responsibility and will eventually
leave. Researcher seeks to determine the factors influencing job satisfaction for
your company and factors related to the design model, the planning, and the
level of job satisfaction and enhance employee performance Regarding the
results of this study, the effect of the status of human resources in the
organization is necessary. Educational management organizations reviewed
with staff training needs, courses are planned the people susceptible to high
levels of readiness to play their role in their organization. And therefore take
steps to improve the situation.
Human capital
Employees of an organization's intellectual capital through their competence
and attitudes of the generation that the competences and skills training are
included smartly thinking, enabling a person to alter their practices and
innovative solutions to the problems on the organizational security policy
human capital in the form of a combination of genetic inheritance, education,
experience, and attitudes about life and business personnel to define proper
learning environment to encourage informal learning organizations that create,
indeed, their employees to share knowledge than the BC Fishing weir in such an
organization, managers, knowledge workers and qualified staff to teach
themselves and improve their quality of work.
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ISSN: 1298-0595
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Organizational climate
Organizational climate as a set of traits and characteristics that knows which
could distinguish one organization from other organizations is organizational
climate of an organization's human nature knows that its employees to perform
their duties to pay. It can be concluded climate phenomenon among
organizational members as a result of their experience and understanding of
various aspects of the organization. For this reason, organizations do not have
the same atmosphere. In fact, the atmosphere represents a distinct organization
from another and as a psychological system with other aspects of the
organization, including organizational structure, technology, management style,
etc. The relationship is reciprocal.
Climate dimensions
Among the issues in dispute in relation to the climate, the atmosphere is
proportional dimensions. Below is an overview of various aspects of the
organizational climate.
Mechanisms of the effects of climate
The effects of organizational climate are like a bridge. On the one hand,
objective and tangible aspects such as organization structure, rules and practices
of leadership and staff, the atmosphere is a perception or emotion towards the
tangible aspects of the organization in organizations that all work is done in the
framework of the administrative hierarchy. And the rules and regulations
emphasize dry. Organizational climate is perceived as closed and flexible
organization that acts contrary to the provisions within reasonable limits. And
allow the initiative to their own member's organizational climate is perceived to
be open. Leighton and stringer of research have shown that the leadership style
of the factors that affect the climate.
Hypotheses
1. There is a relationship between organizational climate and job satisfaction.
2. The effect of human capital on job satisfaction.
3. The organizational climate and job satisfaction mediate the effect of human
capital.
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Methodology
The present study is correlational and its population is composed of all experts.
Among the eight participants were randomly selected car group. And the
experts of the company, using a random sample of 350 clusters were selected
out of the vice president of the company. Finally, 336 completed questionnaires
were collected.
Methods of data analysis
Since using correlation and regression analyzes to determine the causal
relationships between variables is limited. The causal methods such as path
analysis and structural equation analysis are emphasized a variety of models
with similar goals for formulating the relationships between the observed
variables used in the structural equation modeling process. Thus, quantitative
test was supposed to provide a theoretical model. In other words, the researcher
conducted with the use of theory and research, a theoretical model to model or
make. Therefore, the theoretical model - this may occur as a theoretical research perspectives and approaches to the subject of the research shows. The
theoretical profile, the surface structure is. Therefore, theoretical modeling can
be defined as: the formation of structures that are related to each other in a
certain way. To detect and model structural relationships, job satisfaction, and
correlation matrix for all the variables under study was prepared. After
obtaining the correlation matrix, via path analysis, calculations were performed
for the proposed model; the fit was carried out in various ways. Model, using
the chi-square indicator, the indicator Tucker - Lewis index increased fitness,
normal fit index, the comparative fitness index, the root of the estimated
variance of the error of approximation, is studied.
To investigate the role of predictor variables that was considered as independent
variables. And to assess the direct and indirect effects on the dependent
variable, job satisfaction, and path analysis using structural equation modeling
was used. Effects of predictive variables on job satisfaction explained. The
results of regression analysis indicate that job satisfaction. In this regression, the
criterion variable considered is job satisfaction and organizational climate
variables and human capital as predictor variables were entered.
Discussion and Conclusions
Confirm correlates, suggests that organizational climate variables as predictors
of job satisfaction can be direct. The confirmation of the relationship between
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ISSN: 1298-0595
Vol.27; No.1 (2015)
the conceptual, organizational climate means that good may result arousal and
enthusiasm for the job and the job satisfaction of employees. Thus, according to
the results of this study and previous studies, we can conclude that the
organizational climate of mutual relations efforts and groups within the
organization, managers and employees come under the intellectual and
behavioral development. And the spirit of the people it affects, which leads to
job satisfaction or dissatisfaction of the people in the organization. A number of
theories, rather than to explain job satisfaction have focused only on the
individual, the organization is also important to give context. This group of
theories, because they are relatively simple processes to initiate, direct and
sustain job satisfaction are very important. To investigate the second hypothesis,
the study reveals that human capital has on job satisfaction. Path analysis shows
that there is a positive correlation between human capital and job satisfaction.
There is a direct relationship. Confirm correlates indicate that training not only
improves an organization's human capital, but also upon certain external matters
such as major determinants of job satisfaction and the capital market.
The third study was to investigate the hypothesis that this organizational climate
mediated the effect of human capital on job satisfaction. Path analysis indicated
that organizational climate and job satisfaction have positive direct and indirect,
positive and significant relationship exists. Confirm correlates, suggests that
organizational climate variables as predictors of job satisfaction can be direct
the approved indirect relationship, indicating that human capital variables as
one variable increases relationship between organizational climate and job
satisfaction is. Therefore, the space-based understanding, honesty, trusts and
cooperation in the organization is created to increase job satisfaction and
productivity of the organization is. The results of this study with results of
previous studies conducted between organizational climate and human capital,
gained. In general, many experts believe that knowledge management and
organizational psychologists, job satisfaction important role in improving the
health and health workforce plays. And in this respect, the issue of job
satisfaction is the basic problem of any organization organizational climate on
the relationship between human beings in the effect. The atmospheres are open,
warm, and facilitate the formation of closed atmospheres, cold and distant, the
following relationships are eating. Human relations, the field of motivation and
personal development to create the same sense of growth, satisfaction and St.
Dialogue would be individuals.
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ISSN: 1298-0595
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